California law already prohibits employers with 25 or more employees from discriminating or retaliating against employees who take time off work for specified purposes related domestic violence, sexual assault, or stalking. Assembly Bill 2337 (AB 2337) amends Labor Code section 230.1 to require that employers provide written notice of these rights to all new hires and, upon request, to current employees. The bill also requires the Labor Commissioner to develop a form that an employer can elect to use to comply with this requirement, and when developed, to post it online. The notice obligation will be triggered when the Labor Commissioner posts a notice form, which is required to take place by July 1, 2017. Employers are also free to develop their own form of notice which provides the same information.
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If you have any questions about this article, contact the writer directly, assuming he or she was brave enough to attach their name to it. If you have any questions regarding this blog or your life in general, contact Kelly O. Scott, Esq., commander in chief of this blog and Head Honcho (official legal title) of ECJ’s Employment Law Department.