CALIFORNIA LABOR LAWS - media servicesauthorized under federal law. • Require employers to reasonably accommodate an employee, unpaid intern, or job applicant’s religious beliefs

CALIFORNIALABOR LAWS

KNOW YOUR RIGHTS IN THE WORKPLACE

3 California Labor Laws

CALIFORNIAMINIMUMWAGE 4

DISCRIMINATION 5

CAL/OSHA-THEOCCUPATIONALSAFETYANDHEALTHACT 6

WORKERS’COMPENSATION 8

ACCESSTOMEDICALANDEXPOSURERECORDSBYCAL/OSHAREGULATION 9

NOTICEAANDNOTICEBLEAVERIGHTS 10

WHISTLEBLOWERPROTECTIONACT 11

EDDNOTICETOEMPLOYEES 13

TIMEOFFTOVOTE 14

WITHHOLDINGALLOWANCENOTICETOEMPLOYEES 15

EMERGENCYINFORMATION 16

NOSMOKING 17

CALIFORNIAPAYDAYNOTICE 18

UNEMPLOYMENTCOMPENSATION 19

PAIDSICKLEAVE 20

FEDERALMINIMUMWAGE 21

EEOC-EQUALEMPLOYMENTOPPORTUNITYISTHELAW 22

FMLA-FAMILYANDMEDICALLEAVEACT 23

USERRA-UNIFORMEDSERVICESEMPLOYMENTANDREEMPLOYMENTRIGHTSACT 24

EMPLOYEEPOLYGRAPHPROTECTIONACT 25

SIGNATUREACKNOWLEDGEMENT 26

CONTENTS

4 California Labor Laws Questions? Learn more by calling 1-800-745-9970

Official Print Size - 8.5” x 11”Compliance Ready - Do Not Scale

CALIFORNIA MINIMUM WAGEAmendsGeneralMinimumWageOrderandIWCIndustry

andOccupationOrders

Please Post Next to Your IWC Industry or Occupation Order - OFFICIAL NOTICE

CALIFORNIA MINIMUM WAGE MW-2014Minimum Wage - Every employer shall pay to each employee wages not less than the following:

$8.00 per hour beginning January 1, 2008 $9.00 per hour beginning

July 1, 2014 $10.00 per hour beginning January 1, 2016

ToemployersandrepresentativesofpersonsworkinginindustriesandoccupationsintheStateofCalifornia:

SUMMARY OF ACTIONSTAKENOTICEthatonSeptember25,2013,theCaliforniaLegislatureenactedlegislationsignedbytheGovernorofCalifornia,raisingtheminimumwageforallindustries.(AB10,Statsof2013,amendingsection1182.12oftheCaliforniaLaborCode.)PursuanttoitsauthorityunderLaborCodesection1182.13,theDepartmentofIndustrialRelationsamendsandrepublishesSections2,3,and5oftheGeneralMinimumWageOrder,MW-2007.Section1,Applicability,andSection4,Separability,havenotbeenchanged.Consistentwiththisenactment,amendmentsaremadetotheminimumwage,andthemealsandlodgingcreditssectionsofalloftheIWC’sindustryandoccupationorders.ThissummarymustbemadeavailabletoemployeesinaccordancewiththeIWC’swageorders.Copiesofthefulltextoftheamendedwageordersmaybeobtainedbyorderingon-lineat www.dir.ca.gov/WP.asp,orbycontactingyourlocalDivisionofLaborStandardsEnforcementoffice.

1. APPLICABILITYTheprovisionsofthisOrdershallnotapplytooutsidesalespersonsandindividualswhoaretheparent,spouse,orchildrenoftheemployerpreviouslycontainedinthisOrderandtheIWC’sindustryandoccupationorders.ExceptionsandmodificationsprovidedbystatuteorinSection1,Applicability,andinothersectionsoftheIWC’sindustryandoccupationordersmaybeusedwhereanysuchprovisionsareenforceableandapplicabletotheemployer.

2. MINIMUM WAGESEveryemployershallpaytoeachemployeewagesnotlessthaneightdollars($8.00)perhourforallhoursworked,effectiveJanuary1,2008,notlessthanninedollars($9.00)perhourforallhoursworked,effectiveJuly1,2014,andnotlessthantendollars($10.00)perhourforallhoursworked,effectiveJanuary1,2016.

3. MEALS AND LODGINGMealsorlodgingmaynotbecreditedagainsttheminimumwagewithoutavoluntarywrittenagreementbetweentheemployerandtheemployee.Whencreditformealsorlodgingisusedtomeetpartoftheemployer’sminimumwageobligation,theamountssocreditedmaynotbemorethanthefollowing:

LODGING Effective January 1, 2008 Effective July 1, 2014 Effective January 1, 2016

Roomoccupiedalone................................................................................. $37.63perweek $42.33perweek $47.03perweek

Roomshared............................................................................................... $31.06perweek $34.94perweek $38.82perweek

Apartment–twothirds(2/3)oftheordinaryrentalvalue,andin noeventmorethan:.................................................................................... $451.89permonth $508.38permonth $564.81permonth

Whereacouplearebothemployedbytheemployer,twothirds(2/3) oftheordinaryrentalvalue,andinnoeventmorethan:........................... $668.46permonth $752.02permonth $835.49permonth

MEALS

Breakfast..................................................................................................... $2.90 $3.26 $3.62

Lunch........................................................................................................... $3.97 $4.47 $4.97

Dinner.......................................................................................................... $5.34 $6.01 $6.68

4. SEPARABILITYIftheapplicationofanyprovisionofthisOrder,oranysection,subsection,subdivision,sentence,clause,phrase,wordorportionofthisOrdershouldbeheldinvalid,unconstitutional,unauthorized,orprohibitedbystatute,theremainingprovisionsthereofshallnotbeaffectedthereby,butshallcontinuetobegivenfullforceandeffectasifthepartsoheldinvalidorunconstitutionalhadnotbeenincludedherein.

5. AMENDED PROVISIONSThisOrderamendstheminimumwageandmealsandlodgingcreditsinMW-2007,aswellasintheIWC’sindustryandoccupationorders.(SeeOrders1-15,Secs.4and10;andOrder16,Secs.4and9.)ThisOrdermakesnootherchangestotheIWC’sindustryandoccupationorders.

These Amendments to the Wage Orders shall be in effect as of July 1, 2014.

QuestionsaboutenforcementshouldbedirectedtotheDivisionofLaborStandardsEnforcement.ConsultthewhitepagesofyourtelephonedirectoryunderCALIFORNIA,Stateof,IndustrialRelationsfortheaddressandtelephonenumberoftheofficenearestyou.TheDivisionhasofficesinthefollowingcities:Bakersfield,ElCentro,Fresno,LongBeach,LosAngeles,Oakland,Redding,Sacramento,Salinas,SanBernardino,SanDiego,SanFrancisco,SanJose,SantaAna,SantaBarbara,SantaRosa,Stockton,andVanNuys.



DISCRIMINATION

• Ancestry • Age(40andabove)• Color • Disability (physicalandmental,includingHIVandAIDS)• Genetic information • Gender, gender identity, or gender expression • Marital status • Medical condition (geneticcharacteristics,cancerorarecordorhistoryofcancer)• Military or veteran status • National origin (includeslanguageuseandpossessionofadriver’slicenseissuedtopersonsunableprovetheirpresenceintheUnitedStatesisauthorizedunderfederallaw.)

• Race • Religion (includesreligiousdressandgroomingpractices)• Sex (includespregnancy,childbirth,breastfeedingand/orrelatedmedicalconditions)• Sexual orientationTheCaliforniaFairEmploymentandHousingAct(GovernmentCodesections12900through12996)anditsimplementingregulations(CaliforniaCodeofRegulations,title2,sections11000through11141):• Prohibit harassment ofemployees,applicants,unpaidinterns,volunteers,andindependentcontractorsbyanypersonsandrequireemployerstotakeallreasonablestepstopreventharassment.Thisincludesaprohibitionagainstsexualharassment,genderharassment,harassmentbasedonpregnancy,childbirth,breastfeedingand/orrelatedmedicalconditions,aswellasharassmentbasedonallothercharacteristicslistedabove.

• Require that all employers provide informationtoeachoftheiremployeesonthenature,illegality,andlegalremediesthatapplytosexualharassment.Employersmayeitherdeveloptheirownpublications,whichmustmeetstandardssetforthinCaliforniaGovernmentCodesection12950,oruseabrochurefromtheDFEH.

• Require employers with 50 or more employees and all public entities to provide sexual harassment and abusive conduct prevention training for allsupervisors.

• Prohibit employers from limiting or prohibiting the use of any language inanyworkplaceunlessjustifiedbybusinessnecessity.Theemployermustnotifyemployeesofthelanguagerestrictionandconsequencesforviolation.Alsoprohibitsemployersfromdiscriminatingagainstanapplicantoremployeebecauseheorshepossessesadriver’slicenseissuedtoapersonwhoisunabletoprovehisorherpresenceintheUnitedStatesisauthorizedunderfederallaw.

• Require employers to reasonably accommodateanemployee,unpaidintern,orjobapplicant’sreligiousbeliefsandpractices,includingthewearingorcarryingofreligiousclothing,jewelryorartifacts,andhairstyles,facialhair,orbodyhair,whicharepartofanindividual’sobservanceofhisorherreligiousbeliefs.

• Require employers to reasonably accommodate employees or job applicants with a disability to enable them to perform the essential functions of ajob.

• Permit job applicants, unpaid interns, volunteers, and employees to file complaints withtheDFEHagainstanemployer,employmentagency,orlaborunionthatfailstograntequalemploymentasrequiredbylaw.

• Prohibit discrimination againstanyjobapplicant,unpaidintern,oremployeeinhiring,promotions,assignments,termination,oranyterm,condition,orprivilegeofemployment.

• Require employers, employment agencies, and unions topreserveapplications,personnelrecords,andemploymentreferralrecordsforaminimum of two years.

• Require employers to provide leaves ofuptofourmonthstoemployeesdisabledbecauseofpregnancy,childbirth,orarelatedmedicalcondition.• Require an employer to provide reasonable accommodations requestedbyanemployee,ontheadviceofherhealthcareprovider,relatedtoherpregnancy,childbirth,orrelatedmedicalconditions.

