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<ns0:ActionText>INTRODUCED</ns0:ActionText>
<ns0:ActionDate>2026-02-13</ns0:ActionDate>
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<ns0:AuthorText authorType="LEAD_AUTHOR">Introduced by Assembly Member Calderon</ns0:AuthorText>
<ns0:AuthorText authorType="COAUTHOR_ORIGINATING">(Coauthors: Assembly Members Bauer-Kahan, Davies, Elhawary, Pacheco, Patel, Pellerin, Schiavo, and Stefani)</ns0:AuthorText>
<ns0:AuthorText authorType="COAUTHOR_OPPOSITE">(Coauthor: Senator Hurtado)</ns0:AuthorText>
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<ns0:Legislator>
<ns0:Contribution>LEAD_AUTHOR</ns0:Contribution>
<ns0:House>ASSEMBLY</ns0:House>
<ns0:Name>Calderon</ns0:Name>
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<ns0:Legislator>
<ns0:Contribution>COAUTHOR</ns0:Contribution>
<ns0:House>ASSEMBLY</ns0:House>
<ns0:Name>Bauer-Kahan</ns0:Name>
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<ns0:Legislator>
<ns0:Contribution>COAUTHOR</ns0:Contribution>
<ns0:House>ASSEMBLY</ns0:House>
<ns0:Name>Davies</ns0:Name>
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<ns0:Legislator>
<ns0:Contribution>COAUTHOR</ns0:Contribution>
<ns0:House>ASSEMBLY</ns0:House>
<ns0:Name>Elhawary</ns0:Name>
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<ns0:Legislator>
<ns0:Contribution>COAUTHOR</ns0:Contribution>
<ns0:House>ASSEMBLY</ns0:House>
<ns0:Name>Pacheco</ns0:Name>
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<ns0:Legislator>
<ns0:Contribution>COAUTHOR</ns0:Contribution>
<ns0:House>ASSEMBLY</ns0:House>
<ns0:Name>Patel</ns0:Name>
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<ns0:Legislator>
<ns0:Contribution>COAUTHOR</ns0:Contribution>
<ns0:House>ASSEMBLY</ns0:House>
<ns0:Name>Pellerin</ns0:Name>
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<ns0:Legislator>
<ns0:Contribution>COAUTHOR</ns0:Contribution>
<ns0:House>ASSEMBLY</ns0:House>
<ns0:Name>Schiavo</ns0:Name>
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<ns0:Legislator>
<ns0:Contribution>COAUTHOR</ns0:Contribution>
<ns0:House>ASSEMBLY</ns0:House>
<ns0:Name>Stefani</ns0:Name>
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<ns0:Legislator>
<ns0:Contribution>COAUTHOR</ns0:Contribution>
<ns0:House>SENATE</ns0:House>
<ns0:Name>Hurtado</ns0:Name>
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<ns0:Title> An act to amend Sections 12926 and 12950 of, and to add Section 8423 to, the Government Code, relating to civil rights. </ns0:Title>
<ns0:RelatingClause>civil rights</ns0:RelatingClause>
<ns0:GeneralSubject>
<ns0:Subject>Unlawful practices: discrimination: menopause.</ns0:Subject>
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<html:p>
(1)
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Existing law, the California Fair Employment and Housing Act (FEHA), establishes the Civil Rights Department to enforce civil rights laws with respect to housing and employment, as prescribed. The FEHA recognizes and declares to be a civil right the opportunity to seek, obtain, and hold employment and housing without discrimination because of a specified characteristic. The FEHA makes certain discriminatory practices based on those characteristics unlawful. The FEHA also declares that its purpose is to provide effective remedies that will eliminate these discriminatory practices.
</html:p>
<html:p>The FEHA defines terms used in connection with unlawful practices. These include “sex,” which includes pregnancy or medical conditions related to pregnancy, childbirth or medical conditions related to childbirth, and
breastfeeding or medical conditions related to breastfeeding. </html:p>
<html:p>This bill would include perimenopause, menopause, or postmenopause or other related medical conditions within the above definition of sex. </html:p>
<html:p>
(2)
<html:span class="EnSpace"/>
Existing law requires the Civil Rights Department to provide a poster on discrimination in employment to an employer or a member of the public upon request. Existing law requires the poster to be available at each office of the department and requires each employer to post the poster in a prominent and accessible location in the workplace, as prescribed.
