12953.5.
(a) It is an unlawful employment practice for an employer to require an employee who is a veteran to work on November 11, known as “Veterans Day,” and a state holiday pursuant to Section 6700, provided all of the following requirements are met:(1) At least 21 days before November 11, the employee provides the employer notice that the employee intends to take November 11 as a holiday.
(2) The employee provides the employer with proof of the employee’s veteran status. Proof may include, but is not limited to, a DD Form 214 or other comparable certificate of discharge from the Armed Forces.
(3) The employee’s absence on November 11, either alone or in combination with other veteran employees’ absences pursuant to this section, does not negatively impact public health or safety or cause the employer significant economic or operational disruption, as determined by regulations promulgated pursuant to subdivision (e).
(b) An employee otherwise eligible to take November 11 as a holiday pursuant to this section but who is denied by reason of paragraph (3) of subdivision (a) is entitled to choose, with the employer’s approval, an alternate day within the next full year on which to observe Veterans Day in honor of the employee’s service.
(c) This section does not require or prevent an employer from providing their employees with a paid holiday in observation of Veterans Day.
(d) For purposes of this section, “veteran” means any of the following:
(1) A former member of the United States Armed Forces.
(2) A former or current member of a reserve of the United States Armed Forces who has been called into active military service of the United States.
(3) A former or current member of a California National Guard unit who has been called into active military service of the United States.
(e) The Civil Rights Department shall adopt regulations implementing this section.