Carlin & Buchsbaum, LLP Menu Contact
Fighting For Employee Rights Since 1970 : Long Beach, CA
Free Consultations 866-915-3589 | 562-606-0382
View Our Practice Areas

February 2015 Archives

U.S. employees polled on sexual harassment

Some employees in California might benefit from learning more about recent data concerning sexual harassment trends in the American workplace. According to a Cosmopolitan survey polling over 2,200 female employees, around 33 percent of those ages 18 to 34 reported experiencing some degree of sexual harassment at the workplace. In addition to more blatant forms of aggression, subtle signs of sexual harassment may include innuendo posted on Facebook or even an indecent comment in a meeting.

Disability in the workplace

As California workers may know, discrimination in the workplace is illegal, including discrimination against the disabled. The law also protects against discrimination if a worker has a disabled family member. There are exceptions to the law. An employer may not be able to make accommodations for a disabled employee if the modifications should prove to cause undue hardship for the employer. If several options are available to provide accommodations, the employer may choose which to use. Anti-discrimination laws protect the disabled but may not apply to every individual.

Holding Your Employer Responsible For Wage And Hour Violations

Does your employer discourage meal breaks at work even though you work eight hours? Has your employer asked you to stay past your shift, but then does not pay you for the added time? Can your employer do these things?

California's AB2053 requires abusive conduct training

The California legislature has established stricter requirements for some employers regarding sexual harassment in the workplace. Specifically, AB2053, which took effect on Jan. 1, requires employers with more than 50 employees to provide training regarding preventing abusive conduct. Proponents of the bill say that it is simply an incorporation of abusive conduct training into the already mandated training for sexual harassment.

Dealing with sexual harassment in the workplace in California

California employees who are being sexually harassed at their place of work may not be sure how to respond. Many of them are concerned about how reporting harassment may impact their employment as well as their work environment, but taking certain steps can help ensure that this type of untoward, and in some cases unlawful, behavior stops.

California woman files sexual harassment claim against Starbucks

It has been reported that a Chula Vista woman is taking Starbucks to court in a sexual harassment case. The plaintiff believes that her case is substantiated by video footage. The woman previously worked a morning shift in her store due to her ability to work efficiently and her appreciation of the people with whom she worked. She has since been fired after reporting the alleged harassment.

Protecting employees who may be wrongfully terminated

Getting fired from a job is a painful and stressful experience. That is even more true if you feel that the termination was not justified. Fortunately, California law defines specific reasons that cannot be used for termination. If your employer fires you for one of these reasons, you may be able to pursue compensation from them in court. You can also pursue litigation if specific terms of an employment contract were not met or if they did not follow proper procedures during the termination process.

Husband and wife settle wrongful termination lawsuit against city

Los Angeles employees may be interested in some information about a settlement in a wrongful termination lawsuit against the City of Newport Beach. The lawsuit had already begun when the parties agreed to dismiss the claim in exchange for a cash settlement.

Carlin & Buchsbaum, LLP

555 East Ocean Boulevard, Suite 818
Long Beach, CA 90802

Toll Free: 866-915-3589
Phone: 562-606-0382
Phone: 562-432-8933
Fax: 562-435-1656
Long Beach Law Office Map

Review Us

Contact Us For A Free Consultation

Bold labels are required.

Contact Information

The use of the Internet or this form for communication with the firm or any individual member of the firm does not establish an attorney-client relationship. Confidential or time-sensitive information should not be sent through this form.


Privacy Policy