Both California contract law and tort law allow for legal action when a third party wrongfully interferes with a contract or ongoing business relationship to the detriment of the affected party. This type of action falls under the general label of tortious interference. A tort, unlike a crime, is a civil wrong that can be addressed in civil court.
Building a successful company is a tough endeavor. You face many obstacles, including competition for customers, cash flow problems, supply chain issues, and employee recruitment and retention challenges, to name a few.
When people hear the term “trade secret,” they often think of the formula for Coca-Cola, which is locked inside a vault at corporate headquarters in Atlanta, Georgia, and is never known by more than two people at one time.
California regulates businesses in California through a series of what it calls work orders. They are usually industry-specific but can be sometimes difficult to decipher. These orders govern wage-and-hour issues and other employment conditions.
According to data from the Bureau of Labor Statistics (BLS), human resources management is predicted to grow at a faster rate than the combined average of all other professions by 2028. As such, compliance with local, state, and federal laws governing a company’s human resources continues to grow increasingly complicated.
According to the National Partnership for Women and Families, the U.S. Equal Employment Opportunity Commission (EEOC) receives approximately 7,000 pregnancy discrimination claims yearly.
California takes meal break and rest period requirements seriously. In 2019, Walmart lost a class action lawsuit filed on behalf of 5,000 workers at a fulfillment center in Chino. The award was $6 million for missed meal breaks.
Losing your job is a tough situation. In the past year, the unemployment rate reached an all-time high due to the pandemic. As of last July, 19.9 million people were unemployed. Whether you had a suspicion that termination might happen or it came out of the blue, it leaves you in a place scrambling to figure out where your next source of income will be.
These days, everyone is familiar with workplace issues like minimum wages, overtime pay, and the 40-hour workweek, but prior to the Great Depression, these were not legislated rights. Some states had begun implementing minimum wages, but not until 1938 and the passage of the federal Fair Labor Standards Act (FLSA) did these protections for working Americans become the law of the land.
According to the Bureau of Labor Statistics, 17.9% of persons with a disability were employed in 2020. Those with disabilities are much less likely to be employed than those without a disability. If you are disabled, you may have questions about what your employer is required to accommodate under state and federal laws.