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October 2014 Archives

Should employees be protected from weight discrimination?

It is well known that federal laws protect job seekers and employees from employment discrimination based on a number of characteristics. These “protected classes” include gender, race, national origin, religion, disability and pregnancy.

California employees have legal rights against sexual harassment

No employee should have to put up with sexual harassment in the workplace. Title VII of the Civil Rights Act of 1964 clearly lays out the law against discrimination, including sexual harassment. There are also California laws in place and many employers have anti-sexual harassment policies.

U.S. Supreme Court hears arguments in Amazon wage-and-hour case

Most of us have had at least one job in the past that came with some unpaid responsibilities before and after work. Take commuting, for instance. In most cases, your employer does not have to pay you for the time you spend getting to work and getting home, regardless of whether it takes you five minutes or two hours.

Study: Performance reviews for men and women differ

We frequently write about the kinds of biases and mistreatment that many Americans face while they are at work. Some forms of discrimination and mistreatment are obvious. For example, if your boss insists that he will fire you unless you sleep with him, you can be assured that he is behaving in an illegal manner. However, other forms of employment discrimination and harassment are more subtle. It is often difficult for workers to discern whether or not these more subtle negative behaviors are acceptable. It is important to understand that simply because a discriminatory or harassing behavior is subtle does not mean that this behavior is necessarily legal or in any way acceptable.

Understanding the basics of wage theft

Under both state and federal law, workers are entitled to certain wage and hour protections. In general, workers are not only entitled to a minimum wage, they are entitled to the wages they have been promised they will earn in exchange for their performance as detailed in their employment contracts. However, even workers who have not signed explicit employment contracts are protected under the law. This last point is especially important for migrant workers and other populations who may not have access to explicit contractual language.

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