The document discusses gender equality and labor laws aimed at empowering women. It outlines several key United Nations declarations and Indian labor laws that promote equal rights and opportunities for women in social, political, and economic spheres. Specifically, it mentions laws requiring equal pay for equal work, paid maternity leave, restrictions on weights women can carry at work, and separate facilities for women. However, it notes that many women workers in the unorganized sector do not benefit from these labor protections. It describes the challenges faced by women in informal work, including lack of job security, benefits, and income stability, which can negatively impact their health and children's access to education.
The Workforce Investment Act of 1998 (WIA):
- Replaced the Job Training Partnership Act (JIPA) and Comprehensive Employment and Training Act (CETA) to provide job training and career services;
- Was established under President Bill Clinton during his second term to create a universal system of one-stop career centers and provide training/services;
- Involves cooperative federalism where the federal government oversees the program and provides funding, while states regulate costs and services to fit their needs.
A comparison of indian & chilean labor lawsRajnish Deo
Chilean labor law guarantees fundamental rights like equal treatment, freedom of choice in work, freedom of association, collective bargaining, and prohibition of forced work. The Labor Code governs conditions of employment, trade unions, collective bargaining and strikes, occupational safety and health, non-discrimination, and social security. Labor rights in Chile include freedom of association, the limited right to strike, rights to organize and bargain collectively, and prohibition of forced labor. The minimum age of employment is 15 and minimum wages are set based on a monthly minimum income that is reviewed annually. While Chile has moved away from labor market rigidity, its laws still impose more regulations than India in some areas like termination, severance pay, minimum wages and overtime
Government of pakistan labour policy 2010khalidkhattak
This document summarizes Pakistan's new Labour Policy of 2010. Some key points:
- The policy aims to balance workers' rights and employers' interests in an environment of social justice and harmony.
- It consolidates and rationalizes outdated labour laws into five core acts governing industrial relations, employment, safety, human resources, and welfare.
- The policy expands social security coverage, establishes a national minimum wage of Rs. 7,000, and regularizes contract workers in the public sector.
- It also aims to improve conditions for women, young, informal, and agricultural workers and eliminate child and bonded labour.
Locate information on your organization's diversity policy. You may need to interview your organization's diversity officer or human resources manager to obtain this information. If you are unable to find or use information about your organization, you may research another company's diversity policy.
The document discusses equal employment opportunity (EEO) laws and policies in Pakistan. It outlines anti-discrimination provisions in the 1973 constitution and key points of the Labor Welfare Package 2000 and Labor Policy 2002. These policies promote equal pay, maternity benefits, and banning discrimination based on gender, sex, or disability status. However, the document notes that while legislation has improved, implementation remains a challenge due to lack of awareness about EEO rights and continued gender discrimination in employment.
The document discusses definitions and criteria for calculating minimum wage according to the United Nations and International Labour Organization. It outlines that minimum wage should provide a decent living for workers and their families and be set above the poverty line. It also discusses different methods of minimum wage payment and considerations for implementing minimum wage policies, including the need for awareness programs, governmental incentives, and effective monitoring systems.
The Department of Labor, (DOL) currently administers and enforces more than 180 federal laws. These laws cover a multitude of work place activities; affecting 10 million employers and their estimated 125 million employees. This information will acquaint you with some of the major labor laws, such as FMLA, ADA, and FLSA.
This webinar was posted on February 29, 2012 and presented by Nancy Edwards, SPHR, HR Manager.
The document discusses gender equality and labor laws aimed at empowering women. It outlines several key United Nations declarations and Indian labor laws that promote equal rights and opportunities for women in social, political, and economic spheres. Specifically, it mentions laws requiring equal pay for equal work, paid maternity leave, restrictions on weights women can carry at work, and separate facilities for women. However, it notes that many women workers in the unorganized sector do not benefit from these labor protections. It describes the challenges faced by women in informal work, including lack of job security, benefits, and income stability, which can negatively impact their health and children's access to education.
The Workforce Investment Act of 1998 (WIA):
- Replaced the Job Training Partnership Act (JIPA) and Comprehensive Employment and Training Act (CETA) to provide job training and career services;
- Was established under President Bill Clinton during his second term to create a universal system of one-stop career centers and provide training/services;
- Involves cooperative federalism where the federal government oversees the program and provides funding, while states regulate costs and services to fit their needs.
A comparison of indian & chilean labor lawsRajnish Deo
Chilean labor law guarantees fundamental rights like equal treatment, freedom of choice in work, freedom of association, collective bargaining, and prohibition of forced work. The Labor Code governs conditions of employment, trade unions, collective bargaining and strikes, occupational safety and health, non-discrimination, and social security. Labor rights in Chile include freedom of association, the limited right to strike, rights to organize and bargain collectively, and prohibition of forced labor. The minimum age of employment is 15 and minimum wages are set based on a monthly minimum income that is reviewed annually. While Chile has moved away from labor market rigidity, its laws still impose more regulations than India in some areas like termination, severance pay, minimum wages and overtime
Government of pakistan labour policy 2010khalidkhattak
This document summarizes Pakistan's new Labour Policy of 2010. Some key points:
- The policy aims to balance workers' rights and employers' interests in an environment of social justice and harmony.
- It consolidates and rationalizes outdated labour laws into five core acts governing industrial relations, employment, safety, human resources, and welfare.
- The policy expands social security coverage, establishes a national minimum wage of Rs. 7,000, and regularizes contract workers in the public sector.
- It also aims to improve conditions for women, young, informal, and agricultural workers and eliminate child and bonded labour.
Locate information on your organization's diversity policy. You may need to interview your organization's diversity officer or human resources manager to obtain this information. If you are unable to find or use information about your organization, you may research another company's diversity policy.
