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The reason given is: The information is accurate but obsolete. In 2020, AB 5 was extensively revised and reintroduced as AB 2257. That bill was written into California law, i.e., codified, late in the year. Please help update this article to reflect recent events or newly available information. (February 2021)
The California Legislature approved bills Thursday that would amend a 20-year-old law allowing workers to sue their bosses over labor violations and require employers found liable to pay a fine to ...
California Refinery and Chemical Plant Worker Safety Act of 1990 added section 7872 and 7873 to the Labor Code. On September 25, 1992, AB 2601 was signed into law. [20] It protected gays and lesbians against employment discrimination. [21] California was the seventh state to add sexual orientation to laws barring job discrimination. [22]
The state Industrial Relations Department, which handles wage claims, now tells CalMatters it does not have jurisdiction to resolve those related to Prop. 22, citing a July 25 California Supreme ...
A less severe form of involuntary termination is often referred to as a layoff (also redundancy or being made redundant in British English). A layoff is usually not strictly related to personal performance but instead due to economic cycles or the company's need to restructure itself, the firm itself going out of business, or a change in the function of the employer (for example, a certain ...
The future of Uber, Lyft, DoorDash and similar gig companies was on the ballot in California, where voters approved a proposition that keeps app-based drivers classified as independent contractors.
The Fast Food Accountability and Standards (FAST) Recovery Act (AB 257) is a Californian law which brings multiple reforms to the state's fast food industry. The bill's provisions aim to allow workers and California state to hold fast-food chains responsible for issues like wage theft and overtime pay, and establish a council which itself shall be responsible for establishing minimum standards ...
In United States labor law, at-will employment is an employer's ability to dismiss an employee for any reason (that is, without having to establish "just cause" for termination), and without warning, [1] as long as the reason is not illegal (e.g. firing because of the employee's gender, sexual orientation, race, religion, or disability status).