Employee privacy rights thesis

It depends on the laws of your state, in part. Under federal law, an employer can require employees to buy a uniform and pay to have it cleaned, as long as the employee is still earning at least the minimum wage once these costs are subtracted. Many states see the issue differently, however. Some don't allow employers to charge employees for uniforms at all. Others allow employers to charge for a uniform only if it can also be used a street wear -- and an outfit that's emblazoned with the company's tags doesn't count. To learn more about which costs an employer can pass on to you, see Nolo's article Paycheck Deductions for Uniforms, Cash Shortages, Tools, and More .

Employee Rights
Employment law wraps up all rights and responsibilities that come in the employer-employee relationship, no matter if it is current employees, job applicants or former employees. There can be a variety of reasons, which may create such situation, at a workplace such as discrimination, wrongful termination wages and taxation, and workplace safety.  The rights include the right not to be discriminated against or harassed, the right to be paid the minimum wage, as well as any overtime; the right to have a safe workplace, the right to take leave to care for your or a family members illness, maternity leave or adoption, and the right to privacy in personal matters. Federal and state law governs these issues except the situation when a contract is the basis of this employment relationship, as there the state contract law administers the rights and duties of the parties.

 For Expert consultation on Employee Rights Lawsuit you can, take advice from Employee Rights Lawyer or Employee Rights Attorney in your area.

Employment laws deal mostly with employer-employee relationships, while labor laws deal mostly with employer-union relationships. Labor law is the term most commonly used when generally referring to employment, labor and employee rights laws. Harassment : Sexual Harassment is generally understood by making of unwanted and offensive sexual advances or of sexually offensive remarks or acts, or attempt to influence, dominate, or injure an individual or a class of individuals through sexually inflected or sexually charged behaviors or environmental conditions especially by one in a superior or supervisory position or when agreement to such behavior is a condition of continued employment, promotion, or satisfactory More...

Wrongful Termination : Wrongful dismissal, also called wrongful termination or wrongful discharge, is an idiom and legal phrase, describing a situation in which an employees contract of Employment has been terminated by the employer in circumstances where the termination breaches one or more terms of the contract of employment, or a statute provision in employment law. Wrongful dismissal will tend to arise first as a claim by the employee so dismissed. Many jurisdictions provide tribunals or courts which will hear actions for wrongful dismissal. A proven wrongful dismissal will tend to lead to two main remedies: reinstatement of the dismissed employee, and/or monetary compensation for the wrongfully dismissed. Read More...

Workers Compensation : This law varies from state to state, some workers who have been injured on their job where there are four or more employees may receive medical care and financial compensation without having to prove the employer was at fault in the accident. In fact, if the worker compensation law applies under the circumstances, then these laws are the workers only remedy, and the employee cannot sue an employer for injuries received on the job laws vary from state to state.

Worker Comp Law is a system of laws that protect an employer from liability from employees. When they sustain workers comp injuries while at work or sustain work related diseases. Pain and suffering are not included in calculating an employee’s right to limited workers comp. The workers compensation tables vary from employee to employee, and, state by state. Read More...


SALARIED EMPLOYEE RIGHTS Salaried Worker Rights

What are salaried employee rights? Why should the employee care?

My research and experience shows most job seekers and employees still have little or no understanding of their overall basic employee rights!


It's amazing how trusting we employees are when it involves being paid by our employers.


Salaried employees rights means how will compensation or pay be handled. Employees will be classified as a salary employee or an hourly employee. The main distinction is the rights and circumstances are different when it’s time to get paid. The following are some areas where a salary worker is treated differently than an hourly worker.

Paid Leave Salary employees under FMLA (Family Medical Leave Act) who worked a minimum of 1250 hours, more than 12 months for an employer with over 50 employees, are eligible for paid leave. The salary employee has up to 12 weeks of unpaid FMLA leave for self or family related issues. Every employee should learn more on how to use fmla .

Payday Under salary employee rules the worker has to receive the same amount of pay no matter the number of hours worked. This includes whether paid weekly, bi-weekly or monthly.

Breaks It's mandatory in many states for employers to provide breaks for employees on salary. However, . Government salaried employee laws don't require businesses to give lunch or other breaks. Employers will typically structure how they provide break time for employees. Many companies make salaried employees work an extra half hour to compensate for unpaid breaks.
There are other issues that affect salaried employee rights. Some of the worst problems businesses and organizations have are how they calculate salary worker rights involving vacation and sick leave.

salaried employee rights
Salaried employee law

The following are some more potential minefields employees classified as salaried should be aware of;

  • overtime pay
  • Discrimination Issues
  • Disability Issues
  • Workplace Safety Issues

Employees and job seekers need to have a complete picture of what it means to be designated as hourly or salaried. We should understand the difference between "exempt" and "non-exempt" classifications for (Fair Labor Standards Act) FLSA compliance . As I stated from the beginning there is an alarming number of employees who don't have a clue about how their employment status affects their compensation and benefits .


Most are unaware of the consequences to their paydays when their employers mishandle the hourly vs salary and exempt vs non-exempt equation. If you are a salaried or hourly employee do you know if you are "exempt or "non exempt"? If not you could be losing money! Find out if you are by getting detailed answers from my exempt workers page.


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Employee privacy rights thesis

employee privacy rights thesis

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