©2023 Seyfarth Shaw LLP www.seyfarth.com 2023 Cal-Peculiarities | 289 LC § Description Penalty 923 Selection of Bargaining Representative or With Concerted Activities. Public policy gives employees the right to be free of interference, restraint, or coercion in designating representatives or in “other concerted activities for the purpose of collective bargaining or other mutual aid or protection.” LC 2699 1024.6 Employee Updating Personal Information. Employers must not discharge or in any manner discriminate, retaliate, or take any adverse action against an employee because the employee has updated or attempted to update the employee’s personal information, based on a lawful change of name, social security number, or federal employment authorization document. LC 2699 1025 Drug and Alcohol Rehabilitation. Employers regularly employing 25 or more employees shall reasonably accommodate any employee who wishes to voluntarily enter and participate in an alcohol or drug rehabilitation program, provided that this reasonable accommodation does not impose an undue hardship on the employer. LC 2699 10311034 Asserting Right to Lactation Accommodation. Employers must not retaliate against any employee asserting a right to lactation accommodation. LC1033: $100 1101 Employee Political Affiliations. Employers must not restrict employees from participating in politics or running for political office. Employers must not control or direct political activities or affiliations of employees. LC 2699 1102 No Influence or Coercion in Political Activities. Employers must not use threat of discharge or other adverse employment action to influence or coerce employees regarding a political action or political activity. LC 2699 1102.5 Whistleblower Protection. Employers must not adopt or enforce rules against providing information to (a) state or federal agencies, (b) a person with authority over the employee, or (c) another employee who has authority to investigate, discover, or correct the violation or noncompliance, or against providing information to, or testifying before, any public body conducting an investigation, hearing, or inquiry, if the employee providing the information has reasonable cause to believe the information discloses a violation of state or federal statute, or a violation of or noncompliance with a local, state, or federal rule or regulation, regardless of whether disclosing the information is part of the employee’s job duties. Employers must not retaliate against an employee for engaging in these activities, where the employee has reasonable cause to believe the information discloses violation of state or federal statute or noncompliance with a regulation, regardless of whether disclosing the information is part of the employee’s job duties. Employers must also 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. LC 1102.5(f): civil penalty (for an employer that is a corporation or LLC) up to $10,000 per violation
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