</html:p>
<html:p>This bill would require the department, on or before July 1, 2027, to update the poster to notify women of their rights and protections in regard to perimenopause, menopause, postmenopause, or related medical conditions. </html:p>
<html:p>
(3)
<html:span class="EnSpace"/>
Existing law
establishes the Office of Community Partnerships and Strategic Communications within the Governors’ Office of Service and Community Engagement. Existing law requires the office to initiate and execute campaigns related to the state’s highest priority public awareness and community outreach efforts, as specified.
</html:p>
<html:p>This bill would require the office, on or before July 1, 2027, to raise awareness of the employment right of women experiencing perimenopause, menopause, or postmenopause by taking specified actions, including developing and distributing public education materials that explain workplace protections applicable to employees experiencing menopause-related symptoms.</html:p>
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<ns0:Preamble>The people of the State of California do enact as follows:</ns0:Preamble>
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<ns0:Num>SECTION 1.</ns0:Num>
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Section 8423 is added to the
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,
<ns0:Positioning>immediately following Section 8422</ns0:Positioning>
, to read:
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<ns0:Num>8423.</ns0:Num>
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<html:p>On or before July 1, 2027, the office shall raise awareness of the employment rights of women experiencing perimenopause, menopause, or postmenopause by doing all of the following:</html:p>
<html:p>
(a)
<html:span class="EnSpace"/>
Developing and distributing public education materials that clearly explain employment rights and workplace protections applicable to employees experiencing menopause-related symptoms, including, but not limited to, rights related to reasonable accommodations, medical leave, disability discrimination, and retaliation under state and federal law.
</html:p>
<html:p>
(b)
<html:span class="EnSpace"/>
Ensuring culturally competent and linguistically appropriate outreach by making all public education materials available in the languages required by state law, as described in
Section 7296.2, and tailoring messaging to reach diverse communities, including women of color, low-income workers, immigrant workers, older workers, and workers in industries with historically limited access to workplace protections information.
</html:p>
<html:p>
(c)
<html:span class="EnSpace"/>
Coordinating with relevant state agencies, including the Civil Rights Department, the Department of Industrial Relations, the Employment Development Department, and the State Department of Public Health, to ensure accuracy, consistency, and clarity of information regarding menopause-related employment rights and resources.
</html:p>
<html:p>
(d)
<html:span class="EnSpace"/>
Partnering with community-based organizations, labor organizations, employer associations, and health advocacy organizations to expand the reach of outreach efforts and ensure materials are distributed through trusted messengers and accessible community channels.
</html:p>
<html:p>
(e)
<html:span class="EnSpace"/>
Conducting statewide public awareness campaigns, including digital, print, and media outreach, to educate both employees and employers about menopause in the workplace, with an emphasis on reducing stigma, promoting understanding, and encouraging compliance with existing employment laws.
</html:p>
<html:p>
(f)
<html:span class="EnSpace"/>
Providing referrals to enforcement and support resources, including information on how employees may file complaints, seek accommodations, or access legal, medical, or workplace support related to menopause-related employment issues.
</html:p>
<html:p>
(g)
<html:span class="EnSpace"/>
Periodically evaluating the effectiveness of outreach efforts, using available data and community feedback, and updating strategies and materials as necessary to address identified gaps and emerging needs.
</html:p>
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<ns0:Num>SEC. 2.</ns0:Num>
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Section 12926 of the
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is amended to read:
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<ns0:Num>12926.</ns0:Num>
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<html:p>As used in this part in connection with unlawful practices, unless a different meaning clearly appears from the context:</html:p>
<html:p>
(a)
<html:span class="EnSpace"/>
“Affirmative relief” or “prospective relief” includes the authority to order reinstatement of an employee, awards of backpay, reimbursement of out-of-pocket expenses, hiring, transfers, reassignments, grants of tenure, promotions, cease and desist orders, posting of notices, training of personnel, testing, expunging of records, reporting of records, and any other similar relief that is intended to correct unlawful practices under this part.
</html:p>
<html:p>
(b)
<html:span class="EnSpace"/>
“Age” refers to the chronological age of any individual who has reached a 40th birthday.
