Prevents former ICE agents with history of misconduct from becoming law enforcement officers in California

Claims participating in ICE operations during Trump’s 2nd term “demonstrates an immorality”

Could be challenged in court, deemed unconstitutional

By Allen D. Payton

On Tuesday, Sept. 29, 2026, Governor Gavin Newsom signed into law AB 1627, the Misconduct Ends Law-enforcement Trust Act of 2026 (MELT ICE) by Assemblywoman Anamarie Ávila Farías (D-Martinez), which disqualifies officers employed by U.S. Immigration and Customs Enforcement (ICE) from being employed as a peace officer in California, if they “engaged in serious misconduct that would have resulted in their certification being revoked…if employed as a peace officer in this state.”

The Assemblywoman represents portions of Contra Costa County in the State Assembly’s 15th District including Antioch.

While the law makes clear that existing police hiring rules covering serious misconduct by former law enforcement officers now, also apply to officers involved in immigration enforcement, it applies even if the ICE officer was not found guilty of misconduct in their current or previous position.

However, the soon to be new law could be challenged in court because of possible violation of federal labor law and deemed unconstitutional in part due to the “immorality” clause. That clause reads, “Participating in the operations of United States Immigration and Customs Enforcement on or after January 20, 2025, demonstrates an immorality that California cannot afford to have in its ranks of peace officer.”

On August 30th, the bill passed the state Senate on 29 to 10 party-line vote, and the Assembly by 57 to 16 also on a party-line vote. It was enrolled and presented to the Governor on Sept. 9th at 1 p.m.

Part of Package of Federal Immigration Enforcement Related Bills Signed by Governor

According to a press release from the governor’s office that day, “Governor Newsom signed 21 bills earlier today cementing California’s longstanding efforts to support immigrant communities and reflecting on the state’s response to an intensified federal immigration enforcement environment.”

“Newsom…signed a package of bills related to federal immigration enforcement in California to expand oversight of federal immigration enforcement in California.

“This action builds on years of work by Governor Newsom and the Legislature to support (illegal) immigrant families, protect communities and the economy from reckless immigration actions, strengthen transparency and oversight of detention facilities, and ensure that state resources are focused on public safety and the needs of Californians.

The governor’s office claims the package of bills, “Prohibits ICE officers who have committed serious misconduct on the job from becoming peace officers or public employees in California.”

Included in the bills was AB 1627 by Ávila Farías, described as “Public employment: disqualifications”, and known as the MELT ICE Act.

Legislative Counsel’s Digest of AB 1627

According to the Legislative Counsel’s Digest, “Existing (state) law specifies circumstances that disqualify a person from holding office or being employed as a peace officer, including, among other things, any person previously employed in law enforcement in any state or United States territory or by the federal government whose name is listed in any of specified indexes whose certification as a law enforcement officer in that jurisdiction was revoked for misconduct or who, while employed as a law enforcement officer, engaged in serious misconduct that would have resulted in their certification being revoked by the commission if employed as a peace officer in this state.

“This bill would specify that, for purposes of the disqualification circumstances described above, the terms ‘employed in law enforcement’ and ‘law enforcement officer’ include a law enforcement officer employed in any state or United States territory or by the federal government who engages in immigration enforcement, as provided.”

Bill Text Claims Participating in ICE Operations During Trump’s Second Term “Demonstrates an Immorality”

According to the Bill Text in, “SECTION 1. The Legislature finds and declares all of the following:

“(a) Beginning in 2025, United States Immigration and Customs Enforcement officers have terrorized California residents, United States citizens and noncitizens alike, through untargeted arrests and brutality based on nothing more than a person’s racial appearance, language spoken, means of earning a living, or exercise of First Amendment-protected expression.

“(b) Beginning in 2025, the United States Department of Homeland Security has recruited peace officers to United States Immigration and Customs Enforcement with the promise of being unrestrained in the manner in which officers engage with civilians or by the laws of the State of California.

“(c) Participating in the operations of United States Immigration and Customs Enforcement on or after January 20, 2025, demonstrates an immorality that California cannot afford to have in its ranks of peace officers whose duties include interacting with the public.”

