Retaliation

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Retaliation

There are numerous provisions in the labor code that prohibit and protect against retaliation. Below is a list of some of the most notable protections.

  • Labor Code 96(k) protects employees for loss of wages that may occur as the result of demotion, suspension, or discharge from employment for lawful conduct occurring during nonworking hours away from the employer’s premises. For example, this protects employees from being retaliated against for engaging in political speech outside of the workplace.
  • Labor Code 98.6 protects an employee from filing or threatening to file a claim or complaint with the Labor Commissioner, or testifying in any such proceeding, complaining orally or in writing about unpaid wages, or for exercising (on behalf of oneself or other employees) any of the rights provided under the Labor Code or Orders of the Industrial Welfare Commission. This statute also protects an employee who is a family member of a person who has or is perceived to have engaged in any protected conduct.
  • Labor Code 230(a) prohibits an employer from terminating or retaliating against an employee for taking time off to serve on a jury, provided the employee provides reasonable notice to the employer.
  • Labor Code 230(b) prohibits an employer from terminating or retaliating against an employee who is a victim of a crime to take time off to appear in court to comply with a subpoena or other court order as a witness to a judicial proceeding.
  • Labor Code 230(c) prohibits an employer from terminating or retaliating against an employee who is a victim of domestic violence, sexual assault and/or stalking for taking time off from work to obtain relief to ensure the employee’s health, safety or welfare, of that of the employee’s children.
  • Labor Code 230.3 prohibits an employer from terminating or retaliating against an employee who takes time off from work to perform emergency duty as a volunteer firefighter, a reserve peace officer, or an officer, employee, or member of a disaster medical response entity sponsored or requested by the State, subject to certain requirements.
  • Labor Code 230.8 prohibits an employer from terminating or retaliating against an employee who is a parent (including stepparent, foster parent, or person who stands in loco parentis to the child), guardian, or grandparent, and who is employed by an employer who employs 25 or more employees, for taking time off from work (up to 40 hours each year, not exceeding eight hours in any calendar month) to participate in activities of the child’s school, for school emergencies, or to locate or enroll the child in school or with a child care provider.
  • Labor Code 232(a) and 232(b) prohibits an employer from terminating or retaliating against an employee for disclosing or discussing wages with other employees
  • Labor Code 1030-1033 prohibits an employer from terminating or retaliating against an employee for requesting a lactation accommodation or who attempts to express breast milk. The employer shall make reasonable efforts to provide the employee with the use of a room or other location, other than a toilet stall, in close proximity to the employee’s work area, for the employee to express milk in private
  • Labor Code 1102.5 prohibits an employer from terminating or retaliating against an employee for refusing to participate in activity that would result in a violation of state or federal statute, or for disclosing information to a government or law enforcement agency of what the employee reasonably believes is a violation of state or federal statue, or a violation of or noncompliance with a local, state or federal regulation.
  • Labor Code 6310 prohibits an employer from terminating or retaliating against an employee who complains about the safety or health conditions or practices of an employer.

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The Companies Act 1994 is the enabling act in Bangladesh which deals with entire companies affairs; whether it is private, public.

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The Companies Act 1994 is the enabling act in Bangladesh which deals with entire companies affairs; whether it is private, public.

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OUR PERFORMANCE

Why Choose Us For Your Case.

Get Legal Advice

The Companies Act 1994 is the enabling act in Bangladesh which deals with entire companies affairs; whether it is private, public.

Criminal Case & Brock Law

The Companies Act 1994 is the enabling act in Bangladesh which deals with entire companies affairs; whether it is private, public.

Traffic & Road Violance

The Companies Act 1994 is the enabling act in Bangladesh which deals with entire companies affairs; whether it is private, public.

Get a Free Consultation

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The materials and information presented on this website are for general informational purposes only and should not be construed as legal advice or other professional advice on any matter. Nothing on this website creates an attorney-client relationship between Duel Law Firm and any person. No attorney/client relationship occurs between Duel Law Firm and any person unless and until you sign an agreement confirming the nature and scope of representation and attendant terms in a written Duel Law Firm retainer agreement. Each case or matter is different and is judged on its own merits and past successes in litigation do not guarantee success in any new or future lawsuit. Duel Law Firm expressly disclaims all liability with respect to actions taken or not taken based on any or all of the contents of this website. Please do not act or refrain from acting based on anything you read on this website. In no event shall Duel Law Firm be liable for any direct or indirect damages resulting from an individual or entity’s use of information from this website. Your communication with Duel Law Firm and its attorneys through this website or by email does not form an attorney/client relationship. You should not provide any confidential information or material to Duel Law Firm unless you and Duel Law Firm are parties to a signed written retainer agreement. Neither transmission nor receipt of any information through this website or by email creates an attorney-client relationship with Duel Law Firm. This website is legal advertising.

Quick Links

Contact

270 NORTH CAÑON DRIVE

THIRD FLOOR

BEVERLY HILLS, CA 90210


JASMINE@DUELLAWFIRM.COM


310-975-7095

The materials and information presented on this website are for general informational purposes only and should not be construed as legal advice or other professional advice on any matter. Nothing on this website creates an attorney-client relationship between Duel Law Firm and any person. No attorney/client relationship occurs between Duel Law Firm and any person unless and until you sign an agreement confirming the nature and scope of representation and attendant terms in a written Duel Law Firm retainer agreement. Each case or matter is different and is judged on its own merits and past successes in litigation do not guarantee success in any new or future lawsuit. Duel Law Firm expressly disclaims all liability with respect to actions taken or not taken based on any or all of the contents of this website. Please do not act or refrain from acting based on anything you read on this website. In no event shall Duel Law Firm be liable for any direct or indirect damages resulting from an individual or entity’s use of information from this website. Your communication with Duel Law Firm and its attorneys through this website or by email does not form an attorney/client relationship. You should not provide any confidential information or material to Duel Law Firm unless you and Duel Law Firm are parties to a signed written retainer agreement. Neither transmission nor receipt of any information through this website or by email creates an attorney-client relationship with Duel Law Firm. This website is legal advertising.

Quick Links

Contact

270 NORTH CAÑON DRIVE

THIRD FLOOR

BEVERLY HILLS, CA 90210


JASMINE@DUELLAWFIRM.COM


310-975-7095

Disclaimer

The materials and information presented on this website are for general informational purposes only and should not be construed as legal advice or other professional advice on any matter. Nothing on this website creates an attorney-client relationship between Duel Law Firm and any person. No attorney/client relationship occurs between Duel Law Firm and any person unless and until you sign an agreement confirming the nature and scope of representation and attendant terms in a written Duel Law Firm retainer agreement. Each case or matter is different and is judged on its own merits and past successes in litigation do not guarantee success in any new or future lawsuit. Duel Law Firm expressly disclaims all liability with respect to actions taken or not taken based on any or all of the contents of this website. Please do not act or refrain from acting based on anything you read on this website. In no event shall Duel Law Firm be liable for any direct or indirect damages resulting from an individual or entity’s use of information from this website. Your communication with Duel Law Firm and its attorneys through this website or by email does not form an attorney/client relationship. You should not provide any confidential information or material to Duel Law Firm unless you and Duel Law Firm are parties to a signed written retainer agreement. Neither transmission nor receipt of any information through this website or by email creates an attorney-client relationship with Duel Law Firm. This website is legal advertising.

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