March 31, 2016
To learn more about Lathrop Gage, click here ›
New Anti-Harassment and Discrimination Regulation Sends California Employers Scrambling to Revise Policies and Practices by April 1
Just as we thought it was safe to put away our handbooks and policies until 2017, California lawmakers threw a last minute zinger at employers.
Effective APRIL 1, 2016, a new regulation under California’s Fair Employment and Housing Act ("FEHA") requires California employers to write or possibly revise their existing harassment policies to comply with the new regulation.
California employers have already been obligated to distribute a pamphlet authored by the Department of Fair Employment and Housing (“DFEH”) or a policy that contained similar components and complied with Government Code Sec 12950. However, this new regulation goes much further in both content and implementation.
If employers have only provided the DFEH - 185 Brochure, they will now have to develop a separate policy. For those employers who already have a separate policy, the regulation provides detailed specification that may well require revision to their existing individual policy. Below are the main requirements of the new regulation and, under it, the policy should:
Within the policy, there should be a more developed complaint procedure, which should include the following:
One of the bigger issues contained in the new regulation is the requirement to translate the policy if greater than 10% of the employer’s workforce speaks another language.
The regulation also discusses the method of distribution, which must be done to ensure that employees receive a copy. It suggests one or more of the following methods: printed copies, company intranet, posted copies and discussion upon hire and again annually.
Finally, the policy must also contain a provision that every employee acknowledges written receipt of the new policy.
Supervisor and manager training is also targeted within this new regulation. Managers must be fully trained on complaint procedures, and be familiar with the contents of the policy. Their obligation to report must be clearly delineated. A question and answer session is even discussed. Every employer should revisit its existing method of providing the required AB 1825 training and, indeed, pre-recorded training may no longer be sufficient. At a minimum, any training should now cover all of the new aspects of the new regulation.
WHAT TO DO ABOUT YOUR EXISTING POLICY??
All California employers need to review their current policies for compliance with this new regulation. Most policies may need to be revised.
FOR THOSE WHO SUBSCRIBE TO OUR EMPLOYEE HANDBOOK PROGRAM:
Many of you have started asking us what to do with your newly revised handbooks. If you subscribe to our Employee Handbook Update program and have already received your final Employee Handbook for 2016, we will be immediately sending you a separate policy that you can distribute to your employees. We will have a Spanish version available shortly; just let us know if you have a workforce which requires that version. If you have already paid and are in the process of receiving an updated or new handbook, a compliant policy will be included with your 2016 updated handbook.
If you would like your policy or handbook reviewed, we are always willing to do an overview of your policies to determine if your policy or handbook needs an update, and will provide a quote on what that update would entail.
We will be hosting a webinar covering this new regulation on May 10, so stay tuned for the details. In the meantime, please feel free to contact Beth Schroeder listed above or your Lathrop Gage attorney with any questions.
© 2019 LATHROP GAGE LLP, ALL RIGHTS RESERVEDCLICK HERE TO UNSUBSCRIBE | POWERED BY FIRMSEEK
Lathrop Gage LLP, 1888 Century Park East, Suite 1000, Los Angeles, CA 90067-1623.
The information contained in this document is provided to alert you to legal developments and should not be considered legal advice. Specific questions about how this information affects your particular situation should be addressed to one of the individuals listed. No representations or warranties are made with respect to this information, including, without limitation, as to its completeness, timeliness, or accuracy, and Lathrop Gage shall not be liable for any decision made in connection with the information. The choice of a lawyer is an important decision and should not be based solely on advertisements.
If you do not wish to receive any further communication from Lathrop Gage, please send an email to email@example.com with the subject UNSUBSCRIBE.