Free Oregon Labor and Employment FAQs | Free Oregon Labor and Employment Legal Documents

Are Any Amounts Excluded From The Regular Rate Of Pay?

Tue, 29 May 2007 21:19:00 GMT

Yes. Examples are expense reimbursements, premium pay for Saturday, Sunday, or holiday work, discretionary bonuses, and gifts for special occasions.

Are Employees Owed Overtime After A Certain Number Of Hours Worked In A Day?

Tue, 29 May 2007 21:19:00 GMT

In most cases, no. Even an employee who works 24 hours in one day will be owed no overtime if he works no more than 40 hours in the workweek. Employees of manufacturing establishments must receive overtime after 10 hours in a day. Special overtime rules also apply to government agencies, canneries and some hospital employees. For more information see the Oregon Wage and Hour Laws Handbook.

Are Non-Compete Agreements Valid?

Tue, 29 May 2007 21:19:00 GMT

Oregon employers may choose to enter into a "noncompete" agreement with key employees or those employees with access to sensitive or propriety information. In determining whether a noncompetition agreement is valid, courts assess the following questions:

Does the agreement protect a legitimate interest of the employer?
Is the agreement too restrictive in terms of its duration? Is the agreement limited to the amount of time necessary to reasonably protect the employer?
Is the agreement too restrictive in terms of the geographic boundaries specified? Is the agreement limited to the geographic areas necessary to reasonably protect the employer?
Is the agreement supported by good consideration? In other words, was the agreement entered into upon the initial employment of the employee or upon advancement of the employee with the employer?

Noncompete agreements are prohibited in some states (e.g. California), and employers should consult with an employment attorney prior to implementing any agreement that imposes limits an employee's future livelihood. Employers may protect trade secrets or other proprietary information by injunction or any other lawful means. Oregon law also permits "bonus restriction agreements" designed to limit or restrain competition by an employee after termination of employment. If an employee violates such an agreement, the employer may require the employee to forfeit profit sharing or other bonus compensation not yet paid. These agreements are permitted when an employee has substantial involvement in management, personal contact with customers, or knowledge of trade secrets. Bonus restriction agreements must be reasonably limited to "a period of time, a geographic area and specified activities."

Are Some Employees Exempt From These Rules?

Tue, 29 May 2007 21:19:00 GMT

Yes. For example, individuals classified as white collar, salaried, exempt employees certain supervisors, administrative employees and professional employees are not subject to the rules on rest breaks and meal periods. Also, ORS 653.261, effective January 1, 2002, exempts nurses who provide acute care in hospital settings from these rules if provisions of a collective bargaining agreement entered into by the nurses prescribe rules concerning rest and meal period.

Can I Count An Employee's Tips Against The Minimum Wage?

Tue, 29 May 2007 21:19:00 GMT

No. Oregon law does not allow for tip credits. ORS 653.035(3)

Can I Give My Employees "Comp Time" Instead Of Paying Overtime?

Tue, 29 May 2007 21:19:00 GMT

Only government agencies are permitted to offer compensatory time in lieu of overtime. If you are a private sector employer, you must pay overtime when an employee works over 40 hours in a workweek. (If your employee works 45 hours during one workweek, you could choose to schedule the employee for 35 hours during the following week, but that would not relieve you of the obligation to pay for the five hours of overtime during the first workweek.)

Can I Pay My New Employees A Training Wage Which Is Below The Minimum Wage?

Tue, 29 May 2007 21:19:00 GMT

No. Unlike federal law, Oregon law requires that employees receive at least minimum wage during all stages of employment. This includes any period of onthejob training.

Can I Require Employees To Work Overtime?

Tue, 29 May 2007 21:19:00 GMT

Yes. An employer may dictate an employee's work schedule and hours. Employers may discipline or even terminate employees who refuse to work scheduled overtime. It is advisable to give employees as much advance notice of overtime requirements as practicable.

