Employment law governs the relationship between employers and employees in the workplace setting. State and federal law outline when employers must classify a worker as an employee, whether the employees should be paid hourly, the manner in which compensation should be paid, and the frequency as well as duration of breaks. Furthermore, employers must provide reasonable accommodations for disabilities along with protected leave for qualified family and medical reasons. In addition to mandates requiring affirmative actions by employers, employment law also prohibits employers from taking certain actions that contravene public policy. For instance, employers cannot subject employees to any adverse employment actions based on protected categories (e.g., race, religious creed, color, national origin, ancestry, sex, pregnancy, sexual orientation, physical or mental disability, marital status, medical condition, genetic information, gender, age, military or veteran status), or retaliate against employees for engagement in protected activities (e.g., opposition to unlawful conduct, whistleblowing, etc.). Similarly, employers have a duty to prevent sexual harassment and the creation of hostile work environments.
L&K attorneys have represented both employees and employers of all sizes from Fortune 500 publicly traded companies to small mom-and-pop shops. Because no two cases are identical, each matter, whether brought on an individual basis or as a class action, is given customized assessment based on its own set of unique facts, circumstances, and risks.