Ensuring Sound Employment Contracts | Employment and Labor Law

Ensuring Sound Employment Contracts | Employment and Labor Law

Ensuring Sound Employment Contracts | Employment and Labor Law

Ensuring Employment Contracts Are Sound Under California Law

Employment and Labor Law | Numerous statutes exist that establish the parameters for employment contracts. Before implementation, companies should seek legal advice to ensure their contracts are sound.

A case in point is Ellis v. U.S. Security Associates et al., ruled on in March, 2014 by the Court of Appeals of California. Ashley Ellis sued her employer and other parties based on sexual harassment, with the evidence of sexual harassment undisputed. However, a clause in the employment contract stated that employees must file claims or lawsuits no more than six months after the date of the employment action and that employees were to waive any statute of limitations to the contrary. The lower court dismissed the Ellis claim based on this contract provision because Ellis filed the claim after six months.

However, the appeals court reversed the decision. The court found that the shortened limitation for filing lawsuits was unreasonable and against public policy. Ellis had filed her lawsuit within the state’s statutory limitations and also filed a timely notice of appeal. The court based its findings on the following public policy regarding an employee’s privilege to bring a lawsuit:

  • The Fair Employment and Housing Act (FEHA) is the state’s public policy to protect and safeguard employees’ rights against discrimination.
  • The purpose of the FEHA is to provide effective remedies that eliminate discriminatory practices.
  • Before suing, employees have to exhaust all administrative remedies and file a timely complaint with the Department of Fair Employment and Housing (DFEH), which either files a civil action against the employer or issues a right-to-sue letter.
  • The time limit for filing an administrative claim with the DFEH is one year from the date of the unlawful act.
  • Employees must file lawsuits within one year from the date of the right-to-sue letter.

Protect your company’s interests by working with a seasoned Bakersfield employment law attorney who can help you maintain company policies that are within the letter of the law. If you have employment-related questions, contact the Employment Law department at The Law Offices of Young Wooldridge, LLP.

Call today for a confidential consultation! 661.327.9661

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About the Author
Allison Stokes
Allison Stokes | Allison serves as the Public Relations and Marketing Director for Young Wooldridge, LLP. She has over eight years of marketing and management experience in the Kern County and Central Coast communities. Born and raised in Bakersfield, Allison attended Garces Memorial High School and earned her degree in Business Administration from California Polytechnic State University, San Luis Obispo, with a concentration in Marketing Management. While at Cal Poly, Allison was an active member of Alpha Chi Omega, where she served as Assistant VP of Recruitment and later as a Recruitment Advisor for the school’s Panhellenic Council.

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