{"id":2405,"date":"2014-06-25T12:02:58","date_gmt":"2014-06-25T19:02:58","guid":{"rendered":"https:\/\/wefight4you.com\/?page_id=2405"},"modified":"2018-11-01T12:37:40","modified_gmt":"2018-11-01T12:37:40","slug":"employment-law","status":"publish","type":"page","link":"https:\/\/wefight4you.com\/civil-litigation-attorneys\/employment-law\/","title":{"rendered":"Employment Law"},"content":{"rendered":"

Upland Employment Law Attorneys<\/h1>\n

Independent contractors are not treated the same as employees. While independent contractors have more freedom in their work, they also lack some of the protections enjoyed by traditional employees, such as workers’ compensation<\/a> and unemployment benefits. They are also responsible for paying their own taxes directly to the Internal Revenue Service from the first dollar, since their taxes are not withheld by the business that is paying them. If you have a question as to whether you should work as an independent contractor or as an employee, contact an experienced Upland employment law attorney<\/strong> today to discuss your situation.<\/p>\n

Frequently Asked Questions about Employment Law for the Employee<\/h2>\n

Q: What laws must employers follow when hiring new employees?<\/strong><\/p>\n

\"employment<\/p>\n

A:<\/strong> A prospective employer must avoid any illegal discrimination based on race, national origin, gender, pregnancy, age, disability or religion during the hiring process. Employers should also be sure to protect the privacy rights of applicants by protecting confidential or private information provided by the applicant and by disclosing to the applicant any background or credit checks that the employer wishes to perform. Employers are required to follow all applicable documentation rules regarding immigration and take care not to discriminate against applicants over 40 because of their age.<\/p>\n

Q: Can employers monitor their employees’ Internet usage or read their e-mails?<\/strong><\/p>\n

A:<\/strong> The Supreme Court has found that employees have very limited rights to privacy in their employers’ computer systems. Employers may monitor Web sites visited by their employees and may block their employees from visiting certain Web sites. Employers can also limit employees’ Internet usage to business-related Web sites. If the employer has a company policy that its computer systems are to be used only for work-related activities, it may reprimand or punish an employee who used its equipment for personal purposes. E-mails are considered to be company property if they are sent using the company e-mail system, and many employers monitor or archive all incoming and outgoing e-mails sent through their systems.<\/p>\n

Are you in need of a trusted employment law attorney?<\/h2>\n

The Law Offices of Marc E. Grossman can help. If you have been the victim of workplace discrimination and harassment<\/a> or any other type of mistreatment, we are here for you. We believe you deserve a lawyer who will work hard to get you results. We want to make sure that you are happy with the service we provide, because we want you to turn to us whenever you have a legal matter to face.<\/p>\n

For more information about how our Upland, California, law firm can help you, E-mail us<\/a> or call us toll free at 1-888-407-9068 for a free initial consultation.<\/p>\n

Employment Law, Employee – An Overview<\/h3>\n

Employment law covers the relationships between employers and their current, prospective and former employees. Both federal and state laws control various aspects of the employer-employee relationship, including each side’s rights and obligations. Because of the complexity of the employment relationship, this area of law involves issues as diverse as discrimination, record keeping, taxation and workplace safety.<\/p>\n

There are also different types of employment relationships. Employment relationships can be based on a contract, or they can be “at-will.” If the employment relationship is based on a valid contract entered into by the employer and the employee, the terms of that contract will govern the relationship. By contrast, an at-will employment arrangement can be terminated at any time, with or without reason, by either the employer (as long as the reason does not constitute illegal discrimination) or the employee.<\/p>\n

With all these factors to consider, it is clear why employment law is such a complex area.
\nIf you have an employment law concern, contact<\/a> an employment lawyer at Law Office of Marc E. Grossman in Upland<\/em>, California, who can provide sound advice and skilled representation in a range of workplace-related matters.<\/p>\n

Federal Regulations on Employment Relationships<\/h3>\n

Numerous federal laws apply to employment nationwide. Some laws affect only employers over a certain size, while others have different restrictions. The following is a quick summary of the major federal employment laws:<\/p>\n

Title VII of the Civil Rights Act of 1964, as amended:<\/h3>\n