The document discusses equal employment opportunity (EEO) laws and policies in Pakistan. It outlines anti-discrimination provisions in the 1973 constitution and key points of the Labor Welfare Package 2000 and Labor Policy 2002. These policies promote equal pay, maternity benefits, and banning discrimination based on gender, sex, or disability status. However, the document notes that while legislation has improved, implementation remains a challenge due to lack of awareness about EEO rights and continued gender discrimination in employment.
The document discusses definitions and criteria for calculating minimum wage according to the United Nations and International Labour Organization. It outlines that minimum wage should provide a decent living for workers and their families and be set above the poverty line. It also discusses different methods of minimum wage payment and considerations for implementing minimum wage policies, including the need for awareness programs, governmental incentives, and effective monitoring systems.
The Department of Labor, (DOL) currently administers and enforces more than 180 federal laws. These laws cover a multitude of work place activities; affecting 10 million employers and their estimated 125 million employees. This information will acquaint you with some of the major labor laws, such as FMLA, ADA, and FLSA.
This webinar was posted on February 29, 2012 and presented by Nancy Edwards, SPHR, HR Manager.
In Geneva, 1973, the first attempt after Fifty years from 1919 to set standards for child employment, although there are strengths to the convention, limitations took place as well.
Chicago style essay report on employment relations issues relating to aged ...CustomEssayOrder
The document discusses employment relations issues related to aging workers in Singapore, including the government extending the retirement age to address labor shortages due to restrictions on foreign workers and an aging population. Employers argue that older workers are less productive and advocate reducing their pay, while the government penalizes age discrimination and requires retaining older workers. Overall the government is implementing policies to reduce reliance on foreign workers and increase employment opportunities for citizens.
This document provides information about Idaho labor laws. It summarizes Idaho's minimum wage rate of $7.25 per hour and exemptions from minimum wage. Tipped employees must earn at least $7.25 per hour through tips and cash wages. Overtime is required for hours worked over 40 in a workweek at 1.5 times the regular rate of pay, with some exemptions listed. Child labor laws and record keeping requirements are also outlined. Contact information is provided for the Idaho Department of Labor and U.S. Department of Labor offices that enforce these laws.
Implementing Directive Principles to Promote better Livelihood Conditions, Pu...IJARIIT
Our Country has progressed and developed in the world as an important Nation, but till today we are far away
from achieving better livelihood conditions public health and assistance. Therefore the article mainly focuses on implementing
Directive Principles to promote and distribute natural resources as the State legally owns these natural resources on behalf of
the actual owner the people. The article explains that these principles impose certain obligations on the State to take positive
action in certain directions to promote the welfare of the people and achieve socio-economic rights and to set of instructions to
Lawmakers and Executive. The article also explains that these Directive Principles of State policy in our Constitution are
made on - justifiable directly but indirectly these principles are fundamental in the governance of the country in making laws.
Thus Article concludes to achieve the goals enshrined in the Constitution directly or indirectly that is the spiritual essence of
our Constitution.
The document discusses employment policies and rural employment schemes in India. It defines employment and national employment policy, outlining their objectives to promote employment opportunities. It describes the types of policies companies implement, such as leave policies and performance management. It discusses major rural employment guarantee programs in India, such as MGNREGA which guarantees 100 days of employment per year. Overall, the document provides an overview of employment policies and key rural job schemes aimed at promoting employment in India.
Human rights legislation protects workers from discrimination and unfair treatment in the workplace. Laws guarantee minimum working conditions regarding work hours, leave, and health and safety. Additional laws promote equal opportunity, prohibit unfair discrimination based on attributes like race and gender, and protect workers' rights to organize through unions. Employers must comply with these human rights and labor laws.
The labor market in Spain has high unemployment rates, especially among youth and women. Unemployment has increased since 2006 due to economic crisis but has recently declined slightly. Most contracts are temporary rather than permanent, lacking job security. Unemployment benefits are provided based on contribution periods and income qualifications, with various aid programs for those who exhaust benefits.
This chapter discusses employment and labor law. It covers the theory of employment at-will, exceptions to at-will employment like public policy and good cause exceptions, determining employment status, laws around pay and benefits, worker safety, privacy, an overview of labor law, the collective bargaining process, and job actions, strikes and lockouts.
The document discusses various labour laws in India including those related to wages, social security, and industrial relations. It provides details about the Payment of Wages Act, Minimum Wages Act, Employees' Provident Fund & Miscellaneous Provisions Act, and Employees' State Insurance Act. These laws govern issues like minimum wages, working hours, social security benefits, and compliance requirements for employers like maintaining proper records and making timely contributions. The document also categorizes different labour laws and outlines the purpose, applicability and key compliance aspects of the aforementioned acts.
The document summarizes key aspects of several Indian labor laws:
1) The Minimum Wages Act establishes minimum wage rates to prevent exploitation and applies to permanent, contract, and casual workers.
2) The Payment of Wages Act regulates wage payment, deductions, and timing to ensure timely and full payment.
3) The Equal Remuneration Act provides for equal pay for equal work between men and women to prevent gender-based discrimination.
4) The Employee State Insurance Act and Employees' Provident Fund Act establish social security schemes administered by autonomous bodies that provide medical, pension and other benefits funded by mandatory employer and employee contributions.
LEGAL PROTECTION FOR WOMEN IN THE WORK PLACEMrinaliniR3
Important Indian laws that provide legal protection for women in their workplace.
Maternity Benefit Act(2017) ,Sexual Harassment of Women in Workplace ,Equal Remuneration Act ,Laws protecting women working night shifts.
The document summarizes the key provisions of the Domestic Workers Act or Batas Kasambahay (Republic Act No. 10361) and its Implementing Rules and Regulations. It defines domestic workers or kasambahay and outlines their rights such as minimum wage, rest periods, leave benefits, and social security coverage. It also discusses employers' responsibilities regarding contracts, wages, treatment of workers, and prohibited acts. Procedures for disputes, reporting abuse cases, and penalties for violations are also summarized.
