North Star Gas Ltd. (NSG) has settled a California Civil Rights Department (CRD) age discrimination claim, with $37,000 paid to the fired truck driver.
The CRD alleged a NSG manager justified a cut in the actively driving worker’s assignments because he was “too old” and “retired.” NSG reportedly then fired the worker for his age (40 or over) in violation of the California Fair Housing and Employment Act.
NSG has also agreed to issue and distribute policy to detect and prevent unlawful harassment, discrimination, and retaliation; to designate an employee to investigate complaints; and to report compliance to CRD.
Under California law, every business with 100 or more employees and/or 100 or more people hired through labor contractors – and with at least one in California…
BaronHR, LLC, a national staffing agency, will pay $2.2 million to settle claims it discriminated against low-wage, low-skill job applicants on the basis of race, gender, and disability in violation of Title VII of the Civil Rights Act of 1964 and the Americans with Disabilities Act.
The California Labor Commissioner’s Office has obtained a $2 million settlement from Fresno-based restaurant Pearl B-Star, Inc. dba Lin’s Fusion for wages allegedly owed to 32 restaurant employees.
California’s statutory “ABC test” for classifying workers as independent contractors (I/Cs) – enacted in 2019 — is among the most restrictive in the nation
Knowing the state and federal laws can save much grief and also bring out about greater understanding in the workplace.
We, however, suggest management not leave it to the gods (understatement). Prevention being nine-tenths of the law, if not more, best practice is a regular, thorough audit of company wage, hour and documentation practices before any class action attorney comes knocking with real or imagined employee grievances and millions in potential damages.
Under the January 1, 2024 version of California’s employer-provided paid sick leave Healthy Workplaces, Healthy Families Act of 2014 (Act), employers may opt to provide the benefit either in an up-front lump sum for eligible employees to use during the 12-month eligibility year (the “advance method”) or via accrual over time (the “accrual method”).
After complimenting our preparations in a recent trial, the thus-appreciated judge then declined my pitch to place his views on our firm’s Yelp page. Nice try counsel.
As previously reported, effective July 1, 2024, most California employers must implement and maintain an effective workplace violence prevention plan (the Plan); training materials; and a violence incident log.