It’s understandable for employees to feel unsettled and anxious when their employer sells the business to another employer. They can feel scared of losing their jobs and about what will happen to their wages and benefits once the new owner enters the picture.
When your company fires an employee, it is natural for them to be upset. After all, they lost their source of income, will have to begin a job search, and might not have expected the termination.
California sets out many rights of employees, including the right to report unlawful conduct of an employer to the proper authorities.
California has had restrictions on employer background checks for some time, though a ruling by the California Court of Appeals in summer 2021 could complicate employee background checks even further.
When each legislative session ends, it is critical for California employers to take note of any new employment law provisions that will impact their companies and workforces.
Many industries require seasonal workers as the workload increases at certain times of the year.
Cal/OSHA sets forth health and safety guidelines and recommendations for employers in California, and the agency continually updates its mask guidance in light of the COVID-19 pandemic.
After each term of the Supreme Court of the United States (SCOTUS), it is important to review the decisions to see if any of them apply to your business.
There will likely come a time when an employee has a complaint against your company, and there is always the chance a complaint will escalate into an employment lawsuit.
It has been a few months since Governor Newsom signed Senate Bill 93 into law, enacting a right of recall law for certain industries within the state of California.
There is no doubt that COVID-19 has left most employers reeling and unsure of what the official guidelines and laws are. In addition, as information regarding the coronavirus and the delta variant is uncovered
As with all laws and policies in the United States, employment issues are constantly evolving, and employers should always stay up to date with potential changes or trends.
Many people begin their employment as teenagers, and with the labor shortage following the COVID-19 pandemic, these young individuals are filling many positions in many different workplaces.
California policy on masks due to the risks of COVID-19 has changed significantly in recent months. In early June, the state still had requirements in place for all employees - vaccinated or not
If you have a small business and have even one employee - or are considering hiring your first employee - it is essential to understand the rights of employees in California. Failing to uphold employee rights can lead to costly losses or liability, which can significantly impact your company’s bottom line. Read on to learn some important employee rights, and never hesitate to speak with our Encino employment lawyers about your specific concerns or questions.
The COVID-19 pandemic has raised a wide range of concerns for employers, including whether employees might hold companies accountable if they believe they contracted the virus on the job. Some employers responded by requesting that employees sign waivers releasing the company from liability for COVID-19. While this might seem like a wise legal maneuver, is it a good idea?
Recreational cannabis became legal in 2016 in California, and many people use marijuana products in a responsible manner. Five years later, however, employers can still choose not to hire someone or terminate an employee if a drug test comes back positive for tetrahydrocannabinol (THC).
The California Constitution provides the inalienable right of privacy, and this applies to the workplace as well as personal lives. Employers should also fully understand the privacy protections of employees and adhere to them to prevent legal liability or penalties. The following is a brief overview of how employers should protect employee privacy interests at work.
California has some of the most progressive and ever-changing employment laws in the United States, and each year, it is important for employers to familiarize themselves with new laws that went into effect at the start of the year.