Effective Representation In Employment and Wrongful Termination Cases for Workers and Businesses
Under California Labor Code sections 1025-1028, employers that employer 25 or more employees must provide reasonable accommodations to those employees who wish to voluntarily entering into a qualified drug rehab or alcohol rehab program. Effectively, this law prohibits discriminating or firing those employees who enter into a rehab program. However, the law allows the employers Read More …
An employee who is out on disability leave may find himself in a position where on one hand he tells his employer than he is able or will shortly be able to return to work with accommodations. At the same time, the employee may apply for Social Security disability benefits while out on leave and Read More …
Sometimes an employer might argue that because an employee’s disability is not constant in a sense that sometimes that employee experiences the symptoms that limit his abilities and sometimes he doesn’t, this means that he is not really disabled and is therefore not entitled to interactive process, reasonable accommodations and other disability rights under ADA Read More …
Anger rarely benefits anyone at workplace (or anywhere else for that matter). No one likes angry people and no one wants to help them. Angry people rarely get large verdicts from a jury or a judge because it’s hard to be generous with someone who show temper. This applies to testifying at a deposition or Read More …
California Labor Code section 512(a) generally allows an employer and employee to agree that if that employee works between ten and twelve hours in a day, the employee may waive his right to a second meal period, as long as the first meal period was not waived. This law was intended to allow employees the Read More …
First Amendment cases in the context of employment and wrongful termination cases are highly technical. In order to make a claim against a government employer for violation of the First Amendment, an employee must show (1) that he engaged in a protected speech; (2) that the employer took “adverse employment action”; and (3) that speech Read More …
It is important that you follow a three simple rules when complaining about discrimination, harassment or retaliation that you believe you or your co-workers are being subjected to: 1. Complain in writing. Oral complaints are often forgot or misunderstood. You would also be surprised how often the employer denies the very fact that an employee Read More …
It’s not uncommon for employer to change the story about why they terminated an employee. We have seen over and over how the employer would tell the employee that he is being laid off because the employer’s business needs have changed, and later – they challenge that employee’s unemployment benefits application, arguing for the first Read More …