Further according to the Bill Text, “…except as provided in subparagraph (B), any person previously employed as a sworn law enforcement officer or individual contractor, and personally engaged in immigration enforcement,” is “disqualified from holding office as a peace officer or being employed as a peace officer of the state, county, city, city and county, or other political subdivision, whether with or without compensation, and is disqualified from any office or employment by the state, county, city, city and county, or other political subdivision, whether with or without compensation, which confers upon the holder or employee the powers and duties of a peace officer.”

Subparagraph B (ii) reads, “‘Immigration enforcement’ includes any and all efforts to investigate, enforce, or assist in the investigation or enforcement of any federal civil immigration law, and also includes any and all efforts to investigate, enforce, or assist in the investigation or enforcement of any federal criminal immigration law that penalizes a person’s presence in, entry, or reentry to, or employment in, the United States.”

However, the bill “does not prohibit or restrict any governmental entity or official from sending to, or receiving from, federal immigration authorities information regarding the citizenship or immigration status, lawful or unlawful, of an individual, or from requesting from federal immigration authorities immigration status information, lawful or unlawful, of any individual, or from maintaining or exchanging that information with any other federal, state, or local governmental entity.” That means existing law enforcement officers can cooperate with ICE within limits of California’s sanctuary state laws.

Ávila Farías Comments About Bill, Signing by Governor

A press release issued earlier this year, after the State Assembly passed her bill, reads, “On the Assembly Floor, Assemblymember Ávila Farías emphasized that ICE enforcement has created fear across California—impacting both citizens and immigrants alike—and legislation is needed to proactively safeguard our communities and critical spaces.”

She is further quoted in a FOX11 Los Angeles report as saying in a statement, “California’s peace officers…must be guardians of constitutional rights, not participants in their erosion.” and “argued that participating in ICE operations during this period ‘demonstrates an immorality that California cannot afford to have in its ranks.’”

In her brief speech on the Assembly Floor on May 27th, Avila Farias said, “Communities are safer when we are policed by people who are committed to protecting the public rather than kidnapping them.”

During a presentation before the Assembly Standing Committee on Public Safety in April, she said, “Frankly, I don’t want my kids or anyone else’s counting on people who flaunt the rule of the law.” Ávila Farías also claimed, “this bill, does not have any legal issues, and challenges, because we’re simply doing a modest expansion of existing law in a way to protect our community members and holding the highest regard of what our law enforcement professionals. It also is not honing into the individuals that are doing their jobs to the letter of the law. This is protecting vulnerable community populations…”

She repeated her remarks before the state Senate Standing Committee on Public Safety in June saying, “AB 1627 ensures that immigration enforcement personnel are disqualified from becoming a peace officer in California if they have committed misconduct in their prior roles. This bill is about restoring public trust and holding federal law enforcement to the same standards as any other peace officer in California.”

About the governor signing her bill Ávila Farías said, “Our kids deserve role models in uniform, not individuals tied to fear and intimidation. AB 1627 is about accountability, integrity, and reducing harm before it happens. With the signing of the MELT ICE Act of 2026, California sends a clear message: Federal agents who have disregarded constitutional rights are not to be entrusted with peace enforcement roles in our state. Thank you, Governor Newsom, for your commitment to upholding the rule of law and protecting our communities.”

Ávila Farías’ office issued a press release about the bill’s signing.

“Today, Governor Gavin Newsom signed my bill to prevent former ICE employees with documented histories of misconduct from becoming peace officers in California.

“AB 1627, the Misconduct Ends Law-Enforcement Trust Act of 2026, started with people in my community speaking up. One year ago, at a No Kings Rally in Concord, our community came together and spoke out about the fear many immigrant families were experiencing. That community activism helped inspire this legislation, and I am proud that their voices helped lead to meaningful change.

“AB 1627 was not written overnight. It was the result of many conversations, a lot of listening, and working with people who care deeply about public safety and accountability.

“At the heart of this bill is a simple principle: if someone has a documented history of misconduct, they should not be able to leave one agency and simply put on another uniform without accountability.

“I am honored and humbled to have played a part in creating one more barrier to prevent individuals who have abused their authority from becoming peace officers in California. This is about protecting public trust and making sure the people entrusted with a badge are held to a high standard.