• Require employers of 50 or more persons to allow eligible employees to take up to 12 weeks leave ina12-monthperiodforthebirthofachild;theplacementofachildforadoptionorfostercare;foranemployee’sownserioushealthcondition;ortocareforaparent,spouse,orchildwithaserioushealthcondition.Thelawalsorequiresemployerstopostanoticeinformingemployeesoftheirfamilyandmedicalleaverights.

• Require employment agencies to serve all applicants equally,refusediscriminatoryjoborders,andprohibitemployersandemploymentagenciesfrommakingdiscriminatorypre-hiringinquiriesorpublishinghelp-wantedadvertisementsthatexpressadiscriminatoryhiringpreference.

• Prohibit unions from discriminatinginmemberadmissionsordispatchingmemberstojobs.• Prohibit retaliation againstapersonwhoopposes,reports,orassistsanotherpersontoopposeunlawfuldiscrimination.The law provides for remedies for individuals who experience prohibited discrimination or harassment in the workplace.Theseremediesincludehiring,frontpay,backpay,promotion,reinstatement,cease-and-desistorders,expertwitnessfees,reasonableattorney’sfeesandcosts,punitivedamages,andemotionaldistressdamages.

CALIFORNIA LAW PROHIBITS WORKPLACE DISCRIMINATION AND HARASSMENTTheCaliforniaDepartmentofFairEmploymentandHousing(DFEH)enforceslawsthatprotectyoufromillegaldiscriminationandharassmentinemploymentbasedonyouractualorperceived:

Job applicants, unpaid interns, and employees: IfyoubelieveyouhaveexperienceddiscriminationorharassmentyoumayfileacomplaintwiththeDFEH.Independent contractors and volunteers: Ifyoubelieveyouhavebeenharassed,youmayfileacomplaintwiththeDFEH.Complaintsmustbefiledwithinoneyearofthelastactofdiscrimination/harassmentor,forvictimswhoareundertheageof18,notlaterthanoneyearafterthevictim’seighteenthbirthday.Formoreinformationcontact(800)884-1684;TTY(800)700-2320;videophoneforthehearingimpaired(916)226-5285;[email protected];orwww.dfeh.ca.gov.GovernmentCodesection12950andCaliforniaCodeofRegulations,title2,section11013,requireallemployerstopostthisdocument.Itmustbeconspicuouslypostedinhiringoffices,onemployeebulletinboards,inemploymentagencywaitingrooms,unionhalls,andotherplacesemployeesgather.InaccordancewiththeCaliforniaGovernmentCodeandADArequirements,thispublicationcanbemadeavailableinBraille,largeprint,computerdisk,orvoicerecordingasadisability-relatedaccommodationforanindividualwithadisability.Todiscusshowtoreceiveacopyinanalternativeformat,pleasecontacttheDFEHatthetelephonenumbersore-mailaddressabove.

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WHAT AN EMPLOYER MUST DO: Allemployersmustprovideworkandworkplacesthataresafeand

healthful.Inotherwords,asanemployer,youmustfollowstatelawsgoverningjobsafetyandhealth.Failuretodosocanresultinathreattothelifeorhealthofworkers,andsubstantialmonetarypenalties.Youmustdisplaythispostersoeveryoneonthejobcanbeawareofbasic

rightsandresponsibilities.Youmusthaveawrittenandeffectiveinjuryandillnesspreventionprogram

foryouremployeestofollow.Youmustbeawareofhazardsyouremployeesfaceonthejobandkeep

recordsshowingthateachemployeehasbeentrainedinthehazardsuniquetoeachjobassignment.Youmustcorrectanyhazardousconditionthatyouknowmayresultin

seriousinjurytoemployees.Failuretodosocouldresultincriminalcharges,monetarypenalties,andevenincarceration.YoumustnotifythenearestCal/OSHAofficeofanyseriousinjuryorillness,

orfatalityoccurringonthejob.Besuretodothisimmediatelyaftercallingforemergencyhelptoassisttheinjuredemployee.Failuretoreportaseriousinjuryorillness,orfatalitywithin8hourscanresultinaminimumcivilpenaltyof$5,000.

WHAT AN EMPLOYER MUST NEVER DO: NeverpermitanemployeetodoworkthatviolatesCal/OSHAlaw.Neverpermitanemployeetobeexposedtoharmfulsubstanceswithout

providingadequateprotection.Neverallowanuntrainedemployeetoperformhazardouswork.

EMPLOYEES HAVE CERTAIN RIGHTS IN WORKPLACE SAFETY & HEALTH:Asanemployee,you(orsomeoneactingforyou)havetherighttofilea

complaintandrequestaninspectionofyourworkplaceifconditionsthereareunsafeorunhealthful.ThisisdonebycontactingthelocaldistrictofficeoftheDivisionofOccupationalSafetyandHealth(seelistofoffices).YournameisnotrevealedbyCal/OSHA,unlessyourequestotherwise.Youalsohavetherighttobringunsafeorunhealthfulconditionsto

theattentionoftheCal/OSHAinvestigatormakinganinspectionofyourworkplace.Uponrequest,Cal/OSHAwillwithholdthenamesofemployeeswhosubmitormakestatementsduringaninspectionorinvestigation.Anyemployeehastherighttorefusetoperformworkthatwouldviolatea

Cal/OSHAoranyoccupationalsafetyorhealthstandardororderwheresuchviolationwouldcreatearealandapparenthazardtotheemployeeorotheremployees.Youmaynotbefiredorpunishedinanywayforfilingacomplaintabout

unsafeorunhealthfulworkingconditions,orusinganyotherrightgiventoyoubyCal/OSHAlaw.Ifyoufeelthatyouhavebeenfiredorpunishedforexercisingyourrights,youmayfileacomplaintaboutthistypeofdiscriminationbycontactingthenearestofficeoftheDepartmentofIndustrialRelations,DivisionofLaborStandardsEnforcement(StateLaborCommissioner)ortheSanFranciscoofficeoftheU.S.DepartmentofLabor,OccupationalSafetyandHealthAdministration.(EmployeesofstateorlocalgovernmentagenciesmayonlyfilethesecomplaintswiththeStateLaborCommissioner.)Consultyourlocaltelephonedirectoryfortheofficenearestyou

EMPLOYEES ALSO HAVE RESPONSIBILITIES: Tokeeptheworkplaceandyourcoworkerssafe,youshouldtellyour

employeraboutanyhazardthatcouldresultinaninjuryorillnesstopeopleonthejob.Whileworking,youmustalwaysobeystatejobsafetyandhealthlaws.

SPECIAL RULES APPLY IN WORK AROUND HAZARDOUS SUBSTANCES: Employerswhouseanysubstancelistedasahazardoussubstancein

Section339ofTitle8oftheCaliforniaCodeofRegulations,orsubjecttotheHazardCommunicationsStandard(T8CCRSection5194),mustprovideemployeeswithinformationonthecontentsonSafetyDataSheets(SDS),orequivalentinformationaboutthesubstancethattrainsemployeestousethesubstancesafely.EmployersshallmakeavailableonatimelyandreasonablebasisaSafety

DataSheetoneachhazardoussubstanceintheworkplaceuponrequestofanemployee,anemployeecollectivebargainingrepresentative,oranemployee’sphysician.Employeeshavetherighttoseeandcopytheirmedicalrecordsandrecords

ofexposuretopotentiallytoxicmaterialsorharmfulphysicalagents.Employers must allow access by employees or their representatives

toaccuraterecordsofemployeeexposurestopotentiallytoxicmaterialsorharmfulphysicalagents,andnotifyemployeesofanyexposuresinconcentrationorlevelsexceedingtheexposurelimitsallowedbyCal/OSHAstandards.Anyemployeehastherighttoobservemonitoringormeasuringofemployee

exposuretohazardsconductedpursuanttoCal/OSHAregulations.

WHEN CAL/OSHA COMES TO THE WORKPLACE: AtrainedCal/OSHAsafetyengineerorindustrialhygienistmayperiodically

visittheworkplacetomakesureyourcompanyisobeyingjobsafetyandhealthlaws.Aninspectionwillalsobeconductedwhenalegitimatecomplaintisfiledby

anemployeewiththeDivisionofOccupationalSafetyandHealth.Cal/OSHAalsogoestotheworkplacetoinvestigateaseriousinjuryorfatality.Whenaninspectionbegins,theCal/OSHAinvestigatorwillshowofficial

identificationfromtheDivisionofOccupationalSafetyandHealth.Theemployer,orsomeonetheemployerchooses,willbegivenanopportunity

toaccompanytheinvestigatorduringtheinspection.Arepresentativeoftheemployeeswillbegiventhesameopportunity.Wherethereisnoauthorizedemployeerepresentative,theinvestigatorwilltalktoareasonablenumberofemployeesaboutsafetyandhealthconditionsattheworkplace.

VIOLATIONS, CITATIONS & PENALTIES: Iftheinvestigationshowsthattheemployerhasviolatedasafetyand

healthstandardororder,thentheDivisionofOccupationalSafetyandHealthissuesacitation.Eachcitationspecifiesadatebywhichtheviolationmustbeabated.Anotice,whichcarriesnomonetarypenalty,maybeissuedinlieuofacitationforcertainnon-seriousviolations.Citationscarrypenaltiesofupto$7,000foreachregulatoryorgeneral

violationandupto$25,000foreachseriousviolation.Additionalpenaltiesof

CALOSHA - THE OCCUPATIONAL SAFETY AND HEALTH ACT

SAFETY & HEALTH PROTECTION ON THE JOBSTATE OF CALIFORNIA DEPARTMENT OF INDUSTRIAL RELATIONS

CalifornialawprovidesjobsafetyandhealthprotectionforworkersundertheCal/OSHAprogram.Thisposterexplainsthebasicrequirementsandproceduresforcompliancewiththestate’sjobsafetyandhealthlawsandregulations.Thelawrequiresthatthisposterbedisplayed.(Failuretodosocouldresultinapenaltyofupto$7,000.)

