The definition of sexual harassment includes many forms of offensive behavior.

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1 The definition of sexual harassment includes many forms of offensive behavior. Department of Fair Employment and Housing An employer might avoid liability if the harasser is not in a position of authority, such as a lead, supervisor, manager or agent; the employer had no knowledge of the harassment; there was a program to prevent harassment; and once aware of any harassment, the employer took immediate and appropriate corrective action to stop the harassment. Filing a Complaint Employees or job applicants who believe that they have been sexually harassed may file a complaint of discrimination with DFEH within one year of the harassment. DFEH serves as a neutral fact-finder and attempts to help the parties voluntarily resolve disputes. If DFEH finds sufficient evidence to establish discrimination occurred and settlement efforts fail, the Department may file a formal accusation. The accusation will lead to either a public hearing before the Fair Employment and Housing Commission or a lawsuit filed by DFEH on behalf of the complaining party. If the Commission finds that discrimination has occurred, it can order remedies including: Fines or damages for emotional distress from each employer or person found to have violated the law Hiring or reinstatement Back pay or promotion Changes in the policies or practices of the involved employer Employees can also pursue the matter through a private lawsuit in civil court after a complaint has been filed with DFEH and a Right-to-Sue Notice has been issued. For more information, see DFEH publication 159 Guide for Complainants and Respondents. For more information, contact DFEH toll free at (800) TTY number at (800) or visit our web site at In accordance with the California Government Code and ADA requirements, this publication can be made available in Braille, large print, computer disk, or tape cassette as a disability-related reasonable accommodation for an individual with a disability. To discuss how to receive a copy of this publication in an alternative format, please contact DFEH at the numbers above. State of California Department of Fair Employment & Housing DFEH-185 (04/04) Sexual Harassment The Facts About Sexual Harassment The Fair Employment and Housing Act (FEHA) defines sexual harassment as harassment based on sex or of a sexual nature; gender harassment; and harassment based on pregnancy, childbirth, or related medical conditions. The definition of sexual harassment includes many forms of offensive behavior, including harassment of a person of the same gender as the harasser. The following is a partial list of types of sexual harassment: Unwanted sexual advances Offering employment benefits in exchange for sexual favors Actual or threatened retaliation Leering; making sexual gestures; or displaying sexually suggestive objects, pictures, cartoons, or posters Making or using derogatory comments, epithets, slurs, or jokes Sexual comments including graphic comments about an individual s body; sexually degrading words used to describe an individual; or suggestive or obscene letters, notes, or invitations Physical touching or assault, as well as impeding or blocking movements

