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511: Employers may assign an alternative work schedule which extends the non-overtime daily work time from 8 hours to 10 hours, but it needs at least two-thirds of the affected employees' approval. 1171.5: Undocumented immigrants are protected by Labor Laws (enacted in 2002). 1194: Employees cannot waive right to overtime pay.
The Private Attorneys General Act of 2004 (PAGA) is a California statute that authorizes aggrieved employees to bring actions for civil penalties on behalf of themselves, other employees, and the State of California against their employers for California Labor Code violations. [1]
Authored by State Senator Hannah-Beth Jackson, the California Fair Pay Act (also known as SB358) is an amendment to the existing California labor laws that protects employees who want to discuss about their co-workers' wages as well as eliminating loopholes that allowed employers to justify inequalities in pay distribution between opposite sexes.
The California Supreme Court ruling curtails the ability of public employees in the state to seek help from the courts in labor disputes. Public employees cannot use labor law to sue employers ...
California Superior Court Judge Ethan Schulman issued his ruling on August 10, 2020, stating that Uber and Lyft must treat their drivers as employees under AB-5, as their work in the context of the "ABC test" was not outside the usual course of their business, nor was a "multi-sided platform" as Uber and Lyft had argued but simply ...
A new law says California employers can’t discriminate against employees for using marijuana in off hours. What does that mean? ... A new law says California employers can’t discriminate ...
By 1998, the law stipulated for all employers to "provide and procure proper and suitable seats for all such employees" and that employers must not make "any rules, regulations or orders preventing the use of such stools or seats when any such employees are not actively employed in their work" (D.C. Code §36-901). [149]
The German system was based on insurance and removed employees' right to sue, while the British system preserved the right to sue. The United States eventually followed the German example. [6] Prior to compensation laws, the United States dealt with employee injuries entirely through litigation.
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