The Association of Home-based Workers in Bulgaria was registered in 2002 and strives to organize events that provide information to home-based workers and help qualify unemployed individuals. It conducts research and organizes courses and conferences to promote home-based work. Problems facing home-based workers in Bulgaria include lack of regulation, social protections, and fair treatment. The Association has established local centers and aims to support over 250 home-based workers through employment assistance, shops to sell their goods, and training programs. Future goals include further developing the legal framework and social protections for home-based labor.
Irh 833 retirement and pension administration Anya Josephine
The document provides an overview of retirement and pension administration in Nigeria. It defines key terms like retirement and pension. It discusses the history of pensions in Nigeria which originated from British colonial rule. It describes the pre-2004 pension system, the issues with it, and the 2004 Pension Reform Act which aimed to address these issues by creating a unified contributory system. The 2014 Pension Reform Act is also briefly mentioned.
The document discusses compensation and organization. Some key points:
1) Compensation motivates employees and ties them to employers. It includes both monetary and non-monetary benefits.
2) A good compensation package is important to attract talented employees and improve productivity. Compensation helps organizations achieve their goals.
3) Setting the minimum wage involves balancing the interests of employers, employees, and government. The government oversees industrial relations and ensures rights and protections for both parties.
The Shops and Establishments Act, 1953 provides statutory obligations and rights to employees and employers in the unorganized sector of employment like shops and establishments. It is applicable to all persons employed in an establishment except family members and each state has its own rules for implementing the Act. The Act mandates registration of shops/establishments within 30 days of starting and communication of closures within 15 days. It also specifies guidelines for working hours, leave, employment of women and children, and obligations of employers and employees.
The document discusses labour policies and legislation. It provides details on common aspects of labour policies such as employment contracts, minimum wage, working hours and overtime regulations, health and safety standards, protections against discrimination and harassment, employee benefits, collective bargaining rights, unemployment benefits, and prohibitions against child and forced labour. It also outlines the objectives of labour legislation such as establishing social and economic justice, protecting vulnerable workers, maintaining industrial peace, and improving labour standards. Finally, it categorizes labour legislation into regulatives, protective, wage-related, social security, and welfare types.
The shops and establishments act, 1953Tanuj Poddar
The Shops and Establishments Act, 1953 provides statutory obligations and rights for employees and employers in the unorganized sector of employment, such as shops and establishments. It requires registration of shops/establishments within 30 days of starting work and communication of closures within 15 days. The Act lays down guidelines for work hours, leave, holidays, overtime work, employment of women and children, and maintenance of records. States have their own rules for implementing the Act, which applies to all wage earners except family members.
This document discusses the Occupational Safety and Health Act, which was enacted in 1970 to ensure safe and healthy working conditions. It applies to most private employers and employees but excludes self-employed individuals, family farms, and workers covered by other safety laws like mining. Employers that do not comply can face penalties like fines up to $25,000 or $500,000 for individuals and corporations respectively. The purpose of the act is to create a safe work environment and protect workers' health.
This document summarizes key considerations for implementing a parental leave policy. It discusses what parental leave is, common parental leave policies at major companies, and laws governing parental leave like FMLA. It provides best practices for drafting a policy, such as allowing different amounts of leave for physical recovery from childbirth versus bonding leave. The document emphasizes that parental leave policies must be applied equally to men and women to avoid discrimination claims.
Labor relations refers to the relationships between employees and management. It covers the relationship between management and labor unions in unionized companies. A key role of personnel managers is to administer collective bargaining contracts with unions and solve problems that arise regarding labor legislation. Labor disputes arise due to dissatisfaction, irritation, complaints, grievances, or misunderstandings between employees and employers. Unions aim to promote and protect the mutual interests of workers through collective bargaining. They negotiate employment contracts with management and handle member complaints and grievances.
In Geneva, 1973, the first attempt after Fifty years from 1919 to set standards for child employment, although there are strengths to the convention, limitations took place as well.
Chicago style essay report on employment relations issues relating to aged ...CustomEssayOrder
The document discusses employment relations issues related to aging workers in Singapore, including the government extending the retirement age to address labor shortages due to restrictions on foreign workers and an aging population. Employers argue that older workers are less productive and advocate reducing their pay, while the government penalizes age discrimination and requires retaining older workers. Overall the government is implementing policies to reduce reliance on foreign workers and increase employment opportunities for citizens.
This document provides information about Idaho labor laws. It summarizes Idaho's minimum wage rate of $7.25 per hour and exemptions from minimum wage. Tipped employees must earn at least $7.25 per hour through tips and cash wages. Overtime is required for hours worked over 40 in a workweek at 1.5 times the regular rate of pay, with some exemptions listed. Child labor laws and record keeping requirements are also outlined. Contact information is provided for the Idaho Department of Labor and U.S. Department of Labor offices that enforce these laws.
Implementing Directive Principles to Promote better Livelihood Conditions, Pu...IJARIIT
Our Country has progressed and developed in the world as an important Nation, but till today we are far away
from achieving better livelihood conditions public health and assistance. Therefore the article mainly focuses on implementing
Directive Principles to promote and distribute natural resources as the State legally owns these natural resources on behalf of
the actual owner the people. The article explains that these principles impose certain obligations on the State to take positive
action in certain directions to promote the welfare of the people and achieve socio-economic rights and to set of instructions to
Lawmakers and Executive. The article also explains that these Directive Principles of State policy in our Constitution are
made on - justifiable directly but indirectly these principles are fundamental in the governance of the country in making laws.
Thus Article concludes to achieve the goals enshrined in the Constitution directly or indirectly that is the spiritual essence of
our Constitution.
