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July 2014 Archives

Wrongful termination claim made in stem cell case

Stem cell companies are often in the headlines, with many aspects of the work debated publicly. With this spotlight consistently on their business, managers must take care that all rules governing their processes are strictly adhered to. If they aren't, there could be a public backlash that would affect the business and its clients. An employee of a stem cell company said that he brought such problems to bosses and was fired. In response, he filed a wrongful termination claim.

California whistleblower accuses stem cell maker of retaliation

Los Angeles employers sometimes "shoot the messenger" when a worker reports unsafe, unethical or criminal internal business practices. It's easier for some workers to remain silent and employed than risk getting demoted, transferred, harassed or fired for speaking up. Business misconduct is hard to ignore when an employer is defrauding the government or endangering the public.

Communication proves critical in FMLA matters

When individuals need leave from their job, there are invariably a multiplicity of dynamics play. Those include the needs of the employee, the needs of the employer, and governing law including the Family and Medical Leave Act, commonly referred to as the FMLA. In order to make sure that the interaction of those dynamics is successful, there has to be excellent communication between all involved parties.

Truckers strike Long Beach, Los Angeles, ports over mistreatment

Los Angeles independent contractors are self-employed. Benefits regular employees receive, like health insurance and workers' compensation, aren't available through employers for contractors, who are supposed to control when and how they work. Some employers try to save money by treating contract workers like regular employees, without providing contractors with the same benefits.

Ex-Tinder worker sues Los Angeles company she helped found

A Los Angeles workplace can become uncomfortable and eventually unbearable when an employee is subjected to abuse. Victims of sexual harassment are men or women forced to work in environments where unwelcome sexual advances, gestures, images and verbal or written conversations occur. Employers can be liable for failing to prevent or act to stop harassment.

California employer addresses employee's fitness for duty

Employees often need help to understand what their rights and responsibilities are when taking a leave of absence from work or returning from that leave. Those rights and responsibilities are governed by the federal Family and Medical Leave Act and its counterpart in California, the California Family Rights Act. Although many employee questions center on when they can take leave and for how long, it is also important to know what can happen when returning to work.

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