“I want to thank Governor Newsom, my legislative colleagues, the community partners who stood with me, and the law-enforcement professionals who worked with us throughout this process. “This is what people power looks like. A community raised its voice, we listened, we worked together, and we turned that vision into law.

“AB 1627 takes effect January 1, 2027.”

Opposed by Statewide Police Organization

According to a report on MSN.com, “The Peace Officers Research Association of California (PORAC) has voiced opposition to the bill. ‘This bill is unnecessary, duplicative and it jeopardizes qualified immunity for California employees,’ stated David Mastagni on behalf of PORAC.

The report further claims, “Critics argue the measure represents ‘guilty by association’ and could worsen existing staffing shortages in California’s police departments and schools. According to data from PORAC, law enforcement agencies throughout California have lost over 3,300 sworn officers since 2020, with an average of 10% of policing roles remaining unfilled.”

Could Be Challenged in Court, Deemed Unconstitutional

However, the new law could be ruled unconstitutional if challenged in court as questions have arisen whether the state can legally enforce a lifetime ban on a specific class of former federal employees without violating federal labor protections or constitutional due process.

According to a report by iHeart Radio in February, “Legal experts question whether California can legally enforce a lifetime ban on a specific class of federal employees without violating federal labor protections or constitutional due process rights.”

Inclusion of the “immorality” clause could give further basis for a court challenge.

Free to attend

By Antioch Chamber of Commerce

The Antioch Chamber of Commerce and City of Antioch will hold the annual Antioch Business Expo on Thursday, September 24, 2026 from 5pm – 7pm at the Antioch Community Center in Prewett Community Park located 4703 Lone Tree Way. The Business Expo will allow local businesses and organizations to introduce their products or services to the local community.

It also offers businesses to market and create a business-to-business network that is often overlooked in distinct network venues. The Antioch Business Expo will showcase over 50 local businesses, organizations, non-profits, government entities and community business resources. The Business Expo is designed to create an environment for East County businesses to grow, prosper, and learn how to build meaningful relationships with the community and other businesses and organizations.

The Antioch Chamber of Commerce in partnership with the City of Antioch demonstrates both the City and Chamber’s intention of supporting local businesses and the continued planned economic growth of Antioch and the surrounding area. Securing a booth at this event is a great opportunity to connect your business or services with the community. Proceeds from the Antioch Business Expo will help support the Antioch Chamber member initiatives and other Chamber events.

For more information about or to join the Antioch Chamber of Commerce visit Antioch Chamber of Commerce.

Proposed Plan for housing, transportation, the economy and environment in the nine counties will go to committee for review on Friday, March 13

Offers strategies, investments and outcomes for Contra Costa County

By John Goodwin, Assistant Director of Communications & Leslie Lara-Enríquez Assistant Director, Public Engagement, Metropolitan Transportation Commission

After nearly three years of public discussion, technical analysis and refinement, the Metropolitan Transportation Commission and the Association of Bay Area Governments last Friday released the proposed final Plan Bay Area 2050+ and the Final Environmental Impact Report (EIR) for Plan Bay Area 2050+. 

Plan Bay Area 2050+ is the latest long-range plan to guide growth and investment across the region’s nine counties and 101 cities. The plan seeks to advance an integrated vision for a Bay Area that is affordable, connected, diverse, healthy and vibrant for all by 2050. It focuses on the four areas of housing, transportation, the economy and environment.

The plan and its related reports will be presented for review and consideration at a joint meeting of the MTC Planning Committee with the ABAG Administrative Committee on Friday, March 13, before the documents are referred to their respective approving bodies. The ABAG Executive Board will consider certification of the Final EIR and adoption of the final plan at its March 19 meeting. At its March 25 meeting, MTC will consider certifying the Final EIR and adopting the final plan, as well as adopting the accompanying Air Quality Conformity Analysis and an amendment to the 2025 Transportation Improvement Program. 

The release of the proposed final Plan Bay Area 2050+ follows a 59-day public comment period for the Draft Plan and the Draft EIR that closed on December 18, 2025. The proposed final plan and Final EIR have been updated to reflect feedback received during the public comment period.

