Category Archives: Employment Law

Information about labor and employment law in Los Angeles and in California

What Are the Types of Contract Defenses for a Breach of Contract?

If you are a business owner, you have probably run into a few business disagreements along your path. In a business, there are many contracts that need to be signed and determined, which means that there will also be various business disagreements and possible breaches of contracts. A breach of contract doesn’t have to result in a business lawsuit, but it can help to know what your defenses would be if a lawsuit were to occur. What Are My Defenses After a Breach of Contract? One common way that a breach of contract could occur is if one of the parties decides to not sign the business agreement. A contract can be void if one of these parties is also coercing, threatening, creating false statements, or illegally persuading another party. There are a few defenses that could help in this situation: Signing under duress: To claim this defense, one of…
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What Employment Rights Do I Have As A Pregnant Woman?

Receiving the proper time and amount of maternity leave seems like a difficult task, especially with rapidly changing employment laws recently. However, if you are a California resident that is pregnant or planning on becoming pregnant, you have state and federal rights that will allow you to take pregnancy leave. Unfortunately, many businesses will not properly follow pregnancy leave laws, or will take advantage of you if you don’t know your rights. Here are some employment rights you or someone you know should be aware of as a pregnant woman. What Does The Law Say? Besides the Family and Medical Leave Act (FMLA), which mostly every U.S worker follows, California workers have additional pregnancy employment laws, such as the California Family Rights Act (CRFA) and the Pregnancy Disability Leave Law for paid and unpaid leave. Under the CFRA, which is California’s version of the FMLA, a pregnant employee is allowed…
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Will This New Law Help Lower the Gender Pay Gap?

A new law, the salary privacy bill, seeks to narrow the gender pay gap by forbidding employers from asking applicants about their previous salaries and benefits. The bill was signed into law on October 12, 2017 and takes effect on January 1, 2018. The law does not prevent applicants from voluntarily providing information related to salary, but companies can no longer ask. Additionally, employers will be required, upon reasonable request, to provide applicants with a reasonable pay scale for positions they are applying for. Few places in the United States have made asking for applicant salary history unlawful: Massachusetts, Oregon, Delaware, Puerto Rico, San Francisco, Philadelphia, Pittsburgh and New York City are among the most notable. Now with California joining the group, it is expected that these types of laws may become more common. While the new law applies to both men and women, supporters say it is mainly aimed…
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