The following is an approximation of the legislation in effect in California at the time this article was written.
California Labor Laws article This section provides a brief overview of the most important labor laws in California.
Labor laws that are covered in this section are generally governed by the California Labor Code, and labor law may vary by state.
The California Labor Codes section on Labor Standards has additional information.
A list of labor laws and regulations in California can be found here.
A summary of California’s labor laws can be obtained by searching the California Department of Fair Employment and Housing’s (DFAH) list of the state’s laws.
Other laws covered in the Labor Code include the following: California Labor Law, Section 940(a) – Labor Standards, Labor Contract, Labor Law (Proposition 4) – Workers’ Compensation Act, California’s Fair Labor Standards Act, Labor Laws of the State of California, Labor Contracts, and the California Fair Employment Practices Act.
California has one of the lowest rates of wage theft in the country, but employers may be able to legally discriminate against employees with disabilities.
Under the Fair Labor Practices Act (FLPA), employers are required to give reasonable notice to employees about their rights to request an exemption from overtime pay.
In addition, employers must provide workers with a reasonable opportunity to request a change in hours or work assignments.
For more information, see the FLPA website.
The Fair Labor Contract Act (CLA) regulates all aspects of the employment relationship, including pay, hours, and working conditions.
Under this law, workers are entitled to the same rights as other employees and must be treated fairly and equitably.
For example, an employer cannot ask an employee to work less than 40 hours a week or to work overtime.
Workers have the right to seek and receive a contract modification that will give them the right, for example, to increase pay or reduce hours, or increase or decrease the number of hours they work.
Employees may be required to pay for their own medical and other expenses, including those that exceed reasonable medical expenses.
Employees are also protected against discrimination in the workplace if they are on a job assignment or work on a temporary or part-time basis.
For details, see California Labor Contracts.
The Civil Rights Act (CRDA) protects all employees, including employees of businesses with 50 or more employees.
This law protects employees against unlawful employment practices, such as discrimination on the basis of race, color, religion, sex, or national origin, as well as retaliation for exercising rights under the Civil Rights Acts.
For a detailed description of the CRDA, see Fair Labor Contracts and Other Civil Rights Law.
The Equal Pay Act (EPA) regulates the employment of women in the United States and protects women from discrimination in all employment.
This statute prohibits employers from retaliating against employees or discriminating against them in the performance of their jobs.
For specific information on the EPA, see Equal Pay Enforcement Act.
For employers to be subject to the EPA’s wage and hour provisions, they must: pay employees fair wages, including overtime, on a pro rata basis;