Wages, work hours, environment and hiring practices are a few aspects of employment subject to employment laws, according to the U.S. Department of Labor. Pregnancy protections, child labor and medical leave are also regulated by law. The DOL and individual state labor agencies propose and enforce employment regulations.Know More
The Fair Labor Standards Act establishes a minimum wage for U.S. employees. Individual states can also set a minimum wage, and federal law dictates employees are entitled to the higher of the two, notes the DOL. It further indicates that employees are entitled to 1.5 times their pay rate for work performed in excess of 40 hours per week.
The Occupational Safety & Health Administration works to ensure the safety of chemicals, workplace equipment and training for U.S. employees. The agency requires that employers provide guidelines to educate employees about hazardous materials and situations in their workplaces as well as the protocols to deal with them, according to OSHA.
The Equal Employment Opportunity Commission oversees discrimination in the workplace. Hiring and promotion decisions must exclude considerations of race, color, national origin, age, religion, sex, disability, genetic information or anything else not directly tied to ability, according to the EEOC. Pregnancy is also protected, so employers may not fire, demote or otherwise punish employees for pregnancy. Workers with serious or chronic illnesses are also protected by law from adverse hiring and promotion decisions.Learn more about HR
Salaried employees and their employers must follow certain rules, which primarily concern unallowable salary deductions, absence of required workweek schedules and ineligibility for overtime pay, notes the U.S. Department of Labor. Under the federal Fair Labor Standards Act, certain salaried employees are exempt from minimum wage and overtime pay regulations.Full Answer >
A company is able to keep a temporary employee for up to one year as of 2015, according to the U.S. Department of Labor. These appointments, when begun, must have a specific end date in order to qualify.Full Answer >
Depending on the state in which an employee works, he may be entitled to a lunch break, although lunch breaks are not mandated under federal law, according to the U.S. Department of Labor. For instance, California is an example of a state where the labor code grants workers meal periods.Full Answer >
When FMLA forms are filled out completely, the person filing for FMLA should give the forms to her employer, according to the U.S. Department of Labor. After this notice has been given, the employer has five days to inform the employee if the leave is accepted under FMLA regulations.Full Answer >