Category: Employment Law

New Ban on Non-Compete Clauses and What it Means For Workers

Posted On May 21, 2024 In Employment Law

Non-compete clauses used to stifle workers’ abilities to change careers, begin new initiatives, and contribute to the workforce will now shift the challenge of retaining an employee to the employer. One of the goals in banning non-compete clauses is to provide employees with better wages and working conditions for employers to retain their services. 

It Just Got Easier to File a Retaliation Claim Against Employers

Posted On May 21, 2024 In Employment Law

New laws that have taken effect this year protect employees from retaliation after engaging in certain protected activities. A rebuttable presumption was created under the law should an employee experience adverse reactions by an employer within 90 days of the protected activity.

Our Firm’s Advocacy Featured in KPBS News Article on ICE Detention Center Lawsuit

Posted On April 30, 2024 In Wrongful Termination

Lorrie Walker of Walker Law Firm has been featured in a recent article by KPBS News. The article highlights a wrongful termination lawsuit filed against an ICE detention center, focusing on allegations of medical neglect within the facility.

The lawsuit centers around the representation of a nurse who was wrongfully terminated after speaking out against the treatment of immigrants at the detention center.…

New California Law Raises Minimum Number of Sick Days

Posted On April 29, 2024 In Employment Law

A new California Paid Sick Leave (PSL) law took effect on January 1, 2024. Based on this law, employers are required to provide most workers with a minimum of 40 hours or five days off each year. This applies to full-time, part-time, and temporary personnel who meet certain requirements. 

California’s New Workplace Violence Protection Laws

Posted On March 21, 2024 In Employment Law

New workplace violence protection laws in California will require employers to have a Workplace Violence Prevention Plan soon. These laws set a new standard for businesses and pave the way for additional protections under employment laws in San Diego.

What the Plan Will Address 

A company’s Workplace Violence Prevention Plan should create guidance for the following directives:

  • Training employees on identifying violence in the workplace and how to report it
  • Providing information on how to avoid workplace violence
  • Establishing a way to track violent incidents
  • Address how retaliation against reporting employees will be managed
  • Establish a post-incident investigation protocol
  • Providing an annual review of the plan to identify its strengths and weaknesses

This plan should be readily available to employees and consist of an independent document or be included in a company’s injury and illness prevention plan (IIPP)

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