One of the growing trends of the last few years is “quiet quitting.” Quiet quitting involves an employee doing the bare minimum at their job because they are possibly not paid enough or treated well.

California operates on the basis of at-will employment. What this means is that either an employee or employer can terminate the employment relationship at any time.

You may have heard of “quiet quitting.” It’s a term that means an employee is doing the bare minimum in their job without going above and beyond. This is typically done when an employee is asked to do more than the worth they’re given by their employers..

In today’s corporate landscape, the role of whistleblowers has become increasingly vital in upholding transparency and accountability within organizations.

California is a fairly “employee-friendly” state, but that doesn’t always hold true – and it certainly doesn’t apply to a recent ruling by the Ninth Circuit Court of Appeals. The court reversed itself, ruling that the Federal Arbitration Act (FAA) trumps Assembly Bill 51.

You may love your job but hate your boss, or love your boss but hate your pay or working conditions – or maybe you don’t care for any of them.

It’s very difficult to be in a situation where you witness something at work that you believe to be discrimination.

As with many other jurisdictions across the US, California is an at-will employment state. Generally, this means that employers can let go of workers without providing them with a reason. This can also provide employees with a little more flexibility in terms of moving from one job to another.

According to the current employment laws in California, every employment agreement in the state is an at-will arrangement. Workers can leave their job at any time with consequences, and a company can terminate a worker for any reason or sometimes for no reason at all.

While you may be employed at will in California, your employer is still bound by some restrictions.