In today’s rapidly evolving digital landscape, striking the right balance between workplace productivity and respecting employee rights is paramount for ethical and legal compliance. Discover the crucial insights every business owner should be aware of regarding workplace privacy and surveillance.
California is set to become the first state to explicitly ban caste discrimination. Senate Bill 403 (“SB 403”), which was passed last Tuesday, September 5, would integrate “caste” into the definition of “ancestry” as a characteristic protected from discrimination by California’s Unruh Civil Rights Act and Fair Employment Housing Act. If signed into law by Governor Gavin Newsom before October 14, 2023, the law will go into effect on January 1, 2024.
Workplace safety stands as an indispensable cornerstone of any successful business. It is not just a legal obligation but a fundamental responsibility that business owners of all types must accept. The realm of Occupational Safety and Health Administration (“OSHA”) regulations and potential violations can be complex, but understanding and implementing safety measures is vital to avoid dire consequences.
The US Court of Appeals for the Fifth Circuit has found a staffing agency not liable for alleged mistreatment of two of its female employees at the host employer where they were placed. In Arredondo v. Elwood Staffing Services, Inc., the 5th Circuit Court affirmed summary judgment in favor of the staffing company, Elwood Staffing Services, and released them from the lawsuit.
On Friday, August 25, the US Court of Appeals for the Seventh Circuit decided to revive a lawsuit alleging that a no-poach clause in McDonald’s franchise agreements violates federal anti-trust laws that had been dismissed by the trial court.
Yesterday on Monday, August 21, the California Supreme Court in Raines v. U.S. HealthWorks Medical Group held that businesses that perform employment-related tasks for other companies, such as screening job applicants, can be held for discrimination under state law.
In today’s diverse and multicultural work environment, respecting and accommodating religious practices is vital to foster an inclusive and harmonious workplace. Business owners, executives, and management have a responsibility to ensure that employees can freely exercise their religious beliefs while maintaining a productive and respectful work environment.
California’s hourly minimum wage is set to increase again, from $15.50 to $16.00, for all employers effective January 1, 2024. Last month, the Director of California’s Department of Finance published a letter stating that the minimum wage is increasing by 3.5% to account for an inflation adjustment.
One of the benefits that many workers look forward to is paid vacation time. Taking time off to relax and rejuvenate is essential for maintaining a healthy work-life balance. However, what happens to accrued vacation days when an employee’s employment comes to an end?
Fostering diversity and inclusivity hinges on the Americans with Disabilities Act and California Fair Employment and Housing Act accommodations. Adhering to ADA and FEHA regulations, coupled with integrating best practices, cultivates a lawful and just environment that celebrates diversity and magnifies the potential of every individual.