The Plan includes Partner Resources: Regional Tools for Local Action that local jurisdictions and partner agencies can use to develop plans, seek funding and take action to make a better Bay Area. It offers a fact sheet for each county, including Contra Costa, which spotlights strategies, investments and outcomes.

Plan Bay Area 2050+ is the latest long-range regional plan for the nine-county Bay Area. The plan lays out a series of funding and policy strategies that can create a more affordable, connected, diverse, healthy and vibrant future for all Bay Area residents in 2050. Unique to this plan cycle is the parallel Transit 2050+ planning effort, which culminated in the first-of-its-kind plan to re-envision the future of Bay Area public transit, in partnership with transit agencies across the region.

Allen D. Payton contributed to this report.

By Antioch Recreation Department

WE’RE HIRING!

The Antioch Water Park is hiring for the summer season!

Apply to become a lifeguard, swim instructor, facility maintenance team member, building attendant or cashier and help create fun, engaging experiences for our community!

We’re looking for positive, hardworking individuals who enjoy being part of a team and contributing to a fun, and safe water park experience.

Apply today: Scan the QR code and visit antiochca.gov/recreation or stop by the front desk at the Antioch Community Center for a physical application.

The Antioch Water Park is located in Prewett Family Park at 4701 Lone Tree Way.

Building two tiny home ADU’s

By Antioch Unified School District

It’s community building at its best. In partnership with Antioch High School and Rebuilding Together East Bay Network, the Big Skills Tiny Homes program is a hit.

Brandy Mazariegos, site manager, said the project (which started in the fall) is “going wonderfully! The students are doing an amazing job and showing off their new skills every day.”

Big Skills students build Accessory Dwelling Units (ADUs) as part of their hands-on learning experience, gaining real-world construction skills while contributing to affordable housing solutions. These student-built ADUs are then placed in local communities, showcasing the power of youth, craftsmanship and community impact.

The program provides students with “meaningful skills while also creating affordable housing for low-income community members,” she shared. The goal for Brandy and the 26 AHS woodshop students is to finish the two wee homes by June of 2026.

Brandy said “As site manager, I have the privilege of supporting the students on the job site, guiding them through hands-on learning, and keeping the project running smoothly. It’s been incredibly rewarding to see their growth — not just in technical abilities but also in teamwork, communication, and problem-solving.”

We look forward to following this amazing construction project over the next few months and sharing the final product with everyone this summer.

About Rebuilding Together East Bay Network

Rebuilding Together East Bay Network is a non-profit organization based in Berkeley, California serving the San Francisco Bay Area. We coordinate donors and volunteers to meet critical needs for our neighbors to receive repairs, renovations, safety modifications, housing and workforce development.

Allen D. Payton contributed to this report.

Hiring fairs Oct. 30 & Nov. 13

ALAMEDA, CA – The U.S. Postal Service requires skilled automotive technicians to keep the largest fleet of vehicles among federal agencies, on the road. If you know your way around a vehicle (or know someone who does), you can diagnose and complete complex repairs & maintenance, then applying for our driver and automotive positions could be your start to a new career with the Postal Service.  

In-person hiring fairs will continue to fill much-needed vacancies; a specialist will be available to answer questions about the application process and help candidates build a profile to apply for positions. 

Date	Location	Positions	Times
10/30/2025	Alameda Post Office 2201 Shoreline Dr Alameda, CA 94501	Automotive Technician Lead Automotive Technician	9:00 am – 1:00 pm
11/13/2025	Alameda Post Office 2201 Shoreline Dr Alameda, CA 94501	Automotive Technician Lead Automotive Technician	9:00 am – 1:00 pm

As part of its innovative 10-year transformation and modernization plan, the Postal Service aims to build a more stable and empowered workforce. Postal employees are our greatest asset, and we are investing in our new employees by providing robust training and on-the-job support. 

Starting annual salary for automotive technicians is $63,658; starting salary for lead automotive technicians is $71,056; both paid bi-weekly. 

The Postal Service offers a comprehensive benefits package which includes medical, dental, and vision as well as the ability to accrue vacation and sick leave; see online job announcements for full details. 

