tag:blogger.com,1999:blog-53158441984002057662024-03-21T11:40:38.329-07:00Pershing Square Law Firm: California Employment LawAnonymoushttp://www.blogger.com/profile/05840033879403073883noreply@blogger.comBlogger33125tag:blogger.com,1999:blog-5315844198400205766.post-45461837375670202182015-02-25T13:47:00.003-08:002015-02-25T13:47:28.779-08:00How to File a Complaint with the California Labor Commissioner<div dir="ltr" style="text-align: left;" trbidi="on">
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<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEh0Q15Ob-StPWSYDyPiKhRgdFdpbVkOGj6Dn54HWX-9ziUB3IBSj8bWnEFRRgtDu-q_SG8vRpw36YQiPFXcMYyY3pGC3Oh-gicvDDEX-zJenEAb5lKXio31sUkqAqmkAnUZBaqInzPgsiQ/s1600/b1b316_0a61a4a4710a4463ab4779a3679a7aeb.png_srz_p_228_221_75_22_0.50_1.20_0.png" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEh0Q15Ob-StPWSYDyPiKhRgdFdpbVkOGj6Dn54HWX-9ziUB3IBSj8bWnEFRRgtDu-q_SG8vRpw36YQiPFXcMYyY3pGC3Oh-gicvDDEX-zJenEAb5lKXio31sUkqAqmkAnUZBaqInzPgsiQ/s1600/b1b316_0a61a4a4710a4463ab4779a3679a7aeb.png_srz_p_228_221_75_22_0.50_1.20_0.png" height="387" width="400" /></a></div>
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<span class="color_2" style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; color: black; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">The <span style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; margin: 0px; outline: 0px; padding: 0px; text-decoration: underline; vertical-align: baseline;"><a href="http://www.dir.ca.gov/DLSE/dlse.html" style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; cursor: pointer; margin: 0px; outline: 0px; padding: 0px; text-decoration: none; vertical-align: baseline;" target="_blank">office of the Labor Commissioner</a></span> at the California Division of Labor Standards Enforcement (DLSE) reviews claims of employees regarding employers who violate laws related to employment. Filing a complaint may involve strict deadlines, accurate completion of a number of forms, and collection and submission of evidence supporting your claim. The following includes some information regarding how to file a complaint with the Labor Commissioner.</span></div>
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<span style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; font-weight: bold; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;"><span class="color_2" style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; color: black; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">Discrimination Complaints</span></span></h4>
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<span class="color_2" style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; color: black; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">Specific procedures must be followed in order to file a complaint regarding unlawful discrimination based on protected factors, harassment, retaliation for reporting discrimination or harassment, wrongful termination, or other related matters. To file a complaint, you must:</span></div>
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Be an applicant, employee, or former employee who suffered adverse employment actions (denial of job, demotion, termination, or other discipline) due to unlawful discrimination or retaliation.</div>
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File your complaint within six months of the discriminatory action (this deadline can vary for other specific types of claims, so always check with an attorney regarding the deadline in your case).</div>
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Complete and mail the <span style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; margin: 0px; outline: 0px; padding: 0px; text-decoration: underline; vertical-align: baseline;"><a href="http://www.dir.ca.gov/dlse/Forms/RetaliationAndDiscrimination/DLSEFormRCI-1.pdf" style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; cursor: pointer; margin: 0px; outline: 0px; padding: 0px; text-decoration: none; vertical-align: baseline;" target="_self">correct form</a></span>, including your personal information, employer information, your allegations, the remedies you are seeking, and witnesses who can attest to your allegations.</div>
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<span class="color_2" style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; color: black; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">File your claim by mail or in person at the office of the DLSE that handles discrimination claims in your area.</span></div>
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<span style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; font-weight: bold; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;"><span class="color_2" style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; color: black; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">Wage Claims</span></span></h4>
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<span class="color_2" style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; color: black; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">These requirements apply to filing a wage-related complaint:</span></div>
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You must be an employee or former employee who has suffered one of the following:</div>
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Unpaid wages;</div>
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Unauthorized deductions from your pay;</div>
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Failure to reimburse you for business expenses;</div>
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Inadequate meal or rest break periods;</div>
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A paycheck that bounced;</div>
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Not receiving your final paycheck; or</div>
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Not being allowed to inspect your pay records.</div>
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You must file your claim within three years of the alleged violation (or within one year for certain types of violations).</div>
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You must accurately complete and mail the correct wage claim form, including detailed information regarding your hours worked, wages received, and unpaid wages. You must also complete any additional <span style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; margin: 0px; outline: 0px; padding: 0px; text-decoration: underline; vertical-align: baseline;"><a href="http://www.dir.ca.gov/dlse/forms/wage/english.pdf" style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; cursor: pointer; margin: 0px; outline: 0px; padding: 0px; text-decoration: none; vertical-align: baseline;" target="_blank">necessary forms</a></span> if your claim involves irregular hours, commission, or vacation wages.</div>
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You must submit a copy of your time records, pay statements and checks, dishonored checks, notice of employment information, and collective bargaining agreements, if applicable.</div>
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You must file your claim by mail or in person at the office of the DLSE that handles wage claims in your area.</div>
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<span class="color_2" style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; color: black; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">If you make errors on your paperwork or do not send in the correct supporting documents, your claim may be significantly delayed or even denied. You should never risk a denial by incorrectly following procedures for filing a complaint.</span></div>
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<span style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; font-weight: bold; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;"><span class="color_2" style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; color: black; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">Contact an Experienced Employment Law Attorney for Help Today</span></span></h4>
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<div class="font_9" style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; color: #484d56; font-family: nimbus-sans-tw01con, sans-serif; font-size: 19px; font-stretch: normal; outline: 0px; padding: 0px; vertical-align: baseline;">
<span class="color_2" style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; color: black; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">Filing a complaint or claim with the Labor Commissioner in California can be complicated. In order to make sure you do not make a mistake and reduce your chances of recovery, you should always seek out the assistance of an experienced employment law attorney as soon as possible. At the Pershing Square Law Firm, we have successfully assisted numerous employees receive the compensation they deserve, so please do not hesitate to call today at (213) 377-5796 to discuss your case.</span></div>
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Anonymoushttp://www.blogger.com/profile/05840033879403073883noreply@blogger.com14tag:blogger.com,1999:blog-5315844198400205766.post-59343789200595641602015-02-25T13:45:00.000-08:002015-02-25T13:45:06.447-08:00New Employment Laws in California for 2015 (Part Two)<div dir="ltr" style="text-align: left;" trbidi="on">
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In the first part of this series, we discussed some of the new employment laws going into effect in California for 2015 involving paid sick leave, discrimination protections for unpaid interns, mandatory harassment training, and protections from immigration-related discrimination. The following are some of the additional changes in the law that may affect employees in our state.</div>
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A new safety and health provision was enacted intending to protect workers with outdoor jobs from illnesses and conditions related to overexposure to heat. State law already required employers to allow and even encourage workers to take rest and recovery breaks in the shade for at least five minutes when necessary to avoid heat-related illness. The law did not previously specify whether or not such recovery breaks should be counted as paid time, however, the new amendment to the law requires that employers count recovery breaks as time worked and compensate workers for such breaks.</div>
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The <span style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; margin: 0px; outline: 0px; padding: 0px; text-decoration: underline; vertical-align: baseline;"><a href="http://leginfo.legislature.ca.gov/faces/billNavClient.xhtml?bill_id=201320140AB2288" style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; cursor: pointer; margin: 0px; outline: 0px; padding: 0px; text-decoration: none; vertical-align: baseline;" target="_self">Child Labor Protection Act of 2014</a></span><a href="http://leginfo.legislature.ca.gov/faces/billNavClient.xhtml?bill_id=201320140AB2288" style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; cursor: pointer; margin: 0px; outline: 0px; padding: 0px; text-decoration: none; vertical-align: baseline;" target="_blank"> </a>provides treble damages for victims of unlawful employment actions that occurred when the individual was a minor. Treble damages mean that the court will automatically multiply the amount of actual damages suffered by three. The statute of limitations in such cases will also be paused until the victim reaches the age of 18 years.</div>
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As of July 1, 2014, minimum wage for California workers is $9.00 per hour, as opposed to the federal minimum wage of $7.25. The state minimum wage is set to increase again in 2016 to $10.00 per hour, however employers should also pay close attention to any relevant minimum wage laws on the local level. For example, San Francisco minimum wage increased to $11.05 as of January 1 of this year, and is <span style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; margin: 0px; outline: 0px; padding: 0px; text-decoration: underline; vertical-align: baseline;"><a href="http://www.sfgate.com/bayarea/article/Higher-minimum-wage-in-SF-leading-easily-in-early-5871304.php" style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; cursor: pointer; margin: 0px; outline: 0px; padding: 0px; text-decoration: none; vertical-align: baseline;" target="_blank">set to keep gradually increasing up to $15.00</a></span> per hour by 2018. The next increase to $12.25 per hour will take place this coming May. Oakland also passed a similar law for its local minimum wage, and Berkeley’s minimum wage is currently at $10.00 with two additional increases in the next two years. All employers should be sure to comply with all local minimum wage laws if they are higher than the state minimum wage.</div>
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<span style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; font-weight: bold; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">Penalties to Victims of Retaliation</span></h4>
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Previously, California law penalized employers up to $10,000 for unlawful adverse employment actions in retaliation for a worker filing a complaint with the California Division of Labor Standards Enforcement. The law, however, did not specify to whom the $10,000 would be paid. <span style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; margin: 0px; outline: 0px; padding: 0px; text-decoration: underline; vertical-align: baseline;"><a href="http://leginfo.legislature.ca.gov/faces/billNavClient.xhtml?bill_id=201320140AB2751" style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; cursor: pointer; margin: 0px; outline: 0px; padding: 0px; text-decoration: none; vertical-align: baseline;" target="_blank">The new amendment</a></span> specifies that the victim of the retaliation should receive the funds from the civil penalty.</div>
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<span style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; font-weight: bold; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">Contact an Experienced California Employment Law Attorney for Assistance</span></h4>
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If you believe that any of your rights as an employee have been violated or if you have experienced unlawful discrimination or harassment in the workplace, you should call the Pershing Square Law Firm to consult with a skilled employment lawyer as soon as possible. We have a thorough understanding of all new and relevant employment laws, so please contact our office for help today.</div>
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Anonymoushttp://www.blogger.com/profile/05840033879403073883noreply@blogger.com3tag:blogger.com,1999:blog-5315844198400205766.post-28252537771592885322015-02-25T13:44:00.000-08:002015-02-25T13:45:15.089-08:00New Employment Laws in California for 2015 (Part One)<div dir="ltr" style="text-align: left;" trbidi="on">
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In 2014, the California legislature passed numerous laws related to employment, most of which went into effect on January 1, 2015. Both employees and employers should be aware of their rights and responsibilities under these new laws. The following is a brief overview of some of the important changes in California employment laws for 2015.</div>
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Under the <span style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; margin: 0px; outline: 0px; padding: 0px; text-decoration: underline; vertical-align: baseline;"><a href="https://leginfo.legislature.ca.gov/faces/billNavClient.xhtml?bill_id=201320140AB1522" style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; cursor: pointer; margin: 0px; outline: 0px; padding: 0px; text-decoration: none; vertical-align: baseline;" target="_blank">Healthy Workplaces, Healthy Families Act of 2014</a></span>, any employer in the state must provide paid sick leave to employees who have worked at least 30 days. Employees have the right to accrue sick time at a minimum rate of one paid hour per every 30 days on the job, though employers do have the right to cap the annual accrual of paid sick leave at six days (or 48 hours) or an individual’s annual use of paid sick leave at three days (or 24 hours). Employees must receive their regular rate of pay for sick time used. Though this law does not go into effect until July 1, it is a good idea for employers to begin reviewing sick leave policies now to plan ahead.</div>
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Lawmakers amended the <span style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; margin: 0px; outline: 0px; padding: 0px; text-decoration: underline; vertical-align: baseline;"><a href="http://www.dfeh.ca.gov/Publications_FEHADescr.htm" style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; cursor: pointer; margin: 0px; outline: 0px; padding: 0px; text-decoration: none; vertical-align: baseline;" target="_blank">California Fair Employment and Housing Act (FEHA)</a></span> to extend anti-discrimination protections enjoyed by traditional employees to volunteer and unpaid internship positions. Interns and volunteers are now protected from discrimination or harassment at work due based on any of the following:</div>
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Age</div>
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Race</div>
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Color</div>
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Gender (including gender expression and gender identity)</div>
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Sex (including pregnancy, childbirth, breastfeeding, and related conditions)</div>
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Sexual orientation</div>
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Marital status</div>
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Physical and mental disabilities, including AIDS and HIV</div>
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Other medical conditions</div>
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Religious creed</div>
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Ancestry</div>
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National origin</div>
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Language restrictions</div>
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Genetic information</div>
</li>
<li style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; color: inherit; font-family: inherit; font-size: inherit; font-style: inherit; font-weight: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;"><div class="font_9" style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; font-size: 19px; font-stretch: normal; outline: 0px; padding: 0px; vertical-align: baseline;">
Military or veteran status</div>
</li>
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<span style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; font-weight: bold; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">Laws related to immigrants</span></h4>
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There are two new laws related to discrimination against non-citizen employees in California. Under these two provisions, employers are prohibited from doing any of the following:</div>
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<ul class="font_8" style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; color: #484d56; font-family: nimbus-sans-tw01con, sans-serif; font-size: 17px; font-stretch: normal; list-style-image: initial; list-style-position: initial; margin: 0px 0px 0px 0.5em; outline: 0px; padding: 0px 0px 0px 1.3em; vertical-align: baseline;">
<li style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; color: inherit; font-family: inherit; font-size: inherit; font-style: inherit; font-weight: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">Filing or threatening to file a false report with any federal or state agency due to immigration-related reasons.</li>
<li style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; color: inherit; font-family: inherit; font-size: inherit; font-style: inherit; font-weight: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">Discriminating or retaliating against an employee due to an update of a lawful change in Social Security number, name, or employment authorization documents.</li>
<li style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; color: inherit; font-family: inherit; font-size: inherit; font-style: inherit; font-weight: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">Discriminating against an employee because he or she has an <span style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; margin: 0px; outline: 0px; padding: 0px; text-decoration: underline; vertical-align: baseline;"><a href="http://dmv.ca.gov/portal/dmv/detail/ab60/index?lang=en" style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; cursor: pointer; margin: 0px; outline: 0px; padding: 0px; text-decoration: none; vertical-align: baseline;" target="_blank">AB 60 driver’s license</a></span>, which is a type of driver’s license issued to a California resident who cannot prove that they are legally present in the United States, but meet all other licensing qualifications.</li>
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<h4 style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; color: #484d56; font-family: nimbus-sans-tw01con, sans-serif; font-size: 19px; font-stretch: normal; outline: 0px; padding: 0px; text-align: left; vertical-align: baseline;">
<span style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; font-weight: bold; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">Mandatory harassment training</span></h4>
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Certain employers in California are already required to have mandatory training for supervisors regarding the prevention of sexual harassment. A new legislative measure now additionally requires employer to include training regarding how to prevent “abusive conduct” in the workplace. The law defines abusive conduct as malicious actions of an employee or employer that a reasonable person would deem offensive, hostile, and not related to any legitimate business purposes of the employer.</div>
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These are only some of the new laws for 2015 that affect employers and employees in California. Check back for Part Two of this series for information regarding additional employment laws for this new year. If you have any questions regarding any California employment laws, please call the <span style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; margin: 0px; outline: 0px; padding: 0px; text-decoration: underline; vertical-align: baseline;"><a href="http://www.pershingsquarelaw.com/" style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; cursor: pointer; margin: 0px; outline: 0px; padding: 0px; text-decoration: none; vertical-align: baseline;" target="_self">Pershing Square Law Firm</a></span> at (213) 377-5796 for assistance or simply click on <span style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; margin: 0px; outline: 0px; padding: 0px; text-decoration: underline; vertical-align: baseline;"><a href="http://www.pershingsquarelaw.com/#!getstarted/c1cwm" style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; cursor: pointer; margin: 0px; outline: 0px; padding: 0px; text-decoration: none; vertical-align: baseline;" target="_self">Get Started</a></span>.</div>
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Anonymoushttp://www.blogger.com/profile/05840033879403073883noreply@blogger.com2tag:blogger.com,1999:blog-5315844198400205766.post-86782733518957779842015-02-25T13:42:00.001-08:002015-02-25T13:42:51.777-08:00Employee Rights to Family and Medical Leave in California<div dir="ltr" style="text-align: left;" trbidi="on">
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<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgLmLk6tDFY1i0DXE2z41_FAsp17TUhycJ2swEITb_ygIcq77bj8kAJsiuDLb7dHCtOe19J7pqGgAjxKIxHKu0AgjqcUZWJ9PNKQ0k_4zLTU9K2MGY63esRsJTxxfhnEmi3EzlnkvMVgUA/s1600/cfc2869a77cc4d0cb38bfa76c4b1051f.jpg_srz_p_484_321_75_22_0.50_1.20_0.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgLmLk6tDFY1i0DXE2z41_FAsp17TUhycJ2swEITb_ygIcq77bj8kAJsiuDLb7dHCtOe19J7pqGgAjxKIxHKu0AgjqcUZWJ9PNKQ0k_4zLTU9K2MGY63esRsJTxxfhnEmi3EzlnkvMVgUA/s1600/cfc2869a77cc4d0cb38bfa76c4b1051f.jpg_srz_p_484_321_75_22_0.50_1.20_0.jpg" /></a></div>
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In 2015, the Healthy Workplaces, Healthy Families Act gave qualified employees the right to accrue paid sick time for at least six days per year. However, what happens if an employee has a serious illness or medical condition and requires more than a couple of days off? Having an illness, injury, or sick family member is difficult on its own, but can be significantly harder if you worry about being fired for taking the necessary time off from work. For this reason, both federal and state laws protect certain employees by giving them the right to take leave from work for qualified reasons while their position at work remains protected.</div>
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<span style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; font-weight: bold; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">Who is qualified?</span></h4>
