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New law clarifies key terms in salary history inquiry ban

As many California employers are aware, state law now prevents employers from asking job applicants about their salary history or from using salary history to make decisions regarding job offers or starting salaries. As we discussed in a previous post, this new law, which went into effect on January 1, also requires that employers provide pay scale information to applicants upon reasonable request.

More employer responsibilities regarding national origin (part 3)

Today, we wrap up our conversation about new California regulations to keep employees and job applicants safe from national-origin discrimination. Having just taken effect on July 1, these rules describe how California employers can meet their related responsibilities.

New California rules on national-origin discrimination (part 2)

Today we continue our discussion about extensive amendments to California national-origin employment discrimination regulations that took effect on July 1, 2018. Duggan Law Corporation will be educating our employer clients about their legal responsibilities toward job applicants and employees under these new rules.

California national-origin rules go into effect July 1

California employers must become aware of sweeping new state anti-discrimination regulations taking effect on Sunday, July 1, 2018. While discrimination or harassment based on national origin as a protected class has long been illegal under state law, the new rules provide employers with more detailed direction about what constitutes national-origin discrimination.

San Francisco city attorney seeks Uber and Lyft hiring records

Legal news topics we recently reported on in two separate posts have come together in a third matter potentially significant to some Northern California employers. Specifically, on May 29, San Francisco City Attorney Dennis Herrera issued a news release announcing he issued subpoenas to transportation providers Lyft and Uber for personnel records.

Employee or contractor? Court watchers get whiplash

In March, we wrote about a new federal case interpreting California employment law on the question of whether a worker should be classified as an employee or an independent contractor. As we described, in that case about a Grubhub driver, the court found that under California's Borello test, Lawson, a driver who delivered food to Grubhub customers, was an independent contractor largely because Grubhub did not have the degree of control over his work that an employer would have.

Court says employer is not required to provide indefinite disability leave

The U.S. District Court for the Southern District of California issued a decision on February 2 that provides instruction for California employers on a unique situation: Whether an employer must continue to renew multiple requests for ongoing medical leave for total disability when there is no indication of when the employee will be able to return to work.

What does it mean for employers to make reasonable accommodations?

Numerous state and federal laws prohibit discrimination and harassment in the workplace based on protected worker characteristics such as disability. Employers are also required to make reasonable accommodations in the workplace for employees with physical or mental disabilities.

Bill would ban discrimination against medical cannabis patients

As you may know, California's legalization of recreational cannabis use does not prevent employers from enforcing drug-free workplace policies. Employers may decline to hire job applicants or fire employees who test positive for cannabis.

California law bans employer immigration-related retaliation

As we discussed in a previous post, new California employer responsibilities that took effect on January 1 require valid warrants, subpoenas or court orders of federal immigration personnel before allowing access to workplaces and employee records. In addition, existing California law forbids employers from taking intimidating actions against employees related to immigration status, including threats to report workers or their family members to immigration authorities.

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