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  • HR Library
    • Recruiting & Hiring
      • Job Descriptions
        • Why You Need Job Descriptions
        • Job Title
        • Job Summary
        • Essential Job Functions
        • Preparing the Job Specification
      • Exempt/Nonexempt
        • Determining Exempt or Nonexempt Employee Status
        • Executive Exemption
        • Administrative Exemption
        • Computer Professional Exemption
        • Professional Exemption
        • Outside Salesperson Exemption
        • Commissioned Inside Sales Employee Exemption
        • National Service Program Participant Exemption
        • Deductions From an Exempt Employee's Salary
      • Recruiting
        • Finding Candidates
        • Applications for Employment
        • Advertising the Job
        • Interviewing Candidates
        • Good Selection Practices
      • Background Checks and Testing
        • Checking Applicant References
        • Physical Examinations Prior to Employment
        • Drug and Alcohol Tests For Applicants and Employees
        • Polygraphs and Lie Detector Tests
        • Written Honesty Tests
        • Obtaining Applicant and Employee Credit Reports
        • Psychological Tests
        • Obtaining Investigative Consumer Reports
        • Obtaining Background Checks and Investigations by Employers
        • Restrictions on Obtaining Criminal History
        • Investigating Employee Wrongdoing or Harassment
        • Private Investigator Act
      • I-9: Verifying Eligibility
        • Verifying Eligibility for Employment and Establishing Identity
        • Completing the Form I-9
        • E-Verify
        • Discovering an Unauthorized Worker
        • Reverifying Employment Eligibility
        • Worksite Immigration Enforcement and Protections
        • The H-1B Visa
        • Avoiding Discrimination and Retaliation
      • Child Labor Laws
        • Child Labor Law Coverage
        • Employment Restrictions for Minors
        • Work Permits for Minors
        • Working Hours for Minors
        • Wages for Minors
        • Penalties for Incorrectly Employing Minors
      • Types of Workers
        • Direct Hires
        • Non-Direct Hires
        • Independent Contractors
        • Interns
        • Volunteers
        • Industrial Homeworkers
        • Remote Workers/Telecommuters
      • Recordkeeping
        • Retaining Applications
      • Getting New Employees Started
        • Determining Starting Pay
        • Offering Employment
        • New Employee Orientation
        • Employee Identification
        • Training New Hires
    • Benefits
      • Health and Retirement Benefits
        • Health Savings Accounts
        • Same-Sex Spouses and Domestic Partner Benefits
        • Health Insurance Premium Payment Program
        • Health Insurance Portability and Accountability Act (HIPAA)
        • Employee Retirement Income Security Act (ERISA)
        • Wellness Programs
        • Private Retirement Savings Plans
      • Federal Health Care Reform
      • Unemployment Insurance
        • UI Benefits and COVID-19
        • Wages Subject to Unemployment Insurance Taxes
        • Employers Subject to the Unemployment Insurance Tax
        • Employer's Tax Obligations
        • Making an Unemployment Insurance Claim
        • Responding to Unemployment Insurance Claims
        • Combining Unemployment Insurance With Other Benefits
        • Work Sharing Program
      • State Disability Insurance and Paid Family Leave
        • State Disability Leave/Paid Family Leave Comparison
        • State Disability Insurance Defined
        • Coordinating State Disability Insurance With Other Benefits
        • Employment Covered by State Disability Insurance
        • Filing a State Disability Insurance Claim
        • State Disability Insurance Benefit Payments
        • Paid Family Leave Defined
        • Paid Family Leave Benefit Payments
        • State Disability Insurance, Paid Family Leave, Transfers and Reinstatement
        • Complying with State Disability Insurance and Paid Family Leave Laws
      • Required and Optional Benefits
        • Required Benefits
        • Optional Benefits
    • Pay & Scheduling
      • California Wage and Hour Laws
        • State Versus Federal Law: Which Prevails?
