AB 2337 was signed into law this week, and requires employers to add another document to their new hire packet.
Currently, an employer cannot fire or in any other matter discriminate or retaliate against an employee who is a victim of domestic violence, sexual assault, or stalking for taking time off from work for specified purposes related to addressing the domestic violence, sexual assault, or stalking. (Who would do that, you ask? You’d be surprised!)
In addition, current law provides that if an employee is (mis)treated in this way, she or he is entitled to reinstatement and reimbursement for lost wages and work benefits caused by the acts of the employer, as well as appropriate equitable relief, and is allowed to file a complaint with the Labor Commissioner.
Under the new law, employers must actually let employees know of these rights (in a little more detail than many already do). Notice must be provided upon hire and to other employees upon request.
By July 1, 2017, the Labor Commissioner is to develop a form employers may use to comply with the new rules. Employers can wait to start distributing such notices until the Labor Commissioner posts the sample form.
California Employment Law Blog 