Employment Law
Labor Code §1102.5 – Whistleblower Retaliation
California Labor Code section 1102.5 makes it illegal for an employer to retaliate against you for reporting what you reasonably believe is a violation…
The EFLL Library · Category
Employment Law
Plain-English guides and news on Employment Law from our California employment lawyers.
Guides
138 guides · newest first
Employment Law
Labor Code §1401 – Cal-WARN 60-Day Layoff Notice
Labor Code §1401 is the core of California’s WARN Act (Cal-WARN): an employer may not order a mass layoff, relocation or termination at a…
Employment Law
Labor Code §1198.5 – Right to Your Personnel File
What California Labor Code §1198.5 says about your right to inspect and copy your personnel file: the 30-day deadline, exclusions, the $750 penalty and…
Employment Law
Labor Code §98.6 – Retaliation for Wage Complaints
California Labor Code section 98.6 makes it illegal to fire, discipline, threaten or otherwise retaliate against an employee or job applicant for complaining about…
Employment Law
Labor Code §6310 – Retaliation for Safety Complaints
California Labor Code section 6310 makes it illegal for anyone to fire or “in any manner discriminate against” an employee for making a safety…
Employment Law
Labor Code §96(k) – Fired for Lawful Off-Duty Conduct
California Labor Code section 96(k) lets the Labor Commissioner take claims for lost wages when an employee is demoted, suspended or fired “for lawful…
Employment Law
Labor Code §§232–232.5 – Your Right to Discuss Pay and Working Conditions
California Labor Code sections 232 and 232.5 protect your right to talk about your pay and your working conditions: an employer can’t require you…
Employment Law
Labor Code §§233–234 – Kin Care and Sick Leave Rights
Labor Code §233, California’s “kin care” law, requires every employer that provides sick leave to let you use, each calendar year, at least the…
Employment Law
Gov. Code §12945.8 – Crime Victim and Jury Duty Leave (Formerly Labor Code §230)
California Government Code section 12945.8 protects employees who take time off for jury duty, to testify under a subpoena, or because they or a…
Free virtual consultations
Talk to a lawyer who only works for employees.
Tell us what happened at work. Our firm works exclusively for workers — never employers. Se habla español.
We work on contingency: our fee is a percentage of what we recover for you. How case costs are handled is spelled out in your written fee agreement.