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The <span style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; margin: 0px; outline: 0px; padding: 0px; text-decoration: underline; vertical-align: baseline;"><a href="http://www.dfeh.ca.gov/Publications_CFRADefined.htm" style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; cursor: pointer; margin: 0px; outline: 0px; padding: 0px; text-decoration: none; vertical-align: baseline;" target="_blank">California Family Rights Act (CFRA)</a></span> and the federal <span style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; margin: 0px; outline: 0px; padding: 0px; text-decoration: underline; vertical-align: baseline;"><a href="http://www.dol.gov/whd/regs/compliance/whdfs28.pdf" style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; cursor: pointer; margin: 0px; outline: 0px; padding: 0px; text-decoration: none; vertical-align: baseline;" target="_blank">Family and Medical Leave Act (FMLA)</a></span> applies to the following types of employees:</div>
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<li style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; color: inherit; font-family: inherit; font-size: inherit; font-style: inherit; font-weight: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">Those working at a company with at least 50 workers located within 75 miles;</li>
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<li style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; color: inherit; font-family: inherit; font-size: inherit; font-style: inherit; font-weight: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">Those who have worked for the company for one year or more; and</li>
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<li style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; color: inherit; font-family: inherit; font-size: inherit; font-style: inherit; font-weight: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">Those who have worked 1,250 hours or more in the previous year.</li>
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<li style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; color: inherit; font-family: inherit; font-size: inherit; font-style: inherit; font-weight: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">Serious illness or injury;</li>
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<li style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; color: inherit; font-family: inherit; font-size: inherit; font-style: inherit; font-weight: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">Caring for a family member with a serious illness or injury;</li>
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<li style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; color: inherit; font-family: inherit; font-size: inherit; font-style: inherit; font-weight: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">Caring for a newborn baby or new adopted child;</li>
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<li style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; color: inherit; font-family: inherit; font-size: inherit; font-style: inherit; font-weight: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">As part of a reasonable accommodation for a temporary or permanent mental or physical disability; or</li>
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<li style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; color: inherit; font-family: inherit; font-size: inherit; font-style: inherit; font-weight: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">Incapacitation due to pregnancy or childbirth (under the FMLA and the California Pregnancy Disability Leave Law (PDLL)).</li>
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<span style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; font-weight: bold; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">When is leave available?</span></h4>
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In order for you job to be protected, you must have one of the following reasons for extended taking leave from work:</div>
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Generally, leave is capped at 12 weeks per year, though this may be extended due to pregnancy complications or certain disability accommodations.</div>
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<h4 style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; color: #484d56; font-family: nimbus-sans-tw01con, sans-serif; font-size: 19px; font-stretch: normal; outline: 0px; padding: 0px; text-align: left; vertical-align: baseline;">
<span style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; font-weight: bold; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">What are your rights under the law in regard to leave?</span></h4>
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When you notify your employer of your intent to take FMLA/CFRA for a qualified reason, your employer is not allowed to retaliate against you with any type of adverse employment action due to your leave. Adverse employment actions can include demotion, denial of deserved promotion or raise, termination, discipline, transfer to a less favorable position, and more. Your employer further cannot treat you differently because you took leave time.</div>
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Unfortunately, you do not have the right under the law to be paid for you time off under FMLA or CFRA. For this reason, you will only receive pay during this time if your employer has a policy to provide paid leave to employees. An employer may also allow you to apply for paid vacation or sick time to help provide payment during family or medical leave.</div>
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<h4 style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; color: #484d56; font-family: nimbus-sans-tw01con, sans-serif; font-size: 19px; font-stretch: normal; outline: 0px; padding: 0px; text-align: left; vertical-align: baseline;">
<span style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; font-weight: bold; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">Contact an experienced California employment attorney today for help</span></h4>
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If you believe that your employer has violated your rights under the FMLA or CFRA, you should always consult with an experienced attorney who has a thorough understanding of employment laws in California. At <span style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; margin: 0px; outline: 0px; padding: 0px; text-decoration: underline; vertical-align: baseline;"><a href="http://www.pershingsquarelaw.com/#!getstarted/c1cwm" style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; cursor: pointer; margin: 0px; outline: 0px; padding: 0px; text-decoration: none; vertical-align: baseline;" target="_self">Pershing Square Law Firm</a></span>, we are committed to standing up for the rights of employees and helping them recover for any losses they suffered as a result of the violation. Call our office today at 213-377-5796 to discuss your case.</div>
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Anonymoushttp://www.blogger.com/profile/05840033879403073883noreply@blogger.com2tag:blogger.com,1999:blog-5315844198400205766.post-70309946164919325622015-01-28T23:53:00.000-08:002015-01-28T23:54:03.212-08:00How to File a Complaint with the California Labor Commissioner<div dir="ltr" style="text-align: left;" trbidi="on">
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<a href="http://static.wixstatic.com/media/b1b316_0a61a4a4710a4463ab4779a3679a7aeb.png_srz_p_226_219_75_22_0.50_1.20_0.00_png_srz" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" src="http://static.wixstatic.com/media/b1b316_0a61a4a4710a4463ab4779a3679a7aeb.png_srz_p_226_219_75_22_0.50_1.20_0.00_png_srz" height="309" width="320" /></a></div>
<span class="color_2" style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; color: black; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;"><br /></span>
<span class="color_2" style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; color: black; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;"><br /></span>
<span class="color_2" style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; color: black; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">The <span style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; margin: 0px; outline: 0px; padding: 0px; text-decoration: underline; vertical-align: baseline;"><a href="http://www.dir.ca.gov/DLSE/dlse.html" style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; cursor: pointer; margin: 0px; outline: 0px; padding: 0px; text-decoration: none; vertical-align: baseline;" target="_blank">office of the Labor Commissioner</a></span> at the California Division of Labor Standards Enforcement (DLSE) reviews claims of employees regarding employers who violate laws related to employment. Filing a complaint may involve strict deadlines, accurate completion of a number of forms, and collection and submission of evidence supporting your claim. The following includes some information regarding how to file a complaint with the Labor Commissioner.</span></div>
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<span style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; font-weight: bold; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;"><span class="color_2" style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; color: black; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">Discrimination Complaints</span></span></div>
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<div class="font_9" style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; color: #484d56; font-family: nimbus-sans-tw01con, sans-serif; font-size: 19px; font-stretch: normal; outline: 0px; padding: 0px; text-align: left; vertical-align: baseline;">
<span class="color_2" style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; color: black; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">Specific procedures must be followed in order to file a complaint regarding unlawful discrimination based on protected factors, harassment, retaliation for reporting discrimination or harassment, wrongful termination, or other related matters. To file a complaint, you must:</span></div>
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Be an applicant, employee, or former employee who suffered adverse employment actions (denial of job, demotion, termination, or other discipline) due to unlawful discrimination or retaliation.</div>
</li>
<li style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; color: inherit; font-family: inherit; font-size: inherit; font-style: inherit; font-weight: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;"><div class="font_9" style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; color: #484d56; font-size: 19px; font-stretch: normal; outline: 0px; padding: 0px; vertical-align: baseline;">
File your complaint within six months of the discriminatory action (this deadline can vary for other specific types of claims, so always check with an attorney regarding the deadline in your case).</div>
</li>
<li style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; color: inherit; font-family: inherit; font-size: inherit; font-style: inherit; font-weight: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;"><div class="font_9" style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; color: #484d56; font-size: 19px; font-stretch: normal; outline: 0px; padding: 0px; vertical-align: baseline;">
Complete and mail the <span style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; margin: 0px; outline: 0px; padding: 0px; text-decoration: underline; vertical-align: baseline;"><a href="http://www.dir.ca.gov/dlse/Forms/RetaliationAndDiscrimination/DLSEFormRCI-1.pdf" style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; cursor: pointer; margin: 0px; outline: 0px; padding: 0px; text-decoration: none; vertical-align: baseline;" target="_self">correct form</a></span>, including your personal information, employer information, your allegations, the remedies you are seeking, and witnesses who can attest to your allegations.</div>
</li>
<li style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; color: inherit; font-family: inherit; font-size: inherit; font-style: inherit; font-weight: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;"><div class="font_9" style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; color: #484d56; font-size: 19px; font-stretch: normal; outline: 0px; padding: 0px; vertical-align: baseline;">
<span class="color_2" style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; color: black; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">File your claim by mail or in person at the office of the DLSE that handles discrimination claims in your area.</span></div>
</li>
</ul>
<div class="font_9" style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; color: #484d56; font-family: nimbus-sans-tw01con, sans-serif; font-size: 19px; font-stretch: normal; outline: 0px; padding: 0px; text-align: left; vertical-align: baseline;">
<br /></div>
<div class="font_9" style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; color: #484d56; font-family: nimbus-sans-tw01con, sans-serif; font-size: 19px; font-stretch: normal; outline: 0px; padding: 0px; text-align: left; vertical-align: baseline;">
<span style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; font-weight: bold; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;"><span class="color_2" style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; color: black; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">Wage Claims</span></span></div>
<div class="font_9" style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; color: #484d56; font-family: nimbus-sans-tw01con, sans-serif; font-size: 19px; font-stretch: normal; outline: 0px; padding: 0px; text-align: left; vertical-align: baseline;">
<br /></div>
<div class="font_9" style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; color: #484d56; font-family: nimbus-sans-tw01con, sans-serif; font-size: 19px; font-stretch: normal; outline: 0px; padding: 0px; text-align: left; vertical-align: baseline;">
<span class="color_2" style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; color: black; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">These requirements apply to filing a wage-related complaint:</span></div>
<div class="font_9" style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; color: #484d56; font-family: nimbus-sans-tw01con, sans-serif; font-size: 19px; font-stretch: normal; outline: 0px; padding: 0px; text-align: left; vertical-align: baseline;">
<br /></div>
<ul class="font_8" style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; color: #8892a1; font-family: nimbus-sans-tw01con, sans-serif; font-size: 17px; font-stretch: normal; margin: 0px 0px 0px 0.5em; outline: 0px; padding: 0px 0px 0px 1.3em; text-align: left; vertical-align: baseline;">
<li style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; color: inherit; font-family: inherit; font-size: inherit; font-style: inherit; font-weight: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;"><div class="font_9" style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; color: #484d56; font-size: 19px; font-stretch: normal; outline: 0px; padding: 0px; vertical-align: baseline;">
You must be an employee or former employee who has suffered one of the following:</div>
<ul class="font_8" style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; font-stretch: normal; margin: 0px 0px 0px 0.5em; outline: 0px; padding: 0px 0px 0px 1.3em; vertical-align: baseline;">
<li style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; color: inherit; font-family: inherit; font-size: inherit; font-style: inherit; font-weight: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;"><div class="font_9" style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; color: #484d56; font-size: 19px; font-stretch: normal; outline: 0px; padding: 0px; vertical-align: baseline;">
Unpaid wages;</div>
</li>
<li style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; color: inherit; font-family: inherit; font-size: inherit; font-style: inherit; font-weight: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;"><div class="font_9" style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; color: #484d56; font-size: 19px; font-stretch: normal; outline: 0px; padding: 0px; vertical-align: baseline;">
Unauthorized deductions from your pay;</div>
</li>
<li style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; color: inherit; font-family: inherit; font-size: inherit; font-style: inherit; font-weight: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;"><div class="font_9" style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; color: #484d56; font-size: 19px; font-stretch: normal; outline: 0px; padding: 0px; vertical-align: baseline;">
Failure to reimburse you for business expenses;</div>
</li>
<li style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; color: inherit; font-family: inherit; font-size: inherit; font-style: inherit; font-weight: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;"><div class="font_9" style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; color: #484d56; font-size: 19px; font-stretch: normal; outline: 0px; padding: 0px; vertical-align: baseline;">
Inadequate meal or rest break periods;</div>
</li>
<li style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; color: inherit; font-family: inherit; font-size: inherit; font-style: inherit; font-weight: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;"><div class="font_9" style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; color: #484d56; font-size: 19px; font-stretch: normal; outline: 0px; padding: 0px; vertical-align: baseline;">
A paycheck that bounced;</div>
</li>
<li style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; color: inherit; font-family: inherit; font-size: inherit; font-style: inherit; font-weight: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;"><div class="font_9" style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; color: #484d56; font-size: 19px; font-stretch: normal; outline: 0px; padding: 0px; vertical-align: baseline;">
Not receiving your final paycheck; or</div>
</li>
<li style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; color: inherit; font-family: inherit; font-size: inherit; font-style: inherit; font-weight: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;"><div class="font_9" style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; color: #484d56; font-size: 19px; font-stretch: normal; outline: 0px; padding: 0px; vertical-align: baseline;">
Not being allowed to inspect your pay records.</div>
</li>
</ul>
</li>
<li style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; color: inherit; font-family: inherit; font-size: inherit; font-style: inherit; font-weight: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;"><div class="font_9" style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; color: #484d56; font-size: 19px; font-stretch: normal; outline: 0px; padding: 0px; vertical-align: baseline;">
You must file your claim within three years of the alleged violation (or within one year for certain types of violations).</div>
</li>
<li style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; color: inherit; font-family: inherit; font-size: inherit; font-style: inherit; font-weight: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;"><div class="font_9" style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; color: #484d56; font-size: 19px; font-stretch: normal; outline: 0px; padding: 0px; vertical-align: baseline;">
You must accurately complete and mail the correct wage claim form, including detailed information regarding your hours worked, wages received, and unpaid wages. You must also complete any additional <span style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; margin: 0px; outline: 0px; padding: 0px; text-decoration: underline; vertical-align: baseline;"><a href="http://www.dir.ca.gov/dlse/forms/wage/english.pdf" style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; cursor: pointer; margin: 0px; outline: 0px; padding: 0px; text-decoration: none; vertical-align: baseline;" target="_blank">necessary forms</a></span> if your claim involves irregular hours, commission, or vacation wages.</div>
</li>
<li style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; color: inherit; font-family: inherit; font-size: inherit; font-style: inherit; font-weight: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;"><div class="font_9" style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; color: #484d56; font-size: 19px; font-stretch: normal; outline: 0px; padding: 0px; vertical-align: baseline;">
You must submit a copy of your time records, pay statements and checks, dishonored checks, notice of employment information, and collective bargaining agreements, if applicable.</div>
</li>
<li style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; color: inherit; font-family: inherit; font-size: inherit; font-style: inherit; font-weight: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;"><div class="font_9" style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; color: #484d56; font-size: 19px; font-stretch: normal; outline: 0px; padding: 0px; vertical-align: baseline;">
You must file your claim by mail or in person at the office of the DLSE that handles wage claims in your area.</div>
</li>
</ul>
<div class="font_9" style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; color: #484d56; font-family: nimbus-sans-tw01con, sans-serif; font-size: 19px; font-stretch: normal; outline: 0px; padding: 0px; text-align: left; vertical-align: baseline;">
<br /></div>
<div class="font_9" style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; color: #484d56; font-family: nimbus-sans-tw01con, sans-serif; font-size: 19px; font-stretch: normal; outline: 0px; padding: 0px; text-align: left; vertical-align: baseline;">
<span class="color_2" style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; color: black; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">If you make errors on your paperwork or do not send in the correct supporting documents, your claim may be significantly delayed or even denied. You should never risk a denial by incorrectly following procedures for filing a complaint.</span></div>
<div class="font_9" style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; color: #484d56; font-family: nimbus-sans-tw01con, sans-serif; font-size: 19px; font-stretch: normal; outline: 0px; padding: 0px; text-align: left; vertical-align: baseline;">
<br /></div>
<div class="font_9" style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; color: #484d56; font-family: nimbus-sans-tw01con, sans-serif; font-size: 19px; font-stretch: normal; outline: 0px; padding: 0px; text-align: left; vertical-align: baseline;">
<span style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; font-weight: bold; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;"><span class="color_2" style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; color: black; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">Contact an Experienced Employment Law Attorney for Help Today</span></span></div>
<div class="font_9" style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; color: #484d56; font-family: nimbus-sans-tw01con, sans-serif; font-size: 19px; font-stretch: normal; outline: 0px; padding: 0px; text-align: left; vertical-align: baseline;">
<br /></div>
<div class="font_9" style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; color: #484d56; font-family: nimbus-sans-tw01con, sans-serif; font-size: 19px; font-stretch: normal; outline: 0px; padding: 0px; text-align: left; vertical-align: baseline;">
<span class="color_2" style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; color: black; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">Filing a complaint or claim with the Labor Commissioner in California can be complicated. In order to make sure you do not make a mistake and reduce your chances of recovery, you should always seek out the assistance of an experienced employment law attorney as soon as possible. At the Pershing Square Law Firm, we have successfully assisted numerous employees receive the compensation they deserve, so please do not hesitate to call today at (213) 377-5796 to discuss your case.</span></div>
</div>
Anonymoushttp://www.blogger.com/profile/05840033879403073883noreply@blogger.com5tag:blogger.com,1999:blog-5315844198400205766.post-68414667547171964242014-03-05T14:20:00.002-08:002014-03-05T14:20:54.773-08:00“Millionaire Matchmaker” Contestant Facing Labor Law Allegations<div dir="ltr" style="text-align: left;" trbidi="on">
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;">Last
January, Californian Stephanie Costa appeared on Millionaire Matchmaker, a
reality TV program on Bravo. The show helps self-described millionaires find
suitable romantic partners. On the show, the 30 year-old Costa boasted about
her Beverly Hills mansion and her multiple motor vehicles, all of which she
stated she paid for by owning the company Bedford Care Group. Bedford Care
Group runs six assisted living facilities for the elderly throughout
California.<o:p></o:p></span></div>
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<br /></div>
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<span style="font-family: Arial, Helvetica, sans-serif;">While
Costa was trying to become a reality TV star and flaunting her wealth, she was
also allegedly mistreating her employees by violating several state labor laws.