        • California Wage Orders
        • Employee Classification
        • Wage Order Listings
        • Wage and Hour Enforcement and Penalties
        • Fair Labor Standards Act (FLSA)
      • Wages and Salaries
        • Wage and Hour Law: Definitions of Terms
        • Minimum Wage
        • Piece Rate Pay
        • Split Shift Pay
        • Shift Differential Pay
        • Reporting Time Pay
        • On-Call and Standby Pay
        • Power Outage Pay
        • Timely Payment
        • Expense Reimbursements
        • Form of Wage Payment
        • Wage and Hour Requirements for Specific Industries
      • Deductions from Wages
        • Standard Deductions: Taxes
        • Automatic 401(k) Payroll Deductions
        • Employee Tardiness
        • Employee Debts, Loans and Deductions
        • Deductions for Overpayment of Wages
        • Unreturned Tools and Uniforms
        • Cash Bonds and Deposits
        • Meals and Lodging
        • Garnishment Against Wages
      • Incentive Pay
        • Bonuses
        • Tips and Gratuities
        • Commissions
      • Uniforms, Tools and Equipment
        • Tools, Uniforms and Equipment Explained
      • Hours of Work and Recording Time Worked
        • Maximum Hours of Work
        • Minimum Hours of Work
        • Mandatory Days Off
        • Minimum Time Between Shifts
        • Travel Time
        • Preparation Time
        • Security Screenings
        • Education and Training Time
        • Timekeeping and Recording Guidelines
        • Exceptions for Specific Industries
      • Overtime Pay
        • Understanding Basic Overtime Requirements
        • Defining Workdays and Workweeks
        • Calculating Overtime
        • Requiring Mandatory Overtime
        • Overtime Examples
        • Using Makeup Time
        • Compensatory Time Off
        • Overtime Exceptions for Specific Industries
      • Meal and Rest Breaks
        • Premium Pay for Meal and/or Rest Break Violations
        • Meal Breaks
        • Rest Breaks
        • Meal and Rest Break Exceptions
        • Meal and Rest Break Best Practices
      • Alternative Workweek Scheduling
        • Alternative Workweek Defined
        • Creating an Alternative Workweek Schedule
        • Maintaining the Alternative Workweek Schedule
        • Paying Overtime in an Alternative Workweek
        • Repealing the Alternative Workweek Schedule
        • Invalidating Alternative Workweeks
        • Exceptions to the Alternative Workweek
    • Leaves of Absence
      • COVID-19: Federal, State and Local Leave Issues
      • Family and Medical Leave
        • California Family Rights Act Overview (CFRA)
        • Family and Medical Leave Act Overview (FMLA)
        • CFRA and FMLA Employer Coverage
        • FMLA and CFRA Qualifying Reasons
        • Calculating Weeks for Leave
        • Certification for Family and Medical Leave
        • Notice Requirements for Employer and Employee
        • Family and Medical Leave Designation
        • Pay and Benefits During Family and Medical Leave
        • Return to Work After Family and Medical Leave
        • Leave Interactions
        • Penalties for Violating Family, Medical and Parental Leave Laws
      • Pregnancy Disability Leave
        • Pregnancy Disability Leave Notice Requirements
        • Pregnancy Disability Leave Requirements
        • Providing Reasonable Accommodation and Transfers
        • Pay and Benefits During Pregnancy Disability Leave
        • Returning to Work After PDL
        • Pregnancy Discrimination
        • Penalties for Failing to Comply with Pregnancy Disability Leave Laws
        • Employees Expressing Breast Milk at Work
      • Paid Family Leave
      • Paid Sick Leave
        • California's Mandatory Paid Sick Leave Law Overview
        • Employers Covered Under the Mandatory Paid Sick Leave Law
        • Employees Entitled to the Benefit
        • Calculating Leave - Employer Options
        • Permissible Usage
        • Parameters of Paid Sick Leave Use
        • Paying the Employee for the Sick Day
        • Employee Leaves Employment and Reinstatement
        • Posting, Notices and Recordkeeping
        • Protections and Attendance
        • Penalties for Non-Compliance
        • Optional Additional Paid Sick Leave
        • Coordinating Paid Leave
        • Kin Care
      • Vacation, Paid Time Off and Holidays
        • Vacation
        • Paid Time Off (PTO)
        • Holidays