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CALOSHA - THE OCCUPATIONAL SAFETY AND HEALTH ACT

OFFICES OF THE DIVISION OF OCCUPATIONAL SAFETY AND HEALTHHEADQUARTERS:1515ClayStreet,Ste.1901,Oakland,CA94612-Telephone(510)286-7000

Call the FREE Worker Information Hotline - 1-866-924-9757

EnforcementofCal/OSHAjobsafetyandhealthstandardsiscarriedoutbytheDivisionofOccupationalSafetyandHealth,undertheCaliforniaDepartmentofIndustrialRelations,whichhasprimaryresponsibilityforadministeringtheCal/OSHAprogram.SafetyandhealthstandardsarepromulgatedbytheOccupationalSafetyandHealthStandardsBoard.AnyonedesiringtoregisteracomplaintalleginginadequacyintheadministrationoftheCaliforniaOccupationalSafetyandHealthPlanmaydosobycontactingtheSanFranciscoRegionalOfficeoftheOccupationalSafetyandHealthAdministration(OSHA),U.S.DepartmentofLabor(Tel:415-975-4310).OSHAmonitorstheoperationofstateplanstoassurethatcontinuedapprovalismerited.

Regional OfficesSan FranciscoSacramentoSanta AnaMonrovia

3419 Broadway St., Ste. H8, American Canyon 945037718 Meany Avenue, Bakersfield 933081065 East Hillsdale Blvd. Suite 110, Foster City 9440439141 Civic Center Dr. Suite 310, Fremont 945382550 Mariposa St. Room 4000, Fresno 937213939 Atlantic Ave., Ste. 212, Long Beach 90807320 West Fourth St. Room 670, Los Angeles 900134206 Technology Dr. Suite 3, Modesto 953561515 Clay St. Suite 1303, Oakland 94612381 Hemsted Dr., Redding 960022424 Arden Way Suite 165, Sacramento 95825464 West Fourth St. Suite 332, San Bernardino 924017575 Metropolitan Dr. Suite 207, San Diego 92108455 Golden Gate Ave. Rm. 9516, San Francisco 941052000 E. McFadden Ave, Ste. 122, Santa Ana 927056150 Van Nuys Blvd. Suite 405, Van Nuys 914011906 West Garvey Ave. S. Suite 200, West Covina 91790

(707) 649-3700(661) 588-6400(650) 573-3812(510) 794-2521(559) 445-5302(562) 506-0810(213) 576-7451(209) 545-7310(510) 622-2916(530) 224-4743(916) 263-2800(909) 383-4321(619) 767-2280(415) 557-0100(714) 558-4451(818) 901-5403(626) 472-0046

American CanyonBakersfieldFoster CityFremontFresnoLong BeachLos AngelesModestoOaklandReddingSacramentoSan BernardinoSan DiegoSan FranciscoSanta AnaVan NuysWest Covina

District Offices

455 Golden Gate Ave., Rm 9516, San Francisco 941022424 Arden Way Suite 300, Sacramento 958252000 E. McFadden Ave. Ste. 119, Santa Ana 92705750 Royal Oaks Drive, Ste. 104, Monrovia 91016

(415) 557-0300(916) 263-2803(714) 558-4300(626) 471-9122

• Fresno/ Central Valley

1901 North Gateway Blvd., Suite 102, Fresno 93727

(559) 454-1295

• Oakland/ Bay Area

1515 Clay St. Suite 1103Oakland 94612

(510) 622-2891

• Sacramento/ Northern CA

2424 Arden Way Suite 410Sacramento 95825

(916) 263-0704

• San Bernardino 464 West Fourth St. Suite 339San Bernardino 92401

(909) 383-4567

• San Diego/ Imperial Counties

7575 Metropolitan Dr. Suite 204San Diego 92108

(619) 767-2060

• San Fernando Valley

6150 Van Nuys Blvd. Suite 307Van Nuys 91401

(818) 901-5754

• La Palma/ Los Angeles/Orange County

1 Centerpointe Dr. Suite 150La Palma 90623

(714) 562-5525

Area & Field Offices:CAL/OSHA CONSULTATION SERVICE

January 2016

upto$7,000perdayforregulatoryorgeneralviolationsandupto$15,000perdayforseriousviolationsmaybeproposedforeachfailuretocorrectaviolationbytheabatementdateshownonthecitation.Apenaltyofnotlessthan$5,000normorethan$70,000maybeassessedanemployerwhowillfullyviolatesanyoccupationalsafetyandhealthstandardororder.Themaximumcivilpenaltythatcanbeassessedforeachrepeatviolationis$70,000.Awillfulviolationthatcausesdeathorpermanentimpairmentofthebodyofanyemployeeresults,uponconviction,inafineofnotmorethan$250,000,orimprisonmentuptothreeyears,orbothandiftheemployerisacorporationorlimitedliabilitycompanythefinemaynotexceed$1.5million.

Thelawprovidesthatemployersmayappealcitationswithin15workingdaysofreceipttotheOccupationalSafetyandHealthAppealsBoard.Anemployerwhoreceivesacitation,OrdertoTakeSpecialAction,or

SpecialOrdermustpostitprominentlyatorneartheplaceoftheviolationforthreeworkingdays,oruntiltheunsafeconditioniscorrected,whicheverislonger,towarnemployeesofdangerthatmayexistthere.AnyemployeemayprotestthetimeallowedforcorrectionoftheviolationtotheDivisionofOccupationalSafetyandHealthortheOccupationalSafetyandHealthAppealsBoard.

HELP IS AVAILABLE: Tolearnmoreaboutjobsafetyrules,youmaycontacttheCal/OSHA ConsultationServiceforfreeinformation,requiredformsandpublications.YoucanalsocontactalocaldistrictofficeoftheDivisionofOccupationalSafetyandHealth.Ifyouprefer,youmayretainacompetentprivateconsultant,oraskyourworkers’compensationinsurancecarrierforguidanceinobtaininginformation.



WORKERS’ COMPENSATION

NOTICE TO EMPLOYEES - INJURIES CAUSED BY WORK You may be entitled to workers’ compensation benefits if you are injured or become ill because of your job. Workers’ compensation covers most work-related physical or mental injuries and illnesses. An injury or illness can be caused by one event (such as hurting your back in a fall) or by repeated exposures (such as hurting your wrist from doing the same motion over and over).Benefits. Workers’ compensation benefits include: • Medical Care: Doctor visits, hospital services, physical therapy, lab tests, x-rays, medicines, medical equipment and travel costs that are reasonably necessary to

treat your injury. You should never see a bill. There are limits on chiropractic, physical therapy and occupational therapy visits. • Temporary Disability (TD) Benefits: Payments if you lose wages while recovering. For most injuries, TD benefits may not be paid for more than 104 weeks within

five years from the date of injury. • Permanent Disability (PD) Benefits: Payments if you do not recover completely and your injury causes a permanent loss of physical or mental function that a

doctor can measure. • Supplemental Job Displacement Benefit: A nontransferable voucher, if you are injured on or after 1/1/2004, your injury causes permanent disability, and your

employer does not offer you regular, modified, or alternative work. • Death Benefits: Paid to your dependents if you die from a work-related injury or illness.Naming Your Own Physician Before Injury or Illness (Predesignation). You may be able to choose the doctor who will treat you for a job injury or illness. If eligible, you must tell your employer, in writing, the name and address of your personal physician or medical group before you are injured. You must obtain their agreement to treat you for your work injury. For instructions, see the written information about workers’ compensation that your employer is required to give to new employees.If You Get Hurt:1. Get Medical Care. If you need emergency care, call 911 for help immediately from the hospital, ambulance, fire department or police department. If you need

first aid, contact your employer.2. Report Your Injury. Report the injury immediately to your supervisor or to an employer representative. Don’t delay. There are time limits. If you wait too long,

you may lose your right to benefits. Your employer is required to provide you with a claim form within one working day after learning about your injury. Within one working day after you file a claim form, your employer or claims administrator must authorize the provision of all treatment, up to ten thousand dollars, consistent with the applicable treatment guidelines, for your alleged injury until the claim is accepted or rejected.

3. See Your Primary Treating Physician (PTP). This is the doctor with overall responsibility for treating your injury or illness. • If you predesignated your personal physician or a medical group, you may see your personal physician or the medical group after you are injured. • If your employer is using a medical provider network (MPN) or a health care organization (HCO), in most cases you will be treated within the MPN or HCO unless you predesignated a personal physician or medical group. An MPN is a group of physicians and health care providers who provide treatment to workers injured on the job. You should receive information from your employer if you are covered by an HCO or a MPN. Contact your employer for more information.

• If your employer is not using an MPN or HCO, in most cases the claims administrator can choose the doctor who first treats you when you are injured, unless you predesignated a personal physician or medical group.

4. Medical Provider Networks. Your employer may be using an MPN, which is a group of health care providers designated to provide treatment to workers injured on the job. If you have predesignated a personal physician or medical group prior to your work injury, then you may go there to receive treatment from your predesignated doctor. If you are treating with a non-MPN doctor for an existing injury, you may be required to change to a doctor within the MPN. For more information, see the MPN contact information below:

STATE OF CALIFORNIA - DEPARTMENT OF INDUSTRIAL RELATIONS Division of Workers' Compensation

MPN Website:

MPN Effective Date: MPN Identification number:

If you need help locating an MPN physician, call your MPN access assistant at:

If you have questions about the MPN or want to file a complaint against the MPN, call the MPN Contact Person at:

Discrimination: It is illegal for your employer to punish or fire you for having a work injury or illness, for filing a claim, or testifying in another person’s workers’ compensation case. If proven, you may receive lost wages, job reinstatement, increased benefits, and costs and expenses up to limits set by the state.Questions? Learn more about workers’ compensation by reading the information that your employer is required to give you at time of hire. If you have questions, see your employer or the claims administrator (who handles workers’ compensation claims for your employer):

Claims Administrator Phone

Workers’ Compensation Insurer (Enter “self-insured” if appropriate)

You can also get free information from a State Division of Workers’ Compensation Information (DWC) & Assistance Officer. The nearest Information & Assistance

Officer can be found at location: or by calling toll-free (800) 736-7401. Learn more information about workers’ compensation online: www.dwc.ca.gov and access a useful booklet “Workers’ Compensation in California: A Guidebook for Injured Workers.”

False claims and false denials. Any person who makes or causes to be made any knowingly false or fraudulent material statement or material representation for the purpose of obtaining or denying workers’ compensation benefits or payments is guilty of a felony and may be fined and imprisoned.

DWC 7 (1/1/2016)

Your employer may not be liable for the payment of workers' compensation benefits for any injury that arises from your voluntaryparticipation in any off-duty, recreational, social, or athletic activity that is not part of your work-related duties.