Each position requires examination requirements depending on the position, review job announcements for full details.  

At the time of appointment, applicants must have a valid driver’s license from the state in which they live.  

Applicants must also demonstrate and maintain a safe driving record. Applicants selected under this qualification standard must successfully complete the required Vehicle Familiarization and Safe Operation training, including demonstration of the ability to safely drive a vehicle of the type used on the job. 

Qualified applicants must successfully pass a pre-employment drug screening to meet the U.S. Postal Service’s requirement to be drug free. Applicants must also be a U.S. citizen or have permanent resident alien status. 

For additional information on how to apply for positions, visit us online at How to Apply for a Postal Service Jobs. 

Please Note: The United States Postal Service is an independent federal establishment, mandated to be self-financing and to serve every American community through the affordable, reliable and secure delivery of mail and packages to 169 million addresses six and often seven days a week. Overseen by a bipartisan Board of Governors, the Postal Service is implementing a 10-year transformation plan, Delivering for America, to modernize the postal network, restore long-term financial sustainability, dramatically improve service across all mail and shipping categories, and maintain the organization as one of America’s most valued and trusted brands. 

The Postal Service generally receives no tax dollars for operating expenses and relies on the sale of postage, products and services to fund its operations. 

By City of Antioch

The City of Antioch is looking for a visionary leader ready to make a difference as the Housing Manager. If you’re passionate about housing stability, equity and public service, this is your opportunity to lead transformative change in our community.

• Salary: $120,168.00 – $146,076 (DOQ)
• Full benefits including CalPERS retirement

Empathy, leadership, and collaboration required.

Apply now: Housing Manager | Job Details tab | Career Pages

Don’t wait—help us build a better Antioch.

Job Details

Under direction from the Public Safety and Community Resources Director, serves as the City’s principal authority on housing policy, strategy, and program implementation. Provides strategic leadership in planning, developing, and managing the City’s housing portfolio, including affordable housing development, homelessness response, tenant protections, and federally funded programs. Oversees and advances the City’s housing goals in alignment with state mandates, regional plans, and local priorities, ensuring regulatory compliance, fiscal stewardship, and community impact.  The Housing Manager manages, supervises, develops, maintains, directs and coordinates the activities of the Housing Division whose functions include providing direct public service. This position is responsible for embedding an equity lens, harm reduction, housing first, and cultural responsiveness throughout the Division’s programs and staff leadership, ensuring services are delivered with empathy, cultural competence, and respect for residents of all backgrounds and lived experiences.

Examples of Duties

The following duties are typical for this classification. Incumbents may not perform all of the listed duties and/or may be required to perform additional or different duties from those set forth below to address business needs and changing business practices.

1. Manage the operations of the Housing Division, including planning, developing, and administering housing programs, homelessness response initiatives, affordable housing projects, tenant/landlord mediation, and community funded activities, utilizing Community Development Block Grant (CDBG) federal funding, Housing Successor state funding, Permanent Local Housing Allocation (PLHA) state funding, and other federal, state and local funding sources.
2. Lead strategic planning, organization, and management of the Housing Division, implementing practical, long-term solutions to housing needs and affordable housing developments.
3. Provide leadership in embedding principles of equity, cultural responsiveness, harm reduction, and housing first across all Housing Division programs and policies, ensuring staff are trained and programs are implemented with empathy and cultural competence.
4. Oversee preparation, implementation, and compliance for community grant programs with local, state, and federal agencies; maintain accurate records for all program activities and monitoring for compliance with applicable federal and state regulations.
5. Administer the City’s Fair Housing Program and Tenant/ Landlord and Rental Programs, including compliance with state and federal laws, and implementation of renter protections including tenant protection ordinances, rent stabilization, and anti-harassment and eviction protection programs.
6. Direct the City’s Unhoused Resident Services Program, including bridge housing, shower and laundry services, food distribution partnerships, and shelter referrals.
7. Monitor current and proposed legislation, codes, and policies affecting the City’s housing programs; recommend changes to City programs and policies as needed.
8. Identify and pursue funding opportunities; prepare and administer CDBG and Housing Successor Agency funds; ensure compliance with all funding requirements.
9. Oversee and monitor housing assistance programs such as the Antioch Home Ownership Program, Fair Housing Services, Rental Assistance, and Eviction Protection Programs.
10. Establish and manage performance metrics to evaluate housing program outcomes, ensuring data-driven decision-making and continuous improvement.
11. Negotiate and administer contracts with consultants, contractors, and developers related to Housing Division activities.
12. Coordinate community outreach and education activities; maintain positive relationships with residents, nonprofits, developers, lenders, and real estate professionals.
13. Prepare staff analyses and reports for City Council, the CDBG Standing Committee, and the Planning Commission; attend and present at public meetings.
14. Coordinate housing program activities with other City departments; represent the Housing Division at community and regional meetings; address citizen complaints and concerns.
15. Manage the Division’s budget, monitor expenditures, and maintain established service levels and objectives.
16. Represent the City in regional housing discussions with other agencies and community groups.
17. Develop, train, and implement new or revised housing policies, standards, and regulations.
18. Supervise, train, and evaluate assigned staff.
19. Maintain strong working relationships with co-workers, other City employees, and the public using principles of excellent customer service.
20. Perform related duties as required.