2 The mission of the Department of Fair Employment and Housing is to protect the people of California from unlawful discrimination in employment, housing and public accommodations, and from the perpetration of acts of hate violence. Employers Obligations All employers must take the following actions against harassment: Take all reasonable steps to prevent discrimination and harassment from occurring. If harassment does occur, take effective action to stop any further harassment and to correct any effects of the harassment. Develop and implement a sexual harassment prevention policy with a procedure for employees to make complaints and for the employer to investigate complaints. Policies should include provisions to: Fully inform the complainant of his/her rights and any obligations to secure those rights. Fully and effectively investigate. The investigation must be thorough, objective, and complete. Anyone with information regarding the matter should be interviewed. A determination must be made and the results communicated to the complainant, to the alleged harasser and, as appropriate, to all others directly concerned. Take prompt and effective corrective action if the harassment allegations are proven. The employer must take appropriate action to stop the harassment and ensure it will not continue The employer must also communicate to the complainant that action has been taken to stop the harassment from recurring. Finally, appropriate steps must be taken to remedy the complainant s damages, if any. Post the Department of Fair Employment and Housing (DFEH) employment poster (DFEH 162) in the workplace (available through the DFEH toll-free number [800] or web site). Distribute an information sheet on sexual harassment to all employees. An employer may either distribute this pamphlet (DFEH 185) or develop an equivalent document that meets the requirements of Government Code section 12950(b). This pamphlet may be duplicated in any quantity. However, this pamphlet is not to be used in place of a sexual harassment prevention policy, which all employers are required to have. All employees should be made aware of the seriousness of violations of the sexual harassment policy. Supervisory personnel should be educated about their specific responsibilities. All employees must be cautioned against using peer pressure to discourage harassment victims from complaining. A program to eliminate sexual harassment from the workplace is not only required by law, but is the most practical way for an employer to avoid or limit liability if harassment should occur despite preventive efforts. Employer Liability All employers, regardless of the number of employees, are covered by the harassment section of the FEHA. Employers are generally liable for harassment by their supervisors or agents. Harassers, including both supervisory and nonsupervisory personnel, may be held personally liable for harassing an employee or coworker or for aiding and abetting harassment. Additionally, the law requires employers to take all reasonable steps to prevent harassment from occurring. If an employer has failed to take such preventive measures, that employer can be held liable for the harassment. A victim may be entitled to damages, even though no employment opportunity has been denied and there is no actual loss of pay or benefits. In addition, if an employer knows or should have known that a nonemployee (e.g. client or customer) has sexually harassed an employee, applicant, or person providing services for the employer and fails to take immediate and appropriate corrective action, the employer may be held liable for the actions of the nonemployee.

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5 HARASSMENT California State University, Fresno Foundation ( Foundation ) is committed to providing a work environment free of unlawful harassment for its employees, customers and visitors. This Foundation policy prohibits sexual harassment and discrimination based on pregnancy, childbirth, or related medical conditions, race, religious creed, color, national origin, ancestry, physical or mental disability, medical condition, marital status, age, sexual orientation or any other basis protected by federal, state or local law or ordinance or regulation. All such harassment is unlawful. Prohibited unlawful harassment or discrimination because of sex, race, ancestry, religion, physical or mental disability, medical condition, marital status, age or any other protected basis includes, but is not limited to, the following behavior: 1. Verbal conduct such as epithets, derogatory jokes or comments, slurs or unwanted sexual advances, invitations or comments; 2. Visual conduct such as derogatory and/or sexually oriented posters, photography, cartoons, drawings or gestures; 3. Physical conduct such as assault, unwanted touching, blocking normal movement or interfering with work because of sex, race or any other protected basis; 4. Threats and demands to submit to sexual requests as a condition of continued employment, or to avoid some other loss, and offers of employment benefits in return for sexual favors; and 5. Retaliation for having reported or threatened to report harassment. Employees who believe they have been harassed on the job should provide a written or verbal complaint to the Foundation Human Resources Department or the Executive Director of California State University, Fresno Association, Inc. Complaints should include details of the incident(s), name of the individual(s) involved and names of any witnesses. Any supervisor of any Foundation employee(s) having knowledge of a harassment complaint must refer such complaint to the Foundation Human Resources Department or the Executive Director of California State University, Fresno Association, Inc. California State University, Fresno, Foundation will immediately undertake an effective, thorough and objective investigation of the harassment allegations. If the Foundation determines that a violation of this policy has occurred, effective remedial action will be taken in accordance with the circumstances involved. Any employee determined by the Foundation to have violated this policy will be subject to appropriate disciplinary action, up to and including termination. Whatever action is taken will be made known to the reporting employee. California State University, Fresno Foundation will not retaliate against you for filing a complaint and will not tolerate or permit retaliation by management, employees or coworkers. Any allegation of retaliation must be immediately reported to the Foundation Human Resources Department or the Executive Director of California State University, Fresno Association, Inc. California State University, Fresno Foundation cannot address possible violations of this policy if it is not aware of the allegation. This policy is applicable to all Foundation employees and persons providing services to California State University, Fresno Foundation pursuant to a contract. Document1

