Stop and think for a minute. You can probably identify someone in your life who’s fallen victim to a crime. You may remember them needing to attend interviews with police or prosecutors about the offense, hearings in court or medical treatment.
If someone has victimized you, then you may know about these different obligations all too well. Fortunately, Assembly Bill (AB) 2992, went into effect and now protects your right to tend to these different obligations without fear of discrimination or termination by your employer.
How did AB 2992 come into being?
Labor Code (LC) 230 was the initial California law that required employers with 25 or more employees to provide any workers who’d reported suffering stalking, domestic violence or sexual assault with time off to receive medical care. LC 230 also made it unlawful for employers to appear in court after serving on a jury or receiving a subpoena.
Proponents of AB 2992 sought to expand protections afforded to workers under LC 230. This latest law also protects workers who previously suffered physical or mental injuries from employer discrimination. This newest law also requires employers to allow their workers to take leave to receive medical care and safety training after an act of violence, no matter their role in the incident.
Ensuring that your employer affords you your civil rights under AB 2992
You do have to ask for protection under AB 2992 if you want to receive it. You may also need to provide your employer with a police report or some other documentation to justify your request.
If your employer fails in their obligation to you, don’t assume that you’re powerless. You have every right to pursue an employment discrimination claim.