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The California Supreme Court ruling curtails the ability of public employees in the state to seek help from the courts in labor disputes. Public employees cannot use labor law to sue employers ...
Since its enactment, PAGA has been opposed by California business associations, who argue that the statute overburdens employers while failing to protect workers. [ 45 ] [ 74 ] For example, a 2021 report sponsored by the California Business and Industrial Alliance argued that while LWDA-decided cases provide higher awards to workers, employers ...
Just cause can become controversial in instances when the employer's personnel policies do not address a specific act but the employer believes that just cause exists. For example, if an employee is arrested and charged with a misdemeanor, the employer may deem that sufficient cause for dismissal, even if the employee is not incarcerated or ...
Prior to the hearing, the employee must be given a Loudermill letter–i.e. specific written notice of the charges and an explanation of the employer's evidence so that the employee can provide a meaningful response and an opportunity to correct factual mistakes in the investigation and to address the type of discipline being considered.
The California Legislature approved bills Thursday that would amend a 20-year-old law allowing workers to sue their bosses over labor violations and require employers found liable to pay a fine to ...
California workers and employers can look forward to an increased minimum wage, new salary transparency rules, higher family leave benefits and more in 2023.
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.
The California courts have long grappled with the appropriate standard for determining whether a worker is properly classified as an employee or an independent contractor for the purpose of California’s employment laws. At common law, the employment relationship was determined by the degree of control over the details of the work being performed.