</html:p>
<html:p>
(c)
<html:span class="EnSpace"/>
Except as provided by Section 12926.05, “employee” does not include any individual employed by that person’s parent, spouse, or child or any individual employed under a special license in a nonprofit sheltered workshop or rehabilitation facility.
</html:p>
<html:p>
(d)
<html:span class="EnSpace"/>
“Employer” includes any person regularly employing five or more persons, or any person acting as an agent of an employer, directly or indirectly, the state or any political or civil subdivision of the state, and cities, except as follows:
</html:p>
<html:p>“Employer” does not include a religious association or corporation not organized for private profit.</html:p>
<html:p>
(e)
<html:span class="EnSpace"/>
“Employment agency” includes any person undertaking for compensation to procure employees or opportunities to work.
</html:p>
<html:p>
(f)
<html:span class="EnSpace"/>
“Essential functions” means the fundamental job
duties of the employment position the individual with a disability holds or desires. “Essential functions” does not include the marginal functions of the position.
</html:p>
<html:p>
(1)
<html:span class="EnSpace"/>
A job function may be considered essential for any of several reasons, including, but not limited to, any one or more of the following:
</html:p>
<html:p>
(A)
<html:span class="EnSpace"/>
The function may be essential because the reason the position exists is to perform that function.
</html:p>
<html:p>
(B)
<html:span class="EnSpace"/>
The function may be essential because of the limited number of employees available among whom the performance of that job function can be distributed.
</html:p>
<html:p>
(C)
<html:span class="EnSpace"/>
The function may be highly specialized, so that the incumbent in the position is hired based on expertise or the ability to perform a particular function.
</html:p>
<html:p>
(2)
<html:span class="EnSpace"/>
Evidence of whether a particular function is essential includes, but is not limited to, the following:
</html:p>
<html:p>
(A)
<html:span class="EnSpace"/>
The employer’s judgment as to which functions are essential.
</html:p>
<html:p>
(B)
<html:span class="EnSpace"/>
Written job descriptions prepared before advertising or interviewing applicants for the job.
</html:p>
<html:p>
(C)
<html:span class="EnSpace"/>
The amount of time spent on the job performing the function.
</html:p>
<html:p>
(D)
<html:span class="EnSpace"/>
The consequences of not requiring the incumbent to perform the function.
</html:p>
<html:p>
(E)
<html:span class="EnSpace"/>
The terms of a collective bargaining agreement.
</html:p>
<html:p>
(F)
<html:span class="EnSpace"/>
The work experiences of past incumbents in the job.
</html:p>
<html:p>
(G)
<html:span class="EnSpace"/>
The current work experience of incumbents in similar jobs.
</html:p>
<html:p>
(g)
<html:span class="EnSpace"/>
(1)
<html:span class="EnSpace"/>
“Genetic information” means, with respect to any individual, information about any of the following:
</html:p>
<html:p>
(A)
<html:span class="EnSpace"/>
The individual’s genetic tests.
</html:p>
<html:p>
(B)
<html:span class="EnSpace"/>
The genetic tests of family members of the individual.
</html:p>
<html:p>
(C)
<html:span class="EnSpace"/>
The manifestation of a disease or disorder in family members of the individual.
</html:p>
<html:p>
(2)
<html:span class="EnSpace"/>
“Genetic information” includes any request for, or receipt of, genetic services, or participation in clinical research that includes genetic services, by an individual or any family member of the individual.
</html:p>
<html:p>
(3)
<html:span class="EnSpace"/>
“Genetic information” does not
include information about the sex or age of any individual.
</html:p>
<html:p>
(h)
<html:span class="EnSpace"/>
“Labor organization” includes any organization that exists and is constituted for the purpose, in whole or in part, of collective bargaining or of dealing with employers concerning grievances, terms or conditions of employment, or of other mutual aid or protection.
</html:p>
<html:p>
(i)
<html:span class="EnSpace"/>
“Medical condition” means either of the following:
</html:p>
<html:p>
(1)
<html:span class="EnSpace"/>
Any health impairment related to or associated with a diagnosis of cancer or a record or history of cancer.
