Answer: Generally, California employees who are sick can take accrued paid sick days. How many sick days are available depends on employer policies, although California requires employers to provide at least three days of paid sick leave per year after 90 days of work, and some cities, such as Los Angeles, San Diego, San Francisco, Santa Monica, Oakland, Berkeley and Emeryville, require even more. Employees who work for larger employers may have more rights and may be eligible for up to twelve weeks of unpaid time off.
For people who work for an employer with at least 50 employees within 75 miles of their worksite, California law requires employers to provide 12-weeks of job-protected leave each year under the Family Medical Leave Act (“FMLA”) or the California Family Rights Act (“CFRA”) for a “serious health condition” of the employee or a member of their family. To qualify for this leave, the employee must have worked for the employer for at least a one-year total during their lifetime and have worked at least 1,250 hours in the last calendar year.
Answer: Employee rights to paid sick leave and medical leave have been expanded by new legislation in connection with Covid-19, most notably the Families First Coronavirus Response Act (“FFCRA”). The FFCRA generally requires certain employers to provide employees with paid sick leave or expanded family and medical leave for specified reasons related to Covid-19.
The FFCRA generally requires covered employers to provide:
Answer: Under the FFCRA, an employee qualifies for paid sick time if the employee is unable to work or telework due to a need for leave because the employee:
Answer: The paid sick leave and expanded family and medical leave provisions of the FFCRA apply to certain public employers, and private employers with fewer than 500 employees. Small businesses with fewer than 50 employees may qualify for exemption from the requirement to provide leave due to school closings or child care unavailability if the leave requirements would jeopardize the viability of the business as a going concern.
Answer: All employees of covered employers are eligible for 80 hours of paid sick leave for specified reasons related to Covid-19. Employees employed for at least 30 days are eligible for an additional 10 weeks of paid family leave to care for a child under certain circumstances related to Covid-19.
Answer: The FFCRA is currently set to expire on December 31, 2020.
Answer: Where leave is foreseeable, an employee should provide notice of leave to the employer as is practicable. After the first workday of paid sick time, an employer may require employees to follow reasonable procedure sin order to continue receiving paid sick time, such as providing a positive Covid-19 test result.
Answer: Employers who retaliate against employees for requesting paid sick leave or another potentially available leave to care for themselves or another that is required by law risk liability for wrongful termination or other retaliation lawsuits. This is because discrimination or retaliation against a person with a disability, including disciplining them, treating them differently than other works, or terminating them is prohibited under California law. This protection extends to people who the employer assumes or “regards” as a person with a disability. While employers can require medical documentation of a disability and the employee’s limitations, they cannot force employees to disclose a specific health condition or disability. If you suspect that you or a loved one was discriminated against, retaliated against, or terminated merely for requesting an accommodation or leave, you may want to contact a lawyer.
Answer: Generally, your entitlement to leave will not be tied to how you are paid, although they may be tied to how long you have been employed. For instance, an employee who has worked for less than 30 days or, in other instances, 90 days, may not be entitled to paid sick leave. Moreover, leave under the FMAL or CFRA may be withheld for employees who did not work for more than 1,250 hours in the last calendar year for the employer. In addition, an independent contractor may be entitled to leave in the same manner if they are misclassified as independent contractors. If you believe you were misclassified as an independent contractor, you may want to contact a lawyer.
Answer: The law requires employers to consider offering work from home or medical leaves of absence as a reasonable accommodation under the California Fair Employment and Housing Act (“FEHA”) for people who qualify as having a disability under the law. Employees with compromised immune systems or who are medically at risk may want to assert their rights and request accommodations to remain safe. Whether the accommodations must be granted is a case-by-case analysis. However, retaliation by an employer against an employee requesting an accommodation for what he or she reasonably believes to be a disability can be illegal.
Aside from a criminal history extending past seven years, a criminal background check should exclude:
The short answer is yes: your employer can withdraw your offer after checking your background check. But before doing so, an employer must, by law, do the following:
Perform an individualized assessment considering the nature and severity of the offense, the time of the offense, and whether it is relative to the type of job being applied for;
Notify the job applicant in writing with a copy of the obtained conviction record and the specific reasons why the conditional offer was revoked and a copy of the obtained;
Provide the applicant five (5) business days to respond to the notice to challenge the accuracy of the report or provide evidence that lessens the impact of the conviction;
Consider the applicant’s response and evidence submitted, if any;
Provide a final decision in writing to deny the applicant’s employment application that contains the following information: (1) any existing procedure the employer has for the applicant to challenge the decision or request consideration; and (2) the right to file a complaint with the California Department of Fair Employment and Housing (“DFEH”).
