If you plan on applying for a new job this year, you must complete a new version of the Form I-9 when you are hired. As of January 22 2017, newly-hired employees are required to complete this new form within three days of being hired.
Much of the form remains the same as the previous version, but there are some very important changes that employees need to know.
When you are applying for a job, it goes without saying that a potential employer will likely conduct a pre-employment background check before making a hiring decision. But when an employer asks you to submit information for a consumer credit check during the pre-employment process, it might strike fear in your heart. Perhaps you have been unemployed for a while and your credit has suffered. Or perhaps you made some bad money decisions in the past that have negatively impacted your credit score. If your potential employer uses your credit rating as a factor in hiring, it could cause even more financial problems for you if you are not hired due to your credit.
So can a California employer lawfully check your credit during the hiring process? It may surprise you that sometimes, they actually can.
According to the Society for Human Resource Management, employee telecommuting is at an all-time high. Their research indicates that from 1996 to 2016, the percentage of employees who work one or more days per week from home has increased about 20%. The industries where most of this increase has occurred are software and marketing firms. There is also a higher concentration of telecommuting at firms in big cities that suffer from consistently heavy rush hour traffic. In cities like Los Angeles, the option to avoid the morning commute is a valuable improvement in quality of life for workers. Businesses also stand to benefit as they can save money by offering telecommuting to skilled employees which drastically reduces overhead costs.
But if you’re a telecommuting employee in California, are you offered the same employee protections under federal and California labor and employment laws? This article will help you understand California telecommuting laws and how they can protect you from illegal employer behaviors.
If you have been the victim of workplace discrimination in California on the basis of race, ethnicity, gender, sexuality or disability, you can file a formal complaint with the federal Equal Employment Opportunity Commission (EEOC) or the California Department of Fair Employment and Housing (FEHA).
But before you decide to file an employment lawsuit, it’s important to understand the filing process for each agency ahead of time. It’s also crucial that you contact an experienced employment lawyer to help you file the complaint correctly and on time.
Many people have challenging jobs and feel certain pressures due to work. However, if that pressure increases to the point that you are suffering from physical or emotional ailments such as anxiety, depression, alcoholism or other adverse reactions, then you are likely being subjected to much more than just typical job-related challenges.
Excessive workplace stress can become a serious threat to your health. According to recent research by Harvard and Stanford Business Schools, problems stemming from workplace stress such as hypertension, decreased mental health and cardiovascular disease can kill about 120,000 people each year.
No one should be subjected to a work environment that needlessly causes their health to decline. But can you actually sue your employer for workplace stress? This article will help you understand the causes of job-related stress and how your employee rights may be protected under California and federal employment laws.
Last year, California Governor Jerry Brown signed into law a handful of employment law-related bills that give California employees more protections against unlawful employer retaliation. On January 1, 2016, AB 987 was just one of the new laws that went into effect, extending anti-retaliation protections to employees who request reasonable accommodations due to eithera disability or religious beliefs.
But how exactly does the new employment law protect California workers? This article will answer key questions about AB 987 to help you better understand your employee rights.
January was a big month for employment and labor law litigation, settlements, and proposed legislation. Most notably, workplace sexual harassment lawsuits took over news headlines throughout the nation, including an announcement of a proposed bill that would address the prevalent sexual harassment problem in astronomy.
Because many employment law news stories are published daily, we’ve decided to keep our readers informed by offering an employment law news roundup each month with summaries and links to top employment law content from around the web.
The following stories are an overview of just some of the latest developments in employment and labor law news, cases and legislation for January 2016.
Last October, California Governor Jerry Brown signed into law a slew of employment law-related bills that offer more protections to California employees. And on January 1, 2016, a number of them took effect, including AB 1509, which extends whistleblower and anti-retaliation protections for employees whose family members engage in whistleblower activities.
The new whistleblower and anti-retaliation protections of AB 1509 extend to some key sections of California Labor Code, which will protect more California workers from unlawful employer behaviors. But how does the new law protect employees from retaliation, exactly?
This article will answer your questions about AB 1509 so you can better understand your rights as an employee in California.
In December, we saw many important employment and labor law stories, cases, and settlements in the headlines; including California’s soon-to-be proposed 1099 Self-Organizing Act, minimum wage increases, and Uber’s newly blocked arbitration agreement.
Because many employment law news stories are published on a daily basis, we’ve decided to keep our readers informed by offering an employment law news roundup each month with summaries and links to top employment law content from around the web.
The following stories are an overview of just some of the latest developments in employment law news, cases and legislation for December 2015.
In 2015, California Governor Jerry Brown signed a number of employment law-related bills that could have a significant impact on both California workers and employers in 2016. Many of the bills included employment laws that will offer employees even more protections under California law, including: SB 358, a law that will aggressively close the gender wage gap, AB 1509 that offers greater whistleblower and anti-retaliation protections, and California’s notable minimum wage increase.
The following summary will fill you in on the laws that will further protect California employees from workplace discrimination, retaliation, and more in 2016.