SB 410: Public postsecondary education: California State University: nonfaculty staff employees: merit salary system.
- Session Year: 2021-2022
- House: Senate
- Latest Version Date: 2022-09-06
Existing law establishes the California State University, under the administration of the Trustees of the California State University, as one of the segments of public postsecondary education in this state. The California State University system comprises 23 institutions of higher education. Existing law requires the trustees to provide by rule for the government of their appointees and employees, as specified.
This bill would require the California State University to implement a merit 9-step salary system for all California State University nonfaculty staff employees that runs for 15 years, as provided.
Existing law establishes the California State University, under the administration of the Trustees of the California State University, as one of the segments of public postsecondary education in this state. The California State University system comprises 23 institutions of higher education. Existing law requires the trustees to provide by rule for the government of their appointees and employees, as specified.
This bill would require the California State University to implement a merit 9-step salary system for all California State University nonfaculty staff employees that runs for 15 years, as provided.
Existing law establishes the California State University, under the administration of the Trustees of the California State University, as one of the segments of public postsecondary education in this state. The California State University system comprises 23 institutions of higher education. Existing law requires the trustees to provide by rule for the government of their appointees and employees, as specified.
This bill would require the California State University to implement a merit 9-step salary system for all California State University nonfaculty staff employees that runs for 15 years, as provided.
Existing law establishes the Occupational Safety and Health Standards Board within the Department of Industrial Relations. Existing law authorizes the standards board to adopt, amend, or repeal occupational safety and health standards and orders, as defined, and requires the adoption of standards at least as effective as the federal standards for all issues for which federal standards have been promulgated under provisions of the federal Occupational Safety and Health Act of 1970. Existing law generally requires the adoption, amendment, or repeal of standards and orders by the standards board to comply with the rulemaking provisions of the Administrative Procedure Act (APA), but exempts from provisions of the APA relating to public participation and review of proposed regulations a standard or amendment to any standard adopted by the standards board that is substantially the same as a federal standard, including existing APA requirements, for a proposed nonmajor regulation, to prepare a prescribed economic impact assessment and, for a proposed major regulation, to prepare a standardized regulatory impact analysis in a manner prescribed by the Department of Finance.This bill would exempt any occupational safety and health standard and order from the standardized regulatory impact analysis requirement. The bill would also require an economic impact assessment to be prepared for the adoption, amendment, or repeal of any occupational safety and health standard and order, including for any such standard and order that is a major regulation proposed after January 1, 2022.Existing law establishes the Occupational Safety and Health Standards Board within the Department of Industrial Relations. Existing law authorizes the standards board to adopt, amend, or repeal occupational safety and health standards and orders, as defined, and requires the adoption of standards at least as effective as the federal standards for all issues for which federal standards have been promulgated under provisions of the federal Occupational Safety and Health Act of 1970. Existing law generally requires the adoption, amendment, or repeal of standards and orders by the standards board to comply with the rulemaking provisions of the Administrative Procedure Act (APA), but exempts from provisions of the APA relating to public participation and review of proposed regulations a standard or amendment to any standard adopted by the standards board that is substantially the same as a federal standard, including existing APA requirements, for a proposed nonmajor regulation, to prepare a prescribed economic impact assessment and, for a proposed major regulation, to prepare a standardized regulatory impact analysis in a manner prescribed by the Department of Finance.
This bill would exempt any occupational safety and health standard and order from the standardized regulatory impact analysis requirement. The bill would also require an economic impact assessment to be prepared for the adoption, amendment, or repeal of any occupational safety and health standard and order, including for any such standard and order that is a major regulation proposed after January 1, 2022.
Existing law establishes the Occupational Safety and Health Standards Board within the Department of Industrial Relations. Existing law authorizes the standards board to adopt, amend, or repeal occupational safety and health standards and orders, as defined, and requires the adoption of standards at least as effective as the federal standards for all issues for which federal standards have been promulgated under provisions of the federal Occupational Safety and Health Act of 1970. Existing law generally requires the adoption, amendment, or repeal of standards and orders by the standards board to comply with the rulemaking provisions of the Administrative Procedure Act (APA), but exempts from provisions of the APA relating to public participation and review of proposed regulations a standard or amendment to any standard adopted by the standards board that is substantially the same as a federal standard, including existing APA requirements, for a proposed nonmajor regulation, to prepare a prescribed economic impact assessment and, for a proposed major regulation, to prepare a standardized regulatory impact analysis in a manner prescribed by the Department of Finance.