Now, just over a year after her luxurious television appearance, Costa instead
finds herself in a legal hearing to appeal a decision against her by the Office
of the California Labor Commissioner.<o:p></o:p></span></div>
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<br /></div>
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<span style="font-family: Arial, Helvetica, sans-serif;"><b>Labor
Commissioner Decision</b><br />
<!--[if !supportLineBreakNewLine]--><br />
<!--[endif]--><o:p></o:p></span></div>
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<span style="font-family: Arial, Helvetica, sans-serif;">Last
year, after an investigation, the California Labor Commissioner found that
Costa and Bedford Care Group violated several state wage and hour laws with the
following actions:<o:p></o:p></span></div>
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<br /></div>
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</div>
<ul style="text-align: left;">
<li><span style="font-family: Arial, Helvetica, sans-serif;">Expecting employees to work significantly extended shifts;</span></li>
</ul>
<ul style="text-align: left;">
<li><span style="font-family: Arial, Helvetica, sans-serif;">Not allowing the proper breaks for meals or rest under the
law;</span></li>
</ul>
<ul style="text-align: left;">
<li><span style="font-family: Arial, Helvetica, sans-serif;">Not paying certain employees the 2013 state minimum wage of
$8.00 per hour (the CA minimum wage will rise to $9.00 per hour on July 1, 2014);</span></li>
</ul>
<ul style="text-align: left;">
<li><span style="font-family: Arial, Helvetica, sans-serif;">Not paying the required time and a half overtime wages for
hours worked over 40 per week;</span></li>
</ul>
<ul style="text-align: left;">
<li><span style="font-family: Arial, Helvetica, sans-serif;">Failing to provide proper itemized pay statements that would
allow employees to track their hours and check for accuracy.</span></li>
</ul>
<br />
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<br /></div>
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<span style="font-family: Arial, Helvetica, sans-serif;">The
employees stated they continued working for Costa because they cared about the
elderly residents of the Bedford Care Group facilities, however 11 former
employees finally brought a claim against Costa and the company. The plaintiffs
stated they could no longer stand for the injustice of the labor law
violations, and that they hope their case will not negatively affect the
residents of the facilities in any way.<o:p></o:p></span></div>
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<br /></div>
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<span style="font-family: Arial, Helvetica, sans-serif;">After
investigating the claims, the Labor Commissioner<a href="http://globalnation.inquirer.net/74083/california-care-facility-slapped-with-1-6m-citation-for-wage-theft"><span style="color: black; mso-bidi-font-family: Arial; text-decoration: none; text-underline: none;"> </span><span style="color: #1155cc; mso-bidi-font-family: Arial;">determined</span></a> that Bedford Care Group owes
the 11 former employees and the state nearly $1.6 million in compensation and
penalties. The penalties break down as follows:<o:p></o:p></span></div>
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<br /></div>
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</div>
<ul style="text-align: left;">
<li><span style="font-family: Arial, Helvetica, sans-serif;">$1.3 million to the employees for unpaid overtime;</span></li>
</ul>
<ul style="text-align: left;">
<li><span style="font-family: Arial, Helvetica, sans-serif;">$95,053 to the employees for missed meal and rest breaks;</span></li>
</ul>
<ul style="text-align: left;">
<li><span style="font-family: Arial, Helvetica, sans-serif;">$17,025 to the employees for unpaid minimum wage;</span></li>
</ul>
<ul style="text-align: left;">
<li><span style="font-family: Arial, Helvetica, sans-serif;">$114,500 to the state in civil penalties for the violations.</span></li>
</ul>
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<span style="font-family: Arial, Helvetica, sans-serif;"><b>Costa
Appealing</b><br />
<!--[if !supportLineBreakNewLine]--><br />
<!--[endif]--><o:p></o:p></span></div>
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<span style="font-family: Arial, Helvetica, sans-serif;">Costa
and the Bedford Care Group are not going down without a fight, as she entered
the Labor Office for an appellate hearing in late January 2014. Costa claimed
she had timesheets to demonstrate that the company paid all employees adequate
wages for the hours they worked. However, the 11 former employees stated these
timesheets were falsified and maintain their allegations. Employees of the
Bedford Care Group took to the streets<a href="http://www.fresnobee.com/2014/01/23/3729262/filipino-workers-stage-wage-protest.html"><span style="color: black; mso-bidi-font-family: Arial; text-decoration: none; text-underline: none;"> </span><span style="color: #1155cc; mso-bidi-font-family: Arial;">in protest</span></a> while Costa was in her appeal
to try to make their case public. The appellate decision is still pending.<o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<br />
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;">California takes wage and hour laws
very seriously. If you believe your employer has violated any labor laws, you
should not hesitate to contact the<a href="http://www.pershingsquarelaw.com/"><span style="color: black; mso-bidi-font-family: Arial; mso-fareast-font-family: "Times New Roman"; text-decoration: none; text-underline: none;"> </span><span style="color: #1155cc; mso-bidi-font-family: Arial; mso-fareast-font-family: "Times New Roman";">Pershing Square Law Firm</span></a> for assistance with a possible case today.</span><o:p></o:p></div>
</div>
Anonymoushttp://www.blogger.com/profile/05840033879403073883noreply@blogger.com3tag:blogger.com,1999:blog-5315844198400205766.post-38714182850090335252014-02-25T12:48:00.000-08:002014-02-25T12:48:33.861-08:00DOL Investigating Oakland Raiders Labor Lawsuit<div dir="ltr" style="text-align: left;" trbidi="on">
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;">Professional
sports leagues in the United States have faced a rash of lawsuits in the past
year, many of which involve allegations of labor law violations. Both the San
Francisco Giants and the Miami Marlins faced lawsuits from <a href="http://www.pershingsquarelaw.com/#!unpaid-internships/c1rka"><span style="color: #1155cc; mso-bidi-font-family: Arial;">former unpaid interns</span></a> who claimed they should have
received a minimum wage as employees. The Giants further agreed last year to
pay a group of security employees over $500,000 for various labor law violations.
The most recent professional sports team to garner national attention for
possible labor law violations is the Oakland Raiders.<o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;">The
lawsuit was filed by Lacy T., who is part of the cheerleading squad for the
team, known as the Raiderettes (for safety purposes, cheerleaders only reveal
their first names). Both current and former cheerleaders have joined in the
class-action suit, which alleges several wage and hour violations against the
football organization.<o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;">The
plaintiffs claim the Raiders violated state labor laws in the following ways:<o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;"> <o:p></o:p></span></div>
<div class="MsoNormal">
</div>
<ul style="text-align: left;">
<li><span style="font-family: Arial, Helvetica, sans-serif;">The cheerleaders were expected
to work more than eight-hour shifts without necessary breaks or overtime
compensation, violating state requirement for meal and rest breaks, as well as</span><a href="http://www.dir.ca.gov/dlse/faq_overtime.htm" style="font-family: Arial, Helvetica, sans-serif;"><span style="color: black; mso-bidi-font-family: Arial; text-decoration: none; text-underline: none;"> </span><span style="color: #1155cc; mso-bidi-font-family: Arial;">overtime laws</span></a><span style="font-family: Arial, Helvetica, sans-serif;">.</span></li>
</ul>
<ul style="text-align: left;">
<li><span style="font-family: Arial, Helvetica, sans-serif;">The Raiders withheld pay until
the end of the season, violating</span><a href="http://www.dir.ca.gov/dlse/faq_paydays.htm" style="font-family: Arial, Helvetica, sans-serif;"><span style="color: black; mso-bidi-font-family: Arial; text-decoration: none; text-underline: none;"> </span><span style="color: #1155cc; mso-bidi-font-family: Arial;">California laws</span></a><span style="font-family: Arial, Helvetica, sans-serif;"> regarding paydays and pay
periods.</span></li>
</ul>
<ul style="text-align: left;">
<li><span style="font-family: Arial, Helvetica, sans-serif;">That paycheck at the end of the
season paid $125 per game for 10 games, which adds up to only $1,250 for 9
months of work, including 3 rehearsals per week, workouts, fittings, event
appearances, photo shoots, and other mandatory meetings. Overall, the pay comes
out to approximately less than $5.00 per hour for a season’s work, which
violates California’s minimum wage</span><a href="http://www.dir.ca.gov/dlse/faq_minimumwage.htm" style="font-family: Arial, Helvetica, sans-serif;"><span style="color: black; mso-bidi-font-family: Arial; text-decoration: none; text-underline: none;"> </span><span style="color: #1155cc; mso-bidi-font-family: Arial;">laws.</span></a></li>
</ul>
<ul style="text-align: left;">
<li><span style="font-family: Arial, Helvetica, sans-serif;"> </span><span style="font-family: Arial, Helvetica, sans-serif;">The Raiders require the
cheerleaders to pay for their own expenses related to required hair styling,
makeup, and travel.</span></li>
</ul>
<ul style="text-align: left;">
<li><span style="font-family: Arial, Helvetica, sans-serif;">The Raiders further unlawfully
deduct from a cheerleader’s paycheck for minor infringements, such as chewing
gum, bringing the wrong set of pom-poms to practice, or wearing the wrong type
of outfit to rehearsal.</span></li>
</ul>
<br />
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;">After
all of these alleged violations, many Raiderettes do not even break even for
the season.<o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;">The
federal Department of Labor (DOL) has recently involved itself in the lawsuit
by launching an investigation into violations of federal labor laws. The DOL is
apparently looking into how several other teams treat their cheerleaders, as
well. If the DOL finds that the Raiders violated federal employment laws, they
have the power to order the organization to reimburse the cheerleaders for
twice the amount of compensation they were originally denied. For this reason,
the Raiders may end up paying significantly more than if they had simply
followed labor laws to begin.<o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;">Some
employers, such as professional sports organizations, believe they are above
labor laws and do not have to follow them. However, cases like this demonstrate
that employment laws apply to professional sports teams like any other
employer, and the Raiders may face the consequences like any other company.<o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<br />
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;">If you believe your employer has
violated any wage, hour, or other labor laws, contact the <a href="http://www.pershingsquarelaw.com/#!contact-213-377-5796/c24vq"><span style="color: #1155cc; mso-bidi-font-family: Arial; mso-fareast-font-family: "Times New Roman";">Pershing Square Law Firm</span></a> for assistance
today.</span><o:p></o:p></div>
</div>
Anonymoushttp://www.blogger.com/profile/05840033879403073883noreply@blogger.com1tag:blogger.com,1999:blog-5315844198400205766.post-68569779045184403052014-02-11T12:15:00.000-08:002014-02-11T12:15:32.050-08:00Highest State Minimum Wage Proposed in California<div dir="ltr" style="text-align: left;" trbidi="on">
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;">In his
recent State of the Union address, President Obama urged legislators to take
charge in pushing minimum wage increases through Congress. California State
Senator Mark Leno (D-San Francisco) took the request to heart, as he introduced
a state bill on February 3, 2014 that would make California’s minimum wage the
highest of any state if passed.<o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;">Currently,
a law is in place that will raise the state minimum wage from $8.00 per hour to
$9.00 per hour in July 2014, then again to $10 per hour in 2016. There is no
provision in the current law for further annual increases based on inflation
after 2016. Sen. Leno’s proposed bill would step up the wage increase as
follows:<o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
</div>
<ul style="text-align: left;">
<li><span style="font-family: Arial, Helvetica, sans-serif;">$11.00 per hour in 2015;</span></li>
<li><span style="font-family: Arial, Helvetica, sans-serif;">$12.00 per hour in 2016;</span></li>
<li><span style="font-family: Arial, Helvetica, sans-serif;">$13.00 per hour in 2017;</span></li>
<li><span style="font-family: Arial, Helvetica, sans-serif;">Annual adjustments tied to inflation starting in 2018.</span></li>
</ul>
<span style="font-family: Arial, Helvetica, sans-serif;"><o:p></o:p></span><br />
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;"><o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;"><o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;"><o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;">While
the bill is expected to garner some opposition, Leno defends the aggressive
increases by citing the high cost of living in California. He stated that the
federal minimum wage is simply a starting point, and state legislators should
identify the needs of residents of their state and adjust the state minimum
wage accordingly.<o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;"><b>Current
California Minimum Wage</b><br />
<!--[if !supportLineBreakNewLine]--><br />
<!--[endif]--><o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;">Residents
working 40-hour weeks at the existing state minimum wage of $8.00 per hour take
home $16,640 annually, before taxes. The poverty line in California for a
four-person family with one wage earner is $23,850. According to the United
States<a href="http://www.census.gov/prod/2013pubs/p60-247.pdf?eml=gd&utm_medium=email&utm_source=govdelivery"><span style="color: black; mso-bidi-font-family: Arial; text-decoration: none; text-underline: none;"> </span><span style="color: #1155cc; mso-bidi-font-family: Arial;">census</span></a>, this wage discrepancy puts
approximately 24 percent of California residents under the poverty level
despite working full-time jobs.<o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;">State
Senator Leno owns his own company and pays his workers a minimum of $16 per
hour. Leno states that paying higher wages reduces turnaround and increases
employee productivity. He stated there is no excuse for companies making high
corporate profits while some of their full-time employees need food stamps and
other government assistance to survive.<o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;">Earlier
this year, 600 prominent economists from the Economic Policy Institute<a href="http://www.epi.org/press/prominent-economists-endorse-10-10-minimum/"><span style="color: black; mso-bidi-font-family: Arial; text-decoration: none; text-underline: none;"> </span><span style="color: #1155cc; mso-bidi-font-family: Arial;">signed a
letter</span></a> to
federal lawmakers urging them to pass a federal minimum wage of $10.10 per
hour. These economists assert that raising the minimum wage will bring many
families out of poverty, thereby reducing the need for government public
assistance and increasing spending by consumers. Recently, some conservative
politicians and entrepreneurs in California have jumped on board,<a href="http://www.huffingtonpost.com/2014/01/11/ron-unz-minimum-wage_n_4582051.html"><span style="color: black; mso-bidi-font-family: Arial; text-decoration: none; text-underline: none;"> </span><span style="color: #1155cc; mso-bidi-font-family: Arial;">demonstrating</span></a> support for a minimum wage
increase and reduction in poverty.<o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;">Though
the $13 per hour proposal would be the highest state minimum wage in the United
States, it will still not be the highest local minimum wage. Last year, the
city of SeaTac, Washington raised its minimum wage to $15.00 per hour.
Furthermore, Los Angeles legislators have a bill on the table to raise wages
for hotel workers to $15.37 per hour, which would be the highest in the
country. San Francisco has the highest minimum wage in California, currently at
$10.55 per hour.<o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;">Everyone deserves to be adequately paid
for their work. If you believe your employer is violating wage and hour laws,
call the<a href="http://www.pershingsquarelaw.com/"><span style="color: black; mso-bidi-font-family: Arial; mso-fareast-font-family: "Times New Roman"; text-decoration: none; text-underline: none;"> </span><span style="color: #1155cc; mso-bidi-font-family: Arial; mso-fareast-font-family: "Times New Roman";">Pershing Square Law Firm</span></a> today for help.</span></div>
</div>
Anonymoushttp://www.blogger.com/profile/05840033879403073883noreply@blogger.com0tag:blogger.com,1999:blog-5315844198400205766.post-63668213985293801682014-02-04T13:07:00.002-08:002014-02-04T13:07:35.505-08:00Federal Contractors to See Potential Wage Increase<div dir="ltr" style="text-align: left;" trbidi="on">
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;">Minimum
wage has been a hot topic over the last year, and continues to be so into 2014.