Typical Qualifications

The following generally describes the knowledge and ability required to enter the job and/or be learned within a short period of time in order to successfully perform the assigned duties.

KNOWLEDGE OF:

• Principles, practices, and regulations related to affordable housing program administration and development.
• Principles of harm reduction, housing first, and equity-centered program administration, and their application in supervising staff and designing housing and homelessness policies.
• Community Development Block Grant (CDBG) program requirements, including eligible activities, compliance, and reporting as evidenced by HUD.
• Principles of housing development, rehabilitation, and construction.
• Federal, state, and local laws, codes, and regulations governing public housing development and rehabilitation programs.
• Best practices for addressing homelessness, including trauma-informed care and housing-first models.
• Affordable housing program finance and administration, including grants, budgets, and feasibility analysis.
• Research methods, data analysis, and needs assessment techniques related to housing trends.
• Legislative processes at the county, state, and federal level related to housing and homelessness.
• Principles and methods of community outreach, stakeholder engagement, and public communication.
• Budget development, financial management, and resource allocation.
• Project and contract management principles and negotiation strategies.
• Management, supervision, training, and employee development techniques.

ABIITY TO:

• Plan, organize, and administer complex housing programs and projects within established requirements and guidelines.
• Lead with empathy and cultural responsiveness, fostering a team culture that respects diverse socioeconomic backgrounds, lived experiences, and varying abilities.
• Develop and implement affordable housing strategies that address community needs.
• Analyze and interpret housing finance data to evaluate program costs and benefits.
• Interpret, apply, and explain housing-related laws, regulations, and policies clearly to a wide range of audiences.
• Identify and pursue grant and funding opportunities from multiple sources; prepare competitive applications and ensure compliance with funding requirements.
• Establish and maintain effective working relationships with community groups, agencies, developers, and internal City departments.
• Negotiate and manage contracts and agreements effectively.
• Communicate effectively in writing and orally, including delivering clear and persuasive presentations.
• Supervise, train, and evaluate the work of assigned staff.
• Prepare accurate, clear, and concise written reports, budgets, and correspondence.
• Organize work, set priorities, meet deadlines, and adapt to changing priorities.
• Represent the City professionally in meetings, negotiations, and public events.
• Maintain confidentiality and exercise discretion in handling sensitive information.
• Model and enforce safe work practices. 

Education and Experience Guidelines

Education/ Training:

1. Bachelor’s degree from an accredited college or university with major course work in Urban Planning, Community Development, Public Administration, Business Administration, Social Work, Housing Studies, or a related field.

Experience:

1. Five years of progressively more responsible experience in housing program development and implementation, with 
2. At least two years in a supervisory capacity.

License or Certificate:

1. Possession of an appropriate, valid driver’s license.  An out-of-state valid Motor Vehicle Operator’s License will be accepted during the application process, but a valid California license must be obtained within six (6) months of appointment to the position.

Supplemental Information

PHYSICAL DEMANDS AND WORK ENVIRONMENT

The conditions herein are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential job functions.

