Law Office of Arkady Itkin / Tel. 916-720-0100 / e-mail: arkady@arkadylaw.com
All too often, long-time employees, who have witnessed their employer terminate different workers over the year, have a pretty good idea when their employer is trying to get rid of them as well for because of their age (or for another unlawful, discriminatory reason). Here are a few important things you should keep in mind Read More …
https://youtu.be/LEop67lBZ80
https://youtu.be/D_nnuoJQnIk
Under California law, you are entitled to be reimbursed by your employer for the purchase of the tools for performing your work with two significant caveats: You are not entitled to be reimbursed for using “hand tools” such as a screw driver and hammer. The reason for this exception is probably the fact that these Read More …
Workers who file a charge of discrimination with DFEH or EEOC often ask how long it will take till they hear back from those agencies. They also want to know when they will receive their right-to-sue letter, which is required before they can file a lawsuit for discrimination in California. The bad news is that Read More …
https://youtu.be/lalahPPBKww
Here is a fairly common scenario that we have been seen over and over again: An employee (let’s call her Maria), who is lately been under stress due to increased workload and/or various office frictions, goes out to lunch with her manager (let’s call him James), or that manger gives her a ride to a Read More …
The new lactation accommodations bill of 2020 (SB 142) builds upon and expands the breastfeeding accommodations changes enacted in 2018 regarding lactation location requirements. Until now, Labor Code section 1030 required employers to provide a reasonable amount of break time to express milk. However, the new law specifies that the employer must provide a reasonable Read More …
https://youtu.be/m6KTIOpOLpc
In many disability discrimination cases, employers defend their case by claiming that there is no evidence that they had any ill will toward the plaintiff-employee because of his disability, i.e. they never said anything negative about his disability, and didn’t do anything else that would suggest that they on purpose wanted to harm that employee Read More …