{"id":48122,"date":"2023-09-23T22:40:00","date_gmt":"2023-09-23T22:40:00","guid":{"rendered":"https:\/\/businessyield.com\/?p=48122"},"modified":"2023-09-27T21:37:45","modified_gmt":"2023-09-27T21:37:45","slug":"federal-laws-that-protect-employees","status":"publish","type":"post","link":"https:\/\/businessyield.com\/management\/federal-laws-that-protect-employees\/","title":{"rendered":"FEDERAL LAWS THAT PROTECT EMPLOYEES: Why Your Boss Cant Mistreat You","gt_translate_keys":[{"key":"rendered","format":"text"}]},"content":{"rendered":"\n
Just in case you didn\u2019t know, there are federal labor laws that protect employees in the workplace. These laws make clear the employee’s rights and obligations, making sure to penalize any party that violates the law. These federal laws, as well as employee rights in the workplace, are what we\u2019ll be talking about in this article.<\/p>\n\n\n\n
There are approximately 180 laws in place to protect workers. These include salary and wage rules, as well as parental leave policies. Some of the most important federal laws that protect American employees in the workplace are listed below:<\/p>\n\n\n\n
The Fair Labor Standards Act (FLSA) requires all American employees to be paid a fair minimum wage for the work they do. This is one of the federal labor laws that protect employees. Since 2009, all private and public employers have been required to pay their employees $7.25 per hour. Thus, making this the minimum wage.<\/p>\n\n\n\n
However, many legislators have pushed to increase this amount over the years. The FLSA also assures that nonexempt employees are reimbursed for overtime labor.<\/p>\n\n\n\n
Minors who choose to work are also protected under this law. Children under the age of 16 are only permitted to work in the nonagricultural department for a limited number of hours per week. Furthermore, children under the age of 18 are not permitted to work in hazardous occupations.<\/p>\n\n\n\n
The Occupational Safety and Health Act of 1970 reduced workplace hazards in the United States (OSHA). The legislation established specific safety provisions focusing on construction, maritime, and agricultural employment. The statute also included a “General Duty Clause.” This is to ensure that no employer may put their workers in obvious danger in the workplace.<\/p>\n\n\n\n
Although it is primarily the responsibility of OSHA to enforce the law, state agencies also play a role in enforcing some provisions. Although these laws protect most employees, those who are self-employed or work on family farms are not covered.<\/p>\n\n\n\n
This is also among the federal labor laws that protect employees in the workplace. In 2010, the Affordable Care Act was passed, making health insurance mandatory for employees in medium and large-sized enterprises.<\/p>\n\n\n\n
Employers with 50 or more full-time employees must provide some type of health insurance. This is in line with the Employer Shared Responsibility Payment clause. Otherwise, these groups will face punishment and a penalty cost. Employees are considered “full-time” if they work at a company for 30 hours or more each week.<\/p>\n\n\n\n
Employee rights in the workplace are something we all know about. But then, ask the ordinary worker to enumerate them in detail, and most will be completely confused. This is a chasm that must be bridged if workers are to feel fully empowered and self-assured in the workplace. So, no matter the sector you work in, let’s go through some of the most fundamental rights you have in the workplace as an employee:<\/p>\n\n\n\n
This is one of the employee rights in the workplace. The right to bodily safety is the most obvious and straightforward of all employee rights. The Occupational Safety and Health Administration (OSHA) is in charge of any infractions involving disease and injury. These include being exposed to poisonous substances or being cut by a blade on the job. Unfortunately, nearly 4,000 people died on the job in 2014, demonstrating the importance of OSHA.<\/p>\n\n\n\n
Federal labor laws are rarely covered in the media. However, several discrimination cases have made local and national headlines in recent years. thus inspiring a fresh interest in social justice across the country. In 2013, the Equal Employment Opportunity Commission (EEOC) received nearly 100,000 complaints. Con Edison paid 3.8 million dollars in 2015 to female employees who complained about continuing sexual harassment, being held to higher evaluation standards than male workers, and being refused training chances, among other things.<\/p>\n\n\n\n
Cases of discrimination may be based on race, gender, handicap, religion, sexual orientation, or age. In fact, it can be based on any characteristic that prevents an employee or job seeker from obtaining the same rights and benefits as others in their position. Aside from monetary penalties, firms who are found guilty are often forced to implement in-house training programs and adjust their current policies to be more equitable and inclusive.<\/p>\n\n\n\n
There’s this concept of “workaholism,” which is often measured by the number of hours worked per week. It is a recurring issue among American workers. According to one research, “in the United States, 85.8 percent of males and 66.5 percent of females work more than 40 hours per week,” putting the country ahead of Australia, Sweden, and Switzerland. And, while working more than 40 hours per week was not uncommon throughout US history, many wonder why we have not yet evolved to a more realistic work-life balance<\/a>.<\/p>\n\n\n\n