What Makes CA a GREAT State to Work in?
Unique Differences in California Labor Laws explained by California Labor Law Attorneys.
If you are a California worker, you will be glad to know that you have some very special and unique rights that are under the California Labor Law. The Seyfarth Shaw law firm recently released a brand new edition of the Cal-Pecularities. This is simply a publication that explains how California employment laws are very different from the other employment laws in various states. This book has over 200 pages that cover a variety of issues from rare cases of excessive cell use to wage and hour disputes to HIV/drug testing. You can access the whole book here.
Seyfarth Shaw law firm has pointed out that the California employment law tends to be more expansive , in many instances, than the federal law. Some examples are but not limited to the following:
- California Far Employment and Housing Act or FEHA: FEHA prohibits employers from retaliating or committing discriminatory acts against an employee that files any type of discrimination complaint.
- Hour and Wage Laws : California has very straight forward laws when it comes to the misclassification of any employee, rest and meal times, bonus pay, reimbursement for travel, and “ off the clock” pay.
- Employee Privacy Rights: California privacy rights apply to not only private employers but government employers as well. This can include a number of things such as , emails, voicemails, background checks, and video surveillance.
- California Family Rights Act: When it comes to family leave, California has a liberal policy. If you are a pregnant woman, the Family Medical Leave Act states that you can have 12 weeks of leave from your employment, but California law states you can have up to 4 months.
The uniqueness of California Labor Laws most likely began when the Private Attorney General Act of 2004 for was passed. This law gives citizens the right to pursue civil penalties on behalf of the State of California Labor and Workforce Development Agency, just as long as there is a formal notice and all the waiting procedures are followed. Basically, this means that an employee that has had their rights violates are allows to act as an attorney general. Any penalties that are recovered , will be split between any parties involved with the Labor and Workforce Development Agency ( LWDA). The LWDA will receive 75% of what is recovered while the employee receive 25%. This law tends to give an employee a large amount of power to sue employers who do not follow the California labor codes.
If you have questions about your employment rights, be sure to contact a California labor law attorney.
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