California Employment Law


One of the primary concerns whether the state of the federal government, such as the United States is to provide a competitive and sustainable working platform where all residents, non-residents and businesses can peacefully and productively security for only one purpose – to succeed. Sustainability is so important that it will determine not only the current situation as well as the next few years. California is just one of the 50 states in the United States but in pursuing this so-called sustainable living. For the state to be effective in this, they have to spearhead programs, projects, and legislation that will protect the labor and employers, increasing the marketing of the region, encourage tourism and other necessary movements. This prove and justify the existence of the labor law of California.

As a federal country, US general rule of employment with a focus on discrimination and other related offenses workplace. However, the federal government gives each state independent legislation and implementation of the legislation that we believe leaders and their constituents and the geographical proximity of the state. In the case of California, they have their own workplaces. The job law of this state is supported by the rules laid down in the constitution and rules us EEOC or the US Equal Employment Opportunity Commission.

The Californian was the work can be divided into three general parts. These are (1) Pre-employment or promotion, (2) employment and (3) Post employment. These three divisions differ primarily on the ground or phase bracket employee. Just because the issues before one is hired, when once engaged, and the inevitable examples in different industries Accordingly, this law disappears mainly on particular issues of employment in different levels.

Pre-Employment Promotion

The state prohibits in accordance with EEOC any discrimination based on age, color, race, nationality, religion and disability. This applies to both the applicant and the employee will be strengthened. While there is no restriction on the employer may want to control, moves to reject applications solely on the aforementioned factors is not tolerated by the state government. There are also things that are prohibited by law to be asked to the applicant in an interview. These are Pasts that have something to do with sexual orientation, birth, any criminal arrests or criminal records. However, the last can be ground for the employer to consider other cases where the result of the rule could lead to more damage not only to the company in addition to other employees. Other questions related to professional background is also controlled so as not to cause a misdemeanor against the applicant.


Bullying is another famous work issues that always ends up in court remains not only in California but also in other countries. Discrimination is different with harassment in the form and in word and is treated and faced with the state government in a different approach. There are also other cases when an employee is already in a job that is included in the law. This includes a state or employment status of an employee, workplace safety, wrongful termination, etc.

Post Job

This division includes the provision of unemployment benefits or support and the Consolidated Omnibus Budget Reconciliation Act (COBRA). This ceremony has something to do with the continuation of the health benefits of the employee’s termination. This can be a spouse and dependent children up to 18 months.

The California employment law is a very effective tool in strengthening market state. By protecting the majority of which consists of employees, the state also protects employers from industry and any company that happens.


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