On September 14, the governor of California signed Assembly Bill 2337, adding a notice requirement to the California Domestic Violence Leave law. The new notice requirement goes into effect January 1, 2017. Per existing law, employers with 25 or more employees cannot terminate, or in any way discriminate or retaliate against an employee who is a victim of domestic violence, sexual assault, or stalking for taking time off from work for related reasons. These would include: seeking medical attention, obtaining victim services, participating in safety planning, or receiving counseling.

With the passage of the amendment, employers will now be required to notify employees of their rights under the law in writing, both at the time of hire and upon request.  The California Labor Commissioner is charged with developing a compliant form by July 1, 2017 that an employer may use. While the law goes into effect on January 1, 2017, employers are not required to comply and provide notice until the Labor Commissioner posts its form on the Labor Commissioner’s website.

Employers who are subject to this law should be watchful for the new notice from the California Labor Commissioner, and ready to implement it upon publication.

Previous Breaking News Regarding ERISA’s Disability Claims Handling Procedure Regulations
Next Can I require my employees to report FMLA time to a specific person or phone number?