The document discusses employment policies and rural employment schemes in India. It defines employment and national employment policy, outlining their objectives to promote employment opportunities. It describes the types of policies companies implement, such as leave policies and performance management. It discusses major rural employment guarantee programs in India, such as MGNREGA which guarantees 100 days of employment per year. Overall, the document provides an overview of employment policies and key rural job schemes aimed at promoting employment in India.
Human rights legislation protects workers from discrimination and unfair treatment in the workplace. Laws guarantee minimum working conditions regarding work hours, leave, and health and safety. Additional laws promote equal opportunity, prohibit unfair discrimination based on attributes like race and gender, and protect workers' rights to organize through unions. Employers must comply with these human rights and labor laws.
The labor market in Spain has high unemployment rates, especially among youth and women. Unemployment has increased since 2006 due to economic crisis but has recently declined slightly. Most contracts are temporary rather than permanent, lacking job security. Unemployment benefits are provided based on contribution periods and income qualifications, with various aid programs for those who exhaust benefits.
This chapter discusses employment and labor law. It covers the theory of employment at-will, exceptions to at-will employment like public policy and good cause exceptions, determining employment status, laws around pay and benefits, worker safety, privacy, an overview of labor law, the collective bargaining process, and job actions, strikes and lockouts.
The document discusses various labour laws in India including those related to wages, social security, and industrial relations. It provides details about the Payment of Wages Act, Minimum Wages Act, Employees' Provident Fund & Miscellaneous Provisions Act, and Employees' State Insurance Act. These laws govern issues like minimum wages, working hours, social security benefits, and compliance requirements for employers like maintaining proper records and making timely contributions. The document also categorizes different labour laws and outlines the purpose, applicability and key compliance aspects of the aforementioned acts.
The document summarizes key aspects of several Indian labor laws:
1) The Minimum Wages Act establishes minimum wage rates to prevent exploitation and applies to permanent, contract, and casual workers.
2) The Payment of Wages Act regulates wage payment, deductions, and timing to ensure timely and full payment.
3) The Equal Remuneration Act provides for equal pay for equal work between men and women to prevent gender-based discrimination.
4) The Employee State Insurance Act and Employees' Provident Fund Act establish social security schemes administered by autonomous bodies that provide medical, pension and other benefits funded by mandatory employer and employee contributions.
LEGAL PROTECTION FOR WOMEN IN THE WORK PLACEMrinaliniR3
Important Indian laws that provide legal protection for women in their workplace.
Maternity Benefit Act(2017) ,Sexual Harassment of Women in Workplace ,Equal Remuneration Act ,Laws protecting women working night shifts.
The document summarizes the key provisions of the Domestic Workers Act or Batas Kasambahay (Republic Act No. 10361) and its Implementing Rules and Regulations. It defines domestic workers or kasambahay and outlines their rights such as minimum wage, rest periods, leave benefits, and social security coverage. It also discusses employers' responsibilities regarding contracts, wages, treatment of workers, and prohibited acts. Procedures for disputes, reporting abuse cases, and penalties for violations are also summarized.
The Association of Home-based Workers in Bulgaria was registered in 2002 and strives to organize events that provide information to home-based workers and help qualify unemployed individuals. It conducts research and organizes courses and conferences to promote home-based work. Problems facing home-based workers in Bulgaria include lack of regulation, social protections, and fair treatment. The Association has established local centers and aims to support over 250 home-based workers through employment assistance, shops to sell their goods, and training programs. Future goals include further developing the legal framework and social protections for home-based labor.
Irh 833 retirement and pension administration Anya Josephine
The document provides an overview of retirement and pension administration in Nigeria. It defines key terms like retirement and pension. It discusses the history of pensions in Nigeria which originated from British colonial rule. It describes the pre-2004 pension system, the issues with it, and the 2004 Pension Reform Act which aimed to address these issues by creating a unified contributory system. The 2014 Pension Reform Act is also briefly mentioned.
The document discusses compensation and organization. Some key points:
1) Compensation motivates employees and ties them to employers. It includes both monetary and non-monetary benefits.
2) A good compensation package is important to attract talented employees and improve productivity. Compensation helps organizations achieve their goals.
3) Setting the minimum wage involves balancing the interests of employers, employees, and government. The government oversees industrial relations and ensures rights and protections for both parties.
The Shops and Establishments Act, 1953 provides statutory obligations and rights to employees and employers in the unorganized sector of employment like shops and establishments. It is applicable to all persons employed in an establishment except family members and each state has its own rules for implementing the Act. The Act mandates registration of shops/establishments within 30 days of starting and communication of closures within 15 days. It also specifies guidelines for working hours, leave, employment of women and children, and obligations of employers and employees.
The document discusses labour policies and legislation. It provides details on common aspects of labour policies such as employment contracts, minimum wage, working hours and overtime regulations, health and safety standards, protections against discrimination and harassment, employee benefits, collective bargaining rights, unemployment benefits, and prohibitions against child and forced labour. It also outlines the objectives of labour legislation such as establishing social and economic justice, protecting vulnerable workers, maintaining industrial peace, and improving labour standards. Finally, it categorizes labour legislation into regulatives, protective, wage-related, social security, and welfare types.
The shops and establishments act, 1953Tanuj Poddar
The Shops and Establishments Act, 1953 provides statutory obligations and rights for employees and employers in the unorganized sector of employment, such as shops and establishments. It requires registration of shops/establishments within 30 days of starting work and communication of closures within 15 days. The Act lays down guidelines for work hours, leave, holidays, overtime work, employment of women and children, and maintenance of records. States have their own rules for implementing the Act, which applies to all wage earners except family members.
