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 Georgia
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Multi-State
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US-002HB
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FAQ
The Equal Employment Division enforces the Georgia Fair Employment Practices Act by investigating claims of unlawful discrimination made by those seeking employment within State of Georgia government or those that believe they have been discriminated against as an employee within State of Georgia government.
However, when employers do offer short breaks (usually lasting about 5 to 20 minutes), federal law considers the breaks as compensable work hours that would be included in the sum of hours worked during the workweek and considered in determining if overtime was worked.
Neither the Fair Labor Standards Act (FLSA) nor Georgia law require breaks or meal periods be given to workers. However, many employers do provide breaks and meal periods. Breaks of short duration (from 5 to 20 minutes) are common.
Both Georgia statute 19-11-9.2 and the Federal Personal Responsibility and Work Opportunity Reconciliation Act of 1996 require all Georgia employers to report all newly hired employees, including rehires, to the "State New Hire Reporting System". No employers are exempt.
The public-policy exception is the most widely accepted ex- ception, recognized in 43 of the 50 States.
Georgia employee handbook overview Regardless of whether all your employees are located in Georgia or just a few of them, you must provide a handbook that includes Georgia-specific policies to inform your employees about their state-specific rights and policies.
Neither the Fair Labor Standards Act (FLSA) nor Georgia law require breaks or meal periods be given to workers. However, many employers do provide breaks and meal periods. Breaks of short duration (from 5 to 20 minutes) are common.
In Georgia, most workers are usually regarded as employees "at will." This means that the employee works at the will of the employer and the employer can fire the worker at any time, for any reason (just about), and without any notice.
Georgia is an at-will state, and you, as an Employer may determine the terms and conditions of your employment. You may terminate an employee for a good reason or bad reason or no reason at all, as long as you don't violate any anti-discrimination laws, and you may decide the terms and conditions of the employment.
Georgia employers must provide at least 60 days' notice to individual employees (or their representatives) before a plant closing or mass layoff. WARN notices should be written in a clear and understandable manner. They must include: A statement indicating whether the job loss is permanent or temporary.
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In this book, we discuss most of the significant Georgia laws regulating the employment relationship in the private sector. An up-to- date, comprehensive legal reference is therefore essential for every employer and human resources professional.This Employee Handbook contains various rules, policies, and procedures relating to employment with the City of Norcross (the "City"). What is Salaried Employment in Georgia? Like any other state in the United States, Georgia has specific laws and regulations that employers must follow when terminating an employee. Fayette County Public Library Hosts Open Discussion on Grief: Death Cafe Offers Comfort and Connection.