ACCESS TO MEDICAL AND EXPOSURE RECORDS BY CAL/OSHA REGULATION

BY CAL/OSHA REGULATION – GENERAL INDUSTRY SAFETY ORDER 3204 –

YOU HAVE THE RIGHT TO SEE AND COPY:

•Yourmedicalrecordsandrecordsofexposuretotoxicsubstancesorharmfulphysicalagents.•Recordsofexposuretotoxicsubstancesorharmfulphysicalagentsofotheremployeeswithworkconditionssimilartoyours.

•SafetyDataSheets(SDS)orotherinformationthatexistsforchemicalsorsubstancesusedintheworkplace,orwhichemployeesmaybeexposed.

TheseRecordsareavailableat: ________________________________________________________ (Location)

From:______________________________________________________________________________ (PersonResponsible)

COPYOFGENERALINDUSTRYSAFETYORDER3204ISAVAILABLEFROM:

____________________________________________________________________________________

www.dir.ca.govJanuary 2015

State of California Department of Industrial Relations

Division of Occupational Safety and Health1515ClayStreet,Suite1901

Oakland,CA94612

TheaboveinformationsatisfiestherequirementsofGISO3204(g), whichmaybefulfilled bypostingthisplacardintheworkplace,orbyanysimilarmethodtheemployerchooses.

www.dir.ca.gov/dosh/dosh1.htmlPhone:(510)286-7000|Fax:(510)286-7037



NOTICE A AND NOTICE B LEAVE RIGHTSSTATE OF CALIFORNIA

DEPARTMENT OF FAIR EMPLOYMENT AND HOUSING“NOTICE A” YOUR RIGHTS AND OBLIGATIONS AS A PREGNANT EMPLOYEEIfyouarepregnant,havearelatedmedicalcondition,orarerecoveringfromchildbirth,PLEASEREADTHISNOTICE.•Californialawprotectsemployeesagainstdiscriminationorharassmentbecauseofanemployee’spregnancy,childbirthoranyrelatedmedicalcondition(referredtobelowas“becauseofpregnancy”).Californiaalsolawprohibitsemployersfromdenyingorinterferingwithanemployee’spregnancy-relatedemploymentrights.•Youremployerhasanobligationto:•reasonablyaccommodateyourmedicalneedsrelatedtopregnancy,childbirthorrelatedconditions(suchastemporarilymodifyingyourworkduties,providingyouwithastoolorchair,orallowingmorefrequentbreaks);•transferyoutoalessstrenuousorhazardousposition(whereoneisavailable)ordutiesifmedicallyneededbecauseofyourpregnancy;and•provideyouwithpregnancydisabilityleave(PDL)ofuptofourmonths(theworkingdaysyounormallywouldworkinone-thirdofayearor171/3weeks)andreturnyoutoyoursamejobwhenyouarenolongerdisabledbyyourpregnancyor,incertaininstances,toacomparablejob.TakingPDL,however,doesnotprotectyoufromnon-leaverelatedemploymentactions,suchasalayoff.•provideareasonableamountofbreaktimeanduseofaroomorotherlocationincloseproximitytotheemployee’sworkareatoexpressbreastmilkinprivateassetforthinLaborCodesection1030,etseq.•Forpregnancydisabilityleave:•PDLisnotforanautomaticperiodoftime,butfortheperiodoftimethatyouaredisabledbypregnancy.Yourhealthcareproviderdetermineshowmuchtimeyouwillneed.•OnceyouremployerhasbeeninformedthatyouneedtotakePDL,youremployermustguaranteeinwritingthatyoucanreturntoworkinyoursamepositionifyourequestawrittenguarantee.Youremployermayrequireyoutosubmitwrittenmedicalcertificationfromyourhealthcareprovidersubstantiatingtheneedforyourleave.•PDLmayinclude,butisnotlimitedto,additionalormorefrequentbreaks,timeforprenatalorpostnatalmedicalappointments,doctor-orderedbedrest,severe“morningsickness,”gestationaldiabetes,pregnancy-inducedhypertension,preeclampsia,recoveryfromchildbirthorlossorendofpregnancy,and/orpost-partumdepression.•PDLdoesnotneedtobetakenallatoncebutcanbetakenonanas-neededbasisasrequiredbyyourhealthcareprovider,includingintermittentleaveorareducedworkschedule,allofwhichcountsagainstyourfourmonthentitlementtoleave.•Yourleavewillbepaidorunpaiddependingonyouremployer’spolicyforothermedicalleaves.YoumayalsobeeligibleforstatedisabilityinsuranceorPaidFamilyLeave(PFL),administeredbytheCaliforniaEmploymentDevelopmentDepartment.•Atyourdiscretion,youcanuseanyvacationorotherpaidtimeoffduringyourPDL.•YouremployermayrequireoryoumaychoosetouseanyavailablesickleaveduringyourPDL.•YouremployerisrequiredtocontinueyourgrouphealthcoverageduringyourPDLatthelevelandundertheconditionsthatcoveragewouldhavebeenprovidedifyouhadcontinuedinemploymentcontinuouslyforthedurationofyourleave.•TakingPDLmayimpactcertainofyourbenefitsandyoursenioritydate;pleasecontactyouremployerfordetails.Notice Obligations as an Employee. •Giveyouremployerreasonablenotice:Toreceivereasonableaccommodation,obtainatransfer,ortakePDL,youmustgiveyouremployersufficientnoticeforyouremployertomakeappropriateplans–30daysadvancenoticeiftheneedforthereasonableaccommodation,transferorPDLisforeseeable,otherwiseassoonaspracticableiftheneedisanemergencyorunforeseeable.•ProvideaWrittenMedicalCertificationfromYourHealthCareProvider.Exceptinamedicalemergencywherethereisnotimetoobtainit,youremployermayrequireyoutosupplyawrittenmedicalcertificationfromyourhealthcareproviderofthemedicalneedforyourreasonableaccommodation,transferorPDL.Iftheneedisanemergencyorunforeseeable,youmustprovidethiscertificationwithinthetimeframeyouremployerrequests,unlessitisnotpracticableforyoutodosounderthecircumstancesdespiteyourdiligent,goodfaithefforts.Youremployermustprovideatleast15calendardaysforyoutosubmitthecertification.Seeyouremployerforacopyofamedicalcertificationformtogivetoyourhealthcareprovidertocomplete.•PLEASENOTEthatifyoufailtogiveyouremployerreasonableadvancenoticeor,ifyouremployerrequiresit,writtenmedicalcertificationofyourmedicalneed,youremployermaybejustifiedindelayingyourreasonableaccommodation,transfer,orPDL.ThisnoticeisasummaryofyourrightsandobligationsundertheFairEmploymentandHousingAct(FEHA).Formoreinformationaboutyourrightsandobligationsasapregnantemployee,contactyouremployer,visittheDepartmentofFairEmploymentandHousing’sWebsiteatwww.dfeh.ca.gov, or contact the Department at (800) 884-1684. ThetextoftheFEHAandtheregulationsinterpretingitareavailableontheDepartment’sWebsite.

DFEH-100-20(11/12)

FAMILY CARE AND MEDICAL LEAVE (CFRA LEAVE) AND PREGNANCY DISABILITY LEAVE UndertheCaliforniaFamilyRightsActof1993(CFRA),ifyouhavemorethan12monthsofservicewithusandhaveworkedatleast1,250hoursinthe12-monthperiodbeforethedateyouwanttobeginyourleave,youmayhavearighttofamilycareormedicalleave(CFRAleave).Thisleavemaybeupto12workweeksina12-monthperiodforthebirth,adoption,orfostercareplacementofyourchildorforyourownserioushealthconditionorthatofyourchild,parentorspouse.Whilethelawprovidesonlyunpaidleave,employeesmaychooseoremployersmayrequireuseofaccruedpaidleavewhiletakingCFRAleaveundercertaincircumstances.EvenifyouarenoteligibleforCFRAleave,ifyouaredisabledbypregnancy,childbirthorarelatedmedicalcondition,youareentitledtotakeapregnancydisabilityleaveofuptofourmonths,dependingonyourperiod(s)ofactualdisability.IfyouareCFRA-eligible,youhavecertainrightstotakeBOTHapregnancydisabilityleaveandaCFRAleaveforreasonofthebirthofyourchild.Bothleavescontainaguaranteeofreinstatement–forpregnancydisabilityitistothesamepositionandforCFRAitistothesameoracomparableposition–attheendoftheleave,subjecttoanydefenseallowedunderthelaw.Ifpossible,youmustprovideatleast30days’advancenoticeforforeseeableevents(suchastheexpectedbirthofachildoraplannedmedicaltreatmentforyourselforofafamilymember).Foreventsthatareunforeseeable,weneedyoutonotifyus,atleastverbally,assoonasyoulearnoftheneedfortheleave.Failuretocomplywiththesenoticerulesisgroundsfor,andmayresultin,deferraloftherequestedleaveuntilyoucomplywiththisnoticepolicy.Wemayrequirecertificationfromyourhealthcareproviderbeforeallowingyoualeaveforpregnancydisabilityorforyourownserioushealthcondition.Wealsomayrequirecertificationfromthehealthcareproviderofyourchild,parentorspouse,whohasaserioushealthcondition,beforeallowingyoualeavetotakecareofthatfamilymember.Whenmedicallynecessary,leavemaybetakenonanintermittentorreducedworkschedule.Ifyouaretakingaleaveforthebirth,adoption,orfostercareplacementofachild,thebasicminimumdurationoftheleaveistwoweeks,andyoumustconcludetheleavewithinoneyearofthebirthorplacementforadoptionorfostercare.Takingafamilycareorpregnancydisabilityleavemayimpactcertainofyourbenefitsandyoursenioritydate.Ifyouwantmoreinformationregardingyoureligibilityforaleaveand/ortheimpactoftheleaveonyourseniorityandbenefits,pleasecontact______________________________________.

DFEH-100-21(07/15)



WHISTLEBLOWER PROTECTION ACT

WHISTLEBLOWERS ARE PROTECTEDIt is the public policy of the State of California to encourage employees to notify an appropriate government or law enforcement agency, person with authority over the employee, or another employee with authority to investigate, discover, or correct the violation or noncompliance, and to provide information to and testify before a public body conducting an investigation, hearing or inquiry, when they have reason to believe their employer is violating a state or federal statute, or violating or not complying with a local, state or federal rule or regulation.