Does The Meal Period Have To Be Taken During A Particular Part Of The Worker's Shift?

Mon, 04 Jun 2007 21:51:22 GMT

Yes. If the work period is at least six hours but less than seven hours, the meal must be taken between the second and fifth hour worked. If the work period is more than seven hours, the meal period must be taken between the third and sixth hour worked.

Does This Mean That Deductions Are Never Allowed From The Salary?

Tue, 29 May 2007 21:19:00 GMT

Deductions may be made in the following situations:

Employees need not be paid for any work week in which they perform no work.
Deductions may be made when the employees are absent from work for a day or more for personal reasons.
Deductions may be made when the employees are absent from work for a day or more for sickness or a disability if the employer has a bona fide plan, policy or practice of providing compensation for loss of salary occasioned by both sickness and disability.

For Purposes Of Calculating Overtime, How Is The

Tue, 29 May 2007 21:19:00 GMT

If the employee is paid on an hourly basis, that amount is the regular rate. The regular rate may not be less than the minimum wage. If the employee is paid a salary, based on a 40hour workweek, the regular rate is determined as follows:

Multiply the monthly salary by 12 to get the annual salary.
Divide the annual salary by 52 to get the weekly salary.
Divide the weekly salary by 40 to get the regular rate.

The result is the rate used to compute overtime. Payroll records must reflect overtime pay of 1 1/2 times that rate for hours over 40 in a workweek.

How Do I Calculate The Number Of Rest Periods I Must Give My Employees In One Day?

Tue, 29 May 2007 21:19:00 GMT

Determine the employee's total work period (start time to end time, excluding meal periods) and count the number of fourhour segments or major portions of four hours in the period.

How Do You Determine Who Is Exempt From Overtime?

Tue, 29 May 2007 21:19:00 GMT

There are five different tests that must be met in order to be classified as exempt. When an employer classifies an employee as exempt from minimum wage and overtime, it is up to the employer to establish that the employee meets the criteria for exempt status. There are three categories of "white collar" employees that may qualify for exempt status, executives (supervisors), administrative managers and professional employees. Both federal and state regulations require that employees must satisfy all of the duties tests and also be paid a genuine salary to be classified as exempt employees. The Duties Tests Exempt executives (supervisors) must satisfy the following duties tests:

Primarily manage a distinct unit or subdivision within the organization.
Spend most of the workweek performing management duties. This generally means more that 50 percent of the work time, however, other factors might support exempt status if less than 50 percent of work time is spent in management. Other factors could include: the employee is paid a significantly higher salary than is paid to nonexempt staff; the employee makes frequent management decisions; the employee is free from direct supervision.
Supervise two or more fulltime employees (or the equivalent of two or more).
Have hiring or firing authority or, if not full authority, their recommendations are given particular weight.
Customarily and regularly exercise authority to make decisions of significance.

Exempt administrative employees must:

Primarily perform office or nonmanual work directly related to management policies or general business operations. The work must be distinguished from production or sales work and is limited to duties directly related to the running of a business and not merely the daytoday carrying out of its affairs.
Perform work as an administrative assistant, such as an executive's assistant who has management duties; a staff employee, such as an advisory specialist or department head; or as a special assignment employee such as a field manager.
Spend most of the workweek performing management duties. As with exempt executives, this generally means more than 50 percent of work time; however, other factors might support exempt status.
Customarily and regularly exercise authority to make decisions of significance.

Professional employees must:

Primarily perform work as professionals in either learned or artistic professions, or as teachers in an educational institution or as highly skilled computer professionals. Learned professionals, teachers and highly skilled computer professionals are those who have attained knowledge of an advanced type customarily acquired by a prolonged course of specialized intellectual instruction and study. A fouryear degree may satisfy this requirement, however associate degrees do not.
Spend most of the workweek performing professional duties. This generally means more than 50 percent of work time; however, other factors may be considered if less than 50 percent of the week is spent in professional work.
Perform work that is predominantly intellectual and varied rather than routine, manual, mechanical, or physical.
Consistently exercise discretion and independent judgment.