This bill would exempt any occupational safety and health standard and order from the standardized regulatory impact analysis requirement.
Existing law establishes the Department of Industrial Relations for specified purposes and provides for its administration by the Director of Industrial Relations. Under existing law, when term head of the department is used in certain provisions of law, it means the Director of Industrial Relations, unless the Labor Code expressly provides that another entity retains jurisdiction over a specific matter.This bill would make nonsubstantive changes to that provision.Existing law establishes the Department of Industrial Relations for specified purposes and provides for its administration by the Director of Industrial Relations. Under existing law, when term head of the department is used in certain provisions of law, it means the Director of Industrial Relations, unless the Labor Code expressly provides that another entity retains jurisdiction over a specific matter.
This bill would make nonsubstantive changes to that provision.
The Legislature finds and declares all of the following:
(a)The California State University is comprised of 23 campuses and the office of the Chancellor of the California State University.
(b)The California State University educates more than 480,000 students each year.
(c)California State University faculty and nonfaculty staff employees are key to the success of the California State University and its mission to provide world-class educational opportunities and serve as Californias engine of opportunity.
(d)There are nearly 30,000 California State University nonfaculty staff employees across 13 bargaining units.
(e)In 2021, the Legislature passed and the Governor signed Senate Bill 129 (Chapter 69 of the Statutes of 2021) and Senate Bill 170 (Chapter 240 of the Statutes of 2021), which appropriated $2,000,000 to the California State University to evaluate the salary structure of nonfaculty staff employees. The comprehensive review would evaluate the existing salary structure, examine issues of salary inversion and compression, and provide recommendations, if applicable, for alternative salary models for California State University nonfaculty staff employees.
(f)The Chancellor of the California State University, in coordination with the California State University Employees Union, Service Employees International Union Local 2579, and Teamsters Local 2010, selected Mercer as the independent consultant to assess and complete a review of the California State Universitys wage structure for nonfaculty staff employees.
(g)In April 2022, Mercer completed their research and found all of the following:
(1)Mercer identified significant wage compression, meaning that new hire salaries are often extremely close to salaries of senior nonfaculty staff employees.
(2)Mercer determined that, on average, California State University nonfaculty staff employees salaries are 12 percent behind the market average. The market assessment looked at regional public and private employers for similar occupations and higher education institutions in and out of the state.
(3)Mercer found that over 80 percent of employees and their managers favored a return to a predictable, equitable step system and had a low degree of confidence in the Open Range system.
(h)To address these wage issues, Mercer recommended implementing a nine-step salary system that will help support wage growth and a living wage for California State University nonfaculty staff employees.
(i)After the release of the salary study by Mercer, the California State University Employees Union completed an assessment that found that the merit salary steps would significantly reduce pay equity concerns at the California State University for women and workers of color.
SEC. 2.Section 89521 is added to the Education Code, to read:89521.Notwithstanding any other law:
(a)The California State University shall implement a merit nine-step salary system for all represented California State University nonfaculty staff employees that runs for 15 years, consistent with the findings of the study described in subdivision (f).
(b)Under the merit nine-step salary system established pursuant to this section, each represented California State University nonfaculty staff employee shall be placed in the step based on their existing years of employment as a represented California State University nonfaculty staff employee.
(c)Language that effectuates this section shall automatically be incorporated into any pertinent memorandum of understanding or collective bargaining agreement entered into, or renewed, by the California State University on or after January 1, 2023.
(d)Any costs associated with the implementation of this section that are incurred by the California State University shall be paid for using existing resources of the California State University.
(e)It is the intent of the Legislature that each represented California State University nonfaculty staff employee reach market median for that campus by year five in the merit nine-step salary system.
(f)It is the intent of the Legislature that the California State University take action to implement the salary step system consistent with the findings of the salary study authorized and completed for represented California State University nonfaculty staff employees that was developed pursuant to subprovision (k) of Provision 2.5 of Schedule (1) of Item 6610-001-0001 of Section 2.00 of the Budget Act of 2021 (Chapters 69 and 240 of the Statutes of 2021).
(g)It is the intent of the Legislature that the California State University work with the authorized employee representatives of each bargaining unit to implement this section.
The Legislature finds and declares all of the following:
(a)The California State University is comprised of 23 campuses and the office of the Chancellor of the California State University.
(b)The California State University educates more than 480,000 students each year.
(c)California State University faculty and nonfaculty staff employees are key to the success of the California State University and its mission to provide world-class educational opportunities and serve as Californias engine of opportunity.
