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 Salt Lake
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State:
Multi-State
County:
Salt Lake
Control #:
US-002HB
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FAQ
Sixty percent of employees said their time management skills, mental performance and ability to meet deadlines improved on the days they exercised. Workers in the study were less likely to suffer from post-lunch energy dips after exercising and also reported improvements in mood.
Most employers are surprised to learn that California does not require companies to have an employee handbook. However, the Fair Employment and Housing Act (FEHA) requires that California employers with at least five employees distribute written harassment, discrimination, and retaliation prevention policies.
For substantial health benefits, adults should do at least 150 minutes (2 hours and 30 minutes) to 300 minutes (5 hours) a week of moderate-intensity, or 75 minutes (1 hour and 15 minutes) to 150 minutes (2 hours and 30 minutes) a week of vigorous-intensity aerobic physical activity, or an equivalent combination of ...
Employers can make physical activity a condition of work, but they must also provide reasonable accommodations for employees that are unable to participate.
A California employer is prohibited from requiring employees to work "off the clock" without compensation. Off-the-clock work may include pre-shift duties, post-shift work, administrative duties, clocking out an employee while they are working, and performing work during a meal or rest break.
If you don't have an employee handbook, opposing counsel will likely use the absence of a handbook to prove the absence of any consistent policies or procedures upon which employees are treated.
Some examples of issues that may affect eligibility for UI benefits include: Reason for job separation. Ability and availability to work full-time. Actively seeking full-time work.
(e) Seasonal. A claimant may be deferred when, due to seasonal factors, work is not available in the claimant's primary base period occupation and other suitable work is not available in the area.
There is no legal requirement in Utah for employers to provide advance notice for a schedule change. Employers are not obligated by state law to give any notice before changing an employee's schedule. While this flexibility is legally permissible, sudden schedule changes can create challenges for employees.
Employers cannot require minors under the age of 16 to work during school hours, work more than four hours before and after school hours, work more than 8 hours in a 24-hour period, work before 5 a.m. or after p.m. unless the next day is not a school day, work more than 40 hours in a week.