6 CALIFORNIA STATE UNIVERSITY, FRESNO Workplace Violence California State University, Fresno September 1993 Policy No. G-34.1 Workplace Violence A Guide for Employees

7 Workplace Violence California State University, Fresno September 1993 Policy No. G-34.2 California State University, Fresno is concerned about the personal safety and security of its students, employees and guests. University policy does not tolerate violence, threats of violence and acts of aggression against members of the university community or visitors. It is the responsibility of our faculty, staff and students to report acts or threats of violence to the university police department and/or to appropriate supervisory personnel. Any student, faculty or staff who engages in behavior which violates this policy will be subject to appropriate university disciplinary actions, and may be subject to applicable civil or criminal legal action as well. Recognizing the warning signs The most important line of defense is to combine preventive human resource practices with close attention to the warning signs for the prediction of violent behavior. Faculty, staff and supervisors or managers must take a proactive approach that includes understanding: What behaviors are involved. Current university practice. Each person's role in responding promptly and tactfully. How to maintain smooth department operations while ensuring everyone s safety. Acts of aggression include verbal or physical action intended to intimidate, create fear or apprehension of bodily harm or threaten the safety of an administrator, faculty or staff, student, or the public. Acts of violence include any intentional or reckless act that causes injury to an administrator, faculty or staff members, student, or the public. Examples of behaviors that require intervention are: Any verbal or physical action intended to create fear or apprehension of bodily harm. Behavior or actions interpreted by a reasonable person as carrying potential for violence and/or acts of aggression (throwing objects, waving fists, destroying property, etc.). Any threat to harm another individual or to in anyway endanger the safety of others. Any threat to destroy property. Behavior that might signal emotional distress. Evidence of alcohol or other drug abuse. Harassing or demeaning comments or jokes or sexual or ethnic slurs intended to provoke another person.

8 Workplace Violence California State University, Fresno September 1993 Policy No. G-34.3 The causes of aggression and violence are complex and beyond these guidelines. Individuals who are at a higher risk may have a history of violence, a current mental illness, a substance abuse problem, or are responding to accumulation or life and workplace stresses. Mental health, police, and human resource professionals are available on campus and able to provide profiles of potentially dangerous individuals. They can assist you in assessing potential risk and advise you on appropriate steps to take. What to do in an emergency All threats and acts of aggression or violence must be taken seriously and addressed immediately. Each incident is different and requires a response based on the actual situation and facts. However, the following general recommendations can be used by anyone who may encounter an actual or potential situation: Remain calm. If someone is edging out of control, voice is rising, tone is becoming threatening, or nonverbal cues suggest imminent physical violence, above all remain calm. Assure the person that everything possible will be done to meet his/her needs, and offer to let him/her speak to your supervisor. Summon your supervisor for assistance; often just talking to someone else tends to defuse volatile situations. Direct the involved parties to leave the scene of a confrontation, if this can he done safely. If the threatening or aggressive person does not agree to leave, do not try to physically force the person to leave. Do not touch the person or invade his/her personal space, Keep a safe distance of three to six feet. Never challenge, try to bargain, or make promises you cannot keep with a threatening individual. Avoid any type of challenging stance (hands on hips, face-to-face, eye-to-eye, toe-to-toe). Moderate the tone, volume, and rate of your verbal communication. Try to listen empathetically to what the person is really saying. Respect his/her perceptions and concerns. Contact the University Police (Call 911) for assistance at the first opportunity Make every effort to get others out of the immediate area until the involved parties leave the scene. Position yourself, if possible, so that an exit route is readily accessible to you. If a weapon is involved, calmly ask the person to put it in a neutral location while you continue to talk with him/her. Never attempt to disarm or restrain an armed person. Call 911 immediately. Contact Human Resources, Academic Personnel, or Dean of Students as appropriate, for advice on policies, procedures and any disciplinary action to be taken.

