Tag Archives: Employment Law

Employment Laws to Remember

There are many federal and state laws that protect the American workforce. It is important for employers, whether a large corporation or a small business owner, to understand employment laws and how they impact the workplace. Employment laws can be complex, and you should seek the advice of a knowledgeable employment law attorney to help

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Employment Law and Your Company

Employment law is important to any workplace environment. Many times, employees and employers do not properly understand the statutes and policies of employment law. Companies need to stay abreast of employment laws that impact their business and employees. Employment law covers many areas, such as hiring, workplace safety, wage and benefits, overtime pay, medical leave,

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Family and Medical Leave Act (FMLA)

If you have 50 employees or more working at your company, you should become familiar with the Family and Medical Leave Act (FMLA). FMLA is a federal statute that allows employees of certain companies up to 12 weeks of unpaid leave in a 12-month period without having to be concerned about losing their jobs. The

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Employee Stock Options

In recent years, there have been more companies deciding to offer stock options to their employees as a part of their compensation plans. It used to be a perk just for senior executives, but now companies are offering stock options to employees at all levels. This has helped employees continue to create a strong investment

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The Importance of Employee Handbooks

Creating and maintaining an employee handbook is not only valuable to your employees, but also your company. A well-developed employee handbook ensures clear communication and understanding of the company by all parties involved in the organization. A reliable employment law attorney can help you create an appropriate employee handbook for your company. Your employee handbook

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Fair Employment and Housing Council Issues New Regulations for Employers

California’s Fair Employment and Housing Council has issued new regulations for California employers that went into effect on April 1, 2016. While these new regulations do not change existing law, they place additional responsibilities on employers regarding compliance with the Fair Employment and Housing Act.   Employers Must Have a Written Discrimination Prevention Policy The

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Who Owns Employee Inventions?

If one of your employees invents something new while working for you, who owns that invention? Who has the right to patent, sell, or license it? You may be surprised to learn that all your employees’ inventions belong to them, in the absence of a written agreement or other exception to the general rule. It

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At-Will Employment and Offer Letters

Under California law, employment without a specified duration is presumed to be “at-will.” As an employer, it is important to emphasize to your employees the at-will nature of the employment relationship in written communications you have with them. Read on for a look at at-will employment and the importance of appropriate offer letters. What is

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What is a Work for Hire?

As this blog has already discussed, as a general rule only a work’s author or creator (or those whose rights derive from the work’s creator, such as the creator’s heirs) can claim copyright protection in that work. But “works made for hire” constitute an exception to this basic principle.  As the U.S. Copyright Office explains,

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Former Employee Sues Yahoo for Gender Discrimination and WARN Act Violations

Claims of gender bias in the tech world are not new. In a twist on the usual story, however,  a former Yahoo employee recently sued the company for favoring women and discriminating against men. As reported in a Los Angeles Times article, plaintiff Gregory Anderson alleges that his recent termination in a company reduction in

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Disclaimer

The information on this website is for general information purposes only. Nothing on this site should be taken as legal advice for any individual case or situation. This information is not intended to create, and receipt or viewing does not constitute, an attorney-client relationship. The firm cannot guarantee the out come of any individual case.