The Fair Minimum Wage Act now sits in front of both the<a href="http://op.bna.com/dlrcases.nsf/id/bpen-9ewlgs/$File/H.R.%201010.pdf"><span style="color: black; mso-bidi-font-family: Arial; text-decoration: none; text-underline: none;"> </span><span style="color: #1155cc; mso-bidi-font-family: Arial;">House of
Representatives</span></a>
and the<a href="http://op.bna.com/dlrcases.nsf/id/kerl-9fduk3/$File/S.%201737.pdf"><span style="color: black; mso-bidi-font-family: Arial; text-decoration: none; text-underline: none;"> </span><span style="color: #1155cc; mso-bidi-font-family: Arial;">Senate</span></a>. The Act aims to raise the
federal minimum wage from $7.25 per hour to $10.10 per hour in three stages
over the next several years. The Act would further raise the <a href="http://www.pershingsquarelaw.com/#!wage-and-tipping-claims/c17l8"><span style="color: #1155cc; mso-bidi-font-family: Arial;">minimum wage for tipped
employees</span></a> and
ensure that, in future years, the minimum wage would adjust annually for
inflation, as it does in many states.<o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;">While
the majority of American minimum wage employees will have to wait for the bill
to pass, another group of employees in the United States may see pay increases
sooner. In his State of the Union address, President Obama announced his plan
to sign an executive order, which will raise the minimum wage for federal
contract employees to $10.10 per hour. Because federal contracts can be so
complex, the new wage requirement will not affect anyone who is currently under
contract, but will affect all of those who sign new future contracts or renewed
contracts.<o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;">The
President stated the order could be expected in a few weeks, and the White
House claimed it believes that “[b]oosting wages will lower turnover and
increase morale, and will lead to higher productivity overall.” Many lower
wage-earning federal contract employees work on military bases as dishwashers,
janitors, food servers, and launderers. Obama specifically voiced his belief
that the people who help take care of United States troops should not have to
live below the poverty level.<o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;"><b>Opposition
for the Wage Hike</b><o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;">Of
course, people quickly spoke up against the President’s plan, citing concerns
or simply downplaying the bill. First, some industry groups took the order as a
slight against federal contractors, stating the President singled out
contractors for the increase, which may insinuate that contractors do not
already pay a fair wage. <o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;">Industry
groups cited the Service Contract Act, which already requires employees under
certain types of contracts to be paid much higher than $10.10 per hour.<o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;">Other
politicians pointed out that the scope of the executive order would be much
smaller than it sounds, stating that only approximately 10 percent of the 2.2
million federal contract employees currently make less than $10.10 per hour.
Those are the only employees who would be covered under the order.<o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;">However,
the Obama administration pointed out that the increase will still apply to
200,000 to 300,000 Americans, and will increase their standard of living. That
is better than nothing, some politicians maintain. Others see this order as a
push to pass the Fair Minimum Wage Act through Congress. Obama also commented,
in his State of the Union address, that he would continue to encourage that
bill, and for Congress to stand up for all workers in the United States by
increasing the federal minimum wage.<o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;">Though the federal minimum wage is
currently still $7.25 per hour, the minimum wage in California is $8.00 per
hour for 2013. If you have any questions regarding minimum wage or other wage
and hour issues, call the<a href="http://www.pershingsquarelaw.com/"><span style="color: black; mso-bidi-font-family: Arial; mso-fareast-font-family: "Times New Roman"; text-decoration: none; text-underline: none;"> </span><span style="color: #1155cc; mso-bidi-font-family: Arial; mso-fareast-font-family: "Times New Roman";">Pershing Square Law Firm</span></a> today for help. <o:p></o:p></span></div>
<br />
<div class="MsoNormal">
<br /></div>
</div>
Anonymoushttp://www.blogger.com/profile/05840033879403073883noreply@blogger.com0tag:blogger.com,1999:blog-5315844198400205766.post-19340772012288405512014-02-04T00:04:00.000-08:002014-02-04T00:04:05.729-08:00Milestone GINA Case Warns Employers about Application Questions<div dir="ltr" style="text-align: left;" trbidi="on">
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;"><span style="color: black; mso-bidi-font-family: Arial;">Congress
enacted the</span><a href="http://www.eeoc.gov/laws/statutes/gina.cfm"><span style="color: black; mso-bidi-font-family: Arial; text-decoration: none; text-underline: none;"> </span><span style="color: #1155cc; mso-bidi-font-family: Arial;">Genetic
Information Nondiscrimination Act (GINA)</span></a><span style="color: black; mso-bidi-font-family: Arial;"> in 2008. Title II of GINA specifically prohibits employers
from </span><a href="http://www.pershingsquarelaw.com/#!discrimination/c1p98"><span style="color: #1155cc; mso-bidi-font-family: Arial;">discriminating against</span></a><span style="color: black; mso-bidi-font-family: Arial;"> or harassing job applicants or
current employees based on their genetic information. To prevent employers from
unlawfully using genetic information in employment decisions, companies may not
request or require applicants or employees to provide such information.<o:p></o:p></span></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<b style="mso-bidi-font-weight: normal;"><span style="color: black; mso-bidi-font-family: Arial;"><span style="font-family: Arial, Helvetica, sans-serif;">Under the law, genetic
information includes the following:<o:p></o:p></span></span></b></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
</div>
<ul style="text-align: left;">
<li><span style="font-family: Arial, Helvetica, sans-serif;">Information regarding a person’s genetic tests;</span></li>
<li><span style="font-family: Arial, Helvetica, sans-serif;">Genetic information showing an increased risk for a
disorder, disease, or other medical condition;</span></li>
<li><span style="font-family: Arial, Helvetica, sans-serif;">Information showing an individual requested or received any
type of genetic services;</span></li>
<li><span style="font-family: Arial, Helvetica, sans-serif;">Genetic information of a pregnant woman or fetus;</span></li>
<li><span style="font-family: Arial, Helvetica, sans-serif;">Genetic tests of family members or family medical history.</span></li>
</ul>
<br />
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="color: black; mso-bidi-font-family: Arial;"><span style="font-family: Arial, Helvetica, sans-serif;">GINA
prevents employers from requesting family medical history and tests because
such information may show that the individual may have a predisposition for
certain diseases or disorders.<o:p></o:p></span></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;"><b><span style="color: black; mso-bidi-font-family: Arial;">Landmark
Case for EEOC</span></b><span style="mso-bidi-font-family: "Times New Roman";"><o:p></o:p></span></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="color: black; mso-bidi-font-family: Arial;"><span style="font-family: Arial, Helvetica, sans-serif;">Issues
under GINA have been litigated by the Equal Employment Opportunity Commission
(EEOC) three times, with only one case alleging an employer engaged in systemic
discrimination. The former case, <i>EEOC v. Founders Pavilion Inc.,</i>
recently settled, and the EEOC calls the settlement a major milestone in
employment law.<o:p></o:p></span></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="color: black; mso-bidi-font-family: Arial;"><span style="font-family: Arial, Helvetica, sans-serif;">As part
of its hiring process, Founders Pavilion Inc. conducted pre-employment medical
exams, during which it unlawfully requested family medical history in violation
of GINA. The EEOC case further alleged violations of the Americans with
Disabilities Act (ADA) and Title VII, claiming that based on the medical exams,
the company refused to hire two women for perceived disabilities, refused to
hire three women because of pregnancy, and fired a current employee after
refusing to accommodate her disability.<o:p></o:p></span></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;"><span style="color: black; mso-bidi-font-family: Arial;">Ten
months after the complaint, the EEOC and Founders Pavilion came to a</span><a href="http://www.workplaceclassaction.com/files/2014/01/Consent-decree1.pdf"><span style="color: black; mso-bidi-font-family: Arial; text-decoration: none; text-underline: none;"> </span><span style="color: #1155cc; mso-bidi-font-family: Arial;">settlement
agreement</span></a><span style="color: black; mso-bidi-font-family: Arial;">
totaling $370,000. The five employees who suffered unlawful discrimination
under the ADA and Title VII will split $259,600, while 138 individuals who were
unlawfully asked to provide family medical history or other genetic information
will share $110,400. The company will furthermore have to post notices of the
lawsuit in the workplace, adjust its anti-discrimination policy and notify and
train employees on the changes, and periodically report to the EEOC for five
years.<o:p></o:p></span></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;"><b><span style="color: black; mso-bidi-font-family: Arial;">Reminder
for All Employers</span></b><span style="mso-bidi-font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman";"><br style="mso-special-character: line-break;" />
<!--[if !supportLineBreakNewLine]--><br style="mso-special-character: line-break;" />
<!--[endif]--></span><span style="mso-bidi-font-family: "Times New Roman";"><o:p></o:p></span></span></div>
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<span style="color: black; mso-bidi-font-family: Arial;"><span style="font-family: Arial, Helvetica, sans-serif;">Though
GINA claims have been few and far between, the Founders Pavilion case reminds
employers that the EEOC will take allegations of GINA violations very
seriously. Furthermore, the case is another example of how GINA violations
often go hand-in-hand with violations of the ADA, Title VII, or other
employment laws. The consequences of such violations may be serious for
employers.<o:p></o:p></span></span></div>
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<br /></div>
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<span style="color: black; mso-bidi-font-family: Arial;"><span style="font-family: Arial, Helvetica, sans-serif;">Asking
questions regarding family medical history on job applications or during
job-related medical exams is against the law. There are only six narrow
exceptions to this rule, which may be found here. Otherwise, companies should
make sure their application and medical exam policies are in compliance with
the law.<o:p></o:p></span></span></div>
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<br /></div>
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<span style="font-family: Arial, Helvetica, sans-serif;"><span style="color: black; mso-bidi-font-family: Arial; mso-fareast-font-family: "Times New Roman";">If you believe that you have suffered
unlawful discrimination based on your genetic information or any other
protected reason, you should contact the </span><a href="http://www.pershingsquarelaw.com/#!contact-213-377-5796/c24vq"><span style="color: #1155cc; mso-bidi-font-family: Arial; mso-fareast-font-family: "Times New Roman";">Pershing Square Law Firm</span></a><span style="color: black; mso-bidi-font-family: Arial; mso-fareast-font-family: "Times New Roman";"> as soon as possible
to discuss a possible case.</span><span style="mso-bidi-font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman";"><o:p></o:p></span></span></div>
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Anonymoushttp://www.blogger.com/profile/05840033879403073883noreply@blogger.com0tag:blogger.com,1999:blog-5315844198400205766.post-74714070715382934752014-01-24T12:47:00.000-08:002014-01-24T12:47:19.572-08:00Harmless Banter May Escalate to Harassment<div dir="ltr" style="text-align: left;" trbidi="on">
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<span style="font-family: Arial, Helvetica, sans-serif;">When
adults spend an enormous amount of time together, they are bound to have some
adult-themed conversation at some point. Much of the time, conversations with
sexual content or undertones can be harmless, consensual, and enjoyable.
However, when sexually themed comments and conversations become common in a
workplace environment, the risk arises that the conversation may escalate and <a href="http://www.pershingsquarelaw.com/#!workplace-harassment/cva2"><span style="color: #1155cc; mso-bidi-font-family: Arial;">potentially offend some
employees</span></a>. For
this reason, managers and supervisors should always try to rein in any type of
sexual banter at work.<o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
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<span style="font-family: Arial, Helvetica, sans-serif;">Consider
the following example: a male employee with no ill intentions makes a comedic
sexually-themed comment to a female colleague, and the female laughs. Because
she laughed, he may be encouraged that she appreciates and is comfortable with
that type of humor, and may continue to make similar jokes or comments in the
future. The sexual nature of the comments may increase, and though she may
become slightly uncomfortable, she does not object or ask him to stop making
such comments. Believing his co-worker is completely at ease with sexual
conversations, the male employee stops making jokes and begins directing sexual
comments at her by inquiring about her sex life or commenting on her body. He
reaches out and touches her to illustrate remarks about her body, and begins
regularly leering at her. Now highly offended, the female employee files a
formal complaint of sexual harassment.<o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;">These
are the actual facts of a case brought by the Equal Employment Opportunity
Commission (EEOC) against the office of the Governor of Alaska for sexual
harassment of one Special Staff Assistant against another. Had the original
sexually-themed jokes never occurred or been discouraged, perhaps the office
could have avoided the case altogether.<o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;"><b>Companies
should try to avoid harassment lawsuits</b><br />
<!--[if !supportLineBreakNewLine]--><br />
<!--[endif]--><o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;">Fashion
house Gucci recently faced a similar—and unwarranted—sexual harassment<a href="https://casetext.com/case/mendez-nouel-v-gucci-am-inc/"><span style="color: black; mso-bidi-font-family: Arial; text-decoration: none; text-underline: none;"> </span><span style="color: #1155cc; mso-bidi-font-family: Arial;">claim</span></a>. After a male employee was
legitimately fired due to his demeanor at work, he brought a claim alleging
that workplace banter regarding a supervisor’s sexual orientation had created a
hostile and offensive work environment for him. Though the court decided that
such banter did not, in fact, create a sexually hostile work environment, Gucci
still had to dedicate time, money, and energy to defending the claim in court.
The company could have possibly avoided the entire ordeal had they worked to
control sexually-themed banter to begin with.<o:p></o:p></span></div>
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<br /></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;">Employees
may also do their part to avoid escalation to sexual harassment. One employment
law attorney<a href="http://www.mondaq.com/article.asp?articleid=287670&signup=true&newsub=1"><span style="color: black; mso-bidi-font-family: Arial; text-decoration: none; text-underline: none;"> </span><span style="color: #1155cc; mso-bidi-font-family: Arial;">advised</span></a> employees to always pretend
they were speaking with their first grade teacher or mother, and to edit the
content of the conversation accordingly. If conversations do not have any
sexual connotation at all, you will never risk sexually offending someone.
Furthermore, if any conversation makes you even slightly uncomfortable, speak
up and inform your co-worker immediately that you would like that conversation
or behavior to cease, and would not appreciate similar conversations in the
future.<o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<br />
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;">Finally,
if you do believe you have been sexually harassed at work, it is important to
contact an experienced <a href="http://www.pershingsquarelaw.com/#!contact-213-377-5796/c24vq"><span style="color: #1155cc; mso-bidi-font-family: Arial;">employment law attorney</span></a> at Pershing Square Law Firm
as soon as possible for help.</span><o:p></o:p></div>
</div>
Anonymoushttp://www.blogger.com/profile/05840033879403073883noreply@blogger.com0tag:blogger.com,1999:blog-5315844198400205766.post-32132051819456744072014-01-13T17:33:00.000-08:002014-01-13T17:33:06.688-08:00Can My California Employer Check My Credit?<div dir="ltr" style="text-align: left;" trbidi="on">
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;">In
previous years, it was common for employers throughout the United States to
check a job applicant’s credit to help make employment decisions. If applicants
had poor credit, the potential employer would often see that as a sign of
irresponsibility and decide not to hire that person. However, in recent years,
with the economic downturn, more Americans than ever have credit problems.
Unemployment, mortgage foreclosures, and other financial struggles have made it
difficult for people to pay all of their bills and have caused a large number
of credit scores to plummet. Those lower credit scores have made it difficult
for some Americans to secure employment, which only furthers their financial
difficulties.<o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;">Recent reports,
however, have indicated that a low credit score has little to no reflection on
whether an applicant has the ability to adequately perform job duties. For that
reason, in December of 2013, Senator Elizabeth Warren (D-Mass.) introduced
proposed federal legislation, the<a href="http://www.scribd.com/doc/192146652/Bill-Text-Equal-Employment-for-All-Act"><span style="color: black; mso-bidi-font-family: Arial; text-decoration: none; text-underline: none;"> </span><span style="color: #1155cc; mso-bidi-font-family: Arial;">Equal
Employment for All Act</span></a>, which would amend the Fair Credit Reporting Act (FRCA) to
prohibit employers across the United States from using credit information to
make employment decisions, all in order to protect applicants and employees
from unjust discrimination.<o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;"><b>California
Credit Check Laws</b><o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;">While
the federal legislation is still pending, California job applicants and
employees are already protected from discrimination based on credit checks.
