The vast majority of people who live and work in California receive classifications as “at-will” employees, meaning they can leave a position, or conversely, have their employers fire them from a position, at virtually any time, and for virtually any reason. At the Law Office of Jeffrey D. Fulton, we recognize that there are a number of exceptions that exist to the state’s at-will employment doctrine, and if your situation meets the terms of any of these exemptions and your employer terminates you anyway, you may have grounds for recourse.
Sexual harassment can create a hostile and unwelcoming environment at your place of work. As a result, many people who experience this form of harassment are unsure of how to proceed when it presents itself. The actions you take can have a real impact on subsequent claims, which is why The Balance offers the following advice.
If you are a new mother in California and you are breastfeeding, it is hard enough to leave your baby to go to work, but what happens at work when you need to nurse? Both state and federal laws require that employers not only allow nursing moms the breaks necessary to pump but also a private space to do so.
Employers and employees in California and across the United States know the importance of paying people fairly, according to the Fair Labor Standards Act. Despite the laws that are in place to protect employees and ensure they are paid a fair wage, receive breaks and get paid overtime, a number of employers continue to violate these standards. When employers do not follow the laws that are put in place, they may end up paying a hefty fine as a result of their noncompliance.
With the increase in the media coverage of sexual harassment cases, more and more women know what to look out for while at work. The outing of poor and unacceptable behavior makes victims feel unified instead of alone.