You decide that you want to quit your job. Maybe you’ve been unhappy there for a while. Perhaps there’s been a sudden change. Either way, you’ve decided that you simply want to leave. But you look at your company handbook, and it says that you’re required to give two...
Wrongful Termination Under California Law Author: James Baker Editor: Dustin L. Collier The presumption in most employment agreements is that an employer can terminate or demote an employee “at-will,” or at any time for any reason. Despite this presumption, the law...
Authored by: James Baker, Discrimination Analyst Edited by: Dustin Collier Overview of California’s Fair Employment and Housing Act Anti-Discrimination Provisions California Government Code section 12940(a) prohibits discrimination in hiring practices or treatment in...
California Labor Code section 226 sets stringent requirements for employers with regard to employee paystubs. These documents we are all accustomed to receiving are heavily regulated and many employers neglect or willfully fail to comply with these requirements. ...
California Labor Code section 201(a) provides, in pertinent part, as follows: “(a) If an employer discharges an employee, the wages earned and unpaid at the time of discharge are due and payable immediately.” California Labor Code section 202(a) then provides, in...
Many employees come to me seeking to bring a discrimination, hostile environment harassment, or retaliation claim against their employer. Often, the best evidence we have of the employer’s unlawful motive comes from circumstantial evidence of the employer...
Has your employer asked you to sign some new agreement to obtain your paycheck? Has your final pay been withheld from you until you agree to sign some type of release agreement? Does the release mention California Civil Code section 1542? Have you been asked to...
Proving a case of discrimination, hostile environment harassment, or retaliation is a difficult matter. Most employers, in this day and age, are wise enough to conceal unlawful motives that may be responsible for their disparate treatment of an employee. Proving that...
