Articles Tagged with Employment

The American civil legal system normally doesn’t allow for a successful party to recoup its legal costs, unless that’s spelled out by statute. Though in other countries a plaintiff brining a lawsuit runs the risk of paying the defendant’s lawyers’ bills, normally unless a claim is particularly groundless and “frivolous” the plaintiff need only cover his or her own costs. A recent Los Angeles County Court case is an exception to that rule, according to the Daily Journal.
Nancy Arambula Corona, a former on-site building manager, sued her ex-employer, Weiss Family Properties, LLC, (which owns apartment buildings in Los Angeles County) under the state’s Fair Employment and Housing Act and its Labor Code. According to the filings in the case,

• Corona suffered an injury on the job.
• Defendant states it reasonably accommodated her by having another employee clean her building.
• Weiss eventually fired Corona because she couldn’t perform her job and plaintiff’s physician stated her condition wouldn’t improve.
• Corona also claimed she was owed unpaid overtime pay while Weiss claimed they paid her for the hours she submitted on her time sheets.

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Good morning!  I was reading this article written by Gina Rikonova in the L.A. Daily Journal, and she talks about Assembly Bill 168 that was introduced earlier this year which will prohibit California employers from requesting information about a job applicant’s salary history or benefits  The spirit of the bill, according to her, is really to combat the gender disparity of pay between men and women. She also talks about how a lot of states that are moving toward this trend. Then she circles back and introduces what’s pretty much a federal court ruling for this year in April that seems to go opposite direction. That particular ruling in federal court “that federal equal pay act salary history may be considered a qualified factor other than sex so long as it effectuated some business policy and was used reasonably in light of the stated purpose as well as its other policy or practices, and the court further states that on the salary history standing alone may constitute a qualified reason for pay disparity other than sex so long as it serves a legitimate business purpose”.
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