9 Workplace Violence California State University, Fresno September 1993 Policy No. G-34.4 What to expect when it's over When aggressive acts or violence occurs, the management of the situation will affect department operations, morale, and the response of those involved. As an employee, you can support your manager in carrying out several responsibilities: Consulting After the safety of the workplace has been restored, the facts, details, and the names of witnesses need to be provided to the appropriate parties (University Police, Human Resources, Employee Assistance Program, Deans, and Department Heads). These offices will help in determining what is needed to return your workplace to normal operations. Providing emotional support Managers need to provide reassurance to those affected that the problem is being addressed. Help your manager control rumors and calm the environment. Remember that coworkers and others can benefit from crisis intervention and debriefing services through the Employee Assistance Program. Arranging for security Your manager will arrange to secure the building, retrieve an employee s keys and contact University Police when an employee is not authorized to return to work. Support your manager in these measures. References "Combating Workplace Violence: The New California Requirements," Littler, Mendelson, Fastiff, Tichy and Mathiason, A professional corporation. "Managing a Violent Person," J. Kettley, L. Rizo, UNNC Training Program, "Non-violent Crisis Intervention," National Crisis Prevention Institute, Inc K North 124th Street, Brookfield, Wisconsin "Prevention and/or Coping with Violence in the Workplace," The Wellness Group. Inc. and The Public Safety Committee of the Greater Detroit Chamber of Commerce, "Supervisory Guidelines for Threat and Violence Management" University of Michigan, Faculty and Staff Assistance Program. "Trauma in the Workplace: Risks, Cost, Solutions" D. Chadwick, M. Braverman, S. Braverman, Betterley Risk Management Commentary, Vol 13, No 3, 4th Quarter, 1992 Violence in the Workplace / Threat Management, W. Durkin, Ph.D., EAP Manager. ARCO, Los Angeles, CA., "When Employees Make Good on Bad Intentions," R. Yandrick, EAPA Exchange, September 1993.

10 Workplace Violence California State University, Fresno September 1993 Policy No. G-34.5 Violence in the workplace Nationally, threats and acts of violence in the workplace are increasing both in frequency and severity. Homicides, like the recent post office shootings, are the extremes, although all threats and acts of aggression or violence must be taken seriously and given high priority due to the unknown risk. Our university cannot be removed from the social tensions identified as precipitating factors in some of these incidents of workplace violence. Administrators, faculty or staff members, and students often experience anxiety and confusion over what to do when they encounter potential or actual violence at the university. These guidelines will introduce you to methods and basic information on workplace violence and threats. We cannot predict violence with absolute certainty, but we can evaluate the risk potential, reduce that risk, and affect the outcome. Risk is increased when behavioral indicators are ignored. Job loss, disciplinary matters, grievances, and the way in which they are handled can be major stresses in some cases of workplace violence. The circumstances associated with workplace violence can be divided into three major types: When an outside person has no legitimate relationship to the workplace and enters the workplace to commit a robbery, assault or other criminal act. When the verbally aggressive or assaultive person is a recipient or the object of service by the affected workplace victim (e.g., the assailant is a current or former student, customer, client, criminal suspect, etc.) When the person has an employment-related involvement with the workplace (usually involves an assault by a current or former employee, supervisor or manager; a current/former spouse or lover; a relative or friend; or some other person who has a dispute with an employee of the workplace).

11 Workplace Violence California State University, Fresno September 1993 Policy No. G-34.6 Who can help you? In addition to reporting acts of workplace violence or aggression immediately to your supervisor, you may contact other members of the campus community who can assist your assessment and successful resolution of the potential threat. If appropriate, these individuals may activate the university's Violence Response Team. Human Resources Jeannine Raymond, Ph.D., Director Joyal Administration Building University Health and Psychological Services Robert Paull, M.D., Director Ron Perry, Coordinator of Psychological Services Student Affairs Robert Hernandez, Judicial Affairs Officer Joyal Administration Building Joint Labor Council Tony Garduque, Representative Educational Opportunity Program Joyal Administration Building University Police Department Lynn Button Director of Public Safety/Chief of Police Auxiliary Services, Human Resources Anita Bridal, Associate Director 4910 N. Chestnut Employee Assistance & Development Dr. John Franz, Director San Ramon 3, Room Academic Personnel Tom Ebert Associate Vice President Thomas Administration Building Risk Management David M. Moll, Director Environmental Health & Safety

