Equal pay is an issue that has garnered national attention recently -- and for good reason. With evidence showing that men continue to out-earn women for the same work, change is necessary to ensure equality in the workplace.
Virtually every American worker is at risk for some sort of wage discrimination. However, some workers are statistically more likely to suffer this kind of illegal treatment than others. Unfortunately, many of those who are most likely to be taken advantage of are some of the most vulnerable members of the U.S. population.
We frequently discuss the various kinds of illegal mistreatment that Americans often suffer in the workplace. If you have experienced discriminatory treatment, sexual harassment or mistreatment related to hours and compensation, you may be thinking about hiring an attorney to represent you. Generally, if you have any legal questions it is best to consult an attorney who can advise you in light of your unique circumstances.
Many people in California are aware of the state's wage and hour laws. Not being compensated in full for the work that you've done or doing work without being paid at all are illegal. If they happen to you, you can file a claim against your employer to receive the compensation you deserve. Before you file a claim, however, it can be helpful to know what to expect. The following steps are a brief overview of the wage and hour claim process:
Overtime protections are offered to many employees in California but some employees are exempt from these protections. A debate over customer service workers at car dealerships in the state has been resolved after the Ninth Circuit court ruled that these employees are not exempt from the Fair Labor Standards Act overtime protections.
Employees expect to be compensated -- and compensated fairly -- for work they have performed. Workers across California depend on the money in their paycheck, so it is crucial that this money is paid and that wages are in compliance with state regulations.
‘Tis the season to hire workers for the holiday and winter seasons. It is also time to prepare part-time and full-time workers for challenges unique to the holiday season. From an employment law standpoint, both employers and employees can benefit from understanding how this time of year uniquely impacts the workforce. By being prepared, both employers and employees can avoid legal headaches sure to put a damper on the joy of the season.
It can be hectic during the holidays. Most industries -- from retailers, to cell phone providers, to production factories -- will likely see a significant upturn in orders and customer traffic. In the coming months, retailers will be adding numerous employees to help with the increased holiday season consumer traffic. Whether it is a brick-and-mortar retail location, a delivery service or an Internet sales distribution center, it is likely that the organization will need additional workers. Most often, these employees are categorized as "temporary" or "seasonal."
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.
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.