News Developments

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Tag Archives: Law

Labor Law Posters for Job Aspirants

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Employers are recommended to display various federal and state labor law posters in their work place. Some posters are only required within the view of employees while others should be made available fro job applicants too. All these posters have to be posted in places where the job applicants or employees can easily read them.

There are three mandatory federal labor law posters that employers are demanded to display for job applicants.

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Filed under Business
Apr 24, 2015

Consumer Safety and Fraud Prevention Labor Laws for Employees Awareness

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There are some labor laws on consumer safety and fraud prevention. Every employee should be aware of these laws. Placed below are the consumer safety and fraud prevention laws.

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Filed under Business
Mar 24, 2015

OSHA: What does It Cover?

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OSHA (Occupational Safety and Health Act) is a government agency that is within the department of labor. OSHA is accountable for setting, supporting and implementing the standards to ensure that the employees have the safe workplace. Under OSHA many employees or employers or workers are covered. To know them in detail go through the following information.

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Filed under Business
Dec 30, 2014

Labor Laws for Women that Every Employer Should Know

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Are you an employer having women employees in your organization? Then you must be aware of the labor laws that help in protecting women rights and equality in the workplace. The laws are created as a standard of fairness and equality. Some of the labor laws for women are listed below:

Women suffrage
Women suffrage is the right of the women to vote equally as men. Here, the women has power to vote the candidate who would protect the fair pay, labor rights and equality of women in the workplace.

Fair labor standards act (FLSA)
There are many issues covered under the FLSA, it also tried establishing equal wages and overtime pay for women. But amending this act, equal pay act came in to existence which aims at abolishing the wage inequality based on the sex. This laws or acts help women in getting fair wages as men.

Family and medical leave act (FMLA)
This act is for both men and women and is applicable for the companies who are having minimum of 50 plus employees. This act states that employer must grant an unpaid leave of maximum 12 weeks and also job protected leave to expecting employees for the adoption or birth of employees. This act not only gives job protection to women who decide to have a baby but also for the men who want to take leave or remain in home for taking care of his spouse, child or parents with serious illness.

Whistleblower protection
It generally includes many issues. But, when it comes to women, this protection is extend to the women who are victims of sex discrimination or reprisal by encouraging those with illegal knowledge and come forward by promising protection from unlawful judgment, percentage of money recovered, no risk of counterattack from a group accused or organization, protection from sexual discrimination.

Comprehensive omnibus budget reconciliation act (COBRA)
This act is beneficial for women, especially single mothers, who decide job transition or else suffer an involuntary loss of job, during the transition to new job, divorce, family death, hourly cut back which reduces from full to part time and other kinds of tragic life events.

Pregnancy discrimination act
This is an amendment to civil rights act of 1964 which exists to prohibit the sex discrimination based on the pregnancy, child birth, etc. This act states that women affected with pregnancy must be treated as other employees of the organization.

These are few labor laws related to women. So, every employer must know them and should implement the same in their organization for protecting women rights.

Filed under Business
Oct 21, 2014

Employers, Employees And Labor Unions Under National Labor Relations Act (NLRA)

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About NLRA
NLRA stands for National Labor Relations Act. The law gives the employees the right to organize and form unions in order to bargain collectively for better terms and conditions at workplace. This law provides provisions for employees to ensure their own interests and welfare by engaging in certain welfare activities and putting their demands collectively before their employer.

A new or existing employee is free to join any union as per his choice and he cannot be forced to make a choice. He can even choose to stay without joining any union. Unions give employees a means to address their grievances and stand unitedly against any injustice or violation of interests.

The Law also accommodates features to ensure that none of the parties misuse the law and the vested powers by virtue of this law by providing the guidelines for each party. The elections of the labor unions and the grievance handling is done by a body called the National Labor Relations Board (NLRB).

The law is not applicable to the Federal, State and local government bodies and mostly applies to the private firms only. These laws do not cover railway employees, agricultural and individual employees and their close relatives.

Provisions and guidelines for the unions
As per the provisions of the NLRA, the workers can form a union for their collective interests. They can organize and collectively discuss among themselves for better wages, work hours and other welfare issues and later discuss and bargain them with the employers.

Employers in the from of unions can work collectively to enhance the working conditions of the workplace and improve it in terns of safety and convenience.

Every employee under the law has the right to join or form an union. They can also choose to assist any of the union without joining it. But it is not mandatory on the part of the employee to join an union. It depends completely on his will whether to join or avoid a union. He cannot be forced by some union members to join his union.

Same ways, unions cannot threaten an employee with loosing a job for not joining the union. This is illegal under the law for the union to force an employee. An union cannot discriminate an employee on the ground that he does not belong to his union and if such employee comes with a grievance, it is the duty of the union to address it. An union should also not try to influence the hiring process by making some undue and unjustified recommendations.

The law has been established that the employees address and bargain collectively in a good faith over genuine things. Undue demands and issues should not be promoted by the unions under the cover of the law. Hence, tough they can do strikes and picketing; they should ensure that the reason is worth doing it.