The Salary Test In addition, exempt employees must be paid on a genuine salary basis as opposed to hourly or other methods of payment. The minimum salary in Oregon is higher than the federal requirement and is based on the statutory minimum wage rate. Therefore as the Oregon minimum wage rate increases, the minimum salary for exempt employees also increases.

Example:

Note:

The salary must be a predetermined amount that is not varied based on quantity or quality of work. Exempt employees need not be paid for weeks in which no work is performed, however the general rule requires that the employee receive the full salary for any week in which work is performed without regard to the number of hours or days worked. The general rule is subject to exceptions as follows:

Salary may be prorated (reduced) if an exempt employee takes a day or more off for personal reasons, other than sickness or accident.
Salary may be reduced for absences of a day or more for sickness or disability if the reduction is made according to the employer's plan, policy or practice of providing paid sick or disability leave. For example, if an employer has a paid sick leave plan and the employee has exhausted all available paid leave under that plan, then his or her salary may be reduced by those absences of a day or more for sickness or disability.
If the employee performs any work during the workweek when serving on jury duty, military leave or when attending a proceeding as a witness, the exempt employee's weekly salary must be paid. However, the employer may offset any amounts received by the employee as jury or witness fees or military pay for that week.
Reductions in an exempt employee's salary may not be made as a disciplinary measure unless the penalty is imposed for violations of safety rules of major significance such as smoking in an explosive plant or oil refinery. However, if the employee is suspended for a full workweek, and no work is performed during that week, no salary is required.
In private sector employment, the exempt employee's salary may not be reduced when an employee is absent for part of a day, unless the absence qualifies as leave taken under the federal Family and Medical Leave Act. (Special rules apply to government agencies).

Computer Professionals In addition to the foregoing tests for professional employees, federal rules require that computer professionals must primarily perform work in one or more of the following categories to qualify for exemption:

The application of systems analysis techniques and procedures including determination of hardware, software, or system functional specifications; or
The design, development, documentation, analysis, creation, testing or modification of computer systems or programs; or
The design, documentation, testing, creation or modification of computer programs related to machine operating systems.

When employees are classified as exempt computer professionals, Oregon Administrative Rules require that such employees have advanced educational degrees. However, since these duties may be directly related to management policies, and to the implementation of business operations, they may qualify as exempt administrative employees without the degrees. Separate Exemption for Skilled Computer Technicians In addition, both federal and state laws provide a separate exemption for employees who perform work in the previously listed categories, and who are paid an hourly rate of at least $27.63 per hour. Because the state exemption was adopted using the same conditions as the FLSA exemption at 13 (a) (17), no degree is required.

How Is Overtime Calculated When Employees Work At Different Rates Of Pay In The Same Workweek?

Tue, 29 May 2007 21:19:00 GMT

The average rate of pay is used to compute overtime.

Example:

How Is The "Work Period" Determined?

Tue, 29 May 2007 21:19:00 GMT

The work period is defined as the period between the time an employee begins work and time the employee ends work, including all rest breaks and any period of one hour or less during which the employee is relieved of all duties. However, effective January 2002, meal periods do not count as part of the work period unless the employee continues to perform duties during the meal period

How Much Has The Minimum Wage Increased In Recent Years?

Tue, 29 May 2007 21:19:00 GMT

A recent minimum wage history:

Federal		State
01/01/81	$3.35	01/01/81	$3.10
		01/01/86	$3.35
		09/01/89	$3.85
04/01/90	$3.80	01/01/90	$4.25
04/01/91	$4.25	01/01/91	$4.75
10/01/96	$4.75
09/01/97	$5.15	01/01/97	$5.50
		01/01/98	$6.00
		01/01/99	$6.50
		01/01/03	$6.90

I Understand That A Basis For Determining Whether Employees Are Exempt Is That They Are Paid On "A Salary Basis." What Does That Mean?