(d)There are nearly 30,000 California State University nonfaculty staff employees across 13 bargaining units.
(e)In 2021, the Legislature passed and the Governor signed Senate Bill 129 (Chapter 69 of the Statutes of 2021) and Senate Bill 170 (Chapter 240 of the Statutes of 2021), which appropriated $2,000,000 to the California State University to evaluate the salary structure of nonfaculty staff employees. The comprehensive review would evaluate the existing salary structure, examine issues of salary inversion and compression, and provide recommendations, if applicable, for alternative salary models for California State University nonfaculty staff employees.
(f)The Chancellor of the California State University, in coordination with the California State University Employees Union, Service Employees International Union Local 2579, and Teamsters Local 2010, selected Mercer as the independent consultant to assess and complete a review of the California State Universitys wage structure for nonfaculty staff employees.
(g)In April 2022, Mercer completed their research and found all of the following:
(1)Mercer identified significant wage compression, meaning that new hire salaries are often extremely close to salaries of senior nonfaculty staff employees.
(2)Mercer determined that, on average, California State University nonfaculty staff employees salaries are 12 percent behind the market average. The market assessment looked at regional public and private employers for similar occupations and higher education institutions in and out of the state.
(3)Mercer found that over 80 percent of employees and their managers favored a return to a predictable, equitable step system and had a low degree of confidence in the Open Range system.
(h)To address these wage issues, Mercer recommended implementing a nine-step salary system that will help support wage growth and a living wage for California State University nonfaculty staff employees. The proposed system includes five annual steps that an employee progresses through with satisfactory completion of job duties, three additional steps assessed every two years, and a final step after three years.
(i)After the release of the salary study by Mercer, the California State University Employees Union completed an assessment that found that the merit salary steps would significantly reduce pay equity concerns at the California State University for women and workers of color.
SEC. 2.Section 89521 is added to the Education Code, to read:89521.Notwithstanding any other law:
(a)The California State University shall implement a merit nine-step salary system for all represented California State University nonfaculty staff employees that runs for 15 years. The nine-step system shall be as follows: years, consistent with the findings of the study described in subdivision (f).
(1)After completion of the first year in a position, and after completion of each subsequent year for a total of five years, each represented California State University nonfaculty staff employee shall receive a merit salary intermediate step adjustment of 5 percent when the employee meets the standards for satisfactory performance in the position, as determined by the employees appropriate administrator pursuant to a uniform employee evaluation process.(2)After completion of year seven, and each subsequent two years, each represented California State University nonfaculty staff employee shall receive a merit salary intermediate step adjustment of 5 percent when the employee meets the standards for satisfactory performance in the position, as determined by the employees appropriate administrator pursuant to a uniform employee evaluation process.(3)After completion of year 15, each represented California State University nonfaculty staff employee shall receive a merit salary intermediate step adjustment of 5 percent when the employee meets the standards for satisfactory performance in the position, as determined by the employees appropriate administrator pursuant to a uniform employee evaluation process.(b)Under the merit nine-step salary system established pursuant to this section, each represented California State University nonfaculty staff employee shall be placed in the step based on their existing years of employment as a represented California State University nonfaculty staff employee.
(c)Language that effectuates this section shall automatically be incorporated into any pertinent memorandum of understanding or collective bargaining agreement entered into, or renewed, by the California State University on or after January 1, 2023.
(d)Any costs associated with the implementation of this section that are incurred by the California State University shall be paid for using existing resources of the California State University.
(e)It is the intent of the Legislature that each represented California State University nonfaculty staff employee reach market median for that campus by year five in the merit nine-step salary system.
(f)It is the intent of the Legislature that the California State University take action to implement the salary step system consistent with the findings of the salary study authorized and completed for represented California State University nonfaculty staff employees that was developed pursuant to subprovision (k) of Provision 2.5 of Schedule (1) of Item 6610-001-0001 of Section 2.00 of the Budget Act of 2021 (Chapters 69 and 240 of the Statutes of 2021).
(g)It is the intent of the Legislature that the California State University work with the authorized employee representatives of each bargaining unit to implement this section.
The Legislature finds and declares all of the following:
(a)The California State University is comprised of 23 campuses and the office of the Chancellor of the California State University.
(b)The California State University educates more than 480,000 students each year.
(c)California State University faculty and nonfaculty staff employees are key to the success of the California State University and its mission to provide world-class educational opportunities and serve as Californias engine of opportunity.
