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California Employers: New Notice Requirements

By: Angelita Chavez | September 19, 2017

California Labor Code Sections 230 and 230.1 provide employees who are victims of domestic violence, sexual assault or stalking, the right to take time off from work relating to such issues and the right to reasonable accommodations upon request.  Moreover, Employers are prohibited from terminating, discriminating or retaliating against any employee who exercise such rights or who is a victim of domestic violence, sexual assault or stalking.

Last year, Section 230.1 was amended to require employers with 25 or more employees to provide written notice to employees regarding their rights under California Labor Code Sections 230 and 230.1.  Effective July 1. 2017, California employers with 25 or more employees, must give written notice to newly hired employees and existing employees upon request, about the right of victims of domestic violence, sexual assault and stalking.

Employers who provides employee handbooks upon hire containing provisions about the right to take such time off may be in compliance with this new requirement.  Employers who are not providing such written notification may use the California Division of Labor Standard Enforcement notice, to comply with this new notice requirement.


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