One of the many important rights that members of our armed forces should be able to count on when they return from a period of service is a reliable measure of job security. This protection comes from the Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA), which provides members of the National Guard and Reserve with the right to reemployment following an absence for military service. USERRA was enacted with the intention of helping prevent the discrimination of and retaliation against service members by their employers as a result of their reserve duty related absences. When an employer is thought to have violated these rights, the Department of Justice can and will take action in aid of the service member, if this is deemed necessary.
In recent months, the reports of sexual assault, sexual misconduct and harassment have swept the nation, highlighting just how much work is left to do in regards to putting a stop to the sexual harassment in the workplace that so many women must contend with. In the wake of the MeToo movement, new changes for the workplace are on the horizon - many of which are long overdue. However, not all of the changes to come are guaranteed to be positive, and there will certainly still be plenty of battles left to fight. Outlined in this article are just a few of the ways the revelations brought forward by the #MeToo movement may change rules and proceedings in the workplace for the better and the worse.
With 2017 in the books, it's time to welcome in the new year, and with it comes a new set of labor laws affecting workers in California workers. This year, there are several important changes that California employees need to be aware of. For your knowledge and convenience, we've taken the time in this post to outline some key changes workers should expect.
Many people, especially those who don’t suffer from the often complex limitations of a mental health condition themselves, are often unaware that many commonly known types of mental health concerns are actually categorized as disabilities under the Americans With Disabilities Act (ADA) of 1990. The protections and coverage that should be applied to individuals who do suffer from a mental health condition in their workplace was the subject of a publication released in December 2016 by the Equal Employment Opportunity Commission, which is well summarized here. This information may be very relevant to many people who are entering or returning to the workforce with a severe and persistent mental or emotional health condition, including Post Traumatic Stress Disorder (PTSD).
California outpaced the rest of the country in 2004 when they became the first state to put a Paid Family Leave (PFL) law into effect, allowing employees who meet certain qualifications to receive a partially paid, six week long period of time to care for either their newborn child, or for an ailing child, parent or spouse. This type of leave is very uncommon in the United States for providing eligible employees with any amount of pay during their period of leave.
There has been a wave of coverage in the media lately regarding the sexual misconduct of many powerful people in the entertainment industry, with new allegations surfacing on what has started to seem like a daily basis. As unpleasant and shocking as some of these stories may be, when they are brought out into the light, the responsible parties are forced to be held accountable for their actions. This is surely a positive development for the victims of these acts, some of whom have been carrying these secrets for years.
If you're in the workforce long enough, there may come a time where you have the option to join with coworkers to take legal action against your employer who is breaking California labor laws. Figuring out the best course of action, though, can often lead to a lot of confusion and many questions that need to be answered. To help you out, we'll address some of the most important questions pertaining to joining a class action suit against your employer.
It all started in California. In April 2011, the U.S. Supreme Court ruled on the case of AT&T Mobility, LLC v. Concepcion, a legal dispute which had made its way up the litigation ladder from a district court in California. From the outside, this case probably seemed to be little more than a simple disagreement between a couple and their phone company. In actuality, the case led to a monumental and somewhat controversial ruling that continues to impact the legal options available to both consumers and employees who are seeking to recover damages from a larger company today.
If you’ve been employed in California for any length of time, you’re probably already aware that labor laws in our offer protections from employers’ actions that violate workers’ civil rights. But for those of you who are just preparing to enter the workforce, we’ve compiled a list of some of the useful and in some cases, unusual labor laws that it might be of benefit.
It’s impossible to deny that the broad landscape of the labor force across the country has undergone a notable transformation over the last few decades. By the middle of 2015, the number of Millennial employees (adults aged 18-34, specifically) working had already surpassed the number of both the Baby Boomer (adults aged 51 to 69) and Generation X employees (adults aged 35 to 50) present in the workforce. With this ambitious, strong-willed, and tech-savvy new generation at the helm, many lawmakers have already begun to explore the possibility of modernizing our nation’s labor laws.