</html:p>
<html:p>
(2)
<html:span class="EnSpace"/>
Genetic characteristics. For purposes of this section, “genetic characteristics” means either of the following:
</html:p>
<html:p>
(A)
<html:span class="EnSpace"/>
Any scientifically or medically identifiable gene or chromosome, or combination
or alteration thereof, that is known to be a cause of a disease or disorder in a person or that person’s offspring, or that is determined to be associated with a statistically increased risk of development of a disease or disorder, and that is presently not associated with any symptoms of any disease or disorder.
</html:p>
<html:p>
(B)
<html:span class="EnSpace"/>
Inherited characteristics that may derive from the individual or family member, that are known to be a cause of a disease or disorder in a person or that person’s offspring, or that are determined to be associated with a statistically increased risk of development of a disease or disorder, and that are presently not associated with any symptoms of any disease or disorder.
</html:p>
<html:p>
(j)
<html:span class="EnSpace"/>
“Mental disability” includes, but is not limited to, all of the following:
</html:p>
<html:p>
(1)
<html:span class="EnSpace"/>
Having any mental or psychological disorder or
condition, such as intellectual disability, organic brain syndrome, emotional or mental illness, or specific learning disabilities, that limits a major life activity. For purposes of this section:
</html:p>
<html:p>
(A)
<html:span class="EnSpace"/>
“Limits” shall be determined without regard to mitigating measures, such as medications, assistive devices, or reasonable accommodations, unless the mitigating measure itself limits a major life activity.
</html:p>
<html:p>
(B)
<html:span class="EnSpace"/>
A mental or psychological disorder or condition limits a major life activity if it makes the achievement of the major life activity difficult.
</html:p>
<html:p>
(C)
<html:span class="EnSpace"/>
“Major life activities” shall be broadly construed and shall include physical, mental, and social activities and working.
</html:p>
<html:p>
(2)
<html:span class="EnSpace"/>
Any other mental or psychological disorder or condition not described in
paragraph (1) that requires special education or related services.
</html:p>
<html:p>
(3)
<html:span class="EnSpace"/>
Having a record or history of a mental or psychological disorder or condition described in paragraph (1) or (2), which is known to the employer or other entity covered by this part.
</html:p>
<html:p>
(4)
<html:span class="EnSpace"/>
Being regarded or treated by the employer or other entity covered by this part as having, or having had, any mental condition that makes achievement of a major life activity difficult.
</html:p>
<html:p>
(5)
<html:span class="EnSpace"/>
Being regarded or treated by the employer or other entity covered by this part as having, or having had, a mental or psychological disorder or condition that has no present disabling effect, but that may become a mental disability as described in paragraph (1) or (2).
</html:p>
<html:p>“Mental disability” does not include sexual behavior disorders,
compulsive gambling, kleptomania, pyromania, or psychoactive substance use disorders resulting from the current unlawful use of controlled substances or other drugs.</html:p>
<html:p>
(k)
<html:span class="EnSpace"/>
“Veteran or military status” means a member or veteran of the United States Armed Forces, United States Armed Forces Reserve, the United States National Guard, and the California National Guard.
</html:p>
<html:p>
(
<html:i>l</html:i>
)
<html:span class="EnSpace"/>
“On the bases enumerated in this part” means or refers to discrimination on the basis of one or more of the following: race, religious creed, color, national origin, ancestry, physical disability, mental disability, medical condition, genetic information, marital status, sex, age, sexual orientation, reproductive health decisionmaking, or veteran or military status.
</html:p>
<html:p>
(m)
<html:span class="EnSpace"/>
“Physical disability” includes, but is not limited to, all of the
following:
</html:p>
<html:p>
(1)
<html:span class="EnSpace"/>
Having any physiological disease, disorder, condition, cosmetic disfigurement, or anatomical loss that does both of the following:
</html:p>
<html:p>
(A)
<html:span class="EnSpace"/>
Affects one or more of the following body systems: neurological, immunological, musculoskeletal, special sense organs, respiratory, including speech organs, cardiovascular, reproductive, digestive, genitourinary, hemic and lymphatic, skin, and endocrine.
</html:p>
<html:p>
(B)
<html:span class="EnSpace"/>
Limits a major life activity. For purposes of this section:
</html:p>
<html:p>
(i)
<html:span class="EnSpace"/>
“Limits” shall be determined without regard to mitigating measures such as medications, assistive devices, prosthetics, or reasonable accommodations, unless the mitigating measure itself limits a major life activity.