This document discusses the Occupational Safety and Health Act, which was enacted in 1970 to ensure safe and healthy working conditions. It applies to most private employers and employees but excludes self-employed individuals, family farms, and workers covered by other safety laws like mining. Employers that do not comply can face penalties like fines up to $25,000 or $500,000 for individuals and corporations respectively. The purpose of the act is to create a safe work environment and protect workers' health.
This document summarizes key considerations for implementing a parental leave policy. It discusses what parental leave is, common parental leave policies at major companies, and laws governing parental leave like FMLA. It provides best practices for drafting a policy, such as allowing different amounts of leave for physical recovery from childbirth versus bonding leave. The document emphasizes that parental leave policies must be applied equally to men and women to avoid discrimination claims.
Labor relations refers to the relationships between employees and management. It covers the relationship between management and labor unions in unionized companies. A key role of personnel managers is to administer collective bargaining contracts with unions and solve problems that arise regarding labor legislation. Labor disputes arise due to dissatisfaction, irritation, complaints, grievances, or misunderstandings between employees and employers. Unions aim to promote and protect the mutual interests of workers through collective bargaining. They negotiate employment contracts with management and handle member complaints and grievances.
THE HOME WORK IS Your topic and the sources you have chosen to us.docxSUBHI7
THE HOME WORK IS "
Your topic and the sources you have chosen to use for your Library Research Project are due this week. For each source you must include a brief statement as to why you chose each source and what content you will use from it to support your topic
."
THIS ARE THE TOPIC SELECTION ONE NEEDS TO BE CHOSEN:
Select a federal or state legislation related to fair employment practices from the following topic selections:
Social Security Act, 1935.
The Social Security Act was signed into law by President Roosevelt on August 14, 1935. In addition to several provisions for general welfare, the new Act created a social insurance program designed to pay retired workers age 65 or older a continuing income after retirement.
Fair Labor Standards Act, FSLA, 1938.
The Fair Labor Standards Act (FLSA) establishes certain minimum requirements for wages, hours of work, premium overtime, and payroll records. The FLSA identifies two types of employees: non-exempt employees and exempt employees.
Civil Rights Act, 1964. Title VII.
Title VII prohibits employment discrimination based on race, color, religion, sex and national origin.
T
he Federal Americans with Disabilities Act (ADA)
The Federal Americans with Disabilities Act (ADA) is the Federal Law that makes it illegal for employers to discriminate on the basis of a disability. It makes it illegal for an employer to discriminate against a qualified individual with a disability in job application procedures; the hiring, advancement, or discharge of employees; employee compensation; job training; or other terms, conditions, and privileges of employment, because of the individual disability.
Age Discrimination in Employment Act, 1967.
Employers are prohibited by the Age Discrimination in Employment Act from discriminating against workers who are 40 years of age or older. The ADEA's purpose is "to promote the employment of older persons based on their ability rather than age; prohibit arbitrary age discrimination in employment; to help employers and workers find ways of meeting problems arising from the impact of age on employment."
Family Medical Leave Act, FMLA, 1993.
This law, passed by Congress in 1993, requires certain employers to give their workers up to 12 weeks off per year to care for a seriously ill family members, recuperate from their own serious illness or take care of a newborn or newly adopted child. When they return from leave, these workers have the right to be reinstated to their old position
THEN SOURCES NEED TO BE CHOSEN AND THESE ARE THE QUESTIONS YOU NEED TO
KEEP IN MIND
(NOT ANSWER THEM)
WHEN CHOOSING THE SOURCES:
Use library resources to research the following:
What is the Act you have chosen and when was it enacted?
What is required by employers to be in compliance with the Act? What are the employee rights under the Act?
What was the purpose and/or intent of the Act established by the state or federal government? Identify social/economic benefits.
Who benefits .
The document discusses the history of paid leave policies in the United States, beginning in the early 20th century when President Taft proposed mandatory paid vacations that failed to pass. It then provides an overview of the development of laws and policies regarding paid sick leave, vacation, and other time off through the present day, including the Family Medical Leave Act, pending federal legislation, and state laws mandating certain benefits. The presentation also covers best practices for employers in designing and administering their own paid time off policies.
The document summarizes several major US employment laws and regulations, including:
- The Fair Labor Standards Act of 1938, which requires minimum wage and overtime pay for employees of companies with 2 or more employees.
- Title VII of the Civil Rights Act of 1967, which prohibits discrimination based on race, color, religion, sex, or national origin for companies with 15 or more employees.
- The Age Discrimination in Employment Act of 1967, which prohibits age discrimination for companies with 20 or more employees.
- The Family and Medical Leave Act of 1993, which requires unpaid protected leave for childbirth, family or medical issues for companies with 50 or more employees.
FLSA 101 The Fair Labor Standards Act (e-book)Ross Brand
The document provides an overview of the Fair Labor Standards Act (FLSA), which establishes minimum wage, overtime pay, recordkeeping, and youth employment standards. It discusses the history and purpose of the FLSA, key aspects such as covered businesses and exemptions, and how the Department of Labor administers and enforces the act. It also summarizes requirements around minimum wage, overtime pay, child labor provisions, and distinguishing employees from independent contractors.
This document summarizes new issues related to family responsibilities discrimination for employers. It discusses the EEOC's expanded view of protections for employees with caregiving responsibilities. Family responsibilities discrimination includes discrimination related to pregnancy, maternity leave, caring for children or elderly parents, and can include gender, racial, or disability-related discrimination. Litigation over family responsibilities discrimination has increased 400% in the past decade, with employees winning about half of cases and average verdicts over $500,000. The document advises employers to be aware and concerned about this developing area of discrimination law.
This document summarizes key workplace laws in the United States, including those that prohibit discrimination, ensure fair compensation and benefits, protect employee safety, and regulate employer-employee and employer-union relations. Major laws discussed include the Civil Rights Act, Americans with Disabilities Act, Fair Labor Standards Act, Family Medical Leave Act, Occupational Safety and Health Act, National Labor Relations Act, and others. The goals, requirements, and responsibilities established by these laws aim to balance employee protections with allowing employers to operate businesses effectively.