(d)There are nearly 30,000 California State University nonfaculty staff employees across 13 bargaining units.
(e)In 2021, the Legislature passed and the Governor signed Senate Bill 129 (Chapter 69 of the Statutes of 2021) and Senate Bill 170 (Chapter 240 of the Statutes of 2021), which appropriated $2,000,000 to the California State University to evaluate the salary structure of nonfaculty staff employees. The comprehensive review would evaluate the existing salary structure, examine issues of salary inversion and compression, and provide recommendations, if applicable, for alternative salary models for California State University nonfaculty staff employees.
(f)The Chancellor of the California State University, in coordination with the California State University Employees Union, Service Employees International Union Local 2579, and Teamsters Local 2010, selected Mercer as the independent consultant to assess and complete a review of the California State Universitys wage structure for nonfaculty staff employees.
(g)In April 2022, Mercer completed their research and found all of the following:
(1)Mercer identified significant wage compression, meaning that new hire salaries are often extremely close to salaries of senior nonfaculty staff employees.
(2)Mercer determined that, on average, California State University nonfaculty staff employees salaries are 12 percent behind the market average. The market assessment looked at regional public and private employers for similar occupations and higher education institutions in and out of the state.
(3)Mercer found that over 80 percent of employees and their managers favored a return to a predictable, equitable step system and had a low degree of confidence in the Open Range system.
(h)To address these wage issues, Mercer recommended implementing a nine-step salary system that will help support wage growth and a living wage for California State University nonfaculty staff employees. The proposed system includes five annual steps that an employee progresses through with satisfactory completion of job duties, three additional steps assessed every two years, and a final step after three years.
(i)After the release of the salary study by Mercer, the California State University Employees Union completed an assessment that found that the merit salary steps would significantly reduce pay equity concerns at the California State University for women and workers of color.
SEC. 2.Section 89521 is added to the Education Code, to read:89521.Notwithstanding any other law:
(a)The California State University shall implement a merit nine-step salary system for all represented California State University nonfaculty staff employees that runs for 15 years. The nine-step system shall be as follows:
(1)After completion of the first year in a position, and after completion of each subsequent year for a total of five years, each represented California State University nonfaculty staff employee shall receive a merit salary intermediate step adjustment of 5 percent when the employee meets the standards for satisfactory performance in the position, as determined by the employees appropriate administrator pursuant to a uniform employee evaluation process.
(2)After completion of year seven, and each subsequent two years, each represented California State University nonfaculty staff employee shall receive a merit salary intermediate step adjustment of 5 percent when the employee meets the standards for satisfactory performance in the position, as determined by the employees appropriate administrator pursuant to a uniform employee evaluation process.
(3)After completion of year 15, each represented California State University nonfaculty staff employee shall receive a merit salary intermediate step adjustment of 5 percent when the employee meets the standards for satisfactory performance in the position, as determined by the employees appropriate administrator pursuant to a uniform employee evaluation process.
(b)Under the merit nine-step salary system established pursuant to this section, each represented California State University nonfaculty staff employee shall be placed in the step based on their existing years of employment as a represented California State University nonfaculty staff employee.
(c)Language that effectuates this section shall automatically be incorporated into any pertinent memorandum of understanding or collective bargaining agreement entered into, or renewed, by the California State University on or after January 1, 2023.
(d)Any costs associated with the implementation of this section that are incurred by the California State University shall be paid for using existing resources of the California State University.
(e)It is the intent of the Legislature that each represented California State University nonfaculty staff employee reach market median for that campus by year five in the merit nine-step salary system.
(f)It is the intent of the Legislature that the California State University take action to implement the salary step system consistent with the findings of the salary study authorized and completed for represented California State University nonfaculty staff employees that was developed pursuant to subprovision (k) of Provision 2.5 of Schedule (1) of Item 6610-001-0001 of Section 2.00 of the Budget Act of 2021 (Chapters 69 and 240 of the Statutes of 2021).
(g)It is the intent of the Legislature that the California State University work with the authorized employee representatives of each bargaining unit to implement this section.