      • Bereavement Leave
      • Organ and Bone Marrow Donor Leave
        • Organ and Bone Marrow Donor Leave Explained
      • Crime Victim's Leave
        • Victims' Leave for Judicial Proceedings Related to the Crime
        • Leave for Any Proceeding Involving Victims' Rights
      • Domestic Violence and Sexual Assault and Stalking Victims' Leave
        • Mandatory Paid Sick Leave for Victims
        • Time Off for Legal Proceedings
        • Time Off for Medical Treatment: Employers With 25 or More Employees
        • Discrimination Protections
        • Accommodating Victims
        • Required Notice
      • Jury or Witness Duty Leave
        • Jury or Witness Duty Leave Explained
      • Military Service Leave
        • Military Service Leave (USERRA)
        • Military Service Leave (California)
        • Military Spouse Leave
      • School Appearance and Activities Leave
        • School Appearance Leave
        • School and Child Care Activities Leave
      • Volunteer Civil Service Leave
        • Eligibility for Volunteer Civil Service Leave
        • Civil Air Patrol Leave
      • Voting Leave
      • Other Leaves
        • Extended Disability Leave
        • Personal Leaves of Absence
        • Unpaid Personal Leave
        • Education Leave
        • Sabbaticals
    • Discrimination
      • Discrimination Defined
        • Discrimination Law Posting Requirements
      • Retaliation
        • California Law Defines Retaliation Protections
        • Federal Laws Define Retaliation Protections
        • Whistleblower Protections
        • Proving Retaliation
        • Preventing Retaliation
      • Types of Discrimination
        • Protected Classes Overview
        • Age
        • AIDS or HIV-Positive Status
        • Gender, Sex, and Gender Identity and Expression
        • Wage Equality - Fair Pay Act
        • Marital Status
        • Medical Condition and Genetic Information
        • Military and Veteran Status
        • Marijuana Use
        • National Origin Discrimination
        • Pregnancy
        • Race
        • Religion
        • Sexual Orientation
      • Laws Prohibiting Discrimination
        • California Constitution
        • California's Fair Employment and Housing Act (FEHA)
        • California Unfair Competition Law (UCL)
        • Title VII of the Civil Rights Act of 1964 (Title VII)
        • The Civil Rights Act of 1991
        • Age Discrimination in Employment Act of 1967 (ADEA)
        • California's Fair Pay Act
        • California Laws Prohibiting Human Trafficking
      • Other Federal and State Protections
        • Wage Equality - Fair Pay Act
        • California Codes and Discrimination Protections
        • Health Care Employees and Discrimination Protection
        • Immigrant Workers and Discrimination/Retaliation Protections
        • Lawful Conduct Outside of Work and Discrimination Protections
        • National Labor Relations Act (NLRA)
        • Political Activity and Discrimination Protections
        • Protection for Discussing Working Conditions
        • Public Assistance and Discrimination Protections
        • Workers' Compensation and Discrimination Protections
      • Other Discrimination Related to the Workplace
        • Discrimination Versus Free Speech
        • Dress Standards
        • Height and Weight Standards
      • Claims and Lawsuits
        • Unequal (Disparate) Treatment
        • Unequal (Disparate) Impact
        • Filing a Discrimination Claim Under Federal Law
        • Filing a Discrimination Charge Under State Law
        • Supervisors not Personally Liable for Discrimination or Retaliation
        • Claims Filed Under the California Civil Code
      • Investigations
        • Guidelines for Responding to Discrimination Investigations
        • Scope of a Discrimination Investigation
        • Managing Company Response to a Discrimination Investigation
      • Penalties
        • Remedies Under FEHA
        • Compensatory and Punitive Damages Under Title VII
        • Front Pay Unlimited Under Title VII
        • Punitive Damages Under Title VII
        • Limits on Punitive Damages in Discrimination Lawsuits
      • Defense Against Claims
        • Bona Fide Occupational Qualification (BFOQ) as a Discrimination Defense
        • Business Necessity as a Discrimination Defense
        • Job-Relatedness as a Discrimination Defense
        • "Reasonable Factor Other than Age" as an Age Discrimination Defense
