Latest news with #LaborCode
Malaysian Reserve
an hour ago
- Health
- Malaysian Reserve
Labor Law Attorneys, at Blumenthal Nordrehaug Bhowmik De Blouw LLP, File Lawsuit Against Universal Health Services of Rancho Springs, Inc., for Alleged Failure to Pay Employees' Working Off The Clock
Universal Health Services of Rancho Springs, Inc. allegedly failed to provide employees with all legally required meal and rest periods. This resulted in employees working off the clock and not receiving full wages. RIVERSIDE, Calif., June 21, 2025 /PRNewswire/ — The Los Angeles employment law attorneys, at Blumenthal Nordrehaug Bhowmik De Blouw LLP, filed a class action complaint alleging that Universal Health Services of Rancho Springs, Inc. violated the California Labor Code. The Universal Health Services of Rancho Springs, Inc. class action lawsuit, Case No. CIVRI2501963, is currently pending in the Riverside County Superior Court of the State of California. A copy of the Complaint can be read here. According to the lawsuit filed, employees of Universal Health Services of Rancho Springs, Inc. allegedly (a) failed to pay minimum wages, (b) failed to pay overtime wages, (c) failed to provide legally required meal and rest periods, (d) failed to provide accurate itemized wage statements, (e) failed to reimburse for required expenses, (f) failed to pay sick wages, and (g) failed to provide wages when due, all in violation of the applicable Labor Code sections listed in California Labor Code Sections 201-203, 226, 226.7, 233, 246, 510, 512, 1194, 1197, 1197.1, 2802, and the applicable Wage Order(s), and thereby gives rise to civil penalties as a result of such alleged conduct. Additionally, according to the Complaint, Universal Health Services of Rancho Springs, Inc. was required to pay employees for all time worked, meaning the time during which an employee was subject to the control of an employer, including all the time the employee was permitted or suffered to permit this work. Allegedly, DEFENDANT required these employees to work off the clock without paying them for all the time they were under DEFENDANT's control. To the extent that the time worked off the clock does not qualify for overtime premium payment, DEFENDANT, allegedly, failed to pay minimum wages for the time worked off-the-clock in violation of Cal. Lab. Code §§ 1194, 1197, and 1197.1 For more information about the class action lawsuit against Universal Health Services of Rancho Springs, Inc., call (800) 568-8020 to speak to an experienced California employment attorney today. Blumenthal Nordrehaug Bhowmik De Blouw LLP is an employment law firm with offices located in San Diego, San Francisco, Sacramento, Los Angeles, Riverside and Chicago that dedicates its practice to helping employees, investors and consumers fight back against unfair business practices, including violations of the California Labor Code and Fair Labor Standards Act. If you need help in collecting unpaid overtime wages, unpaid commissions, being wrongfully terminated from work, and other employment law claims, contact one of their attorneys today. **THIS IS AN ATTORNEY ADVERTISEMENT** Media ContactNicholas De BlouwBlumenthal Nordrehaug Bhowmik De Blouw LLP(800) 568-8020nick@
Maroc
11-06-2025
- Business
- Maroc
Social Dialogue: Morocco's 'Authentic' Experience Highlighted in Geneva
Minister of Economic Inclusion, Small Business, Employment, and Skills, Younes Sekkouri, highlighted on Monday in Geneva Morocco's 'authentic' experience in social dialogue, which has resulted in two major agreements totaling nearly $10 billion and benefiting over 12 million people. Delivering Morocco's keynote address to the plenary session of the 113th session of the International Labour Conference (ILC), taking place from June 2 to 13, the official highlighted the relevance of the institutional framework Morocco has put in place and the parallel efforts to secure funding sources for social dialogue. In the first third of its mandate, he said, the government had focused on building a new institutional infrastructure for social dialogue, working closely with trade unions and employers. This stage "was not an easy one, as it was marked by serious and fierce discussions and negotiations," Sekkouri acknowledged. 'Once that framework was established, we turned our attention to tax reform and economic performance to ensure we had the means to fund this dialogue,' he added. 