Here at Duggan Law Corporation, we advise California employers about classifying workers as either independent contractors or employees. The answer is significant to both parties because if the person is an employee, he or she is subject to applicable California and federal labor and employment laws governing overtime, minimum wage, workers' compensation eligibility and more.
In light of the #MeToo movement, office romances may seem like they are quickly becoming a thing of the past. But even if the number of people in workplace relationships is gradually decreasing, it is still far too high for employers to ignore.
In California, a wide range of employment issues may be addressed through an employment contract between the company and its workers. According to Chron.com, a primary advantage is the identifying of an employee's responsibilities and specific job duties. When details about performance expectations are included, they may be used during evaluations and in situations where raises or promotions may be due. Failure to meet standards may also be listed as grounds to end the contract.