Its not only fair, it is required by law that employees in the state of California and across the country get paid for the work they provide. These laws exist at the state and federal level. Wage and hour laws establish minimum wages and also require that overtime is paid to employees who work in excess 40 hours per week. However, in today's economic climate, it is not uncommon for employers to look for more ways to save money and cut costs. Sometimes, this can directly affect the employees' salaries of employees.
Defamation cases usually bring to mind high-profile celebrities or teenage bullies on social media. However, defamation can happen in any workplace. Defamation is when a false statement about you hurts your reputation and career. Such a statement may come from a colleague or supervisor and occur during daily tasks, a performance review or in a reference check for a new job.
Employees today in California and across the United States have laws to protect them from illegal acts in the workplace such as discrimination and harassment. However, workers are also protected by law from retaliation. Sometimes, disagreements may become hostile and superiors may choose to retaliate. Retaliation can come in many forms, such as a salary reduction, demotion and even termination. A woman in another state claims that she experienced retaliation in the form of termination and she has filed a lawsuit.
Although great advancement have been made for women's rights in California and across America, gender discrimination continues to happen at an alarming and disturbing rate. Even today, women in the workplace are often thought of as inferiors, harassed and passed over for promotions in favor of male counterparts. When this act of dehumanization occurs in the workplace, victims can take action. Recently, a woman in another state filed a lawsuit after she was fired as a result of alleged harassment and discrimination.
When a full-time worker in California suffers a work-related injury, he or she has the right to take extended time off of work in order to recuperate. These rights were established in the Family and Medical Leave Act of 1993. This piece of legislation says that employers must provide eligible employees with job-protected leave in the event of a family emergency or work-related injury. Unfortunately, employers these days may choose to retaliate when a worker takes advantage of these rights.