People hardly know about different employment laws when they start to do a job. And this may become a cause of many unwanted trouble which they face unknowingly. When people face a problem in workplace then they need to take employment law advice which can give them a legal solution. The employment laws were constituted mainly to protect the workers’ right in work places. But there are some laws which fulfil the interests of employers at workplace as well. In this article you will get to know about employment law for employers which will be beneficial for you at your work place to avoid unwanted legal issues.
Know about employment law for employers
Different employment laws were started to be constituted after industrial revolution and the main purpose of these laws were to protect the rights of workers at their work place and to stop violence on them. These laws are known as employment law for employees. But American employment laws don’t deal with rights of employees only but they also take care of employers’ interests. These laws have created a balanced relationship between employer and workers. In every law you will get some rule for employee and employer and violence of these laws can be punishable. If you are going to join a new office or if you ar4e going to deal with some employees at your office then you need to know about employment law for employees and employers. In these following points you will get an elaborate idea about employment law for employers.
- Sexual harassment
Sexual harassment is one of the most common occurrences at workplaces. If complaints like sexual abuse, sexual blackmailing, unwanted or forceful romance launches against someone at a work place then immediate action should be taken against that person. But proof is needed to blame a person. The employer can take a legal action against that person by terminating him from his workplace. But maximum company keep the investigation secret to protect their company reputation. If you are going through some problem like this at your work place then employment law advice can give you a further solution.
- Termination rule
There are a large number of employees who get terminated every year by their employer because of their saying on social networks. The employees should be conscious about what they are saying at a social or public forum. There is no certain rule for termination in many states where employer can terminate his employee for a reason or no reason at all and those states are known as “right to work” state. But the employees at those states can’t be terminated by the employer if the reason of termination is depending on the protective class of the employee. “Protected concerted activity” can protect an employee when they are discussing about their working atmosphere, their employer, office policies at a social media. But if an employee starts to release his personal frustration regarding the job or if he starts to give negative impacts about the workplace on a social media then it is not protected at all. But if numerous employees collectively complaint against their workplace then it is protected by the law. If an employee is terminated for complaining about work place at social media then he should take an employment advice line which can define him whether his words are protected or not.
- Absent policy for employee
Employer can’t terminate an employee if he is not coming to work for a serious illness but the employee has to be at least one year old at the company and he has to serve for the company at least 1,250 hours in the previous year. The employee with these conditions has a right to take twelve weeks unpaid leave per year if he is suffering from chronic serious illness like Cancer, diabetes, epilepsy, asthma or mental illness. The company will have to have more than 50 employees within 70 mile radius to give this legal facility to their employees. If you are suffering from a serious illness then you may take help from employment advice line to get the facility at your work place and further detail.
Child labour is taken as an offence to protect the life of child and to avoid health issues which is cause of child labour. Children under the age of 12 can’t do a job at a non-agricultural sector for unlimited work hours. Employment law for employer doesn’t allow an employer to use child labour at his non-agricultural sector for an unlimited duty hour except some specific sectors like child acting. Children under the age of 12 can work at agricultural sectors if their parents allow them and out of the school hour.
These are some of basics that you must know about the employment laws to avoid unwanted circumstances and to protect yourself at workplaces.