Tue, 29 May 2007 21:19:00 GMT

In general, an employee is considered to be paid on a salary basis if he/she receives a predetermined amount (salary) for the pay period, and that amount is not subject to reduction in any week in which he/she performs any work, regardless of the number of days or hours worked.

If I Hire Minors, Do I Need To Pay Them Minimum Wage?

Tue, 29 May 2007 21:19:00 GMT

Yes. The minimum wage laws apply to minors.

If I Pay My Employee On A Commission, Does The Minimum Wage Law Still Apply?

Tue, 29 May 2007 21:19:00 GMT

Yes. Unless your employee falls into an exempt category, you must pay the employee at least minimum wage for all hours actually worked. This means that even with a commissioned employee, you must track all daily and weekly hours worked to determine whether the average hourly rate meets the minimum wage. If the average hourly rate is less than the minimum wage in any pay period, you must boost the employee's wages up to the minimum wage.

If My Employee Works Unauthorized Overtime, Am I Obligated To Pay For It?

Tue, 29 May 2007 21:19:00 GMT

Yes. You can discipline an employee who violates your policy by working overtime without the required authorization. However, wage and hour laws require that you compensate the employee for any hours you "suffer or permit" the employee to work.

Is It Legal To Flex An Employee's Hours Within One Workweek To Keep The Employee Under 40 Hours?

Tue, 29 May 2007 21:19:00 GMT

Yes. For instance, an employee who works nine hours per day for four work days may be scheduled for only four hours on the fifth day of the week to avoid overtime.

Must The Rest Breaks Always Be Given In The Middle Of Each Four-Hour Work Segment

Tue, 29 May 2007 21:19:00 GMT

Rest breaks must be given as close to the middle of the work segment as possible, unless the nature or circumstances of the work prevent it. If the nature or circumstances of the work prevent the employer from giving the break at the appointed time, the employee must still receive the required break, but may take it at another point in the work period. Rest Break and Meal Periods Required Based on Length of Work Period

Length of work period	Number of rest breaks required	Number of meal periods required
2 hrs or less	0	0
2 hrs, 1 min5 hrs, 59 mins	1	0
6 hrs	1	1
6 hrs, 1 min10 hrs	2	1
10 hrs, 1 min13 hrs 59 mins	3	1
14 hrs	3	2
14 hrs1 min to 18 hrs	4	2
18 hrs, 1 min21 hrs, 59 mins	5	2
22 hrs	5	3
22 hrs, 1 min24 hrs	6	3

My Employee Worked 42 Hours In The Five-Day Period From Thursday Through Monday. Is He Due Two Hours Of Overtime?

Tue, 29 May 2007 21:19:00 GMT

Not necessarily. The answer depends on the number of hours the employee worked during your workweek. A "workweek" is a regularly recurring period of seven consecutive 24hour periods. It may begin on any day and hour the employer chooses as long as it repeats on a regular basis. The employer's workweek is not necessarily the same as an individual employee's work schedule. If your workweek runs from Sunday through Saturday, for example, your employee may have worked fewer than 40 hours during that period.

My Employees Say They Prefer To Skip Their Breaks And Instead Add Them Onto The Meal Period So They Can Have An Extended Lunch. As Long As They Receive The Correct Total Break Time, Is This Allowed?

Tue, 29 May 2007 21:19:00 GMT

No. To be in compliance, you must require employees to take all breaks separately and during the proper time periods (unless the nature or circumstances of the work require otherwise).

My Pay Periods End On The 15th And 30th Of Each Month. Is It Correct To Pay Overtime When The Employee Works More Than 80 Hours In The Two-Week Pay Period?

