| Independent Contractor or Employee? |
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| There are many important distinctions between the way that hiring parties must treat employees and independent contractors. For example, hiring parties must withhold payroll taxes for their employees, but not for independent contractors. Independent contractors are also not entitled to be covered by employer benefit plans. Although the differences in required treatment are great, the distinction between an employee and an independent contractor is not often so easily drawn. Thus, a hiring party that incorrectly classifies its workers can incur great legal liability. More... |
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| Regulated Breaks and Lunch Times |
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| Federal Law Requirements More... |
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| Age Discrimination Class Actions |
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| Background More... |
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| Investigatory Powers of the NLRB |
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| In response to an increasingly hostile atmosphere between employers and employees, particularly where labor unions sought to organize, The National Labor Relations Act (NLRA) was passed in 1935 to governs the interactions between private sector employers and labor organizations. Part of the NLRA created the National Labor Relations Board (NLRB) to administer the NLRA. The main functions of the NLRB are to hold representational elections to determine whether employees wish to be represented by a union and to enforce NLRA provisions prohibiting unfair labor practices by both employers and employees. More... |
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| Hatch Act for State and Local Employees |
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| Prompted by a concern that public employees might try to use the power of their offices to influence elections, Congress passed the Hatch Act in 1939. The Hatch Act limits the political activities of certain federal, state, and local employees. It does not, however, prevent these employees from participating in the political process. Congress made amendments to the Hatch Act in 1993 which broadened the types of political activities in which public employees may participate. This article summarizes the Hatch Act's application to employees of state and local governments. More... |
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