2 | 2025 Cal-Peculiarities ©2025 Seyfarth Shaw LLP www.seyfarth.com allows employees who are victims, or whose covered family members are victims, of domestic violence, sexual assault, stalking, or other violent crimes to take time off to attend to issues in court or for medical and safety related needs for themselves or qualifying family members (see §§ 2.6, 2.7), permits employees who accrue paid sick leave to use up to one-half their annual entitlement for “kin care” (see § 2.10), treats paid time off as the equivalent of sick leave (for purposes of “kin care”), if the paid time off can be used for any purpose (see § 2.10), creates a right to unpaid leave of up to ten days for employees married to military personnel who themselves are on leave from a military conflict (see § 2.12), entitles employees to accrue up to 40 hours or five days of annual paid sick leave, which can accumulate up to 80 hours or 10 days (see § 2.14), and creates a right to paid leave for organ or bone marrow donation (see § 2.15). creates a right to unpaid bereavement leave for the death of covered family members and for reproductive loss events (see § 2.16) Employee Privacy—Protected Activities and Confidential Information The California Constitution uniquely creates a right to privacy that governs private as well as public employers. The California Consumer Privacy Act of 2018 (CCPA) (as amended by the California Privacy Rights Act (CPRA)) imposes significant compliance obligations with respect to California resident employees and others, including a requirement to notice and disclose practices relating to personal information and a requirement to facilitate the exercise of certain rights of control employees have over the use of their personal information. California also has statutes that prohibit employer intrusions into, or interference with, various forms of employee personal conduct. Specifically, California forbids employers from discriminating against employees or applicants for lawful off-premises, off-duty conduct (see § 3.1), entitles employees to designate attorneys to negotiate on their behalf with employers regarding conditions of employment (see § 3.4), forbids employers to inquire about certain marijuana-related convictions, or about participation in pre- or post-trial diversion programs, or about convictions that have been judicially dismissed or ordered sealed (see § 4.2), forbids unconsented tape-recording of confidential communications (see § 4.6), forbids audio and videotaping of restrooms, locker rooms, and changing rooms (see § 4.6), entitles employees to workplace privacy against intrusions by their employer (see § 4.6),
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