The Family and Medical Leave Act and the California Family Rights Act create a legal framework to protect qualifying employees from job loss during a health crisis or when a relative requires care. Because disputes among employers and workers are increasing, some observers recommend that people keep careful records of communications with an employer about the time off.
One of California's most iconic tech firms is feeling the heat after a former employee distributed an internal memo that read like a manifesto for gender discrimination. Search engine giant Google moved quickly to terminate the employment of the software engineer responsible for the memo, which claimed that women are biologically unsuited to jobs in the tech world. However, recent reports suggest that this employee may only be the tip of the workplace discrimination iceberg.
The Family and Medical Leave Act (FMLA) was enacted to provide employees the ability to take a leave of absence for medical or family issues without fear of losing employment. The act as written applies only to companies with over 50 employees. However, one court has determined it can apply to smaller companies, depending on how the company communicates with its employees. Smaller firms, including those in Los Angeles, should take notice of the court's reasoning.
The California Labor Commissioner's Office filed a lawsuit in August against a construction company after it was alleged that 175 workers were willfully misclassified and for other wage violations. Allegations include the failure to pay overtime, the failure to provide proper wage statements and the failure to allocate pay for sick leave.