There is no federal law, and few state laws, that require paid vacation or paid family leave. View all blog posts in Articles With nearly 150 million workers across the country and millions from different workplaces, the issue of safety and health is a major concern of people working in those environments. The Department of Labor is responsible for requiring organizations to comply with some 180 federal laws related to employee health and safety. The Occupational Safety and Health Administration (OSHA) also enforces regulations regarding employee working conditions.
In addition, each state implements its own labor laws while complying with federal laws. Organizations, corporations and businesses that fail to comply with mandatory regulations may be subject to sanctions and lawsuits. For this reason, many companies hire certified professionals through OSHA and understand how to implement federal and state labor laws. Individuals interested in promoting employee health and safety may consider pursuing a Master of Science in Safety and Emergency Management.
Labor laws act as mediators between government, organizations and employers, workers and unions. They establish the rights and responsibilities of employees in a variety of work environments and can demand everything from safety and health in the workplace to workers' compensation. Let's look at workers' compensation, for example. These programs compensate employees who are injured on the job.
They can pay healthcare providers directly or compensate the employee with a lump sum of money. Examples of workers' compensation laws include the Longshoremen and Ports Workers' Compensation Act, the Occupational Illness Compensation Program for Energy Employees, the Federal Employee Compensation Act, and the Benefits Act. Organizations are responsible for keeping up to date on any changes in existing labor laws and for learning about new laws. The following regulations have been established to protect and promote the safety and well-being of workers throughout the country:.
The Norris-LaGuardia Act was passed at a time when workers had essentially no right to organize. Courts systematically issued court orders against workers' strikes and pickets. These court orders could be issued simply on the basis of the employer's testimony. Uncooperative workers were fined and imprisoned without trial or due process.
The law protects workers' right to strike. Strictly prohibits courts from violating workers' right to strike, organizing through a union, helping another person involved in a labor dispute, picketing peacefully, and assembling peacefully. The law rationalized that “the unorganized individual worker is often helpless to exercise real freedom under the conditions of the modern capitalist economy. The NLRA also places prohibitions on how employers are allowed to address these rights.
It prohibits unions run by companies and rules, as an unfair labor practice, discrimination against workers who participate in collective bargaining. If a worker's rights are violated, the worker can file a complaint with a regional office of the National Labor Relations Board within six months of the violation. As a result of a long struggle on the part of workers, the Fair Labor Standards Act of 1938 standardized the eight-hour working day and prohibits child labor. Children under the age of sixteen cannot work.
In addition, the law instituted a minimum wage. The Taft-Hartley Act is a series of amendments to the NLRA. Adopted in a more conservative post-war climate, the amendments were aimed at banning unfair labor practices by unions. Two important sections, widely considered anti-labor, are the “secondary boycott” provision and the “right to work” provision.
Also known as the Landrum-Griffin Act, this labor law was passed in response to corruption and organized crime in unions. It guarantees an equal right for all union members to nominate and vote for union leadership, attend meetings and participate in discussions. It also protects union members from being disciplined for suing a union. In addition, the law more rigorously regulates elections in unions.
The Age Discrimination in Employment Act (ADEA) prohibits employment discrimination against persons 40 years of age or older. It also prohibits employers from refusing to refer a person for employment on the basis of age. ADEA also covers unions, prohibiting them from refusing to include members on grounds of age. The Family and Medical Leave Act (FMLA) allows eligible employees to take unpaid leave for specific family and medical reasons without the danger of losing their jobs or health insurance.
Employees are entitled to twelve working weeks of leave after the birth of a child, to care for a spouse or child with a serious health condition, or in the event that a serious health condition prevents the employee from performing his/her job properly. For those who want to develop their knowledge of labor laws and the safety industry, an excellent option is to explore the Master of Science in Safety, Safety and Emergency Management in line with concentration in Occupational Safety from Eastern Kentucky University. Program courses can help you demonstrate an ongoing commitment to learning and leadership. Whether you want to work at the government level or in the private sector, our distinguished faculty of security professionals offers a comprehensive curriculum that can propel your path to a rewarding career.
When Businesses Refuse to Pay OSHA Fines The Economics of Health and Safety Occupational Safety in the Age of Robotics Business News Daily, “7 Labor Laws You Should Know About National Labor Relations Board, U.S. UU. U.S. Department of Labor, Family and Medical Leave Act.
Department of Labor, Summary of Major Laws of the Department of Labor. And yet, at the same time, American workers are often largely unaware of the rights they have. One of the most important is the right to discuss your salary and working conditions with your co-workers, a right granted to (most) employees under the National Labor Relations Act, the same law that protects unionization. But a staggering number of employers have policies that prohibit wage discussions with their co-workers, and they get away with it because their employees don't realize that such policies are blatantly illegal.
Following and staying informed of all federal and state labor laws and regulations is essential to running a business. Every week, probably every day, I get questions from people who don't realize that something their employer is doing is blatantly illegal or who think they have far more rights than what is granted to them under U.S. labor law. Compliance with labor laws requires you to stay up to date on the legal landscape, ensuring that your business operations follow the rules.
In addition, you should display labor law signs or texts that inform workers on how to properly report safety issues in the workplace. One of the most important national employment policies is the Fair Labor Standards Act, which was signed into law by President Franklin D. The Division of Wages and Hours also enforces labor standard provisions of the Immigration and Nationality Act that apply to aliens authorized to work in the U. This brief summary is intended to familiarize you with the main labor laws and not to provide a detailed exposition.
For non-farm operations, it restricts the hours that children under the age of 16 can work and prohibits the employment of children under 18 in certain jobs considered too hazardous. Under the Federal Traffic Act, the Department of Labor is responsible for approving employee protection agreements before the Department of Transportation can release funds to concessionaires. As a result, three out of four private companies gave paid vacation, and the average private industry worker received 10 days of paid vacation after 1 year of service, according to the Bureau of Labor Statistics. The Fair Labor Standards Act (FLSA) exempts farmworkers from paying overtime premiums, but requires workers employed on larger farms (farms employing more than approximately seven full-time workers) to pay the minimum wage.
The Labor Administration Reporting and Disclosure Act 1959 (also known as the Landrum-Griffin Act) deals with the relationship between a union and its members. The Civil Rights Center in the Office of the Assistant Secretary for Administration and Management administers and enforces several federal assistance-based civil rights laws that require recipients of federal financial assistance from the Department of Labor to provide equal opportunity. The Migrant and Seasonal Agricultural Worker Protection Act regulates the hiring and employment activities of agricultural employers, agricultural labor contractors and associations using migrant and seasonal farmworkers. .