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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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Pregnancy is a significant life event, but for many women, it can come with challenges in the workplace. Despite legal protections, pregnancy discrimination remains a pervasive issue in California. Employers may deny accommodations, pass over pregnant employees for promotions, or even terminate them unlawfully. At Abramson Labor Group, we believe no one should have to choose between their career and
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Disability discrimination in the workplace is not only unethical but also illegal under California and federal law. Employers are required to provide equal opportunities and reasonable accommodations to employees with disabilities. However, proving disability discrimination can often be challenging, as it may manifest in subtle or indirect ways. At Abramson Labor Group, we are committed to helping employees understand their
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Your immigration status should never compromise your rights in the workplace. California has some of the strongest labor laws in the United States, designed to protect all workers—regardless of immigration status. However, many workers remain unaware of their protections, leaving them vulnerable to exploitation or discrimination. At Abramson Labor Group, we are committed to ensuring that every employee is treated
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Racial discrimination in the workplace is not only unethical but also illegal under federal and California state laws. Despite this, it remains a pervasive issue, often manifesting in subtle or covert ways. Recognizing the signs of racial discrimination is the first step toward addressing and combating it. At Abramson Labor Group, we are committed to ensuring that every worker is
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