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California law and the FEHA also allow for the imposition of punitive damages [9] [10] when a corporate defendant's officers, directors or managing agents engage in harassment, discrimination, or retaliation, or when such persons approve or consciously disregard prohibited conduct by lower-level employees in violation of the rights or safety of the plaintiff or others.
Upon the disbandment of the FEPC in 1945, California assemblymen Augustus F. Hawkins and William Byron Rumford (both members of the California Democratic Party) led the effort to pass fair employment legislation in the state. Hawkins drafted the initial legislative proposal in 1945, but would alternate with Rumford in introducing a fair ...
An unfair labor practice (ULP) in United States labor law refers to certain actions taken by employers or unions that violate the National Labor Relations Act of 1935 (49 Stat. 449) 29 U.S.C. § 151–169 (also known as the NLRA and the Wagner Act after NY Senator Robert F. Wagner [1]) and other legislation.
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The more informal and unstructured employee observations and evaluations are, the more vulnerable superiors will be to bias. With a formalized evaluation system that includes objective, reliable, specific, and timely performance data, employers can put their best foot forward in managing a fair, non-discriminatory workplace. [54]
Critics of integrity testing think 1) it is unfair to avoid hiring someone because they have a predisposition to do something that they might never do, 2) integrity tests can violate legal and ethical privacy standards, because some questions may not be related to specific duties of the job, and there is no protection for the illegal use of the ...
It is an unfair practice for a supplier, in a transaction or proposed transaction involving goods or services, to: (a) do or say anything, or fail to do or say anything, if as a result a consumer might reasonably be deceived or misled; (b) make a false claim; (c) take advantage of a consumer if the person knows or should reasonably be expected ...
On May 10, 2018, the Supreme Court of California entered an administrative order on the 70 proposed rules which approved 27 rules in full, approved 42 rules with modifications, and rejected only one rule. [49] The rules took effect on November 1, 2018. [50] The new California rules are numbered so as to closely map to their MRPC analogues. [3]
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