California is one of ten states that have enacted such legislative protections
for employees as of January 1st, 2014. These states include California,
Colorado, Connecticut, Hawaii, Illinois, Maryland, Nevada, Oregon, Vermont, and
Washington. Additionally, 35 other states have pending legislation related to
employer credit checks.<o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;">Generally,
most California public and private employers may not use credit information as
the basis for any adverse employment action, such as hiring, demotion,
rejection for promotion, or termination. An employer may not otherwise
discriminate against or harass an employer based on credit information.<o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;"><b>Exceptions
to the Law</b><o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;">There
are certain exceptions in which an employer may use credit information as the
basis of an employment decision. Such exceptions are necessary in fields of
employment that involve the handling of money or certain financial
responsibilities. Some exceptions include applicants for:<o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;">·
A managerial position who qualifies for the executive
exemption from wage and hour laws;<o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;">·
A position that allows the employee to transfer company
money, enter into financial contracts for the company, or be a signatory on the
company’s credit cards or bank accounts;<o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;">·
A position that gives the employee access to large amounts
of credit or bank applications or other personal information of customers;<o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;">·
A position that gives the employee access to trade secrets
or other confidential company information;<o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;">·
A position in which the employee handles large amounts of
client money.<o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;">It
makes sense that credit checks would be allowed for such positions that require
a large amount of trust or financial responsibility. However, for any other
type of position, California employers should never use credit information to
make decisions or to discriminate against an applicant or employee.<o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<br />
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;">If you have any concerns about employer
credit checks, or if you believe that a company has violated employment laws,
contact the office of<a href="http://www.pershingsquarelaw.com/"><span style="color: black; mso-bidi-font-family: Arial; mso-fareast-font-family: "Times New Roman"; text-decoration: none; text-underline: none;"> </span><span style="color: #1155cc; mso-bidi-font-family: Arial; mso-fareast-font-family: "Times New Roman";">Pershing Square Law Firm</span></a> today for assistance
in protecting your rights.</span><o:p></o:p></div>
</div>
Anonymoushttp://www.blogger.com/profile/05840033879403073883noreply@blogger.com0tag:blogger.com,1999:blog-5315844198400205766.post-22127062362768144452014-01-13T17:32:00.000-08:002014-01-13T17:32:07.890-08:00California Supreme Court Asked to Review “Suitable Seating” Law<div dir="ltr" style="text-align: left;" trbidi="on">
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;">California labor laws include a “suitable seating”
provision, which has recently come under debate in the state courts. Two different labor laws include suitable
seating provisions,<a href="http://www.dir.ca.gov/IWC/WageOrders2005/IWCArticle7.html"><span style="color: black; text-decoration: none; text-underline: none;"> </span></a><a href="http://www.dir.ca.gov/IWC/WageOrders2005/IWCArticle7.html"><span style="color: #1155cc;">one law applies</span></a> to the mercantile industry and<a href="http://www.dir.ca.gov/Iwc/IWCArticle4.pdf"><span style="color: black; text-decoration: none; text-underline: none;"> </span></a><a href="http://www.dir.ca.gov/Iwc/IWCArticle4.pdf"><span style="color: #1155cc;">the
other applies</span></a> to the professional, technical, clerical, mechanical,
and similar occupations. In both labor
laws, the suitable seating provisions are identical and read as follows:<o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;">(A) All working employees shall be provided with suitable
seats when the nature of the work reasonably permits the use of seats.<o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;">(B) When employees are not engaged in the active duties of
their employment and the nature of the work requires standing, an adequate
number of suitable seats shall be placed in reasonable proximity to the work
area and employees shall be permitted to use such seats when it does not
interfere with the performance of their duties.<o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;"><b>Recent Suitable
Seating Cases</b></span></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;"><b><br /></b></span></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;"><o:p></o:p></span><span style="font-family: Arial, Helvetica, sans-serif;">Two proposed class action suits regarding suitable seating
violations were dismissed and then appealed in 2013. The first lawsuit was brought by a former
cashier at CVS Pharmacy, who spent 90 percent of her shifts behind the cash
register and claimed the company violated the law when it refused to allow her
to sit down during this time. The second
lawsuit was filed by four former tellers at JPMorgan Chase Bank, and claimed
the corporation unlawfully refused to let tellers sit down.<o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;">The trial court refused to allow the class actions suits to
proceed, stating that a company may use business judgment in deciding whether
employees should sit down based on the “entire range of an employee’s
duties.” Because the companies stated
the employees did not spend 100% of their time behind the register, the lower
court found that standing may be required to allow them to move about the
store. However, the employees disagree,
stating that while they are behind the register, they should be allowed to sit
down.<o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;">On appeal, the Court of Appeals for the Ninth Circuit had
three main questions:<o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
</div>
<ol style="text-align: left;">
<li><span style="font-family: Arial, Helvetica, sans-serif;">Does
“nature of the work” refer to the full range of an employee’s duties or to
individual tasks?</span></li>
<li><span style="font-family: Arial, Helvetica, sans-serif;">Should
courts consider the employer's business judgment as to whether the employee should
stand, the physical layout of the workplace, or the physical characteristics of
the employee?</span></li>
<li><span style="font-family: Arial, Helvetica, sans-serif;">If an
employer has not provided any seat, does a plaintiff need to prove what would
constitute 'suitable seats' to show the employer has violated Section 14(A)?</span></li>
</ol>
<br />
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;">Because this decision could potentially affect a large
number of companies throughout California and could possibly result in tens of
millions of dollars in penalties, the Court of Appeals requested on January 2,
2014 that the California Supreme Court review the questions and decide the
answers. The individual cases will be
put on hold until the Supreme Court makes a decision, and we will be keeping
you posted on those decisions.<o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;">If you have any concerns about your employer violating state
or federal labor laws, you should always contact the experienced employment
attorneys at<a href="http://www.pershingsquarelaw.com/"><span style="color: black; text-decoration: none; text-underline: none;"> </span></a><a href="http://www.pershingsquarelaw.com/"><span style="color: #1155cc;">Pershing
Square Law Firm</span></a> for assistance today.</span></div>
</div>
Anonymoushttp://www.blogger.com/profile/05840033879403073883noreply@blogger.com0tag:blogger.com,1999:blog-5315844198400205766.post-8411567766611194512014-01-02T14:23:00.000-08:002014-01-02T14:23:37.470-08:00Hot Employment Issues Going into 2014<div dir="ltr" style="text-align: left;" trbidi="on">
<div class="normal">
<span style="font-family: Arial, Helvetica, sans-serif;">Many employment cases involve groups of employees coming
together to hold their employer accountable for widespread wrongdoing.<span style="mso-spacerun: yes;"> </span>Lawsuits that involve large groups of
plaintiffs like this are called class actions.<span style="mso-spacerun: yes;">
</span>Class action employment cases used to often involve numerous employees
who claimed they suffered the same type of discrimination.<span style="mso-spacerun: yes;"> </span>However, the Supreme Court recently made it
more difficult to qualify as a class in its decision in<a href="http://www.supremecourt.gov/opinions/10pdf/10-277.pdf"><span style="color: black; text-decoration: none; text-underline: none;"> </span></a><a href="http://www.supremecourt.gov/opinions/10pdf/10-277.pdf"><span style="color: #1155cc;">Wal-Mart v. Dukes</span></a>.<span style="mso-spacerun: yes;"> </span>In that case, 1.6 million female employees of
the retail giant claimed they had suffered sex discrimination in the company’s
promotion and pay raise practices.<span style="mso-spacerun: yes;"> </span>The
Supreme Court decided that the women did not have common enough experiences to
constitute a class.<span style="mso-spacerun: yes;"> </span>As a result of this
decision, filing class action discrimination cases will now require prohibitive
amount of discovery and other work for the plaintiffs.<o:p></o:p></span></div>
<div class="normal">
<br /></div>
<div class="normal">
<span style="font-family: Arial, Helvetica, sans-serif;">Since the decision in 2011, employment law experts expect a
drastic decline in the number of class action discrimination lawsuits.<span style="mso-spacerun: yes;"> </span>However, this does not mean that employment
cases will decline overall, as other hot employment issues are popping up in
cases on a more regular basis as we go in to 2014.<o:p></o:p></span></div>
<div class="normal">
<br /></div>
<div class="normal">
<span style="font-family: Arial, Helvetica, sans-serif;"><b style="mso-bidi-font-weight: normal;">Wage and Hour Cases</b><o:p></o:p></span></div>
<div class="normal">
<span style="font-family: Arial, Helvetica, sans-serif;"><b style="mso-bidi-font-weight: normal;"><br /></b></span></div>
<div class="normal">
<span style="font-family: Arial, Helvetica, sans-serif;">Wage and hour lawsuits have been on the rise, with the number
of cases increasing 10 percent from 2012 to 2013.<span style="mso-spacerun: yes;"> </span>Experts expect that number to keep rising,
especially in light of the Wal-Mart v. Dukes decision.<span style="mso-spacerun: yes;"> </span>Some common bases for wage and hour cases
include:<o:p></o:p></span></div>
<div class="normal">
<br /></div>
<div class="normal">
<span style="font-family: Arial, Helvetica, sans-serif;">·<span style="font-size: 7pt; line-height: 115%;"><span style="mso-spacerun: yes;">
</span></span>Misclassification of employees vs. independent contractors<o:p></o:p></span></div>
<div class="normal">
<span style="font-family: Arial, Helvetica, sans-serif;">·<span style="font-size: 7pt; line-height: 115%;"><span style="mso-spacerun: yes;">
</span></span>Non-payment of interns<o:p></o:p></span></div>
<div class="normal">
<span style="font-family: Arial, Helvetica, sans-serif;">·<span style="font-size: 7pt; line-height: 115%;"><span style="mso-spacerun: yes;">
</span></span>Failing to pay full overtime wages<o:p></o:p></span></div>
<div class="normal">
<span style="font-family: Arial, Helvetica, sans-serif;">·<span style="font-size: 7pt; line-height: 115%;"><span style="mso-spacerun: yes;">
</span></span>Failing to pay for time spent preparing for shifts or cleaning up
after shifts<o:p></o:p></span></div>
<div class="normal">
<span style="font-family: Arial, Helvetica, sans-serif;">·<span style="font-size: 7pt; line-height: 115%;"><span style="mso-spacerun: yes;">
</span></span>Not paying workers on time<o:p></o:p></span></div>
<div class="normal">
<span style="font-family: Arial, Helvetica, sans-serif;">·<span style="font-size: 7pt; line-height: 115%;"><span style="mso-spacerun: yes;">
</span></span>Not paying workers their final paychecks if a company goes out of
business<o:p></o:p></span></div>
<div class="normal">
<br /></div>
<div class="normal">
<span style="font-family: Arial, Helvetica, sans-serif;">California is one of the states with the most worker-friendly wage
and hour laws, along with New York, New Jersey, Pennsylvania, Massachusetts,
and Florida.<span style="mso-spacerun: yes;"> </span>Therefore, California is
especially expected to see an increase in this type of case in 2014.<o:p></o:p></span></div>
<div class="normal">
<br /></div>
<div class="normal">
<span style="font-family: Arial, Helvetica, sans-serif;"><b style="mso-bidi-font-weight: normal;">Social Media Cases</b><o:p></o:p></span></div>
<div class="normal">
<span style="font-family: Arial, Helvetica, sans-serif;"><b style="mso-bidi-font-weight: normal;"><br /></b></span></div>
<div class="normal">
<span style="font-family: Arial, Helvetica, sans-serif;">The use of social media in the workplace has also become a
hot-button employment issue.<span style="mso-spacerun: yes;"> </span>New laws
prohibiting employers from demanding access to employees’ personal social media
profiles will be the focus of new cases targeting non-compliant companies.<span style="mso-spacerun: yes;"> </span>Furthermore, many cases will likely involve
wrongful termination in violation of the employee’s First Amendment rights to
free speech, after an employer fires someone for posting certain material on
social media sites.<o:p></o:p></span></div>
<div class="normal">
<br /></div>
<div class="normal">
<span style="font-family: Arial, Helvetica, sans-serif;"><b style="mso-bidi-font-weight: normal;">Whistleblowing</b><o:p></o:p></span></div>
<div class="normal">
<span style="font-family: Arial, Helvetica, sans-serif;"><b style="mso-bidi-font-weight: normal;"><br /></b></span></div>
<div class="normal">
<span style="font-family: Arial, Helvetica, sans-serif;">The 2010 Dodd-Frank Wall Street Reform and Consumer Protection
Act<a href="http://www.sec.gov/about/laws/wallstreetreform-cpa.pdf"><span style="color: black; text-decoration: none; text-underline: none;"> </span></a><a href="http://www.sec.gov/about/laws/wallstreetreform-cpa.pdf"><span style="color: #1155cc;">(Dodd-Frank Act)</span></a> provides several protections,
incentives, and financial rewards for whistleblowers who report violations
regarding insider trading, corporate disclosure, accounting fraud,
dealer-broker violations, and more.<span style="mso-spacerun: yes;">
</span>Expect to see several whistleblowing claims arising in the New Year.<span style="mso-spacerun: yes;"> </span>These cases will mostly involve claims of
unlawful retaliation against protected whistleblowers.<o:p></o:p></span></div>
<div class="normal">
<br /></div>
<div class="normal">
<span style="font-family: Arial, Helvetica, sans-serif;">In short, employment cases will not decrease simply because of
the difficulties facing potential class action discrimination suits.<span style="mso-spacerun: yes;"> </span>Employees still have plenty of reasons to
file claims against their employers to receive the compensations they
deserve.<span style="mso-spacerun: yes;"> </span>If you are facing any
employment issue, do not hesitate to contact the<a href="http://www.pershingsquarelaw.com/"><span style="color: black; text-decoration: none; text-underline: none;"> </span></a><a href="http://www.pershingsquarelaw.com/"><span style="color: #1155cc;">Pershing
Square Law Firm</span></a> to discuss a potential case.</span></div>
</div>
Anonymoushttp://www.blogger.com/profile/05840033879403073883noreply@blogger.com0tag:blogger.com,1999:blog-5315844198400205766.post-9269472119890065412013-12-30T10:30:00.001-08:002013-12-30T10:31:53.530-08:00New California Employment Laws for 2014<div dir="ltr" style="text-align: left;" trbidi="on">
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;">As we enter 2014, it is important to be aware of the new and
amended employment laws that go into effect in the new year. As an employee, you should always stay up to
date on your employment rights and protections so you will be able to recognize
violations on the part of your employer.
The following are some of the new employment law developments for 2014.<o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;"><b>Minimum wage: </b>The minimum wage in California will go
from $8.00 per hour to $9.00 per hour in 2014.
The minimum wage will increase again to $10.00 in 2016.<o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;"><b>Sexual harassment
clarification: </b>California’s laws
against sexual harassment will be amended to clarify that offending behavior
need not be motivated by actual sexual desire to constitute harassment. <o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;"><b>Whistleblowing
protection: </b>The whistleblowing laws
currently prohibit retaliation against an employee who reports violations of
state or federal law. The amended law
will also go further to protect employees who reports violations of local rules
and regulations.<o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;"><b>Military
protections: </b>Anti-discrimination
laws will now include military and veteran status to the list of protected
categories. This means that employers
may not discriminate, harass, or retaliate against an employee based on their
current or former military action.<o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;"><b>Immigration protections: </b>The law prohibits employer from
retaliating against an employee by threatening to report their immigration
status to authorities because the employee complained of or reported employment
law violations. State agencies will be
able to revoke business licenses or file charges of criminal extortion against
employers that violate this law.<o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;"><b>Overtime for domestic
employees: </b>The wage and hour
requirements of the<span style="color: black; text-decoration: none; text-underline: none;"> </span><a href="http://www.dol.gov/whd/regs/statutes/FairLaborStandAct.pdf"><span style="color: #1155cc;">Fair Labor Standards Act</span></a> usually do not apply
to domestic workers. The new law, the
Domestic Worker Bill of Rights, requires overtime compliance for certain
domestic workers that qualify as “personal attendants.” Employers of domestic workers should examine
the definitions in the law to see if it applies to them and their employees.<o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;"><b>Heat illness recovery
time: </b>Employers may not require
employees to perform work during recovery time for heat illness or
exhaustion. The penalties for violating
this law will be the same as for failing to provide required meal or break
times.<o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;"><b>Leave for crime
victims: </b>Employers will be required
to provide job-protected time off work for victims of certain crimes to attend
court proceedings that involve victims’ rights.
Additionally, the law that allows leave time for victims of domestic
violence or sexual assault will be expanded to protect victims of stalking, as
well.<o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;"><b>Paid family
time: </b>The<span style="color: black; text-decoration: none; text-underline: none;"> </span><a href="http://paidfamilyleave.org/"><span style="color: #1155cc;">Paid Family Leave</span></a> laws will be expanded to
provide wage-replacement benefits for employees who take qualified leave time
to care for a seriously ill or injured sibling, grandchild, grandparent, or
parent-in-law.<o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;"><b>Criminal background
checks: </b>State and local agencies
will be prohibited from requiring information regarding criminal convictions
before determining that they meet minimum qualifications for the position,
unless certain exceptions apply.<o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;"><b>Emergency duty
leave: </b>Emergency rescue personnel
and reserve peace officers will be entitled to time off work for necessary
training. This law previously only
applied to volunteer firefighters and law enforcement.<o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<span style="font-size: 11pt; line-height: 115%;"><span style="font-family: Arial, Helvetica, sans-serif;">If you have any questions or concerns regarding new
employment laws for 2014, do not hesitate to contact <a href="http://www.pershingsquarelaw.com/"><span style="color: #1155cc;">Pershing
Square Law Firm</span></a> as soon as possible for help.</span></span></div>
Anonymoushttp://www.blogger.com/profile/05840033879403073883noreply@blogger.com0tag:blogger.com,1999:blog-5315844198400205766.post-90931294499723401732013-12-19T16:35:00.002-08:002013-12-19T16:35:45.569-08:00The Unpaid Intern Question<div dir="ltr" style="text-align: left;" trbidi="on">
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;">Unpaid internships are sometimes very helpful for young
people to gain training and experience in a particular industry. In exchange for work, unpaid interns gain the
opportunity to improve their resumes and be a more desirable job candidate in
that field. Companies, however, may
sometimes take advantage of free labor without providing educational benefits
in return. This problem has become the
focus of numerous lawsuits and has consistently made headlines over the past
year.<o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;"><b>Intern or
Employee?</b><o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;"><b><br /></b></span></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;">The<a href="http://www.dol.gov/whd/regs/statutes/FairLaborStandAct.pdf"><span style="color: black; text-decoration: none; text-underline: none;"> </span></a><a href="http://www.dol.gov/whd/regs/statutes/FairLaborStandAct.pdf"><span style="color: #1155cc;">Fair Labor Standards Act (FLSA)</span></a> requires that
anyone classified as an “employee” must be paid a minimum hourly wage and
overtime. Unpaid interns do not fall
under the “employee” label, and thus FLSA requirements do not apply to
them. However, companies may not simply
call someone an unpaid intern and expect to gain free labor. In fact, the United States<a href="http://www.dol.gov/"><span style="color: black; text-decoration: none; text-underline: none;"> </span></a><a href="http://www.dol.gov/"><span style="color: #1155cc;">Department of Labor (DOL)</span></a> sets out six main
criteria for defining unpaid interns:<o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
</div>
<ol style="text-align: left;">
<li><span style="font-family: Arial, Helvetica, sans-serif;">The
internship, even though it includes actual operation of the facilities of the employer,
is similar to training which would be given in an educational environment;</span></li>
<li><span style="font-family: Arial, Helvetica, sans-serif;">The
internship experience is for the benefit of the intern;</span></li>
<li><span style="font-family: Arial, Helvetica, sans-serif;">The
intern does not displace regular employees, but works under close supervision
of existing staff;</span></li>
<li><span style="font-family: Arial, Helvetica, sans-serif;">The
employer that provides the training derives no immediate advantage from the
activities of the intern, and on occasion its operations may actually be
impeded;</span></li>
<li><span style="font-family: Arial, Helvetica, sans-serif;">The
intern is not necessarily entitled to a job at the conclusion of the
internship; and</span></li>
<li><span style="font-family: Arial, Helvetica, sans-serif;">The
employer and the intern understand that the intern is not entitled to wages for
the time spent in the internship.</span></li>
</ol>
<br />
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;">If these criteria are not met in an internship program, the
company should be paying its interns.<o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;"><b>Glatt v. Fox
Searchlight Pictures, Inc.</b><o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;"><b><br /></b></span></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;">The entertainment industry is particularly notorious for
using unpaid interns to complete mundane tasks that would otherwise be
completed by paid employees. Recently,
this potentially unlawful trend has come to light in many lawsuits, led by <i>Glatt v. Fox Searchlight Pictures, Inc.</i>,
otherwise known as the “Black Swan” lawsuit.
