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USLF Multistate Employment Law Handbook - Guide

Labor Laws In California In Florida

Category:

Employment - Handbooks

State:

Multi-State

Control #:

US-002HB

Format:

Instant download

Description

This Handbook provides an overview of federal laws addressing employer-employee rights and obligations. Information discussed includes wages & hours, discrimination, termination of employment, pension plans and retirement benefits, workplace safety, workers' compensation, unions, the Family and Medical Leave Act, and much more in 25 pages of materials.

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California is renowned for its innovations in tort law, including strict liability for defective products, insurance bad faith, market-share liability, negligent infliction of emotional distress, and wrongful life.

Contrary to Oracle's assertions, the California Labor Code is clearly intended to apply to work done in California by nonresidents. The California Supreme Court has concluded that California's employment laws govern all work performed within the state, regardless of the residence or domicile of the worker.

California prohibits an employer from relying on a job applicant's salary history as a factor in determining whether to offer employment or what salary to offer. The law bans employers from asking applicants about their salary history, including compensation and benefits, orally or in writing.

Each state sets laws related to fair employment and workplace safety. In most cases, state laws offer more protections than the federal ones. Contact your state department of labor to learn about the labor laws in your state.

The Professional Exemption sets out eight specific professions (law, medicine, dentistry, optometry, architecture, engineering, teaching, and accounting) that are exempt from the first 12 sections of the Wage Orders. It also addresses certain other professions, including nurses, pharmacists and software coders.

DOL audits can be triggered by negligence or mistakes on your part, or because your plan falls within one of the areas in which the DOL is focusing its investigative efforts. projects, which focus investigative resources on certain issues.

Employers should keep in mind that the U.S. Department of Labor (DOL) can audit employers at any time, although the most common reason for an audit is a complaint from an employee.

Interpersonal or human resources claims, such as harassment, discrimination, or wrongful termination; regulatory compliance concerns initiated by agencies like the U.S. Securities and Exchange Commission (SEC) or the U.S. Department of Justice (DOJ); potential litigation that has not yet been formally filed; or.

If you wish to report a widespread violation of labor law by your employer or a violation affecting multiple employees, please contact LETF via phone, online lead referral form or email: Call the LETF Public hotline anytime: 855 297 5322. Complete the Online Form / Spanish Form. Email us at letf@dir.ca.

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While California labor laws primarily apply to instate workers, certain scenarios can extend these protections to outofstate employees. California labor laws apply to most every worker working in California regardless of where your employer is located.It does not matter where your company is "based" out of. Let's examine how Florida labor laws for salaried and hourly workers changed in 2024. These laws typically do not include independent contractors. Under California law, you are entitled to be paid for any accrued but unused PTO. This right extends to all employees working in California. State Labor Laws: Minimum Paid Rest Periods, Minimum Meal Periods, Prevailing Wages, Payday Requirements. The issue confronting nonresidents working temporarily in California is whether they will be taxed only on their Californiasource income or become a resident. Help make pay equity the norm in California.

Labor Laws In California In Florida

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FAQ

How is California law different from other states?

Do California labor laws apply to out of state workers?

What is unique about California employment law?

Are employment laws different in each state?

Who is exempt from California labor law?

What would trigger a DOL audit?

What prompts a DOL audit?

What triggers an internal investigation?

Where to report California labor law violations?

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