California Labor Code
The code is made up of statutes which govern the general obligations and rights of persons within the jurisdiction of the State of California.
The stated goal of the Department of Industrial Relations is to promote and develop the welfare of the wage earners of California, to improve their working conditions and to advance their opportunities for profitable employment.
The Division of Labor Standards Enforcement maintains English and Spanish pre-recorded information phone lines that covered frequently asked topics.
One of the functions of the Department is to foster, promote, and develop the welfare of the wage earners of California, to improve their working conditions, and to advance their opportunities for profitable employment.
[7] The addition of section 6508[9] empowered the Industrial Accident Commission[7] to protect people who worked in hazardous environment.
[11] Section 6416 was added in 1963; employers who failed to provide a safe working environment and caused the death of an employee could be penalized by one year in county jail or by a fine of up to $5,000.
[18] The product of debates and negotiations was the Alatorre-Zenovich-Dunlap-Berman Agricultural Labor Relations Act of 1975, signed into law by Brown.
California Refinery and Chemical Plant Worker Safety Act of 1990 added section 7872 and 7873 to the Labor Code.
[23] The California Legislature enacted the Private Attorneys General Act of 2004 to help workers collect penalties on behalf of the Labor and Workforce Development Agency.
[24] Effective January 1, 2013, section 980 prohibits an employer from requesting the access to a job applicant's or an employee's social media except in limited circumstance.
After the death of a teenage girl at the Kern County Fair in 1967, California legislated inspecting amusement rides in 1968.
About 30 years later, in 1999, the Permanent Amusement Ride Safety Inspection Program was added to the Labor Code.
[31] A research conducted in Los Angeles reveals that 29.7 percent of the sampled L.A. workers were paid less than minimum wage during previous work week.
[32] Study shows that half of the restaurant workers in San Francisco Chinatown received less than minimum wage.
[33] Since 2009, investigators found 89 percent of more than 1,600 cases in Southern California garment industry violate Labor Laws; its immigrant workers are unaware of their rights or are reluctant to speak up.
[37] August 13, 2014 FedEx agreed to pay a $2.1 million settlement to resolve a class action lawsuit about failing to provide proper meal and rest breaks.
Walgreens was claimed that it failed to "provide its pharmacists and other employees with adequate breaks and meal periods, pay them overtime for mandatory security checks, pay all wages owed at termination, reimburse employees for business expenses, or provide itemized wage statements.
"[39] May 13, 2013 Starbucks agreed to pay $3 million to resolve a class action lawsuit accusing the company of several wage and hour violations.
[40] February 5, 2013 The Ritz-Carlton Hotel Co. LLC was to pay $2 million to around 1500 former and current employees to end an overtime class action.
[42] October 12, 2011 Premier Warehousing and Impact Logistics failed to provide proper wage statements to employees.
[43] September 19, 2011 AutoZone agreed to establish a $4.5 million class action settlement concerning wage and labor violations, but it denied any wrongdoing.
4658, 4660: These provisions of the Labor Code rely upon the American Medical Association Guides to the Evaluation of Permanent Impairment (5th Edition).
