{"id":1116,"date":"2020-12-02T17:22:58","date_gmt":"2020-12-03T01:22:58","guid":{"rendered":"https:\/\/dieferlaw.com\/employment-law-on-discrimination-in-california-workplaces\/"},"modified":"2023-10-05T05:58:35","modified_gmt":"2023-10-05T12:58:35","slug":"legislacion-laboral-sobre-discriminacion-en-los-centros-de-trabajo-de-california","status":"publish","type":"post","link":"https:\/\/dieferlaw.com\/es\/blog\/legislacion-laboral-sobre-discriminacion-en-los-centros-de-trabajo-de-california\/","title":{"rendered":"Legislaci\u00f3n laboral sobre discriminaci\u00f3n en los centros de trabajo de California"},"content":{"rendered":"<p>La discriminaci\u00f3n en los lugares de trabajo de California es ilegal, y el Departamento de Empleo y Vivienda Justos del estado supervisa a las empresas y hace cumplir las leyes. Los solicitantes de empleo y los empleados est\u00e1n protegidos contra la discriminaci\u00f3n por estas leyes. La FEHA se aplica a los empleadores privados y p\u00fablicos, junto con las agencias de empleo y las organizaciones laborales. Las siguientes pr\u00e1cticas empresariales est\u00e1n incluidas en la <a href=\"https:\/\/www.dfeh.ca.gov\/Employment\/#looksLikeBody\" target=\"_blank\" rel=\"noopener\">leyes que proh\u00edben la discriminaci\u00f3n laboral<\/a>:<\/p>\n<p><img fetchpriority=\"high\" decoding=\"async\" src=\"https:\/\/dieferlaw.com\/wp-content\/uploads\/2020\/12\/DiEFER-Law-employment-discrimination-California.jpg\" sizes=\"(max-width: 550px) 100vw, 550px\" srcset=\"https:\/\/dieferlaw.com\/wp-content\/uploads\/2020\/12\/DiEFER-Law-employment-discrimination-California.jpg 550w, https:\/\/dieferlaw.com\/wp-content\/uploads\/2020\/12\/DiEFER-Law-employment-discrimination-California-300x191.jpg 300w\" alt=\"Discriminaci\u00f3n laboral\" width=\"550\" height=\"350\" title=\"\"><\/p>\n<ul>\n<li>Anuncios de vacantes<\/li>\n<li>Solicitudes de empleo, preselecci\u00f3n, entrevistas y citas<\/li>\n<li>Contrataci\u00f3n y promoci\u00f3n de empleados<\/li>\n<li>Traslado, separaci\u00f3n y despido de trabajadores<\/li>\n<li>Compensaci\u00f3n<\/li>\n<li>Condiciones de trabajo<\/li>\n<li>Participaci\u00f3n de los empleados en programas de aprendizaje o formaci\u00f3n<\/li>\n<li>Participaci\u00f3n en sindicatos u organizaciones de trabajadores<\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<p>La FEHA establece que ning\u00fan empleado, contratista, solicitante, voluntario o becario no remunerado puede ser acosado por motivos de categor\u00edas protegidas. Esto se aplica a todos los lugares de trabajo en. California, independientemente del n\u00famero de empleados.<\/p>\n<p>Los siguientes aspectos de la protecci\u00f3n contra la discriminaci\u00f3n se basan en el n\u00famero de empleados:<\/p>\n<ul>\n<li>Los empresarios que tengan cinco o m\u00e1s trabajadores no pueden utilizar categor\u00edas protegidas para discriminar a empleados o solicitantes de empleo, ni pueden tomar represalias si los empleados hacen valer sus derechos legales.<\/li>\n<li>Las empresas de cinco o m\u00e1s empleados deben permitir una baja por incapacidad de hasta cuatro meses a los trabajadores cuya incapacidad est\u00e9 relacionada con el parto, el embarazo o afecciones m\u00e9dicas asociadas.<\/li>\n<li>Cuando el n\u00famero de empleados es de 20 o m\u00e1s, entra en vigor la Ley de Permiso por Nacimiento de Hijo. En virtud de esta ley, los padres deben disfrutar de un permiso con protecci\u00f3n del puesto de trabajo tras el nacimiento, la adopci\u00f3n o la acogida del hijo.<\/li>\n<li>Las empresas de m\u00e1s de 50 empleados deben cumplir la Ley de Derechos de la Familia de California, que obliga a proteger el empleo y a conceder permisos por parto, adopci\u00f3n o colocaci\u00f3n de un hijo en acogida.<\/li>\n<li>Las empresas de m\u00e1s de 50 empleados tambi\u00e9n deben proporcionar un permiso laboral protegido cuando un empleado, su hijo, c\u00f3nyuge o familiar padezca una enfermedad grave.<\/li>\n<li>Seg\u00fan el DFEH, los empresarios que tengan 50 o m\u00e1s empleados deben proporcionar a los supervisores formaci\u00f3n en prevenci\u00f3n del acoso sexual.<\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<p>Los empleados de California pueden presentar denuncias si los empresarios no cumplen las leyes que protegen contra la discriminaci\u00f3n y <a href=\"\/es\/abogado-de-acoso-sexual-del-condado-de-orange\/\">acoso sexual<\/a>.<\/p>","protected":false},"excerpt":{"rendered":"<p>Discrimination in California workplaces is illegal, and the state\u2019s Department of Fair Employment and Housing monitors employers and enforces the laws. Job applicants and employees are protected from discrimination under these laws. FEHA applies to private and public employers, along with employment agencies and labor organizations. The following business practices are included in the laws [&hellip;]<\/p>\n","protected":false},"author":21,"featured_media":0,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"site-sidebar-layout":"default","site-content-layout":null,"ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":null,"ast-featured-img":"","footer-sml-layout":"","ast-disable-related-posts":"","theme-transparent-header-meta":"default","adv-header-id-meta":"","stick-header-meta":"default","header-above-stick-meta":null,"header-main-stick-meta":"","header-below-stick-meta":null,"astra-migrate-meta-layouts":"default","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"footnotes":""},"categories":[1],"tags":[],"class_list":["post-1116","post","type-post","status-publish","format-standard","hentry","category-news"],"_links":{"self":[{"href":"https:\/\/dieferlaw.com\/es\/wp-json\/wp\/v2\/posts\/1116","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/dieferlaw.com\/es\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/dieferlaw.com\/es\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/dieferlaw.com\/es\/wp-json\/wp\/v2\/users\/21"}],"replies":[{"embeddable":true,"href":"https:\/\/dieferlaw.com\/es\/wp-json\/wp\/v2\/comments?post=1116"}],"version-history":[{"count":0,"href":"https:\/\/dieferlaw.com\/es\/wp-json\/wp\/v2\/posts\/1116\/revisions"}],"wp:attachment":[{"href":"https:\/\/dieferlaw.com\/es\/wp-json\/wp\/v2\/media?parent=1116"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/dieferlaw.com\/es\/wp-json\/wp\/v2\/categories?post=1116"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/dieferlaw.com\/es\/wp-json\/wp\/v2\/tags?post=1116"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}