California state legislation has been at the forefront by passing several bills that prevent sexual harassment in the workplace as well as within the state legislature. The package of bills was signed by the Governor of California, Edmund G. Brown on September 30th, 2018. These bills were put in place in support of women, children, working families in California. Many of these bills addressed sexual harassment and discrimination in the workplace and provide sexual training requirement to address professional liability, settlement agreement and enforcement, and strengthen whistleblower protections by including new protection for state legislature workers.

Key Areas Covered By The New Bills

Frequently Asked Questions

Here, we explore the commonly asked questions that might help you:

i) What constitutes harassment at work place?

Harassment at workplace includes any discrimination against age, sex, pregnancy, religion, marital status among other factors.

United Employees Law Group

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California Fair Employment and Housing Act i.e. FEHA is an act that was passed on 18th September, 1956. Basically, this act is used to deal with sexual harassment as well as the other unlawful discrimination in housing and employment.

What Does this Statue Cover?

This statute prohibits employment discrimination, labor organization, apprenticeship programs, employment agencies by covering employers as well as any other entity or person who compels, coerces, incites, abets or aids the doing of any discriminatory act in California.

What is the Purpose of FEHA?

This statue prohibits discrimination on the basis of age, nationality, religion, race, physical or mental disability, marital status, sex, pregnancy and scenarios associated with pregnancy.

This statue does not only cover employers and employees but also employment bureaus, labor organizations as well as any person who abets or aids violations of the act.

What is Special About FEHA?

California FEHA offers more stringent necessities than ADA i.e. American with Disabilities Act. The following are also other factors that make this statue to be considered unique and special;

*With this act, the right of employees cannot be easily bargained away via collective bargaining.

*This statue ensures that different employers in California have fair and open discussions with disabled workers about accommodations as well as employment options.

*FEHA covers more employers and employees than any other California statue.

What Tips Should Employers in California Adhere to in order to Ensure Compliance with FEHA Regulations?

California employers should ensure that they first understand and comply with the new regulations of the statue. As an employer, you must make sure that you provide your employees with a written policy which abides with the FEHA regulations to employees.

Also, employers should provide education and training to various employees working in their firms or business premises regarding the new policies of FEHA.

What are the New FEHA Regulations Dealing with Pregnancy Disability Leave?

The new FEHA regulations which were introduced in April 1st, 2016, state that the duration of Pregnancy Disability Leave in California should not be less than four months. Also, the new act’s regulations regarding pregnancy include;

*Employee’s Obligations to offer medical certification which prove why they require Pregnancy Disability Leave.

*Right of employees to request reasonable transfer, accommodation, or pregnancy disability leave.

*Right of employees to Pregnancy Leave.

Last, but definitely not least, if you are a victim of discrimination in California, it is important that you first seek for the assistance of any qualified lawyer in California who is acquainted with the new FEHA regulations.

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