        • Security Regulations as a Discrimination Defense
        • Nondiscrimination or Affirmative Action Plans as a Discrimination Defense
        • The "Same-Actor Inference" Defense
        • Otherwise Required by Law as a Discrimination Defense
      • Discrimination Prevention
        • Required Policy
        • Avoiding Discrimination
        • Required Postings
      • Discrimination Reporting Requirements
        • EEO Reporting Requirements
        • Affirmative Action Reporting
        • Individuals With Disabilities
        • Veterans Reporting
        • Required State Contractor Reporting Forms
      • Affirmative Action
        • Affirmative Action and Federal Contractors and Subcontractors
        • State Contractors and Subcontractor Nondiscrimination Programs
        • Voluntary Affirmative Action Plans
        • Preparing an Affirmative Action Program
    • Harassment
      • Sexual Harassment Defined
      • Harassment Coverage
      • Hostile Environment Harassment
      • Harassment Retaliation
      • Liability for Sexual Harassment
      • Sexual Harassment Claims and Lawsuits
      • Effective Harassment Prevention
      • Investigations
        • Investigations Overview
        • Example of a Proper Investigation
        • Example of Improper Investigations
        • Select the Sexual Harassment Investigator
        • Take Interim Action Pending the Investigation's Outcome
        • Take Accurate Notes
        • Interview the Complainant
        • Interview the Alleged Harasser
        • Interview Other Witnesses
        • Conduct Follow-Up Interviews
        • Prepare an Investigation Summary and Retain Files
      • Resolving Sexual Harassment Complaints
      • Defamation Protection After Harassment Complaint
      • Mandatory Harassment Prevention Training
      • Harassment Prevention Training Requirements for Specific Industries or Individuals
    • Disabilities and Accessibility
      • Laws Protecting Employees with Disabilities
        • ADA and FEHA
        • Proving Discrimination
        • Discrimination on the Basis of Genetic Characteristics and Genetic Information
        • Drugs and Alcohol
        • Workplace Injuries and Disability Discrimination
        • Disabilities and Employee Benefits
        • Temporary Workers and Disability Discrimination
        • Required ADA/FEHA Posters
      • Definitions
        • Examples of Disabilities
        • "Record Of," "Regarded As" and "Perceived As" Defined
        • Exclusions From Disability
        • Correctable Impairments May Be Disabilities
        • "Limits" and "Substantially Limits" Defined
        • "Major Life Activities" Defined
        • "Qualified Individual With a Disability" Defined
        • "Essential Job Functions" Defined
        • Types of Covered Disabilities
      • Reasonable Accommodation
        • Examples of Accommodations
        • Accommodating Residual Effects of a Disability
        • Assistive and Service Animals
        • Attendance and Accommodations
        • Defenses
        • Direct Threat to Health or Safety of Others
        • Direct Threat to Health or Safety of Self
        • Extended Disability Leave as a Reasonable Accommodation
        • Failure to Accommodate
        • Food Handling Risk
        • Health Care Employees Threat to Others
        • Interactive Process for Reasonable Accommodations
        • Obligations of the Employee in the Interactive Process
        • Obligations of the Employer in the Interactive Process
        • Reasonable Accommodation and Hostile Conduct
        • Reasonable Accommodation Obligation Is Ongoing
        • Reassignment as a Reasonable Accommodation
        • Seniority System and Accommodation
        • Telecommuting as a Reasonable Accommodation
        • Undue Hardship
      • Documentation of Disability
        • Sufficient Documentation
        • Confidentiality of Medical Records
        • Physician's Examination
      • Medical Exams and Inquiries
        • Medical Examinations and Inquiries Defined
        • Nonmedical Examinations
        • Disability-Related Inquiries
        • Recruiting and Advertising and Disability-Related Inquiries
        • Employee Health and Wellness Programs and Disability-Related Inquiries and Examinations
        • Applications and Job Tests for People With Disabilities
        • Medical Examinations and Inquiries Prior to Offer of Employment