Unfortunately, despite the enactment of the Ban the Box Law, many California employers still routinely ask about criminal backgrounds and/or run criminal background checks prior to employment. In such cases, an employee may bring a lawsuit for discrimination based on the criminal conviction and seek as compensation, among other things, the financial harm they suffered from not being hired, as well as their attorneys’ fees and costs required to bring the lawsuit.
Aparte de un historial criminal que se extiende más allá de siete años, una verificación de antecedentes penales debe excluir:
La respuesta corta es sí: su empleador puede retirar su oferta después de verificar su verificación de antecedentes. Pero antes de hacerlo, un empleador debe, por ley, hacer lo siguiente:
Realizar una evaluación individualizada considerando la naturaleza y la gravedad de la ofensa, el momento de la ofensa y si es relativa al tipo de trabajo que se solicita;
Notificar al solicitante de empleo por escrito con una copia del expediente de condena obtenido y las razones específicas por las que se revocó la oferta condicional y una copia de la obtenida;
Proporcionar al solicitante cinco (5) días de negocio para responder a la notificación para impugnar la exactitud del informe o proporcionar evidencia que disminuya el impacto de la condena;
Considerar la respuesta del solicitante y las pruebas presentadas, si las hubiera;
Proporcionar una decisión final por escrito para denegar la solicitud de empleo del solicitante que contenga la siguiente información: (1) cualquier procedimiento existente que el empleador tenga para que el solicitante recuse la decisión o solicite consideración; y (2) el derecho a presentar una queja ante el Departamento de Empleo Justo y Vivienda de California (“DFEH”).
Desafortunadamente, a pesar de la promulgación de la Ley de Prohibición de la Caja, muchos empleadores de California todavía preguntan rutinariamente sobre antecedentes criminales y / o realizan verificaciones de antecedentes penales antes del empleo. En tales casos, un empleado puede presentar una demanda por discriminación basada en la condena penal y buscar como compensación, entre otras cosas, el daño financiero que sufrió al no ser contratado, así como los honorarios y costos de sus abogados requeridos para presentar la demanda.
Si cree que puede haber experimentado alguna discriminación debido a antecedentes penales,comuníquese con Bibiyan Law Group, P.C. al 310-438-5555 para determinar qué opciones pueden estar disponibles.
An employee may potentially have a case for unpaid wages if they are not being paid for time spent performing temperature checks.
Un empleado puede tener potencialmente un caso de salarios no pagados si no es pagado por el tiempo que pasa realizando revisiones de temperatura.
Obviously, giving up any rights, including bringing and participating in class actions, is not in employees’ favor. Moreover, your right to have your case decided by a jury of your peers can be very detrimental to your case. One can argue that a jury of your peers are more likely to understand the everyday toils of working people than former judges.
Moreover, the incentives for an arbitrator are problematic. A large corporation is likely to get sued many times while you are likely to bring a lawsuit a few times, if ever, in your life. The arbitrator only gets paid if the Parties mutually agree to use the arbitrator. Thus, they have an incentive to cater to big corporations so they can earn repeat business. They do not have the same incentive to cater to employees who are unlikely to come back.
Employees do not always have a choice. Few employees are in a place to turn down work merely to avoid signing an arbitration agreement. But if you have the opportunity to avoid signing an arbitration agreement or opting out of the arbitration program, it can be very helpful in a future case, as it may preserve your right to bring a case in Court, bring your case before a jury, and participate in class actions.
A: In California, protected classes include, without limitation:
• age (if over 40);
• ancestry, race, color, ethnicity, genetic information or national origin;
• sexual orientation, gender identity or gender expression;
• pregnancy, breastfeeding, childbirth or related medical conditions;
• physical disability, mental disability or medical condition;
• association with a person with a physical or mental disability;
• veteran or military status;
• marital status;
• religion, creed or religious practices; and
• political affiliation.
A: In California, protected activities include, without limitation:
• reporting unlawful practices or practices that you reasonably believe to be
• reporting a workplace injury and/or filing a workers’ compensation claim;
• filing a complaint with the Occupational Safety and Health Administration (OSHA);
• making a workplace health or safety complaint, including reporting patient safety
concerns in facilities that provide health care;
• reporting Labor Code violations, such as failing to pay all wages owed, failing to
pay overtime wages properly, or failing to provide meal or rest breaks; and
• association with a person with a physical or mental disability;
A: Not necessarily. In California, your inclusion in a protected class or engagement in a protected activity needs to be found to be a substantial motivating factor in your employer’s decision to terminate your employment.