12 State Disability Insurance Provisions This pamphlet is for general information only, and does not have the force and effect of law, rule or regulation. DE 2515 Rev. 54 (8-06 ) (INTERNET) Cover + 5 Pages CU/GA 892 B

13 Disability is any illness or injury, either physical or mental, that prevents you from doing your regular or customary work. (California Unemployment Insurance Code, section 2626) Disability also includes elective surgery, pregnancy, childbirth, or related medical conditions. State Disability Insurance (SDI) is designed to partially replace wages you lost because of a disability that was not caused by your work. (See Other Programs on reverse for job-related disabilities.) SDI taxes are paid by those California workers who are covered by the SDI program. Tax rates may vary from year to year. For current rates, contact the Employment Development Department (EDD) Disability Insurance Customer Service at or EDD Employment Tax Customer Service at SDI Plans State Plan. SDI s State Plan is covered in this brochure. Voluntary Plan. This is a private plan, approved by the Director of EDD, which may be substituted for the State Plan. Employers and employee groups may establish Voluntary Plans if the majority of employees and the employer agree to do so. If you are covered by a Voluntary Plan, the provisions of this brochure may not apply to you. Obtain information about your coverage and file a voluntary plan claim through your employer. Elective Coverage. Employers and self-employed persons, including general partners, may elect coverage. However, the method of computing benefits for elective coverage participants is not the same as for mandatory rate payers. The cost of participating, which is set annually, can be obtained from your local EDD Employment Tax Customer Service Office. Claims are filed in the same manner as State Plan claims; however, there are some differences in eligibility requirements from those listed in this pamphlet. For additional information or to apply for coverage, contact EDD Disability Insurance Customer Service at or EDD Employment Tax Customer Service at Individuals in family employment not subject to the California Unemployment Insurance Code may also elect coverage at the same rate and benefits as employees covered by the State Plan and with the same benefits as the State Plan. How to Claim State Plan Benefits 1. Request a claim form: By telephone at: (California State government employees covered by SDI should telephone ) By Internet at: By TTY (teletypewriter for deaf, hearing-impaired and speech-impaired persons only) at: By writing EDD, Disability Insurance, P.O. Box 13140, Sacramento, CA In person by visiting any of the SDI offices listed in this brochure 2. Fill out and sign the Claim Statement of Employee. Print clearly, and be sure that your answers are complete and correct because errors may delay payments. 3. Have your doctor complete the Doctor s Certificate. Usually a claim cannot begin more than seven days before you were examined by or under the care of a certifying doctor. Certification may be made by a licensed physician, surgeon, U.S. Government medical officer, osteopathic physician, chiropractor, podiatrist, optometrist, dentist, designated psychologist, or accredited religious practitioner. For normal pregnancy-related disabilities, certification may be made by a nurse-midwife, nurse practitioner, or licensed midwife. 4. Mail your claim within 49 days from the first day you were disabled. If your claim is late, you may lose benefits unless your explanation of the delay is accepted as reasonable. How Benefits Are Paid The SDI Program is designed to serve you by mail. You do not need to appear in person to apply for or receive benefits. When we receive your claim, we may contact you by mail or by telephone to request any further information needed. We process most claims within 14 days after we receive them. The first seven days of your disability are considered a waiting period, and you will not be paid SDI benefits for that period. DE 2515 Rev. 54 (8-06 ) (INTERNET) Page 1 of 5 CU/GA 892 B

