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Long Beach Employment Law Blog

Understanding your right to a fair wage and overtime

Do you earn an hourly wage? Unless you receive a salary, you are probably punching a time clock or logging into a computer at the start of your shift. However, did you know there are laws that require your employer to pay you fairly?

Are you certain your employer is paying you what you deserve? Unless you know your rights and understand the basics of the Fair Labor Standards Act, a federal law that protects your right to a fair wage, you may not recognize when your employer is taking advantage of you.

Sexual harassment is a continuing issue in the medical field

Women are often subjected to unfair and inappropriate treatment in the workplace. This is true in almost any type of job, including the medical field. In fact, sexual harassment in the medical field may be much more common than many realize. Female doctors, nurses and other types of health care professionals may have to deal with inappropriate comments and unwanted contact from patients and even their own coworkers.

California female doctors have to treat and examine patients who may be sexually aggressive and verbally harassing. There are instances of patients exposing themselves, forcing a doctor's hand to touch them, making grossly inappropriate comments and even threatening sexual violence. Despite these things, women still strive to remain professional and provide appropriate care.

Discrimination protections for LGBTQ workers extends to restrooms

It may seem like an odd topic, but it has gained a significant amount of attention in recent years. Members of the LGBTQ community who do not identify with their "biological sex" feel they should have the opportunity to use either restroom or one designated as neutral.

If you fall into this category, then you may be pleased to know that the state of California provides you with certain protections as it applies to restroom use.

Company accused of poorly handling sexual harassment claims

When a worker experiences inappropriate or illegal treatment in the workplace, he or she has the right to report this to the employer. At this point, it would be reasonable to assume that the employer is doing something about it, including appropriate disciplinary action against the offending party. One California employer is facing accusations of mishandling sexual harassment claims, failing to recognize the serious nature of these allegations and minimizing employee concerns.

One girl recently spoke out about her experience while working for a Vons supermarket when she was 16 years old. She worked as a clerk for the store, and within the first few weeks of her time of employment, she began experiencing inappropriate treatment from her supervisor. He asked her inappropriately personal questions and eventually began asking her to smoke marijuana with him on breaks. She says he began coming to her home and acting aggressively toward her. 

Workers say Google still mishandling sexual harassment

Workers in California should feel safe and respected in the workplace, but many women do not have this experience. Unfortunately, workplace sexual harassment is still a serious problem that affects women in all different industries and sectors. Female employees in the tech industry say the problem is especially problematic in their chosen career fields. Google's ongoing sexual harassment scandal is perhaps a excellent example of this.

In Nov. 2018, approximately 20,000 Google employees staged a walkout to protest how their employer had handled accusations of sexual harassment. Google issued an apology and promised to support workers by overhauling its policies regarding sexual misconduct. However, the tech giant does not appear to be doing any better, and victims are reportedly still afraid to report sexual harassment. According to many employees, Google's reaction to sexual harassment claims is to conceal rather than confront.

Was your termination based on discrimination?

Whether your termination came as a shock or you have sensed it was coming for some time, you may be dealing with many questions and emotions. It is normal to feel angry and insulted, perhaps even wronged when you lose a job. Getting fired can seem like a very personal matter.

In many cases, it is not personal at all. Since California and most other states are at-will, it is possible for anyone to lose a job at any time unless he or she has a contract with strong language preventing termination without notice. Changes in a company's financial situation, the decision to take a business in a new direction or your own poor performance may be reason enough to let you go. However, you may feel your termination crossed the line.

Workers' compensation possible of family of deceased worker

A California family recently got the devastating news that their family member died while he was at work. A sanitation worker was crushed to death by the hydraulic mechanism in his truck, but there are still many questions surrounding the circumstances of his accident. If a person dies while at work or while doing a job-related task, the family of the deceased could have a rightful claim to workers' compensation benefits.

The wife of the deceased is understandably devastated by the accident. She wants to know what happened, and she has taken it upon herself to look for answers and find out why and how a sanitation worker could be killed in such a manner. It took around one hour from when the accident happened for someone to notice and call for help, and by the time authorities arrived on the scene, the worker was dead. 

Family and Medical Leave Act and parents of special needs kids

California parents know that there are certain laws that protect their right to take time off when they adopt, welcome a baby or take in foster children to add to their family. The Family and Medical Leave Act allows these parents to take a certain amount of time off without fearing they will lose their jobs or face some kind of retaliation. A new ruling from the U.S. Department of Labor is now saying that parents can also take FMLA to address meetings related to the special needs of their children.

Parents of special needs children often have to attend meetings regarding their kids' education. It takes a significant amount of time and often several face-to-face meetings with medical professionals and educators to get the right plan in place. It can also require a lot of time away from work simply for a parent to get an accurate diagnosis, the right treatment and support.

Problems after filing a workers' comp claim? You can speak out

As a California employee, you understand that you have the right to seek workers' compensation benefits in the event that you suffer an injury at work or become ill as a result of your job. These benefits allow you to get the support and care you need during your recovery. This can be especially important if you had to take time off work after the accident.

You are entitled to seek support after a work accident, but your employer may feel differently. Your insurance claim could result in higher costs and complications for him and her, and you could endure unfair treatment simply for seeking your rightful benefits. If you believe that your employer is retaliating against you because you filed a workers' compensation claim, you have the right to speak out.

Your age should not count against you at work

For many older California workers, age is just a number. You may be older than other applicants or the people who work at your job, but that does not in any way mean that you cannot still do good work or add value to the company. Despite this fact, there are employees who have to deal with age discrimination at work.

Any type of discrimination is unacceptable. There is no excuse for acting in a discriminatory manner toward someone because of his or her age or allowing another person to do so. This is a real problem, and there is a federal law that protects your rights as an older worker. The Age Discrimination in Employment Act shields the rights and interests of individuals who want to work or find employment.

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