Labor & Employment Law
: Strategic HR LawyerNew California Employment Laws
OK, better late than never... The California Labor & Employment Law Blog has a great post summarizing new legislation taking effect in California in 2008. The laws range from legislation as simple as an increase in the state's minimum wage to laws such as:
- A new law requiring employers with 25+ employees to grant unpaid leave to spouses or domestic partners of combatants on leave from deployment in a combat zone.
- The new San Francisco paid sick leave requirement.
- Work hours are now regulated for pharmacists
- A crackdown on Workers Compensation “Deadbeats”
- And amendments to California law dealing with discrimination.
Follow this link to the California Labor & Employment Law Blog for more information and details on this and more legislation.
Full post as published by Strategic HR Lawyer on February 07, 2008 (boomark / email).

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Can a former employee use photographs of jobs completed whie working for me in marketing material for a new business?
There are several issues here
1. Sub contractor started up a compe...
I have worked for this employer for only three weeks. The employer makes up his own rules as to what he chooses to report for the purpose of property taxes. He tells me to "let them come after us". He defines Entertain
He arrogantly insists, "let them come after us." Well, if you are invo...
How do you recover money from a stop payment placed on a personal check given to you?
you can always take them to small claims court and sure them for 3 times the amo...
I was fired on June 3, 2002 in Massachusetts because I reported discriminatory behavior by the employer towards a particular nationality. In July I filed a discrimination/retaliation complaint against the employer with t
It seem sin your case that the fact you filed the complaint prior to being dissa...
How can an employer defend themselves for firing an employee who contends the company exposed him to hazardardous atmospheres although medical testing has been negative?
You'll need to contact OSHA to determine your responsibility as far as the work ...







