California employees need to understand basic employment laws so that they are not taken advantage of by their employers. In particular, they should understand that employers cannot discriminate against employees because of the employee's race, religion, gender, age, national origin or other similar protected categories. If discrimination occurs on these or other similar grounds, then the employee might have the right to take legal action.
California workplaces are demanding. Employers want people who have cutting edge training and are able to adapt to the latest and greatest techniques in the field. In many cases, this means mastering new technology and incorporating digital media skills into their day-to-day lives. However, many workers in California are getting older. As baby boomers approach retirement age, many of them are still in the workforce.
Many people in California work in agriculture. These hard working individuals are responsible for planting and harvesting many of the crops that the state produces. While these people fill an essential role in the state's economy, they are often subject to unsafe working conditions and inadequate pay. These can include exposure to dangerous machinery without adequate training, long hours in the hot sun and exposure to dangerous chemicals. Despite these dangers, many of these workers receive less than minimum wage for their hard work.
When California workers go to their workplaces, they might not think about all of the rights that accompany them. If workers never encounter an employment issue or health problem, they may never have to understand these rights. However, in most cases, employees are not that lucky.
In 2015, families do not always look the same as they have in decades past. The definition of a family is much broader for a number of important reasons. However, with this shift in the definition of a family, has come some legal questions about who qualifies for certain state and federal benefits. In particular, there have been questions about who qualifies for protections under the Family Medical Leave Act -- a federal law.
California employees are people, not just employees. They have families, social lives, obligations and interests outside of their workplace. For many people, their work life is important but it comes second to their family. For employees with small children, this can often be a difficult balance to strike. There are some situations that employee will have to handle at work when they have small kids.
When a California family welcomes a new baby, it is often a joyous time. People want to celebrate the birth of the baby and bond as a family. However, pregnancy and birth is often accompanied with medical complications that require employees to take time off from work. When this occurs, California and Federal employment laws may give some employees protections against losing their jobs. In particular, the federal Family Medical Leave Act allows the mother and father of a new baby to take up to 12 weeks of unpaid leave following the birth of a baby as long as that employee qualifies for benefits.
While people's jobs are often important to them, they are, many times, not the most important things in their lives. People have families -- children, parents and spouses -- who they love and take care of. When a family member gets sick, however, people can feel torn. They may feel like they are unable to work because they are needed by their family members while feeling an obligation to their jobs.
A person's life is usually not defined by their job. People have their family, their friends, their hobbies and other things to fill their lives. However, a person's job is often an important part of the individual's life. A job not only helps people to pay for their living expenses, but it is also something that a lot of people take pride in.
In a previous post on this blog, it was explained that California employees that act as whistleblowers have certain protections. California laws protect employers that act as whistleblowers from facing retaliation in the workplace. These employment laws make it illegal for employers to terminate an employee for whistleblowing or for enacting any rules that would limit an employee's ability to act as a whistleblower.