Guidelines for employers
The employer should be mindful and considerate about the rights and the welfare of the employees and should not try to discourage union and its activities. Hence an employer should not threaten, force or lure someone in form of bribes to discourage some union activity or to avoid joining some union. An employer cannot simply demote, fire or discriminate a person because he is indulging in some union activity. This is against the law. Similarly as an employer, you cannot hinder or stop any union activity that is happening at times other than work time. Spying and video graphing the union activities that are legitimate is also a violation to the act.

An employer should take the labor unions in good faith and heed their grievances and address them if they are justified. The employer is also protected by the same law for any inappropriate activity of the labor unions. Hence an employer need to have faith in the law and abide by his set of guidelines.

Complaint systems
Any act of discrimination or violation of the law should be brought to the notice of the federal agency NLRB within six months. The law stands for vested interests of the employees and gives enough protection to the employer against any unlawful or illegitimate demand of the union.
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Filed under Business
Sep 11, 2014

Get the Details of Employment Discrimination Laws of U.S

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Employment discrimination is a serious concern for employees as well as employers. It is essential for employers to take careful measures for assuring the proper decisions which are legal and ethical. The employment discrimination laws protect employees from any discrimination related to age, sex, nationality, religion, race and disability. Some of these laws, which are in practice in the United States are given here.

The Equal Pay Act of 1963
This law helps in protecting any discrimination against employees on the provision of wages or salaries based on gender. Women who work similarly like men having same job responsibilities and work environment should be provided with the same wages as that of men. This is ensured by the Equal Pay Act of 1963. However, the pay varies based on the level of seniority, merit, or experience.

The Civil Rights Act of 1964, Title VII
Discrimination against employees and job applicants based on color, race, religion, sex, nationality, childbirth or pregnancy is prohibited as per the title VII the civil rights act of 1964. Employers of federal and state governments, and also the labor organizations and private employers having minimum 15 employees fall within the purview of this act.

The Age Discrimination in Employment Act of 1967
Employees above the age of 40 who face discrimination in workplaces are protected by the age discrimination in Employment Act of 1967. The federal, state and local governments are applicable to this act. In addition, labor organizations, employment agencies, and other employers having at least 20 employees are also applicable. Any employe who feel that he or she is discriminated based on the age, can file a suit against the employer according to this Act.

Immigration Reform and Control Act of 1986
It is seen that some employers refuse to hire or promote individuals at workplaces because of their foreign nationality. This Act helps in preventing such issues and ensures that foreign individuals working in the businesses of the United States are not discriminated. Even employers having a minimum of four or more employees are applicable to the Act.

The Americans with Disabilities Act of 1990
This Act prohibits an employer from refusing hiring and promoting individuals because of some physical or mental disability. The Act is not applicable to the federal and state governments. However, it is applicable for local governments, private employers having less than 15 employees, labor unions, and private employers.

These are the employment discrimination laws practiced in the United States for preventing any kind of discrimination.

Employment discrimination is a serious concern for employees as well as employers. It is essential for employers to take careful measures for assuring the proper decisions which are legal and ethical. The employment discrimination laws protect employees from any discrimination related to age, sex, nationality, religion, race and disability. Some of these laws, which are in practice in the United States are given here.

The Equal Pay Act of 1963
This law helps in protecting any discrimination against employees on the provision of wages or salaries based on gender. Women who work similarly like men having same job responsibilities and work environment should be provided with the same wages as that of men. This is ensured by the Equal Pay Act of 1963. However, the pay varies based on the level of seniority, merit, or experience.

The Civil Rights Act of 1964, Title VII
Discrimination against employees and job applicants based on color, race, religion, sex, nationality, childbirth or pregnancy is prohibited as per the title VII the civil rights act of 1964. Employers of federal and state governments, and also the labor organizations and private employers having minimum 15 employees fall within the purview of this act.

The Age Discrimination in Employment Act of 1967
Employees above the age of 40 who face discrimination in workplaces are protected by the age discrimination in Employment Act of 1967. The federal, state and local governments are applicable to this act. In addition, labor organizations, employment agencies, and other employers having at least 20 employees are also applicable. Any employe who feel that he or she is discriminated based on the age, can file a suit against the employer according to this Act.

Immigration Reform and Control Act of 1986
It is seen that some employers refuse to hire or promote individuals at workplaces because of their foreign nationality. This Act helps in preventing such issues and ensures that foreign individuals working in the businesses of the United States are not discriminated. Even employers having a minimum of four or more employees are applicable to the Act.

The Americans with Disabilities Act of 1990
This Act prohibits an employer from refusing hiring and promoting individuals because of some physical or mental disability. The Act is not applicable to the federal and state governments. However, it is applicable for local governments, private employers having less than 15 employees, labor unions, and private employers.

These are the employment discrimination laws practiced in the United States for preventing any kind of discrimination.
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Filed under Society
Feb 28, 2011