Employment and Labor Law
Employment and Labor Law
Employment and Labor law initially arose out of protection for employee as a result of the outcomes being one-sided towards employers. There are four categories dealing with employment law. The most famous of these is the Employment at Will which is also known as the Law of Wrongful discharge to many. Pay and Benefits is another category to be mindful of when thinking in terms of Labor Law, this category also includes safety and privacy issues for the employee. The third category deals with Union-management relationship, and last but not least is discrimination and harassment. Who has what responsibility in these sensitive issues is what we are going to discuss within this document.
The famous Employment at-Will is really not what people think. Most think in terms of the employee can quit when they want and the employer can terminate the employee whenever they want without just cause. Employment in simple terms is a contract between an employee and an employer. Employees can have a contract with an employer for a limited period of time such as during the Christmas holidays or maybe even during the summer period when busy periods of consumer purchases are on the rise. Other employment contracts could dictate that the employee has to meet a certain sales quota each month or quarter. If the employee fails to meet the quota, then the contract may stipulate that failure to meet the quota will result in dismissal. Although Employment at Will is defined as an employee quitting anytime without a reason and an employer terminating an employee without just cause, there are exceptions to the case.
Under Title VII of the 1964 Civil Rights Act, employees may not be terminated because of their race, religion, color, national origin and gender. The American Disabilities Act of 1990 includes people with disabilities. Of great interest also is because an employee was exercising their legal right. These can be such cases as filing a workers
Employment and Labor law initially arose out of protection for employee as a result of the outcomes being one-sided towards employers. There are four categories dealing with employment law. The most famous of these is the Employment at Will which is also known as the Law of Wrongful discharge to many. Pay and Benefits is another category to be mindful of when thinking in terms of Labor Law, this category also includes safety and privacy issues for the employee. The third category deals with Union-management relationship, and last but not least is discrimination and harassment. Who has what responsibility in these sensitive issues is what we are going to discuss within this document.
The famous Employment at-Will is really not what people think. Most think in terms of the employee can quit when they want and the employer can terminate the employee whenever they want without just cause. Employment in simple terms is a contract between an employee and an employer. Employees can have a contract with an employer for a limited period of time such as during the Christmas holidays or maybe even during the summer period when busy periods of consumer purchases are on the rise. Other employment contracts could dictate that the employee has to meet a certain sales quota each month or quarter. If the employee fails to meet the quota, then the contract may stipulate that failure to meet the quota will result in dismissal. Although Employment at Will is defined as an employee quitting anytime without a reason and an employer terminating an employee without just cause, there are exceptions to the case.
Under Title VII of the 1964 Civil Rights Act, employees may not be terminated because of their race, religion, color, national origin and gender. The American Disabilities Act of 1990 includes people with disabilities. Of great interest also is because an employee was exercising their legal right. These can be such cases as filing a workers
Cited: Labor, U. D. (2009, September). Employment Law Guide. Retrieved July 23, 2013, from United States Department of Labor: http://www.dol.gov/compliance/guide/ Morgan, J. F. (2012). Business Law 4e. Redding: BVT Publishing. Robert W. Emerson, J. (2009). Business Law. In J. Robert W. Emerson, Business Law. Hauppauge: Barrons 's.