Los Angeles Employment Law Blog

Under the California Family Rights Act, the state of California allows employees to take time off work for a number of health and child-related reasons. These reasons include the birth of a child and the adoption or foster care placement of a child. They also include serious illness experienced by the employee or by the employee's child, parent or spouse. Employers must respect their employees' rights to time off and they cannot fire or otherwise punish an employee for exercising their rights under the law.

The CFRA applies to employees with at least 12 months of service to an employer. If an employee has worked at least 1,250 hours during the preceding 12 months of employment, they are eligible for CFRA protection. If such an employee experiences the birth or adoption of a child, or has to deal with serious illness experienced by themselves or their spouse, child or parent, the employee is eligible for a maximum of 12 workweeks of leave over a 12-month period.

Sexual harassment can occur in any workplace, no matter what industry, where it is located or what size it is.

Victims of sexual harassment should be aware of their legal rights and options. But myths and misconceptions about sexual harassment – and fear of speaking out – can prevent employees from getting the help they need.

California law protects workers from many kinds of unfair discrimination in the workplace. Employers cannot discriminate on the basis of race, national origin, religion, sexual orientation, gender, gender expression, gender identity, age and a number of other factors. As we talked about last month, California law also protects workers with disabilities from unfair discrimination.

Disability is defined as a condition that limits a worker's ability to perform a major life activity. If an employee with a disability meets the qualifications to do the job, their employer must provide them with reasonable accommodations unless doing so would impose an undue hardship on the employer. A reasonable accommodation could include providing accessible facilities or modified furniture, devices or equipment.

Age discrimination can make for a hostile and frustrating work environment. As a worker, you may feel as strong and empowered in your work than ever before, but continue to face comments about being old, slow or behind the times. If this has happened to you, you are not alone. Sixty-four percent of workers have said they have seen or experienced age discrimination in the workplace and in 2017, there were 18,376 complaints to the Equal Employment Opportunity Commission about age discrimination. 

Workplace discrimination due to age does not have a positive future. In the last 25 years, the percentage of workers over the age of 55 has doubled. With so many older workers, there will be increased chances of discrimination. While proving age discrimination can be difficult, if you believe you are a victim of age discrimination, here is what you should be looking for that can help prove your case.