Orange County Branch Newsletter

April 2016

Law and CE News

The Posters Are Changing

The Posters Are Changing!

Every California employer is required to maintain and display certain California and Federal posters in locations where both employees and applicants may see them. These mandatory posters cover a variety of topics: minimum wage, workers’ compensation, payday details, discrimination and harassment in the workplace, and leaves of absence.

On April 1, 2016, employers with as few as five or more employees must update their notices addressing Pregnancy Disability Leave and the California Family Rights Act. Employers will need to replace the prior Notice A with the new poster “YOUR RIGHTS AND OBLIGATIONS AS A PREGNANT EMPLOYEE, DFEH-100-20 (04/14).” As of July 1, 2015, employers with 50 or more employees should have already replaced their Notice B with “FAMILY CARE AND MEDICAL LEAVE (CFRA LEAVE) AND PREGNANCY DISABILITY LEAVE, DFEH-100-21 (07/15).”

These notices advise employees of their rights and are required by the California Code of Regulations. Failure to post may lead to penalties. For example, if the Pregnancy Disability Leave notice is not posted, the employer will not be allowed to deny an accommodation, transfer, or a leave to an employee who fails to give reasonable or adequate notice.

These notices are currently available in English, Spanish, Vietnamese, Korean, Tagalog, and Chinese at [url=][/url]

As always, employers are required to post the Department of Fair Employment and Housing poster “CALIFORNIA LAW PROHIBITS WORKPLACE DISCRIMINATION AND HARASSMENT”.  Another updated poster for 2016 from the Department of Industrial Relations is “SAFETY AND HEALTH PROTECTION ON THE JOB,” available at [url=][/url]. For employers in San Francisco, San Jose, and Oakland, additional postings are required. 
Contact Nicole Davis Tinkham or David C. Moore if you have any questions about these or other notices or posters required by California or federal law.
Nicole Davis Tinkham  | [email protected] 
David C. Moore |[email protected]
Nothing contained in this article should be considered legal advice. Anyone who reads this article should consult with an attorney before acting on anything contained in this or any other article on legal matters, as facts and circumstances will vary from case to case.