        • Medical Examinations and Inquiries Post-Offer/Pre-Employment
        • Medical Examinations and Inquiries During Employment
        • Medical Examinations and Inquiries When the Employee Is an Applicant
        • Medical Information From Third Parties
      • Disability Claims, Enforcement and Penalties
        • Disability Harassment Claims
        • Disability Retaliation and Interference Claims
        • Disability Association Claims
        • Failure to Accommodate Claims
        • ADA and FEHA Remedies and Enforcement
      • Disability Leave
      • Accessibility Resources
    • Discipline & Termination
      • Categories of Disciplinary Issues
        • Performance and Conduct
        • Absenteeism and Tardiness
      • Making Disciplinary Decisions
        • Progressive Discipline
        • Issuing Warnings
        • Documenting the Discipline Process
        • Consistency and Reasonableness in Disciplinary Decisions
        • Holding Investigatory Meetings
        • Taking Disciplinary Action
        • Demoting Employees
      • At-Will Employment
        • Preserving At-Will Employment
        • Promise to Terminate for Just Cause
        • Employment Contracts Modify At-Will Employment
      • When You Cannot Terminate
        • Anti-Discrimination Statutes
        • Anti-Retaliation Statutes
        • Protected Activities
      • Avoiding Wrongful Termination Lawsuits
        • Avoiding Wrongful Termination Lawsuits Overview
        • Limiting Exposure to Lawsuits
        • Investigating Employees
        • Understanding Constructive Discharge Claims
      • Avoiding Public Policy Violations
        • Avoiding Public Policy Violations Overview
        • Misleading Potential Employees
        • Holding Corporations Liable for Wrongful Termination
      • Final Pay
        • Final Pay Explained
      • Exit Interviews
      • Employee Notices
        • Providing the For Your Benefit Pamphlet (Form DE 2320)
        • Providing the Notice of COBRA Rights
        • Termination Notice and Unemployment Insurance
        • Provide a Statement of Reasons for Termination
        • Providing References for Former Employees
        • Discipline and Termination Policies
      • Layoffs
        • Making and Documenting Layoff Decisions
        • Displaced Workers
      • Mass Layoffs and Plant Closings
        • Covered Employers
        • Events That Trigger the WARN Act
        • WARN Act Notice Content and Recipients
        • Exceptions to the 60-Day WARN Notice Requirement
        • Penalties for Violating the WARN Act
    • COBRA and Cal-COBRA
      • COBRA
        • COBRA Subsidies Under American Rescue Plan Act
        • Covered Employers
        • Covered Employees
        • Qualifying Events and Extending COBRA Coverage
        • Denying and Terminating COBRA Coverage
        • COBRA Coverage Must Equal Active Employees Coverage
        • Converting a Group Policy to an Individual Policy
        • COBRA Notice Requirements
        • Electing COBRA Coverage
        • Paying for COBRA Coverage
        • COBRA Interaction With Other Laws
        • Prohibited Acts and Penalties
      • Cal-COBRA
        • Cal-COBRA Interaction with COBRA
        • Cal-COBRA Qualified Beneficiary
        • Individuals Excluded From Cal-COBRA
        • Cal-COBRA and Domestic Partners
        • Cal-COBRA Qualifying Events
        • Cal-COBRA Notice Requirements
        • Cal-COBRA Cost
        • Cal-COBRA Length of Coverage
    • Workplace Safety
      • Creating a Health and Safety Plan
        • Minimum Workplace Safety Requirements
        • Injury and Illness Prevention Program (IIPP)
        • Emergency Action Plan
        • Emergency Conditions
        • Fire Prevention Plan
        • Work Surfaces, Control Devices and Emergency Equipment
        • Hazard Communication Program (HAZCOM)
        • Repetitive Motion Injuries (Ergonomics)
        • Heat Illness Prevention Plans
        • Providing Personal Protective Equipment
        • Health Care Workers
        • Hotel Housekeepers
        • Amusement Ride Safety
        • Other Standards to Consider
        • Why You Must Maintain These Plans
        • Creating a Written Program
      • Cal/OSHA Requirements and Inspections
        • Reporting Serious Injury or Death
        • Recording Work-Related Injuries and Illnesses
        • Cal/OSHA Emergency COVID-19 Regulation
        • Providing Safety Training
        • When Does Cal/OSHA Perform Inspections?
