A new California appellate court ruling shows that employees who are terminated for reporting the alleged theft of personal property at work have a right to sue for wrongful termination as a whistle-blower. The report merely has to involve criminal activity. It doesn’t have to be work related or concern a matter of public interest.
Borrowing liberally from a bill that has languished on Capitol Hill (the Paycheck Fairness Act), California lawmakers have passed SB 358, which requires employers to allow employees to discuss their pay. It also makes it easier for employees to bring unequal pay claims against employers.
Gov. Jerry Brown has signed into law an amendment to the California Private Attorney General Act to allow employers the right to “cure” certain wage statement defects. Here are the details.
The 9th Circuit Court of Appeals has nixed a firefighter’s claim that he should be paid for the time it takes to get to his station and retrieve his firefighting gear before reporting to a different station.
Here’s something to consider when contracting with a union. If the contract contains a so-called “evergreen clause,” be sure to follow the directions if you want to cancel the agreement after a term.
Public employees are entitled to free speech under the Constitution—within limits. For example, the speech must involve matters of public importance. Under the right circumstances, arguing with a supervisor may even be protected.
What you call an employee doesn’t determine whether she’s properly classified as exempt. What matters are her duties. If they are routine and menial in nature, she’s not exempt, even if she holds a lofty title within the organization.
A court has rejected the DOL’s test to determine whether a worker is an intern or an employee, coming up with a simpler one.
Some managers think they can handle employees with disabilities on their own. That’s never a good idea. Someone in HR should oversee every aspect of disability accommodations. Leave management out of it—other than requiring every manager and supervisor to report immediately potential disabilities to HR. Otherwise, things can go badly wrong, as they did in one recent case.
A surgical scrub technician has alleged Sharp Healthcare withdrew a job offer because it regarded her as disabled when she was not.