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New California National Origin Regulations in Effect July 1: How to Avoid Harassment and Discrimination Claims under FEHA - On-Demand

New California National Origin Regulations in Effect July 1: Avoid Harassment &Discrimination Claims under FEHA - On-Demand

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New California National Origin Regulations in Effect July 1: How to Avoid Harassment and Discrimination Claims under FEHA - On-Demand

Webinar now available On-Demand.


WEBINAR SNAPSHOT: Learn how to comply with new California Fair Employment and Housing Council national origin regulations in effect July 1, 2018.



California’s Fair Employment and Housing Council (FEHC) has approved new regulations (in effect July 1, 2018) that expand protections on the basis of national origin and national origin groups.

California labor and employment attorneys are cautioning employers that these new regulations are expansive, and thus are likely to present significant legal risks for employers operating in the state. For instance, these regulations:

  • clarify how “national origin” and “national origin groups” are defined;
  • create a new burden for employers trying to establish a business reason for restricting language used in the workplace and explain the narrow circumstances when English-only policies may be legally permitted and the broad instances when they are unlawful; and
  • shed light on how to review job descriptions and job advertisements to determine if height and weight requirements are permitted under the California Fair Employment and Housing Act (FEHA).


Use this all-new on-demand webinar providing important insights into how to ensure that your organization’s policies and practices don’t spark legal liability under the new FEHC regulations due to association- or perception-based harassment and discrimination concerning English-only policies, job advertisements, job descriptions, and more.

You’ll learn:

  • A better understanding of the employee protections afforded under the new FEHC national origin regulations
  • The new requirement employers must meet for policies limiting the use of certain language(s) at work
  • Examples of what constitutes a “narrowly tailored” restriction on language that would likely meet the new standards under the FEHC regulations and examples that could spark legal liability
  • What to do if a customer, client, or employee asks your organization to require a language restriction
  • How “business necessity” is defined for purposes of determining whether “English-only” rule is permitted under state law
  • Examples of inquiries into one’s immigration status that are unlawful under the new FEHC regulations
  • How to review job advertisements and job descriptions to ensure that height and weight requirements to determine if they truly are job related and justified due to business necessity
  • Examples of height and weight requirements that could be construed as having an adverse impact on a national origin group
  • The important steps each California employer should take to avoid legal liability under the new FEHC regulations addressing national origin discrimination and harassment
  • Tips on training the workforce so you can minimize the risk of association- and perception-based national origin discrimination and harassment claims under California and federal law

About Your Presenter:

Megan Walker, Esq.Megan Walker, Esq.
Associate
Fisher Phillips LLP

 

 

 

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