The Coronavirus pandemic has upended life in unexpected ways. It has also taken a dramatic toll on the US economy. One of the most unfortunate results of the pandemic situation has been the loss of countless jobs throughout the country. Millions of Americans, mostly those working in “nonessential” roles, are out of work and uncertain what the future holds. Despite the fact that we are experiencing an unprecedented situation, the same protections that guard employees from wrongful termination still exist. If you lost your job during the Coronavirus outbreak, it’s only natural to feel frustrated and a bit lost as

Business leaders in the United States recently received a much-needed wakeup call in the form of the #MeToo movement, which brought widespread attention to the issue of sexual harassment and victimization in American workplaces. The issue is present across all industries and every strata of the American economy. It is essential for business leaders to know how to address sexual harassment incidents that arise within their workplaces. However, some business leaders may struggle to discern the appropriate course of action when it comes to sexual harassment issues that arise involving non-employees. It is every business leader’s responsibility to ensure a

The federal law requires that women be permitted to take 12 weeks of unpaid leave under the Family Medical Care Act if an employer and employee both meet certain guidelines. However, many women choose to work during pregnancy right up until they deliver their child. In many cases, during this time, a woman has medical issues stemming from the pregnancy that prevents her from working in the same way she did previously. California law requires that employers make reasonable accommodations for any pregnant woman in order to give them an opportunity to continue working while pregnant. Understanding Reasonable Accommodations The

Our employer has an ethical and legal obligation to take sexual harassment claims seriously and investigate the charges thoroughly. Unfortunately, 39% of employees do not report sexual harassment in the workplace for fear that management will not handle the claim effectively. Your employer should take all sexual harassment complaints seriously and follow these steps to ensure that they are handling the claim in an appropriate manner. 1. Hire a Lawyer Employers should hire legal counsel. Sexual harassment claims can lead to substantial monetary settlements and serious liability. 2. Notify the Board of Directors The board of directors should be notified.

Life can often be unpredictable, and unfortunately, medical events can derail our lives. Without certain protections, many employees would lose their jobs if they took substantial time off to care for a child, themselves, or a family member. Fortunately, the federal government enacted the Family and Medical Leave Act (FMLA), which is a federal law that requires employers to provide certain employees under certain circumstances up to 12 weeks of unpaid, job-protected leave per year. Learn more about how FMLA can help you keep your job and take care of those who need you most. Family Medical Leave Act FMLA

After weeks, or maybe even months, you finally had enough and worked up the courage to make a sexual harassment complaint at your place of employment. After making your official complaint at work, much to your surprise, nothing happened. If you find yourself the victim of sexual harassment, have made an official complaint either to a supervisor or your human resources department, and no action has been taken, it is time to equip yourself with knowledge and counsel for your next steps. Sexual Harassment in the Workplace Under federal and California state law, you have the right to work

The short answer to who is at risk for workplace sexual harassment is everyone. Sexual harassment can affect employees of all ages, genders, and occupations. At California Employment Counsel, APC, we understand that every single person has the right to a work environment that is safe and free from sexual abuse and harassment. Stereotypical sexual harassment always seems to depict the woman as the victim—being targeted by a manager or supervisor. In many sexual harassment cases, however, the sexual abuse or harassment comes from a co-worker instead of a manager. Also, male victims now feel more comfortable coming forward against

The #MeToo movement started to spread virally as a hashtag on social media in October 2017, serving as a platform to speak against sexual harassment and assault. While the hashtag is new, unfortunately, sexual harassment in the workplace is not. Despite numerous federal and state laws, Supreme Court cases, and specific workplace employment policies that prohibit sexual harassment in the workplace, the issue remains. However, with a surge of public support within a national spotlight, the #MeToo movement may help change the trajectory of this longstanding issue in the workplace. #MeToo Movement The legal impact of the #MeToo movement has

Over 30 years ago, in 1986, the U.S. Supreme Court ruled that sexual harassment is a form of sexual discrimination. From that time forward, employers have sought to mitigate their liability and damages with respect to sexual harassment scandals in their workplace. However, over three decades later, the approach to sexual harassment in the workplace has not changed that much, and the number of sexual harassment suits remains just as high. Abuse still exists even in this new online workplace era. Definition of Sexual Harassment The Equal Employment Opportunity Commission (EEOC) has legalized your right to a safe work environment,