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.
Law For Employment Contract In Miami-Dade
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State:
Multi-State
County:
Miami-Dade
Control #:
US-002HB
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FAQ
Collective bargaining for state employees in Florida is provided by the Florida Constitution and is governed by the provisions of Chapter 447, Florida Statutes.
Indeed, Florida is a right to work state, as is Georgia. This means that employees have the freedom to choose whether or not to join or financially support a union as a condition of employment. This legislation is in place to protect workers' rights and freedoms.
The collective bargaining agreement determines the wages, hours, and terms and conditions of employment of all bargaining unit members, regardless of whether they are also members of the union. Individual employees must negotiate with their employer through the certified agent, rather than on an individual basis.
Collective bargaining is the process in which workers join together to demand higher wages, greater benefits, or improved working conditions. By negotiating together as a unit, they can negotiate with much more leverage than they would have alone.
Generally, all construction contracts in Florida must contain are required to disclose the contractor or subcontractor's registration number issued by the Florida DPBR; if required. Furthermore, all construction contracts should also include a construction defect notice and opportunity to cure provisions.
Effective September 30, 2024, the Florida minimum wage will be $13.00 per hour. On November 3, 2020, Florida voters approved a constitutional amendment to gradually increase the state's minimum wage each year until reaching $15.00 per hour in September 2026.
The 1950 and subsequent amendments to the Social Security Act use the common-law rules in determining employer and employee relationships.
For managerial control the employment contract is implicit and is defined by common law defaults, whereas for market contracting the contract is explicit and is defined by the formal contractual agreement.
Under common-law rules, anyone who performs services for you is your employee if you can control what will be done and how it will be done. This is so even when you give the employee freedom of action. What matters is that you have the right to control the details of how the services are performed.
Contracts are promises that the law will enforce. Contract law is generally governed by state common law, and while general overall contract law is common throughout the country, some specific court interpretations of a particular element of the contract may vary between the states.