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	<title>California Wrongful Termination Law ReviewCalifornia Wrongful Termination Law Review</title>
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	<description>Los Angeles Wrongful Termination Attorney Discussion of Law</description>
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		<title>STARBUCKS CORPORATION v. SUPERIOR COURT</title>
		<link>http://wrongfulterminationexpert.com/starbucks-corporation-v-superior-court/?utm_source=rss&#038;utm_medium=rss&#038;utm_campaign=starbucks-corporation-v-superior-court</link>
		<comments>http://wrongfulterminationexpert.com/starbucks-corporation-v-superior-court/#comments</comments>
		<pubDate>Tue, 23 Apr 2013 23:20:51 +0000</pubDate>
		<dc:creator>Julia</dc:creator>
				<category><![CDATA[Disability]]></category>

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		<description><![CDATA[Compare &#8211; convictions for certain marijuana offenses: Nevertheless, employers should avoid broad inquiries into a job applicant&#8217;s past use of marijuana (e.g., &#8220;at any time&#8221;). Preemployed inquiries regarding convictions for certain marijuana- related offenses more than two years old are prohibited. &#160; &#160; STARBUCKS CORPORATION v. SUPERIOR COURT &#160; &#160; STARBUCKS CORPORATION, Petitioner, v. The [...]]]></description>
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		<title>Ross v. Raging Wire Telecommunications, Inc.</title>
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		<comments>http://wrongfulterminationexpert.com/ross-v-raging-wire-telecommunications-inc/#comments</comments>
		<pubDate>Tue, 23 Apr 2013 23:05:41 +0000</pubDate>
		<dc:creator>Julia</dc:creator>
				<category><![CDATA[Disability]]></category>

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		<description><![CDATA[Marijuana use: An employer may inquire regarding and test a job applicant for marijuana use, even if the use is for medicinal purposes (e.g., prescribed by a physician to alleviate a disability). Marijuana use is still illegal under federal law. &#160; &#160; 70 Cal.Rptr.3d 382 (2008)42 Cal.4th 920174 P.3d 200 Gary ROSS, Plaintiff and Appellant, v. [...]]]></description>
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		<title>Knight v. Hayward Unified School District</title>
		<link>http://wrongfulterminationexpert.com/knight-v-hayward-unified-school-district/?utm_source=rss&#038;utm_medium=rss&#038;utm_campaign=knight-v-hayward-unified-school-district</link>
		<comments>http://wrongfulterminationexpert.com/knight-v-hayward-unified-school-district/#comments</comments>
		<pubDate>Tue, 23 Apr 2013 22:43:00 +0000</pubDate>
		<dc:creator>Julia</dc:creator>
				<category><![CDATA[Disability]]></category>
		<category><![CDATA[Discrimination Cases]]></category>

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		<description><![CDATA[Health insurance benefits: Discrimination in &#8220;term or conditions of employment&#8221; includes fringe benefits such as health insurance. However, it is not discriminatory to provide insurance that excludes certain medical conditions and certain types of medical procedures, although such exclusions may have greater impact on employees with disabilities. Health insurance plans provide the same coverage to [...]]]></description>
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		<title>[2 Cal.C.Regs. §7294.0(c)]</title>
		<link>http://wrongfulterminationexpert.com/2-cal-c-regs-%c2%a77294-0c/?utm_source=rss&#038;utm_medium=rss&#038;utm_campaign=2-cal-c-regs-%25c2%25a77294-0c</link>
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		<pubDate>Tue, 23 Apr 2013 22:01:11 +0000</pubDate>
		<dc:creator>Julia</dc:creator>
				<category><![CDATA[Disability]]></category>
		<category><![CDATA[Reasonable Accomodations]]></category>

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		<description><![CDATA[[2 Cal.C.Regs. §7294.0(c)] Accommodating interviews: Employers must make reasonable accommodation to the needs of disabled individuals in interviewing situations, e.g., providing interpreters  for the hearing -impaired or scheduling interviews in a room accessible to wheelchairs.Employers may not ask general questions about an applicant&#8217;s physical or mental condition. Specific questions about an applicant&#8217;s present physical or [...]]]></description>
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		<title>[2 Cal.C.Regs. §7294.0(b)(1)]</title>
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		<pubDate>Tue, 23 Apr 2013 21:40:08 +0000</pubDate>
		<dc:creator>Julia</dc:creator>
				<category><![CDATA[Disability]]></category>

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		<description><![CDATA[Accepting job applications: Employers accepting in the normal course of business must accept an application from an individual with a disability and must consider applications from disabled individuals equally with applications from non-disabled persons. [2 Cal.C.Regs. §7294.0(b)(1)] Section 7294.0, subdivision (b)(1), includes the accommodation’s cost as an undue hardship factor.]]></description>
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