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Legal Articles, General Practice

Sexual Harassment Prevention Training (AB1825) and Sample Non-Fraternization Policy Language

Did you know that . . . California law requires employers of over 50 employees to provide interactive sexual harassment training to their managers and supervisors once every two years?

Updating Your Employee Handbook? Four Reasons to Hire an HR Attorney

Is it time to update your employee handbook or manual?

Important Things to Know When Filing a Wage Claim

Important Things to Know When Filing a Wage Claim

DLSE Hearings for Wage Claims in Los Angeles County California

It is important for business owners in California to be aware and understand the system of wage claims filed by employees before the Division of Labor Standards Enforcement (DLSE).

The Best Defense to a Retaliation Claim Is a Good Offense: Key Advice for California Employers

The best defense to a retaliation claim is complete documentation that clearly articulates the legitimate, non-retaliatory reasons for any employment action.

Job Interviewing via Video Conferencing: Challenges and Tips

When a job interview is carried out through video conferencing, both the employer and the applicant are disadvantaged.

Disability Discrimination FAQs

Under federal law, discrimination on the basis of disability is prohibited in all employment practices.

California Disability Discrimination laws New updates protect employees and job applicants

California's statutes and case law in respect to disability discrimination recently underwent substantive revisions, which became effective, on December 30th, 2012.

Am I Exempt from Overtime Under California's Executive Exemption

Employees in California have a number of requirements that their employers are obligated to give them. This can include meal periods and rest breaks, but the most important is overtime pay.

Misclassification of Workers in California as Independent Contractors

Many company owners try to evade the employment law of California by erroneously labeling their workers as independent contractors. Company owners engage in this practice because the legal rights enjoyed by company employees in California do not cover independent contractors.

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