2020 has been, among other things, a year in which a spotlight has shone on the issue of inequality in a variety of areas. Those in California are no strangers to the issue of equality, especially in terms of pay, as it has been a hotbed issue for the last several years.
As state and local governments across the country debate the merits of America’s grand reopening, employees continue to express concern over whether returning to their place of employment will subject them to heightened risk of contracting Coronavirus and either becoming seriously ill or spreading the disease to their families.
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.
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.
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.
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.