Tue, 29 May 2007 21:19:00 GMT

No. Your pay periods are irrelevant to the overtime calculation. Pay periods and workweeks frequently differ. Pay periods may be established for any period not exceeding 35 days, but overtime must be calculated based on a recurring, sevenday workweek. If a workweek overlaps two pay periods, pay any overtime due for that workweek at the end of the second pay period (when the total hours worked for the workweek are known). For example, if payday is on the 15th and the workweek ends on the 17th, the amount of overtime will not be known for that workweek until the following payday. In other words, pay the overtime on the 30th the regular payday for the period in which the workweek ends.

So Which Minimum Wage Am I Required To Pay My Employee -- The State Or The Federal?

Tue, 29 May 2007 21:19:00 GMT

When federal and state employment laws conflict, employers must apply whichever standard is most beneficial to the employee. Therefore, Oregon employers must pay the higher state minimum wage.

What About Working Conditions For Minors?

Tue, 29 May 2007 21:19:00 GMT

All employers doing business in Oregon must comply with the following:

Provide unpaid meal periods of 30 minutes (no later than 5 hours and one minute after start). Sixteen and 17yearolds, however, may be required to remain on call when eating, if the nature of the work prevents the minor from being relieved from all duty, such as working alone in a convenience store. The entire time for that kind of activity must be paid.
Provide rest periods of 15 minutes for every four hours of work (paid) should be given as near to the middle of the four hours as possible.
Not require minors to lift excessive weights.
Provide safe, sanitary work areas with adequate ventilation, lighting, washrooms and toilet facilities for all employees. Comfortable and safe seats, tables and benches must be provided where they are needed due to the nature of the work.
Provide adequate work. If a minor employee is required to report to work he/she must be provided work for onehalf the regular work shift hour, or in lieu of that, reasonable compensation.

What Are Lawful Deductions From Wages?

Tue, 29 May 2007 21:19:00 GMT

There are four types of lawful deductions from wages under both federal and state law:

Those that are required by law, such as federal and state taxes, social security, workers' compensation, or garnishment order.
Those for which the employee has signed a voluntary authorization; and the deduction is for the benefit of the employee, and is recorded in the employer's books.
Those deductions for which the employee has voluntarily signed an authorization provided that the ultimate recipient of the money withheld is not the employer, and that such deduction is recorded in the employer's books.
Those deductions authorized by a collective bargaining agreement to which the employer is a party.

What Are The Basic Requirements For Meal Periods Under Oregon Law?

Tue, 29 May 2007 21:19:00 GMT

Oregon employers must provide employees with at least a 30minute unpaid meal period when the work period is six hours or greater. The law requires an uninterrupted period in which the employee is relieved of all duties. No meal period is required if the work period is less than six hours.

What Are The Basic Requirements For Rest Breaks Under Oregon Law?

Tue, 29 May 2007 21:19:00 GMT

Employers must provide workers with a paid, uninterrupted 10minute rest break for every fourhour segment or major portion thereof in the work period. OAR 8390200050(1)(b). The rest break should be given in the middle of each segment, whenever possible.

What Are The Rules On Final Paychecks?

Tue, 29 May 2007 21:19:00 GMT

If an employee quits with less than 48 hours notice, excluding weekends and holidays, the paycheck is due within five days, excluding weekends and holidays, or on the next regular payday, whichever comes first.

Example:

If an employee quits with notice of at least 48 hours, the final check is due on the final day worked, unless the last day falls on a weekend or holiday. In that case, the check is due on the next business day.

Example:

If an employee is discharged, the final paycheck is due not later than the end of the next business day.

Example:

When an employer and employee mutually agree to terminate the relationship, the check is due by the end of the following business day, as in the case of discharge.

What Are The Work Hours For Minors?

Tue, 29 May 2007 21:19:00 GMT

Hours of work for 14 & 15yearolds when school is in session:

Not during school hours.
3 hours per day, 8 hours on nonschool days.
18 hours per week maximum.
May work between the hours of 7 a.m. and 7 p.m.
Fourteen and 15yearolds are not allowed to be employed during the hours their school is in session.

