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AB-105 The Upward Mobility Act of 2021: boards and commissions: civil service: examinations: classifications.(2021-2022)

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Senate:

1st

Cmt

2nd

Cmt

2nd

Cmt

2nd

3rd

Pass

Assembly:

Int

1st

Cmt

2nd

3rd

Pass

Veto

Bill Status

Measure:

AB-105

Lead Authors:

Holden (A)

Principal Coauthors:

Coauthors:

Chiu (A) , Cooper (A)

Topic:

The Upward Mobility Act of 2021: boards and commissions: civil service: examinations: classifications.

31st Day in Print:

01/14/21

Title:

An act to amend Sections 11140, 18502, 18931, 18933, 18936, 19402, and 19574 of, and to add Sections 8310.6, 18553, and 18930.1 to, the Government Code, relating to human resources.

House Location:

Assembly

Enrolled Date:

09/13/21

Last Amended Date:

08/31/21

Type of Measure
Inactive Bill - Vetoed
Majority Vote Required
Non-Appropriation
Fiscal Committee
Non-State-Mandated Local Program
Non-Urgency
Non-Tax levy

Last 5 History Actions
Date	Action
01/03/22	Consideration of Governor's veto pending.
10/08/21	Vetoed by Governor.
09/17/21	Enrolled and presented to the Governor at 3 p.m.
09/09/21	Senate amendments concurred in. To Engrossing and Enrolling. (Ayes 58. Noes 12.).
09/08/21	In Assembly. Concurrence in Senate amendments pending.

Daily File Status
File	File Date	Item
Asm Governor's Vetoes	01-25-2022	44

Governor's Veto Message
To the Members of the California State Assembly: I am returning Assembly Bill 105 without my signature. This bill would modify several processes related to civil service job announcements, examinations, classifications, and hiring practices. Additionally, it would require certain boards and commissions to include appointed representatives of underrepresented groups and institute new data collection requirements. I believe that California has a responsibility to recruit and retain a workforce that reflects California's diversity and treats all of our employees with respect, dignity, and equity. My Administration remains committed to furthering that cause and that's why we have established the California Leads as an Employer Initiative. The goal of this initiative is to implement policies that promote a diverse and inclusive workforce reflective of California, ensure a respectful workplace free of harassment, and address gender and racial pay gaps in the state workforce. Additionally, we established a Chief Equity Officer at the Government Operations Agency this year who will focus on diversifying state hiring, recruitment, retention, and training. While the goals of AB 105 are laudable, elements of the bill conflict with existing constitutional requirements, labor agreements, and current data collection efforts. Therefore, it may have unintended consequences that warrant further consideration. Furthermore, as AB 105 would cost tens of millions of dollars, these one-time and significant ongoing costs should be considered through the annual state budget process. I would encourage the author to collaborate with the Administration to address these concerns and look forward to continued partnership as we continue to work to build a more inclusive state government. Sincerely, Gavin Newsom

Governor's Veto Message

To the Members of the California State Assembly:

I am returning Assembly Bill 105 without my signature.

This bill would modify several processes related to civil service job announcements, examinations, classifications, and hiring practices. Additionally, it would require certain boards and commissions to include appointed representatives of underrepresented groups and institute new data collection requirements.

I believe that California has a responsibility to recruit and retain a workforce that reflects California's diversity and treats all of our employees with respect, dignity, and equity. My Administration remains committed to furthering that cause and that's why we have established the California Leads as an Employer Initiative. The goal of this initiative is to implement policies that promote a diverse and inclusive workforce reflective of California, ensure a respectful workplace free of harassment, and address gender and racial pay gaps in the state workforce. Additionally, we established a Chief Equity Officer at the Government Operations Agency this year who will focus on diversifying state hiring, recruitment, retention, and training.

While the goals of AB 105 are laudable, elements of the bill conflict with existing constitutional requirements, labor agreements, and current data collection efforts. Therefore, it may have unintended consequences that warrant further consideration. Furthermore, as AB 105 would cost tens of millions of dollars, these one-time and significant ongoing costs should be considered through the annual state budget process.

I would encourage the author to collaborate with the Administration to address these concerns and look forward to continued partnership as we continue to work to build a more inclusive state government.

Sincerely,

Gavin Newsom