The document summarizes considerations for implementing a parental leave policy. It discusses what parental leave is, relevant laws, trends in parental leave policies at major companies, and best practices. Key points include that employers are not required to offer paid leave but it can help with recruitment and retention. Policies should treat pregnancy-related leave differently than bonding leave and provide equal benefits to men and women for bonding leave.
The document discusses employee relations and labor law frameworks. It defines employee relations as managing employer-employee relationships to treat employees fairly and prevent problems. Labor law regulates employment through collective bargaining between employers, unions and individual employment contracts. Collective law covers trade unions and workplace participation. Individual law governs employment terms, wages, hours, health and safety, and prohibits discrimination. The document specifically discusses equal pay laws aimed at addressing gender pay gaps.
The document summarizes several US employment and anti-discrimination laws. It provides an overview of Title VII, which prohibits discrimination based on race, color, religion, sex or national origin; the Equal Pay Act, which prohibits sex-based wage discrimination; the Age Discrimination in Employment Act; the Americans with Disabilities Act; the Family and Medical Leave Act; the Fair Labor Standards Act; COBRA; HIPAA; and the Sarbanes-Oxley Act. For each law, it outlines what the law prohibits and defines covered employers.
This document discusses key aspects of employee relations law and changing management practices. It covers the framework of collective labor law which deals with trade unions, workplace participation and information/consultation. Individual labor law regulates the employment contract and covers terms like minimum wage, living wage, working hours, health and safety, and prohibitions on discrimination. Equal pay laws aim to address gender discrimination by requiring equal pay for equal work between men and women. The document notes some countries have moved faster than others in reducing gender pay gaps.
The document provides an overview of key employment laws and protections in the United States, including the Fair Labor Standards Act (FLSA), Family Medical Leave Act (FMLA), Occupational Safety and Health Act (OSHA), and Employee Retirement Income Security Act (ERISA). It discusses the FLSA's establishment of minimum wage, overtime pay, and anti-discrimination standards. It outlines FMLA provisions for unpaid leave. It describes OSHA's requirements for employers to provide safe workplaces and its enforcement procedures. Finally, it examines ERISA's regulation of private sector employee benefit plans.
The document provides an overview of key employment laws and protections in the United States, including the Fair Labor Standards Act (FLSA), Family Medical Leave Act (FMLA), Occupational Safety and Health Act (OSHA), and Employee Retirement Income Security Act (ERISA). It discusses the FLSA's establishment of minimum wage, overtime pay, and anti-discrimination standards. It outlines FMLA provisions for unpaid leave. It describes OSHA's requirements for employers to provide safe workplaces and its enforcement procedures. Finally, it examines ERISA's regulation of private sector employee benefit plans.
UBC Phar400-Employment Law & Interviewing 31Oct2014Gerry Spitzner
Overview of Canadian and BC employment law presented to 4th year UBC Pharmacy students. How it relates to the Pharmacy workplace, recruiting and interviewing to help students prepare their mid-term job description assignment.
A friendly work environment, on the other hand, can motivate employees, extract the best out of them and can make work a play drill. In addition, it also encourages team bonding and team collaboration and whoosh! Success, success and success in all projects, challenges and even at daily tasks.
Similar to United States Employment Law by Brandon L. Blankenship (20)
Ethics and the impact of unconscious bias on investigations brandon l-blanken...Brandon L. Blankenship
Presented at the MCJEA 5th Annual Criminal Justice Investigator Seminar :Terrorism, Implicit Bias and De-escellation in Investigations
Brandon L. Blankenship serves as an assistant professor in the Department of Criminal Justice at the University of Alabama at Birmingham where he teaches law and ethics. He also is an instructor for continuing professional education including courses he designed such as Enemy in the Camp for attorneys and Forging Future Leaders: Restoring Classrooms and Communities for secondary educators. Brandon regularly writes on the legal services industry and multi-plaintiff litigation. He received his law degree from Thomas Goode Jones School of Law where he was a member of the Jones Law Review.
The second section on 14th Amendment looking at equal protection clause through Brown v. Board of Education (1). Discriminatory impact resulting from racial impact. Due process as expressed through right to privacy (body integrity) through Roe v. Wade. Right to live vs. right to die. Expansion of right to privacy through Obergefell.
The American Experiment to "secure the Blessings of Liberty to ourselves and our Posterity" fleshing out through 14th Amendment, historical context, privileges and immunities clause, citizenship clause, equal protection clause, and due process clause. Illustrated through Gore v. Bush.
The document discusses substantive and procedural due process. It defines substantive due process as protecting fundamental rights outlined in the Constitution as well as other rights determined by the Supreme Court. These include rights like privacy, travel, and marriage. It also discusses how the right to contract was once a fundamental right but is now evaluated under a lower standard. Procedural due process requires fair procedures, such as notice and unbiased hearings, before the government can deprive someone of life, liberty, or property. It lists specific procedural rights like presenting evidence and cross-examining witnesses.
Illustrating the expansion of civil liberties from de jure to de facto protections. The distinction between civil rights and civil liberties. Case summaries illustrating facially neutral and constitutionally invalid holdings: Yick Wo v. Hopkins, Washington v. Davis, Bradley v. Pizzaco of Nebraska, Fitzpatrick v. City of Atlanta, and Gratz v. Bollinger.
Definition of Interpretivism in context of natural law (ius naturale, lex naturalis), legal positivism, the intersection of law, morality and ethics. The hermeneutic challenges caused by history, language and culture.
