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

©2022 Seyfarth Shaw LLP  www.seyfarth.com 2022 Cal-Peculiarities | 321 Los Angeles County has its own posting requirements, including Covid-19-related posting requirements. California employers must comply with not only the posting requirements imposed by the State of California (see above), but also with the posting requirements in each California county and city in which they have employees working. 9.2 Distribution Requirements 9.2.1 Distribution required to all employees California employers must give all employees  a yearly notice about pregnancy disability leave, or update the employee handbook, to include all required informatio n, 27  a sexual harassment information sheet, available from the DFE H, 28 and  an annual notice that they may be eligible for the federal and California Earned Income Tax Credit (EITC), with such notice to be provided within one week of when the company provides any worker with an annual income summary such as a Form W-2 or a Form 1099 (see § 16.6) . 29  As of January 1, 2022, California employers can distribute required notices and posters as an email attachment. Email distribution, however, “shall not alter the employer’s obligation to physically display the required posting. ” 30 9.2.2 New hire distribution requirements California employers must give new hires  California Form DE-4 (Employee’s Withholding Allowance Certificate),  a notice that California tendentiously calls a Wage Theft Notice, containing pay rates and other basic information, including information about the California Paid Sick Leave Law (see §§ 2.14,16.1),  a pamphlet DE 2515, on State Disability Insurance Provisions, which is available from the Employment Development Department,  a pamphlet describing workers’ compensation rights, available in both English and Spanish, by the end of the first pay perio d, 31  a form that the employee may use to notify the employer of the employee’s personal physician or personal chiropractor , 32  a pamphlet DE 2511, explaining Family Temporary Disability Insurance (see § 2.4) (which also must go to incumbent employees leaving work to attend to a sick relative),  a form notifying each employee of the right to take protected leave for domestic violence, sexual assault, or stalking and not to be discharged, discriminated, or retaliated against because of the employee’s status as a victim of domestic violence, sexual assault, or stalking (this form also must also be provided to other employees upon request) , 33  a fact sheet (DFEH-185), entitled “Sexual Harassment Fact Sheet, ” 34 and