        • What Should You Do to Prepare for a Cal/OSHA Inspection?
        • What Is the Cal/OSHA Inspection Process?
        • What Happens if the Inspector Finds a Violation?
        • What Happens If You Disagree With the Results of an Inspection?
      • Drugs and Alcohol
        • Federal Drug-Free Workplace Act of 1988
        • California's Drug-Free Workplace Act
        • Adult Use of Marijuana Act
        • Transportation Industry Drug and Alcohol Testing
        • When Drug Testing May Be Permitted
        • Drug- and Alcohol-Free Workplace Policies
        • Drug or Alcohol Rehabilitation
        • Smoking in the Workplace
      • Heat Illness
        • Heat Illness Overview
        • Providing Water
        • Providing Shade
        • Acclimatization
        • Training Employees on Heat Illness
        • Implementing High-Heat Procedures
        • Emergency Response Procedures
        • Documenting Heat Illness Prevention Procedures
        • Recognizing Conditions That Create Heat Illness
        • Recognizing Symptoms of Heat Illness
        • Outdoor Workplaces vs. Indoor Workplaces
      • Violence in the Workplace
        • Reducing the Risk of Workplace Violence
        • Assessing Vulnerability
        • Preventing Workplace Violence
        • Responding to Workplace Violence
        • Recording and Reporting Incidents of Workplace Violence
        • California Laws About Workplace Violence
        • Understand the Warning Signs and Risk Factors for Workplace Violence
        • Creating Violence Prevention Policies
        • Industry-Specific Workplace Violence Requirements
        • Factors That Increase The Risk Of Workplace Violence
        • Understanding the Changing Face of Workplace Violence
    • Workers' Compensation
      • What is Workers' Compensation?
        • Workers' Compensation Benefits and Administration
      • Covered Employers and Employees
        • Employers Covered by Workers' Compensation
        • Workers' Compensation Coverage Agreements Between Employers
        • Employees Covered By Workers' Compensation
        • Who Isn't Covered by Workers' Compensation?
