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Things that your California boss (or prospective boss) cannot do

On Behalf of | Mar 25, 2022 | Employment Law

When suffering from workplace mistreatment, it can be hard to know which activities are legal and which ones are expressly prohibited. Employment laws are complicated in Southern California and elsewhere in America.

The complexity of these laws may mean that workers do not always understand their rights in situations involving:

  • Discrimination
  • Sexual harassment
  • Workplace retaliation

An article published by U.S. News and World Report outlines several employer activities that violate federal and state employment laws. Knowledge of these prohibited activities can help you identify mistreatment in the workplace or during the hiring process.

Commit wage and hour violations

Employers cannot pay less than minimum wage or make employees work extra without paying overtime. In California, you are entitled to overtime pay if you work more than eight hours a day.

Discriminate against employees

Workplace superiors cannot discriminate against workers in the eight (broad) protected classes: Race, religion, color, gender (sex), disability, age, national origin and genetics.

Forbid workers to discuss pay

Many employers try to stop their employees from discussing their pay. However, you have the right to do so regardless of your boss’s demands. Salary discussions can help employees identify illegal disparities in their pay rates.

Ask certain questions

Employers are no longer allowed to ask discriminatory questions before hiring an employee. Examples include questions on job applications or during interviews regarding your age, religion and current or future pregnancy plans.

Engage in retaliation

If you blow the whistle on illegal workplace activity or participate in an investigation, your boss cannot fire you or retaliate against you for your participation.

The nation is becoming more aware of illegal employer behaviors. It is only logical to continue expanding your knowledge of what you can do to end such conduct and hold employers to account for their actions.