Employment Attorneys for the Data Industry in California

A Leading Law Firm for the Data Industry in California – Employment Attorneys

California employees have many rights in the workplace.  Our state is known throughout the world as the hub of information and data innovation.  This field is mostly in such areas as Silicon Valley and Silicon Beach.  However, the industry is spread all-across the state.  Accordingly, it is vital that if employees’ rights are violated in any area of the state, a law firm with attorneys in every major city should be selected.  Stephen Danz and Associates is a law firm dedicated to representing employees in the information and data industry. Our law firm attorneys and support staff, as well as co-counsel, are a powerful legal team on your side.  We even the field when it comes to taking on the large employers and their defense counsels.  If you believe that you have been unfairly discriminated against while working we are available to discuss your case and see what can be done to vindicate that belief.

California’s information and data industry is diverse and complex.  It is also one of the largest industries in the United States.  Accordingly, employees who face discrimination, retaliation, harassment, wrongful termination or related employer prohibited activity, should seek the help of competent and knowledgeable California employment lawyers.  The attorney you trust should have the experience and fortitude to stand against the largest defense firms, and not be concerned about litigation.

Our leadership has practiced law in California for five decades.  Accordingly, the experience, resources, and years of litigation prepared us to fight for your legal rights in California’s state and federal courts.  The team focuses only on employment law and therefore can provide clients with maximum compensation and most favorable results.  This is critical as employment laws constantly change – whether it is the types of charges, defenses, deadlines, or court rules.  Trust our team for its transparency, knowledge and constant communication.   Below, we list several recent common COVID-19 questions we got from clients.  Each situation is unique.  Therefore, we encourage you to call us to discuss your case.

Is my employer allowed to make me work additional hours or shifts than I normally do? Can such actions single me out for my protected class?

Generally, yes for working additional hours or shifts to meet demand.  However, the employer cannot single anyone out for being in a protected class. The FLSA does not impose limits on hours worked by nonexempt employees beyond requiring overtime pay for hours worked exceeding 40 in a workweek. Stricter overtime pay requirements may apply under state or local law, such as overtime pay for hours worked exceeding eight in a day. Remember that overtime pay is calculated on a weekly basis. Employers cannot average or spread hours out over more than one week. Maximum hours limits apply to certain minors under the FLSA’s child labor provisions.

Can my employer require that I work from home?

Yes. An employer may require employees to work from home as an infection-control or prevention strategy, including based on timely information from public health authorities about pandemics, public health emergencies, or other similar conditions. However, employers may not single out employees either to telework or to continue reporting to the workplace in violation of anti-discrimination laws.

If I work from home, do I have to provide the tools and equipment to do so? Should my employer pay for or reimburse me for the cost of setting up a home office?

Under federal law, employers are not obligated to reimburse employees for expenses; however, if the employee makes close to the minimum wage and these additional expenses cause their pay to fall below the required minimum wage, then the employer must pay for the difference. Many states, such as California, require employers to reimburse employees for all necessary business-related expenses.  An employer may not make deductions from employee wages for items considered primarily for the benefit or convenience of the employer if doing so reduces an employee’s wages to below the required minimum wage.

If I work from home, do I have to keep track of my time? Can my employer require a specific method of keeping track of my time?

An employee is only required to keep track of their time if requested by their employer. It is within the employer’s discretion to request and establish procedures for employees to record and report their time while working from home. Employers are also responsible for training employees on those procedures and monitoring compliance. The FLSA does not require a particular method to record working time if the method used is complete and accurate. Even handwritten time records are permitted.