Decision by the NLRB modifies backpay formula to treat interim employment and search-for-work costs as separate expenses, abandoning offset approach utilized for nearly 80 years.
In another example of the ever-broadening scope of the Fair Employment and Housing Act (“FEHA”), the Second Appellate District of the California Court of Appeal recently held that employers have a duty under FEHA to provide reasonable accommodations to an applicant or employee who is associated with a disabled person who needs the employee’s assistance.
Human resource professionals may assume that their risk of individual liability for labor law violations is generally limited when they act on behalf of their employer. A recent FMLA case suggests otherwise.
Employers can find themselves in an awkward, high-risk position when their improper actions and strategic missteps in response to an employee’s claim or grievance overtake the original issue itself.
California continues to enact and adjust an extensive range of laws and regulations impacting labor and employment. Here are some of the most recent changes that employers need to know about.
Recent court decisions reiterate the importance of employers’ proper treatment of employees with disabilities and work-related injuries as they are protected from retaliation under the Fair Labor Standards Act (FLSA) and California law.