Under California’s Fair Employment and Housing Act (FEHA), employers may not discriminate on the basis of the gender identity or gender expression of an employee or applicant. On July 1, 2017, newly amended California FEHA regulations on transgender identity and expression (which can be found here) took effect, specifically interpreting and expanding upon protections for transgender employees in a number of ways, including the following:Continue reading
On September 14, 2016, Governor Jerry Brown signed Assembly Bill 2337 into law, thereby expanding the requirement of employers to inform employees of their legal rights and protections regarding domestic violence leave (Labor Code sections 230 and 230.1).Continue reading
In a highly anticipated ruling, the California Supreme Court recently answered three questions certified to it by the Ninth Circuit Court of Appeals in the case of Kilby v. CVS Pharmacy Inc. The questions related to Section 14 of California Industrial Welfare Commission (“IWC”) Wage Orders 4-2001 and 7-2001, which provide that “employees shall be provided with suitable seats when the nature of the work reasonably permits the use of seats.”
Technology has radically changed the way we work. It has freed us from notions of a static physical worksite and turned many Starbucks into a business center. It has upended traditional ideas of work schedules and work days in ways that are both good and bad. It has also created what has been termed “the online gig economy” which allows people to opt in and out of jobs in ways that simply would not have been possible in the past.