California Workplace Discrimination and Harassment Poster Poster Required
The Workplace Discrimination and Harassment Poster is a workplace violence law poster by the California Department Of Industrial Relations. This is a mandatory posting for all employers in California, and businesses who fail to comply may be subject to fines or sanctions.
This poster must be displayed in hiring offices, employee bulletin boards, employment agency rooms, union halls, and anywhere else in the business where employees gather. The law describes California's legal protections against workplace discrimination and harassment. More info can be found in the Fair Employment and Housing Act, Government Code section 12900 et seq. Government Code section 12950 and California Code of Regulations, title 2, section 11013, require all employers to post this document.
CA All-In-One Labor Poster: Instead of printing out dozens of posters, employers can also purchase an all-in-one poster that covers both California and Federal poster requirements by clicking here .
THE DEPARTMENT OF FAIR EMPLOYMENT AND HOUSING CALIFORNIA LAW PROHIBITS WORKPLACE DISCRIMINATION AND HARASSMENT THE CALIFORNIA DEPARTMENT OF FAIR EMPLOYMENT AND HOUSING (DFEH) ENFORC\ ES LAWS THAT PROTECT YOU FROM ILLEGAL DISCRIMINATION AND HARASSMENT IN EMPLOYMEN\ T BASED ON YOUR ACTUAL OR PERCEIVED: MILITARY OR VETERAN STATUS NATIONAL ORIGIN (includes language use and possession of a driver’s license issued to persons ANCESTRY AGE (40 and above) COLOR DISABILITY (physical and mental, including HIV and AIDS) GENETIC INFORMATION GENDER IDENTITY, GENDER EXPRESSION MARITAL STATUS MEDICAL CONDITION (genetic characteristics, cancer or a record or history of cancer) unable to prove their presence in the United States is authorized under federal law) RACE RELIGION (includes religious dress and grooming practices) SEX/GENDER (includes pregnancy, childbirth, breastfeeding and/or related medical conditions) SEXUAL ORIENTATION THE CALIFORNIA FAIR EMPLOYMENT AND HOUSING ACT (GOVERNMENT CODE SECTIONS 12900 THROUGH 12996) AND ITS IMPLEMENTING REGULATIONS (CALIFORNIA CODE OF REGULATIONS, TITLE 2, SECTIONS 11000 THROUGH 11141): 1 Prohibit harassment of employees, applicants, unpaid interns, volunteers, and independent contractors by any persons and require employers to take all reasonable steps to prevent harassment. This includes a prohibition against sexual harassment, gender harassment, harassment based on pregnancy, childbirth, breastfeeding and/or related medical conditions, as well as harassment based on all other characteristics listed above. Require that all employers provide information to each of their employees on the nature, illegality, and legal remedies that apply to sexual harassment. Employers may either develop their own publications, which must meet standards set forth in California Government Code section 12950, or use a brochure from DFEH. 2 3 Require employers with 5 or more employees and all public entities to provide training for all employees regarding the prevention of sexual harassment, including harassment based on gender identity, gender expression, and sexual orientation. Prohibit employers from limiting or prohibiting the use of any language in any workplace unless justified by business necessity. The employer must notify employees of the language restriction and consequences for violation. Also prohibits employers from discriminating against an applicant or employee because they possess a driver’s license issued to a person who is unable to prove that their presence in the United States is authorized under federal law. Require employers to reasonably accommodate an employee, unpaid intern, or job applicant’s religious beliefs and practices, including the wearing or carrying of religious clothing, jewelry or artifacts, and hair styles, facial hair, or body hair, which are part of an individual’s observance of their religious beliefs. 