An employee is summoned for jury duty and gives reasonable notice. Under Labor Code §230, the employer:
解析
Labor Code §230(b) forbids discharging or in any way discriminating against an employee for taking time off to serve on a jury, provided reasonable notice is given, and §230(e) allows reinstatement and lost wages for a violation. (a) is the subtler version of the same violation - a retaliatory reduction in benefits is discrimination under §230(b) even though the employee kept the job - which is why it is the answer an employer trying to be clever lands on. (b) treats the summons as negotiable with the employer rather than with the court. (c) is the plain violation. The time off is unpaid for most private employers; §230(c) extends comparable protection to crime victims and witnesses attending proceedings.
法律依据: Labor Code §230(a), (b), (e); §230(c)免费刷完整 1632 道题库 — 无需注册。
Own the complete CSLB Law & Business guide — PDF + EPUB, $24.99 →
同考点相关题目
- The federal Family and Medical Leave Act (FMLA) applies to private employers with at least how many employees?
- A key protection of CFRA/FMLA leave is that, upon return from qualifying leave, the eligible employee generally must be:
- California's Paid Family Leave (PFL) program, administered by the EDD, primarily provides:
- Under the accrual method for paid sick leave, unused sick leave generally must:
- California's 'kin care' rule requires that, if an employer provides paid sick leave, an employee may use a portion of it to care for:
- An employee who is a victim of domestic violence needs time off to seek a restraining order and medical care. Under California law, an employer with 25 or more employees must:
最近核对： · 审核流程