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April 2015 Archives

Misclassifying employees can be a way of denying their rights


The classification of employees is a highly important factor in determining their benefits and other rights. Full-time employees may be classified as exempt or non-exempt. Non-exempt employees are entitled to receive overtime pay if they are required to work more than 40 hours in a week to complete their job responsibilities. However, companies often attempt to classify these employees as exempt in an attempt to get around the obligation to pay increased overtime rates.

What conduct is considered sexual harassment in California?


Sexual harassment is a serious issue in California that can create an offensive or hostile work environment for those subjected to it. Unfortunately, those being harassed may be unaware they can be protected from such conduct or may be unsure as to whether the conduct they are subjected to constitutes sexual harassment.

Illegal reasons for terminating an employee


Most employees in California are deemed at-will, meaning that their employer can terminate their employment at any time and for any reason. That being said, there are certain reasons that are deemed illegal, and employees are afforded protections against such actions. Illegal reasons for terminating an employee are those that are found to be for retaliatory purposes or discriminatory in nature, among others.

Which activities or policies may be considered discriminatory?


Discriminatory acts may not be conducted by an employer against those that are considered members of a protected class. There are many classes that are protected by law including age, religion, gender and race, among others. An employer that has implemented policies or committed any acts that infringe upon the protections afforded to those in a protected class may face a legal claim from those that are negatively impacted.

Santa Monica settles discrimination suit with former employee


Santa Monica wage and hour violations are actions conducted by an employer that negatively impact the payment of earned compensation to their employees. Such activities may include classifying employees as independent contractors when they are technically full-time employees, paying employees less than minimum wage and refusing to pay employees for overtime work.

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Law Offices of Allan A. Sigel, P.C.

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