A group of unpaid interns for Fox who worked on the Academy
Award-winning movie, Black Swan, claimed in the lawsuit that their tasks
primarily consisted of running errands, fetching coffee, and other mundane
tasks. The interns stated they received
no specialized training or other educational benefits and, therefore, should
have received minimum wage for their work under FLSA.<o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;">A lower court decided that the Black Swan interns did not
meet the DOL criteria for unpaid internships and should have been classified as
employees. The case is now under review
by a Court of Appeals, and the decision could set the stage for many other
unpaid intern lawsuits against companies such as Hearst Magazines, Major League
Baseball, Atlantic Records, Conde Nast, and the Charlie Rose Show. In the meantime, companies should take a look
at their internship programs to see if they meet the DOL criteria. If not, those interns deserved to be paid a
minimum wage.<o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<br />
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;">If you have any questions regarding unpaid internships or
any other wage and hour concerns, do not hesitate to contact the<a href="http://www.pershingsquarelaw.com/"><span style="color: black; text-decoration: none; text-underline: none;"> </span></a><a href="http://www.pershingsquarelaw.com/"><span style="color: #1155cc;">Pershing
Square Law Firm</span></a> today for help.</span><o:p></o:p></div>
</div>
Anonymoushttp://www.blogger.com/profile/05840033879403073883noreply@blogger.com0tag:blogger.com,1999:blog-5315844198400205766.post-38515740462507734352013-12-12T12:47:00.001-08:002013-12-12T12:47:13.165-08:00Some Common Workplace Retaliation Scenarios<div dir="ltr" style="text-align: left;" trbidi="on">
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;">Most employees know that their employers may not
discriminate against or harass them based on their race, color, national
origin, sex, or religion under<a href="http://www.eeoc.gov/laws/statutes/titlevii.cfm"><span style="color: black; text-decoration: none; text-underline: none;"> </span></a><a href="http://www.eeoc.gov/laws/statutes/titlevii.cfm"><span style="color: #1155cc;">Title
VII of the Civil Rights Act of 1964</span></a> and the<a href="http://www.dfeh.ca.gov/Publications_FEHADescr.htm"><span style="color: black; text-decoration: none; text-underline: none;"> </span></a><a href="http://www.dfeh.ca.gov/Publications_FEHADescr.htm"><span style="color: #1155cc;">California Fair Employment and Housing Act.</span></a> However, some employees may not realize that
the law further prohibits employers from punishing them if they report or file
complaints regarding discriminatory or harassing behavior. Such punishment is referred to as unlawful
retaliation, and may include various actions such as demotion, pay decreases,
termination, or any other type of disciplinary actions. <o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;">However, workplace retaliation is not always as readily
identifiable or obvious to other employees as an outright demotion or
termination. Sometimes, it can be as
subtle as a change in attitude toward you by your supervisor, reassignment to a
less important project, or not receiving the same training or career building
opportunities as other employees. Such
actions can work to create a tense and even hostile work environment for
employees, and also constitute unlawful termination.<o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;">Forbes.com<a href="http://www.forbes.com/pictures/ffef45efmh/12-most-common-retaliation-tactics/"><span style="color: black; text-decoration: none; text-underline: none;"> </span></a><a href="http://www.forbes.com/pictures/ffef45efmh/12-most-common-retaliation-tactics/"><span style="color: #1155cc;">reported</span></a> that the 12 most common forms of
retaliation suffered by employees are as follows:<o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
</div>
<ul style="text-align: left;">
<li><span style="font-family: Arial, Helvetica, sans-serif;">Being
ignored, given the silent treatment or cold shoulder by supervisors or
coworkers.</span></li>
<li><span style="font-family: Arial, Helvetica, sans-serif;">Being
left out of certain projects, activities, or decisions.</span></li>
<li><span style="font-family: Arial, Helvetica, sans-serif;">Not
being considered for a promotion or raise they deserved.</span></li>
<li><span style="font-family: Arial, Helvetica, sans-serif;">Being
demoted to a position with less power or responsibility.</span></li>
<li><span style="font-family: Arial, Helvetica, sans-serif;">Having
their pay or hours cut.</span></li>
<li><span style="font-family: Arial, Helvetica, sans-serif;">Having
their job security threatened.</span></li>
<li><span style="font-family: Arial, Helvetica, sans-serif;">Being
reassigned to another department, office building, or even relocated to another
city.</span></li>
<li><span style="font-family: Arial, Helvetica, sans-serif;">Suffering
verbal abuse by management or supervisors.</span></li>
<li><span style="font-family: Arial, Helvetica, sans-serif;">Suffering
verbal abuse or harassment by coworkers.</span></li>
<li><span style="font-family: Arial, Helvetica, sans-serif;">Experiencing
harassment online via social media sites, email, or instant messaging programs.</span></li>
<li><span style="font-family: Arial, Helvetica, sans-serif;">Having
another employee destroy their property or physically harm their person.</span></li>
<li><span style="font-family: Arial, Helvetica, sans-serif;">Experiencing
harassment and threats outside the workplace, including at their home or in
public.</span></li>
</ul>
<br />
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;">Employees have the right to speak out regarding unlawful
discrimination or harassment in the workplace without additionally suffering
retaliation from a supervisor, management, or co-workers. If you believe you have been the victim of
unlawful workplace retaliation, you should first document every adverse action
taken against you. The more specific
evidence you have of possible retaliation, the greater the chances you will
have to win a later claim. You should
also collect any information that shows your supervisor had no problems with
your performance prior to your report or complaint. <o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;">You should report your concerns to your supervisor or human
resources and ask if there is another reasonable explanation for the negative
treatment aside from your prior complaints.
If your employer does not provide another reasonable explanation, you
should contact an experienced employment attorney as soon as possible to
discuss a possible claim against your employer for unlawful workplace
retaliation. You may be awarded job
reinstatement, back pay, and other damages to compensate you for the violation
of your rights.<o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<br />
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;">No one should have to deal with unlawful workplace
discrimination, harassment, or retaliation.
If you believe your employer has violated your rights under federal and
state employment laws, do not hesitate to contact the<a href="http://www.pershingsquarelaw.com/"><span style="color: black; text-decoration: none; text-underline: none;"> </span></a><a href="http://www.pershingsquarelaw.com/"><span style="color: #1155cc;">Pershing
Square Law Firm</span></a> as soon as possible.
A dedicated employment lawyer is waiting to help you.</span><o:p></o:p></div>
</div>
Anonymoushttp://www.blogger.com/profile/05840033879403073883noreply@blogger.com0tag:blogger.com,1999:blog-5315844198400205766.post-21250738966681039342013-12-11T01:04:00.000-08:002013-12-11T01:04:36.144-08:00Recent News Stories Reveal Sexual Assault of California Agricultural Workers<div dir="ltr" style="text-align: left;" trbidi="on">
<div class="normal">
<span style="font-family: Arial, Helvetica, sans-serif;">Both federal and state laws prohibit sex discrimination and
harassment in the workplace by way of<a href="http://www.eeoc.gov/laws/statutes/titlevii.cfm"><span style="color: black; text-decoration: none; text-underline: none;"> </span></a><a href="http://www.eeoc.gov/laws/statutes/titlevii.cfm"><span style="color: #1155cc;">Title
VII</span></a> of the Civil Rights Act of 1964 and California’s<a href="http://www.dfeh.ca.gov/Publications_FEHADescr.htm"><span style="color: black; text-decoration: none; text-underline: none;"> </span></a><a href="http://www.dfeh.ca.gov/Publications_FEHADescr.htm"><span style="color: #1155cc;">Fair Employment and Housing Act (FEHA).</span></a><span style="mso-spacerun: yes;"> </span>Under unlawful sexual harassment, the laws
include unwelcome sexual propositions or advances, offensive statements or
gestures, leering looks, derogatory comments, statements about a person’s
appearance or body, and physical conduct, such as unwanted touching, assault,
or cornering or blocking movements.<o:p></o:p></span></div>
<div class="normal">
<br /></div>
<div class="normal">
<span style="font-family: Arial, Helvetica, sans-serif;">If an employee has been sexually harassed, he or she would
normally be advised to oppose the behavior and report the incident to a
supervisor or other appropriate superior.<span style="mso-spacerun: yes;">
</span>Many companies have human resources departments or other channels
through which to file a report, which may be set out in employer policies or
employee handbooks.<span style="mso-spacerun: yes;"> </span>No one should be
expected to tolerate sexual harassment or a hostile work environment and no one
should be afraid to report such conditions.<o:p></o:p></span></div>
<div class="normal">
<br /></div>
<div class="normal">
<span style="font-family: Arial, Helvetica, sans-serif;"><b style="mso-bidi-font-weight: normal;">Sexual Harassment of
Farm Workers</b><o:p></o:p></span></div>
<div class="normal">
<span style="font-family: Arial, Helvetica, sans-serif;"><b style="mso-bidi-font-weight: normal;"><br /></b></span></div>
<div class="normal">
<span style="font-family: Arial, Helvetica, sans-serif;">Unfortunately, not all workers feel able to report offensive
and illegal behavior in the workplace.<span style="mso-spacerun: yes;">
</span>National Public Radio recently<a href="http://www.npr.org/2013/11/05/243219199/silenced-by-status-farm-workers-face-rape-sexual-abuse"><span style="color: black; text-decoration: none; text-underline: none;"> </span></a><a href="http://www.npr.org/2013/11/05/243219199/silenced-by-status-farm-workers-face-rape-sexual-abuse"><span style="color: #1155cc;">published</span></a> a two-part series on sexual assault
of female farm workers.<span style="mso-spacerun: yes;"> </span>Each part
focused on a female who experienced sexual assault by a supervisor while
working in the fields of California.<span style="mso-spacerun: yes;">
</span>Both of these women were brave enough to eventually report the
wrongdoing, however the story reveals there are many, many more women whose
harassment and assault at work goes unreported.<o:p></o:p></span></div>
<div class="normal">
<br /></div>
<div class="normal">
<span style="font-family: Arial, Helvetica, sans-serif;">Recently, advocates from the Equal Employment Opportunity
Commission (EEOC) have been using advertisements on rural radio stations to
encourage women who have suffered sexual harassment or assault at work to feel
safe and come forward to report the unlawful behavior.<span style="mso-spacerun: yes;"> </span>However, there are several reasons why female
farm workers are afraid to do so.<span style="mso-spacerun: yes;"> </span>These
reasons include:<o:p></o:p></span></div>
<div class="normal">
<br /></div>
<div class="normal">
<span style="font-family: Arial, Helvetica, sans-serif;">·<span style="font-size: 7pt; line-height: 115%;"><span style="mso-spacerun: yes;">
</span></span>Many farm workers are undocumented are fear getting deported if
they come forward and lodge a complaint with a government or law enforcement
agency.<o:p></o:p></span></div>
<div class="normal">
<br /></div>
<div class="normal">
<span style="font-family: Arial, Helvetica, sans-serif;">·<span style="font-size: 7pt; line-height: 115%;"><span style="mso-spacerun: yes;">
</span></span>They fear they will lose their jobs.<span style="mso-spacerun: yes;"> </span>Many farms are run by a single supervisor who
has complete control over who gets hired, promoted, paid, and fired.<span style="mso-spacerun: yes;"> </span>Since that supervisor is often the harasser
or assaulter, the victims fear not being able to feed their families or pay
their bills if they speak.<o:p></o:p></span></div>
<div class="normal">
<br /></div>
<div class="normal">
<span style="font-family: Arial, Helvetica, sans-serif;">·<span style="font-size: 7pt; line-height: 115%;"><span style="mso-spacerun: yes;">
</span></span>They fear they will not find another job.<span style="mso-spacerun: yes;"> </span>As NPR reported, word travels quickly among
farm supervisors in California.<span style="mso-spacerun: yes;"> </span>If other
farm supervisors or workers hear that a female worker has complained of or
reported sexual mistreatment, no one else in the industry will hire her.<o:p></o:p></span></div>
<div class="normal">
<br /></div>
<div class="normal">
<span style="font-family: Arial, Helvetica, sans-serif;">EEOC officials and legal aid attorneys in the rural areas state
that the more female agricultural workers come forward, the more consequences
the offending supervisors may have to face.<span style="mso-spacerun: yes;">
</span>Those supervisors who are in hot water with the law will then serve as a
warning to others in the industry that there may be both criminal and civil
consequences for continued workplace harassment and assaults.<o:p></o:p></span></div>
<div class="normal">
<br /></div>
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<div class="normal">
<span style="font-family: Arial, Helvetica, sans-serif;">As previously mentioned, no one should have to endure offensive
treatment on the job.<span style="mso-spacerun: yes;"> </span>If you believe you
have been the victim of sexual harassment or any other type of unlawful behavior
at work, contact<a href="http://www.pershingsquarelaw.com/"><span style="color: black; text-decoration: none; text-underline: none;"> </span></a><a href="http://www.pershingsquarelaw.com/"><span style="color: #1155cc;">Pershing
Square Law Firm</span></a> for assistance as soon as possible.</span><o:p></o:p></div>
</div>
Anonymoushttp://www.blogger.com/profile/05840033879403073883noreply@blogger.com1tag:blogger.com,1999:blog-5315844198400205766.post-40296020331798536442013-11-26T12:24:00.000-08:002013-11-26T12:24:32.229-08:00California Teacher Claims Harassment, Retaliation by Public School District<div dir="ltr" style="text-align: left;" trbidi="on">
<div class="normal">
<span style="font-family: Arial, Helvetica, sans-serif;">Harassment based on sex can take many forms.<span style="mso-spacerun: yes;"> </span>The most commonly thought of form of sexual
harassment actually has a sexual motive and may include unwanted propositions,
inappropriate remarks, conduct, or physical conduct.<span style="mso-spacerun: yes;"> </span>However, some sexual harassment does not have
to be sexually motivated and may simply be due to a person’s gender, such as
making offensive comments about men or women in general.<span style="mso-spacerun: yes;"> </span>Furthermore, harassment based on sexual
orientation, gender identity, or nonconformity to gender stereotypes is also
included under the sex harassment umbrella.<span style="mso-spacerun: yes;">
</span>One California teacher has recently filed a lawsuit against a public
school district, alleging harassment and retaliation based on her sexual
orientation.<o:p></o:p></span></div>
<div class="normal">
<br /></div>
<div class="normal">
<span style="font-family: Arial, Helvetica, sans-serif;">Julia Frost worked as a probationary English teacher at Sultana
High School in the<a href="http://www.hesperia.org/"><span style="color: black; text-decoration: none; text-underline: none;"> </span></a><a href="http://www.hesperia.org/"><span style="color: #1155cc;">Hesperia Unified</span></a>
School District in San Bernadino, CA.<span style="mso-spacerun: yes;">
</span>Frost is openly lesbian and also worked as a sponsor for the
Gay/Straight Alliance, an extracurricular group intended to provide a
supportive and safe group for LGBT youth and straight allies.<span style="mso-spacerun: yes;"> </span>Frost was ultimately terminated and filed a
lawsuit against her former employer for harassment and retaliation.<o:p></o:p></span></div>
<div class="normal">
<br /></div>
<div class="normal">
<span style="font-family: Arial, Helvetica, sans-serif;"><b style="mso-bidi-font-weight: normal;">Harassment Claims</b><o:p></o:p></span></div>
<div class="normal">
<span style="font-family: Arial, Helvetica, sans-serif;"><b style="mso-bidi-font-weight: normal;"><br /></b></span></div>
<div class="normal">
<span style="font-family: Arial, Helvetica, sans-serif;">In her complaint, Frost alleges that school administrators
generally created a hostile environment for all LGBT persons, students and
teachers alike.<span style="mso-spacerun: yes;"> </span>She claims that when gay
students complained to administrators of bullying because of their sexual
orientation, administrators discouraged the complaints and instead threatened
to “out” the students to their parents.<span style="mso-spacerun: yes;">
</span>Frost claims that the Gay/Straight Alliance was purposely left out of a
school activities handbook and that the announcements of the group were heavily
censored.<span style="mso-spacerun: yes;"> </span>In addition to harassment and
discrimination against the students, Frost experienced similar discriminatory
actions herself.<span style="mso-spacerun: yes;"> </span>The alleged harassment
against Frost includes:<o:p></o:p></span></div>
<div class="normal">
<br /></div>
<div class="normal">
<span style="font-family: Arial, Helvetica, sans-serif;">·<span style="font-size: 7pt; line-height: 115%;"><span style="mso-spacerun: yes;"> </span></span>Coworkers asking if she was the
