Question: I have worked at the same company as a bartender for the last five years. I worked my way up so that I was getting the shifts that had the best tips (weekend evenings and closing shifts, generally.) I am now five months pregnant and I am starting to show. My boss has suddenly taken me off those shifts and put me only on lunch shifts—where I make far less money. He did this to the last girl who was pregnant, too. Can he do this?
California workers who have disabilities may be more likely to feel stalled in the workplace than those who do not. These and other findings regarding employees with disabilities were part of a study done by the Center for Talent Innovation. The research found that almost a third of full-time, college-educated, white-collar employees fit the expanded federal definition of disabled. However, fewer than 4 percent of disabled individuals identify themselves as such to employers.
A bill that prohibits most private sector employers from asking people who are applying for jobs about their criminal background has been signed by California Gov. Jerry Brown. The bill, which is scheduled to go into effect on Jan. 1, applies to all employers with five or more workers. Public sector employers were prohibited from asking these questions by a previous state law. Another bill signed by the governor prevents both private and public sector companies from making inquiries about salary histories.
A Supreme Court case may mean that California employees will have a harder time taking legal action against their employers, depending upon the ultimate decision. At issue is whether employers can legally require employees to enter into arbitration to collectively settle overtime, wage and other claims. Oral arguments were heard on Oct. 2, and Justice Breyer has said that the case has the potential to undermine the New Deal.
California Home Depot customers may be interested to learn that the U.S. Equal Employment Opportunity Commission accused the company in a lawsuit filed on Sept. 28 of failing to accommodate a disabled worker at an Illinois location. The EEOC claimed that the company then fired the employee after she suffered a disability-related emergency.