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The Robert T. Stafford Disaster Relief and Emergency Assistance Act, commonly known as the Stafford Act, [1] is a 1988 United States federal law designed to bring an orderly and systematic means of federal natural disaster assistance for state and local governments in carrying out their responsibilities to aid citizens. Congress's intention was ...
In 1988 the Stafford Disaster Relief and Emergency Assistance Act became law. The Stafford Act established a system of federal assistance to state and local governments and required all states to prepare individual Emergency Operations Plans. Also, the Stafford Act authorized the Director of FEMA to prepare a Federal Response Plan (FRP). [3]
The Federal Emergency Management Agency (FEMA) is an agency of the United States Department of Homeland Security (DHS), initially created under President Jimmy Carter by Presidential Reorganization Plan No. 3 of 1978 and implemented by two Executive Orders on April 1, 1979. [1]
Remote workers upset about return-to-office rules basically have no legal path against the policies. "Unless there's a protected reason under established law," a worker has no recourse, a lawyer said.
The Employee Rights Act (S.1774), or ERA, is a bill re-introduced to the 115th Congress in the United States Senate on September 7, 2017, by Sen. Orrin G. Hatch [R-UT] and 14 co-sponsors. [1] The bill was referred to the United States Senate Committee on Health, Education, Labor and Pensions . [ 2 ]
When determining what activities workers may partake in without fear of employer retaliation, the Labor Board and courts often must balance the purpose of the act against an employer's property rights and economic interests. [8] To gain the protection of the Act, employees actions must be both protected and concerted. [9]
American consumers and employees are showing strong support for companies who publicly align themselves with and speak out on behalf of the LGBTQ community, according to a new study. The Future of...
Common law agency tests of who is an "employee" take account of an employer's control, if the employee is in a distinct business, degree of direction, skill, who supplies tools, length of employment, method of payment, the regular business of the employer, what the parties believe, and whether the employer has a business. [67]