Hours of work for 14 & 15yearolds when school is not in session (from June 1 through Labor Day):

8 hours per day.
40 hours per week maximum.
May work from 7am to 9pm.

Hour of work for 16 & 17yearolds, any time of the year:

Any hour of the day.
44 hour per week maximum.

What Does "Major Portion" Of Four Hours Mean?

Tue, 29 May 2007 21:19:00 GMT

The "major portion" of four hours means any segment greater than two hours. Whenever a segment exceeds two hours, the employer must provide a rest break for that segment.

What Does It Mean When An Employee Is "Exempt"?

Tue, 29 May 2007 21:19:00 GMT

If employees are exempt from the payment of overtime, they are classified as "exempt employees."

What If The Nature Or Circumstances Of The Work Prevent Me From Giving My Workers An Uninterrupted 30-Minute Meal Period?

Tue, 29 May 2007 21:19:00 GMT

If, because of the nature or circumstances of the work, an employee is required to remain on duty or to perform any tasks during the meal period, the employer must consider the meal period as hours worked and pay the employee for the period. Note: Whenever it is possible to provide an uninterrupted 30minute meal period, the employer must do so. Factors to be consider with regard to "nature or circumstances" include:

Safety and health of employees, patients, clients and the public;
Availability of other employees to provide relief;
Qualifications of those available to provide relief;
Costs involved in the shutdown/startup of machinery;
Intermittent and unpredictable work flow not in the control of the employer or employees;
Unforeseeable equipment failures, emergencies, acts of nature. OAR 8390200050(3).

What Is Prohibited Work For Minors?

Tue, 29 May 2007 21:19:00 GMT

Federal child labor law lists 17 occupations, in a document called "hazardous orders," that are particularly dangerous for minors. The orders restrict the use of certain powerdriven machinery and employment in some high risk jobs in certain occupational areas. The Oregon Wage and Hour Commission has adopted the orders by administrative rule, adding an additional statutory prohibition restricting the hours a minor may be employed as a messenger or a delivery person. In certain cases, youth apprentices and studentlearners are exempt from hazardous occupations when such job duties are part of their training, but not part of their regular job duties. Both state and federal law include exemptions for studentlearners and apprentices.

Tip:

Exemptions to the orders (student learner, apprentice), are applicable only to the specific order in which they are named.

What Is The Apprentice Exemption To Hazardous Orders?

Tue, 29 May 2007 21:19:00 GMT

All of the following conditions must be met in order to apply the exemption to Hazardous Occupation Orders numbers 5, 8, 10, 12, 14, 16 and 17:

The apprentice is employed in a craft recognized as an apprenticeable trade.
The work of the apprentice in the occupation declared particularly hazardous is incidental to his/her training.
Such work is intermittent and for short periods of time and is under the direct and close supervision of a journeyman as a necessary part of such apprentice training.
The apprentice is registered by the Bureau of Apprenticeship and Training, U.S. Department of Labor, or BOLI's Apprenticeship and Training Division.

What Is The Federal Minimum Wage?

Tue, 29 May 2007 21:19:00 GMT

The current federal minimum wage is $5.15 per hour. A proposal to raise the federal minimum wage to $6.15 was defeated by the United States Senate in September of 1998.

What Is The Student Learner Exemption To Hazardous Orders?

Tue, 29 May 2007 21:19:00 GMT

Hazardous Occupation Orders numbers 5, 8, 10, 12, 14, 16 and 17 contain exemptions for 16 and 17yearold studentlearners if they are enrolled in a course of study and training in a cooperative vocational training program under a recognized state or local educational authority or in a course of study in a substantially similar program conducted by a private school. Student learners may work in the above hazardous occupations provided they are employed under a written agreement stipulating:

That the work of the studentlearner in the occupation declared particularly hazardous shall be incidental to the training.
That such work is intermittent and for short periods of time, and under the direct and close supervision of a qualified and experienced person.
That the school provides safety instructions that are correlated by the employer with onthejob training.
That the employer prepares a schedule or agreement of organized and progressive work processes to be performed on the job.

