HB 569

Abstract

Employment discrimination; employee notification of federal and state statute of limitations. Requires an employer that employs 10 or more employees and that receives an employee complaint alleging sexual assault, harassment, or any other form of discrimination for which the employee may seek enforcement by the U.S. Equal Employment Opportunity Commission (EEOC) or the Office of the Attorney General to notify such employee that a charge may be filed with the EEOC or the Office of the Attorney General within 300 days after the alleged unlawful discriminatory practice occurred. The bill also requires an employer to provide this information as part of any new employee training provided at the commencement of employment or anti-discrimination training provided to an employee.

Employment discrimination; employee notification of federal and state statute of limitations. Requires an employer that employs 10 or more employees and that receives an employee complaint alleging sexual assault, harassment, or any other form of discrimination for which the employee may seek enforcement by the U.S. Equal Employment Opportunity Commission (EEOC) or the Office of the Attorney General to notify such employee that a charge may be filed with the EEOC or the Office of the Attorney General within 300 days after the alleged unlawful discriminatory practice occurred. The bill also requires an employer to provide this information as part of any new employee training provided at the commencement of employment or anti-discrimination training provided to an employee.

Employment discrimination; employee notificationof federal and state statute of limitations. Requires an employerwho receives an employee complaint alleging sexual assault, harassment,or any other form of discrimination for which the employee may seekenforcement by the U.S. Equal Employment Opportunity Commission (EEOC)or the Office of the Attorney General to notify such employee thata charge may be filed with the EEOC or the Office of the AttorneyGeneral within 300 days after the alleged unlawful discriminatorypractice occurred. The bill also requires an employer to provide this information as part of any new employee training provided atthe commencement of employment or anti-discrimination training providedto an employee.