Who is protected?Pursuant to California Labor Code Section 1102.5, employees are the protected class of individuals. "Employee" means any person employed by an employer, private or public, including, but not limited to, individuals employed by the state or any subdivision thereof, any county, city and county, including any charter city or county, and any school district, community college district, municipal or public corporation, political subdivision, or the University of California. [California Labor Code Section 1106]

What is a whistleblower?A “whistleblower” is an employee who discloses information to a government or law enforcement agency, person with authority over the employee, or to another employee with authority to investigate, discover, or correct the violation or noncompliance, or who provides information to or testifies before a public body conducting an investigation, hearing or inquiry, where the employee has reasonable cause to believe that the information discloses:

1. A violation of a state or federal statute,2. A violation or noncompliance with a state or federal rule or regulation, or3. With reference to employee safety or health, unsafe working conditions or work

practices in the employee's employment or place of employment.

A whistleblower can also be an employee who refuses to participate in an activity that would result in a violation of a state or federal statute, or a violation of or noncompliance with a local, state or federal rule or regulation.



WHISTLEBLOWER PROTECTION ACT

How to report improper acts

If you have information regarding possible violations of state or federal statutes, rules, or regulations, or violations of fiduciary responsibility by a corporation or limited liability company to its shareholders, investors, or employees, call the California State Attorney General's Whistleblower Hotline at 1-800-952-5225. The Attorney General will refer your call to the appropriate government authority for review and possible investigation.

What protections are afforded to whistleblowers?

1. An employer may not make, adopt, or enforce any rule, regulation, or policy preventing an employee from being a whistleblower.

2. An employer may not retaliate against an employee who is a whistleblower.3. An employer may not retaliate against an employee for refusing to participate in an

activity that would result in a violation of a state or federal statute, or a violation or noncompliance with a state or federal rule or regulation.

4. An employer may not retaliate against an employee for having exercised his or her rights as a whistleblower in any former employment.

5. An employer, or a person acting on behalf of the employer, shall not retaliate against an employee because the employee is a family member of a person who has, or is perceived to have, engaged in any acts protected by this section.

Under California Labor Code Section 1102.5, if an employer retaliates against a whistleblower, the employer may be required to reinstate the employee's employment and work benefits, pay lost wages, and take other steps necessary to comply with the law.



NOTE:Someemployeesmaybeexemptfromunemploymentanddisabilityinsurancecoverage.FileyourclaimbytelephoneorInternet:

Toll-Free Telephone Numbers English1-800-300-5616Mandarin1-866-303-0706Spanish1-800-326-8937Vietnamese1-800-547-2058Cantonese1-800-547-3506TTY(NonVoice)1-800-815-9387

EDD’s Internet Address to Complete and Submit Your On-Line Application: https://eapply4ui.edd.ca.gov Note:Ifcontactingustofileaclaim,youmustcontactusbyFridaytoreceivecreditfortheweek.Ifcalling,Mondaysareourbusiestdays.Forfasterservice,callTuesdaythroughThursday.

DE1857DRev.17(5-11)(INTERNET)CU

EDD NOTICE TO EMPLOYEES

NOTICE TO EMPLOYEES: UNEMPLOYMENT INSURANCE BENEFITS

ThisemployerisregisteredundertheCaliforniaUnemploymentInsuranceCodeandisreportingwagecreditsthatarebeingaccumulatedforyoutobeusedasabasisforunemploymentinsurancebenefits.

If you are:

•Unemployed,or

•Workinglessthanfull-time,AND

•Youareready,willing,andabletoworkfull-time,orasinstructedbytheEmploymentDevelopmentDepartment.

You may be eligible to receive unemployment insurance benefits.

EmployeesofEducationalInstitutions:UnemploymentInsurancebenefitsbasedonwagesearnedwhileemployedbyapublicornonprofiteducationalinstitutionmaynotbepaidduringaschoolrecessperiodiftheemployeehasreasonableassuranceofreturningtoworkattheendoftherecessperiod(CaliforniaUnemploymentInsuranceCodeSection1253.3).Benefitsbasedonothercoveredemploymentmaybepayableduringrecessperiodsiftheunemployedindividualisinallotherrespectseligible,andthewagesearnedinothercoveredemploymentaresufficienttoestablishanunemploymentinsuranceclaimafterexcludingwagesearnedfromapublicornonprofiteducationalinstitution(s).



TIME OFF TO VOTE

Pollsareopenfrom7:00a.m.to8:00p.m.eachElectionDay.Ifyouarescheduledtobeatworkduringthattime,Californialawallowsyoutotakeuptotwohoursofftovote,withoutlosinganypay.Youmaytakeasmuchtimeasyouneedtovote,butonlytwohoursofthattimewillbepaid.Yourtimeoffforvotingcanbeonlyatthebeginningorendofyourregularworkshift,unlessyoumakeanotherarrangementwithyouremployer. If youthinkyouwillneedtimeofftovote,youmustnotifyyouremployeratleasttwoworkingdayspriortotheelection.

SECRETARY OF STATE DEBRA BOWEN1500 11TH STREET

5TH FLOORSACRAMENTO

CA 95814 (800) 345-VOTE (8683)

www.sos.ca.gov

CaliforniaElectionsCodesection14000



YouremployermustsendacopyofyourEmployee’s Withholding Allowance Certificate(FormW-4[federal]orDE4[state])totheFranchiseTaxBoard(FTB)iftheformmeetseitherofthefollowingtwoconditions:

•Youclaimmorethan10withholdingallowances.

•Youclaimtobeexemptfromstateorfederalincometaxwithholdingandyouremployerexpectsyourusualweeklywagestoexceed$200.

YouremployerwillcontinuetotreattheFormW-4and/orDE4asvaliduntilnotified,inwriting,bytheFTBofthepropermaritalstatusandnumberofallowancestouseforCaliforniaPersonalIncomeTax(PIT)withholdingpurposes.IfyoudisagreewiththeFTBdetermination,youmayrequestareviewofthedeterminationbywritingto:

W-4 Unit Franchise Tax Board MS F180 P.O. Box 2952 Sacramento, CA 95812-2952 Fax: 916-843-1094

You,astheemployee,willhavetoprovideproofthattheFTBdeterminationisincorrectforCaliforniaPITwithholdingpurposes.YouremployermustcontinuetowithholdasinstructedintheoriginaldeterminationuntilnotifiedbytheFTB,inwriting,ofanychanges.

IftheFTBfindsthatthenumberofwithholdingallowancesyouclaimedisunreasonable,youmaybesubjecttoa$500penaltyasprovidedbySection13101oftheCaliforniaUnemploymentInsuranceCode.

WITHOLDING ALLOWANCE NOTICE TO EMPLOYEES



EMERGENCY INFORMATION

Ambulance

Hospital

Alternate

CAL/OSHA

Fire-Rescue

Physician

Police

PostingisrequiredbyTitle8Section1512(e),CaliforniaCodeofRegulationsStateofCaliforniaDepartmentofIndustrialRelations-Cal/OSHAPublications-P.O.Box420603,SanFrancisco,CA94142-0603 03/1990S-500



NO SMOKING

NO SMOKING ALLOWED

Exceptindesignatedareas Reference:Section6404.5ofthe

CaliforniaStateLaborCode



PAYDAY NOTICE

STATEOFCALIFORNIADEPARTMENTOFINDUSTRIALRELATIONS-

DIVISIONOFLABORSTANDARDSENFORCEMENT

PAY DAY NOTICEREGULARPAYDAYSFOREMPLOYEESOF:

________________________________________________________________________(FIRMNAME)

SHALLBEASFOLLOWS:

________________________________________________________________________

THISISINACCORDANCEWITHSECTIONS204,204A,204B,205,AND205.5OFTHECALIFORNIALABORCODE.

BY:_________________________________________________

TITLE:_______________________________________________

(REV.06-02)PLEASE POSTDLSE8



UNEMPLOYMENT COMPENSATION

NOTICE TO EMPLOYEES:

DE1857ARev.42(11-13)(INTERNET) GA888/CU/MIC38

THIS EMPLOYER IS REGISTERED UNDER THE CALIFORNIA UNEMPLOYMENT INSURANCE CODE AND IS REPORTING WAGE CREDITS THAT ARE BEING ACCUMULATED FOR YOU TO BE USED AS A BASIS FOR:

UI

UNEMPLOYMENT INSURANCE(fundedentirelybyemployers’taxes)Whenyouareunemployedorworkinglessthanfulltimeandareready,willing,andabletowork,youmaybeeligibletoreceiveUnemploymentInsurance(UI)benefits.Therearethreewaystofileaclaim:

Internet:FileonlinewitheApply4UI—thefast,easywaytofileaUIclaim!AccesseApply4UIathttps://eapply4ui.edd.ca.gov/.

Telephone:Filebycontactingacustomerservicerepresentativeatoneofthetoll-freenumberslistedbelow: English1-800-300-5616 Spanish1-800-326-8937 Mandarin1-866-303-0706 Cantonese1-800-547-3506 Vietnamese1-800-547-2058 TTY(nonvoice)1-800-815-9387

Mail or Fax:FilebymailingorfaxingUIApplication,DE1101I,byaccessingthepaperapplicationonlineatwww.edd.ca.gov/unemployment.Thepaperapplicationcanbefilledoutonlineandprinted,orprintedandcompletedbyhand.ThentheapplicationcanbemailedorfaxedtoanEDDofficeforprocessing.

Note:Filepromptly.Ifyoudelayinfiling,youmaylosebenefitstowhichyouwouldotherwisebeentitled.

DI DISABILITY INSURANCE (fundedentirelybyemployees’contributions)Whenyouareunabletoworkorreduceyourworkhoursbecauseofsickness,injury,orpregnancy,youmaybeeligibletoreceiveDisabilityInsurance(DI)benefits.YouremployermustprovideacopyofDisabilityInsuranceProvisions,DE2515,toeachnewlyhiredemployeeandtoeachemployeeleavingworkduetopregnancyorduetosicknessorinjurythatisnotjobrelated.

Tofileaclaim:

•Online,createanaccountatwww.edd.ca.gov/disability.Thisistheeasiestandfastestwaytofileanewclaimandobtainclaimstatusinformation.

•By mail,obtainthedatacapturingClaimforDisabilityInsuranceBenefits(OpticalCharacterRecognition),DE2501,fromyouremployer,physician/practitioner,hospital,bycallingusat1-800-480-3287,oronlineatwww.edd.ca.gov/forms.