</html:p>
<html:p>
(ii)
<html:span class="EnSpace"/>
A
physiological disease, disorder, condition, cosmetic disfigurement, or anatomical loss limits a major life activity if it makes the achievement of the major life activity difficult.
</html:p>
<html:p>
(iii)
<html:span class="EnSpace"/>
“Major life activities” shall be broadly construed and includes physical, mental, and social activities and working.
</html:p>
<html:p>
(2)
<html:span class="EnSpace"/>
Any other health impairment not described in paragraph (1) that requires special education or related services.
</html:p>
<html:p>
(3)
<html:span class="EnSpace"/>
Having a record or history of a disease, disorder, condition, cosmetic disfigurement, anatomical loss, or health impairment described in paragraph (1) or (2), which is known to the employer or other entity covered by this part.
</html:p>
<html:p>
(4)
<html:span class="EnSpace"/>
Being regarded or treated by the employer or other entity covered by this part as having, or having had,
any physical condition that makes achievement of a major life activity difficult.
</html:p>
<html:p>
(5)
<html:span class="EnSpace"/>
Being regarded or treated by the employer or other entity covered by this part as having, or having had, a disease, disorder, condition, cosmetic disfigurement, anatomical loss, or health impairment that has no present disabling effect but may become a physical disability as described in paragraph (1) or (2).
</html:p>
<html:p>
(6)
<html:span class="EnSpace"/>
“Physical disability” does not include sexual behavior disorders, compulsive gambling, kleptomania, pyromania, or psychoactive substance use disorders resulting from the current unlawful use of controlled substances or other drugs.
</html:p>
<html:p>
(n)
<html:span class="EnSpace"/>
Notwithstanding subdivisions (j) and (m), if the definition of “disability” used in the federal Americans with Disabilities Act of 1990 (Public Law 101-336) would result in broader protection
of the civil rights of individuals with a mental disability or physical disability, as defined in subdivision (j) or (m), or would include any medical condition not included within those definitions, then that broader protection or coverage shall be deemed incorporated by reference into, and shall prevail over conflicting provisions of, the definitions in subdivisions (j) and (m).
</html:p>
<html:p>
(o)
<html:span class="EnSpace"/>
“Race, religious creed, color, national origin, ancestry, physical disability, mental disability, medical condition, genetic information, marital status, sex, age, sexual orientation, reproductive health decisionmaking, or veteran or military status” includes any of the following:
</html:p>
<html:p>
(1)
<html:span class="EnSpace"/>
Any combination of those characteristics.
</html:p>
<html:p>
(2)
<html:span class="EnSpace"/>
A perception that the person has any of those characteristics or any combination of those
characteristics.
</html:p>
<html:p>
(3)
<html:span class="EnSpace"/>
A perception that the person is associated with a person who has, or is perceived to have, any of those characteristics or any combination of those characteristics.
</html:p>
<html:p>
(p)
<html:span class="EnSpace"/>
“Reasonable accommodation” may include either of the following:
</html:p>
<html:p>
(1)
<html:span class="EnSpace"/>
Making existing facilities used by employees readily accessible to, and usable by, individuals with disabilities.
</html:p>
<html:p>
(2)
<html:span class="EnSpace"/>
Job restructuring, part-time or modified work schedules, reassignment to a vacant position, acquisition or modification of equipment or devices, adjustment or modifications of examinations, training materials or policies, the provision of qualified readers or interpreters, and other similar accommodations for individuals with disabilities.
</html:p>
<html:p>
(q)
<html:span class="EnSpace"/>
“Religious creed,” “religion,” “religious observance,” “religious belief,” and “creed” include all aspects of religious belief, observance, and practice, including religious dress and grooming practices. “Religious dress practice” shall be construed broadly to include the wearing or carrying of religious clothing, head or face coverings, jewelry, artifacts, and any other item that is part of an individual observing a religious creed. “Religious grooming practice” shall be construed broadly to include all forms of head, facial, and body hair that are part of an individual observing a religious creed.
</html:p>
<html:p>
(r)
<html:span class="EnSpace"/>
(1)
<html:span class="EnSpace"/>
“Sex” includes, but is not limited to, the following:
</html:p>
<html:p>
(A)
<html:span class="EnSpace"/>
Pregnancy or medical conditions related to pregnancy.
