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Overtime is a common issue for many workers, especially when employers expect employees to work beyond their regular hours. In California, employers can require overtime, but they must follow strict labor laws that protect workers from excessive hours and ensure proper compensation. If your employer is forcing you to work overtime without paying correctly or violating labor laws, you may
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Favoritism in the workplace is common. Many employers have preferred employees, whether due to personal relationships, performance levels, or other subjective reasons. While playing favorites may create a toxic work environment, it is not always illegal. However, when favoritism crosses the line into discrimination—favoring certain employees based on race, gender, age, disability, national origin, or other protected characteristics—it becomes unlawful
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In many workplaces, employees are hired with a clear job title and set of responsibilities. However, over time, an employer may decide to modify an employee’s job duties, sometimes significantly. Whether these changes involve additional responsibilities, a shift in focus, or even a complete departure from the original role, employees often wonder if their employer has the legal right to
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When you leave a job, whether voluntarily or through termination, you expect to receive your final paycheck on time. Unfortunately, some employers delay or even withhold final wages, leaving employees struggling to cover their expenses. In California, state law strictly regulates when and how an employer must provide a final paycheck, and failing to do so can result in significant
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Wage transparency is a growing topic of discussion in workplaces across the country, but many employees still feel uncertain about whether they can legally discuss their pay with coworkers. Some employers discourage or even outright prohibit employees from sharing their wages, making workers believe that discussing salaries is against company policy or could lead to termination. In reality, California and
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Employee misclassification is a serious issue in California, with many workers wrongly labeled as independent contractors when they should be classified as employees. This distinction matters because employees have legal rights and benefits that independent contractors do not, including minimum wage protections, overtime pay, workers’ compensation, and access to unemployment benefits. If you suspect your employer is misclassifying you as
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Severance agreements are often presented to employees when their employment ends, but many people don’t realize the legal implications of signing one. While a severance package may seem like a final paycheck or a goodwill gesture from an employer, it is actually a legal contract that can impact your rights long after you leave the company. Understanding what you are
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Losing a job unexpectedly can be a shocking and stressful experience. Many employees wonder whether their employer had the right to fire them without notice or justification. In California, most employees work under at-will employment, a legal doctrine that allows employers to terminate workers at any time, for nearly any reason—or for no reason at all. However, at-will employment has
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California workplaces are governed by strict safety standards to protect employees. If you’ve made a safety complaint about your workplace, you’re exercising a legally protected right. Under California law, employers are prohibited from retaliating against employees who report unsafe working conditions. Unfortunately, retaliation—such as termination or demotion—still occurs in some workplaces. At Abramson Labor Group, we’re here to help you
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The Family and Medical Leave Act (FMLA) and California’s California Family Rights Act (CFRA) provide critical protections for employees who need to take time off for medical or family reasons. These laws ensure that eligible employees can take up to 12 weeks of unpaid, job-protected leave without fear of losing their job or facing retaliation. However, some employers violate these
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