California public employee rights


Federal employment laws are put in place to protect the rights of workers around the country, while additional state-level laws and regulations bolster those federal rules here in California. In many situations, California law provides stronger protection for employees then those afforded under federal law. Still, with so many laws and regulations in place regarding labor and employment rights, navigating your claims alone can be a difficult process. No matter your labor questions or needs, contact us today to set up a consultation so that we can begin providing answers as soon as possible. Our California employment lawyers have experience in the following types of labor and employment disputes:. Additionally, if the employee and employer had an employment contract outlining the terms of termination, and the termination did not fall under that written or oral agreement, the employee may have an option of pursuing the matter legally with a California employment lawyer.


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WATCH RELATED VIDEO: Know Your Rights: Workers’ Compensation Benefits in California

California Passes Legislation Requiring Continued Health Benefits for Striking Public Employees


On December 21, , the Court of Appeal affirmed the trial verdict in Lave v. Charter Communications on a vote. Click here for opinion. Click Here To View Article. Given that just about any employees in California — both private and public — can encounter this problem, we decided to discuss the issue of employers taking adverse employment actions reducing pay, wrongful termination , or demotion against employees for their social media posts.

Under this employee-favored policy, private employees in California and all across the U. Concerted activity is the term that defines the activities private employees are permitted to partake in without fear of being retaliated against, reprimanded, disciplined or facing any other adverse employment action. This includes discussing your working conditions or anything related to your employer or work on social media. Generally, an employee is protected in what he or she posts on Facebook, Twitter, Instagram, and other social media sites as long as that employee is posting publicly or discussing with another employee the terms, conditions, privileges, and benefits of their employment, including but not limited to the hiring process, wages, working conditions, work environment, promotions, and other work-related things.

There is a different set of regulations and laws that exist for public employees, as, for example, they are not permitted to show bias or discrimination in their social media posts because such employees have the duty to serve all people in the community regardless of gender, age, race, national origin, sexual orientation, and other protected characteristics.

If you have been fired over a social media post or have faced any other form of an adverse employment action, do not hesitate to speak to our Los Angeles employment law attorney. Call The Rager Law Firm at for a free case evaluation. Share Us With. Next Post. Rager Law Firm is Available to represent wrongful termination clients in other locations click here.

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Disclaimer: These codes may not be the most recent version. California may have more current or accurate information. We make no warranties or guarantees about the accuracy, completeness, or adequacy of the information contained on this site or the information linked to on the state site. Please check official sources. It is also the purpose of this chapter to promote the improvement of personnel management and employer-employee relations within the various public agencies in the State of California by providing a uniform basis for recognizing the right of public employees to join organizations of their own choice and be represented by those organizations in their employment relationships with public agencies. Nothing contained herein shall be deemed to supersede the provisions of existing state law and the charters, ordinances, and rules of local public agencies that establish and regulate a merit or civil service system or which provide for other methods of administering employer-employee relations nor is it intended that this chapter be binding upon those public agencies that provide procedures for the administration of employer-employee relations in accordance with the provisions of this chapter. This chapter is intended, instead, to strengthen merit, civil service and other methods of administering employer-employee relations through the establishment of uniform and orderly methods of communication between employees and the public agencies by which they are employed.

Learn How You Can Benefit from Legal Representation · Kamali V. State Of California Department Of Transportation, Total Judgment Of $ Million Following Day.

Government Workers’ Rights

With the upcoming new year comes a host of new California employment laws that will take effect on January 1, and beyond. All employers with operations in California should be aware of these new laws, understand how these laws may affect them, and consult with counsel to address any compliance questions. California law contains various provisions prohibiting retaliation against employees who exercise their rights or engage in protected activities. AB amends Labor Code section AB provides some modifications to the recently enacted Section Section One year after its enactment, AB amends Section Prior to AB , the statute included an exception from the prohibition on no-rehire clauses if the employer made a good faith determination that the person engaged in sexual harassment or sexual assault.


Union Station: Proposed California initiative would ban public-sector unions

california public employee rights

The Supreme Court in Janus v. American Federation of State, County, and Municipal Employees, Council 31 upended public sector labor law by finding a novel First Amendment right of public employees to refuse to pay union fees and declaring unconstitutional scores of laws and thousands of labor contracts. This Article assesses the constraints on public sector labor law post-Janus, examines the variety of legislative responses, and proposes a path forward. Janus makes it difficult to address the collective action problem facing all large groups. The Janus Court misstated the nature of the collective action problem when it said the problem was free-riding on union-negotiated benefits.

California has some of the most comprehensive and protective laws for employees in the nation.

Independent Contractor Misclassification in California

Information about employee rights with respect wrongful termination, discrimination overtime pay and more. Everyone always mentions employees need more rights, but little attention is placed on what rights employers are violating under California and federal law on a consistent basis. Employee rights are of course more important than ever in this economy. With fewer and fewer small business employing workers in California, big companies seem to have gained leverage and the ability to violate employee rights. One type of employee rights that are often at issue relates to wages and hours.


Blog: The California Workplace Advisor

On Aug. If supporters gather enough valid signatures, it will appear on the Nov. While some states have prohibitions on public-sector collective bargaining, no states currently ban public-sector unions. The measure would prohibit public-sector employee unions in California. It would add the following section to article VII of the state constitution:. In an Aug. The petition will be allowed to circulate for days after the official summary date. In California, the number of signatures needed to place a citizen-initiated constitutional amendment on the ballot is equal to eight percent of the votes cast in the preceding gubernatorial election.

According to the California Style Manual, PERB decisions should be cited in the format: California State Employees Association (Carrillo) ().

California Supreme Court Clarifies Law on Vested Pension Rights

And unfortunately, there is no explicit solution to this dilemma. So, what is an employer to do in these situations? In this blog post, we will discuss some of the issues employers face when dealing with off-duty conduct and what rights employers and employees have in California? These laws also provide monetary relief to those employees whose employment is adversely affected in violation of these regulations.


It also administers the collective bargaining statutes covering state employees; employees of California's public schools, colleges, and universities; employees of California local public agencies cities, counties and special districts ; trial court employees and supervisory employees of the Los Angeles County Metropolitan Transportation Authority. The board is comprised of five members appointed by the governor and confirmed by the state Senate. Ronald Reagan. California was the second state in the nation to allow public sector collective bargaining.

Any person who works for the U. When the government is your employer, its decisions are generally covered by the U.

California privacy law for employees prohibits video monitoring in work areas where employees reasonably expect to be left alone. This would clearly be dressing rooms, locker rooms, showers, and toilet facilities. The protection may extend to break room and lunch rooms. California law prohibits the use of two-way mirrors in restrooms, locker rooms and similar locations. The argument can be made that constant surveillance of an employee by video camera is unreasonable, and even outrageous, where the employee is in a non-sensitive job uninvolved with large sums of money or not privy to highly sensitive and confidential information.

On December 21, , the Court of Appeal affirmed the trial verdict in Lave v. Charter Communications on a vote. Click here for opinion. Click Here To View Article.


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