Governor Brown signed into law SB 288 this year. The bill adds Section 230.5 to the California Labor Code. The new law makes it illegal for employers to fire employees who are victims of violent crimes who take time off to attend court proceedings.
The offenses include all of the following:
- (A) Vehicular manslaughter while intoxicated
- (B) Felony child abuse likely to produce great bodily harm or a death
- (C) Assault resulting in the death of a child under eight years of age
- (D) Felony domestic violence
- (E) Felony physical abuse of an elder or dependent adult
- (F) Felony stalking
- (G) Solicitation for murder
- (H) A serious felony
- (I) Hit-and-run causing death or injury
- (J) Felony driving under the influence causing injury
- (K) Sexual assault (there are many different types contemplated by this statute)
For the past few days I’ve been absorbing information at the California Employment Lawyers Association (CELA) annual conference. It has been an astounding event, full of highly intelligent and successful lawyers who deeply care about California worker’s rights.
I’ve seen presentations on wage and hour class actions, individual wage and hour cases, representing undocumented workers, updates on the evolving law concerning class waiver provisions in unconscionable arbitration agreements, and detailed analysis on the Harris v. City of Santa Monica mixed motive case. In all, if you practice employment law and you don’t go to this conference, you’re missing out on incredible tips, tricks, and strategies.
I’ve also had the pleasure to meet some highly regarded lawyers: Lawrence Bohm, Bryan Schwartz, and Glenn Kantor. I’ve seen presentations by David deRubertis, Michael Singer, and Cliff Palefsky. I can only hope that one day I’ve accomplished half of what these amazing individuals have accomplished. Keep up the good work!