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The California Labor Code, more formally known as "the Labor Code", [1] is a collection of civil law statutes for the State of California. The code is made up of statutes which govern the general obligations and rights of persons within the jurisdiction of the State of California .
In National Labor Relations Board v. Mackay Radio and Telegraph Company, 304 U.S. 333 (1938), the Supreme Court held that workers who strike remain employees for the purposes of the National Labor Relations Act (NLRA). The Court granted the relief sought by the National Labor Relations Board, which sought to have the workers reinstated by the ...
The Private Attorneys General Act of 2004 (PAGA) is a California statute that authorizes aggrieved employees to bring actions for civil penalties on behalf of themselves, other employees, and the State of California against their employers for California Labor Code violations. [1]
Labour laws (also spelled as labor laws), labour code or employment laws are those that mediate the relationship between workers, employing entities, trade unions, and the government. Collective labour law relates to the tripartite relationship between employee, employer, and union.
The California Department of Industrial Relations (DIR) is a department of the government of the state of California which was initially created in 1927. [1] The department is currently part of the Cabinet-level California Labor and Workforce Development Agency, [2] and headquartered at the Elihu M. Harris State Office Building in Oakland.
An act to amend Section 3351 of, and to add Section 2750.3 to, the Labor Code, and to amend Sections 606.5 and 621 of the Unemployment Insurance Code, relating to employment, and making an appropriation therefor: Introduced: 2018-12-03: Assembly voted: 2019-09-11 (56–15) Senate voted: 2019-09-10 (29–11) Signed into law: 2019-09-18: Governor
AB 168 took effect on January 1, 2018, and amended California Labor Code Section 432.3. However, it still allows job applicants to disclose prior salary information, and allows employers to rely on voluntarily disclosed salary history information, but prior salary may not be used to justify gender disparities in compensation. [15]
The Act defines unfair labor practices for both employers and labor unions. [76] Section 1154 (d) of the Act bans strikes (including recognition strikes) by workers who have not selected an organization as their labor representative through the procedures outlined by the Act, but protects secondary picketing and publicity only if the labor ...