Note:IfyouremployermaintainsanapprovedVoluntaryPlanforDIcoverage,contactyouremployerforassistance.

FORMOREINFORMATIONABOUTDI,PLEASEVISITwww.edd.ca.gov/disabilityORCONTACTDICUSTOMERSERVICE BYPHONEAT1-800-480-3287.STATEGOVERNMENTEMPLOYEESSHOULDCALL1-866-352-7675. TTY(FORDEAFORHEARING-IMPAIREDINDIVIDUALSONLY)ISAVAILABLEAT1-800-563-2441.

PFL

PAID FAMILY LEAVE (fundedentirelybyemployees’contributions)Whenyoustopworkingorreduceyourworkhourstocareforafamilymemberwhoisseriouslyillortobondwithanewchild,youmaybeeligibletoreceivePaidFamilyLeave(PFL)benefits.YouremployermustprovideacopyofPaidFamilyLeaveProgramBrochure,DE2511,toeachnewlyhiredemployeeandtoeachemployeeleavingworktocareforaseriouslyillfamilymemberortobondwithanewchild.Tofileaclaim:

•Online,createanaccountatwww.edd.ca.gov/disability.Thisistheeasiestandfastestwaytofileanewclaim.

•By mail,obtainthedatacapturingClaimforPaidFamilyLeaveBenefits(OpticalCharacterRecognition),DE2501F,fromyouremployer,physician/practitioner,hospital,bycallingusat1-877-238-4373,oronlineatwww.edd.ca.gov/forms.

Note: IfyouremployermaintainsanapprovedVoluntaryPlanforPFLcoverage,contactyouremployerforassistance.FORMOREINFORMATIONABOUTPFL,PLEASEVISITwww.edd.ca.gov/disabilityORCONTACTCUSTOMERSERVICE

BYPHONEAT1-877-238-4373.STATEGOVERNMENTEMPLOYEESSHOULDCALL1-877-945-4747. TTY(FORDEAFORHEARING-IMPAIREDINDIVIDUALSONLY)ISAVAILABLEAT1-800-445-1312.

NOTE:SOMEEMPLOYEESMAYBEEXEMPTFROMCOVERAGEBYTHEABOVEINSURANCEPROGRAMS.ITISILLEGALTOMAKEAFALSESTATEMENTORTOWITHHOLDFACTSTOCLAIMBENEFITS.FORADDITIONALGENERALINFORMATION,

VISITTHEEDDWEBSITEATwww.edd.ca.gov.



PAID SICK LEAVEDivisionofLaborStandardsEnforcement-OfficeoftheLaborCommissioner

THIS POSTER MUST BE DISPLAYED WHERE EMPLOYEES CAN EASILY READ IT(Re-publicationofpostermayexcludepicturesbutmustincludesubsequenttitleandtextwhichismandatory)

HEALTHY WORKPLACES/HEALTHY FAMILIES ACT OF 2014 • PAID SICK LEAVE

Entitlement:•Anemployeewho,onorafterJuly1,2015,worksinCaliforniafor30ormoredayswithinayearfromthebeginningofemploymentisentitledtopaidsickleave.

•Paidsickleaveaccruesattherateofonehourperevery30hoursworked,paidattheemployee’sregularwagerate.AccrualshallbeginonthefirstdayofemploymentorJuly1,2015,whicheverislater.

•Accruedpaidsickleaveshallcarryovertothefollowingyearofemploymentandmaybecappedat48hoursor6days.However,subjecttospecifiedconditions,ifanemployerhasapaidsickleave,paidleaveorpaidtimeoffpolicy(PTO)thatprovidesnolessthan24hoursorthreedaysofpaidleaveorpaidtimeoff,noaccrualorcarryoverisrequiredifthefullamountofleaveisreceivedatthebeginningofeachyearinaccordancewiththepolicy.

Usage:•Anemployeemayuseaccruedpaidsickdaysbeginningonthe90thdayofemployment.

•Anemployershallprovidepaidsickdaysupontheoralorwrittenrequestofanemployeeforthemselvesorafamilymemberforthediagnosis,careortreatmentofanexistinghealthconditionorpreventivecare,orspecifiedpurposesforanemployeewhoisavictimofdomesticviolence,sexualassault,orstalking.

•Anemployermaylimittheuseofpaidsickdaysto24hoursorthreedaysineachyearofemployment.

Retaliationordiscriminationagainstanemployeewhorequestspaidsickdaysorusespaidsickdaysorbothisprohibited.AnemployeecanfileacomplaintwiththeLaborCommissioneragainstanemployerwhoretaliatesordiscriminatesagainsttheemployee.

Foradditionalinformation,youmaycontactyouremployerorthelocalofficeoftheLaborCommissioner.Locatetheofficebylookingatthelistofofficesonourwebsitehttp://www.dir.ca.gov/dlse/DistrictOffices.htm using the alphabetical listing of cities, locations, and communities.Staffisavailableinpersonandbytelephone.

DLSEPaidSickLeavePosting11/14



FEDERAL MINIMUM WAGE

FEDERAL MINIMUM WAGE $7.25 PER HOUR BEGINNING JULY 24, 2009

EMPLOYEE RIGHTS UNDER THE FAIR LABOR STANDARDS ACTTHEUNITEDSTATESDEPARTMENTOFLABORWAGEANDHOURDIVISION

OVERTIME PAYAtleast1½timesyourregularrateofpayforallhoursworkedover40inaworkweek.

CHILD LABORAnemployeemustbeatleast16yearsoldtoworkinmostnon-farmjobsandatleast18toworkinnon-farmjobsdeclaredhazardousbytheSecretaryofLabor.Youths14and15yearsoldmayworkoutsideschoolhoursinvarious non-manufacturing,non-mining,non-hazardousjobsunderthefollowingconditions:

No more than

•3hoursonaschooldayor18hoursinaschoolweek;•8hoursonanon-schooldayor40hoursinanon-schoolweek.Also,workmaynotbeginbefore7 a.m.orendafter7 p.m.,exceptfromJune1throughLaborDay,wheneveninghoursareextendedto9 p.m.Differentrulesapplyinagriculturalemployment.

TIP CREDITEmployersof“tippedemployees”mustpayacashwageofatleast$2.13perhouriftheyclaimatipcreditagainsttheirminimumwageobligation.Ifanemployee’stipscombinedwiththeemployer’scashwageofatleast$2.13perhourdonotequaltheminimumhourlywage,theemployermustmakeupthedifference.Certainotherconditionsmustalsobemet.

ENFORCEMENTTheDepartmentofLabormayrecoverbackwageseitheradministrativelyorthroughcourtaction,fortheemployeesthathavebeenunderpaidinviolationofthelaw.Violationsmayresultincivilorcriminalaction.Employersmaybeassessedcivilmoneypenaltiesofupto$1,100foreachwillfulorrepeatedviolationoftheminimumwageorovertimepayprovisionsofthelawandupto$11,000foreachemployeewhoisthesubjectofaviolationoftheAct’schildlaborprovisions.Inaddition,acivilmoneypenaltyofupto$50,000maybeassessedforeachchildlaborviolationthatcausesthedeathorseriousinjuryofanyminoremployee,andsuchassessmentsmaybedoubled,upto$100,000,whentheviolationsaredeterminedtobewillfulorrepeated.ThelawalsoprohibitsdiscriminatingagainstordischargingworkerswhofileacomplaintorparticipateinanyproceedingundertheAct.

ADDITIONAL INFORMATION •Certainoccupationsandestablishmentsareexemptfromtheminimumwageand/orovertimepayprovisions.•SpecialprovisionsapplytoworkersinAmericanSamoaandtheCommonwealthoftheNorthernMarianaIslands.•Somestatelawsprovidegreateremployeeprotections;employersmustcomplywithboth.•Thelawrequiresemployerstodisplaythisposterwhereemployeescanreadilyseeit.•Employeesunder20yearsofagemaybepaid$4.25perhourduringtheirfirst90consecutivecalendardaysofemploymentwithanemployer.

•Certainfull-timestudents,studentlearners,apprentices,andworkerswithdisabilitiesmaybepaidlessthantheminimumwageunderspecialcertificatesissuedbytheDepartmentofLabor.

For additional information:

1-866-4-USWAGE(1-866-487-9243)TTY:1-877-889-5627

WWW.WAGEHOUR.DOL.GOVU.S.DepartmentofLabor|WageandHourDivision

WHDPublication1088(RevisedJuly2009)



EEOC - EQUAL EMPLOYMENT OPPORTUNITY IS THE LAW

RACE, COLOR, RELIGION, SEX, NATIONAL ORIGINTitleVIIoftheCivilRightsActof1964,asamended,protectsapplicantsandemployeesfromdiscriminationinhiring,promotion,discharge,pay,fringebenefits,jobtraining,classification,referral,andotheraspectsofemployment,onthebasisofrace,color,religion,sex(includingpregnancy),ornationalorigin.Religiousdiscriminationincludesfailingtoreasonablyaccommodateanemployee’sreligiouspracticeswheretheaccommodationdoesnotimposeunduehardship.DISABILITYTitleIandTitleVoftheAmericanswithDisabilitiesActof1990,asamended,protectqualifiedindividualsfromdiscriminationonthebasisofdisabilityinhiring,promotion,discharge,pay,fringebenefits,jobtraining,classification,referral,andotheraspectsofemployment.Disabilitydiscriminationincludesnotmakingreasonableaccommodationtotheknownphysicalormentallimitationsofanotherwisequalifiedindividualwithadisabilitywhoisanapplicantoremployee,barringunduehardship.AGETheAgeDiscriminationinEmploymentActof1967,asamended,protectsapplicantsandemployees40yearsofageorolderfromdiscriminationbasedonageinhiring,promotion,discharge,pay,fringebenefits,jobtraining,classification,referral,andotheraspectsofemployment.SEX (WAGES)InadditiontosexdiscriminationprohibitedbyTitleVIIoftheCivilRightsAct,asamended,theEqualPayActof1963,asamended,prohibitssexdiscriminationinthepaymentofwagestowomenandmenperformingsubstantiallyequalwork,injobsthatrequireequalskill,effort,andresponsibility,undersimilarworkingconditions,inthesameestablishment.