Each such written agreement must include the name of the studentlearner, and be signed by the employer and the school coordinator or principal. This exemption of the employment of studentlearners may be revoked in any individual situation if it is found that reasonable precautions have not been observed for the safety of minors employed thereunder.

What is the minimum wage in Oregon?

Tue, 29 May 2007 21:19:00 GMT

The Oregon minimum wage has been at $8.40 per hour.

When Is Overtime Required For Salaried Employees?

Tue, 29 May 2007 21:19:00 GMT

All salaried employees must be paid overtime unless they meet the test for exempt status as defined by federal and state laws.

Caution:

Free Age Discrimination in Employment Act (ADEA) FAQs

Sun, 29 Nov 2009 19:04:17 GMT

Free Age Discrimination in Employment Act (ADEA) FAQs

Free Americans with Disabilities Act (ADA) FAQs

Sun, 29 Nov 2009 19:04:17 GMT

Free Americans with Disabilities Act (ADA) FAQs

Free Background Checks FAQs

Sun, 29 Nov 2009 19:04:17 GMT

Free Background Checks FAQs

Free Civil Rights Act of 1964 (Title VII) FAQs

Sun, 29 Nov 2009 19:04:17 GMT

Free Civil Rights Act of 1964 (Title VII) FAQs

Free Cobra Insurance FAQs

Sun, 29 Nov 2009 19:04:17 GMT

Free Cobra Insurance FAQs

Free Disability Law FAQs

Sun, 29 Nov 2009 19:04:17 GMT

Free Disability Law FAQs

Free Drug Tests FAQs

Sun, 29 Nov 2009 19:04:17 GMT

Free Drug Tests FAQs

Free EEO-1 Report FAQs

Sun, 29 Nov 2009 19:04:17 GMT

Free EEO-1 Report FAQs

Free EEOC Violations & Investigation FAQs

Sun, 29 Nov 2009 19:04:17 GMT

Free EEOC Violations & Investigation FAQs

Free Employee Retirement Income Security Act (ERISA) FAQs

Sun, 29 Nov 2009 19:04:17 GMT

Free Employee Retirement Income Security Act (ERISA) FAQs

Free Employment Discrimination FAQs

Sun, 29 Nov 2009 19:04:17 GMT

Free Employment Discrimination FAQs

Free Fair Labor Standards Act (FLSA) FAQs

Sun, 29 Nov 2009 19:04:17 GMT

Free Fair Labor Standards Act (FLSA) FAQs

Free Family Medical Leave Act (FMLA) FAQs

Sun, 29 Nov 2009 19:04:17 GMT

Free Family Medical Leave Act (FMLA) FAQs

Free Labor Management Relations Act (LMRA) FAQs

Sun, 29 Nov 2009 19:04:17 GMT

Free Labor Management Relations Act (LMRA) FAQs

Free Occupational Safety & Health Act (OSHA) FAQs

Sun, 29 Nov 2009 19:04:17 GMT

Free Occupational Safety & Health Act (OSHA) FAQs

Free Rehabilitation Act of 1973 FAQs

Sun, 29 Nov 2009 19:04:17 GMT

Free Rehabilitation Act of 1973 FAQs

Free Sexual Harassment FAQs

Sun, 29 Nov 2009 19:04:17 GMT

Free Sexual Harassment FAQs

Free Wages and Hours FAQs

Sun, 29 Nov 2009 19:04:17 GMT

Free Wages and Hours FAQs

Free Wrongful Termination FAQs

Sun, 29 Nov 2009 19:04:17 GMT

Free Wrongful Termination FAQs