SECTION 1.Section 142.4 of the Labor Code is amended to read:142.4.(a)(1)Occupational safety and health standards and orders shall be adopted, amended, or repealed as provided in Chapter 3.5 (commencing with Section 11340) of Part 1 of Division 3 of Title 2 of the Government Code, except as modified by this chapter.(2)(A)Notwithstanding paragraph (1), an occupational safety and health standard and order shall be exempt from subdivision (c) of Section 11346.3 of the Government Code.(B)Notwithstanding any other law, an economic impact assessment pursuant to subdivision (b) of Section 11346.3 of the Government Code shall be prepared for the adoption, amendment, or repeal of any occupational safety and health standard and order under this section, regardless of whether the occupational safety and health standard and order is a major regulation or is not a major regulation, including for any occupational safety and health standard and order that is a major regulation proposed after January 1, 2022.(b)If an emergency regulation is based upon an emergency temporary standard published in the Federal Register by the Secretary of Labor pursuant to Section 6(c)(1) of the federal Occupational Safety and Health Act of 1970 (P.L. 91-596; 29 U.S.C. Sec. 655(c)(1)), the 120-day period specified in Section 11346.1 of the Government Code shall be deemed not to expire until 120 days after a permanent standard is promulgated by the Secretary of Labor pursuant to Section 6(c)(3) of the federal Occupational Safety and Health Act of 1970 (29 U.S.C. Sec. 655(c)(3)).(a)(1)Occupational safety and health standards and orders shall be adopted, amended, or repealed as provided in Chapter 3.5 (commencing with Section 11340) of Part 1 of Division 3 of Title 2 of the Government Code, except as modified by this chapter.
(2)(A)Notwithstanding paragraph (1), an occupational safety and health standard and order shall be exempt from subdivision (c) of Section 11346.3 of the Government Code.
(B)Nothing in this chapter shall exempt an occupational safety and health standard and order from the requirement to prepare Notwithstanding any other law, an economic impact assessment pursuant to subdivision (b) of Section 11346.3 of the Government Code, Code shall be prepared for the adoption, amendment, or repeal of any occupational safety and health standard and order under this section, regardless of whether the occupational safety and health standard and order is a major regulation or is not a major regulation. regulation, including for any occupational safety and health standard and order that is a major regulation proposed after January 1, 2022.
(b)If an emergency regulation is based upon an emergency temporary standard published in the Federal Register by the Secretary of Labor pursuant to Section 6(c)(1) of the federal Occupational Safety and Health Act of 1970 (P.L. 91-596; 29 U.S.C. Sec. 655(c)(1)), the 120-day period specified in Section 11346.1 of the Government Code shall be deemed not to expire until 120 days after a permanent standard is promulgated by the Secretary of Labor pursuant to Section 6(c)(3) of the federal Occupational Safety and Health Act of 1970 (29 U.S.C. Sec. 655(c)(3)).
(a) (1) Occupational safety and health standards and orders shall be adopted, amended, or repealed as provided in Chapter 3.5 (commencing with Section 11340) of Part 1 of Division 3 of Title 2 of the Government Code, except as modified by this chapter.
(2)(A)Notwithstanding paragraph (1), an occupational safety and health standard and order shall be exempt from subdivision (c) of Section 11346.3 of the Government Code.
(B)Nothing in this chapter shall exempt an occupational safety and health standard and order from the requirement to prepare an economic impact assessment pursuant to subdivision (b) of Section 11346.3 of the Government Code, regardless of whether the occupational safety and health standard and order is a major regulation or is not a major regulation.
(b)If an emergency regulation is based upon an emergency temporary standard published in the Federal Register by the Secretary of Labor pursuant to Section 6(c)(1) of the Federal federal Occupational Safety and Health Act of 1970 (P.L. 91-596; 29 U.S.C. Sec. 655(c)(1)), the 120-day period specified in Section 11346.1 of the Government Code shall be deemed not to expire until 120 days after a permanent standard is promulgated by the Secretary of Labor pursuant to Section 6(c)(3) of the Federal federal Occupational Safety and Health Act of 1970 (29 U.S.C. Sec. 655(c)(3)).
