Dan Chammas is an employment lawyer with considerable expertise in California employment law. He has been victorious in a number of class action suits, in which he defended many organizations against claims of discrimination, wrongful termination, unpaid wages, and much more. He has also published many articles on employment law, and frequently advises his clients on how to conduct their business lawfully. This starts with the hiring process, and adhering to legal requirements when conducting job searches and interviews.
When asking questions in an interview, it is important to consider discrimination laws and think about things from an interviewee’s perspective. There are many things that you are not allowed to take into consideration when making hiring decisions, including race, gender, religion, family status, and much more. If a topic is not relevant to the hiring process, stay away from any questions about it, or phrase the questions in a way that allows you to obtain the information that you need professionally. For example, ask if the applicant is over the age of 18 instead of directly asking how old they are to avoid being perceived as ageist.
Another extremely important thing to be aware of when discussing the job is any promises you are making. Do not make any promises unless you are absolutely sure that the company can keep them, otherwise, there may be basis for a lawsuit. It is especially important not to discuss the company’s financial future. Dan Chammas is an expert in employment law and discrimination policies in California.
Dan Chammas is also a legal representative to resolve disputes concerning the relationship between employer, employee and trade unions, known as collective labor law. Unions are organizations of member workers which represent the interests of members to improve their lot on the job. Unions organize to negotiate collective bargaining agreements with employers, and the relationship between member and union may vary from state to state and country to country. Legal codes may legislate aspects of the union/member relationship in an attempt to head off serious disagreements about the quality of representation or the agreements reached with employers.
Dan Chammas would have almost certainly been called upon to litigate group worker agreements known as board level codetermination rights. These statutes existed in Britain prior to many being removed in 1948 and 1979, and mandated that shareholders and/or workers have rights in electing board directors on large corporations. Germany continues today with a split board measure, while in Sweden ‘Law on board representation’ permits workers to appoint two board members and two substitutes. The parameters of worker participation on boards of large companies are often subject to litigation. Chammas could also be called upon to resolve disputes concerning boycotts, picketing and strikes by workers. Laws may exist to ban such activities, or to restrict it in various particulars.
Globalization of the economy has resulted in corporations outsourcing manufacturing operations to other countries, or moving the entire manufacturing operation to a foreign country. Attorney Dan Chammas may find himself resolving conflicts which span borders and involve the labor regulations of foreign nations as well as the protections offered large corporations and workers in our own country. It falls upon experienced advocates like Chammas to be apprised of the regulatory strictures of bodies like the International Labor Organization and the World Trade Organization, which are a focus for international bodies in the regulation of labor. The European Union is also adding to its workplace regulations apace with the growth of international manufacturing. A particularly thorny conflict of employment law which arises in the international era is the source of jurisdiction regulations for an expatriate worker. In such cases, legal experts like Chammas find it necessary to be cognizant of the employment regulations of multiple countries, and of the litigating corporation or corporations.
Employee labor unions and trade unions consistently seek today to organize labor across borders, as well as initiate collective action and labor strikes on an international basis. Of interest to class action litigators like Dan Chammas are the best interests of the corporation when faced with conflicts rising from the import of foreign workers into the established regulated employee environment of a country, and the liability of the corporation toward foreign workers’ protections.