Reporting Sexual Harassment in the Workplace
Reporting sexual harassment can be a nerve-wracking process, and you may be fearful of retaliation. What are the risks involved? And how can you prepare your case before reporting the harassment to HR? If you’re dealing with sexual harassment in the workplace, contact Rubin Law Corporation as soon as possible. We can help you protect your rights. Is...Read More
5 Things You Should Know About the Pregnancy Discrimination Act
Although the Pregnancy Discrimination Act (PDA) was passed in 1978, many people still face discrimination because of pregnancy and childbirth-related medical conditions. PDA prohibits most employers from discriminating against a woman because it constitutes sex discrimination, which is unlawful under Title VII of the Civil Rights Act of 1964. Together, these two laws protect women who are...Read More
6 Tips for Dealing With Wrongful Termination
It may have come about unexpectedly, but dealing with wrongful termination can leave you without a clue about what to do next. You may have worked hard for your employer, only to be let go under curious circumstances. If you have suspicions about the reasons for your termination, you should contact a knowledgeable wrongful termination...Read More
Steven Rubin Receives the Award for Top Verdict in California
Founding attorney Steven Rubin has recently received the award for Top Verdict in labor and employment law. Every year, Top Verdict recognizes attorneys and law firms that have won high jury verdicts in their state and practice area. This accolade acknowledges his work on Mecredy v. Sonic Industries Inc. where his client received compensation in...Read More
What’s the Difference Between Sexual Misconduct and Sexual Harassment?
In recent months, the #MeToo movement has brought the topic of sexual misconduct to the top of national awareness — particularly misconduct by men in powerful positions. In some cases, investigators have found that the accused had been reported multiple times for sexual harassment and other misconduct in the past. But with the number of men...Read More
Claiming Against An Employer for Sexual Harassment in California: Options and Strategies
The tremors can be felt throughout California. And I am not referring to an earthquake. Consider the allegations throughout 2017 of sexual harassment that de-throned entertainment industry kingpins such as Harvey Weinstein and Kevin Spacey as well as Silicon Valley bosses such as Uber’s Chief Executive Officer Travis Kalanick. The reported allegations of sexual harassment...Read More
Sarbanes-Oxley and DODD-Frank retaliation claims compared
Avoid Arbitration b Pleading Sarbanes Oxley The Sarbanes-Oxley Act (SOX) and Dodd Frank Act (Dodd Frank) were enacted, in part, as a means to provide whistleblower protection to employees who report or participate in proceedings involving corporate wrongdoing. The legislation prohibits retaliation against whistleblowing employees. Many believe SOX has effectively been superseded by Dodd Frank...Read More
Laws protecting employee mobility have bite
Non-compete agreements are generally void in California. California Business and Professions Code section 16600 (Section 16600) states, “every contract by which anyone is restrained from engaging in a lawful profession, trade, or business of any kind is to that extent void.” However, some major players in the tech and engineering fields try to force non-compete...Read More
Whistleblower employees enjoy broader protection from new labor code 1102.5 amendments and court interpretations
California employees can now report their employers’ illegal activities with greater safeguards against retaliation. Several amendments and a Ninth Circuit interpretation of Section 1102.5 broadens the scope of whistleblower protection. In 2014, the California legislature passed an amendment to California Civil Code Section 1102.5. The amendment allows the whistle blower statute to apply “regardless of...Read More
Protecting subcontracted workers through AB 1897
Assembly Bill 1897 created section 2810.3 of the California Labor Code to hold businesses liable for wage theft and inadequate workers’ compensation coverage when they use staffing agencies or labor contractors to obtain workers. Under the prior law, a business could be held responsible for unfair labor practices only if the worker could prove joint...Read More