California Labor Law Posting Changes

There has been a recent update to the labor law posting requirements in the state of California.  The California Department of Industrial Relations has released new clarifications about whistleblowers that must be reflected in the mandatory labor law postings.

Definition

The definition of whistleblower has been changed to describe an employee who
discloses information to a government or law enforcement agency, a person with
authority over that employee, or another employee with authority to investigate,
discover, or correct the violation or noncompliance.
The new definition includes employees who refuse to violate any state or federal
statute, or local, state, or federal rules or regulations during the course of employment
or at the employer’ request.

Disclosure

The definition also includes an employee who proves information to or testifies before
a public body conducting an investigation, hearing , or inquiry where the employee has
reason to believe that the information discloses and of the following:

  1. 1. Violation of state or federal statutes;
  2. 2. Violation of or noncompliance with local, state or federal rules or regulations;
  3. 3. Unsafe employee working conditions or work practices in the workplace.

The California Labor Code referencing whistleblower protections is now changed to
California Labor Code Section 1102.5.

http://www.thetollfreestore.com/osha4less/poster_protection/affiliate_e-updates/Courtesy%20Emails/california/DCB13-CA_07-07-14%20-%20PosterElite%20Courtesy%20Email.html

Contact PAYDAY for more assistance on Califronia labor laws.

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About the Author:

As Director of Operations, Jessica oversees the day-to-day operations for payroll, human resources, tax, finance and client affairs. She also plays an active role in formulating corporate strategy and developing client programs. Jessica believes a company’s success begins with its people. She strives to build a team encompassing excellence and professionalism, and to play a large role in developing the staff on an ongoing basis. Her passion for strong client relationships drives her in ensuring that clients receive the highest level of personal service and the best products in the industry. Jessica joined PAYDAY in 2004, and quickly advanced to Development Coordinator in 2006, when she took charge of Human Resources. She was promoted to Director of Operations in September, 2011.

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