It is now illegal in the state to require employees to sign agreements waiving their rights under the Ralph Civil Rights Act (Civil Code 51.7) and the Tom Bane Civil Rights Act (Civil Code 52.1). Those civil rights laws prohibit hate violence and threats against citizens based on certain protected classes, such as political affiliation, sex, race, color, religion, ancestry, national origin, disability or medical condition, or on account of position in a labor dispute.
Two California Court of Appeal districts have significantly expanded employee protection for whistle-blowers. The cases highlight that employees don’t actually have to “blow the whistle” to be protected from retaliation.
Six California cities scored perfect 100 ratings in the Human Rights Campaign’s annual assessment of American cities with local laws and policies that protect lesbian, gay, bisexual and transgender people from discrimination.
Last month, we provided background information on California’s new Paid Sick Leave Law. This month, we follow up with critical information on how you need to implement the law.
A worker who files a Fair Labor Standards Act lawsuit claiming unpaid wages must actually set out facts showing that he wasn’t properly paid. Mere allegations aren’t enough.
A public school teacher who files an internal appeal over her pay or classification has three years after the final decision to file a lawsuit.
Here’s a warning for employers thinking about turning employees into independent contractors to avoid paying benefits and payroll taxes: If some of the employees challenge the decision, you may be in for years of expensive, time-consuming litigation. That can easily turn a penny-pinching strategy into a money pit.
In a series of decisions in the past two months, California appellate courts have tried to clarify the ins and outs of arbitration, giving employers possible guidance on whether to institute, revise or eliminate arbitration agreements as part of their employment practices.
A state appeals court has just reversed part of a jury award based on a new California Supreme Court requirement that employees prove that discrimination was “a substantial motivating factor” for the firing rather than merely a motivating factor. However, no such rule applies to harassment claims.
The newly enacted Healthy Workplaces, Healthy Families Act of 2014 requires California employers to provide employees with one hour of paid sick leave for every 30 hours worked, starting on July 1. This is the first of a two-part series designed to get you up to speed on exactly what the new law requires.