Considers the idea of personhood through the lens of Planned Parenthood vs. Casey. Quotes Supreme Court's mystery of life phrase. Family, parenthood and bodily integrity are fundamental rights under American Jurisprudence.
Expanding fundamental constitutional rights through the Fourteenth Amendment. The distinction between Dejure and De facto. The distinction between civil rights and civil liberties. Yick Wo v. Hopkins illustration of disparate impact of licensing laundries. Washington v. Davis illustration of disparate impact based on culturally biased employment application test. Bradley v. Pizzaco of Neb. illustration of disparate impact based on neutral requirement to be clean shaven. Gratz v. Bollinger illustration of disparate impact in college admission practices.
Protecting Defendants
UAB PSC 381 Bill of Rights
Rochin v. California, 342 U.S. 165 (1952)
Schmerber v. California, 384 U.S. 757 (1966)
Griswold v. Connecticut, 381 U.S. 479 (1965)
Loving v. Virginia, 388 U.S. 1 (1967)
Bowers v. Hardick
Lawrence v. Texas, 539 U.S. 558 (2003)
Rights of the Accused
UAB PSC 381 Bill of Rights
Fifth Amendment, Sixth Amendment, Eighth Amendment
Right to counsel failure for Scottsboro Boys,
Right to counsel guaranteed where liberty is at stake.
Sangyun Lee, 'Why Korea's Merger Control Occasionally Fails: A Public Choice ...Sangyun Lee
Presentation slides for a session held on June 4, 2024, at Kyoto University. This presentation is based on the presenter’s recent paper, coauthored with Hwang Lee, Professor, Korea University, with the same title, published in the Journal of Business Administration & Law, Volume 34, No. 2 (April 2024). The paper, written in Korean, is available at <https://shorturl.at/GCWcI>.
Business law for the students of undergraduate level. The presentation contains the summary of all the chapters under the syllabus of State University, Contract Act, Sale of Goods Act, Negotiable Instrument Act, Partnership Act, Limited Liability Act, Consumer Protection Act.
Genocide in International Criminal Law.pptxMasoudZamani13
Excited to share insights from my recent presentation on genocide! 💡 In light of ongoing debates, it's crucial to delve into the nuances of this grave crime.
The Future of Criminal Defense Lawyer in India.pdfveteranlegal
https://veteranlegal.in/defense-lawyer-in-india/ | Criminal defense Lawyer in India has always been a vital aspect of the country's legal system. As defenders of justice, criminal Defense Lawyer play a critical role in ensuring that individuals accused of crimes receive a fair trial and that their constitutional rights are protected. As India evolves socially, economically, and technologically, the role and future of criminal Defense Lawyer are also undergoing significant changes. This comprehensive blog explores the current landscape, challenges, technological advancements, and prospects for criminal Defense Lawyer in India.
Synopsis On Annual General Meeting/Extra Ordinary General Meeting With Ordinary And Special Businesses And Ordinary And Special Resolutions with Companies (Postal Ballot) Regulations, 2018
Guide on the use of Artificial Intelligence-based tools by lawyers and law fi...Massimo Talia
This guide aims to provide information on how lawyers will be able to use the opportunities provided by AI tools and how such tools could help the business processes of small firms. Its objective is to provide lawyers with some background to understand what they can and cannot realistically expect from these products. This guide aims to give a reference point for small law practices in the EU
against which they can evaluate those classes of AI applications that are probably the most relevant for them.
Lifting the Corporate Veil. Power Point Presentationseri bangash
"Lifting the Corporate Veil" is a legal concept that refers to the judicial act of disregarding the separate legal personality of a corporation or limited liability company (LLC). Normally, a corporation is considered a legal entity separate from its shareholders or members, meaning that the personal assets of shareholders or members are protected from the liabilities of the corporation. However, there are certain situations where courts may decide to "pierce" or "lift" the corporate veil, holding shareholders or members personally liable for the debts or actions of the corporation.
Here are some common scenarios in which courts might lift the corporate veil:
Fraud or Illegality: If shareholders or members use the corporate structure to perpetrate fraud, evade legal obligations, or engage in illegal activities, courts may disregard the corporate entity and hold those individuals personally liable.
Undercapitalization: If a corporation is formed with insufficient capital to conduct its intended business and meet its foreseeable liabilities, and this lack of capitalization results in harm to creditors or other parties, courts may lift the corporate veil to hold shareholders or members liable.
Failure to Observe Corporate Formalities: Corporations and LLCs are required to observe certain formalities, such as holding regular meetings, maintaining separate financial records, and avoiding commingling of personal and corporate assets. If these formalities are not observed and the corporate structure is used as a mere façade, courts may disregard the corporate entity.
Alter Ego: If there is such a unity of interest and ownership between the corporation and its shareholders or members that the separate personalities of the corporation and the individuals no longer exist, courts may treat the corporation as the alter ego of its owners and hold them personally liable.
Group Enterprises: In some cases, where multiple corporations are closely related or form part of a single economic unit, courts may pierce the corporate veil to achieve equity, particularly if one corporation's actions harm creditors or other stakeholders and the corporate structure is being used to shield culpable parties from liability.
What are the common challenges faced by women lawyers working in the legal pr...lawyersonia
The legal profession, which has historically been male-dominated, has experienced a significant increase in the number of women entering the field over the past few decades. Despite this progress, women lawyers continue to encounter various challenges as they strive for top positions.
Defending Weapons Offence Charges: Role of Mississauga Criminal Defence LawyersHarpreetSaini48
Discover how Mississauga criminal defence lawyers defend clients facing weapon offence charges with expert legal guidance and courtroom representation.