GENETICSTitleIIoftheGeneticInformationNondiscriminationActof2008protectsapplicantsandemployeesfromdiscriminationbasedongeneticinformationinhiring,promotion,discharge,pay,fringebenefits,jobtraining,classification,referral,andotheraspectsofemployment.GINAalsorestrictsemployers’acquisitionofgeneticinformationandstrictlylimitsdisclosureofgeneticinformation.Geneticinformationincludesinformationaboutgenetictestsofapplicants,employees,ortheirfamilymembers;themanifestationofdiseasesordisordersinfamilymembers(familymedicalhistory);andrequestsfororreceiptofgeneticservicesbyapplicants,employees,ortheirfamilymembers.RETALIATIONAlloftheseFederallawsprohibitcoveredentitiesfromretaliatingagainstapersonwhofilesachargeofdiscrimination,participatesinadiscriminationproceeding,orotherwiseopposesanunlawfulemploymentpractice.WHAT TO DO IF YOU BELIEVE DISCRIMINATION HAS OCCURREDTherearestricttimelimitsforfilingchargesofemploymentdiscrimination.TopreservetheabilityofEEOCtoactonyourbehalfandtoprotectyourrighttofileaprivatelawsuit,shouldyouultimatelyneedto,youshouldcontactEEOCpromptlywhendiscriminationissuspected:TheU.S.EqualEmploymentOpportunityCommission(EEOC),1-800-669-4000 (toll-free)or1-800-669-6820(toll-freeTTYnumberforindividualswithhearingimpairments).EEOCfieldofficeinformationisavailableatwww.eeoc.govorinmosttelephonedirectoriesintheU.S.GovernmentorFederalGovernmentsection.AdditionalinformationaboutEEOC,includinginformationaboutchargefiling,isavailableatwww.eeoc.gov.

RACE, COLOR, NATIONAL ORIGIN, SEXInadditiontotheprotectionsofTitleVIIoftheCivilRightsActof1964,asamended,TitleVIoftheCivilRightsActof1964,asamended,prohibitsdiscriminationonthebasisofrace,colorornationalorigininprogramsoractivitiesreceivingFederalfinancialassistance.EmploymentdiscriminationiscoveredbyTitleVIiftheprimaryobjectiveofthefinancialassistanceisprovisionofemployment,orwhereemploymentdiscriminationcausesormaycausediscriminationinprovidingservicesundersuchprograms.TitleIXoftheEducationAmendmentsof1972prohibitsemploymentdiscriminationonthebasisofsexineducationalprogramsoractivitieswhichreceiveFederalfinancialassistance.

INDIVIDUALS WITH DISABILITIESSection504oftheRehabilitationActof1973,asamended,prohibitsemploymentdiscriminationonthebasisofdisabilityinanyprogramoractivitywhichreceivesFederalfinancialassistance.Discriminationisprohibitedinallaspectsofemploymentagainstpersonswithdisabilitieswho,withorwithoutreasonableaccommodation,canperformtheessentialfunctionsofthejob.IfyoubelieveyouhavebeendiscriminatedagainstinaprogramofanyinstitutionwhichreceivesFederalfinancialassistance,youshouldimmediatelycontacttheFederalagencyprovidingsuchassistance.

EEOC9/02andOFCCP8/08VersionsUseableWith11/09SupplementMandatorySupplementtoEEOCP/E-1(Revised11/09)“EEOistheLaw”Poster

RACE, COLOR, RELIGION, SEX, SEXUAL ORIENTATION, GENDER IDENTITY, NATIONAL ORIGIN ExecutiveOrder11246,asamended,prohibitsemploymentdiscriminationbasedonrace,color,religion,sex,sexualorientation,genderidentity,ornationalorigin,andrequiresaffirmativeactiontoensureequalityofopportunityinallaspects ofemployment.

PAY SECRECY ExecutiveOrder11246,asamended,protectsapplicantsandemployeesfromdiscriminationbasedoninquiringabout,disclosing, ordiscussingtheircompensationorthecompensationofotherapplicants oremployees.

INDIVIDUALS WITH DISABILITIES Section503oftheRehabilitationActof1973,asamended,protectsqualifiedindividualswithdisabilitiesfromdiscriminationinhiring,promotion,discharge,pay,fringebenefits,jobtraining,classification,referral,andotheraspectsofemployment.Disabilitydiscriminationincludesnotmakingreasonableaccommodationtotheknownphysicalormentallimitationsofanotherwisequalifiedindividualwithadisabilitywhoisanapplicantoremployee,barringunduehardshiptotheemployer.Section503alsorequiresthatFederalcontractorstakeaffirmative

actiontoemployandadvanceinemploymentqualifiedindividualswithdisabilitiesatalllevelsofemployment,includingtheexecutivelevel.

PROTECTED VETERANS TheVietnamEraVeterans’ReadjustmentAssistanceActof1974,asamended,38U.S.C.4212,prohibitsemploymentdiscriminationagainst,andrequiresaffirmativeactiontorecruit,employ,andadvanceinemployment,disabledveterans,recentlyseparatedveterans(i.e.,withinthreeyearsofdischargeorreleasefromactiveduty),activedutywartimeorcampaignbadgeveterans,orArmedForcesservicemedalveterans.

RETALIATION Retaliationisprohibitedagainstapersonwhofilesacomplaintofdiscrimination,participatesinanOFCCPproceeding,orotherwiseopposesdiscriminationundertheseFederallaws.Anypersonwhobelievesacontractorhasviolateditsnondiscriminationoraffirmativeactionobligationsundertheauthoritiesaboveshouldcontactimmediately:TheOfficeofFederalContractCompliancePrograms(OFCCP),U.S.DepartmentofLabor,200ConstitutionAvenue,N.W.,Washington,D.C.20210,1-800-397-6251(toll-free)or(202)693-1337(TTY)[email protected],orbycallinganOFCCPregionalordistrictoffice,listedinmosttelephonedirectoriesunderU.S.Government,DepartmentofLabor.

EMPLOYERS HOLDING FEDERAL CONTRACTS OR SUBCONTRACTSApplicantstoandemployeesofcompanieswithaFederalgovernmentcontractorsubcontractareprotectedunder

Federallawfromdiscriminationonthefollowingbases:

IfyoubelievethatyouhaveexperienceddiscriminationcontactOFCCP:1-800-397-6251|TTY1-877-889-5627|www.dol.gov.

PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE

PRIVATE EMPLOYERS, STATE AND LOCAL GOVERNMENTS, EDUCATIONAL INSTITUTIONS, EMPLOYMENT AGENCIES AND LABOR ORGANIZATIONS

Applicantstoandemployeesofmostprivateemployers,stateandlocalgovernments,educationalinstitutions,employmentagencies andlabororganizationsareprotectedunderFederallawfromdiscriminationonthefollowingbases:



FMLA - FAMILY AND MEDICAL LEAVE ACT

Basic Leave EntitlementFMLArequirescoveredemployerstoprovideupto12weeksofunpaid,job-protectedleavetoeligibleemployeesforthefollowingreasons:•forincapacityduetopregnancy,prenatalmedicalcareorchildbirth;•tocarefortheemployee’schildafterbirth,orplacementforadoptionorfostercare;

•tocarefortheemployee’sspouse,son,daughterorparent,whohasaserioushealthcondition;or

•foraserioushealthconditionthatmakestheemployeeunabletoperformtheemployee’sjob.Military Family Leave Entitlements Eligible employees whose spouse,son,daughterorparentisoncoveredactivedutyorcalltocoveredactivedutystatusmayusetheir12-weekleaveentitlementtoaddresscertainqualifyingexigencies.Qualifyingexigenciesmayincludeattendingcertainmilitaryevents,arrangingforalternativechildcare,addressingcertainfinancialandlegalarrangements,attendingcertaincounselingsessions,andattendingpost-deploymentreintegrationbriefings.FMLAalsoincludesaspecialleaveentitlementthatpermitseligibleemployeestotakeupto26weeksofleavetocareforacoveredservicememberduringasingle12-monthperiod.Acoveredservicememberis:(1)acurrentmemberoftheArmedForces,includingamemberoftheNationalGuardorReserves,whoisundergoingmedicaltreatment,recuperationortherapy,isotherwiseinoutpatientstatus,orisotherwiseonthetemporarydisabilityretiredlist,foraseriousinjuryorillness*;or(2)aveteranwhowasdischargedorreleasedunderconditionsotherthandishonorableatanytimeduringthefive-yearperiodpriortothefirstdatetheeligibleemployeetakesFMLAleavetocareforthecoveredveteran,andwhoisundergoingmedicaltreatment,recuperation,ortherapyforaseriousinjuryorillness.** The FMLA definitions of “serious injury or illness” for current service members and veterans are distinct from the FMLA definition of “serious health condition.”

Benefits and ProtectionsDuringFMLAleave,theemployermustmaintaintheemployee’shealthcoverageunderany“grouphealthplan”onthesametermsasiftheemployeehadcontinuedtowork.UponreturnfromFMLAleave,mostemployeesmustberestoredtotheiroriginalorequivalentpositionswithequivalentpay,benefits,andotheremploymentterms.UseofFMLAleavecannotresultinthelossofanyemploymentbenefitthataccruedpriortothestartofanemployee’sleave.Eligibility Requirements Employeesareeligibleiftheyhaveworkedforacoveredemployerforatleast12months,have1,250hoursofserviceintheprevious12months*,andifatleast50employeesareemployedbytheemployerwithin75miles.* Special hours of service eligibility requirements apply to airline flight crew employees.

