The HR Specialist: California Employment Law

In California, the same pay rules apply to retirement as they do for someone who quits.

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You can terminate a disabled individual if you conclude the employee can’t under perform the essential functions of a job with or without accommodations.

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Generally, when the same supervisor who hired someone also made the decision to fire someone, courts apply a concept called the “same-actor theory.” If the employee’s protected characteristic was hidden, the same presumption doesn’t apply.

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You may be among the many employers that have dress and grooming rules. That’s fine as long as you allow for religion, race, disability and other protected statuses that may affect how employees comply with the rules.

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It goes without saying that you can’t tolerate a supervisor who threatens to kill a subordinate. It’s not good enough to suspend him without pay and then let him come back after a lengthy leave.

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The U.S. Department of Labor has sued drywall contractor West Coast Drywall & Company in Riverside, Calif., alleging the firm failed to pay its drywall hangers and painters for all the overtime they worked.

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The U.S. Department of Labor’s Wage and Hour Division (WHD) has settled its lawsuit with two owners of several Bay Area nursing homes.

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In addition to setting a new minimum wage, a new San Diego ordinance requires employers to provide sick pay benefits to employees.

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San Miguel Homes for the Elderly, an assisted-living facility in the Bay Area, has ended its militant opposition to U.S. Department of Labor Wage and Hour Division (WHD) enforcement efforts and agreed to pay $425,000 in back wages to 26 caregivers.

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The owners of Hibachi City Buffet in Palm Desert, Calif., will pay more than $128,000 in back wages and penalties following an investigation by the U.S. Department of Labor’s Wage and Hour Division.

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