Law With Job In Georgia
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FAQ
Can you work seven days in a row in Georgia? There are no state or federal laws which limit working hours or days in Georgia, therefore, employees over the age of 16 could work seven days in a row.
Minors 14 and 15 years of age can work up to four hours on a school day, eight hours on a non-school day, or 40 hours in a non-school week. Their shifts must fall in between the hours of 6 a.m. and 9 p.m. Minors 16 and 17 years of age have no time restrictions.
Georgia does not have specific laws mandating minimum shift lengths. Employers are not required to schedule employees for a minimum number of hours, and there are no state-mandated requirements for minimum shift time beyond what may be outlined in individual employment agreements or company 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.
Georgia Labor Laws Guide Georgia Labor Laws FAQ Georgia minimum wage$5.15 or $7.25 Georgia overtime 1.5 times the regular wage for any time worked over 40 hours/week ($7.72 or $10.87 for minimum wage workers) Georgia breaks Breaks not required by law
Georgia is an “at-will” state, which means that an employer may terminate an employee for any reason, other than one specifically illegal. There are not many laws in Georgia that allow an employee a wrongful termination claim. However, federal laws prohibit discrimination in the work place.
Georgia Department of Labor You can reach the Georgia DOL at 404-656-3045 in Metro Atlanta or 877-709-8185 from elsewhere in the state.
Newly hired and/or rehired employees must be reported within 10 days of their hire date, whether they are considered full-time, part-time, or temporary employees.
Georgia an “At-Will” Employment State For example, in Georgia, an employer's decision to fire an employee may be considered wrongful if the decision is based on the employee's membership in a protected class, is based on a protected activity, or violates an employment contract promising job security.
Unless you have a contract with your employer for a specified length of service, either you or your employer may terminate the employment relationship at any time, with or without cause, for any reason or no reason at all, with the exception of illegal discrimination. This is frequently called "Employment-at-Will."
