Labor & Employment Law
Showing 7 - 12 of 643 results.
California Pregnancy Discrimination: Leave and Accommodation Rights
Pregnancy discrimination protections cover hiring, workplace treatment, accommodation, protected leave, and retaliation when a covered employer acts because of pregnancy or a related condition. FEHA treats pregnancy, childbirth, and breastfeeding-related conditions as sex-protected characteristics. Government Code § 12945 also addresses accommodation and Pregnancy Disability Leave (PDL).
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California Final Paycheck Rules: Deadlines and Waiting Time Penalties
Final paycheck rules require earned wages to be paid immediately after most discharges and within specific deadlines after a resignation. Labor Code §§ 201–203 govern the general timing rules, while § 227.3 requires payout of vested vacation at the employee’s final rate. A willful failure to pay all wages when due can trigger waiting time penalties for up to 30 calendar days. Different statutes apply to certain industries and employment arrangements.
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California Employment Lawyer Contingency Fee Percentage: 2026 Rules
An employment lawyer contingency fee percentage is negotiated with the client rather than fixed by a statewide employment-law schedule. Business and Professions Code § 6147 requires a written contingency agreement stating the agreed rate, how costs affect the fee and recovery, and whether compensation may be owed for related matters outside the agreement. The contract must also state that the fee is negotiable unless a separate statutory maximum applies. These terms should be compared before representation begins.
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Age Discrimination: Fact Patterns Leading to Legal Claims
California law protects workers aged 40 and older from age discrimination, which may be shown through circumstantial evidence without direct admissions.The California Fair Employment and Housing Act protects employees from workplace practices involving involuntary retirement pressure, pretextual performance evaluations, and biased layoff selection. Evidence may include comparative pay data, internal correspondence, and documentation showing shifts in performance assessments or disciplinary treatment. Employees facing age-based harassment or possible constructive discharge should preserve relevant records and account for applicable administrative filing deadlines.
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California Disability Discrimination Claims under FEHA and ADA Rules
California disability discrimination claims may involve unequal treatment, failure to accommodate, or interactive process violations. FEHA generally covers employers with five or more employees, while ADA Title I generally begins at 15 employees. The two laws overlap but use different disability standards, filing routes, deadlines, and remedies.
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How Do LGBTQ Employment Discrimination Claims Proceed?
LGBTQ employment discrimination claims in California generally require a CRD complaint and Right-to-Sue notice before a private FEHA lawsuit.CRD mediation pauses certain complaint deadlines during the mediation period. A claim may proceed through agency investigation or mediation before moving to civil litigation, depending on the procedure selected. Available remedies may include back pay, emotional distress damages, and attorney's fees where authorized.
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