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Employment Law

Tango Bakery can’t dance around OT requirements

12/29/2016
The Department of Labor alleges that Tango Bakery’s owners failed to pay 20 workers $75,218 in overtime pay.

What kind of pregnancy and family leave rights do gestational surrogates have in California?

12/22/2016
Q. One of our employees is a gestational surrogate for a woman who cannot carry a child. Is our employee entitled to pregnancy disability, FMLA or CFRA leave as a surrogate?

In contentious times, reaffirm your commitment to diversity

12/22/2016
Now is a good time to consider taking steps to reinforce your commitment to diversity and inclusion.

Telling boss about disability counts as official notice

12/22/2016
An employee doesn’t have to tell HR about a disability to gain protection from discrimination. It’s enough for the employee to tell her supervisor.

Is that harassment, or just obnoxious bullying?

12/22/2016
Not every unpleasant workplace incident is grounds for a lawsuit.

Even in California, arbitration agreement can be valid if employee knowingly signed it

12/22/2016
A federal court has ordered an FMLA interference case to be sent to arbitration pursuant to an agreement an employee signed when he was hired.

Timing is everything: Note when you first tell employee about any adverse action

12/22/2016
If you orally inform an employee that she will not be getting a promotion, an accommodation or some other benefit, make sure you note when that happened and what you said.

A kiss is not just a kiss when it’s from the boss, and women don’t have to tolerate it

12/22/2016
Female employees don’t have to put up with workplace behavior that makes them uncomfortable under the pretense of a supervisor being friendly and welcoming.

Ensure demotion has nothing to do with FMLA

12/22/2016
Make sure any demotions that happen to occur during FMLA leave are clearly unrelated to the fact that the employee exercised his FMLA rights.

Tell bosses: Playing ‘FMLA cop’ will backfire

12/22/2016
Be sure supervisors understand they cannot interfere with employees’ FMLA rights—and that any effort that appears intended to block FMLA leave will probably cause legal headaches.