California Workplace Discrimination and Harassment Poster Poster Required

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]