330 | 2023 Cal-Peculiarities ©2023 Seyfarth Shaw LLP www.seyfarth.com a form notifying each employee of the right to take protected leave for domestic violence, sexual assault, or stalking and not to be discharged, discriminated, or retaliated against because of the employee’s status as a victim of domestic violence, sexual assault, or stalking (this form also must also be provided to other employees upon request),48 a fact sheet (DFEH-185), entitled “Sexual Harassment Fact Sheet,”49 and a California lactation accommodation Policy.50 9.2.3 Special event distribution requirements California employers must also distribute information to California employees as follows: to any employee who informs the employer of her pregnancy (or sooner if the employee inquires about reasonable accommodation, transfer, or pregnancy disability leaves), poster DFEH-E09P (called “Your Rights and Obligations as a Pregnant Employee”), and, for employers with 5 or more employees, poster DFEH-100-21 (called “Family Care and Medical Leave (CFRA Leave) and Pregnancy Disability Leave”), on Family Care/Medical Leave/Pregnancy Disability Leave,51 to any employee who makes an inquiry about or requests parental leave, a California-compliant lactation accommodation policy,52 to any worker victimized by a workplace crime, a notice of eligibility for workers’ compensation for injuries resulting from the crime, including psychiatric injuries, either personally or by first-class mail within one working day of the place of employment crime, or within one working day of the date the employer reasonably should have known of the crime,53 to any employee who is unable to work because of illness, injury, or hospitalization because of conditions not related to work, or who is disabled because of pregnancy, childbirth, or related conditions, Pamphlet DE 2515 (called “State Disability Insurance Provisions”) available from the Employment Development Department (even though the pamphlet was issued upon hire of the employee),54 to any employee placed on a leave of absence, Pamphlet DE 2320 (called “For Your Benefit”), available from the Employment Development Department,55 to any employee who takes time off work to care for a seriously ill child, parent, parent-in-law, grandparent, grandchild, sibling, spouse, or registered domestic partner, or to bond with a new child (either by birth, adoption, or foster care placement), Pamphlet DE 2511 (called “California Paid Family Leave”) available from the Employment Development Department,56 notice to employees, before they enroll in certain employer-managed deferred compensation plans, of the reasonably foreseeable financial risk accompanying participation in the plan, and quarterly information about the performance of the plan, and57 notice to employees, the employees’ exclusive representative (such as a union) and subcontractors, within one business day of the employer’s receipt of notice of a potential Covid-19 workplace exposure from a “qualifying individual.”58 Employers also have the option to post a notice of potential Covid-19 exposure at the worksite (and on existing employee portals) instead of providing written notice.59 Required notices posted when the Division of Occupational Safety and Health (DOSH) issues a workplace health or safety citation or order must be written in “the top seven non-English languages used
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