14 We pay benefits as quickly as possible after we receive all required information. If you meet all eligibility requirements, we will authorize a check to be mailed to you from a central payment center. If you are eligible for further benefits, we will either send you additional payments automatically or send a continued claim certification form for you to complete for the next period. Usually these periods will be two weeks. However, the SDI Program pays benefits based on daily eligibility within a seven-day calendar week. Partial weeks are paid at a daily rate. This rate is one-seventh of your weekly benefit amount. Please allow seven days from the date you mail a certification for receipt of your check. How Your Benefit Rate is Determined Your benefit amounts are based on wages paid to you during a specific 12-month base period, which is determined by the date your claim begins. Therefore, you should carefully consider when to start your claim since this may affect your weekly benefit rate, your maximum amount payable, and the period of your benefit eligibility. Only the wages in your base period that were subject to the disability insurance tax can be used in computing your benefits. To qualify, you must have earned at least $300 during your base period. The month in which your claim begins determines which four consecutive quarters must be used. If your claim begins in: January, February, or March, your base period is the 12 months ending last September 30. (Example: A claim beginning February 14, 2004, uses a base period of October 1, 2002, through September 30, 2003.) April, May, or June, your base period is the 12 months ending last December 31. (Example: A claim beginning June 20, 2004, uses a base period of January 1, 2003, through December 31, 2003.) July, August, or September, your base period is the 12 months ending last March 31. (Example: A claim beginning September 27, 2004, uses a base period of April 1, 2003, through March 31, 2004.) October, November, or December, your base period is the 12 months ending last June 30. (Example: A claim beginning November 2, 2004, uses a base period of July 1, 2003, through June 30, 2004.) Exceptions: If your claim is determined to be invalid, but you were unemployed and seeking work for 60 days or more in any quarter of your base period, you may be able to substitute wages paid in prior quarters. In addition, you may be entitled to substitute wages paid in prior quarters either to make your claim valid or to increase your benefit amount if during your base period you: were in the military service. received workers compensation benefits. did not work because of a labor dispute. If your situation fits any of the above, include a note with your claim form. Wage Continuation. If your employer continues to pay you wages while you are disabled, your SDI benefits may be affected. Benefits plus wages cannot exceed your regular weekly wage. Your SDI benefits will not be affected by any vacation pay you may receive. Maximum Benefits. The maximum amount of benefits is 52 times the weekly rate, but not more than your total base period wages. Exception: For employers and self-employed individuals who elect SDI coverage, the maximum amount is 39 times the weekly rate. In addition, benefits are payable only for a limited period to a resident in a state-approved Alcoholic Recovery Home or Drug-Free Residential Facility. However, disabilities related to or caused by acute or chronic alcoholism or drug abuse, being medically treated, do not have this limitation. Pregnancy. As with any medical condition, your disability period begins the first day you are unable to do your regular or customary work. SDI benefits are based on the period of time your doctor certifies you are unable to do your regular or customary work. Do NOT send in your claim for pregnancy-related disability benefits until the date your doctor certifies you are disabled. NOTE: For information on Paid Family Leave bonding benefits, see the Other Programs section of this brochure. DE 2515 Rev. 54 (8-06 ) (INTERNET) Page 2 of 5 CU/GA 892 B

