Overview
- The Labor Commissioner posted compliant templates in English and Spanish, and notices must be standalone and sent through normal channels expected to reach employees within one business day.
- Employers must deliver the notice to all current employees annually, to new hires at hire, and to exclusive collective bargaining representatives when applicable.
- The notice must explain workers’ compensation benefits, rights related to immigration inspections, protections from unfair immigration-related practices, the right to organize, constitutional rights during workplace law-enforcement interactions, and relevant enforcement agencies.
- Employers must keep proof of distribution for three years and prepare to collect and update emergency-contact designations, including opt-in choices for notifications after arrests or detentions at work and off-site when the employer has actual knowledge.
- Penalties include up to $500 per employee for notice failures and up to $500 per employee per day for emergency-contact violations capped at $10,000 per employee, prompting advisories to stress documentation, HR training, and policy updates now.