You may be familiar with the U.S. Fair Labor Standards Act, or FLSA. This act governs what qualifies as fair employment with regards to wages, overtime, and many other criteria. However, did you know that California law regarding overtime differs from FLSA in a number of significant ways? This may impact you and how your wages are calculated.
Whether you are male, female or nonbinary, you may be a victim of sexual harassment at your California employer. If a coworker of any gender has made you uncomfortable or placed you in situations in which you felt you could not escape, you could be dealing with sexual harassment. Sometimes harassment is overt, while at other times it can be more difficult to concretely identify. How can you recognize sexual harassment in the workplace?
You may be quite familiar with the concept of at-will employment, in which either an employer or employee may terminate employment at any time, for any reason and without prior notice. You may also be aware that California is an at-will state, but one with strong protections for public and private employees under the California Fair Employment and Housing Act. So how does the law apply to wrongful termination cases, when at-will employment seems to allow employers to fire for discriminatory reasons?
Although California is a state with a reputation for strong employee protection laws prohibiting workplace discrimination, you may have heard of a state proposition that is often referred to as an "affirmative action ban." This ban is also known as California Proposition 209. But if California is known for protection against discrimination, how does an affirmative action ban work - and how does it affect workplace discrimination laws?