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Employees have powerful rights when it comes to blowing the whistle on their employer about wage and overtime violations.
When a California employer makes the decision to hire an employee as a contractor, rather than a permanent employee, the employer must be certain that the worker actually fulfills the contractor status.
Exempt employees do not have to be paid overtime. In order for an employee to be classified as exempt, the employee must be employed in a professional, administrative or executive capacity.
The FMLA was enacted to help employees balance their work life and family responsibilities by providing them the ability to take up to 12 weeks of unpaid, job-protected leave per year to take care of their own or a family member's serious medical condition.
A California employer can violate the FMLA in the following ways:
Los Angeles Fair Labor Standards Act Lawyers
Both California and federal law require Family Care and Medical Leave for employers with over 50 employees at one location or within a 75-mile radius of each other.
Did you know that . . . California law requires employers of over 50 employees to provide interactive sexual harassment training to their managers and supervisors once every two years?
Is it time to update your employee handbook or manual?
Important Things to Know When Filing a Wage Claim