Employment Law Blog

Beginning January 1, 2020, a new Consumer Privacy Act will be implemented in California. The California Privacy Act is a very comprehensive privacy protection measure similar to the General Data Protection Regulation (GDPR) implemented in the European Union in May 2018. This is because consumers' rights on their personal information will be more protected, while businesses will be limited in using consumers' personal information to a certain degree. GDPR is a privacy protection law based on the principles of privacy by design and privacy by default.  If a company sells a new product or service, it is required to consider the protection of personal information from the design stage and to collect and store only the personal information necessary to provide the service. The California Privacy Act is similar. They have the right to ask consumers to remove personal information or not to share information. By collecting personal information by default and opting out of the consume...

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 debe...

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...

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 ...

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 d...