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Proposition 11 sought to establish an exception to existing labor laws for private-sector ambulance employees. [3] It aimed to allow these employees to be reachable during their breaks and respond to emergency calls without violating labor laws. Critics of Proposition 11 argued that it undermined worker protections and labor rights. They ...
The law requires timely payments, on the date specified in the contract, or within 30 days of service completion if no specific date is set. The law gives freelancers greater ability to enforce ...
A study by researchers at Harvard and UC San Francisco found that 91% of California service sector workers surveyed experienced at least one labor violation in the last year.
The California Labor Code, more formally known as "the Labor Code", [1] is a collection of civil law statutes for the State of California. The code is made up of statutes which govern the general obligations and rights of persons within the jurisdiction of the State of California .
In 2014, the median days away from work due to MSDs was 13, and there were 10.4 cases per 10,000 full-time workers in which an MSD caused a worker to be away from work for 31 or more days. [37] MSDs are widespread in many occupations, including those with heavy biomechanical load like construction and factory work, and those with lighter loads ...
The bill has drawn the opposition of organized labor groups and others, including an employment law attorney. Federal law does not require employers to offer lunch or rest breaks, and Pratt said ...
Under these conditions, evidence indicated that the DIR was failing to effectively enforce labor laws. The size of California's "underground economy"—businesses operating outside the state's tax and licensing requirements—was estimated to be 60 to 140 billion dollars annually, generating a tax loss to the state of three to six billion ...
California law and the FEHA also allow for the imposition of punitive damages [9] [10] when a corporate defendant's officers, directors or managing agents engage in harassment, discrimination, or retaliation, or when such persons approve or consciously disregard prohibited conduct by lower-level employees in violation of the rights or safety of the plaintiff or others.