SECTION 1.Section 53 of the Labor Code is amended to read:53.Whenever in Section 1001 of, or in Part 1 (commencing with Section 11000) of Division 3 of Title 2 of, the Government Code head of the department or similar designation occurs, the phrase shall mean, for the purposes of this code, the director, except that in respect to matters which by the express provisions of this code are committed to or retained under the jurisdiction of the Division of Workers Compensation, the State Compensation Insurance Fund, the Occupational Safety and Health Standards Board, the Occupational Safety and Health Appeals Board, or the Industrial Welfare Commission, the designation shall mean the Division of Workers Compensation, the Administrative Director of the Division of Workers Compensation, the Workers Compensation Appeals Board, the State Compensation Insurance Fund, the Occupational Safety and Health Standards Board, the Occupational Safety and Health Appeals Board, or the Industrial Welfare Commission, as the case may be.Whenever in Section 1001 of, or in Part 1 (commencing with Section 11000) of Division 3 of Title 2 of of, the Government Code head of the department or similar designation occurs, the same shall, phrase shall mean, for the purposes of this code, mean the director, except that in respect to matters which by the express provisions of this code are committed to or retained under the jurisdiction of the Division of Workers Compensation, the State Compensation Insurance Fund, the Occupational Safety and Health Standards Board, the Occupational Safety and Health Appeals Board, or the Industrial Welfare Commission Commission, the designation shall mean the Division of Workers Compensation, the Administrative Director of the Division of Workers Compensation, the Workers Compensation Appeals Board, the State Compensation Insurance Fund, the Occupational Safety and Health Standards Board, the Occupational Safety and Health Appeals Board, or the Industrial Welfare Commission, as the case may be.
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Date
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Status
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|---|---|
| Sep 28, 2022 | In Senate. Consideration of Governor's veto pending. |
| Sep 28, 2022 | Vetoed by the Governor. |
| Sep 9, 2022 | Enrolled and presented to the Governor at 3 p.m. |
| Aug 31, 2022 | Assembly amendments concurred in. (Ayes 26. Noes 10. Page 5385.) Ordered to engrossing and enrolling. |
| Aug 31, 2022 | In Senate. Concurrence in Assembly amendments pending. |
| Aug 31, 2022 | Read third time. Passed. Ordered to the Senate. |
| Aug 24, 2022 | Read second time. Ordered to third reading. |
| Aug 23, 2022 | Read second time and amended. Ordered to second reading. |
| Aug 22, 2022 | From committee: Do pass as amended. (Ayes 8. Noes 2.) (August 22). |
| Aug 15, 2022 | Read third time and amended. (Ayes 50. Noes 15. Page 5888.) |
| Aug 8, 2022 | From inactive file. |
| Aug 4, 2022 | Notice of intention to remove from inactive file given by Assembly Member Akilah Weber. |
| Sep 8, 2021 | Ordered to inactive file on request of Assembly Member Lorena Gonzalez. |
| Jul 8, 2021 | Read second time. Ordered to third reading. |
| Jul 7, 2021 | From committee: Do pass. (Ayes 9. Noes 4.) (July 7). |
| Jun 30, 2021 | From committee with author's amendments. Read second time and amended. Re-referred to Com. on APPR. |
| Jun 9, 2021 | From committee: Do pass and re-refer to Com. on APPR. (Ayes 5. Noes 2.) (June 8). Re-referred to Com. on APPR. |
| May 28, 2021 | Referred to Com. on L. & E. |
| May 17, 2021 | In Assembly. Read first time. Held at Desk. |
| May 17, 2021 | Read third time. Passed. (Ayes 22. Noes 9. Page 1113.) Ordered to the Assembly. |
| May 5, 2021 | Read second time. Ordered to third reading. |
| May 4, 2021 | From committee: Be ordered to second reading pursuant to Senate Rule 28.8. |
| Apr 21, 2021 | Set for hearing May 3. |
| Apr 20, 2021 | From committee: Do pass and re-refer to Com. on APPR. (Ayes 4. Noes 1. Page 843.) (April 19). Re-referred to Com. on APPR. |
| Apr 6, 2021 | Set for hearing April 19. |
| Mar 11, 2021 | Re-referred to Com. on L., P.E. & R. |
| Mar 3, 2021 | From committee with author's amendments. Read second time and amended. Re-referred to Com. on RLS. |
| Feb 25, 2021 | Referred to Com. on RLS. |
| Feb 22, 2021 | Art. IV. Sec. 8(a) of the Constitution dispensed with. |
| Feb 16, 2021 | From printer. May be acted upon on or after March 18. |
| Feb 12, 2021 | Introduced. Read first time. To Com. on RLS. for assignment. To print. |
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Date
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Description
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Location
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Votes
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|---|---|---|---|---|
| Aug 31, 2022 | SB 410 Leyva Senate Third Reading By Medina | Assembly Floor |
Passed |
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| Aug 31, 2022 | Unfinished Business SB410 Leyva Concurrence | Senate Floor |
Passed |
|
| Aug 15, 2022 | SB 410 Leyva Senate Third Reading By Medina Amendment Set #1 | Assembly Floor |
Passed |
|
| May 17, 2021 | Senate 3rd Reading SB410 Leyva | Senate Floor |
Passed |
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Bill Author
Bill Co-Author(s):