Environment: 
Work is performed primarily in a standard office setting with travel to different sites; incumbents may be required to work extended hours including evenings and weekends and may be required to travel outside City boundaries to attend meetings.

Physical: 
Primary functions require sufficient physical ability and mobility to work in an office setting and field environment; to stand or sit for prolonged periods of time; stoop, bend, kneel, crouch, reach, and twist; to lift, carry, push, and/or pull moderate amounts of weight; to operate office equipment requiring repetitive hand movement and fine coordination including use of a computer keyboard; to travel to other locations using various modes of private and commercial transportation; and to verbally communicate to exchange information.

Commission-sponsored bill

By Yating Campbell, Commission on the Status of Women and Girls

(SACRAMENTO, CA) – The Commission on the Status of Women and Girls (CCSWG)’s co-sponsored legislation, SB 642 (Limόn) Pay Equity Enforcement Act, has been signed into law by Governor Gavin Newsom. CCSWG co-sponsored SB 642 along with the California Employment Lawyers Association and Equal Rights Advocates.  

“SB 642 signifies an important victory in advancing gender equity in the workplace on the 10-year anniversary of the California Fair Pay Act, while also recognizing that there is still much to be done to achieve true progress,” said Chair of CCSWG Dr. Rita Gallardo Good. “We thank Governor Newsom and Commissioner Limόn for their leadership and continued commitment to California’s women and girls.”

SB 642 revises outdated gender binary language, allows workers to recover for up to six years of lost pay, harmonizes the statute of limitations with other wage and anti-discrimination statutes, and limits how wide pay ranges may be in public job postings

“With many families continuing to stretch to make ends meet, we reinforce our commitment to equal pay laws that strengthen the economic security of California families and communities,” said Senator Monique Limón. “On Latina Equal Pay Day, I am incredibly proud that Governor Newsom is building upon our pay equity legacy here in California. The Pay Equity Enforcement Act will help narrow the wage gap by providing workers with more negotiation power at the start of their career, while also strengthening workers’ rights to recover lost wages – this is a win for workers and an even bigger win for California families.”

“As a proud co-sponsor of SB 642, we thank Governor Newsom for his signature of SB 642, which will advance pay and gender equity in the state of California for millions of women and girls,” said CCSWG Executive Director Darcy Totten, “SB 642 addresses several critical pay transparency gaps and revising references to gender to be more inclusive and reflective of California’s values. We also thank the author, Senator and Commissioner Limón, for her relentless support of women’s rights and protections in the workplace.”

Research demonstrates that women continue to make 79 cents for every dollar made by their male counterparts. Women of color are shown to be even more severely and disproportionately impacted. Studies also show that, on average, women nationwide lose a combined total of almost $1.7 trillion every year due to the wage gap, impacting the ability to afford basic needs like housing, food, childcare, and preventing women from building long-term financial security. SB 642 remedies these obstacles by enabling women to build long-term economic security and wealth. The provisions of the bill will go into effect January 1, 2026.

“The gender wage gap costs California women billions in lost wages each year—money that could otherwise go toward rent, groceries, childcare, and other essentials that families depend on,” said Jessica Ramey Stender, Policy Director & Deputy Legal Director of Equal Rights Advocates. “SB 642 ensures California remains at the forefront of advancing pay equity. Ensuring women and all workers are paid fairly is not only critical for their financial stability, but also for the economic security and well-being of families across the state.”

“One of the biggest barriers to advancing pay equity is that workers often don’t know that they are being paid unfairly until it is too late,” said Mariko Yoshihara, Policy Director for the California Employment Lawyers Association. “We applaud Governor Newsom for signing SB 642, which will comprehensively strengthen our equal pay laws and extend the ability to recover lost wages due to pay discrimination.”

For more than 50 years, the California Commission on the Status of Women and Girls has identified and worked to eliminate inequities in state laws, practices, and conditions that affect California’s women and girls. Established as a state agency with 17 appointed commissioners in 1965, the Commission regularly assesses gender equity in health, safety, employment, education, and equal representation in the military, and the media. The Commission provides leadership through research, policy and program development, education, outreach and collaboration, advocacy, and strategic partnerships. Learn more at www.women.ca.gov.