Virgin Islands Punctuality Policy
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FAQ
The world's employment law regimes really divide into two parts: there's employment at-willwhich is only the U.S.and then there's everybody else. Don Dowling Jr. told us in a recent BLR webinar. Most other countries have indefinite employment.
The United States Constitution, including the protections in the Bill of Rights, do not apply directly to the U.S. Virgin Islands. Rather, somebut not allprovisions apply indirectly through the Revised Organic Act of 1954, codified at 48 U.S.C.
Minimum Wage Rate in the U.S. Virgin Islands is $10.50 per hour. Time and a half of the regular hourly rate must be paid for all hours worked over 8 hours each day and for over 40 hours in any work week including any hours worked on the 6th and 7th consecutive day of work.
Montana is the only state in the U.S. that is completely not at-will. All other states in the U.S. have some version of at-will employment. In Montana, employers can practice at-will employment during a probationary period only. Other states do have exceptions to at-will employment.
The U.S. Virgin Islands do not have their own constitution. The main governing document of the U.S. Virgin Islands is the Revised Organic Act of the Virgin Islands, which was passed by the U.S. Congress in 1954.
The United States Constitution, including the protections in the Bill of Rights, do not apply directly to the U.S. Virgin Islands. Rather, somebut not allprovisions apply indirectly through the Revised Organic Act of 1954, codified at 48 U.S.C.
The British Virgin Islands, a self-governing Caribbean archipelago, is home to approximately 35,000 people and is an overseas territory of the UK, which supervises its defence and foreign policy.
California's Labor Code contains a presumption that employees are employed at will. This means that either the employer or the employee may terminate employment at any time, with or without cause or prior notice.
Unlike virtually all U.S. jurisdictions, Virgin Islands law incorporates an exception to the common law employment-at-will doctrine for certain categories of nonunionized private sector employees.
The three major common law exceptions are public policy, implied contract, and implied covenant of good faith. The at-will presumption is strong, however, and it can be difficult for an employee to prove that his circumstances fall within one of the exceptions.
