Employment Law Blog

La mayoría de los empleados tienen derecho a recibir un subsidio compensatorio por trabajo de horas extra. Por ley, todos los empleados se consideran empleados no exentos que tienen derecho a pago por horas extra. Sin embargo, hay ocho tipos de empleados que están exentos del pago de horas extras. Si visita el sitio del Departamento de Industria de California, encontrará más información sobre trabajos exentos. https://www.dir.ca.gov/dlse/faq_overtimeexemptions.htm   Por lo general, los trabajadores que están exentos de la asignación por horas extras son ejecutivos y profesionales, y no están obligados a pagar horas extras. Además, algunos artistas y personal de ventas pueden ser separados como empleados exentos. No hay necesidad de comidas y descansos. No hay obligación de registro de tarjeta de tiempo. Para que el personal ejecutivo y directivo esté exento del sobrepago, se deben cumplir los siguientes requisitos: Primero, las funciones y responsabilidades del trabajador deben es

Firmar un contrato con ingenieros y trabajadores técnicos que incluye un contrato de no competencia que prohíbe el empleo en competidores o prohíbe el desempeño de operaciones competitivas al salir de la empresa. En muchos casos, estas clausulas prohibe a uno directa o indirectamente,  trabajar para la otra empresa competidora despues de dejarse de trabajar por una empresa. Si bien puede verse como un medio para prevenir el riesgo de fugas de secretos comercials, la prohibición de la competencia puede parecer restringir excesivamente la libertad de elección de los trabajadores y los derechos laborales, o restringir la libre competencia.   También hay una pregunta sobre cómo establecer los criterios para calcular un período razonable o el alcance regional de la prohibición de la competencia. Es tamibien difícil juzgar si una nueva empresa es competitiva o no.   En el caso de los Estados Unidos, los contratos sin "consideración", bajo los principios básicos de la ley de con

Employees have the right to receive a compensation for overtime work. By law, all employees are considered non-exempt employees who are entitled to overtime pay. However, there are eight types of employees who are exempted from overtime pay. If you visit the California Department of Industrial Relations website, you will find more information about exempted jobs. Typically, workers who are exempted from overtime allowance are executives and professionals, and employers are not obligated to pay overtime to them. In addition, some artists and sales person can be considered as exempt employees. There is no need to provide meals and breaks nor time card recording obligation for exempt employees. In order to executive and managerial personnel to be exempt from the overtime pay, the following requirements must be met: First, the roles and responsibilities of the worker must be related to the management of the enterprise and should be employed to assign high-level positions, usually known

Under the principle of "at will employment contract", all employers can dismiss an employee at any time, without notice, without justifiable reason. Employees can leave at any time without notice. The California Labor Law does not requires to give advance notice and tell employees why they are dismissed if you do not have a separate company policy for dismissing a worker. But in practice, dismissal is restricted by various laws and precedents. The most common situation is of course the most common situation in which the company is suffering from poor sales resulting in a restructuring of the workforce, or the dismissal of employees belonging to the department due to the lack of success of the department to which some employees belong. However, if you are emotionally involved in the dismissal, you can get involved in a lawsuit. It is illegal to dismiss employees based on their personal characteristics, such as racial intolerance, color of religion, nationality, age, disabili

Employment Law in Latin America (Brazil) U.S. and Korean companies that have entered South America must comply with local labor laws for employees hired locally.  The first thing to know in Brazil is the existence of local employment regulations. Two-thirds of the employment of the enterprise must be a Brazilian national or permanent resident, and two-thirds of the total wage must be paid to the Brazilian. Exceptionally, a skilled artisan or professional engineer in a specific field that is lacking in Brazil may not be subject to the 2/3 duty ratio. However, in this case, it must be documented that the skilled worker or professional engineer is difficult to obtain from Brazil and must be approved by the government agency. Labor law should protect the latter of the foreigners and Brazilian nationals engaged in similar tasks in the event of a laying off.   The labor laws of Central and South America, including Brazil, are very complicated, as opposed to the Anglo - American law, as t

Almost every state law in the United States considers that a labor contractual relationship between an employer and an employee can be terminated at any time. However, in order to protect workers, it is necessary to define exceptions to these dismissal principles. First, it is the Act for the Protection of Workers against Illegal Discrimination. Prohibits the dismissal of workers because they belong to social groups protected by race, color, religion, gender, nationality, origin, disability, veterans or sexual orientation. The second is the Whistle-Blower Protections Act, which protects workers from being treated unfavorably against them because they have accused their employer of illegal activities. The last is a bill that prohibits dismissal or disadvantageous treatment because an employee implements legal off-duty. There are exceptions recognized as court cases. The first is public policy. To protect workers from adverse employment-related activities that violate employer's

It is a typical sexual harassment to make a sexual request to an employee in exchange of some benefits. However, the most important criterion for judging sexual harassment in court is whether the victim felt sexual harassment. Actual sexual harassment can be sexual references to the body, jokes, profanity, contact, assault, interfering with the body, or showing sexual images.   Also, 'just looking' can also be a sexual harassment. Even you did not have any sexual conversation or inappropriate contact, but the court decided that there was sexual harassment just by looking other employee  continuously for 2 to 10 times a day. If this constant shame causes employee to quit the job, it will be considered unfair dismissal. It can also occur between the same sex, and men can be victims of sexual harassment from women. Harassment is easy to think about sexual harassment, but the company can be held accountable for sexual harassment by creating a poor working environment. There was

