Omid Nosrati

Los Angeles California Employment Law Blog

Clarifying how sexual harassment occurs in the workplace

Last time, our blog discussed how even though we would like to think otherwise, an astounding number of workers in this nation are subjected to sexual harassment by co-workers, supervisors and even clients. Indeed, one survey found one in three working women between 18-34 have been sexually harassed at some point.

Given this lamentable state of affairs, we began providing legal background to employees in recognition that empowerment often accompanies the acquisition of knowledge. Having established some basic facts and successfully debunked some of the myths concerning sexual harassment, today's post will explore the two forms of sexual harassment.

Debunking some of the myths about sexual harassment

If an individual works in a place where the notion of someone being victimized by sexual harassment seems utterly inconceivable given a universal effort to treat everyone with dignity and respect, they should consider themselves fortunate.

Indeed, an unacceptably large number of employees in this nation are subjected to this deplorable -- and illegal -- conduct by their co-workers, clients or even managers with stunning regularity. To illustrate, consider that a recent survey found that one in three women between the ages of 18-34 have experienced sexual harassment at some point during their career.

How can I use my paid sick leave?

As part of an ongoing mission to alleviate employee anxiety concerning the need to take time off for unexpected illness or medical treatment, our blog has been closely examining California's Healthy Workplace, Healthy Families Act of 2015.

As we discussed in previous posts, this landmark law establishes that qualifying workers in the Golden State -- whether full-time, part-time, temporary or per diem -- are entitled to a minimum of 24 hours of paid sick leave each work year.

Study finds physician mothers are not immune to workplace discrimination

While there is a tendency to think that certain white collar professions are perhaps immune to discrimination owing to the education, skill set and education of workers, this is far from the reality.

Indeed, those harboring any doubts should consider a recently published study in the journal JAMA Internal Medicine by researchers at the University of California San Francisco examining the degree to which physicians who are mothers have experienced discrimination.

How is paid sick leave allocated under California law?

Last week, our blog began discussing how many people often feel anxious about calling in sick to work, as some are concerned about falling behind or missing important meetings, and still others are fearful of possible retaliatory measures by their employer.

To that end, we discussed how qualifying workers here in California -- including full-time, part-time, temporary and per diem employees -- should take comfort in the fact they are delegated certain rights relating to paid sick leave under 2015's Healthy Workplace, Healthy Families Act.

Who's eligible for paid sick leave under California law?

Most of us would prefer not to think about it, but there will come a time over the course of the work year when we develop some manner of illness from an especially nasty cold to an incapacitating intestinal ailment.

Indeed, even though we might try our best to try to make it to our desk, sometimes we end up losing the battle and only make it as far as the couch. While the idea of having to miss work can be unnerving, workers here in California should at least take comfort in the fact that they have certain rights relating to paid sick leave.

California Supreme Court clarifies scope of 'day of rest' law

In a previous post, we discussed how the state's "day of rest" law, which dates back to 1919 and has long been the subject of considerable uncertainty, was at the epicenter of a highly anticipated case -- Mendoza v. Nordstrom -- before the California Supreme Court.

In recent developments, the state's high court handed down a unanimous decision earlier this week that experts indicate not only introduces some much-needed clarity, but also provides part-time employees working extended hours with a victory.

What employees should know about intermittent bonding leave

In a series of ongoing posts, our blog has been taking a closer look at the federal Family and Medical Leave Act and the California Family Rights Act, focusing first on the conditions employees must satisfy to fall within their protective ambit and, most recently, on the situations in which "family care and medical leave” may be taken.

The next logical step in this discussion is to look at how leave can be taken under the FMLA/CFRA. Specifically, an examination as to whether employees entitled to the 12 weeks in a 12-month period must take the time away all at once or can break it up.

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