New year, new state laws face California drivers, workers, families
The New Year means new rules for Californians, including for drivers.
New state laws for 2021 include those aiming to crack down even more on distracted driving, protecting crews working on the side of the road, and preventing those who break into a car to rescue a child from facing charges, among others. Read on to learn more about these new laws.
License Points for Distracted Driving (AB 47): Drivers who violate the hands-free law by using a handheld cell phone while driving for a second time within 36 months will have a point added to their driver’s record. It is currently punishable by a fine. This applies to the violations of talking or texting while driving (except for hands-free use) and to any use of these devices while driving by a person under 18 years of age. (Begins July 1)
“Move Over, Slow Down” Amendments (AB 2285): Drivers coming up on a stationary emergency vehicle displaying emergency lights — applying to local streets and road now, and not just freeways — will be required to move to another lane if possible or slow to a reasonable speed. It also applies to tow trucks and Caltrans vehicles. This extends the state’s “Move Over, Slow Down” law that went into effect in 2020, which allows authorized emergency vehicles to use a “Hi-Lo” warning sound, different from a siren, to let the public know they need to evacuate an area in an emergency. Learn more about work zone safety awareness at bit.ly/workzoneaware. (Begins Jan. 1)
Unattended Children in Motor Vehicles (AB 2717): A person damages a vehicle while rescuing a child from a vehicle from heat, cold, lack of ventilation or other dangers will be exempt from civil or criminal liability or trespassing. The law only applies if the child is 6 years old or younger under dangerous conditions “that reasonably could cause suffering, disability, or death.” The steps that should be taken include calling 911, ensuring the vehicle is locked and there is no other way to enter the car without forced entry, and having a “good faith belief” that rescuing the child is necessary due to imminent potential harm. (Begins Jan. 1)
Real ID Deadline (AB 1480): The deadline to get a Real ID driver’s license or state ID card is Oct. 1, 2021, according to the California DMV. If you want to continue using your driver’s license or ID card to “board domestic flights within the U.S.” and “enter secure federal facilities,” it is recommended that you apply. People must complete the online application and bring required documents before visiting a field office.
OTHER NON-VEHICLE LAWS FOR 2021
Minimum Wage : As part of California’s continued incremental raising of the minimum wage, it will go up to $14 per hour on Jan. 1 for employers with 26 or more employees. Businesses with 25 or fewer employers must increase minimum wage to $13 per hour. Minimum wage may be higher where you live already based on local laws.
Use of Force: The law requires law enforcement policies to require officers to immediately report potential excessive force, and to intercede when present and observing an officer using excessive force. The bill would also prohibit retaliation against officers who report violations of law or regulation of another officer to a supervisor. Another law (AB 1196) prohibits police from using chokeholds and carotid holds after a number of high-profile deaths in police custody around the nation. Learn more about Kern County’s ongoing issue with excessive force at bit.ly/kernprotests.
Sheriff Oversight: This law authorizes counties to establish sheriff oversight boards and an office of inspector general and empowers them to issue subpoenas “when deemed necessary to investigate a matter within their jurisdiction.” Click here to learn more about the settlement between the California Department of Justice and Kern County Sheriff’s Office after an investigation into civil rights violations and excessive force allegations, some of which stem from Chain | Cohn | Clark cases.
Employment Safety (AB 685): Employers must inform employees and take measures if COVID-19 exposure occurs. The employer will be required to provide written notice of exposure to employees on the worksite premises, as well as provide information about COVID-related benefits to exposed workers. The employer must also report the exposure to their local public health agency within 48 hours. Learn more about worker safety issues, and benefits available to workers who contract COVID-19 at work, by clicking here.
Family and Medical Leave (SB 1383): People who directly employ five or more employees will be required to provide unpaid family and medical leave to those who qualify. It also will allow employees to take protected leave to care for an expanded set of family members.
Prisoner Gender Identity: The California Department of Corrections and Rehabilitation will be required by law to ask all inmates for their gender identity, and to recognize and address inmates by their gender pronoun in all communications. The law also stipulates that transgender inmates must be housed at a facility matching their gender identity, unless the department can provide “a specific and articulable basis” for denying that housing due to security or management concerns. Under the law, transgender, non-binary and intersex inmates must be searched by an officer whose gender identity matches that of the inmate, or by an officer whose gender matches the designation of the facility housing the inmate if the inmate’s gender identity cannot be determined.