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California law and the FEHA also allow for the imposition of punitive damages [9] [10] when a corporate defendant's officers, directors or managing agents engage in harassment, discrimination, or retaliation, or when such persons approve or consciously disregard prohibited conduct by lower-level employees in violation of the rights or safety of the plaintiff or others.
Most employers in California will have to create a workplace violence prevention plan and train employees. California’s workplace anti-violence training law goes into effect in less than a month ...
The Department enforces California state laws that prohibit harassment, discrimination, retaliation employment, housing, and public accommodations that provide for pregnancy leave, family, and medical. The D.F.E.H also accepts, investigates, mediates and prosecutes complaints alleging hate violence or threats of hate violence.
Under Senate Bill 553, employers should have plans in place by now for how to prevent foreseeable threats, from bullying and harassment to shootings and hostage situations. California's workplace ...
Gonzalez has also authored legislation designed to close the gender pay gap [36] as well as AB 2053, which adds instructions on abusive conduct (bullying) to workplace sexual harassment training. [37] [38] In January 2014, Gonzalez introduced AB 1522, which requires employers grant sick days to part-time employees. [39]
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