According to California employment law, some employers who maintain staff in that state are required to post updated notices about Fair Employment and Housing Act rules. Employers subject to FEHA may have to comply regardless how big or small their in-state work forces are, as Fair Employment and Housing Council regulations define the size of a company based on all of their workers, not just those in the state.
In one 2016 query, an employer thought it might be exempt from having to put up a poster detailing the rights of pregnant Californian workers since it only employed three individuals in that state. Because it also employed six people in Nevada, however, it counted as a covered employer under FEHA. The pregnancy disability leave poster that has been changed includes information telling workers how to get in touch with the Department of Fair Employment and Housing when they need to file complaints, whereas older versions of the document were split into dual posters for different sized companies.
Covered employers may also be bound by rules stating they need to accompany their postings with specific types of training. In general, PDL posters have to be placed in such a fashion so that workers can see them prominently and read them in different languages. Employers also need to distribute copies of PDL posters to employees who report becoming pregnant.
Employers who fail to follow employee rights rules may simultaneously foster a culture that doesn’t protect workers properly. For instance, if managers and other staff are unaware of the rights of pregnant individuals because their bosses didn’t comply with posting regulations, they may institute policies that unintentionally discriminate against new mothers. Those who are denied employee benefits in these cases may find it necessary to seek legal remedies.
