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February 2013

2013.02.26

【採用】採用時に配布するパンフレット

採用時に下記のパンフレットを配布する義務があります。
漏れなく配布されていますか?
チェックしてみましょう!

Sexual Harassment Hurts Everyone

Your Rights to Workers’ Compensation Benefits and How to Obtain Them

Disability Insurance Provisions (DE 2515)

Paid Family Leave Benefits (DE 2511)

For Your Benefit: California’s Programs for the Unemployed (DE 2320)


Pamphlet Pitfalls

Employers in California must provide employees with information about
an array of employment related topics, from benefits to legal protection
from harassment in the workplace. California law requires employers to
distribute five pamphlets to employees:

Sexual Harassment Hurts Everyone
Your Rights to Workers’ Compensation Benefits and How to Obtain Them
Disability Insurance Provisions (DE 2515)
Paid Family Leave Benefits (DE 2511)
For Your Benefit: California’s Programs for the Unemployed (DE 2320)

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【新しい法律】カリフォルニアのDisability Insuranceに変更

カリフォルニア州のDisability Lawに変更がありました。
今回は”Disability”の定義にin favor of coverage of most individuals with physical or mental impairments、つまり、肉体的、精神的な障害ということが盛り込まれました。

下記に列挙いたしましょう。
An expansion of the definitions of “mental” and “physical” disability
精神的、肉体的障害という定義の拡大

Clarification of “essential” and “non-essential” job functions and what evidence might be used to show that a function is essential to a job
主要な仕事とそうでない仕事の明確な区分。
そして明確な仕事に関わる機能に障害があるか否かの証明が必要であること。

A description of the interactive process and obligations of both the employer and the employee or job applicant
雇用者と従業員のやりとりのプロセスや義務に関わる記述をすること。

A description of what constitutes a reasonable accommodation and specific examples, including a discussion of when a leave of absence might be an appropriate accommodation and when transfer to a vacant position might be required
合理的な対応と特例を明確な記述をすること。
長期休暇の際に議論や合理的な対応、空きポジションへの異動が要求される際の議論


The amendments to the disability regulations are separate from the recently approved amended pregnancy regulations. The amended PDL regulations also took effect on December 30, 2012.
最近の修正された妊娠休暇の規定とは区別して記された障害の記述。
妊娠休暇の規定は2012年12月30日から有効。


California’s New Amended Disability Regulations

On December 26, 2012, the Office of Administrative Law (OAL) approved amendments to California’s disability regulations proposed by the Fair Employment and Housing Commission (FEHC). The amended regulations took effect December 30, 2012.

These regulations were pending before the Fair Employment and Housing Commission (FEHC) for some time — with the first proposed regulations drafted in 2011. After several rounds of public comment and revisions, the FEHC adopted regulations in October of 2012 and sent them to OAL for final approval.

The regulations were intended to more closely align California law with the 2008 federal amendments to the ADA (the ADAAA). Both the ADAAA and the amended California regulations now broadly construe the definition of “disability” in favor of coverage of most individuals with physical or mental impairments.

The amended disability regulations include:

An expansion of the definitions of “mental” and “physical” disability
Clarification of “essential” and “non-essential” job functions and what evidence might be used to show that a function is essential to a job
A description of the interactive process and obligations of both the employer and the employee or job applicant
A description of what constitutes a reasonable accommodation and specific examples, including a discussion of when a leave of absence might be an appropriate accommodation and when transfer to a vacant position might be required
The amendments to the disability regulations are separate from the recently approved amended pregnancy regulations. The amended PDL regulations also took effect on December 30, 2012.

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【訴訟】セクハラ訴訟がより容易に?

セクハラの訴訟はカリフォルニアのDFEH(1年以内)やEEOC(180日以内)の訴訟期限やプロセスに則って訴えを起こすことになっていた。しかし、昨年12月の判例によれば直接裁判に持ち込む等の方法が有効となった。
雇用者にとってみれば、セクハラに対する責任がより増したと言えるだろう。

▼関連記事

New Liability for Workplace Sexual Harassment

Until recently, employees in California who believed they were victimized by sexual harassment in the workplace had to follow procedures set forth by the Department of Fair Employment and Housing (DFEH) or the Equal Employment Opportunity Commission (EEOC) prior to filing a lawsuit for damages.

Those agencies set strict time limits for filing administrative claims alleging the basis for the complaint: one year for claims with the DFEH and 180 days with the EEOC.

However, a California Court of Appeals recently ruled that employees may avoid the DFEH/EEOC claim process, proceed directly to trial and even recover civil penalties and attorneys’ fees under a state hate crime law. Ventura v. ABM Industries Inc., Court of Appeals of California, Second District, Division Five (Filed December 20, 2012)

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