To comply with the law, the California Chamber of Commerce is advising employers to take seriously all claims of disability discrimination and all requests for reasonable accommodation. Such requests should be discussed in person in a confidential setting in a timely way and in good faith, the chamber said. In addition, the chamber is recommending that employers consult with human resources experts and lawyers to revise policies, and train supervisors on the new law. Employers also should limit pre-employment medical and psychological tests and questions unless they are job related and necessary for business, according to the chamber. Issues of fairness aside, the law does not entitle workers making more than minimum wage to raises, absent such provisions in a collective bargaining agreement or contract.
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Employees not paid the minimum wage can contact the division to file a wage claim. So if you are sued, you'd have to hire a lawyer, and you stand to lose your assets, your home and your savings. According to the California chamber, the law could interfere with employers' ability to investigate claims of sexual harassment by deterring the cooperation by accused workers whose personal defense strategies may differ from those of the business. Employers are advised to expand training in sexual harassment awareness beyond supervisory staff and to revise policies to make employee liability clear. Employers were required last year by Senate Bill 56 to give domestic violence victims time off to seek legal intervention.