15 You May Not be Eligible for Benefits If you are receiving Unemployment Insurance or Paid Family Leave benefits. If you are not working or looking for work at the time you become disabled. If you are in custody due to conviction of a crime. If your full wages are paid. If you are receiving workers compensation at a weekly rate equal to or greater than the SDI rate. If these benefits for workers compensation are paid at a lower rate than your SDI rate, you may be paid the difference. For the amount of time a claim is late (without good cause). If you make a false statement or fail to report a material fact. (A 30 percent penalty may be assessed if benefits are overpaid because you willfully withheld a material fact or made a false statement.) If you fail to attend an independent medical examination when requested. (Fees for such examinations are paid by EDD.) The California Unemployment Insurance Code provides for penalties of fines, imprisonment, and loss of benefit rights for fraud against the Disability Insurance system. Your Rights. You are entitled to: Know the reason and basis for any decision that affects your benefits. Appeal any decision about your eligibility for benefits. (Appeals must be sent to the SDI office in writing.) A hearing of your appeal before an Administrative Law Judge (ALJ). You may further appeal the ALJ s decision to the California Unemployment Insurance Appeals Board and the courts. Privacy. Information about your claim will be kept confidential except for the purposes allowed by law. Your Obligations. You are responsible to: Complete your claim and other forms correctly, completely, and truthfully. Mail your claim and other forms in the time limits shown on the forms. If you are late and you believe you have a good reason for being late, you should include a written explanation of the reason(s) with the form. Contact SDI if you do not understand a question or how to answer it. Include your name and Social Security number on all letters to SDI. Contact SDI By telephone at: (English) or (Spanish) By U.S. mail addressed to the office handling your claim. If you are not a current claimant, you may write to any SDI claim management office. By TTY (teletypewriter for deaf, hearing-impaired, and speech-impaired persons only) at: By at: In person at any of the offices listed on reverse. Other Programs IF YOU ARE INJURED ON THE JOB or ill as a result of your occupation, notify your employer. IF YOU ARE ABLE AND AVAILABLE TO WORK but unemployed, contact the Unemployment Insurance Branch of EDD at (TTY ). IF YOU NEED HELP IN FINDING WORK, JOB TRAINING, RETRAINING, or other services in order to return to work, visit your local one-stop career center listed in the white pages of your telephone directory and on the Internet at: IF YOUR DISABILITY IS PERMANENT or is expected to continue for a year or more, contact the U.S. Social Security Administration at or on the Internet at: DE 2515 Rev. 54 (8-06 ) (INTERNET) Page 3 of 5 CU/GA 892 B

16 IF A FAMILY MEMBER HAS TO STOP WORK TO CARE FOR YOU, contact EDD s Paid Family Leave program at BE-THERE ( ). IF YOU STOP WORK TO BOND WITH A NEW CHILD, including newly adopted or newly placed foster children or those of your domestic partner, contact EDD s Paid Family Leave program at BE-THERE ( ). NOTE: A transition bonding claim form will be sent automatically with the final benefit check to new mothers receiving SDI benefits. IF YOU ARE A VICTIM OF A CRIME, call the California Victims of Crime Program at TTY users may contact the Program via TTY-English at or TTY-Spanish at You may also contact your county Victim/Witness Assistance Center. QUESTIONS ABOUT SPOUSAL OR PARENTAL SUPPORT obligations should be directed to the District Attorney s Office for the county that issued the court order. QUESTIONS ABOUT CHILD SUPPORT obligations should be directed to the Department of Child Support Services at SDI Claim Management Offices Alameda Harbor Bay Parkway, Suite 120 (write to: PO Box 1857, Oakland, CA ) Chico Salem Street (write to: PO Box 8190, Chico, CA ) City of Industry East Gale Ave., Suite 110 (write to: PO Box 60006, City of Industry, CA ) Eureka K Street, Suite 201 (write to: PO Box 4986, Eureka, CA ) Fresno Mariposa Mall, Room 1080A (write to: PO Box 32, Fresno, CA ) Long Beach Long Beach Blvd., Suite 600 (write to: PO Box 469, Long Beach, CA ) Los Angeles N. Figueroa Street, Suite 200 (write to: PO Box , Los Angeles, CA ) Redding Pine Street (write to: PO Box , Redding, CA ) San Bernardino West 3rd Street (write to: PO Box 781, San Bernardino, CA ) San Diego Activity Rd., Bldg. B, Ste. 200 (write to: PO Box , San Diego, CA ) San Francisco Franklin Street, 3rd Floor (write to: PO Box , San Francisco, CA ) San Jose West Hedding Street (write to: PO Box 637, San Jose, CA ) Santa Ana...28 Civic Center Plaza, 7th Floor (write to: PO Box 1466, Santa Ana, CA ) Santa Barbara East Ortega Street (write to: PO Box 1529, Santa Barbara, CA ) Santa Rosa Healdsburg Avenue (write to: PO Box 700, Santa Rosa, CA ) Stockton North Madison Street (write to: PO Box , Stockton, CA ) Van Nuys Sherman Way, Room 500 (write to: PO Box 10402, Van Nuys, CA ) SDI Customer Service Centers Fresno Hybrid... PO Box 45010, Fresno, CA Riverside... PO Box 59903, Riverside, CA Sacramento...PO Box 13140, Sacramento, CA DE 2515 Rev. 54 (8-06 ) (INTERNET) Page 4 of 5 CU/GA 892 B

