13: Employment Law
- Page ID
- 41873
\( \newcommand{\vecs}[1]{\overset { \scriptstyle \rightharpoonup} {\mathbf{#1}} } \)
\( \newcommand{\vecd}[1]{\overset{-\!-\!\rightharpoonup}{\vphantom{a}\smash {#1}}} \)
\( \newcommand{\dsum}{\displaystyle\sum\limits} \)
\( \newcommand{\dint}{\displaystyle\int\limits} \)
\( \newcommand{\dlim}{\displaystyle\lim\limits} \)
\( \newcommand{\id}{\mathrm{id}}\) \( \newcommand{\Span}{\mathrm{span}}\)
( \newcommand{\kernel}{\mathrm{null}\,}\) \( \newcommand{\range}{\mathrm{range}\,}\)
\( \newcommand{\RealPart}{\mathrm{Re}}\) \( \newcommand{\ImaginaryPart}{\mathrm{Im}}\)
\( \newcommand{\Argument}{\mathrm{Arg}}\) \( \newcommand{\norm}[1]{\| #1 \|}\)
\( \newcommand{\inner}[2]{\langle #1, #2 \rangle}\)
\( \newcommand{\Span}{\mathrm{span}}\)
\( \newcommand{\id}{\mathrm{id}}\)
\( \newcommand{\Span}{\mathrm{span}}\)
\( \newcommand{\kernel}{\mathrm{null}\,}\)
\( \newcommand{\range}{\mathrm{range}\,}\)
\( \newcommand{\RealPart}{\mathrm{Re}}\)
\( \newcommand{\ImaginaryPart}{\mathrm{Im}}\)
\( \newcommand{\Argument}{\mathrm{Arg}}\)
\( \newcommand{\norm}[1]{\| #1 \|}\)
\( \newcommand{\inner}[2]{\langle #1, #2 \rangle}\)
\( \newcommand{\Span}{\mathrm{span}}\) \( \newcommand{\AA}{\unicode[.8,0]{x212B}}\)
\( \newcommand{\vectorA}[1]{\vec{#1}} % arrow\)
\( \newcommand{\vectorAt}[1]{\vec{\text{#1}}} % arrow\)
\( \newcommand{\vectorB}[1]{\overset { \scriptstyle \rightharpoonup} {\mathbf{#1}} } \)
\( \newcommand{\vectorC}[1]{\textbf{#1}} \)
\( \newcommand{\vectorD}[1]{\overrightarrow{#1}} \)
\( \newcommand{\vectorDt}[1]{\overrightarrow{\text{#1}}} \)
\( \newcommand{\vectE}[1]{\overset{-\!-\!\rightharpoonup}{\vphantom{a}\smash{\mathbf {#1}}}} \)
\( \newcommand{\vecs}[1]{\overset { \scriptstyle \rightharpoonup} {\mathbf{#1}} } \)
\( \newcommand{\vecd}[1]{\overset{-\!-\!\rightharpoonup}{\vphantom{a}\smash {#1}}} \)
\(\newcommand{\avec}{\mathbf a}\) \(\newcommand{\bvec}{\mathbf b}\) \(\newcommand{\cvec}{\mathbf c}\) \(\newcommand{\dvec}{\mathbf d}\) \(\newcommand{\dtil}{\widetilde{\mathbf d}}\) \(\newcommand{\evec}{\mathbf e}\) \(\newcommand{\fvec}{\mathbf f}\) \(\newcommand{\nvec}{\mathbf n}\) \(\newcommand{\pvec}{\mathbf p}\) \(\newcommand{\qvec}{\mathbf q}\) \(\newcommand{\svec}{\mathbf s}\) \(\newcommand{\tvec}{\mathbf t}\) \(\newcommand{\uvec}{\mathbf u}\) \(\newcommand{\vvec}{\mathbf v}\) \(\newcommand{\wvec}{\mathbf w}\) \(\newcommand{\xvec}{\mathbf x}\) \(\newcommand{\yvec}{\mathbf y}\) \(\newcommand{\zvec}{\mathbf z}\) \(\newcommand{\rvec}{\mathbf r}\) \(\newcommand{\mvec}{\mathbf m}\) \(\newcommand{\zerovec}{\mathbf 0}\) \(\newcommand{\onevec}{\mathbf 1}\) \(\newcommand{\real}{\mathbb R}\) \(\newcommand{\twovec}[2]{\left[\begin{array}{r}#1 \\ #2 \end{array}\right]}\) \(\newcommand{\ctwovec}[2]{\left[\begin{array}{c}#1 \\ #2 \end{array}\right]}\) \(\newcommand{\threevec}[3]{\left[\begin{array}{r}#1 \\ #2 \\ #3 \end{array}\right]}\) \(\newcommand{\cthreevec}[3]{\left[\begin{array}{c}#1 \\ #2 \\ #3 \end{array}\right]}\) \(\newcommand{\fourvec}[4]{\left[\begin{array}{r}#1 \\ #2 \\ #3 \\ #4 \end{array}\right]}\) \(\newcommand{\cfourvec}[4]{\left[\begin{array}{c}#1 \\ #2 \\ #3 \\ #4 \end{array}\right]}\) \(\newcommand{\fivevec}[5]{\left[\begin{array}{r}#1 \\ #2 \\ #3 \\ #4 \\ #5 \\ \end{array}\right]}\) \(\newcommand{\cfivevec}[5]{\left[\begin{array}{c}#1 \\ #2 \\ #3 \\ #4 \\ #5 \\ \end{array}\right]}\) \(\newcommand{\mattwo}[4]{\left[\begin{array}{rr}#1 \amp #2 \\ #3 \amp #4 \\ \end{array}\right]}\) \(\newcommand{\laspan}[1]{\text{Span}\{#1\}}\) \(\newcommand{\bcal}{\cal B}\) \(\newcommand{\ccal}{\cal C}\) \(\newcommand{\scal}{\cal S}\) \(\newcommand{\wcal}{\cal W}\) \(\newcommand{\ecal}{\cal E}\) \(\newcommand{\coords}[2]{\left\{#1\right\}_{#2}}\) \(\newcommand{\gray}[1]{\color{gray}{#1}}\) \(\newcommand{\lgray}[1]{\color{lightgray}{#1}}\) \(\newcommand{\rank}{\operatorname{rank}}\) \(\newcommand{\row}{\text{Row}}\) \(\newcommand{\col}{\text{Col}}\) \(\renewcommand{\row}{\text{Row}}\) \(\newcommand{\nul}{\text{Nul}}\) \(\newcommand{\var}{\text{Var}}\) \(\newcommand{\corr}{\text{corr}}\) \(\newcommand{\len}[1]{\left|#1\right|}\) \(\newcommand{\bbar}{\overline{\bvec}}\) \(\newcommand{\bhat}{\widehat{\bvec}}\) \(\newcommand{\bperp}{\bvec^\perp}\) \(\newcommand{\xhat}{\widehat{\xvec}}\) \(\newcommand{\vhat}{\widehat{\vvec}}\) \(\newcommand{\uhat}{\widehat{\uvec}}\) \(\newcommand{\what}{\widehat{\wvec}}\) \(\newcommand{\Sighat}{\widehat{\Sigma}}\) \(\newcommand{\lt}{<}\) \(\newcommand{\gt}{>}\) \(\newcommand{\amp}{&}\) \(\definecolor{fillinmathshade}{gray}{0.9}\)- Understand the principle of employment at will and the exceptions to the doctrine.
- Learn important employment laws that affect businesses across industries.
- Examine the laws that govern the relationship between employers and employees who belong to a union.
- 13.1: Introduction
