Please see our policy positions by clicking on the links below to be taken to the specific section on the page:
California is a national leader in alternative energy supplies of wind, solar, and biomass fuels which we support the continued development of while understanding also the necessity to reflect on these new technologies and the full spectrum of ways in which they are effective. For the increase in solar development and the increased toll on electric grids - policy needs to be enacted to keep high-voltage transmissions from causing uncontrollable wildfires as in the case of the 2019 Camp Fire which burned over 153,000 acres and killed 85 people. California is a historic national leader in such high-voltage transmissions and safety measures MUST be enacted to protect our communities while building our alternative energy resources.
In the case of petroleum products - the state of California in 2018 produced 31.8% of the utilized crude supply, receiving just under 60% from foreign nations and the remainder from Alaska while in 1985 California alternatively produced 60% of the supply, with 32.7% from Alaska and the solely the minimal remainder from foreign nations. While crude oil receives the brunt of the backlash, the fact is that aside from the gasoline in our cars, petroleum byproducts account for the materials in our footballs, roads, shampoo, soap, all plastics (including PPE and even in electric cars,) ballpoint pens and so much more. The immense natural reserves of crude oil in the State of California would not be overtaxed by additional onshore production and the applied state taxes on which would greatly offset the deficit while continuing to add opportunities for well-compensated employment to our citizens. We support environmentally regulated petroleum production in the state of California which will provide a robust surplus in both cash and commodities in the state.
What is California Assembly Bill 5 (AB5)?
California Assembly Bill 5 (AB5), popularly known as the “gig worker bill,” is a piece of legislation signed into law by Governor Gavin Newsom in September 2019. Scheduled to go into effect on Jan. 1, 2020, it will require companies that hire independent contractors to reclassify them as employees, with a few exceptions. The bill expands on a ruling made in a case that reached the California Supreme Court in 2018, Dynamex Operations West, Inc. vs. Superior Court of Los Angeles.
Advantages and Disadvantages of AB5 for Workers
The most immediate implication of AB5 and its one-two-three test is that it turns independent contractors into employees. “The key factor for gig companies is ‘2,’ which says that anyone performing work for a company that is the same as the business of that company is presumed to be an employee,” says Danielle Lackey, chief legal officer at Motus, which provides reimbursement solutions for businesses with mobile-enabled workforces.
Lackey says that, under the new bill, if employers begin classifying gig workers as employees, it means these workers will be entitled to a minimum wage, expense reimbursements, employee benefits, rest breaks, and the other benefits afforded to employees under California state law. In that sense, the bill creates a level playing field between those working in the gig economy and those hired as regular employees.
There are potential downsides, however, if gig workers who are treated as employees are, because of this, expected to adhere to a new set of standards regarding how they perform their work. For example, one major appeal of being a driver for a ride-sharing or delivery company is the ability to choose when and when not to work.
As an employee, a former gig worker may lose that choice. “Certain people are very attracted to this type of work and flexibility and will most likely drop out, as they may not like fixed schedules or other rules and requirements,” says Elliot Dinkin, president, and CEO of Cowden Associates, a Pittsburgh-based consulting and actuarial firm. “It has seemingly been a very popular job, based solely on the numbers of drivers.”
Lackey says the new law doesn’t mandate the elimination of flexibility altogether. “But if employers begin incurring the greater cost of paying for employees instead of contractors, they may decide to take advantage of the ability this gives them to exert more control.”
I will actively work to repeal this bill within the first 100 days as Governor. This bill is dangerous to the very people it would affect.