A variety of new California employment law bills have been sprouting up this spring despite the February deadline to introduce bills in the California Legislature. Because California employment legislation is constantly changing, it’s important for employees to know what may soon impact them in the workplace. Here are five workplace-related bills that we think employees need to keep their eyes on.
If you are a California employee, federal and state employment laws protect you from workplace discrimination. This means that if your employer subjects you to unlawful negative treatment based on your membership in a protected class, you may be able to file an employment discrimination claim. While federal laws protect certain classes from discrimination and harassment, California state law extends these protections to additional classes of people.
The 9th Circuit Court of Appeals recently ruled that hugging at work can create a hostile work environment if the hugging is unwelcome and pervasive. Yolo County Sheriff Edward G. Prieto was charged with inappropriately hugging a female correctional officer over 100 times within a 12-year period. At one point Prieto hugged the correctional officer to congratulate her on her marriage. To some people, this behavior may seem harmless and friendly, but the correctional officer thought Prieto’s hugs were inappropriate and, ultimately, the court agreed.
So, does this mean that if you hug a longtime coworker in a congratulatory way, he or she will file a sexual harassment complaint against you? Not usually. But hugging in a professional environment can certainly cause confusion. While some coworkers may welcome hugs, others do not want to be touched — even if you have the best of intentions. But when is hugging at work okay? These guidelines for hugging in the workplace can help you decide when it may be an appropriate time to hug a colleague, and when you should probably just opt for the standard handshake.
On April 4 2017, a federal appeals court in Chicago ruled that Title VII of the Civil Rights Act of 1964 protects LGBT employees from sexual orientation discrimination. Prior to this 8-3 decision by the Seventh Circuit, no other federal courts of appeal had ruled that mistreatment of employees based on sexual orientation was unlawful under Title VII.
California is one of 17 states that prohibit gender identity discrimination at work. This means that California employers are barred from mistreating employees who are either gender nonconforming or transgender. But while California has some of the strongest LGBT protections in the United States, transgender workers still face significant disparities in the workplace by employers and coworkers who defy state laws. Therefore, it is crucial for employees to understand California’s gender identity discrimination laws and how they protect workers from unlawful discrimination and harassment in the workplace.
Tens of millions of American workers have been targets of bullying in the workplace – and their health is deteriorating because of it. The effects of workplace bullying brought on by either a bad boss or coworker typically do not end if you leave your job, either. Studies have shown that if you face ongoing bullying and harassment, you will likely suffer from physical and psychological health issues after you leave a hostile work environment. Here are just some of the long-term effects that can result from workplace bullying.
California Assembly Bill 1732, also known as California’s “bathroom bill,” was signed by Governor Jerry Brown in September 2016 and enacted on March 1, 2017. Here’s how the new law will impact workplace rules, and protect and benefit employees working in California.
What do you do if you witness your employer violating the law? What if they tell you to do something that violates the law, and threaten to fire you if you don’t comply? Fortunately, federal and California whistleblower laws protect you if you find yourself in this situation.
Both federal and California law prohibit national origin discrimination in the workplace. Title VII of the Civil Rights act forbids discrimination at work based on the country where you were born, or your ancestry, culture, accent, or language.
In addition to Title VII, the California Fair Employment and Housing Act (FEHA) makes it unlawful for a California employer to treat you unfavorably based on your national origin. It also makes it illegal to do so because of your association with a person, such as a spouse, based on his or her national origin.
Note that for both laws, national origin is separate from racial discrimination, which is when you are discriminated against for your physical characteristics and genetic traits that you share with a group, such as skin color, hair texture, or facial features.
Clothing retailer Forever 21 could be in violation of the California Fair Employment and Housing Act (FEHA). San Francisco Business Times reports that the company has been sued by the California Department of Fair Employment and Housing (DFEH) for allegedly putting in place an English-only policy for its workers in its San Francisco store.