Experienced Employment Law Attorney in Oxnard, California
The just over 101,000 workers in Oxnard are primarily employed in defense, international trade, agriculture, manufacturing, and tourism, with other popular employment industries in the city including finance, transportation, technology, and petroleum.
When any of these employees’ lives are negatively impacted by workplace harassment, discrimination, or hour and wage violations, the Ventura County employment lawyer at the Leichter Law Firm, APC is here to help.
Mr. Leichter provides all employees with free consultations, so they can fully understand their legal rights and pursue their employers for the best legal remedy for their employment violations.
If you believe your workplace protections and rights have been violated in any way, contact the Leichter Law Firm, APC Oxnard employment lawyer today.
The Leichter Law Firm, APC Oxnard Employment Law Attorney Practice Areas
Enduring workplace mistreatment in any capacity keeps California employees from properly doing their jobs. It also causes significant stress and anxiety in the individual who faces these difficult circumstances each workday.
The employment law attorney in Oxnard at the Leichter Law Firm, APC can help.
Mr. Leichter represents California workers whose rights have been violated in the following practice areas:
- Age Discrimination
- Breach of Employment Contracts
- Disability, FMLA, CFRA
- Independent Contractor Claims
- Overtime Misclassification
- Pregnancy Discrimination
- Residential Apartment Manager
- Review of Severance Agreement
- Sexual Harassment
If your workplace rights have been violated by your employer, a coworker, or another agent of the company, contact the skilled Oxnard employment law attorney at the Leichter Law Firm, APC today to schedule a free consultation to discuss your case.
Do California Employers Have to Pay Agricultural Workers Overtime?
In short, California employers must pay non-exempt employees, which could include agricultural workers who are not legally classified as independent contractors, the overtime pay rate for an employee working more than eight hours a workday, and forty hours in a workweek, as outlined by the California overtime law.
That rate is one and a half times the employee’s normal pay.
If an employee works more than twelve hours a day or more than eight hours on the seventh consecutive day, they must be paid double their normal pay rate.
Combined with other employment expenses, the overtime pay rate in California is one of the leading factors for employee misclassification.
Those expenses may include:
- Minimum wage
- Rest and meal breaks
- Unemployment and disability insurance
- Workers’ compensation coverage
- Medical leave and paid time off
- Payroll taxes, including Social Security and Medicare taxes
California employment misclassification is illegal, whether you are misclassified as an independent contractor or another exempt category, and should never be permitted in the workplace.
If you believe you have been misclassified as an independent contractor, so your employer can avoid paying minimum wage, overtime pay, or other benefits you are entitled to as an employee, contact the skilled employment law attorney in Oxnard at the Leichter Law Firm, APC today to schedule a free consultation to discuss your concerns.
Mr. Leichter will explain the requirements for being legally labeled as an independent contractor, so you understand your rights to pursue your employer for the wages and benefits you were entitled to throughout your employment.
How Can I Prove I Am Being Sexually Harassed in My California Workplace?
Title VII of the Civil Rights Act of 1964 makes it illegal for all employers in California and throughout the U.S. to allow anyone to be sexually harassed at work, regardless of that person’s sex, gender, or sexual orientation.
Unfortunately, that does not mean it still does not occur in California workplaces.
Sexual harassment is any unwelcome or unwanted sexual conduct in the workplace and can be perpetrated by a male or female who is a:
- Company owner
- Manager or supervisor
The most common types of sexual harassment in the workplace may include, but are not limited to:
- Physical Sexual Harassment
Physical sexual harassment may include unwanted touching, massaging, patting, hugging, or stroking behaviors, standing too close, making continuous contact, or brushing up against another employee or subordinate.
- Verbal Sexual Harassment
Demeaning or derogatory comments, including making statements about someone’s looks or the way they are dressed, or addressing them by pet or nicknames in the workplace could be considered sexual harassment.
- Non-Verbal Sexual Harassment
Intimidating behaviors, like blocking an exit or doorway, making sexual gestures, winking, or leering are all forms of non-verbal sexual harassment.
- Sexual Requests or Threats
Quid pro quo sexual harassment involves an employer or employee requesting sexual favors in exchange for favorable treatment, which may include a promotion or raises. It could also be the act of threatening an employee with a demotion or termination for not providing sexual favors.
If you have been sexually harassed at work, you do not have to put up with this demeaning and unlawful behavior. You also do not have to face your employer alone.
Contact the Leichter Law Firm, APC Employment Law Attorney in Oxnard
Aryeh Leichter, the Leichter Law Firm, APC founder, and Oxnard employment law attorney, can help you pursue your employer for their unlawful behavior, starting with a free consultation by calling 818-915-6624 or contacting the firm online today.