The California Department of Fair Employment and Housing requires employers to post this poster, which defines the word “transgender,” describes sex reassignment, describes the employer`s obligations, and explains how victims of discrimination can file a complaint. In addition to these federal requirements, California employers must also comply with the California DIR list of publication requirements. Here is an alphabetical list of postings required by the California DIR for all employers. Job vacancies/job postings are usually available free of charge from the relevant agency and can be downloaded online in different languages. UC ANR EH&S will not provide ANR sites with an all-in-one CA employment rights poster this calendar year. The following guides will help ANR sites meet their publishing needs. California OSHA regulations require employers to publish safety data sheets for chemicals used in the workplace, and employees have the right to review their own medical records and records of exposure to toxic substances or harmful physical agents, as well as records of employee exposure in similar working conditions. California also requires employers to publish notices on medical leave and employee insurance benefits. Employers must publish a notice on family care, sick leave and maternity leave. There are two posters, depending on the number of employees in the company. “Notice A” (10) applies to enterprises with 5 to 49 employees and “Notice B” (11) applies to enterprises with 50 or more employees. Employers are also required to publish information from the Department of Employment Development (EDD) on unemployment insurance, disability insurance and paid family leave insurance (12). The sign must be prominently displayed at the site of the work to be carried out and on all vehicles used by the permittee for the transportation of employees.
It must be at least 12 inches high and 10 inches wide. (The downloaded version of this article may not comply with the law if printed on a regular printer; visit a commercial printing company if you are unable to print the poster to comply with legal requirements.) Documentation is the name of the game with SB1162, as the bill also requires employers to keep job titles and compensation records for each employee for the duration of their employment and for three years after they separate their employment. It also requires disclosure of the salary range if it is used by a third party to post, publish or promote a job posting. All employers must post signs indicating permitted and prohibited smoking areas in and around the workplace. California employers must post a sign explaining the employer`s obligation to accept pregnant employees who have a pregnancy-related condition or who are recovering from childbirth. California employers must visibly disclose the exact date, time and location of payment. Downloadable document(s): ucnet.universityofcalifornia.edu/tools-and-services/administrators/docs/domestic-violence-notice.pdf Employers can provide the “Your Rights Under USERRA” notice by posting it where communications with employees are commonly placed. However, employers are free to make the notice available to employees by other means to minimize costs when the full text of the notice is provided (for example, by delivering or sending the communication or distributing the communication by e-mail). Some questions concerning the provisions of the law remain unanswered. The law is silent on whether wage disclosure requirements apply to job postings for California employers with remote employees outside of California or for employers based outside California who hire California-based teleworkers. If we look at other laws that deal with remote work, including, for example, federal tax law, it would logically follow that any work done for the benefit of a California employer is subject to the conditions set forth in SB1162. However, the truth is that we do not yet know how this might be interpreted in the coming years.
Follow-up guidelines will certainly emerge in the future, but in the short term, an employer should consider following the letter and spirit of the law to ensure compliance and mitigate risks. In addition, contractors and subcontractors who send notices to employees electronically must also post the required notice electronically via a link to the GLS website. In the case of an electronic publication, the link to the notice must be placed where the contractor normally places other electronic communications to employees about their work. The link should read “Important notice on the right of workers to organize and bargain collectively with their employers.” The link cannot be less visible than the opinions of other employees. Electronic signage cannot replace physical signage. To promote a healthy work-life balance and equal employment opportunity, the FMLA requires insured employers to grant eligible employees up to 12 weeks of unpaid leave in certain circumstances, including the following: Are you ready for the disclosure requirements associated with California`s new Pay Transparency for Pay Equity Act (SB1162)? As of January 1, 2023, employers with 15 or more employees will be required to include salary ranges in all job postings. An informant is an employee who reports an employer`s misconduct to a supervisor, investigator, enforcement officer or public body charged with investigating. California labor law requires employers to publish whistleblower protection information in characters of 14 points or more. This information includes instructions for reporting inappropriate actions to the California Attorney General. In California alone, 12 different communications with employees are required. The employer must inform employees of the applicable minimum wage in a notice (1).
As of January 1, 2016, the mandatory minimum wage in California is $10 per hour. Along with the minimum wage notice, the employer must inform employees of the time and place of the regular pay day (2). California`s new paid sick leave law went into effect in July 2015 and also requires a notice to workers detailing the law and the rights it grants to employers (3). The FMLA requires employers to post a poster detailing leave entitlements, benefits, protections and eligibility requirements under the law. The poster or brochure may be distributed to employees to meet legal requirements. The poster must be placed in a conspicuous place on the employer`s premises where it can be easily seen by employees and candidates. To understand these publication requirements, let`s first review some of the federal labor laws that apply to California employers. Next, let`s take a closer look at some of the labor laws specific to the state of California. All employers must prominently post a poster with specific information about paid sick leave under the California Healthy Workplaces/Healthy Families Act. Note that depending on an employer`s size or industry, the California DIR may require additional mandatory assignments than those described here. Our website also includes a list of posting requirements in California.
Please call us at (800) 322-3636 if you have any questions about your publication requirements under California law. In California, all employers must comply with posting obligations to the workplace. Job offers are generally available free of charge from the applicant organization. The Industrial Relations Department requires employers to publish information about wages, hours of work and working conditions in an area frequented by employees, where it can be easily read during the working day. Additional posting requirements apply to certain jobs For a list of available safety and health job postings, see www.dir.ca.gov/dosh/puborder.asp The EPPA prohibits private employers from asking employees or candidates to take a lie detector test. Employers also cannot discipline employees or potential employees who refuse to take a lie detector test. The Employee Polygraph Protection Act (SBLA) generally prevents private sector employers from using lie detector tests, either for pre-employment screening or during employment, with a few exceptions. Employers generally cannot require or ask an employee or candidate to take a lie detector test or to fire, discipline or discriminate against an employee or candidate for refusing to take a test. California`s Code of Regulations requires all employers to place emergency numbers near a phone or provide it if there is no phone on site. In addition to California signage, there are 5 additional state-imposed workplace signage requirements.
Although California`s minimum wage is higher than the federal minimum wage of $7.25, employers still have to publish it (13). The federal equivalent of the Equal Employment Opportunity Commission`s (EEOC) discrimination and harassment of the DEEH is entitled “Equal Employment Opportunity is the Law” (14) and must also be published. Employers must also include a reference to the Employee Polygraph Protection Act, which informs workers of their rights with respect to lie detector testing (15). For employees, a reference to the Family and Medical Leave Act (FMLA) should also be included (16). Finally, employers must provide a communication on the Uniform Law on Employment and Re-Employment Rights of Services entitled “Your Rights under USERRA”, informing military personnel and women of their rights to leave and return to work (17). All public employers and most private employers must provide a safe working environment for their employees. The U.S. Department of Labor provides a detailed summary of the employer`s key responsibilities, including compliance inspections, workers` compensation records, and mandatory job offers.