Cal-Peculiarities: How California Employment Law is Different 2022 Edition

320 | 2022 Cal-Peculiarities ©2022 Seyfarth Shaw LLP  www.seyfarth.com employees by posting in a conspicuous place at each San Francisco workplace, via electronic communication, and/or by posting in a conspicuous place in the employer’s web-based or app-based platform in English, Spanish, Chinese, and any language spoken by at least five percent of the employees who are, or prior to the Public Health Emergency were, at the workplace or job site , 19  the San Francisco Formula Retail Employee Rights Poster (applying to formula retail establishments with at least 40 stores worldwide and 20 or more employees in San Francisco, as well as their janitorial and security contractors), to display in a conspicuous at each San Francisco workplace or job site on 8.5” x 14” paper, in English, Spanish, Chinese, Tagalog, and any other language spoken by at least five percent of the employees at the workplace or job site , 20  the San Francisco Paid Parental Leave Poster (applying to all employers with at least 20 employees), to display at each San Francisco workplace or job site in English, Spanish, Chinese, and any other language spoken by at least five percent of the employees at the workplace or job site , 21  the San Francisco Fair Chance Ordinance Poster (applying to employees and applicants for positions within the City and County of San Francisco, if the current or prospective employer has 20 or more employees worldwide), to display at each San Francisco workplace, job site, or other location under the employer’s control frequently visited by its employees or applicants in English, Spanish, Chinese, and any other language spoken by at least five percent of the employees at the workplace, job site, or other locatio n, 22 a nd,  the Consideration of Salary History Ordinance Poster (effective July 2018, applying to employers in the City and County of San Francisco), to display at each San Francisco workplace, job site, or other location under the employer’s control frequently visited by its employees or applicants in English, Spanish, Chinese, and any other language spoken by at least five percent of the employees at the workplace, job site, or other location . 23 Additionally, as a result of the Covid-19 global pandemic, the Department of Public Health recommends that San Francisco businesses post signage reminding individuals of the following Covid-19 prevention best practices to reduce transmission: (1) Get vaccinated and boosted; (2) Stay home if sick; (3) Wear a mask indoors if you are unvaccinated; and (4) Clean your hands. Operators or hosts of indoor “Mega-Events” (events with more than 1,000 attendees) must conspicuously post signage at entrances regarding pre-entry vaccination and testing requirement s. 24 Other California cities—such as Los Angeles, San Diego, and Santa Monica—have their own paid sick leave, Covid-19 supplemental paid sick leave, minimum wage, Covid-19-related health department orders, and other employment statutes. And many of these laws require their own postings. For example, the City of Los Angeles requires:  Los Angeles Office of Wage Standards Wage and Sick Time Notice, to display in a conspicuous place at any workplace or job site where any Los Angeles employee works, in English, Spanish, Chinese (Cantonese and Mandarin), Hindi, Vietnamese, Tagalog, Korean, Japanese, Thai, Armenian, Russian, and Farsi, and any other language spoken by at least five percent of the employees at the workplace or job site) , 25 and  Los Angeles Fair Chance Initiative for Hiring Ordinance Notice (applying to employers located or doing business in the City of Los Angeles that have 10 or more employees in Los Angeles), to display a notice informing applicants of the provisions of the Ordinance in a conspicuous place at every workplace, job site or other location in the City of Los Angeles under the employer’s control and visited by applicants . 26