By Calvin House | Published December 18, 2011 | Posted in Uncategorized |
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Religious Institutions and Anti-Discrimination Laws
A recent decision from the Santa Ana division of the Fourth District Court of Appeal prompts a look at how the anti-discrimination laws apply to religious institutions. In Henry v. Red Hill Evangelical Lutheran Church of Tustin, No. G044556 (Dec. 9, 2011), the Court of Appeal affirmed the dismissal of a discrimination claim by a teacher Read More
Read MorePublic Entities and Implied Employment Contracts
The California Supreme Court recently provided an answer to the Ninth Circuit that may affect litigation between local governments and their employees. On the appeal from dismissal of a claim against Orange County for changing retired employee health benefits, the Ninth Circuit wanted to know whether a county could form an implied contract. In Retired Employees Read More
Read MoreThe Customer Is Not Always Right
Businesses succeed by satisfying their customers. In a phrase coined by either Marshall Field or Harry Gordon Selfridge: “The customer is always right.” But, where a customer’s wishes collide with an employee’s legal rights, the employer may have to ignore the customer’s wishes. A 2010 case from the United States Court of Appeals for the Read More
Read MoreDoes It Matter Whether Your Employees Are At-Will?
Some private employers worry whether they have done enough to preserve their at-will employment relationship with their employees. Others make risky decisions based on the unjustified belief that the at-will employment doctrine will protect them from liability. (Public employers do not face these issues, because their employees enjoy statutory and constitutional rights to their jobs. In Read More
Read MoreMandated Leaves in California
Employers in California must comply with three overlapping statutes that require them to give their employees time off — the federal Family and Medical Leave Act (FMLA), the California Family Rights Act (CFRA), and the pregnancy disability leave provisions of the Fair Employment and Housing Act (PDL). This post will give you the basics. If Read More
Read MoreUsing California’s Anti-SLAPP Statute in Employment Litigation
California has a statute that is designed to discourage Strategic Lawsuits Against Public Participation. It is written broadly enough to permit its use in some employment lawsuits. The advantage to defendants in cases where the anti-SLAPP statute applies is that it puts the burden on the plaintiffs early in their lawsuits to provide some evidence to Read More
Read MoreNew California Employment Laws
It has been a busy few weeks on the legislative front in California. After a closing flurry of activity from the legislature, Governor Brown this week finished signing and vetoing the various bills that made their way to his desk. Here are some new laws that will impact employers, beginning January 1, 2012: SB 299: This Read More
Read MoreEmployment Cases on the Supreme Court’s Calendar
The U.S. Supreme Court‘s new term got under way on October 3, the first Monday in October. Here are the employment cases for which the Court has so far granted review. We will update this posting with developments in these cases and any other employment cases for which review is granted. Coleman v. Court of Appeals of Read More
Read MoreIs “Unpaid Intern” An Oxymoron?
A recent lawsuit by two interns who worked on the movie “Black Swan” challenges what is reportedly a widespread practice in the film industry — using unpaid interns to do work that ordinary employees also do. The New York Times website has an article on the lawsuit here. The complaint in Glatt v. Fox Searchlight Pictures, Inc., Read More
Read MoreRetaliation Claims Based On Co-Worker Harassment
Employers may not retaliate against employees who complain in good faith about conduct that they believe is unlawful. There are many cases where courts or juries have found conduct not harassing or discriminatory, but went on to find that an employee who complained about the conduct had been subjected to retaliation. Employers must be alert Read More
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