It refers to a lawsuit filed by a majority of the parties in common interest. It is often used when it is difficult for individuals to file cattle because of the large number of victims and small amounts of damage. The US class action lawsuit is a way of solving collective disputes of personal conduct by allowing the individual to belong to the victim group to be recognized as a party and to have him or her carry out a lawsuit for the benefit of all group members. Unlike other countries, which recruits large-scale litigation participants over a long period of time, in the United States, even if only one complaint is filed, the case can be filed on behalf of the group. If there is a large number of potential victims who may be in the victim group, the court will classify the plaintiff as a group. The representative party must be a member of the group, and the representative plaintiff and the plaintiff representative must have an adequacy of representative. In other countries such as

Existen grandes empresas en Argentina, como Samsung y LG Electronics, y las compañías coreanas están haciendo avances en recursos y pesquerías. Aunque está completamente abierto a la inversión extranjera, Argentina ha sido tradicionalmente una fuerza en los sindicatos, y las leyes laborales son tan difíciles que es difícil despedirlos en la práctica. Afortunadamente, no hay obligación de proporcionar a los empleados una participación en los beneficios u opciones de acciones. Carlos Saavedra Lamas, un erudito, sentó las bases de las leyes laborales nacionales en Argentina. Como referencia, este académico fue el primer latinoamericano en ganar el Premio Nobel de la Paz en 1936. A partir de la dictadura militar de 1976 a 1983, a través del neoliberalismo de la década de 1990, se modificaron muchas leyes laborales para permitir la flexibilidad laboral. El salario mensual relacionado con el salario debe pagarse en dos bonos por año. Los empleados pueden usar la licencia por enfermedad pag

Mayoria de los contratos escrito en inglés contiene una cláusula de arbitraje obligatorio. Aquellos que son beneficiarios de la cláusula de arbitraje no tienen que pasar por litigios prolongados y procesos judiciales, por lo que pueden resolver el problema mediante la inversión de una cantidad relativamente pequeña de honorarios de abogados. Esta es la razón principal por la que tiene que firmar un contrato de empleo en los Estados Unidos por escrito. Los tribunales de los Estados Unidos también reconocen el arbitraje laboral vinculante, que permite a los empleadores y trabajadores acordar arbitrar disputas sobre disputas laborales. La intención es proteger a los trabajadores manejando las disputas relacionadas con el trabajo de manera rápida y fácil, basándose en la autonomía de las partes en la relación laboral.   El arbitraje es ciertamente más rápido que los procedimientos judiciales porque se lleva a cabo sin la necesidad de un juez o un jurado, y no está sujeto a reglas complej

Muchos fabricantes estadounidenses, incluidas las grandes corporaciones nacionales y los fabricantes de automóviles en los Estados Unidos, establecen fábricas en México y contratan una fuerza laboral considerable a nivel local. Sin embargo, a diferencia de la legislación laboral de los Estados Unidos, México tiene regulaciones favorables para los trabajadores. Primero, bajo el mandato de contratar mano de obra local, el 90% de la fuerza laboral de la empresa debe ser ciudadano mexicano, excluyendo la junta directiva, el gerente y el personal directivo. Y en México existe un sistema de participación en las ganancias, que obliga a la compañía a distribuir el 10% de sus ganancias antes de impuestos a los trabajadores. En relación con esto, la empresa estará obligada a revelar los datos de declaración de impuestos presentados a las autoridades fiscales a los trabajadores. Esta distribución de ganancias se paga a los empleados, excepto a los funcionarios y gerentes, de acuerdo con sus años

In California, workers are also protected by state labor laws. When a company located in California hires an employee, the firm must ensure that: The employer must pay workers the obligation to pay and provide rest and meal times. If you do not do so, it becomes wage exploitation. The employer must pay at least the minimum wage. In 2018, California's minimum hourly rate was raised to $ 11 per hour. Some cities, such as Los Angeles, San Francisco and San Jose, have minimum wages. Starting July 1, 2018, the minimum wage for all employees in California with 26 or more employees has been increased to $ 13.25.   Workers' wages must be paid at least equal to the minimum wage for all hours worked, either by working hours or by project (also called "capacity-by-contract"), whether paid or daily or weekly. Tips are separate and can not be included in the minimum wage. For some types of employees, including salesmen, close family and camp leaders, the minimum wage is not elig

It is important to note that independent contractors can be considered as Employees, depending on whether or not the employer controls work, apart from the non-employment contract. In May '05, the California Supreme Court recognized the courier vehicle drivers as employees in a class action lawsuit between the courier company and the vehicle driver. (Dynamex Operations West, Inc. case) The defendant claimed that the delivery truck drivers were independent contractors, but eventually they lost. In order to be recognized as an independent contractor rather than an employee, an employer must not control the service provider's work through instruction or interference. In addition, the independent contractor must engage in business that is independent of the employer's principal business or is customarily independent. Employees are subject to labor laws such as accident insurance, minimum wage, overtime, and break time, but independent contractors are free from such obligation