Simply put, although employment in California is at-will, and employees may be terminated for no reason, or for an arbitrary or irrational reason, there can be no right to terminate for an unlawful reason. Some of these unlawful reasons include: race, age, gender, disability, sexual orientation etc. In a word, an employer's right to discharge an at-will employee is subject to limits imposed by public policy and the laws protecting employees in California.
If you believe you have been wrongfully terminated we can help.
UNPAID WAGES AND OVERTIME
California law requires that wages be paid twice a month. California requires employees to earn the required minimum wage which as of July of 2014 is $9.00/hour. All hours worked by an employee should be paid either at regular rate or one and one-half times or double the regular hourly rates for overtime.
If you are not being paid the minimum wage or the correct overtime rate you may have a claim against your employer.
off-the-clock SECURITY BAG CHECKS
Employers have policies and practices requiring their employees to pass through security checks in an effort to reduce theft. Security bag checks require that employees and their belongings be searched. Employees are often subjected to these searches after the end of their shift and after they are no longer being compensated for their work but while still under the control of the employer. Security bag checks require inspection of employees' bags, purses, lunch containers, and coats. If you are being subjected to security bag checks without compensation you may have a claim for unpaid off-the-clock work.
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California Government Code § 12940 prohibits discrimination because of an employee's race, religious creed, color, national origin, ancestry, physical disability, mental disability, medical condition, genetic information, marital status, sex, gender, gender identity, gender expression, age, sexual orientation, or military and veteran status of any person.
Necessary Business Expense REIMBURSEMENT
California Labor Code 2802 requires that employees be reimbursed for business expenses that are necessary to discharge their job duties. If an employer fails to reimburse employees' necessary business expenses they are liable for reimbursement as well as penalties, interest, and other fees and costs.