If you have signed an employment contract with your current employer but have found that the job is not a good fit, it can be scary to think about what may happen if you choose to walk away. Breaking an employment contract in California can result in a variety of outcomes as every agreement is unique.
But can you ever break an employment contract in California and leave your job unscathed? It depends. This article will help you better understand California employment contracts, the provisions that may protect you, and those that could leave you facing the consequences.
Employees sue their employers for a variety of reasons, and generally seek advice from an employment attorney if they have a sense that their rights have been violated due to a protected characteristic. Many employees do not know what federal or California employment laws entail, but want to ensure that justice is served and their dignity is restored. If you are thinking about suing your boss, it can be helpful to know some of the most common reasons why other employees sue their employers.
A bonus can be a welcome addition to your regular wages or salary, and it can be expected or a complete surprise. But what if you expect a bonus and your employer refuses to pay it? In order to decide if you can sue your employer, first you need to understand the different types of bonuses and what the law says about them.
California Assembly Bill 5, the Opportunity to Work Act, was recently approved by the California Assembly Committee on Labor and Employment. If passed, AB 5 would require California employers to offer additional work hours to current, part-time employees before hiring new ones.
A variety of new California employment law bills have been sprouting up this spring despite the February deadline to introduce bills in the California Legislature. Because California employment legislation is constantly changing, it’s important for employees to know what may soon impact them in the workplace. Here are five workplace-related bills that we think employees need to keep their eyes on.
If you are a California employee, federal and state employment laws protect you from workplace discrimination. This means that if your employer subjects you to unlawful negative treatment based on your membership in a protected class, you may be able to file an employment discrimination claim. While federal laws protect certain classes from discrimination and harassment, California state law extends these protections to additional classes of people.
California is one of 17 states that prohibit gender identity discrimination at work. This means that California employers are barred from mistreating employees who are either gender nonconforming or transgender. But while California has some of the strongest LGBT protections in the United States, transgender workers still face significant disparities in the workplace by employers and coworkers who defy state laws. Therefore, it is crucial for employees to understand California’s gender identity discrimination laws and how they protect workers from unlawful discrimination and harassment in the workplace.
California Assembly Bill 1732, also known as California’s “bathroom bill,” was signed by Governor Jerry Brown in September 2016 and enacted on March 1, 2017. Here’s how the new law will impact workplace rules, and protect and benefit employees working in California.
What do you do if you witness your employer violating the law? What if they tell you to do something that violates the law, and threaten to fire you if you don’t comply? Fortunately, federal and California whistleblower laws protect you if you find yourself in this situation.
Both federal and California law prohibit national origin discrimination in the workplace. Title VII of the Civil Rights act forbids discrimination at work based on the country where you were born, or your ancestry, culture, accent, or language.
In addition to Title VII, the California Fair Employment and Housing Act (FEHA) makes it unlawful for a California employer to treat you unfavorably based on your national origin. It also makes it illegal to do so because of your association with a person, such as a spouse, based on his or her national origin.
Note that for both laws, national origin is separate from racial discrimination, which is when you are discriminated against for your physical characteristics and genetic traits that you share with a group, such as skin color, hair texture, or facial features.