Search results
Results from the WOW.Com Content Network
This Division regulates the compensation that employees earn, what hours they work, privileges and immunities of employees, agricultural labor relations, employee's wages and working conditions, licensing of talent agencies, public works and public agencies, unemployment relief in public works, car washes, health and sanitary conditions in employment, industrial homework, garment manufacturing ...
It applies to companies with 50 or more employees (unlike 100 for the federal law) where either 25 (50 for the federal law) or more workers are affected, if that number makes up at least 33% of the workers on that site. NY WARN Act requires a 90-day notice from the employer, unlike the federal Act that requires a 60-day notice. [6]
[1] [2] Prior to being repealed and reenacted under the California Fair Employment and Housing Act in 1980 the law was codified under part 4.5 of the Labor Code. [ 3 ] The FEPA as well as similar legislation passed earlier in other states (notably New York and New Jersey ) drew its inspiration from the Fair Employment Practices Commission (FEPC ...
The ballot initiative was backed by gig-work companies that wanted to keep their workers classified as independent contractors and were resisting a 2019 state law that would have considered them ...
State Rep. Matt Haney says he wants to attract workers back to California. But his "right to disconnect" legislation would likely scare businesses away.
Bernard Witkin's Summary of California Law, a legal treatise popular with California judges and lawyers. The Constitution of California is the foremost source of state law. . Legislation is enacted within the California Statutes, which in turn have been codified into the 29 California Co
If you want to spook a California state employee, just utter the words “revenue shortfall.” ... Notably, Cal Fire Local 2881 will propose to reduce their work week from 72 hours down to 66 ...
If the employees receive notice that the LWDA does not intend to investigate, or if the employees do not receive any notice from the LWDA within 65 days, then the employees may initiate their own PAGA lawsuit. [15] For certain violations specified in the statute, the employer has a 33-day window to cure the violation and avoid an enforcement ...