17 EDD is an equal opportunity employer/program. Auxiliary aids and services are available upon request to individuals with disabilities. Requests for services, aids, and/or alternate formats need to be made by calling (voice), or TTY DE 2515 Rev. 54 (8-06 ) (INTERNET) Page 5 of 5 CU/GA 892 B

18 FOR YOUR BENEFIT CALIFORNIA S PROGRAMS FOR THE UNEMPLOYED UNEMPLOYMENT INSURANCE DISABILITY INSURANCE PAID FAMILY LEAVE JOB SERVICE DE 2320 Rev. 54 (11-06) (INTERNET) Cover + 20 pages CU

19 This pamphlet is for general information only and does not have the force and effect of law, rule, or regulation. FOR YOUR BENEFIT The purpose of this pamphlet is to inform you about programs offered by the Employment Development Department (EDD) for the benefi t of unemployed Californians. Unemployment Insurance... 2 Unemployment Insurance provides income to workers who become unemployed and other work is not available. State Disability State Disability Insurance pays benefi ts to eligible workers who are unable to work due to pregnancy or a non work-related injury or illness. Paid Family Leave Paid Family Leave pays benefi ts to eligible workers who are unable to work because they need to care for a seriously ill family member or bond with a new child. Job Service The EDD s Job Service helps job seekers fi nd suitable employment. DE 2320 Rev. 54 (11-06) (INTERNET) Page 1 of 20 CU

20 UNEMPLOYMENT INSURANCE Unemployment Insurance (UI) is an insurance program that is paid for by your employer. It provides you with an income when you are out of work through no fault of your own. WHO SHOULD FILE You may be eligible to receive UI benefi ts if you are out of work or your hours are reduced and you are: Physically able to work. Actively seeking work. Ready to accept work. WHEN TO FILE You should apply for benefi ts as soon as you are unemployed or your hours are reduced. Your claim cannot begin until you fi le for benefi ts. Your claim will be effective on the Sunday prior to the date you fi le. All claims have a one-week, unpaid waiting period. WHAT YOU NEED TO FILE To determine if you are eligible to receive benefi ts, you will be asked a variety of questions, such as information about your past employers and the reason you are out of work. To ensure your claim is fi led as quickly as possible, you should have the following information ready before you fi le your claim: Your name, address, telephone number, birth date, and social security number (SSN). Your last employer s name, address, telephone number, and last date worked. The specifi c reason you are no longer working. Your citizenship status, and if applicable, your alien registration number. Driver s license number or state issued identifi cation card number. Past work records and dates worked including the names and addresses of all of your employers for the last 18 months, and employers in other states. NOTE: Your last employer s name and address are very important; regardless of how long you worked for this employer or whether this last job was in your usual line of work. PENALTIES If you willfully give false information or withhold information to claim benefi ts, EDD will assess a false statement disqualification. A false statement disqualifi cation is a penalty that denies you benefi ts from 2 DE 2320 Rev. 54 (11-06) (INTERNET) Page 2 of 20 CU