AB 65 mandates that public school and community college employers provide up to 14 weeks of paid leave for employees unable to work due to pregnancy, childbirth, miscarriage, or related medical conditions. This leave is designed to include both prenatal and postnatal periods if the employee is disabled. It prohibits the deduction of this leave from other accrued leave balances and requires employers to maintain health coverage during the leave. Additionally, it eliminates minimum work hour or service length requirements for eligibility.

AB 84 requires educational joint powers authorities and charter schools to conduct annual financial and compliance audits, adhering to specific statutory standards. The bill establishes the Office of the Education Inspector General to ensure these audits are conducted properly and timely. Charter schools must comply with enhanced data reporting requirements, including average daily attendance and financial transparency. Additionally, the bill includes provisions to regulate fiscal practices in charter schools, specifically limiting compensation contracts and ensuring nonsectarian activities.

AB 713 mandates that the University of California, California State University, and California Community Colleges cannot disqualify students from employment based on lacking federal work authorization unless federally mandated or tied to specific employment grants. The bill specifies that student employment should not consider federal prohibitions against hiring undocumented noncitizens relevant, treating such employment as a state benefit. Implementation is required by January 6, 2027, unless deemed inapplicable by the Regents.

Starting with the 2028–29 school year, children must complete one year of kindergarten before entering first grade in public elementary schools. Exceptions exist for children admitted to a California kindergarten judged ready for first grade. This requirement imposes a state-mandated local program. If state-determined costs arise, reimbursements will follow established procedures.

AB 2098 amends existing workers’ compensation laws, introducing requirements for employees to schedule medical treatments outside work hours when possible. It mandates employer-provided leave during work hours for treatments, aligning with federal and state leave acts. Noncompliance by employers can result in misdemeanors. This measure ensures treatment time does not penalize the employee while reinforcing the employer's responsibility to accommodate necessary medical treatments resulting from workplace injuries. The bill also aligns with both federal Family and Medical Leave and California Family Rights Acts.

The bill mandates school and community college districts to classify short-term employees into the classified service if they work beyond 75% of a school year, or separate and are rehired. It modifies existing employment laws ensuring additional protections for short-term employees regarding their job classification within educational districts.

AB 2148 establishes clarity in the California Education Code by defining both public school employees and contractors providing services to public schools as natural persons. This definition aids in ensuring that all employment provisions and rights are explicitly applicable to individuals who are directly involved in providing educational instruction and services, helping to maintain consistent legal interpretation across different educational entities and ensuring that employment laws are uniformly applied.

AB 2197 aims to protect school employees by regulating the solicitation of financial services or products at school workplaces. The bill sets strict conditions, including security measures and transparency requirements for businesses soliciting at schools. It forbids misleading affiliations and incentives to school staff, ensuring fair and clear communication. Additionally, email solicitations must contain specific identifying language to maintain transparency and integrity.

AB 2417 mandates the Chancellor's office of California Community Colleges to develop informative materials about retirement options for part-time faculty, including the Defined Benefit Program, Cash Balance Benefit Program, and social security. It ensures temporary employees in community college districts have the option to join retirement programs, potentially imposing new local district duties and state reimbursement obligations.

SB 1083 mandates local educational agencies and private schools to investigate allegations of egregious misconduct by noncertificated employees. The bill requires these institutions to notify employees prior to investigation and to complete investigations even if employment ends. It establishes a statewide data system for recording investigations and requires updates within 10 days if an investigation concludes positively, ensuring accountability and tracking across educational bodies.

California's SB 1101 requires educational institutions to notify faculty, staff, and students if their personal information is to be shared with the U.S. Department of Education’s Office for Civil Rights during investigations or compliance actions. The sharing of personal data is permissible only if mandated by federal or state law. Notifications must detail the types of personal information disclosed. This bill imposes new duties on community college districts and requires state reimbursement for any state-mandated costs.

The bill requires that comprehensive school safety plans include measures to prevent unauthorized individuals from accessing school property, specifically during construction, facilities maintenance, and repair projects. This adds new responsibilities for local education agencies, with a provision for state reimbursement if mandated costs are determined.

SB 1262 addresses the management of general fund balances within California community college districts. It mandates that, starting in the 2027–28 fiscal year, these districts' unrestricted general fund balances must not exceed 50% of their expenditures. Further, it restricts fund transfers that would result in fund balances exceeding 33% of expenditures. Violations of these rules require excess funds to be distributed to specific district employees, imposing new operational requirements on the districts.