male or female in her same-sex relationship<o:p></o:p></span></div>
<div class="normal">
<span style="font-family: Arial, Helvetica, sans-serif;">·<span style="font-size: 7pt; line-height: 115%;"><span style="mso-spacerun: yes;"> </span></span>Being accused and investigated
for “teaching homosexuality”<o:p></o:p></span></div>
<div class="normal">
<span style="font-family: Arial, Helvetica, sans-serif;">·<span style="font-size: 7pt; line-height: 115%;"><span style="mso-spacerun: yes;"> </span></span>Having administrators
frequently observe her classroom to make sure she was not teaching “gay things”<o:p></o:p></span></div>
<div class="normal">
<br /></div>
<div class="normal">
<span style="font-family: Arial, Helvetica, sans-serif;">Frost claims that school officials’ actions against LGBT
teachers and students were discriminatory, offensive, and created a hostile
environment that meets the standard for harassment.<o:p></o:p></span></div>
<div class="normal">
<br /></div>
<div class="normal">
<span style="font-family: Arial, Helvetica, sans-serif;"><b style="mso-bidi-font-weight: normal;">Retaliation Claim</b><o:p></o:p></span></div>
<div class="normal">
<span style="font-family: Arial, Helvetica, sans-serif;"><b style="mso-bidi-font-weight: normal;"><br /></b></span></div>
<div class="normal">
<span style="font-family: Arial, Helvetica, sans-serif;">A student came to Frost and told her that another teacher had
made the statement “That’s so gay” in a disparaging way and had instructed him
to “take the gay headband off.”<span style="mso-spacerun: yes;"> </span>Frost
helped the student print out, complete, and file a complaint form against the
teacher for the homophobic comments.<span style="mso-spacerun: yes;">
</span>Shortly thereafter, the principal called Frost into his office and
stated she was not a “good fit” for the school and that her contract would not
be renewed.<span style="mso-spacerun: yes;"> </span>Frost claims she was
terminated in retaliation for helping to lodge a complaint against another
teacher.<span style="mso-spacerun: yes;"> </span>Both the American Civil
Liberties Union and Lambda Legal are helping Frost file the lawsuit and we will
wait and see the outcome of the case. <o:p></o:p></span></div>
<div class="normal">
<br /></div>
<div class="normal">
<span style="font-family: Arial, Helvetica, sans-serif;">Discrimination, harassment, and retaliation based on a person’s
sex is illegal and is never acceptable in the workplace.<span style="mso-spacerun: yes;"> </span>If you believe you have been the victim of
any type of unlawful discriminatory action at work, you should contact the
employment attorneys at<span style="color: black; text-decoration: none; text-underline: none;"> </span><a href="http://www.pershingsquarelaw.com/"><span style="color: #1155cc;">Pershing
Square Law Firm</span></a> as soon as possible for help.</span></div>
</div>
Anonymoushttp://www.blogger.com/profile/05840033879403073883noreply@blogger.com0tag:blogger.com,1999:blog-5315844198400205766.post-4818643797961204192013-11-19T17:14:00.002-08:002013-11-19T17:14:42.179-08:00Will Automatic Gratuities Disappear in 2014?<div dir="ltr" style="text-align: left;" trbidi="on">
<span style="font-family: Arial, Helvetica, sans-serif;"> The restaurant industry has traditionally been a hot bed for
wage and hour violations. Restaurants
across the country have recently attracted a lot of attention from the
Department of Labor (DOL) due to investigations of possible violations of the
Fair Labor Standards Act (FLSA), which regulates wage and hour requirements on
the federal level. In a<a href="http://www.dol.gov/whd/media/press/whdpressVB3.asp?pressdoc=Western/20130606.xml"><span style="color: black; text-decoration: none; text-underline: none;"> </span></a><a href="http://www.dol.gov/whd/media/press/whdpressVB3.asp?pressdoc=Western/20130606.xml"><span style="color: #1155cc;">recent crackdown</span></a> in Portland, Oregon, the DOL
discovered FLSA violations in an incredible 79% of the restaurants
investigated. Many violations in the
restaurant industry stemming from confusion and complications regarding tipped
employees. Though many servers and
bartenders receive an hourly wage below the standard minimum wage, their hourly
wages plus tips must add up to at least the mandated minimum wage. Furthermore, many restaurant owners regularly
miscalculate overtime rates for these employees as well.</span><br />
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<!--StartFragment-->
<div class="normal">
<span style="font-family: Arial, Helvetica, sans-serif;"><o:p></o:p></span></div>
<div class="normal">
<br /></div>
<div class="normal">
<span style="font-family: Arial, Helvetica, sans-serif;"><b>New Tip Regulations
for 2014</b><o:p></o:p></span></div>
<div class="normal">
<span style="font-family: Arial, Helvetica, sans-serif;"><b><br /></b></span></div>
<div class="normal">
<span style="font-family: Arial, Helvetica, sans-serif;">Distinguishing tips from wages has also been a controversial
practice for both wages and for tax reporting purposes. Because of the tax implications, the Internal
Revenue Service (IRS) released an<a href="http://www.irs.gov/irb/2012-26_IRB/ar07.html"><span style="color: black; text-decoration: none; text-underline: none;"> </span></a><a href="http://www.irs.gov/irb/2012-26_IRB/ar07.html"><span style="color: #1155cc;">advisory
bulletin</span></a> last year that goes into effect as of January 2014,
clarifying the tip-wage distinction for restaurant employees. The bulletin states, in short, that any
mandatory gratuities added on to a restaurant bill should be counted and taxed
as wages, not tips. Specifically, the
bulletin reasons that a tip is defined as the following:<o:p></o:p></span></div>
<div class="normal">
<br /></div>
<div class="normal">
<span style="font-family: Arial, Helvetica, sans-serif;">·<span style="font-size: 7pt; line-height: 115%;">
</span>A payment by a customer free of compulsion<o:p></o:p></span></div>
<div class="normal">
<span style="font-family: Arial, Helvetica, sans-serif;">·<span style="font-size: 7pt; line-height: 115%;">
</span>The amount of the payment is determined freely by the customer<o:p></o:p></span></div>
<div class="normal">
<span style="font-family: Arial, Helvetica, sans-serif;">·<span style="font-size: 7pt; line-height: 115%;">
</span>Payment must not be negotiated or required by an employer’s
policy<o:p></o:p></span></div>
<div class="normal">
<span style="font-family: Arial, Helvetica, sans-serif;">·<span style="font-size: 7pt; line-height: 115%;">
</span>The customer may decide to whom they directly give the payment<o:p></o:p></span></div>
<div class="normal">
<br /></div>
<div class="normal">
<span style="font-family: Arial, Helvetica, sans-serif;">Mandatory gratuity does not fit any of these four requirements
for “tips.” Therefore, the IRS has
deemed that mandatory gratuity is instead a service charge, which would be
considered a wage under federal tax guidelines.<o:p></o:p></span></div>
<div class="normal">
<br /></div>
<div class="normal">
<span style="font-family: Arial, Helvetica, sans-serif;"><b>Why is Wage v. Tip
important?</b><o:p></o:p></span></div>
<div class="normal">
<span style="font-family: Arial, Helvetica, sans-serif;"><b><br /></b></span></div>
<div class="normal">
<span style="font-family: Arial, Helvetica, sans-serif;">Currently, service industry employees report their own tips to
their employer for tax withholding purposes and employers must not withhold
taxes on any unreported tips. However,
since mandatory gratuities are considered wages, employers must keep track of
all of these gratuities, withhold taxes, and report them to the IRS. Any failure to do so could result in
penalties. Additionally, if an employer
does not factor such wages from mandatory gratuity into an employee’s hourly
rate, overtime compensation rates may be inaccurately low. Not providing enough overtime pay can result
in FLSA violations.<o:p></o:p></span></div>
<div class="normal">
<br /></div>
<div class="normal">
<span style="font-family: Arial, Helvetica, sans-serif;">In response to the IRS bulletin, many restaurants are choosing
to eliminate mandatory gratuities, even for large parties. First, most restaurant owners do not want to
deal with the additional tracking of the gratuities. Furthermore, because the Department of Labor
is already keeping a close eye on restaurants, looking for possible FLSA
violations. Therefore, there is a
greater chance that violations be discovered and will result in claims and
penalties against the restaurant.<o:p></o:p></span></div>
<div class="normal">
<br /></div>
<span style="font-size: 12pt;"><span style="font-family: Arial, Helvetica, sans-serif;">If you work in the service industry, you should
know that you are entitled to all mandatory gratuities and must pay taxes on
those wages as of January 2014. If you
believe your employer is not complying with the new laws or with any other tax
laws, contact the<span style="color: windowtext; text-decoration: none; text-underline: none;"> </span><a href="http://www.pershingsquarelaw.com/"><span style="color: #1155cc;">Pershing
Square Law Firm</span></a> to discuss a possible case.</span></span><!--EndFragment--></div>
Anonymoushttp://www.blogger.com/profile/05840033879403073883noreply@blogger.com0tag:blogger.com,1999:blog-5315844198400205766.post-23004654488227607382013-11-12T17:53:00.003-08:002013-11-12T21:32:20.613-08:00How to Protect your Rights if you are Sexually Harassed at Work<div dir="ltr" style="text-align: left;" trbidi="on">
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;">Sexual harassment in the workplace is unacceptable and
against the law. Sexual harassment is a
form of discrimination on the basis of gender, which<a href="http://www.eeoc.gov/laws/statutes/titlevii.cfm"><span style="color: black; text-decoration: none; text-underline: none;"> </span></a><a href="http://www.eeoc.gov/laws/statutes/titlevii.cfm"><span style="color: #1155cc;">Title
VII of the Civil Rights Act of 1964</span></a> prohibits. Though the law does not protect employees
from mere teasing or isolated incidents, if the harassment causes an offensive
or hostile work environment, the victim likely has a case. Furthermore, the victim would also have a
good case if the harassment resulted in an adverse employment action, such as
turning the victim down for a promotion or terminating the victim. Whenever you believe you may be experiencing
harassment at work, it is always a good idea to contact an employment attorney
to discuss a possible case.<o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;">Additionally, if you believe you have been sexually harassed,
there are a few basic steps you should take in order to preserve your
rights. These include:<o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;"><b>Do not simply
quit. </b>Even though you may be
embarrassed or uncomfortable returning to work, you should not quit unless you
believe your safety is in jeopardy. You
must instead look up the company’s policy on sexual harassment and follow the
steps set out in that policy for victims of harassment. If you quit, it is unlikely you would have
adequately followed the company policy and you may lose your right to sue.<o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;"><b>Talk to the
harasser. </b>One requirement for sexual
harassment is that the actions must have been unwanted. Therefore, you must make it clear that you
are not willing to participate in the sexual behavior and that you did not like
it. Many offenders try to claim that
victims “laughed off” their comments, so make it clear that you would like the
behavior to stop. Again, only do this if
you feel safe.<o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;"><b>Report the
behavior. </b>If nothing changes after
you talk to the offender, as mentioned, you must find your company’s policy on
harassment and report the offending behavior through all the appropriate
channels. Making an internal complaint
lets the company know there is a problem and gives them a chance to remedy the
situation. If the company does nothing
in response to your complaints, you will have a stronger case for greater
damages in court.<o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;"><b>File a charge. </b>Before you can sue, you must file a claim
with the California Department of Fair Employment and Housing<a href="http://www.dfeh.ca.gov/"><span style="color: black; text-decoration: none; text-underline: none;"> </span></a><a href="http://www.dfeh.ca.gov/"><span style="color: #1155cc;">(DFEH)</span></a> or the federal Equal Employment
Opportunity Commission (<a href="http://www.eeoc.gov/index.cfm"><span style="color: #1155cc;">EEOC)</span></a>.
After investigating or reviewing your charge, the agency will issue you
a right to sue letter if they believe you have a case. If you skip this step in the process, any
lawsuit your file in court will almost certainly be dismissed.<o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<br />
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;"><b>Make sure you have an
experienced employment attorney. </b>Following
company and administrative agency policies for reporting sexual harassment may
be confusing, complicated, or simply frustrating. It is always helpful to have a knowledgeable
employment attorney guiding you through the process to ensure all of your
rights are preserved and that you have a strong case in court. If you believe you have been harassed,
contact <a href="http://www.pershingsquarelaw.com/"><span style="color: #1155cc;">Pershing
Square Law Firm</span></a> as soon as possible.</span><o:p></o:p></div>
</div>
Anonymoushttp://www.blogger.com/profile/05840033879403073883noreply@blogger.com2tag:blogger.com,1999:blog-5315844198400205766.post-5806840496575098652013-11-04T18:20:00.001-08:002013-11-04T18:20:33.712-08:00California Broadens Workplace Sexual Harassment Protections<div dir="ltr" style="text-align: left;" trbidi="on">
<div class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph;">
<span style="font-family: Arial, Helvetica, sans-serif;">The
California Fair Employment and Housing Act (<a href="http://www.dfeh.ca.gov/Publications_FEHADescr.htm"><span style="color: #1155cc;">FEHA</span></a>) protects workers in this state from
sexual harassment at work. Some of the
behaviors that violate FEHA may include:<o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormalCxSpMiddle" style="margin-left: .5in; mso-add-space: auto; mso-list: l0 level1 lfo1; text-indent: -17.95pt;">
<!--[if !supportLists]--><span style="font-family: Arial, Helvetica, sans-serif;">●<span style="font-size: 7pt;">
</span><!--[endif]-->Unwanted sexual advances or propositions<o:p></o:p></span></div>
<div class="MsoNormalCxSpMiddle" style="margin-left: .5in; mso-add-space: auto; mso-list: l0 level1 lfo1; text-indent: -17.95pt;">
<!--[if !supportLists]--><span style="font-family: Arial, Helvetica, sans-serif;">●<span style="font-size: 7pt;">
</span><!--[endif]-->Asking to exchange sexual favors for employment
benefits<o:p></o:p></span></div>
<div class="MsoNormalCxSpMiddle" style="margin-left: .5in; mso-add-space: auto; mso-list: l0 level1 lfo1; text-indent: -17.95pt;">
<!--[if !supportLists]--><span style="font-family: Arial, Helvetica, sans-serif;">●<span style="font-size: 7pt;">
</span><!--[endif]-->Threatening adverse employment action if sexual
advances are turned down<o:p></o:p></span></div>
<div class="MsoNormalCxSpMiddle" style="margin-left: .5in; mso-add-space: auto; mso-list: l0 level1 lfo1; text-indent: -17.95pt;">
<!--[if !supportLists]--><span style="font-family: Arial, Helvetica, sans-serif;">●<span style="font-size: 7pt;">
</span><!--[endif]-->Making derogatory comments, slurs, or jokes<o:p></o:p></span></div>
<div class="MsoNormalCxSpMiddle" style="margin-left: .5in; mso-add-space: auto; mso-list: l0 level1 lfo1; text-indent: -17.95pt;">
<!--[if !supportLists]--><span style="font-family: Arial, Helvetica, sans-serif;">●<span style="font-size: 7pt;">
</span><!--[endif]-->Verbal commentaries regarding a person’s body<o:p></o:p></span></div>
<div class="MsoNormalCxSpMiddle" style="margin-left: .5in; mso-add-space: auto; mso-list: l0 level1 lfo1; text-indent: -17.95pt;">
<!--[if !supportLists]--><span style="font-family: Arial, Helvetica, sans-serif;">●<span style="font-size: 7pt;">
</span><!--[endif]-->Discussing a person in a sexually degrading manner<o:p></o:p></span></div>
<div class="MsoNormalCxSpMiddle" style="margin-left: .5in; mso-add-space: auto; mso-list: l0 level1 lfo1; text-indent: -17.95pt;">
<!--[if !supportLists]--><span style="font-family: Arial, Helvetica, sans-serif;">●<span style="font-size: 7pt;">
</span><!--[endif]-->Leering or making inappropriate sexual gestures<o:p></o:p></span></div>
<div class="MsoNormalCxSpMiddle" style="margin-left: .5in; mso-add-space: auto; mso-list: l0 level1 lfo1; text-indent: -17.95pt;">
<!--[if !supportLists]--><span style="font-family: Arial, Helvetica, sans-serif;">●<span style="font-size: 7pt;">
</span><!--[endif]-->Displaying suggestive or offensive pictures, posters,
or cartoons<o:p></o:p></span></div>
<div class="MsoNormalCxSpMiddle" style="margin-left: .5in; mso-add-space: auto; mso-list: l0 level1 lfo1; text-indent: -17.95pt;">
<!--[if !supportLists]--><span style="font-family: Arial, Helvetica, sans-serif;">●<span style="font-size: 7pt;">
</span><!--[endif]-->Writing sexually obscene notes, emails, or invitations<o:p></o:p></span></div>
<div class="MsoNormalCxSpMiddle" style="margin-left: .5in; mso-add-space: auto; mso-list: l0 level1 lfo1; text-indent: -17.95pt;">
<!--[if !supportLists]--><span style="font-family: Arial, Helvetica, sans-serif;">●<span style="font-size: 7pt;">
</span><!--[endif]-->Unwanted touching, groping, blocking, or other forms of
physical assault<o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;">In August of this year, California Governor Jerry Brown
signed<a href="http://leginfo.legislature.ca.gov/faces/billNavClient.xhtml?bill_id=201320140SB292"><span style="color: black; text-decoration: none; text-underline: none;"> </span></a><a href="http://leginfo.legislature.ca.gov/faces/billNavClient.xhtml?bill_id=201320140SB292"><span style="color: #1155cc;">Senate Bill 292</span></a> into law, which would amend
the sexual harassment provision of FEHA.
