A host of new laws changing significant aspects of employment law went into effect this year in California. Of particular importance are amendments made to the laws regarding mandatory paid sick leave, joint liability for independent contractors, and sexual harassment training provided to supervisors.
Discrimination is a moral and ethical issue and in the business world, but it also presents legal obstacles. Employment status based on anything other than job qualifications has severe repercussions.
It can be argued that money is what makes life possible. Money is required to pay the bills, buy groceries, and seek medical assistance. For the majority of the population, employment is required in order to earn income to have the ability to pay for these expenses, as well as many other necessities.
Since 2000, the California Family Rights Act (CFRA) has required coveredemployers to approve time off for their employees in the event of a personal illness, the need to attend the illness of a family member, or the birth or adoption of a child. The most recent set of amendments to the CFRA went into effect July 1, 2015.
This year, a series of new employment laws were implemented in California. Among the most significant are new regulations on the proper reporting of safety concerns, guidelines to address arbitration as an alternative form of dispute resolution, and instructions on how data breaches should be handled.
The California legislature recently passed a bill amending the state’s Fair Pay Act and providing greater protections against sex discrimination in wages.
When you have a growing business, the most important assets of all are your employees, who are helping you grow. But not everything always goes smoothly.
Handling employment and labor law cases in the Bay Area and throughout California, the Law Offices of Steven E. Springer represents employees and employers involved in wrongful discharge, wrongful termination, retaliation and discrimination matters.
In 2011 the Supreme Court found that the anti-retaliation provision in Title VII covered a wide range of employer conduct. Recent retaliation complaints received by the EEOC have replaced racial discrimination as the most common complaint.
Emergency Medical Services: Civil Liability (See AB 633): This bill stops employers from having a policy of prohibiting its employees from providing voluntary emergency medical services, including, but not limited to, cardiopulmonary resuscitation, in response to a medical emergency.
