Labor Code 233 Collective Bargaining Agreement

Labor Code 233 Collective Bargaining Agreement

If you are an employee or employer in California, it is important to understand labor code 233 and its implications for collective bargaining agreements.

Labor code 233 states that “no person shall require, as a condition of employment, continued employment, or the receipt of any employment-related benefit, that an employee or an applicant for employment waive any right, forum, or procedure for a violation of any provision of this code.” This means that employers cannot force employees to waive any rights they are entitled to under the labor code, such as the right to minimum wage, overtime pay, or a safe working environment.

Furthermore, labor code 233 specifically addresses collective bargaining agreements. It states that “no provision of a collective bargaining agreement shall waive any provision of this code.” This means that any provision in a collective bargaining agreement that runs contrary to the labor code is invalid and unenforceable.

This is important to understand because it ensures that employees are protected by the labor code, even if a collective bargaining agreement is in place. It also means that employers must ensure that any collective bargaining agreement they enter into is in compliance with the labor code.

If you are an employer, it is crucial to review your collective bargaining agreements and ensure that they are in compliance with labor code 233. If you are an employee, it is important to know your rights under the labor code and understand that any provision in a collective bargaining agreement that runs contrary to the labor code is invalid.

In conclusion, labor code 233 is an important provision in California`s labor laws that protects employees from being forced to waive their rights under the labor code as a condition of employment or receiving employment-related benefits. It also ensures that collective bargaining agreements are in compliance with the labor code. If you have any questions or concerns about labor code 233 or any other labor laws in California, it is always best to consult with an experienced employment law attorney.

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