Significant court actions impose new responsibilities on employers:

http://www.imaconsulting.com/japanese/openseminarLA11.11E.html

Significant court actions impose new responsibilities on employers:

Failing to train managers involved in the hiring process as to when and how to make employment offers, or how to refrain from making unintended verbal offers or misstatements that can result in significant company liability.

Rude or aggressive supervisory conduct directed at one sex more frequently than another constitutes sexual harassment, as does conduct favoring employees who engage in sexual conduct with a supervisor.

An employer may lawfully discharge an employee for using federally prohibited drugs even if use is protected by state criminal law.

A California court shifted to employers the burden of proving that an employee or applicant is not qualified to work because of a disability in a claim filed under FEHA.

An employee who refuses to carry out an order he or she reasonably believes to be discriminatory is protected from retaliation even if he or she never advises her employer of that belief;

The Age Discrimination in Employment Act (ADEA) permits lawsuits based solely on differential impact on older workers without the need to prove intent to discriminate.

A California employer may deduct unearned commissions from future compensation advances without violating the California Labor Code.

Corporate agents and managers acting within the scope of their agency are not personally liable under California law for their corporate employer's failure to pay its employees' wages.

California law permits an employer to replace salary on an exempt employee's partial day off with time charged against the employee's vacation or PTO bank, provided the employee has such time available.