Monthly Archives: October 2012

Lawyer Habib Hasbini | Lawyer Employment

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What Is Sexual Harassment?

Officially, the EEOC says that sexual harassment includes “unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature.” Specifically, such requests, advances or sexual conduct constitute harassment when: Submission to such conduct is … Continue reading

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Sexual Harassment is Prohibited Under California Law

Under California law, all forms of sexual harassment are prohibited. Sexual Harassment is forbidden under Fair Employment and Housing Act (FEHA), specifically under Government Code section 12940. Federal law, specifically Title VII, prohibits discrimination and harassment. Tenacious and Resilient Representation … Continue reading

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Do Not Accept Sexual Harassment At Work – Call For a Free Consultation

If you are sexually harassed while on the job in San Diego, contact our San Diego sexual harassment attorney today to set up a free consultation. Our San Diego employment law and sexual harassment Attorney will assist you when you … Continue reading

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Facts About Overtime in California

Every Employer in California must pay its employees overtime, unless an exemption applies. The duty to pay overtime is enunciated in Labor Code section 510. Overtime compensation laws serve the dual purpose of inducing the employer to reduce the hours … Continue reading

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Steps Employers Should Take to Avoid Liability for Religious Discrimination

An employer should make a good faith attempt to comply with an employee’s request for an accommodation based upon religion, but that an employer will not be penalized if it can show that the requested accommodation was unreasonable. Just because … Continue reading

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Duty to Accommodate Employee’s Religion to Avoid Discrimination

The following cases demonstrate the employer’s duty to accommodate employee’s religion to avoid religious discrimination. As you can very well see, courts emphasize that accommodation need only be reasonable and should not impose an undue burden on the employer. Contrast … Continue reading

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Accommodating Religious Faiths

Recent federal cases suggest that an employer may not be liable for religious discrimination if the employer offers an accommodation that is reasonable and does not cause the employer an undue hardship. However, employers should carefully consider all relevant and … Continue reading

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