4 5 6 7 8 9 1011 12 Require employers to reasonably accommodate employees or job applicants with disabilities to enable them to perform the essential functions of a job. Permit job applicants, unpaid interns, volunteers, and employees to file complaints with DFEH against an employer, employment agency, or labor union that fails to grant equal employment as required by law. Prohibit discrimination against any job applicant, unpaid intern, or employee in hiring, promotions, assignments, termination, or any term, condition, or privilege of employment. Require employers, employment agencies, and unions to preserve applications, personnel records, and employment referral records for a minimum of two years. Require employers to provide leaves of up to four months to employees disabled because of pregnancy, childbirth, or a related medical condition. Require an employer to provide reasonable accommodations requested by an employee, on the advice of their health care provider, related to their pregnancy, childbirth, or a related medical condition. Require employers of 20 or more persons to allow eligible employees to take up to 12 weeks leave in a 12-month period for the birth of a child or the placement of a child for adoption or foster care; also require employers of 50 or more persons to allow eligible employees to take up to 12 weeks leave in a 12-month period for an employee’s own serious health condition or to care for a parent, spouse, or child with a serious health condition. 13 14 15 Require employment agencies to serve all applicants equally, refuse discriminatory job orders, and prohibit employers and employment agencies from making discriminatory pre-hiring inquiries or publishing help- wanted advertisements that express a discriminatory hiring preference. Prohibit unions from discriminating in member admissions or dispatching members to jobs. Prohibit retaliation against a person who opposes, reports, or assists another person to oppose unlawful discrimination. FILING A COMPLAINT The law provides for remedies for individuals who experience prohibited discrimination or harassment in the workplace. These remedies include hiring, front pay, back pay, promotion, reinstatement, cease- and-desist orders, expert witness fees, reasonable attorney’s fees and costs, punitive damages, and emotional distress damages. Job applicants, unpaid interns, and employees: If you believe you have experienced discrimination or harassment you may file a complaint with DFEH. Independent contractors and volunteers: If you believe you have been harassed, you may file a complaint with DFEH. Complaints must be filed within one year of the last act of discrimination/harassment or, for victims who are under the age of 18, not later than one year after the victim’s eighteenth birthday. DFEH is committed to providing access to our materials in an alternative format as a reasonable accommodation for people with disabilities when requested. Contact DFEH at (800) 884-1684 (voice or via relay operator 711), TTY (800) 700-2320, or [email protected] to discuss your preferred format to access our materials or webpages. DFEH-E07P-ENG / December 2018 Government Code section 12950 and California Code of Regulations, title 2, section 11013, require all employers to post this document. It must be conspicuously posted in hiring offices, on employee bulletin boards, in employment agency waiting rooms, union halls, and other places employees gather. Any employer whose workforce at any facility or establishment consists of more than 10% of non-English speaking persons must also post this notice in the appropriate language or languages. FOR MORE INFORMATION Department of Fair Employment and Housing Toll Free: (800) 884-1684 TTY: (800) 700-2320 Online: www.dfeh.ca.gov Also find us on: If you have a disability that prevents you from submitting a written intake form on-line, by mail, or email, DFEH can assist you by scribing your intake by phone or, for individuals who are Deaf or Hard of Hearing or have speech disabilities, through the California Relay Service (711), or call us through your VRS at (800) 884-1684 (voice). To schedule an appointment, contact the Communication Center at (800) 884-1684 (voice or via relay operator 711) or (800) 700-2320 (TTY) or by email at [email protected]
Other California Labor Law Posters 5 PDFS
There are an additional 29 optional and mandatory California labor law posters that may be relevant to your business. Be sure to also print all relevant state labor law posters, as well as all mandatory federal labor law posters.
|Poster Name||Poster Type|
|Mandatory Workplace Discrimination and Harassment Poster||Workplace Violence Law|
|Mandatory Notice to Employees - Injuries caused by Work||Workers Compensation Law|
|Mandatory Whistleblower Notice||Whistleblower Law|
|Mandatory Unemployment Insurance Benefits||Unemployment Law|
|Mandatory Unemployment Insurance Benefits (Spanish)||Unemployment Law|
While we do our best to keep our list of California labor law posters up to date and complete, we cannot be held liable for errors or omissions. Is the poster on this page out-of-date or not working? Please let us know and we will fix it ASAP.