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January 2013 Archives

Woman sues former employer for wrongful termination

A California property owners association has recently been sued for wrongful termination for the second time in six months. In the first suit, the former employee claimed that she was terminated because of her age and her race. Under California employee laws, employees are protected from being fired for either of those reasons.

14-year-old sexual harassment suit settled for $2.5 million

No employee should be subjected to sexual harassment at work. Not only does sexual harassment create a hostile work environment, it breaks employee laws. California employers who allow or engage in sexual harassment can be liable for damages to the employee.

Assemblyman pushes for higher minimum wage in California

As California enters a new year, many workers are struggling to provide for their families. Under California employment laws, most workers must be paid at least $8 per hour at their jobs. Under federal laws, employers only need to pay workers $7.25 per hour. However, California assemblyman Luis Alejo is introducing legislation to try to increase minimum wage laws. Under this legislation, over the next three years, minimum wage would increase to $9.25 per hour. Following this increase, California's minimum wage would be tied with inflation and could fluctuate -- up or down -- depending on the cost of living.

California employee sues after he is fired for letter to editor

A California man is suing his former employer after being let go from his job as a hospital manager. According to the man, his former employer, the Glendale Adventist Medical Center, broke employment laws by firing him for statements he made in a letter to the editor that was published in a local newspaper.

Dillard's settles disability discrimination suit

A disability discrimination suit case between Dillard's, a large department store, and the U.S. Equal Opportunity Commission has recently been settled. According to the EEOC, Dillard's was breaking employment laws by requiring that employees disclose medical information in order to take sick days. If employees refused to cooperate, the EEOC claims that they faced retaliation.

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