</html:p>
<html:p>
(B)
<html:span class="EnSpace"/>
Childbirth
or medical conditions related to childbirth.
</html:p>
<html:p>
(C)
<html:span class="EnSpace"/>
Breastfeeding or medical conditions related to breastfeeding.
</html:p>
<html:p>
(D)
<html:span class="EnSpace"/>
Perimenopause, menopause, or postmenopause or medical conditions related to perimenopause, menopause, and postmenopause.
</html:p>
<html:p>
(2)
<html:span class="EnSpace"/>
“Sex” also includes, but is not limited to, a person’s gender. “Gender” means sex, and includes a person’s gender identity and gender expression. “Gender expression” means a person’s gender-related appearance and behavior whether or not stereotypically associated with the person’s assigned sex at birth.
</html:p>
<html:p>
(s)
<html:span class="EnSpace"/>
“Sexual orientation” means heterosexuality, homosexuality, and bisexuality.
</html:p>
<html:p>
(t)
<html:span class="EnSpace"/>
“Supervisor” means any individual having the authority, in the interest of the employer, to hire, transfer, suspend, lay off, recall, promote, discharge, assign, reward, or discipline other employees, or the responsibility to direct them, or to adjust their grievances, or effectively to recommend that action, if, in connection with the foregoing, the exercise of that authority is not of a merely routine or clerical nature, but requires the use of independent judgment.
</html:p>
<html:p>
(u)
<html:span class="EnSpace"/>
“Undue hardship” means an action requiring significant difficulty or expense, when considered in light of the following factors:
</html:p>
<html:p>
(1)
<html:span class="EnSpace"/>
The nature and cost of the accommodation needed.
</html:p>
<html:p>
(2)
<html:span class="EnSpace"/>
The overall financial resources of the facilities involved in the provision of the reasonable
accommodations, the number of persons employed at the facility, and the effect on expenses and resources or the impact otherwise of these accommodations upon the operation of the facility.
</html:p>
<html:p>
(3)
<html:span class="EnSpace"/>
The overall financial resources of the covered entity, the overall size of the business of a covered entity with respect to the number of employees, and the number, type, and location of its facilities.
</html:p>
<html:p>
(4)
<html:span class="EnSpace"/>
The type of operations, including the composition, structure, and functions of the workforce of the entity.
</html:p>
<html:p>
(5)
<html:span class="EnSpace"/>
The geographic separateness or administrative or fiscal relationship of the facility or facilities.
</html:p>
<html:p>
(v)
<html:span class="EnSpace"/>
“National origin” discrimination includes, but is not limited to, discrimination on the basis of possessing a driver’s license or identification
card granted under Section 12801.9 of the Vehicle Code.
</html:p>
<html:p>
(w)
<html:span class="EnSpace"/>
“Race” is inclusive of traits associated with race, including, but not limited to, hair texture and protective hairstyles.
</html:p>
<html:p>
(x)
<html:span class="EnSpace"/>
“Protective hairstyles” includes, but is not limited to, such hairstyles as braids, locs, and twists.
</html:p>
<html:p>
(y)
<html:span class="EnSpace"/>
“Reproductive health decisionmaking” includes, but is not limited to, a decision to use or access a particular drug, device, product, or medical service for reproductive health. This subdivision and other provisions in this part relating to “reproductive health decisionmaking” shall not be construed to mean that subdivision (r) of this section and other provisions in this part related to “sex” do not include reproductive health decisionmaking.
</html:p>
<html:p>
(z)
<html:span class="EnSpace"/>
“Group or class
complaint” includes any complaint alleging a pattern or practice. This paragraph is declaratory of, and clarifies, existing law.
</html:p>
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<ns0:Num>SEC. 3.</ns0:Num>
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Section 12950 of the
<ns0:DocName>Government Code</ns0:DocName>
is amended to read:
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<ns0:LawSection id="id_C7A01691-80F5-4691-A196-9AAF34F24ED3">
<ns0:Num>12950.</ns0:Num>
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<ns0:Content>
<html:p>In addition to employer responsibilities set forth in subdivisions (j) and (k) of Section 12940 and in rules adopted by the department and the council, every employer shall act to ensure a workplace free of sexual harassment by implementing the following minimum requirements:</html:p>
<html:p>
(a)
<html:span class="EnSpace"/>
(1)
<html:span class="EnSpace"/>
The department’s poster on discrimination in employment shall include information relating to the illegality of sexual harassment. One copy of the poster shall be provided by the department to an employer or a member of the public upon request. The poster shall be available at each office of the department, and shall be mailed if the request includes a self-addressed envelope with postage affixed. Each employer shall post the poster in a prominent and accessible location in the
workplace.
