California Labor Code. California

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СКАЧАТЬ subject to a civil penalty in an amount equal to three times the amount of the employee’s lost wages and work benefits.

      (e) For purposes of this section, the following terms have the following meanings:

      (1) “Parent” means a parent, guardian, stepparent, foster parent, or grandparent of, or a person who stands in loco parentis to, a child.

      (2) “Child care provider or school emergency” means that an employee’s child cannot remain in a school or with a child care provider due to one of the following:

      (a) The school or child care provider has requested that the child be picked up, or has an attendance policy, excluding planned holidays, that prohibits the child from attending or requires the child to be picked up from the school or child care provider.

      (b) Behavioral or discipline problems.

      (c) Closure or unexpected unavailability of the school or child care provider, excluding planned holidays.

      (d) A natural disaster, including, but not limited to, fire, earthquake, or flood.

      (Amended by Stats. 2015, Ch. 802, Sec. 1. Effective January 1, 2016.)

      231. Any employer who requires, as a condition of employment, that an employee have a driver’s license shall pay the cost of any physical examination of the employee which may be required for issuance of such license, except where the physical examination was taken prior to the time the employee applied for such employment with the employer.

      (Added by Stats. 1971, Ch. 1279.)

      232. No employer may do any of the following:

      (a) Require, as a condition of employment, that an employee refrain from disclosing the amount of his or her wages.

      (b) Require an employee to sign a waiver or other document that purports to deny the employee the right to disclose the amount of his or her wages.

      (c) Discharge, formally discipline, or otherwise discriminate against an employee who discloses the amount of his or her wages.

      (Amended by Stats. 2002, Ch. 934, Sec. 1. Effective January 1, 2003.)

      232.5. No employer may do any of the following:

      (a) Require, as a condition of employment, that an employee refrain from disclosing information about the employer’s working conditions.

      (b) Require an employee to sign a waiver or other document that purports to deny the employee the right to disclose information about the employer’s working conditions.

      (c) Discharge, formally discipline, or otherwise discriminate against an employee who discloses information about the employer’s working conditions.

      (d) This section is not intended to permit an employee to disclose proprietary information, trade secret information, or information that is otherwise subject to a legal privilege without the consent of his or her employer.

      (Added by Stats. 2002, Ch. 934, Sec. 2. Effective January 1, 2003.)

      233. (a) Any employer who provides sick leave for employees shall permit an employee to use in any calendar year the employee’s accrued and available sick leave entitlement, in an amount not less than the sick leave that would be accrued during six months at the employee’s then current rate of entitlement, for the reasons specified in subdivision (a) of Section 246.5. This section does not extend the maximum period of leave to which an employee is entitled under Section 12945.2 of the Government Code or under the federal Family and Medical Leave Act of 1993 (29 U.S.C. Sec. 2601 et seq.), regardless of whether the employee receives sick leave compensation during that leave.

      (b) As used in this section:

      (1) “Employer” means any person employing another under any appointment or contract of hire and includes the state, political subdivisions of the state, and municipalities.

      (2) “Family member” has the same meaning as defined in Section 245.5.

      (3) (A) “Sick leave” means accrued increments of compensated leave provided by an employer to an employee as a benefit of the employment for use by the employee during an absence from the employment for any of the reasons specified in subdivision (a) of Section 246.5.

      (b) “Sick leave” does not include any benefit provided under an employee welfare benefit plan subject to the federal Employee Retirement Income Security Act of 1974 (Public Law 93-406, as amended) and does not include any insurance benefit, workers’ compensation benefit, unemployment compensation disability benefit, or benefit not payable from the employer’s general assets.

      (c) An employer shall not deny an employee the right to use sick leave or discharge, threaten to discharge, demote, suspend, or in any manner discriminate against an employee for using, or attempting to exercise the right to use, sick leave to attend to an illness or the preventive care of a family member, or for any other reason specified in subdivision (a) of Section 246.5.

      (d) Any employee aggrieved by a violation of this section shall be entitled to reinstatement and actual damages or one day’s pay, whichever is greater, and to appropriate equitable relief.

      (e) Upon the filing of a complaint by an employee, the Labor Commissioner shall enforce this section in accordance with Chapter 4 (commencing with Section 79) of Division 1, including, but not limited to, Sections 92, 96.7, 98, and 98.1 to 98.8, inclusive. Alternatively, an employee may bring a civil action for the remedies provided by this section in a court of competent jurisdiction. If the employee prevails, the court may award reasonable attorney’s fees.

      (f) The rights and remedies specified in this section are cumulative and nonexclusive and are in addition to any other rights or remedies afforded by contract or under other law.

      (Amended by Stats. 2015, Ch. 802, Sec. 2. Effective January 1, 2016.)

      234. An employer absence control policy that counts sick leave taken pursuant to Section 233 as an absence that may lead to or result in discipline, discharge, demotion, or suspension is a per se violation of Section 233. An employee working under this policy is entitled to appropriate legal and equitable relief pursuant to Section 233.

      (Added by Stats. 2002, Ch. 1107, Sec. 1. Effective January 1, 2003.)

      238. (a) If a final judgment against an employer arising from the employer’s nonpayment of wages for work performed in this state remains unsatisfied after a period of 30 days after the time to appeal therefrom has expired and no appeal therefrom is pending, the employer shall not continue to conduct business in this state, including conducting business using the labor of another business, contractor, or subcontractor instead of the labor of an employee, unless the employer has obtained a bond from a surety company admitted to do business in this state and has filed a copy of that bond with the Labor Commissioner. The bond shall be effective and maintained until satisfaction of all judgments for nonpayment of wages. The principal sum of the bond shall not be less than the following:

      (1) Fifty thousand dollars ($50,000) if the unsatisfied portion of the judgment is no more than five thousand dollars ($5,000).

      (2) One hundred thousand dollars ($100,000) if the unsatisfied portion of the judgment is more than five thousand dollars ($5,000) and no more than ten thousand dollars ($10,000).

      (3) СКАЧАТЬ