How does information technology law intersect with labor law?
Information technology law and labor law intersect in a few ways. When employers hire information technology workers, they must ensure that the worker is legally allowed to work in the US. In addition, the employer must follow state and federal laws regarding the wages and benefits they offer those workers, including minimum wage standards and overtime pay. Furthermore, employers must also be mindful of laws that protect the employees’ right to privacy and protect their intellectual property. For example, employers must be aware of the California Labor Code Section 2810.3, which prohibits the use of non-compete clauses in employment contracts. This means that employers cannot restrict former employees from competing with the company by agreeing not to work for another employer in the same field or accept a job from a competitor. Other labor laws employers must follow include laws regarding the hiring and termination of employees and laws that protect workers’ rights to disability and health benefits. Additionally, employers cannot restrict employees’ access to communications devices, such as computers and smartphones, that could possibly be used in workplace discussions. Overall, information technology law and labor law intersect because they both protect the rights of employers and employees. Employers must be aware of the state and federal laws in order to be in full compliance with the law. Additionally, understanding these laws can help employers protect their interests and the interest of their employees.
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