'It took us two years to reach two major social agreements, amounting to roughly $10 billion—a significant sum for our national budget. These agreements impact more than 12 million people across various programs under the social state, driven by His Majesty King Mohammed VI,' the minister said. Sekkouri noted that the agreements led to wage increases, labor tax reform, and progress on a long-awaited strike law—a piece of legislation that had been stalled for nearly six decades. He also pointed out that the government is dedicating the final third of its mandate to deep structural reforms. The first of these is a major overhaul of the Labor Code, which includes addressing concerns raised in the ILO's recent report on decent work in platform-based jobs. The minister, who is leading Morocco's tripartite delegation at this year's ILC, is scheduled to take part in several high-level events, including one marking World Day Against Child Labour and another at the Global Coalition for Social Justice Forum. Bilateral meetings are also planned. The Moroccan delegation includes representatives from the Head of Government office , the Ministry of Economic Inclusion, Small Business, Employment and Skills, Morocco's Permanent Mission to the UN in Geneva, and social partners. Employers are represented by delegations from the General Confederation of Moroccan Enterprises (CGEM) and the Federation of Moroccan Chambers of Commerce and Services (FCMCIS). The unions' delegation includes leaders from the Moroccan Labour Union (UMT), the General Union of Moroccan Workers (UGTM), and the Democratic Confederation of Labour (CDT). MAP:11 June 2025
Yahoo
03-06-2025
- Entertainment
- Yahoo
Vin Diesel's Lawyer Speaks Out After Latest Ruling in Sexual Battery Case with Ex-Assistant (Exclusive)
In December 2023, Vin Diesel was sued by a former assistant who claimed the actor sexually assaulted her in September 2010, which Diesel denies The judge in the case dismissed some of the former assistant's claims connected to California's Fair Employment and Housing Act (FEHA) Diesel's lawyer Bryan Freedman said they'll next present evidence that the remaining allegations are "fictitious"Vin Diesel scored a legal win in his continued court battle with an ex-assistant who accused him of sexual assault. Back in December 2023, Asta Jonasson, a former assistant to Diesel, filed a sexual battery lawsuit in Los Angeles against the Fast & Furious actor over an alleged 2010 incident at an Atlanta hotel. On Tuesday, June 3, Judge Daniel M. Crowley made a tentative ruling in the case, dismissing the first four causes of action that had to do with the California Fair Employment and Housing Act (FEHA): discrimination in violation of FEHA; hostile work environment in violation of FEHA; retaliation in violation of FEHA; failure to prevent discrimination, harassment and retaliation in violation of FEHA. "Plaintiff's FEHA claims are time-barred because she failed to timely exhaust her administrative remedies by filing a CRD complaint within one year of the alleged adverse action, a jurisdictional requirement for a FEHA lawsuit," Judge Crowley wrote in the tentative ruling, viewed by PEOPLE. Diesel's lawyer Bryan Freedman says in an exclusive statement to PEOPLE on June 3, "It is unfortunate that a person who worked for the company for less than two weeks 15 years ago in another state is allowed to use the California court system to assert such baseless claims." "The court today granted our client's motion in full dismissing half of this frivolous case," continues Freedman, who separately also represents Justin Baldoni in the ongoing It Ends With Us legal battle with Blake Lively. "Next, we will present irrefutable evidence that the remaining fictitious allegations alleged herein did not occur and finally end what remains of this maliciously filed lawsuit," claimed Freedman. Matthew T. Hale, an attorney for Jonasson, says in a statement to PEOPLE, "While we respectfully disagree with the court's decision on this limited legal issue, the court made no factual findings that impact the remaining causes of action in this case." "We will continue to advocate vigorously on behalf of our client, who remains committed to seeking justice," adds Hale. Six of Jonasson's causes of action remain: retaliation in violation of Labor Code §1102.5; retaliation in violation of Labor Code §98.6; wrongful termination in violation of public policy; sexual battery; negligent supervision and retention; and intentional infliction of emotional distress. In her complaint, Jonasson said she was hired by Diesel's production company One Race Films to assist him on location in Atlanta, where his team was filming 2011's Fast Five. She alleged that Diesel forcibly pulled her onto a bed, groped her breasts and legs and masturbated at a hotel in Atlanta in September 2010, and that she was fired the next day. After news of the lawsuit in December 2023, Freedman said in a statement, "Let me be very clear: Vin Diesel categorically denies this claim in its entirety." He added at the time, "This is the first [Diesel] has ever heard about this more than 13-year-old claim made by a purportedly nine-day employee. There is clear evidence which completely refutes these outlandish allegations." Read the original article on People
Yahoo
03-06-2025
- Business
- Yahoo
Federal lawsuit claims California's labor code discriminates against Vietnamese nail techs, salon owners
