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Generally, an employer with at least $500,000 of business or gross sales in a year satisfies the commerce requirements of the FLSA, [6] and therefore that employer's workers are subject to the Fair Labor Standards Act's protections if no other exemption applies. Several exemptions exist that relieve an employer from having to meet the statutory ...
Garcia v. San Antonio Metropolitan Transit Authority, 469 U.S. 528 (1985), is a landmark United States Supreme Court [1] decision in which the Court held that the Congress has the power under the Commerce Clause of the Constitution to extend the Fair Labor Standards Act, which requires that employers provide minimum wage and overtime pay to their employees, to state and local governments. [2]
[63] The president of the California Federation of Teachers (the AFT's California affiliate) blamed the Vergara lawsuit for fostering a teacher shortage in the state, and then said, "[w]e can now turn closer attention to solving the actual problems we confront in our schools, such as securing adequate funding . . . reducing class sizes ...
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]
Average annual teacher salaries ranged from $41,000 to more than $150,000. See teacher pay for each California school district. Most teachers got a modest pay raise
Private schools may have stricter requirements for teachers' off-campus conduct, but they are still subject to the California Labor Code, which states that it is illegal to fire an employee for ...
An unfair labor practice (ULP) in United States labor law refers to certain actions taken by employers or unions that violate the National Labor Relations Act of 1935 (49 Stat. 449) 29 U.S.C. § 151–169 (also known as the NLRA and the Wagner Act after NY Senator Robert F. Wagner [1]) and other legislation.
Employers in California are not legally responsible for preventing the spread of COVID-19 from their employees to the employees' family members, the California Supreme Court ruled Thursday.