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Was it your fault when it happened to you? You were a child, not all kids are in the position to report or have supportive parents to assist them through the process; you did, and it seems that you are still affected by this. I strongly suggest you invest in some therapy. Best wishes to you and your family.

What are the California laws for dating someone who is 18 when someone is 17? For example if the age difference is of eight months, but someone is 17, while the other person is 18, would it be consider a crime? Another question, is it illegal to have a kiss on a relationship like this? Finally what is allow to happen in a relationship like this.

After the relationship, the employee may feel targeted or discriminated if the manager fails to promote her or give her a raise. All of these situations could lead to a hostile work environment and actionable sex-based harassment. Both the manager and the employee could have a claim against the company they work for if the potentially hostile work environment is not addressed. In fact, under California law the employer and/or company could be liable for creating a hostile work environment even if he or she was unaware that harassment or discrimination was occurring. In addition, people outside of the relationship may also have a claim against the employer.

For example, San Francisco’s proposition J ordinance requires that employers pay employees at least $15 an hour (this minimum wage will increase to $15.59 beginning July 1, 2019). Los Angeles meanwhile requires $12.00 per hour for businesses with 25 employees or less (it will hike up to $13.25 beginning July 1, 2019), and $13.25 per hour for business with 26 employees or more (it will hike up to $14.25 beginning July 1, 2019). Overtime Pay: Employers must also pay their workers overtime at the rate of one and one-half times ( 1.5X) their regular rate of pay for work performed over: 8 hours in one workday, forty hours in one workweek, or any work performed in the first eight hours on the seventh consecutive day of work in a work week. Workers must also be paid double time ( 2X) for work performed in excess of: 12 hours in one workday, or eight hours on the seventh consecutive day of work performed in one workweek.

Alot of time I find that the bad behavior stops at the doors of the supervisors.So, go over their heads and keep pushing this.I had a situation where I was dating a coworker, in which neither of us left in bad resolve. But, he was terminated over something else trivial.Which to this day, I still feel it was my head boss that felt a streak of jealousy in the relations. Being he use to call me into his office and jokingly ask so “whats the deal between you and so and so.” In which, I told him about his escapades on company time to the local wattering hole for beer and makeout sessions with his wife now prior to working.

As I mentioned before, the causes that require an employee to take advantage of the FMLA are actually quite common. Basically, the reasons employees take advantage of the FMLA rights are: pregnancy, adoption, foster care (for both the mother and the father), and to take care of a family member or self. Dating women over 50 site. A word about employer benefits and responsibilities: During the time when the worker is taking his or her leave, the employer does have to continue to pay for the health insurance if the worker participated in a group health plan prior to taking the leave. Of course, if the employee had been receiving retirement or pension plan benefits, that money will be put on hold during that time.

Citations and Penalties When the California Department of Industrial Relations conducts an investigation and determines an employer has violated California child labor laws, it will issue a citation to the employer explaining the nature of the violation and whether the violation is a Class A or Class B violation. An employer may contest a citation within 15 business days after receiving the citation by requesting a formal hearing from the office of the Labor Commissioner that appears on the citation. Citations may also be issued to anyone who owns or controls the real property on which the youth works if the youth works for the person who owns or controls the property and the person has knowingly permitted the violation. Class A violations The California Department of Industrial Relations issues Class A citations for all violations of California child labor laws except those subject to Class B citations. Employers who commit Class A violations of California child labor laws are subject to a civil penalty not less than $5,000 and not more than $10,000 for each and every violation. Employers who are found to have willfully or repeatedly violated California child labor laws will subject to greater penalties than those issued to nonwillful or first time violators.