A federal civil lawsuit against California alleges that the state's Labor Code discriminates against Vietnamese-American manicurists and salon owners, following the passage of a 2020 law that changed how employees and independent contractors are classified. The suit, filed in U.S. District Court in Santa Ana on Saturday, argues that only nail technicians are excluded from being classified as independent contractors due to a California law enacted in 2020. Nail technicians, many of whom are Vietnamese-American, were also considered independent contractors before the law's passage. According to the suit, 'in California, approximately 82% of all nail manicurists/ pedicurists ('nail technicians') are Vietnamese American, and 85% of these are women.' 'The penalties for misclassifying a worker as an independent contractor are severe, and when the defendants, as heads of their enforcement agencies, enforce the new rule prohibiting nail technicians from being independent contractors, the damage to the plaintiffs will be severe and irreparable. In this regard, the salon plaintiffs will be forced out of business and will be forced to close their doors. In addition, the salon plaintiffs will be subject to significant assessments and financial penalties that will be impossible to pay,' the suit added. California Assemblyman Tri Ta (R-Westminster) stated that he has introduced legislation, Assembly Bill 504, to restore equal rights to manicurists. The labor law switch occurred in 2020, when AB 5, a law that altered the classification of workers as employees or independent contractors, took effect. Before its passage, in 2018, the California Supreme Court changed the requirements companies must use to label their workers as independent contractors. At the time, companies that opposed the bill waged a campaign to prevent its passage. The businesses that filed the suit include multiple locations of Happy Nails & Spa, Holly and Hudson, and Blu Nail Bar. 'Since January, Vietnamese American manicurists have faced blatant discrimination under California's labor laws, stripped of the same rights and freedoms afforded to others in their industry,' Scott Wellman, attorney for the plaintiffs, said in a statement. 'If the State of California refuses to fix this injustice, we are prepared to hold them accountable in federal court.' Copyright 2025 Nexstar Media, Inc. All rights reserved. This material may not be published, broadcast, rewritten, or redistributed.
African Manager
22-05-2025
- Business
- African Manager
Tunisia: Historic labor reform passed
The Assembly of People's Representatives (ARP) on Tuesday approved a sweeping reform of the Labor Code on Tuesday, marking a pivotal shift toward enhanced worker protections and employment market regulation. Hailed as a 'social revolution' by analysts, the new law introduces fairer working conditions and greater job security. Key Provisions of the New Labor Law: 1. Indefinite-term contracts (CDI) become the standard – The reform establishes permanent contracts (CDI) as the default employment arrangement. – Fixed-term contracts (CDD) are now restricted to specific cases, such as: – Temporary replacement of absent employees – Exceptional workload increases – Seasonal work – Any CDD that does not meet these criteria will automatically convert to a CDI. 2. Ban on labor subcontracting – The law prohibits labor subcontracting, a practice deemed exploitative and precarious. – Service contracts between companies remain permitted, but under strict conditions to prevent disguised subcontracting. 3. Permanent hiring of subcontracted workers – Employees previously working for subcontracting firms will be permanently hired by the client company as of the law's enactment. – This measure ensures job stability and full labor rights for affected workers. 4. Protection for workers on fixed-term contracts – Employees whose CDD contracts were terminated between March 6, 2024, and the law's effective date are entitled to: – Automatic permanent employment OR – Severance compensation (equivalent to two months' salary per year of service, with a minimum of four months' pay). 5. Stricter workplace health & safety enforcement – Heavier penalties for violations of occupational safety standards. – An automated fine collection system will ensure compliance. 6. Regulation of remote work – Recognizing modern work trends, the law introduces clear remote work policies, balancing flexibility for employees and operational needs for employers. A reform welcomed by social stakeholders The labor code reform is seen as a major step forward for workers' rights in Tunisia, reflecting a strong political will to break with precarious employment practices and promote decent work for all. Trade unions and workers' rights organizations have praised these measures while calling for ongoing vigilance to ensure their effective implementation.
