Dan Chammas – The Details of the New California Sick Leave Law

Dan Chammas is a skilled litigator with extensive experience defending companies against class action lawsuits, particularly those having to do with wage, hour, and consumer class actions. He is dedicated to his career, and he has represented a number of Fortune 500 companies, premier providers of goods and services across the country, entertainment studios, and small businesses with varying levels of employees. He has extensive experience in corporate law, and has resolved nearly every type of employment dispute, which includes wrongful termination, sexual harassment, and unpaid wages. He has a clear understanding of corporate law in the state of California, and he helps his clients any way he can.

Dan Chammas

Recently in the state of California, a new law has been passed that will require nonprofit organizations to provide employees with paid sick leave. The California Healthy Workplaces, Healthy Families Act of 2014 will impose new paid sick leave requirements for the benefit of employees in the state, and all employers will have to comply. The new law is specific, and there are essential details that employers need to follow. Here are the important details of the new law in place.

The new law covers virtually all employers, which includes not for profit companies. It doesn’t matter the size of the company because the law doesn’t specifically exclude businesses or organizations under a certain number of employees. In fact, the number of exceptions to the law is very limited, and all employers need to review their sick leave policies in order to ensure they working in accordance with the new stipulations. The law also applies to nonprofit organizations that working outside the state, but have California employees.

Nonprofit organizations need to guarantee at least three paid sick days per year. Under the new law, all employees who have worked more than thirty days need to have one sick day per every thirty hours worked. Although sick leave needs to roll over for every new year, employers are allowed to limit the use of sick leave in a year to twenty-four hours, or three days of work. No carry over of sick leave is necessary if the employer provides three days at the start of each new year.

As the new law begins to have an impact, all employers have to provide written notice to their employees explaining the new regulations. Not only do they have to explain how the new law works, but they also have to explain how each employee has the right to use paid sick leave. This includes informing each employee that they also have the right to file a complaint if they feel their paid sick leave policies are in accordance with the new law.

Dan Chammas is well informed of the new law and its importance details. He makes sure that his corporate clients understand completely.

 

Dan Chammas – How to Conduct a Lawful Job Interview

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.

Dan Chammas

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 – What is an Independent Contractor?

As an employment lawyer, Dan Chammas frequently deals with cases regarding employee misclassification and other similar problems. One of the biggest causes of these conflicts is the misclassification of employees as independent contractors, and vice versa. Many employers are unaware or have been misinformed about the requirements for independent contractor status, which leads to these misclassifications. Although each state has different laws regarding independent contractors, in Chammas’ home state of California, it is very difficult to achieve independent contractor status.

Dan Chammas

The general definition of an independent contractor is a person who provides services to another person or business under the terms specified in a contract. They are not an employee, and only work on an as-needed basis. Therefore, independent contractors do not receive the same benefits that full employees do, which motivates many companies to wrongfully classify their employees as independent contractors to avoid having to provide these benefits.

For someone to be classified as an independent contractor, there are several requirements they must meet, although ultimately the classification is determined on a situational basis. If you instruct or supervise the worker, can fire them at any time, or work with them as a part of your regular business activities, they are likely an employee and not an independent contractor. If the worker has a separate business and is able to make their own business decisions regarding their work, they are likely an independent contractor. Independent contractors also generally do not require training, provide their own tools, and are paid an agreed amount upon completion of the project.

 

Attorney Dan Chammas Works With International Scope

In countries like Canada, Attorney Dan Chammas is especially cognizant of the use of terms, as Canadian ‘labor law’ refers to unionized work environments there, and the ‘employment law’ label is attached to non-unionized employees and their issues. Of such nuances are effective advocacy made, and Chammas is deeply informed in the employment laws and regulations of a variety of international countries where his clients have work relationships and where they do business. Chammas is also backed up by the depth of knowledge and experience at the law firm of Venable LLP, which brings its formidable team to bear on behalf of clients.

In China, the Law of the People’s Republic of China on Employment Contracts and the Labor Law of People’s Republic of China are the basic regulations of employer/employee relationships. The government controls the All China Federation of Trade Unions, the only labor union, and strikes are discouraged despite provision given for staging strikes and entering bargaining. In France, work weeks have come to be limited to 35 hours, and the minimum wage has also increased by 25%. French employers struggle within the strict limitations of labor laws there, and litigators like Dan Chammas find the challenges of dispute resolutions have an entirely different set of parameters in France. AT the other end of the spectrum, India’s labor regulations have been criticized for their unnecessary complexity, over the top flexibility and ancient origins. Iran’s employment practices do not comply with even basic conventions of the International Labor Organization regarding right to organize, collective bargaining or the abolition of child labor, and are still based in ancient precepts.

Mexican labor laws provide right to strike and organize in theory, but in practice independent unions find it impossible to organize in Mexico. Swedish workplace issues follow a unique model of self-regulation through labor market parties, setting working hours, minimum wage, right to overtime compensation and other regulations for workers. Civil standardization of labor laws in Switzerland basically renders all employees governed by one central set of regulations. The United Kingdom has expanded its employment law to suit the needs of its membership in the European Union and the demand for equality, and Statutes, Statutory Regulations and Case Law provide the main source of regulation of employer/employee relationships.

In the United States, experienced litigators like Dan Chammas must be familiar with the National Labor Relations Act, which guarantees the right to form unions and initiate collective bargaining and the Age Discrimination in Employment Act which prohibits employment discrimination based on age 40 or older. In addition, Title VII of the Civil Rights Act prohibits employment discrimination by both public and private employers, labor organizations, training programs and employment agencies on the basis of sex, age, or race.

https://en.wikipedia.org/wiki/Labour_law

 

Attorney Dan Chammas Works In Age of Globalization

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

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.

https://en.wikipedia.org/wiki/Labour_law