Age discrimination refers to the denial of privileges and other unfair treatment of employees or job applicants based on their age. This is prohibited by federal law under the Age Discrimination in Employment Act (ADEA) of 1967.
Back pay refers to compensation owed to an employee for work performed in a previous pay period, typically resulting from payroll errors, disputes, or legal settlements.
Collective bargaining is the process of negotiation between employers and a group of employees aimed at establishing agreements to regulate working conditions. The employees are usually represented by a trade union or another bargaining organization.
A right conferred by federal law on employees and their spouses and dependents to continue participation in an employer-sponsored healthcare plan even after their coverage is terminated due to specified events such as death or divorce of the employee.
Dues checkoff refers to the authorization by an employee for the employer to withhold union dues directly from their paycheck, demonstrating a cooperative relationship among the employer, employee, and union.
Employer interference refers to a broad category of unfair labor practices whereby employers unlawfully influence, coerce, or restrain employees in exercising their rights to join, assist, or refrain from labor organizations. Governed by Section 8(a) of the National Labor Relations Act (NLRA), these practices seek to ensure fair and free participation in labor activities.
A formal agreement between employer and employee, stating the terms of employment in an organization. Employers are bound by Federal Affirmation Action laws not to discriminate.
The Family and Medical Leave Act (FMLA) is a U.S. federal law, administered by the Department of Labor, that mandates employers with 50 or more employees to provide unpaid, job-protected leave for specified family and medical reasons.
A grievance is an allegation that something imposes an illegal burden, denies some equitable or legal right, or causes injustice. It often refers to formal complaints within an organizational context, particularly in workplaces subject to collective bargaining agreements.
Job-related injuries are physical or psychological harm that occur during the course of employment, often addressed under workers' compensation laws.
A labor dispute refers to a controversy between management and labor over various aspects of the workplace, including working conditions, wages, job descriptions, and fringe benefits.
Moonlighting refers to the practice of employees taking on a second job, often at night, in addition to their primary employment to increase their income.
A pivotal federal statute aimed at promoting and protecting employees' rights to organize and collectively bargain while prohibiting certain unfair labor practices by employers.
The National Labor Relations Board (NLRB) is an independent federal agency tasked with enforcing US labor law in relation to collective bargaining and unfair labor practices.
Overtime refers to the time worked by employees beyond their agreed normal working hours. For hourly or nonexempt employees, overtime is typically compensated at a higher rate, often one and one-half times their regular pay, for hours worked over 40 in a standard workweek.
Preferential rehiring is a provision in Title VII of the 1964 Civil Rights Act that mandates companies to reinstate or hire employees with back pay in cases where illegal job discrimination has occurred, thereby aiming to 'make whole' the victims of such discrimination.
An amendment to Title VII of the Civil Rights Act of 1964 that makes discrimination based on pregnancy, childbirth, or related medical conditions unlawful. Women who are pregnant must be treated similarly to other job applicants or employees with similar abilities or limitations.
A method based upon length of service for determining employment advantages, crucial for promotions and layoffs, and often strongly advocated by unions.
A formal notification given by a union to an employer and relevant mediation agencies, signaling an imminent strike action due to unmet demands or rejected offers.
A suspension refers to a disciplinary action imposed on an employee for a specific period of time. It is less severe than discharge or dismissal, and the employee can resume their duties after the suspension period ends.
A union is an employee association designed to promote employee rights and work-related welfare. Union organizations are formally recognized under the Railway Labor Act and the Wagner Act, as well as by related legislation.
Union salting is a union organizing method where one or more union members join a non-unionized organization as employees with the intention of organizing its membership.
Wage protection laws are legal measures that ensure employees receive timely and full payment for their work. These laws help safeguard workers' earnings from wrongful deductions, non-payment, and other forms of wage theft.
A walkout is a sudden work stoppage by employees aimed at securing an improvement in working conditions.
A whistleblower is an employee who reports a violation of the law, typically within an organization, to authorities or the public. Whistleblowers play a crucial role in exposing illegal or unethical activities that harm the public trust.
A whistleblower is an employee who exposes wrongdoing, fraud, or malpractice within an organization, either internally or externally, often legally protected to prevent employer retaliation.
