Kist 1
Protection for Employees
The Fair Labor Standards Act is a federal law that lays out the foundation for minimum wage, overtime pay, recordkeeping, and child labor standards for all employees. This act assures that, for all hours an employee works that exceeds the 40 hours a week, they will receive overtime. The overtime pay is considered to be one and one-half times the employee’s regular wage. F.L.S.A. provides a set minimum wage that all employees are entitled to, unless the employee routinely collects tips. The education opportunities, health, and overall well being of minors is meant to be protected under the Fair Labor Standards Act. Employers are required to possess records holding the wages and hours of all employees. The Family …show more content…
The Notification of Employee Rights Under Federal Labor Laws educates employees of their rights under the National Labor Relations Act to organize and deal with their employers and unions. The notice also contributes example scenarios of illegal conduct by employers and unions. The Employee Polygraph Protection Act was established in 1988. The E.P.P.A. is a federal law that defends employees from employers wishing to use a polygraph test, either for pre-employment screening or during employment, of course with certain exceptions. The Displaced Employee Rights on Successor Contracts poster points out that every employer must offer employment to the most qualified applicant for each position. The Uniformed Services Employment and Reemployment Rights Act was put into place in 1994. This act preserves job rights and benefits for veterans. This act provides the opportunity to maintain reemployment rights up to 5 years, while the employee is absent from work for military duties. The U.S.E.R.R.A. requires employers to compose sensible accommodations to disabled veterans. All …show more content…
“Nonexempt” employees have the right to be paid for every hour of overtime they work. Exempt employees must receive at least $23,000 a year, be paid on a salary routine, and execute exempt job duties. Employees who make less than $23,000 are always nonexempt. Earning more than $100,000 per year will pretty much guarantee an employee is exempt. If one wishes to file a charge of discrimination, they would do so with the United States Equal Employment Opportunity Commission. A charge may be filed in person, by mail, or by telephone. Within 180 days of the unfair act is when the charge must be filed by. Every E.E.O.C. office has its own procedures when filing in person. An employee may begin the process over the phone, but the E.E.O.C. does not take charges over the phone. When filing a charge of discrimination by letter one must include their name, address, and phone number. The letter is also required to consist of the name, address, and phone number of the employer to which is being charged, the number of employees employed there, a description of the events you believe were discriminatory, when these events took place, why you believe you were discriminated against, and the employee’s
Protection for Employees
The Fair Labor Standards Act is a federal law that lays out the foundation for minimum wage, overtime pay, recordkeeping, and child labor standards for all employees. This act assures that, for all hours an employee works that exceeds the 40 hours a week, they will receive overtime. The overtime pay is considered to be one and one-half times the employee’s regular wage. F.L.S.A. provides a set minimum wage that all employees are entitled to, unless the employee routinely collects tips. The education opportunities, health, and overall well being of minors is meant to be protected under the Fair Labor Standards Act. Employers are required to possess records holding the wages and hours of all employees. The Family …show more content…
The Notification of Employee Rights Under Federal Labor Laws educates employees of their rights under the National Labor Relations Act to organize and deal with their employers and unions. The notice also contributes example scenarios of illegal conduct by employers and unions. The Employee Polygraph Protection Act was established in 1988. The E.P.P.A. is a federal law that defends employees from employers wishing to use a polygraph test, either for pre-employment screening or during employment, of course with certain exceptions. The Displaced Employee Rights on Successor Contracts poster points out that every employer must offer employment to the most qualified applicant for each position. The Uniformed Services Employment and Reemployment Rights Act was put into place in 1994. This act preserves job rights and benefits for veterans. This act provides the opportunity to maintain reemployment rights up to 5 years, while the employee is absent from work for military duties. The U.S.E.R.R.A. requires employers to compose sensible accommodations to disabled veterans. All …show more content…
“Nonexempt” employees have the right to be paid for every hour of overtime they work. Exempt employees must receive at least $23,000 a year, be paid on a salary routine, and execute exempt job duties. Employees who make less than $23,000 are always nonexempt. Earning more than $100,000 per year will pretty much guarantee an employee is exempt. If one wishes to file a charge of discrimination, they would do so with the United States Equal Employment Opportunity Commission. A charge may be filed in person, by mail, or by telephone. Within 180 days of the unfair act is when the charge must be filed by. Every E.E.O.C. office has its own procedures when filing in person. An employee may begin the process over the phone, but the E.E.O.C. does not take charges over the phone. When filing a charge of discrimination by letter one must include their name, address, and phone number. The letter is also required to consist of the name, address, and phone number of the employer to which is being charged, the number of employees employed there, a description of the events you believe were discriminatory, when these events took place, why you believe you were discriminated against, and the employee’s