Every start-up experiences growing pains. The process of hiring more employees and increasing your size carries with it headaches that most entrepreneurs would rather avoid.
The movies have conditioned us that stolen trade secrets are the result of an eastern-Europe originated cyber breach or the result of a daring break-in where the Tom Cruise-looking spy navigates through your maze of lasers security system to hack into your data center. And before you know it, your trade secrets are gone.
There is an obvious point attached to trade secrets in the commercial world.
Here at LiLaw Inc., we represent both employers and employees in the Greater Gay Area in matters concerning illegal harassment in the workplace. Most prominent in the news, of course, is sexual harassment, but other types of harassment are also illegal such as those based on race, age, disability, religion and more.
On October 12, California Governor Jerry Brown signed several bills he believes will “make a positive difference for women, children and families across the state.” One of those bills is AB 168, which beginning in 2018 will forbid all employers of any size in the state, including local and state governmental units, from asking job applicants for their salary and benefit histories, either in writing or orally.
Here at the law firm of LiLaw Inc. in Los Altos, attorney J. James Li, J.D., Ph.D., advises employers and employees about illegal employment discrimination and harassment like that based on gender, race, age, disability, religion and other protected employee characteristics. An important component of anti-discrimination law is that it is also unlawful to retaliate against an employee who reports an incident or practice of workplace discrimination or harassment, or who cooperates in a discrimination investigation or lawsuit such as in the capacity of a witness.
The methods used to gather news are much different today than they were ten years ago. In the past, newspapers and news broadcasts provided this information. Now, many turn to news feeds on Facebook or information posted on Google.
Job applications are designed to help provide information about potential candidates for employment. These documents generally require the applicant to answer a variety of questions. It is important for employers to craft these documents carefully as certain questions can result in litigation.