Definition of Serious Health ConditionAserioushealthconditionisanillness,injury,impairment,orphysicalormentalconditionthatinvolveseitheranovernightstayinamedicalcarefacility,orcontinuingtreatmentbyahealthcareproviderforaconditionthateitherpreventstheemployeefromperformingthefunctionsoftheemployee’sjob,orpreventsthequalifiedfamilymemberfromparticipatinginschoolorotherdailyactivities.Subjecttocertainconditions,thecontinuingtreatmentrequirementmaybemetbyaperiodofincapacityofmore

than3consecutivecalendardayscombinedwithatleasttwovisitstoahealthcareprovideroronevisitandaregimenofcontinuingtreatment,orincapacityduetopregnancy,orincapacityduetoachroniccondition.Otherconditionsmaymeetthedefinitionofcontinuingtreatment.Use of LeaveAnemployeedoesnotneedtousethisleaveentitlementinoneblock.Leavecanbetakenintermittentlyoronareducedleaveschedulewhenmedicallynecessary.Employeesmustmakereasonableeffortstoscheduleleaveforplannedmedicaltreatmentsoasnottoundulydisrupttheemployer’soperations.Leaveduetoqualifyingexigenciesmayalsobetakenonanintermittentbasis.Substitution of Paid Leave for Unpaid Leave Employees may chooseoremployersmayrequireuseofaccruedpaidleavewhiletakingFMLAleave.InordertousepaidleaveforFMLAleave,employeesmustcomplywiththeemployer’snormalpaidleavepolicies.Employee ResponsibilitiesEmployeesmustprovide30daysadvancenoticeoftheneedtotakeFMLAleavewhentheneedisforeseeable.When30daysnoticeisnotpossible,theemployeemustprovidenoticeassoonaspracticableandgenerallymustcomplywithanemployer’snormalcall-inprocedures.EmployeesmustprovidesufficientinformationfortheemployertodetermineiftheleavemayqualifyforFMLAprotectionandtheanticipatedtiminganddurationoftheleave.Sufficientinformationmayincludethattheemployeeisunabletoperformjobfunctions,thefamilymemberisunabletoperformdailyactivities,theneedforhospitalizationorcontinuingtreatmentbyahealthcareprovider,orcircumstancessupportingtheneedformilitaryfamilyleave.EmployeesalsomustinformtheemployeriftherequestedleaveisforareasonforwhichFMLAleavewaspreviouslytakenorcertified.Employeesalsomayberequiredtoprovideacertificationandperiodicrecertificationsupportingtheneedforleave.Employer Responsibilities CoveredemployersmustinformemployeesrequestingleavewhethertheyareeligibleunderFMLA.Iftheyare,thenoticemustspecifyanyadditionalinformationrequiredaswellastheemployees’rightsandresponsibilities.Iftheyarenoteligible,theemployermustprovideareasonfortheineligibility.CoveredemployersmustinformemployeesifleavewillbedesignatedasFMLA-protectedandtheamountofleavecountedagainsttheemployee’sleaveentitlement.IftheemployerdeterminesthattheleaveisnotFMLA-protected,theemployermustnotifytheemployee.Unlawful Acts by EmployersFMLAmakesitunlawfulforanyemployerto:•interferewith,restrain,ordenytheexerciseofanyrightprovidedunderFMLA;and

•dischargeordiscriminateagainstanypersonforopposinganypracticemadeunlawfulbyFMLAorforinvolvementinanyproceedingunderorrelatingtoFMLA.

Enforcement AnemployeemayfileacomplaintwiththeU.S.DepartmentofLaborormaybringaprivatelawsuitagainstanemployer.FMLAdoesnotaffectanyFederalorStatelawprohibitingdiscrimination,orsupersedeanyStateorlocallaworcollectivebargainingagreementwhichprovidesgreaterfamilyormedicalleaverightsFMLA section 109 (29 U.S.C. § 2619) requires FMLA covered employers to post the text of this notice. Regulation 29 C.F.R. § 825.300(a) may require additional disclosures.

EMPLOYEE RIGHTS AND RESPONSIBILITIES UNDER THE FAMILY AND MEDICAL LEAVE ACT

For additional information:

1-866-4-USWAGE(1-866-487-9243)TTY:1-877-889-5627

WWW.WAGEHOUR.DOL.GOVU.S.DepartmentofLabor|WageandHourDivision

WHDPublication1420•RevisedFebruary2013



USERRA - UNIFORMED SERVICES EMPLOYMENT AND REEMPLOYMENT RIGHTS ACT

YOUR RIGHTS UNDER USERRA, THE UNIFORMED SERVICES EMPLOYMENT AND REEMPLOYMENT RIGHTS ACTUSERRAprotectsthejobrightsofindividualswhovoluntarilyorinvoluntarilyleaveemploymentpositionstoundertakemilitaryserviceorcertaintypesofserviceintheNationalDisasterMedicalSystem.USERRAalsoprohibitsemployersfromdiscriminatingagainstpastandpresentmembersoftheuniformedservices,andapplicantstotheuniformedservices.

REEMPLOYMENT RIGHTSYouhavetherighttobereemployedinyourcivilianjobifyouleavethatjobtoperformserviceintheuniformedserviceand:

•youensurethatyouremployerreceivesadvancewrittenorverbalnoticeofyourservice;•youhavefiveyearsorlessofcumulativeserviceintheuniformedserviceswhilewiththatparticularemployer;•youreturntoworkorapplyforreemploymentinatimelymannerafterconclusionofservice;and;•youhavenotbeenseparatedfromservicewithadisqualifyingdischargeorunderotherthanhonorableconditions.

Ifyouareeligibletobereemployed,youmustberestoredtothejobandbenefitsyouwouldhaveattainedifyouhadnotbeenabsentduetomilitaryserviceor,insomecases,acomparablejob.

RIGHT TO BE FREE FROM DISCRIMINATION AND RETALIATION Ifyou:

•areapastorpresentmemberoftheuniformedservice;•haveappliedformembershipintheuniformedservice;or•areobligatedtoserveintheuniformedservice;

thenanemployermaynotdenyyou

•initialemployment;•reemployment;•retentioninemployment;•promotion;or•anybenefitofemployment

becauseofthisstatus.

Inaddition,anemployermaynotretaliateagainstanyoneassistingintheenforcementofUSERRArights,includingtestifyingormakingastatementinconnectionwithaproceedingunderUSERRA,evenifthatpersonhasnoserviceconnection.

HEALTH INSURANCE PROTECTION •Ifyouleaveyourjobtoperformmilitaryservice,youhavetherighttoelecttocontinueyourexistingemployer-basedhealthplancoverageforyouandyourdependentsforupto24monthswhileinthemilitary.

•Evenifyoudon’telecttocontinuecoverageduringyourmilitaryservice,youhavetherighttobereinstatedinyouremployer’shealthplanwhenyouarereemployed,generallywithoutanywaitingperiodsorexclusions(e.g.,pre-existingconditionexclusions)exceptforservice-connectedillnesses orinjuries.

ENFORCEMENT •TheU.S.DepartmentofLabor,VeteransEmploymentandTrainingService(VETS)isauthorizedtoinvestigateandresolvecomplaintsofUSERRAviolations.•Forassistanceinfilingacomplaint,orforanyotherinformationonUSERRA,contactVETSat1-866-4-USA-DOLorvisititswebsiteat:

http://www.dol.gov/ vets.AninteractiveonlineUSERRAAdvisorcanbeviewedat:http://www.dol.gov/elaws/userra.htm. •IfyoufileacomplaintwithVETSandVETSisunabletoresolveit,youmayrequestthatyourcasebereferredtotheDepartmentofJusticeortheOfficeofSpecialCounsel,asapplicable,forrepresentation.

•YoumayalsobypasstheVETSprocessandbringacivilactionagainstanemployerforviolationsofUSERRA.

Therightslistedheremayvarydependingonthecircumstances.ThisnoticewaspreparedbyVETS,andmaybeviewedontheinternetatthisaddress: http://www.dol.gov/vets/programs/userra/poster.htm. FederallawrequiresemployerstonotifyemployeesoftheirrightsunderUSERRA,andemployersmaymeetthisrequirementbydisplayingthetextofthisnoticewheretheycustomarilyplacenoticesforemployees.

Employer Support Of The Guard And Reserve1-800-336-4590

U.S. Department of Labor 1-866-487-2365 U.S. Department of Justice Office of Special Counsel

UN

ITED STATES OF AM

ERIC

A

OFF

ICE O

F SPECIAL COUNSEL

PublicationDate-October2008



EMPLOYEE POLYGRAPH PROTECTION ACT

The Employee Polygraph Protection Act prohibits most private employers from using lie detector tests either for pre-employment screening or during the course of employment.

PROHIBITIONS Employersaregenerallyprohibitedfromrequiringorrequestinganyemployeeorjobapplicanttotakealiedetectortest,andfromdischarging,disciplining,ordiscriminatingagainstanemployeeorprospectiveemployeeforrefusingtotakeatestorforexercisingotherrightsundertheAct.

EXEMPTIONS Federal,Stateandlocalgovernmentsarenotaffectedbythelaw.Also,thelawdoesnotapplytotestsgivenbytheFederalGovernmenttocertainprivateindividualsengagedinnationalsecurity-relatedactivities.TheActpermitspolygraph(akindofliedetector)teststobeadministeredintheprivatesector,subjecttorestrictions,tocertainprospectiveemployeesofsecurityservicefirms(armoredcar,alarm,andguard),andpharmaceuticalmanufacturers,distributorsanddispensers.TheActalsopermitspolygraphtesting,subjecttorestrictions,ofcertainemployeesofprivatefirmswhoarereasonablysuspectedofinvolvementinaworkplaceincident(theft,embezzlement,etc.)thatresultedineconomiclosstotheemployer.ThelawdoesnotpreemptanyprovisionofanyStateorlocallaworanycollectivebargainingagreementwhichismorerestrictivewithrespecttoliedetectortests.

EXAMINEE RIGHTSWherepolygraphtestsarepermitted,theyaresubjecttonumerousstrictstandardsconcerningtheconductandlengthofthetest.Examineeshaveanumberofspecificrights,includingtherighttoawrittennoticebeforetesting,therighttorefuseordiscontinueatest,andtherightnottohavetestresultsdisclosedtounauthorizedpersons.

ENFORCEMENTTheSecretaryofLabormaybringcourtactionstorestrainviolationsandassesscivilpenaltiesupto$10,000againstviolators.Employeesorjobapplicantsmayalsobringtheirowncourtactions.

THE LAW REQUIRES EMPLOYERS TO DISPLAY THIS POSTER WHERE EMPLOYEES AND JOB APPLICANTS CAN READILY SEE IT.

EMPLOYEE RIGHTSEMPLOYEE POLYGRAPH PROTECTION ACT

THEUNITEDSTATESDEPARTMENTOFLABORWAGEANDHOURDIVISION

Scan this code to learn more about the Employee Polygraph Protection Act

WHD1462REV01/16

Scan this code to learn more about the Employee Polygraph Protection Act

Foradditionalinformation:

1-808-541-1361www.dol.gov/whd

U.S.DepartmentofLaborWageandHourDivision

Documents

CALIFORNIA LABOR LAWS - media servicesauthorized under federal law. • Require employers to reasonably accommodate an employee, unpaid intern, or job applicant’s religious beliefs