Employment

Employees occasionally have the right to sue their employers under the California Fair Employment and Housing Act for workplace harassment committed by a non-supervisor. Employees have a right under the FEHA to be free from all forms of harassment including: an overseer a coworker who is not a supervisor certain unpaid individuals (such as clients or independent contractors) What is…

Wage and hour violations are common, and often neither the employer nor the employee is aware that they are taking place. Wage and hour violations include unpaid wages, violations of California minimum wage laws, non-compensation or denial of regular meal and rest breaks, illegal wage deductions and payroll errors, late wage payment, denial of reimbursement for work-related expenses, failure to…

Negligent Hiring or Supervision of an Employee in California Usually, injuries take place in a place of business, or the accident occurs due to the negligence of an employee in any other place. California law gives the injured person the right to sue and recover damages from the employer who is liable for the negligent hiring or supervision of the…

Federal Employers Liability Act (FELA) is a U.S. federal law which has the aim to protect and compensate railroad workers injured on the job, in case the worker is able to establish that the railroad was at least partially negligent in causing him and injury. Elements the Plaintiff Must Establish for a Successful Claim Related to the Federal Employers Liability…

The California Family Rights Act (CRFA) has aimed to ensure employees with a right to a temporary leave from employment to care for children and medical needs. Elements of California Family Rights Act Violations According to CACI 2600 to establish this claim of refusing to grant family care or medical leave, or refusing to return to the same or a…

California legislator approved Assembly Bill 5 requiring app-based companies like Uber, Lyft, and Doordash treat workers as employees. The new bill will go into effect Jan. 1, workers must be designated as employees instead of contractors if a company retains control over how they perform their tasks or if their work is part of a company’s regular business. California will…