Americans with Disabilities Act
The federal Americans with Disabilities Act (ADA) protects permanently disabled employees and job applicants from discrimination based on their disabilities. The ADA requires employers to provide reasonable accommodations to enable individuals with disabilities to apply for and perform their job. California's Fair Employment and Housing Act provides civil rights protections similar to, and in some cases broader than, the ADA.

Drug Testing
The State enforces a drug-free workplace policy, including drug testing for employees in sensitive positions. Some state agencies also are required to meet federal drug and alcohol testing requirements for commercial drivers. Newly hired and excluded correctional employees are subject to random drug testing.

Equal Employment Opportunity
The State is an equal opportunity employer. It is the policy of the State that its workforce be representative of California's diverse population. All efforts to ensure a representative workforce are consistent with State civil service and merit system principles and regulations.

All State employees are entitled to a work environment free of discrimination based on race, color, age, religion, sex, disability, national origin, ancestry, marital status, sexual orientation, or political affiliation. It is illegal to retaliate against an employee for filing a discrimination complaint or participating in the complaint process. For information concerning the complaint process, contact your departmental EEO/AA Officer or your Personnel Officer.

Family Medical Leave
The federal Family and Medical Leave Act of 1993 and the Cafornia Family Rights Act entitle eligible employees to take up to 12 weeks of unpaid, job-protected leave each year for specified family and medical reasons.

Pregnancy
Pregnant employees are allowed to continue to work as long as the employee's health and the health of the unborn baby are not adversely affected. The employee must be able to adequately perform essential job duties in a safe manner. An employee who is disabled because of pregnancy, childbirth, or a related medical condition is entitled to take a pregnancy disability leave for up to four months.

Reasonable Accommodation
The State will make reasonable accommodations to adjust the application process, job, and/or work environment to permit qualified persons with disabilities to apply for and/or continue State employment.

Sexual Harassment
Sexual harassment is a form of discrimination prohibited by the Civil Rights Act of 1964 and the California Government Code. Sexual harassment is defined as unsolicited and unwelcome sexual overtures, regardless of whether they are written, verbal, physical, and/or visual. If you believe you have been harassed or you feel threatened, you should seek assistance from your supervisor or Equal Employment Opportunity Officer/Counselor.

Smoking
All State agencies provide a smoke free work environment for employees. "Smoke breaks" usually are permitted at the discretion of the supervisor in lieu of the time regularly allotted for breaks and rest periods. Your department will have a designated area (usually located outside the building) where smoking is permitted.

Telecommuting
The State encourages the use of telecommuting as a work option where management finds it serves a practical benefit to the agency. If your agency or department allows telecommuting and you are interested in this work option, check with your supervisor for more details.

Work and Family
The State has a number of policies designed to help employees balance work and family life. These policies include flexible leave arrangements and modified work schedules. Each agency is required to designate a "work and family" coordinator to assist in implementing departmental programs and policies to ensure a family-friendly work environment.

Workplace Violence
To ensure a safe environment for employees and the public, State offices are required to have a Workplace Violence Prevention Program. Acts or threats of violence, harassment, intimidation, or other disruptive behavior will not be tolerated. Such behavior should be reported to a supervisor or other appropriate personnel immediately. Employees committing such acts are subject to disciplinary action, which may include termination, and/or criminal penalties.