A. Employees who successfully prove that their termination is wrongful may, among other things, seek damages for their wrongful termination in a civil lawsuit against their employer, including, without limitation:
• back pay for damages they may have lost due to the wrongful termination;
• front pay for damages they may expect to lose due to the wrongful termination;
• damages for emotional distress suffered or that will be suffered due to the
wrongful termination; and
• where it can be shown by clear and convincing evidence that the conduct
underlying the termination was performed with malice, oppression, or reckless
disregard for the health and safety of others, including the employee, punitive
damages may be awarded in an amount to punish and deter the employer from
performing such acts again.
A: Yes. In California, you generally need to obtain a Right to Sue Notice first from the Department of Fair Employment and Housing (DFEH) or Equal Employment Opportunity Commission (EEOC) before bringing action in a civil court.
A: In California, you now generally have three years from the last date of discrimination, harassment or retaliation to obtain a Right to Sue Notice, which is often the date of your termination.
A: In California, you generally have an additional year after obtaining the Right to Sue Notice to file an action under the Fair Employment and Housing Act.
A: Not exactly. Different rules apply to different employees and different claims. For instance, government employees and employees of quasi-government institutions only have six months to bring actions in many instances. Moreover, certain claims, such as Wrongful Termination in Violation of Public Policy, provide only two years to employees to bring suit before they are extinguished. Also, even if you have more time, pertinent witnesses and evidence may be spoliated if you decide to wait this long.
A: Proving wrongful termination is far from easy. If you believe you were wrongfully terminated, you should contact an attorney well versed in these actions to help determine whether you may have a case and how best to go about bringing one if you do.
A: The attorneys at Bibiyan Law Group, P.C. have been litigating wrongful termination cases regularly since 2014 with success. Should you have any questions regarding wrongful termination, or feel that you may have been wrongfully terminated, you can call Bibiyan Law Group at 310-438-5555 to learn more about your rights and see if you have a potential case.
R: En California, las clases protegidas incluyen, sin limitación:
A: En California, las actividades protegidas incluyen, sin limitación:
A: Los empleados que demuestren con éxito que su despido es injusto pueden, entre otras cosas, buscar daños y perjuicios por su despido injustificado en una demanda civil contra su empleador, incluyendo, sin limitación:
R: Sí. En California, generalmente necesita obtener un Aviso de Derecho a Demandar primero del Departamento de Empleo Justo y Vivienda (DFEH, por sus, sustituyes) o de la Comisión de Igualdad de Oportunidades en el Empleo (EEOC, por sus, por sus partes) antes de presentar una demanda ante un tribunal civil.
R: En California, ahora generalmente tiene tres años a partir de la última fecha de discriminación, acoso o represalias para obtener un Aviso de Derecho a Demandar, que a menudo es la fecha de su terminación.
R: En California, generalmente tiene un año adicional después de obtener el Aviso de Derecho a Demandar para presentar una acción bajo la Ley de Empleo y Vivienda Justa
R: No exactamente. Se aplican diferentes reglas a diferentes empleados y diferentes reclamos. Por ejemplo, los empleados públicos y los empleados de instituciones cuasi-gobierno sólo tienen seis meses para entablar acciones en muchos casos. Además, ciertos reclamos, como el despido injustificado en violación de la política pública, proporcionan solo dos años a los empleados para presentar una demanda antes de que se extingan. Además, incluso si tiene más tiempo, los testigos y las pruebas pertinentes pueden ser expoliados si decide esperar tanto tiempo.
R: Comprobando la terminación injusta está lejos de ser fácil. Si usted cree que fue despedido injustamente, usted debe ponerse en contacto con un abogado bien versado en estas acciones para ayudar a determinar si usted puede tener un caso y la mejor manera de ir sobre traer uno si lo hace.
R: Los abogados de Bibiyan Law Group, P.C. han estado litigando casos de despido injustificado regularmente desde 2014 con éxito. Si tiene alguna pregunta con respecto a la terminación injusta, o siente que puede haber sido despedido injustamente, puede llamar a Bibiyan Law Group al 310-438-5555 para obtener más información sobre sus derechos y ver si tiene un caso potencial.