The Employment Guidelines of California have made considerable progress over the years and there have been looked uponreally as resolutions that are, in reality landmarks of our times. There are 4 things that need to be talked about, that come below this meticulous rule and are always argued about.



Substance Abuse in the office

- Workplaces have to be devoid of drugs.

- A pre-employment drug test is not seen as a violation of the potential employee's privilege to privacy.

- A company has to make room for a person who is voluntarily participating in drug or alcohol therapy. The identity of the worker cannot be disclosed.

- At the same time an employer need not give work to the worker if he feels that that the worker is unfit to do the work or put others in danger because of his drug use.

Privacy

- There is little a person can do, if an employer gives notice that he has the privilege to monitor phone calls, read e-mails or keep the workplace under surveillance.

- The things that are still hotly debated regarding this are, having a smoke in the office, dress codes and checking of laborer confidential information.

- A court when dealing with a case that involves privacy, first looks if the laborer's plea is reasonable, he cannot file a case if someone read a letter that he had left on his table, but he can if he had locked it within a drawer.

Whistleblowing

- A company cannot fire a worker for reporting a violation of Guidelines.

- He cannot be terminated if he refutes to be part of an action that is illegal.

- A laborer that is fired for the above said points can file a case against the the company for retaliatory discharge.

Non- Compete Agreements

A laborer can be stopped from doing the following things:

- Working with his former employer's competitor.

- Starting up a business that is in direct competition with his former company.

- Contacting clients or worker's of the previous company.

- The laborer is also not allowed to give away trade secrets of his previous employer, if the information was protected and termed as secret.

These are four things, within the Employment Guidelines of California, that has been widely debated, and it is a process that would progress to be the same because of the nature of the issues.