        • Independent Contractors and Workers' Compensation
        • Subcontractor Employees
      • Covered Injuries
        • Covered Injuries Overview
        • Injuries Outside the Workplace
        • Workers' Compensation Exceptions for Emergency Personnel
        • Types of Injuries Covered
        • Exclusive Remedy for Workplace Injuries
        • Exclusions From Workers' Compensation Coverage
        • Employee Injuries While Commuting
        • Aggravation of a Previous Injury or Illness
        • Injuries to Telecommuters
        • Injuries Caused by Employee Misconduct
        • Multiple Injuries and Apportionment
        • Death Benefits
        • COVID-19 and Workplace Injuries
      • Stress-Related Injuries
        • Stress-Related Injuries Overview
        • Defending Against Claims of Stress-Related Injuries
        • "Good Faith Personnel Action" Defense
      • Posters and Notices
        • Workers' Compensation Poster and MPN Posting
        • Workers' Compensation Pamphlet
        • Written Notice for Crime Victims
        • Written Notice for Victims of Terrorist Act
        • Written Notice of COVID-19 Exposure
      • Medical Treatment Rights and Obligations
        • Predesignating a Personal Physician, Chiropractor or Acupuncturist
        • Mandatory Utilization Review, Independent Medical Review, and the Appeal Process
      • What to do When an Injury Occurs
        • What to do When an Injury Occurs Overview
        • Provide Medical Care
        • Give the Employee a Workers' Compensation Claim Form
        • Report the Incident to the Insurance Company
        • Notice of Employee Death to the Department of Industrial Relations
        • Cal/OSHA Record Keeping Obligations
        • Report Serious Incidents or Death
        • Investigate and Take Preventative Measures
        • Communicate With the Employee
        • Privacy of Workers' Compensation Medical Records
        • Promote Prompt Claim Closure
        • Returning Permanent and Stationary Employees to Work
        • Offering a Modified or Alternate Position
        • Return to Work Incentives
        • Supplemental Job Displacement Benefits
        • Benefits During Workers' Compensation
      • Penalties
        • Penalties Explained
        • Penalties for Workers' Compensation Fraud
      • Employee Protection from Discrimination
        • Employee Protection from Discrimination Overview
        • Disability Discrimination Laws and Workers' Compensation
        • Employees Can Sue for Discrimination
    • Privacy
      • Balancing Privacy Against Business Needs
        • Provide Advance Notice of Workplace Privacy
        • Obtain Consent to Access Private Information
        • Have a Legitimate Business Purpose to Search
        • Seek Advice of Counsel When Privacy Is an Issue
      • California Privacy Rights Act
        • CPRA Background
        • CPRA Coverage
        • Employer Obligations Under the CPRA
        • Notice and Disclosure Requirements
        • Consumer Rights Under CPRA
        • CPRA Training Requirements
        • Preparing for 2023
      • Federal and State Privacy Protections
        • Constitutional Privacy Protections
        • Common Law Privacy Claims
      • Social Media
        • Restricted Access to Personal Social Media Accounts
        • Using Social Media as a Hiring Tool
        • Social Media and Employee Discipline
        • Social Media and Employer Policies
        • Company Social Media Accounts
      • Monitoring Employees
        • California Consumer Privacy Act
        • Computers and Privacy
        • Electronic Surveillance
        • Establishing Company Property and Privacy Policies
        • Property Searches
        • Shopping Investigations
        • Telephone, Voice Mail and Email Monitoring
      • Protecting Employer Information
        • Noncompetition Agreements Generally Prohibited
        • Trade Secrets
        • Confidentiality Policies
        • Soliciting Customers
        • Unfair Competition
        • Employee Inventions
    • Personnel Records
      • Keeping Employee Information Private
        • Keeping Personnel Records Private
        • Keeping Medical Information Private
        • Keeping Credit Information Private
        • Considering Personal Relationships and Off-Duty Conduct
        • Considering Political Affiliation
        • Employee Illiteracy
        • Keeping Fingerprints and Photographs Private
        • Keeping Electronic Information Private
        • Keeping Social Security Numbers Private
        • Keeping Driver's Licenses Private
      • Recordkeeping
        • How Long to Retain Records
        • Where to Retain Records
        • Disposing of Records
      • Accessing Employee Information
        • Access to Personnel Files
        • Access to Payroll Files
        • Government Agencies and Access to Records
        • Civil Action Subpoena of Records
