California Workplace Rights and Coronavirus

You cannot be treated differently from your fellow employees because of Coronavirus. You cannot be excluded, told to go home (while everyone else stays at work), told to stay at work (while everyone goes home), told to go get blood tests for the virus or treated differently because your employer “thinks” you might have, or be carrying a strain of, the virus.

Wage and Hour Violations at Cable Company Show Systemic Abuse

A federal judge in California chose to reject a $7.5 million proposed settlement due to the employer’s failure to plan any reforms to its payroll practices. The case involved technicians who installed cable television, telephones, internet and security services for Comcast. Their legal complaint detailed multiple violations of the Fair Labor Standards Act.

California Women Face Many Challenges at Work

Female workers throughout the country made $900 billion less than their male counterparts in 2018. Research suggests that lower wages aren’t the only issue that California women face in the workplace. In addition for being paid less for equal work, they are also more likely to be punished for minor transgressions while on the job. A study asked 159 people to read scenarios about infractions committed on the job.

Severance Agreements Are Different for Over-40 Employees

In California, a severance agreement must meet many requirements in order to be enforceable. For example, this kind of contract between an employer and a departing employee cannot include a noncompete agreement. Furthermore, an employer must comply with special severance agreement requirements that only pertain to employees age 40 and older.

Overtime Rule to Raise Minimum Pay for Exemptions

Some California workers may have changes in their overtime status in 2019, but the changes will not be as drastic as those that were in the original rule put forth by the Obama administration. That rule raised the amount for the white-collar overtime exemption to $47,476 from $23,660 and the highly compensated exemption from $100,000 to $134,004.