California Pharmacy Laws & Workplace Rights

Suitable Seating

  • Employers must provide a seat when an employee requests one.

  • A doctor's note is not required.

AB 1286 – Workplace Safety

  • You have the right to report unsafe working conditions, including dangerous temperatures, vermin, and other hazards.

  • Notify management immediately.

  • If management does not respond within 24 hours, pharmacists may report the issue to the Board of Pharmacy at PharmacyAlert@dca.ca.gov.

AB 1503 – Pharmacy Practice

  • Immunization recommendations: Pharmacists follow a Standard of Care model rather than ACIP guidelines.

  • Pharmacist-to-technician ratio: The PIC determines staffing ratios, up to a maximum of 1:3.

  • Required documentation must be kept in the pharmacy.

Pharmacists may decline to perform services when:

  • They lack the necessary education, training, or medical information.

  • Performing the service could put patient safety at risk.

  • Pharmacy staffing is insufficient.

Staffing

  • The PIC makes staffing decisions.

  • If the PIC is unavailable, the pharmacist on duty makes staffing decisions based on workload.

Pharmacy Technician – Expanded Duties

Certified Pharmacy technicians may:

  • Administer COVID-19 and flu vaccines.

  • Initiate and receive prescription transfers.

  • Accept prescription clarifications.

Important:

  • Vaccine recommendations must be made by a pharmacist.

  • All expanded duties must be performed under the direct supervision of a pharmacist.

  • A second technician must be available to perform standard technician duties.

Continuing Education (CE)

  • California pharmacy technicians  must complete 1 hour of cultural competency training covering LGBTQ+ populations, intersectionality, and racial disparities.

  • Certified pharmacy technicians have additional CE requirements (20 hours). Check with your certifying organization, such as PTCB or NHA ExCPT, for details.

Fair Workweek Laws

Applies to stores in the City of Los Angeles and unincorporated areas of Los Angeles County, subject to applicable coverage requirements.

  • Employers must provide work schedules at least 14 calendar days in advance.

  • Schedule changes made with less than 14 days' notice must be provided in writing.

  • Employees may decline certain last-minute schedule changes. Voluntary consent must be in writing.

  • Employers must provide additional pay for certain last-minute schedule changes (predictability pay).

Learn more:

Questions? Contact your UFCW 770 Union Representative: ufcw770.org/find-a-rep