California employers are struggling to create and maintain a safe, healthy and productive workplace. It involves hiring the right people, establishing an appropriate culture and balancing legal compliance with the cost of instituting the necessary safeguards.
Negotiating a partnership, commercial lease, settlement or other type of agreement in California can be a tedious process. However, as difficult as these negotiations are, they can become even more challenging when the parties attempt to memorialize the agreement in writing – particularly if one party attempts to employ bad faith tactics. A recent article from the New York Law Journal describes how such efforts can sabotage good faith negotiations, so it is helpful to understand what these tactics are. Below are some examples of what these might look like.
Most employment relationships in California are "at-will" relationships, meaning either an employee or employer may terminate it at any time for any reason, as long as the reason is not illegal. If an employee is terminated for an unlawful reason, then they can file a wrongful termination lawsuit seeking damages from an employer.
The beginning of a new year can be the perfect opportunity for employers to assess how - and if - an employee handbook is holding up.
No matter the size of your enterprise, having an employee handbook can benefit your organization. A handbook summarizes company policies and gives employees a roadmap for what is expected. It's also a way to promote your brand and culture internally. As workplaces evolve, a handbook can help protect your organization against misunderstandings and potential lawsuits.
The hiring process is a nervous time for both the prospective employees who apply for the open position, and the employer that is trying to hire the most talented applicant available. There are many things to consider on both sides, but today we want to focus on the employer and what they must do in order to ensure a successful and litigation-free hiring.
Many Californians prefer to work in non-traditional workplaces or under a non-traditional work structure. As such, there has been a dramatic increase in so-called "gig economy" jobs, or jobs on a freelance or short-term basis.
Fighting legal battles with employees and former employees can consume massive resources and put the future and success of a business in jeopardy. Because of this, California employers typically take steps to prevent disputes and avoid litigation when possible. One way to do this is to attempt to prohibit workers from filing class-action claims in an arbitration agreement.
California employers have a lot to think about when it comes to hiring workers. They think about pay and benefits, and they want to be sure employees are capable of the job and are a good fit for the company. However, other factors may come into play during the hiring process, and they may have almost nothing to do with a person's work ethic.