</html:p>
<html:p>
(2)
<html:span class="EnSpace"/>
Post a poster developed by the department regarding transgender rights in a prominent and accessible location in the workplace.
</html:p>
<html:p>
(3)
<html:span class="EnSpace"/>
Provide sexual harassment training as required by Section 12950.1.
</html:p>
<html:p>
(b)
<html:span class="EnSpace"/>
Each employer shall obtain from the department its information sheet on sexual harassment, which the department shall make available to employers for reproduction and distribution to employees. One copy of the information sheet shall be provided by the department to an employer or a member of the public upon request. The information sheets shall be available at each office of the department, and shall be mailed if the request includes a self-addressed envelope with postage affixed. Each employer shall distribute this information sheet to its employees, unless the employer provides equivalent information
to its employees that contains, at a minimum, components on the following:
</html:p>
<html:p>
(1)
<html:span class="EnSpace"/>
The illegality of sexual harassment.
</html:p>
<html:p>
(2)
<html:span class="EnSpace"/>
The definition of sexual harassment under applicable state and federal law.
</html:p>
<html:p>
(3)
<html:span class="EnSpace"/>
A description of sexual harassment, utilizing examples.
</html:p>
<html:p>
(4)
<html:span class="EnSpace"/>
The internal complaint process of the employer available to the employee.
</html:p>
<html:p>
(5)
<html:span class="EnSpace"/>
The legal remedies and complaint process available through the department.
</html:p>
<html:p>
(6)
<html:span class="EnSpace"/>
Directions on how to contact the department.
</html:p>
<html:p>
(7)
<html:span class="EnSpace"/>
The protection against retaliation provided by Title 2 of the California Code of Regulations for
opposing the practices prohibited by this article or for filing a complaint with, or otherwise participating in an investigation, proceeding, or hearing conducted by, the department or the council.
</html:p>
<html:p>
(8)
<html:span class="EnSpace"/>
A link to, or the internet website address for, the sexual harassment online training courses developed pursuant to Section 12950.1 and located on the internet website of the department.
</html:p>
<html:p>
(c)
<html:span class="EnSpace"/>
The information sheet or information required to be distributed to employees pursuant to subdivision (b) shall be delivered in a manner that ensures distribution to each employee, such as including the information sheet or information with an employee’s pay.
</html:p>
<html:p>
(d)
<html:span class="EnSpace"/>
The department shall make the poster, fact sheet, and online training courses available in English, Spanish, Simplified Chinese, Tagalog, Vietnamese, Korean, and any other
language that is spoken by a “substantial number of non-English-speaking people,” as that phrase is defined in Section 7296.2. The department shall make versions of the online training courses with subtitles in each language and shall orally dub the online training courses into each language other than English. Simplified Chinese shall be sufficient for subtitling purposes.
</html:p>
<html:p>
(e)
<html:span class="EnSpace"/>
The department shall make the poster, fact sheet, and online training courses required by this section, and the corresponding translations, available to employers and to the public through its internet website in formats that may be streamed or downloaded.
</html:p>
<html:p>
(f)
<html:span class="EnSpace"/>
On or before July 1, 2027, the department shall update the poster to notify women of their rights and protections in regard to perimenopause, menopause, or
postmenopause or medical conditions related to perimenopause, menopause, and postmenopause.
</html:p>
<html:p>
(g)
<html:span class="EnSpace"/>
Notwithstanding subdivisions (j) and (k) of Section 12940, a claim that the information sheet or information required to be distributed pursuant to this section did not reach a particular individual or individuals shall not in and of itself result in the liability of any employer to any present or former employee or applicant in any action alleging sexual harassment. Conversely, an employer’s compliance with this section does not insulate the employer from liability for sexual harassment of any current or former employee or applicant.
</html:p>
<html:p>
(h)
<html:span class="EnSpace"/>
If an employer violates the requirements of this section, the department may seek an order requiring the employer to comply with these requirements.
</html:p>
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