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It also requires employers to provide reasonable accommodations to employees who need them because of a disability to apply for a job, perform the essential functions of a job, or enjoy the benefits and privileges of employment, unless the employer can show that undue hardship will result. There are strict limitations on when an employer can ...
Employment protection legislation (EPL) includes all types of employment protection measures, whether grounded primarily in legislation, court rulings, collectively bargained conditions of employment, or customary practice. [1] The term is common among circles of economists. Employment protection refers both to regulations concerning hiring (e ...
Family & Medical Leave Act of 1993 - enables qualified employees to take prolonged unpaid leave for family and health-related reasons without fear of losing their jobs. For private employers with 15 or more employers; Fourteenth Amendment to the United States Constitution; Fifteenth Amendment to the United States Constitution
Pecuniary future damages and non-pecuniary damages are limited per employee by the size of the employer: [21] For employers with 15–100 employees, the limit is $50,000. For employers with 101–200 employees, the limit is $100,000. For employers with 201–500 employees, the limit is $200,000.
The Worker Adjustment and Retraining Notification Act of 1988 (the "WARN Act") is a U.S. labor law that protects employees, their families, and communities by requiring most employers with 100 or more employees to provide notification 60 calendar days in advance of planned closings and mass layoffs of employees. [1]
Whistleblower protection laws and regulations guarantee freedom of speech for workers and contractors in certain situations. Whistleblowers are protected from retaliation for disclosing information that the employee or applicant reasonably believes provides evidence of a violation of any law, rule, regulation, gross mismanagement, gross waste ...
A majority of employers (63%) say they don’t currently communicate salary ranges to their employees, the Aon study found, and of those who do disclose, 61% only do so when required by law.
In 1974, Congress amended the National Labor Relations Act to protect employees of non-profit hospitals and allow the board to adjudicate their claims. The 1935 Wagner Act had protected non-profit hospital workers, but the Taft–Hartley Act removed those protections in 1947.
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