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WHY WOULD I NEED AN EMPLOYMENT LAWYER?

California is arguably the most regulated state in the union and when it comes to employment laws, issues can get complicated rather quickly. This goes for both the employee and the employer. That’s why both businesses and workers alike in Southern California are lucky to have George G. Romain and the services of Romain Law available. The causes of labor disputes vary almost as widely as the broad spectrum of jobs in California. Add migrant workers, high unemployment rates and an uncertain economy to the mix and you have a good recipe for potentially improper work relations. While there are certainly many hundreds of large corporate firms with many thousands of employees, there are many more thousands of small businesses who hire only a few people. Large businesses tend to be aware of the rules when it comes to hiring practices, work and pay schedules because they have to be. Small businesses can often be completely ignorant of such obligations. For example, how do you determine if a worker is an employee or an independent contractor? What kinds of IRS forms need to be filed? When does a worker have the right to overtime pay? What obligations does a business have to provide health care? As mentioned, larger businesses tend to know the answers to these questions and often use payroll companies which are adept in the rigors of such matters, but make no mistake about it, those companies are very concerned about their bottom lines and their degree of generosity or miserliness is fine-tuned! This is why a consultation with the Romain Law firm can be a great...

Things to Do When You Experience Discrimination at Work

If your suspicion of being discriminated against by your boss or your co-workers ultimately turns into a solid-based fact, here are the initial steps you should take to protect your rights, your job, and your hard-earned money.   Make sure to keep track of and record the specific details of the discriminatory circumstances as they happen- noting the names and positions of the perpetrators (as well as of the people who may have overheard or witnessed the derogatory remarks or treatment), as well as when and where the discriminatory event(s) took place. In this way, you are creating a more corroborative account of what actually happened and securing acceptable pieces of evidence for future litigation.   Step up and notify the human resources department of your company about your problem. Provide accurate details and emphasize on how such discriminatory actions have taken a toll on your work performance. In this day and age, discrimination is not something you should just easily let slide or ignore. Don’t worry; there are laws that protect everyone from one sort of discrimination or another.   One visit to the Human Resources office is never enough. Any complaints should always be followed up. Inform and update your HR representative of specific situation changes, whether positive or negative.   Now, while you have duly notified the HR department of your dilemma, add extra effort in doing your job well. Being punctual and showing good work performance while keeping a low profile are the safest ways to emphasize that your claim is not simply due to your disobedience to company rules.   Finally, if your situation...
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