Businesses often have trouble determining their staffing needs weeks or sometimes even days in advance due to unexpected surges or drops in clientele or unfavorable weather conditions for those working outdoors. To remedy this, employers utilize an "on call" system that allows them to overschedule employees and then cancel the shifts of any employee who is no longer needed. Those overscheduled employees, however, are often not notified until just one (1) hour before they had been scheduled to work.
California-based social media giant Facebook announced on Nov. 9 that it is revising its workplace policy and will no longer require employees who make allegations of sexual harassment to settle their claims in private arbitration. Facebook is the second major Silicon Valley employer to make such an announcement in recent days. Alphabet Inc., which is the parent company of Google and many of its former subsidiaries, was the first technology giant to change its sexual harassment policies following a series of worker protests.
The short answer is, "no." An employee cannot terminate a disabled or injured employee just because their FMLA leave expires. At that point, the question becomes whether continuation of the leave beyond 12 weeks is a reasonable accommodation for a disability. In other words, if it doesn't pose an undue hardship on the employer, then the employee must be allowed sufficient time to recover and return to work, with or without further accommodations.
Many workers in California may have to deal with situations in which their employers deny them a meal break, lunch or rest period no matter how many hours they have worked that day. However, under state law, employers have a responsibility to make sure that their employees receive sufficient breaks during the day. If you're a California worker struggling with denied rest and meal breaks, you may want to know more about the law and how you protect your rights.
California residents may have heard about allegations made by employees or contractors who performed services for Donald Trump about not being paid properly. Trump's former personal driver filed a lawsuit against the Trump Organization asking for 3,300 hours of unpaid overtime over the past six years. Statutes of limitation prevent him from seeking wages from before 2012. In the lawsuit, the plaintiff says that he worked 55 hours a week on a fixed salary.