On October 15, 2017, California’s Governor Jerry Brown signed SB 396 into law, requiring new training and posters for California employers. Currently, California law requires employers with 50 or more employees to provide at least 2 hours of sexual harassment training to supervisors every two years. This new bill requires those employers to also include
SAVE THE DATE – Mandatory AB 1825 Sexual Harassment Prevention Training
Weintraub Tobin will be holding their final session of AB 1825 training for the year on December 14, 2017. If you are an employer with 50 or more employees, and have supervisors who have not been trained, or are in need of a refresher course, then don’t miss out.
This training will comply with all…
DON’T FORGET…….California’s Transgender Identity and Expression Regulations Go Into Effect July 1, 2017
The new regulations that expand existing protections under California’s Fair Employment and Housing Act (FEHA) for transgender individuals and others go into effect July 1, 2017. As California employers know, FEHA prohibits harassment and discrimination against individuals on the basis of many protected classes, including gender, gender identity, and gender expression. Below is a brief…
DFEH Releases New Guidance Regarding Transgender Employees
The Department of Fair Employment and Housing (“DFEH”) recently issued new guidance for employers to prevent discrimination against transgender employees, who are protected under California’s Fair Employment & Housing Act (“FEHA”). Since 2012, FEHA protection has been extended to include gender identity and gender expression categories, and defines “gender expression” to mean a “person’s gender-related appearance and behavior whether or not stereotypically associated with the person’s assigned sex at birth.” The DFEH’s new brochure, called “Transgender Rights in the Workplace” (available here), makes clear that employers must allow transgender employees access to restroom, shower, locker room and other such facilities that correspond with their gender identity. It also suggests that providing individual or unisex restrooms, where possible, can enhance privacy for all employees.
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