The Legal Juice

In recent years, the legalization of marijuana for recreational use in California has led to significant legal developments regarding the rights of employees who use the substance. The enactment of Assembly Bill 2188 (AB 2188) and Senate Bill (SB) No. 700 has brought about essential changes in the state's Fair Employment and Housing Act, impacting employers and employees in relation to marijuana use and drug testing. Off-Duty Marijuana Usage Protection AB 2188, which took effect on January 1, 2024, amended California’s Fair Employment and Housing Act to protect employees’ off-duty, off-site cannabis use. It prohibits employers from discriminating against employees for off-duty use, with certain exceptions. This amendment offers crucial protections to employees who engage in off-duty marijuana use, safeguarding them from adverse employment actions solely based on their cannabis consumption outside of work hours. Exceptions to Off-Duty Marijuana Usage Protection: - The protection doe

Job interviews play a crucial role in the hiring process, but it's important to be aware of the questions that are prohibited in California to ensure fair and non-discriminatory practices. California has robust laws in place to protect job candidates from discrimination and ensure equal employment opportunities. Let's explore the questions that are prohibited in California job interviews to promote a more inclusive and equitable hiring process. The California Fair Employment and Housing Act (FEHA) The California Fair Employment and Housing Act (FEHA) prohibits employers from engaging in discriminatory practices during the hiring process. FEHA protects individuals from discrimination based on various characteristics, such as: - Race - Color - Religion - Sex - Gender - Gender identity - Gender expression - Sexual orientation - Marital status - Age - National origin - Ancestry - Disability - Medical condition - Genetic information - Citizenship - Military and veteran status Prohib

  As an hourly employee in California, you may wonder if your employer is required to give you a raise. California labor laws provide specific guidelines regarding wages and raises for hourly employees. Let's dive into this important topic to understand the rights and obligations of both employees and employers in the Golden State. Hourly Employees in California Hourly employees in California are typically non-exempt employees who are entitled to the state's minimum wage and overtime pay as per the California Labor Code. The current minimum wage in California varies based on the size of the employer and is subject to periodic increases. California Labor Laws on Raises for Hourly Employees At-Will Employment California follows the doctrine of "at-will" employment, which means that in the absence of an employment contract or collective bargaining agreement specifying the terms of employment, employers generally have the right to change an employee's compensation, in

California is known for its progressive employment laws, particularly in the area of wage and hour regulations. Employers in California are required to adhere to stringent wage and hour laws to ensure fair treatment of employees. Understanding these laws is crucial for both employers and employees to maintain compliance and protect their rights. In this blog, we will explore some key aspects of wage and hour laws in California. Minimum Wage Requirements California has established minimum wage requirements that exceed the federal minimum wage. As of January 1, 2021, the minimum wage in California is $14 per hour for employers with 26 or more employees and $13 per hour for employers with 25 or fewer employees. It's essential for employers to stay updated on any changes to minimum wage rates to avoid non-compliance. Overtime Pay California law mandates that non-exempt employees are entitled to overtime pay for hours worked beyond 8 hours in a workday or 40 hours in a workweek. Overtim

Starting a new job can be an exciting and busy time, but it's crucial to take the time to review the documents provided by your employer, especially when they contain an arbitration agreement. In California, understanding the implications of such agreements is essential, as they can impact your rights as an employee. Let's delve into the significance of thoroughly reviewing these documents in accordance with California labor laws. Importance of Reviewing Employment Documents When embarking on a new job, the paperwork provided by the employer often includes various contracts, policies, and agreements. Taking the time to carefully review these documents is essential for several reasons: 1. Understanding Your Rights and Obligations: Employment documents outline the terms and conditions of your employment, including compensation, benefits, and expectations. Reviewing these documents ensures that you understand your rights and obligations as an employee. 2. Legal Protections : By r

In California, reporting a job injury promptly is crucial for both employees and employers as it ensures that the injured party receives proper medical care and that the incident is appropriately documented in accordance with California law. Failure to report a job injury in a timely manner can lead to complications in receiving workers' compensation benefits and can impact an individual's legal rights. This blog will explore the importance of reporting a job injury right away in California under California law. Understanding California Law on Reporting Job Injuries In California, the law requires employees to report a job injury to their employer as soon as possible after the incident occurs. The California Labor Code stipulates that employees must report their injury within 30 days of the date of injury or the date they became aware of the injury's relation to their employment. Failing to report the injury within this timeframe can result in a loss of workers' compens

When you purchase a food product, you expect it to be accurately labeled with the correct information regarding its ingredients, nutritional content, and other important details. However, if you find that a food product you've purchased is mislabeled, it's important to understand your rights as a consumer, especially within the context of California laws. Understanding Mislabeling Mislabeling occurs when a food product's label contains false or misleading information. This can include inaccuracies related to the ingredients, nutritional content, allergens, expiration dates, or organic certification. California Laws and Consumer Protection In California, consumers are protected by several laws that govern mislabeling and provide recourse for those who have purchased mislabeled food products. The following are key laws that outline consumers' rights in such situations: 1. California Sherman Food, Drug, and Cosmetic Law This law prohibits the manufacturing, sale, delivery,