Among other groups of employees, those who have a documented disability may be protected under a federal law, the Americans with Disabilities Act, or ADA.
A previous post on this blog talked about how a major international company recently found itself in legal hot water because of its recent layoffs. Specifically, former employees over 40 have alleged the company engaged in age discrimination by systemically weeding out older employees via layoffs while actively recruiting younger employees.
Many individuals, particularly those in Los Angeles, have taken the gig economy by storm. The number of people relying on freelance work has grown in recent years, and while it can be convenient, it can also present some legal challenges.
IBM, a technology company known at one point in time as "Big Blue" and as a manufacturer of personal computers, has had to trim its work force as the marketplace gets more competitive. While layoffs are a natural part of a business's life cycle, in this case, some are accusing the nationally known company of using their layoffs as a way to weed out older workers, which is a form of age discrimination.
People in the Los Angeles area who hear the phrase, "employment at-will," may get the idea that an employer can fire someone on the spot, without warning, for any reason or even no reason at all. While this may have been true in former days, there are now important limits to the employment at-will rule that benefit California workers by giving them some additional protection from losing their jobs unfairly.