To know more visit: https://www.saini-law.com/
सुप्रीम कोर्ट ने यह भी माना था कि मजिस्ट्रेट का यह कर्तव्य है कि वह सुनिश्चित करे कि अधिकारी पीएमएलए के तहत निर्धारित प्रक्रिया के साथ-साथ संवैधानिक सुरक्षा उपायों का भी उचित रूप से पालन करें।
Matthew Professional CV experienced Government LiaisonMattGardner52
As an experienced Government Liaison, I have demonstrated expertise in Corporate Governance. My skill set includes senior-level management in Contract Management, Legal Support, and Diplomatic Relations. I have also gained proficiency as a Corporate Liaison, utilizing my strong background in accounting, finance, and legal, with a Bachelor's degree (B.A.) from California State University. My Administrative Skills further strengthen my ability to contribute to the growth and success of any organization.
2. ● Under common law, employment is “at will.”
● Goal is to remedy the “inequality of bargaining power” between
employers and employees.
● Sets minimum social and economic rights of employees.
● Does not require paid holidays.
● Does not require paid family leave.
Federal Law Sets Minimum Standards
3. ● Federal law only establishes the floor of how employers may
treat employees, States may raise the floor.
● For example,
○ As of December 2016, 22 States had passed laws
protecting employees against discrimination based on
sexual orientation or identity.
States May Raise the Standards
4. ● Protects the rights of employees to organize into trade unions;
● Encourages collective bargaining;
● Empowers employees to strike;
● Created the National Labor Relations Board.
The Act does not apply to:
● Workers who are covered by the Railway Labor Act;
● Agricultural or domestic employees;
● Federal, state or local government workers;
● Supervisors and some close relatives of individual employers.
National Labor Relations Act of 1935
5. ● Establishes a minimum wage floor.
● Discourages more than 40 hour work week.
○ 1.5 Multiplier for every hour over 40.
● Protect children from “oppressive child labor.”
● Only applies to employers engaged in interstate commerce
(which includes creating goods which enter into commerce).
● Protections do not extend to professional, administrative, or
executive employees.
● Protections do not extend to ministers employed by a religious
organization.
Fair Labor Standards Act of 1938
6. ● Employer attempts to wiggle out of coverage usually fail:
○ Independent contractors;
○ Breaking large company into several smaller ones
(Enterprise);
○ Requiring off-the-clock work;
○ Claiming for-profit work as non-profit:
■ Nursing homes;
■ Day cares;
■ Schools;
■ Hospitals and federal governments.
Fair Labor Standards Act (cont’d)
7. ● In 1961, FLSA extended a private right of action for individuals
to sue for backpay.
● In 1965, FLSA expanded to prohibit unequal pay if the basis for
the inequality was gender.
● In 1966, FLSA expanded to cover local government workers
(but not legislative employees).
Fair Labor Standards Act (cont’d)
8. ● As of 1967, protects employees from discrimination based on
age:
○ For employees (or applicants) over 40.
○ Employers can favor workers over 40.
○ ADEA can be violated if the same conduct is applied to all
employees but it has a disparate impact on employees
over 40.
○ ADEA can be violated if the work environment is adverse to
employees over 40 even if the conduct is from non-
employees.
■ Isolated conduct probably does not violate ADEA.
Age Discrimination in Employment Act
9. ● Passed in 1983, was designed to provide migrant and seasonal
farm workers with protections concerning:
○ pay;
○ working conditions; and
○ work-related conditions.
● Requires farm labor contractors to register with the US
Department of Labor and assure necessary protections for
farm workers, agricultural associations, and agricultural
employers.
Migrant and Seasonal Agricultural Worker
Protection Act
10. ● Allows eligible employees to take up to 12 work-weeks of
unpaid leave during any 12-month period:
○ to attend to the serious health condition of the employee,
parent, spouse or child;
○ or for pregnancy or care of a newborn child, for adoption or
foster care of a child.
○ Eligibility requires employment for at least 12 months
(1,250 hours).
○ Some employers exempt:
■ Less than 50 employees;
■ Elected officials.
Family and Medical Leave Act of 1993
11. ● In 2010, Patient Protection and Affordable Care Act expanded
FLSA to require employers to provide a shielded area other
than a restroom for mothers to nurse their children.
● In 2016, President Obama, by presidential memorandum,
expanded FLSA to all employees earning a salary of less than
$913 per week must be paid overtime, effective December 1,
2016. (Currently enjoined pending judicial review).
FLSA Revisited
12. ● Ensure that employers provide employees with an environment
free from recognized hazards, such as:
○ exposure to toxic chemicals;
○ excessive noise levels;
○ mechanical dangers;
○ heat or cold stress;
○ or unsanitary conditions.
● Created the Occupational Safety and Health Administration
(OSHA) and the National Institute for Occupational Safety and
Health (NIOSH).
Occupational Safety and Health Act of 1970
13. ● Prohibits discrimination by covered employers on the basis of
race, color, religion, sex or national origin.
● Many exemptions:
○ Only covers employers "who have fifteen (15) or more
employees for each working day in each of twenty or more
calendar weeks in the current or preceding calendar year;"
○ Does not extend to certain federal employers.
Civil Rights Act of 1964
14. ● Prohibits discrimination against an individual because of his or
her association with another individual of a particular race,
color, religion, sex, or national origin, such as by an interracial
marriage.
● Has been amended to prohibit discrimination based on:
pregnancy, age, and disability.
Civil Rights Act (cont’d)
15. ● Employers shall not discriminate against "a qualified individual
with a disability."
● Applies to job application procedures, hiring, advancement and
discharge of employees, job training, and other terms,
conditions, and privileges of employment.
● Many employers exempt:
○ Employers with less than 15 employees;
○ employment agencies;
○ labor organizations;
○ and joint labor-management committees.
Americans With Disabilities Act of 1990
16. ● Employers required to provide reasonable accommodations,
such as:
○ Special equipment;
○ Special schedule;
○ Special methods of communication;
○ Etc.
Americans With Disabilities Act (cont’d)