        • Service of Subpoenas on Employers
        • Child Support Laws and Employee Records
      • Responding to Reference Checks
        • General Guidelines for Responding to Reference Checks
        • Defamation Protection - Harassment Complaints
        • Compelled Self-Publication
        • Statements to a Police Department
    • Unions
      • National Labor Relations Act
        • Covered Employers
        • Jurisdictional Standards
        • Excluded Employees
        • Rights of Employees
        • NLRB Powers
      • Unfair Labor Practice Charges
        • Unfair Labor Practices Overview
        • Unfair Labor Practices of Employers
        • Unfair Labor Practices of Unions
        • Other Unfair Labor Practices of Unions and Employers
      • Protected Concerted Activity in Union and Non-Union Workplaces
        • Protected Concerted Activity in Union and Non-Union Workplaces Overview
        • Employer Investigations
        • Arbitration Agreements
        • Balancing of Protected Rights and Employer Justifications
        • Employee Handbooks and Employment Policies
        • Overly Broad Confidentiality Provisions
        • Policies Against Union Insignia
        • Social Media Use and Unfair Labor Practice Charges
        • Use of Employer's Email System for Protected Activities
        • Practical Considerations For Employers
      • Employee Rights to Strike and Picket
        • Economic Strike Defined
        • Unfair Labor Practice Strike Defined
        • Strikes Unlawful Because of Purpose
        • Unlawful Strike in Violation of No-Strike Provision
        • Misconduct of Strikers
        • The Right to Picket
        • Union Picketing on Private Property
        • Legality of Intermittent or Partial Strikes
      • Representation and Election Process
        • Representation and Election Process Overview
        • Union Organizing Tactics
        • Practical Considerations For Employers
        • Exclusive Bargaining Representative
        • Other Petitions and Elections
      • Collective Bargaining
        • Duty to Bargain in Good Faith
        • Ending or Changing a Contract
        • Subjects of Bargaining
        • Violating an Employer's Duty to Bargain
        • Adjustment of Grievances
      • Union Security Agreements
        • Building and Construction Industry Exception
        • Religious Objections to Union-Security Agreements
        • Construction Industry Pre-Hire Union-Security Agreements
    • Employee Policies & Handbook
    • Required Posters & Pamphlets
    • Q&As
  • Local Ordinances
    • Northern California
      • Alameda
        • Alameda Minimum Wage Ordinance
      • Belmont
        • Belmont Minimum Wage Ordinance
      • Berkeley
        • Berkeley Minimum Wage Ordinance
        • Berkeley Paid Sick Leave Ordinance
        • Berkeley Family Friendly and Environment Friendly Workplace Ordinance
      • Burlingame
        • Burlingame Minimum Wage Ordinance
      • Cupertino
        • Cupertino Minimum Wage Ordinance
      • Daly City
        • Daly City Minimum Wage Ordinance
      • East Palo Alto
        • East Palo Alto Minimum Wage
      • El Cerrito
        • El Cerrito Minimum Wage Ordinance
      • Emeryville
        • Emeryville Minimum Wage Ordinance
        • Emeryville Paid Sick Leave Ordinance
        • Emeryville Fair Workweek Ordinance
      • Fremont
        • Fremont Minimum Wage Ordinance
      • Foster City
        • Foster City Minimum Wage Ordinance
      • Half Moon Bay
        • Half Moon Bay Minimum Wage Ordinance
      • Hayward
        • Hayward Minimum Wage Ordinance
      • Los Altos
        • Los Altos Minimum Wage Ordinance
      • Menlo Park
        • Menlo Park Minimum Wage Ordinance
      • Milpitas
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Add Website to Mobile Device Home Screen

Follow the instructions below to add a shortcut to a website on the home screen of your iPad, iPhone, or Android devices.

iPad or iPhone

  1. Launch "Safari" app. This does not work from the "Chrome" app.
  2. Enter into the address field the URL of the website you want to create a shortcut to. Tap "Go."
  3. Tap the icon featuring a right-pointing arrow coming out of a box along the bottom of the Safari window to open a drop-down menu.
  4. Tap "Add to Home Screen." The Add to Home dialog box will appear, with the icon that will be used for this website on the left side of the dialog box.
  5. Enter the name for the shortcut using the on-screen keyboard and tap "Add." Safari will close automatically and you will be taken to where the icon is located on your iPad's desktop.

Android

  1. Launch "Chrome" app.
  2. Open the website or web page you want to pin to your home screen.
  3. Tap the menu icon (3 dots in upper right-hand corner) and tap Add to homescreen.
  4. You'll be able to enter a name for the shortcut and then Chrome will add it to your home screen.