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Workplaces in the United States must display this poster explaining the Employment Polygraph Protection Act to employees. The Employee Polygraph Protection Act of 1988 (EPPA) is a United States federal law that generally prevents employers from using polygraph (lie detector) tests, either for pre-employment screening or during the course of employment, with certain exemptions.
Expert analysis of the criteria for determining an employee’s exempt classification under state law. Failure to properly classify an employee can be a costly oversight for employers.
Both parties' elaborations of their test, where Groff argued that lower courts should follow the jurisprudence under the Americans with Disabilities Act (ADA) to compel companies to accommodate an employee's religious exemption from work, and conversely, the United States argued that Equal Employment Opportunity Commission's (EEOC) construction ...
In addition, most employees in the legislative branch of the federal government are excepted service employees. Until the Civil Service Due Process Amendments Act of 1990 (Pub. L. No. 101-376, 104 Stat. 461), employees in the excepted service who did not have veteran's preference did not have the right to appeal adverse actions to the United ...
To be exempt as an HCE, an employee must also receive at least the new standard salary amount of $913 per week on a salary or fee basis and pass a minimal duties test. [ 33 ] Although the FLSA ensures minimum wage and overtime pay protections for most employees covered by the Act, some workers, including bona fide EAP employees, are exempt from ...
Department of Labor poster notifying employees of rights under the Fair Labor Standards Act. The Fair Labor Standards Act of 1938 29 U.S.C. § 203 [1] (FLSA) is a United States labor law that creates the right to a minimum wage, and "time-and-a-half" overtime pay when people work over forty hours a week.
The first application of the ministerial exception was in McClure v.Salvation Army, where the Fifth Circuit found in 1972 that an employee could not sue the Salvation Army for violations under Title VII of the Civil Rights Act, stating that the "application of Civil Rights Act provisions relating to equal employment opportunities to relationship of Salvation Army and its officer who was ...
Integrity testing for employment selection became popular during the 1980s. [2] Human Resources personnel found integrity tests were an improvement over polygraph tests. Polygraph tests were no longer able to be used for screening of most future employees in the United States due to the Employee Polygraph Protection Act of 1988 (EPPA). [2]