This Handbook provides an overview of federal laws addressing employer-employee rights and obligations. Information discussed includes wages & hours, discrimination, termination of employment, pension plans and retirement benefits, workplace safety, workers' compensation, unions, the Family and Medical Leave Act, and much more in 25 pages of materials.
Employment Law Handbook With Exercises In Cook
Category:
State:
Multi-State
County:
Cook
Control #:
US-002HB
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Word;
PDF;
Rich Text
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FAQ
Social Security and Medicare. Unemployment insurance. Workers' compensation insurance. Family and Medical Leave Act (FMLA) protections.
Companies that hire full-time employees in the U.S. must provide federally mandated statutory benefits, including Social Security and Medicare, workers' compensation, and unemployment insurance. Employers must also adhere to state-level requirements, which vary from one jurisdiction to the next.
What should not be included in an employee handbook? Legalese. Company procedures, work processes, and job descriptions should not be included so that you will not need to update the entire handbook each time one of these changes. Health and welfare benefits details.
Employers must offer a 4-hour minimum shift. Here are some FAQs on New York Wages and Hour laws.
How to write an employee handbook Include your company's mission statement. Write a brief section on company history. State any legal declarations. Explain your dress code. Include details about work hours. Define duties. Include department-specific policies. Describe company benefits.
Federal statutory legal employee benefits for employers include: Social Security and Medicare. Unemployment insurance. Workers' compensation insurance. Family and Medical Leave Act (FMLA) protections.
Generally, working 32 hours or more weekly may classify an employee as full-time, aligning with the IRS and the Affordable Care Act's criteria, which consider 30 hours a week or 130 hours a month as full-time. For the most accurate definition, consulting directly with the employer in question is advised.
There are no limits on: The number of work hours per day (except for children under 18)
The general rule for training sessions is that if it is required, or mandatory, by the employer, then employees must be compensated. Training is considered mandatory if the work is for your job and under the employer's authority.
The Employment Relations Act 2004 (c. 24) is an Act of the Parliament of the United Kingdom which amended UK law regarding trade union membership and industrial action. The Act also enabled the UK government to make funds available to trade unions and federations of trade unions to modernise their operations.