Recently we discussed California’s new recognition of “intersectional” workplace discrimination in the law. This refers to discrimination based on an employee’s inclusion in more than one protected class. By employees being able to claim intersectional discrimination, they don’t have to determine one protected characteristic that is behind discriminatory actions.
This wasn’t the only change in California law at the start of the year that benefits employees. Let’s look at two others.
Increased rights for employees affected by crime
The California Fair Employment and Housing Act (FEHA) was amended to extend the ability of employees who have been the victims of “qualifying act of violence,” including abuse and stalking, to take needed time off without fear of retaliation. These protections now extend to those who have a family member who has been the victim of a violent crime.
According to California’s Civil Rights Department (CRD), “One in ten crime victims nationwide reported losing a job or being demoted as a result of needing time off.” This time off may be necessary for medical or psychological treatment, to relocate to a new home or for court appearances and other legal matters related to the crime.
Unnecessary driver’s license requirements removed
The FEHA was also modified to add protections for those who don’t have a valid driver’s license. Employers are now prohibited from requiring employees to have a valid license if their actual job responsibilities (not including getting to and from work) don’t require them to drive or as long as they could reasonably use an alternate form of transportation to perform an assigned task that required getting to another location.
There’s no question that owning and maintaining a vehicle in Southern California is too expensive for many people. Bicycling, walking, mass transit, using rideshare apps and getting rides from family and friends are among the alternatives that work for a lot of people. The new law helps prevent an often-unnecessary job requirement from further harming people financially.
Not all employers keep up with frequent changes in California employment laws – or they assume that their employees don’t. That’s why it’s important for Californians to know and protect their rights. In some cases, legal guidance may be necessary to effectively assert those rights.