Asm. Sade Elhawary

This measure would recognize February 2026 as the centennial anniversary of Black History Month, urge all citizens to join in celebrating the accomplishments of African Americans during Black History Month, and encourage the people of California to recognize the many talents of African Americans and the achievements and contributions they make to their communities to create equity and equality for education, economics, and social justice. The measure would recognize the significance in protecting the fundamental human rights enshrined in the United States Constitution and its Amendments, the United States Bill of Rights, and the California Constitution, as specified. The measure would also affirm the commitment of the Legislature that all people are equal and shall be treated with respect and dignity and shall enjoy the equal application of the law for which the Legislature has been entrusted.

Maddy summaryThis bill designates March 2026 as Colorectal Cancer Awareness Month in California to highlight the disease's impact and promote screening efforts. It directly affects all Californians by encouraging early detection through regular check-ups and new testing options, particularly for younger adults and underserved communities facing higher risks. The resolution aims to increase public knowledge about prevention and treatment advancements without mandating specific actions or funding changes.

Existing law requires the Department of Technology to conduct, in coordination with other interagency bodies as it deems appropriate, a comprehensive inventory of all high-risk automated decision systems (ADS) that have been proposed for use, development, or procurement by, or are being used, developed, or procured by, any state agency. Existing law establishes the Labor and Workforce Development Agency, which is composed of various departments responsible for protecting and promoting the rights and interests of workers in California, including the Division of Labor Standards Enforcement, led by the Labor Commissioner, within the Department of Industrial Relations. This bill would require an employer to provide a written notice that an ADS, for the purpose of making employment-related decisions, not including hiring, is in use at the workplace to all workers that will foreseeably be directly affected by the ADS, as specified. The bill would require the employer to maintain an updated list of all ADS currently in use. The bill would require an employer to notify, as provided, a job applicant that the employer utilizes an ADS when making hiring decisions, if the employer will use the ADS in making decisions for that position. The bill would prohibit an employer from using an ADS that does certain functions and would limit the purposes and manner in which an ADS may be used to make decisions. The bill would authorize a worker to request, and require an employer to provide, a copy of the most recent 12 months of the worker's own data primarily used by an ADS to make a discipline, termination, or deactivation decision, as specified. The bill would require an employer that primarily relied on an ADS to make a discipline, termination, or deactivation decision to provide the affected worker with a written notice, as specified. This bill would prohibit an employer from discharging, threatening to discharge, demoting, suspending, or in any manner discriminating or retaliating against any worker for taking certain actions asserting their rights under the bill. The bill would require the Labor Commissioner to enforce the bill's provisions, as specified, and would authorize a public prosecutor to bring a civil action. The bill would set forth specified types of relief that a plaintiff may seek and specified penalties that an employer that violates these provisions is subject to, including a $500 civil penalty. The bill would also provide that an employer who complies with the requirements related to notice in this bill is not required to comply with any substantially similar provisions under any other state law, except as specified. The bill would not apply to parties covered by a valid collective bargaining agreement if the agreement contains specified information, including an explicit waiver of the bill's provisions. The bill would declare that its provisions do not prohibit any employer from complying with regulatory or contractual requirements in the provision of products or services to the federal government, as defined. This bill would declare that its provisions are severable.

Maddy summaryACR 116 is a ceremonial resolution honoring Reverend Dr. Martin Luther King, Jr. and commemorating Martin Luther King Jr. Day. It does not create new laws or affect specific groups, as it is a symbolic gesture of recognition. The measure was adopted by the Assembly on January 16, 2026, and is now pending in the Senate Committee on Rules and Legislative Services. This type of resolution typically serves to acknowledge historical figures or events without implementing policy changes.

Maddy summaryACR 118 designates January 13, 2026, as Korean American Day in recognition of Korean American contributions. This ceremonial resolution does not create new laws or affect policy; it simply formally proclaims a specific date for observance. The bill directly affects public acknowledgment of Korean American heritage within the state. It has advanced through committee approval and passed the Assembly with unanimous support.

This measure would proclaim the month of January 2026 as National Mentoring Month, and would proudly recognize Big Brothers Big Sisters of Central California for its unwavering commitment to the children and families of our region and its enduring impact on future generations.

Maddy summaryACR 122 designates the week of January 25-31, 2026, as Anesthesiologists Week to honor anesthesiologists for their contributions to patient care. This ceremonial resolution has no binding effect or policy changes - it simply recognizes the profession through a symbolic week-long observance. It directly affects the broader public by raising awareness of anesthesiologists' roles, but does not impose requirements or alter laws. The bill is currently pending in the Senate Committee on Rules and Licensing (RLS).

Existing law authorizes a civil action for unlawful detainer under various conditions, as specified, including when a tenant continues in possession of property, or any part thereof, after the expiration of the term for which it is let to the tenant. This bill would make a technical, nonsubstantive change to the provision.

Existing law requires every able-bodied prisoner imprisoned in a state prison to work as many hours of faithful labor in each day and every day during their term of imprisonment as prescribed by the Secretary of the Department of Corrections and Rehabilitation in departmental rules and regulations. This bill would make technical, nonsubstantive changes to that provision.

Existing law requires the governing board of a community college district to employ persons for positions that are not academic positions in what is known as the classified service. Existing law establishes procedures through which a community college district may adopt a merit system with respect to its classified employees. Existing law requires a community college district that has a merit system to appoint a personnel commission to prescribe, amend, and interpret rules regarding the merit system. Existing law requires the governing board of a community college district, including a district that has adopted a merit system, to fix and prescribe the duties to be performed by all persons in the classified service and other nonacademic positions of the community college district, except those persons employed as part of a personnel commission's staff. This bill would make nonsubstantive changes to the requirement that the governing board of a community college district fix and prescribe the duties to be performed by all persons in the classified service and other nonacademic positions.