SB 292 will add the clarification that “Sexually harassing conduct need
not be motivated by sexual desire.”<o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;"><b>Kelley v. Conco</b><o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;"><b><br /></b></span></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;">This new clarification of the law follows the decision in a
recent sexual harassment<a href="http://scholar.google.com/scholar_case?case=11752488651645974188&hl=en&as_sdt=2&as_vis=1&oi=scholarr"><span style="color: black; text-decoration: none; text-underline: none;"> </span></a><a href="http://scholar.google.com/scholar_case?case=11752488651645974188&hl=en&as_sdt=2&as_vis=1&oi=scholarr"><span style="color: #1155cc;">case</span></a>, <i>Kelley
v. Conco Companies.</i> In that case,
Patrick Kelley worked for Conco on various jobsites. Kelley claimed that a male supervisor made
repeated, highly graphic, sexually demeaning comments to him after he made a
mistake on the job. Other male coworkers
joined in with the offensive and obscene sexual comments. Kelley reported the offensive conduct to
another supervisor who informed him, “That's just the way these guys are.” For weeks after Kelley complained about the
harassment, many other coworkers repeatedly called him “gay” and a “snitch” and
physically threatened him on a regular basis.
Kelley filed a lawsuit for sexual harassment and retaliation under FEHA.<o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;">In that case, the trial court decided that Kelley could not
show sexual harassment and the Court of Appeals affirmed the decision. The court reasoned that not all demeaning,
crude, offensive, or sexually-related comments automatically fell under the
definition of sexual harassment. The
court also stated that Kelley had not shown that the comments came from a place
of sexual desire or intent toward him from his supervisor or coworkers. Furthermore, the court determined the
comments did not directly stem from Kelley’s actual or perceived sexual
orientation.<o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;"><b>New Protections</b><o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;"><b><br /></b></span></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;">Wanting to avoid a repeat of the Kelley decision, California
Senate Majority Leader Ellen Corbett wrote and introduced SB 292 in an effort
to broaden sexual harassment laws and ensure the laws protect all employees
from sexually offensive conduct. No
employee should have to endure vulgar or obscene comments or gestures at work,
regardless of the motivation behind the conduct or the gender and sexual
orientation of the victim. The new
clarification in FEHA aims to guarantee that all California employees better
receive full protection under the existing sexual harassment laws.<o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<br />
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;">SB 292 and the revisions of FEHA will go into effect
starting January 1, 2014. Hopefully, the
new version of the law will serve as a reminder that to employers that sexual
harassment may take many forms and thus employers should have zero tolerance
for harassment of any kind. If you
believe that you have suffered any type of harassment at work, do not hesitate
to contact<a href="http://www.pershingsquarelaw.com/"><span style="color: black; text-decoration: none; text-underline: none;"> </span></a><a href="http://www.pershingsquarelaw.com/"><span style="color: #1155cc;">Pershing
Square Law Firm</span></a> as soon as possible.</span><o:p></o:p></div>
</div>
Anonymoushttp://www.blogger.com/profile/05840033879403073883noreply@blogger.com0tag:blogger.com,1999:blog-5315844198400205766.post-5844087525144280092013-10-28T21:05:00.001-07:002013-10-28T21:06:06.319-07:00Some Legal Implications of Social Media in Business<div dir="ltr" style="text-align: left;" trbidi="on">
<div class="normal">
<span style="font-family: Arial, Helvetica, sans-serif;">Many businesses, especially relatively small ones, use social
media as an avenue for free and widespread advertising and exposure.<span style="mso-spacerun: yes;"> </span>Information on social media sites can
potentially extend to millions of people, therefore smaller businesses have the
opportunity to advertise alongside large corporations for very little or no
cost.<span style="mso-spacerun: yes;"> </span>The opportunities presented by
social media and the internet should not be passed up, however businesses need
to be aware of the legal risks and implications that may accompany the use of
social media in the workplace.<span style="mso-spacerun: yes;"> </span>The
following are some legal issues that arise out of social media use by a
business.<o:p></o:p></span></div>
<div class="normal">
<br /></div>
<div class="normal">
<span style="font-family: Arial, Helvetica, sans-serif;"><b style="mso-bidi-font-weight: normal;">Vicarious Liability</b><o:p></o:p></span></div>
<div class="normal">
<span style="font-family: Arial, Helvetica, sans-serif;"><b style="mso-bidi-font-weight: normal;"><u><br /></u></b></span></div>
<div class="normal">
<span style="font-family: Arial, Helvetica, sans-serif;">Business owners often enlist the help of one or more employees
to implement social media campaigns and manage the company’s social media
presence.<span style="mso-spacerun: yes;"> </span>However, even qualified and
responsible employees may accidentally post something that may incite a lawsuit
for defamation, copyright infringement, invasion of privacy, among other
reasons.<span style="mso-spacerun: yes;"> </span>Employees without legal knowledge
may not realize the wrongfulness of their actions.<span style="mso-spacerun: yes;"> </span>However, whether the post was unintentional
or whether or not the employee had permissions for the post may not shield a
business from liability if the employee was carrying out a work-related task.<span style="mso-spacerun: yes;"> </span>Businesses should therefore have clear
policies and guidelines for any posts by employees published on behalf of the
company.<o:p></o:p></span></div>
<div class="normal">
<br /></div>
<div class="normal">
<span style="font-family: Arial, Helvetica, sans-serif;"><b style="mso-bidi-font-weight: normal;">Ownership Disputes</b><o:p></o:p></span></div>
<div class="normal">
<span style="font-family: Arial, Helvetica, sans-serif;"><b style="mso-bidi-font-weight: normal;"><br /></b></span></div>
<div class="normal">
<span style="font-family: Arial, Helvetica, sans-serif;">If you are an employee who posts on behalf of your employer,
you may gain a popular and/or regular following for blogs,<span style="color: black; text-decoration: none; text-underline: none;"> </span><a href="http://www.facebook.com/"><span style="color: #1155cc;">Facebook</span></a>, or<span style="color: black; text-decoration: none; text-underline: none;"> </span><a href="http://www.twitter.com/"><span style="color: #1155cc;">Twitter</span></a>
posts.<span style="mso-spacerun: yes;"> </span>If you decide to leave the
company, you may wish to take your online followers and content that you have
created with you.<span style="mso-spacerun: yes;"> </span>Many companies will
not allow you to do this for fear of losing customers.<span style="mso-spacerun: yes;"> </span>Therefore, many employees in this situation
find themselves in a legal ownership battle with their former employers.<span style="mso-spacerun: yes;"> </span>If you are charged with creating original and
popular content for social media or other websites, make sure you know your
employer’s policy on ownership before you hand over any valuable material.<o:p></o:p></span></div>
<div class="normal">
<br /></div>
<div class="normal">
<span style="font-family: Arial, Helvetica, sans-serif;"><b style="mso-bidi-font-weight: normal;">Litigation Evidence</b><o:p></o:p></span></div>
<div class="normal">
<span style="font-family: Arial, Helvetica, sans-serif;"><b style="mso-bidi-font-weight: normal;"><br /></b></span></div>
<div class="normal">
<span style="font-family: Arial, Helvetica, sans-serif;">If your company or any employees become involved in a lawsuit,
online content may be admissible against you under the category of electronic
business records.<span style="mso-spacerun: yes;"> </span>Such online content
may include blog articles, emails, status updates, video posts, instant
messages, Tweets, etc.<span style="mso-spacerun: yes;"> </span>Furthermore, if
you are an employee or former employee bringing legal action against your
employer, that employer may be penalized by the court for improper record
retention if they delete any relevant online content. <o:p></o:p></span></div>
<div class="normal">
<br /></div>
<div class="normal">
<span style="font-family: Arial, Helvetica, sans-serif;">These are only a few of the legal risks that come with social
media usage for both employers and employees.<span style="mso-spacerun: yes;">
</span>If a company allows employees to post on social media on its behalf, the
best policy to is thoroughly train the employee on social media procedures and
limitations.<span style="mso-spacerun: yes;"> </span>If you are an employee who
regularly manages your employer’s social media presence, it is always a good
idea to have a very clear understanding of the company’s policies in order to
avoid future conflict. </span><span style="font-family: Arial, Helvetica, sans-serif;">Most importantly,
if you are involved in a dispute with your employer that you may escalate to
legal action, always call an experienced employment attorney at</span><span style="color: black; font-family: Arial, Helvetica, sans-serif;"> </span><a href="http://www.pershingsquarelaw.com/" style="font-family: Arial, Helvetica, sans-serif;">Pershing Square Law Firm</a><span style="font-family: Arial, Helvetica, sans-serif;"> for help.</span></div>
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Anonymoushttp://www.blogger.com/profile/05840033879403073883noreply@blogger.com0tag:blogger.com,1999:blog-5315844198400205766.post-64841096474021836942013-10-22T12:40:00.001-07:002013-10-22T12:44:06.344-07:00Workplace Social Media Policies Cannot be Overbroad <div dir="ltr" style="text-align: left;" trbidi="on">
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<span style="font-family: Arial, Helvetica, sans-serif;">As social media sites gained popularity, employers often
disciplined or terminated employees who made negative remarks regarding their
workplace online. In fact, many
companies instituted policies that specifically limited the kind of information
that employees could post on their personal social media profiles. Violating these policies has resulted in
terminations, and many former employees have brought cases claiming they were
wrongfully terminated in violation of their rights to free speech.<o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;">Traditionally, employees have had the legal right to discuss
workplace matters or express dissatisfactions with one another. This type of expression used to happen in
company cafeterias or at work happy hours, however in recent years, social
media has largely become the new “water cooler.” Many Americans who have social media profiles
are connected or “friends” with fellow co-workers online. Often times, one disgruntled employee may complain
about the workplace on a status update and other employees will chime in by
commenting or re-posting. This situation
has become commonplace. However, a large
number of companies had put in place social media policies that generally
prohibited employees from discussing company matters or from making disparaging
comments regarding the company, managers, or co-workers online. <o:p></o:p></span></div>
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<span style="font-family: Arial, Helvetica, sans-serif;"><b>Recent NLRB Advice</b><o:p></o:p></span></div>
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<span style="font-family: Arial, Helvetica, sans-serif;"><b><br /></b></span></div>
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<span style="font-family: Arial, Helvetica, sans-serif;">This situation is illustrated by a recent case examined by
the<a href="http://www.nlrb.gov/"><span style="color: black; text-decoration: none; text-underline: none;"> </span></a><a href="http://www.nlrb.gov/"><span style="color: #1155cc;">National Labor Relations Board </span></a></span></div>
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<span style="font-family: Arial, Helvetica, sans-serif;"><span style="color: #1155cc;"><a href="http://www.nlrb.gov/">(NLRB)</a> </span>regarding
employees of a non-profit company in New York.
One employee had taken to Facebook to complain about working conditions
and several other colleagues posted angry comments in agreement. The company fired five of the employees
involved for the Facebook activity. The
NLRB found that the employees were wrongfully terminated for concerted activity
that is protected by the<a href="http://www.nlrb.gov/resources/national-labor-relations-act"><span style="color: black; text-decoration: none; text-underline: none;"> </span></a><a href="http://www.nlrb.gov/resources/national-labor-relations-act"><span style="color: #1155cc;">National Labor Relations Act (NLRA)</span></a>. Even though these employees were not in a
union, the NLRB said these protections expand to non-unionized private sector
employees, as well.<o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
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<span style="font-family: Arial, Helvetica, sans-serif;">The NLRB issued an advice memo that seems to apply traditional
rules of what employees may or may not say to online territory. The NLRB warned companies that overbroad
social media policies will infringe on employees’ rights to criticize work
conditions or treatment of employees.
For example, General Motors’ policy prohibited “offensive, demeaning,
abusive or inappropriate remarks,” and Costco’s policy disallowed any comments
that “damage the company” or “any person’s reputation.” The NLRB found that such policies prohibited
a broad spectrum of possible online communications that employees have the
right to engage in under the NLRA. <o:p></o:p></span></div>
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<br /></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;">Furthermore, companies cannot simply disallow the posting of
“confidential information,” without further specifying which types of
information are considered to fall into that category. Instead, the policy should state exactly what
kind of information is prohibited, such as trade secrets, client information,
unreleased product information, or private health details.<o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;">Many companies are complaining that the NLRB is applying concerted
activity rights typically associated with unions to the private sector in
general, however the NLRB responded that all employees have these free speech
rights and the rights to converse with fellow co-workers regarding their
employer. These rights do not change
simply because the conversation takes place online and not in person.<o:p></o:p></span></div>
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<br /></div>
<br />
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<span style="font-family: Arial, Helvetica, sans-serif;">If you believe your employer has infringed upon your social
media rights, contact<span style="color: black; text-decoration: none; text-underline: none;"> </span><a href="http://www.pershingsquarelaw.com/"><span style="color: #1155cc;">Pershing
Square Law Firm</span></a> today.</span><o:p></o:p></div>
</div>
Anonymoushttp://www.blogger.com/profile/05840033879403073883noreply@blogger.com0tag:blogger.com,1999:blog-5315844198400205766.post-16767902130057213642013-10-15T13:24:00.004-07:002013-10-15T13:34:45.938-07:00Employers Must Watch Out for Workplace Cyber-Bullying<div dir="ltr" style="text-align: left;" trbidi="on">
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;">Cyber-bullying is the use of the Internet or related
technology to harass, stalk, or otherwise harm other people. While most cyber-bullying headlines tend to
involve school-aged children and teens, adults are not at all immune to being
the target of cruel online activity.
Employees may post Facebook status updates, tweets, or blog entries that
disparage other co-workers, and other employees may then (and often do) chime
in on the discussion by commenting or replying.
If this type of behavior is repetitive or causes emotional distress to
its victim, it could constitute online harassment. Though this online activity may take place on
personal accounts or even after work hours, an employer may still find itself
facing liability for harassment under certain circumstances.<o:p></o:p></span></div>
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<br /></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;"><b><i>Espinoza v. County of Orange</i></b><o:p></o:p></span></div>
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<span style="font-family: Arial, Helvetica, sans-serif;"><b><i><br /></i></b></span></div>
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<span style="font-family: Arial, Helvetica, sans-serif;">A Court of Appeals of California decided a<span style="color: black; text-decoration: none; text-underline: none;"> </span><a href="http://scholar.google.com/scholar_case?case=3321381477101866066&hl=en&as_sdt=2&as_vis=1&oi=scholarr"><span style="color: #1155cc;">case</span></a> last year that demonstrated how an
employer may be held responsible for certain types of online harassment. Ralph Espinoza was born with no fingers on
his right hand and often kept his hand in his pocket out of
self-consciousness. Despite his
disability, Espinoza was fully capable of performing all of his job duties as a
juvenile corrections officer for the County of Orange. <o:p></o:p></span></div>
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<br /></div>
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<span style="font-family: Arial, Helvetica, sans-serif;">In August of 2006, fellow co-workers anonymously created two
personal blogs from a personal computer that targeted Espinoza. The blog referred to him as the “one handed
bandit,” referred to his right hand as “the claw,” and offered a cash reward
for pictures of his hand. Different
employees began regularly accessing the blog from work computers and also
contributing to the blog by commenting or creating their own posts using
fictitious names. The harassment began
to extend beyond the blog, as Espinoza reported coworkers regularly taunting
him, mocking him, and otherwise acting with hostility. Furthermore, the word “claw” was written
throughout his work space and his car was keyed.
<o:p></o:p></span></div>
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<br /></div>
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<span style="font-family: Arial, Helvetica, sans-serif;">Espinoza had reported the activity numerous times, and the
County of Orange did not initiate an adequate investigation or meet with
Espinoza for over a year. In the
meantime, the harassment caused Espinoza to have medical problems that required
him to take medical leave. When he tried
to return from leave, he had been replaced and opted not to work there in any
capacity.<o:p></o:p></span></div>
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<br /></div>
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<span style="font-family: Arial, Helvetica, sans-serif;">When Espinoza filed suit for harassment and retaliation, the
County of Orange argued that it was not liable because the harassment on the
blog took place on a personal account and was created outside of the
workplace. However, the court therefore
rejected that argument and stated an employer is liable for the conduct of
non-supervisory employees if the employer was, or should have been, aware of
harassment and did not take remedial measures.
Since the employer did not take action for an extended period of time,
it was liable for the harassment and Espinoza was awarded $820,000.<o:p></o:p></span></div>
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<br /></div>
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<span style="font-family: Arial, Helvetica, sans-serif;">This is only one example of why employers should pay
attention to any potential workplace cyber-bullying, even if it takes place on
personal account or after work hours. If
you have any question regarding social media in the workplace, contact the<span style="color: black;"> </span><span style="color: #1155cc;"><a href="http://www.pershingsquarelaw.com/">Pershing Square Law Firm</a></span> for help.</span><o:p></o:p></div>
</div>
Anonymoushttp://www.blogger.com/profile/05840033879403073883noreply@blogger.com0