Additionally, businesses can't retaliate against workers who take breaks in accordance with the law. The location must have a surface on which to place a breast pump and personal items, and there needs to be a place to sit.Įmployers that deny the necessary time or location for working mothers to express milk will be violating California law. Under SB 142, businesses also must ensure that the location is clean and safe and that there is access to electricity, a sink and a refrigerator. They should also train managers to follow the law, Jansen said.Įxisting law already required companies to provide employees with adequate time for expressing milk, as well as a private location to do so. With this law now in effect, companies should update policies involving dress codes and appearance standards to protect against discrimination. "Professionalism was, and still is, closely linked to European features and mannerisms, which entails that those who do not naturally fall into Eurocentric norms must alter their appearances, sometimes drastically and permanently, in order to be deemed professional," the bill states.Īccording to the law, workplace policies that prohibit natural hair have a particularly negative impact on black applicants and black employees. It's known as the CROWN Act (The Create a Respectful and Open Workplace for Natural Hair Act). SB 188 is intended to fight discrimination based on hairstyle and hair texture. AB 1223, which expands leave for organ donation.ĭuring the Professionals in Human Resources Association (PIHRA) 2020 Legal Update in Anaheim, Jansen explained what each law means for employers.SB 142, which adds to lactation-accommodation requirements.SB 188, which bans hairstyle discrimination.Kimberly Jansen, an attorney with Carothers DiSante & Freudenberger in Irvine, pointed out three new state laws that employers should note: That means businesses should be reviewing their employee handbooks and making any necessary updates. Employment laws are always changing, especially in California.
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