California Labor &
Employment Law Blog

Notice of Rights of Victims of Domestic Violence
Aug. 1 2017

Notice of Rights of Victims of Domestic Violence

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Employers are reminded of a new law that was passed last year, AB 2337, that requires employers with 25 or more employees to give employees notice of their rights under Labor Code sections 230 and 230.1 to take leave and/or to accommodations related to being the victim of domestic violence, sexual assault or stalking.  The notice requirement took effect July 1 of this year and the Labor Commissioner’s office recently published a form notice that employers may use.  The notice is available here.  Employers must provide this notice to all new employees and to current employees upon request.  Employers do not need to use the exact notice form published by the Labor Commissioner, but may instead develop their own policy or notice so long as it contains substantially the same information provided in the Labor Commissioner’s published notice, and it is provided to all new hires and to current employees upon request.  Covered employers who are not already providing this notice should take steps to comply now.

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For over 20 years, CDF has distinguished itself as one of the top employment, labor and immigration firms in California, representing employers in single-plaintiff and class action lawsuits and advising employers on related legal compliance and risk avoidance. We cover the state, with five locations from Sacramento to San Diego.

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About the Editor

Robin Largent has a regular presence in California state and federal courts and has been lead defense counsel and appellate counsel for large and small California employers in litigation (and arbitration) ranging from individual discrimination and harassment claims to complex wage and hour representative and class actions. She also leads the firm’s appellate practice, having substantial experience and success handling appeals, writ petitions, and amicus briefs in both state and federal court on issues such as class certification (particularly in the wage and hour arena), manageability and due process concerns associated with class action trials, exempt/non-exempt misclassification issues, meal and rest break compliance, trade secret/unfair competition matters, and the scope of federal court jurisdiction under the Class Action Fairness Act.
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