Your Right to Organize or Engage in Protected Activity in the Workplace.

Most employees in California have the right to organize, join or participate in Union Activities. Giving them the right to act together with co-workers to raise concerns about workplace issues, improving working conditions, and engage in collective bargaining. Furthermore, it is illegal for an employer to:
* Interfere with, restrain or discourage union or protected activities.
* Threaten, retaliate or discriminate against an employee because of their union support or participation in protected activities.


Your Right to be Informed of Immigration Inspections.

California Labor Code section 90.2 requires employers to notify current employees - using their normal language - within 72 hours of receiving notice of an immigration agency inspection of employment records, such as Form I-9 (proof of ID and federal permission to work) employers must post a notice with details about the inspection and provide information about employee rights and the availability of representation.

This law, added by Assembly Bill 450, also prohibits unfair immigration-related employer practices and protects employees from retaliation or being reported or threatened to be reported for exercising their rights. Employers who violate these requirements may face penalties.

Your Protections Against Unfair Immigration- Related Practices

California Labor Code section 1019 makes it illegal foe employers to retaliate against workers for exercising their labor rights through unfair immigration-related practices. These practices include, but are not limited to, demanding unnecessary documentation, misusing E-Verify, or reporting or threatening to report the employee or members of the employee’s family to immigration authorities. Violations can result in penalties of up to $10,000 per incident. The law also protects employees who report wage thief, file complaints, or seek information about their workplace rights. If an employer takes adverse action within 90 days of one of these protected activities, the law creates a presumption that the action was retaliatory.

Your Right to Designate an Emergency Contact

California Labor Code 1555, added by Senate Bill 294, requires employers to allow employees to designate an emergency contact and indicate whether that contact should be notified if the employee is arrested or detained at work. If those conditions are met and the employer has knowledge of the situation, the employer must notify the designated contact. Employers who fail to comply may face significant penalties. This law applies to new hires after March 30, 2026 and to all existing employees by that date. This information is meant to provide a brief overview and not legal advice. You should always consult the appropriate qualified professional regarding your individual situation.