- This page discusses the evolution of employment law, highlighting the limited regulation of employer-employee relationships until the 20th century due to reliance on the free market. The Industrial Revolution revealed the need for protection, leading to significant laws affecting various industries. Additionally, it notes the shift to remote work, showing increased employee productivity at home, which raises questions about the future of the workplace.
- 13.2: Employment At Will
- This page explains employment at will, allowing termination by either party anytime, while highlighting five exceptions: contracts, good cause, discrimination, public policy violations, and whistleblowing. Contracts or employee handbooks can impose conditions on at-will employment. Good cause requires documented reasons for termination.
- 13.3: Common Employment Law Torts
- This page discusses the potential tort claims employees can file against employers related to duties of care, such as negligent hiring, emotional distress, defamation, invasion of privacy, and fraud. It emphasizes that employers have a responsibility to uphold this duty, as failure to do so may lead to legal consequences.
- 13.4: Wage and Hour Laws
- This page summarizes the Fair Labor Standards Act (FLSA) of 1938, which establishes national standards for pay, record keeping, and child labor in interstate commerce. It prohibits oppressive child labor, allows limited work for ages fourteen and fifteen, and permits unlimited hours for sixteen and seventeen-year-olds in nonhazardous jobs. The FLSA sets a national minimum wage, defines a standard forty-hour work week, and outlines overtime pay regulations with certain exemptions.
- 13.5: Family Medical Leave Act
- This page outlines the Family Medical Leave Act of 1993 (FMLA), which permits eligible employees to take up to twelve weeks of unpaid leave for childbirth, adoption, or serious health issues affecting themselves or immediate family members. Employees must have at least one year of service, and businesses with 50 or more employees must follow the Act.
- 13.6: Occupational Safety and Health Act
- This page discusses the Occupational Safety and Health Act (OSHA) of 1970, which mandates that employers provide safe workplaces by eliminating recognized hazards. It outlines that standards differ by industry, requires the documentation and potential reporting of workplace injuries, and emphasizes OSHA's enforcement through inspections and fines. It also mentions the necessity of complying with state and local regulations.
- 13.7: Employee Retirement Income Security Act
- This page provides an overview of the Employee Retirement Income Security Act (ERISA), enacted in 1974 to regulate employer-sponsored pension plans and ensure transparency in funding and vesting. It mandates that if benefits are offered—such as medical, disability, and welfare programs—employees must receive pertinent information and have enforcement rights. While ERISA does not mandate benefits, it sets regulations for those that are provided.
- 13.8: Workers’ Compensation Laws
- This page explains workers’ compensation laws, which offer financial benefits to employees injured on the job through a no-fault insurance system, preventing lawsuits against employers. These laws expedite payments for medical costs and lost wages, often lower than legal settlements, with exceptions for intentional harm and product liability. Although coverage varies by state, employees must meet certain legal criteria to qualify for benefits without fear of employer retaliation.
- 13.9: Unemployment Compensation
- This page discusses state-funded unemployment compensation programs that provide financial assistance to employees during layoffs. To qualify, individuals need a specific work history and must not have left voluntarily or been dismissed for misconduct. Benefits are based on past earnings and are time-limited, aimed at supporting affected workers as they seek new employment.
- 13.10: Labor Relations
- This page discusses labor law, focusing on the National Labor Relations Act (NLRA) of 1935, which establishes workers' rights to organize, bargain collectively, and strike. It prohibits unfair practices by both employers and unions, requiring unions to represent all employees and negotiate in good faith. Dispute resolution through grievance procedures is highlighted, along with protections for employees during concerted activities.
- 13.11: Concluding Thoughts
- This page discusses employment and labor laws, which seek to ensure fair treatment of employees while allowing employers to maintain profitable operations. These laws primarily protect employee rights but also acknowledge employers' control over business activities, illustrating the ongoing challenge of balancing employee and employer interests.