Assignment: Worksheet 20.1: Employment at Will; Wages, Hours, and Layoffs; Family and Medical Leave

A mass layoff is defined as one that involves at least of the full-time employees at a particular job site.

1/3

The WARN Act applies to employees with at least full-time employees.

100

The FMLA affects employers who have at least employees.

50

employment at will

A common law doctrine under which either party may terminate an employment relationship at any time for any reason, unless a contract specifies otherwise.

Whistleblowing

An employee's disclosure to government authorities, the press or upper-management that the employer is engaged in unsafe or illegal activities.

wrongful discharge

An employer's termination of an employee's employment in violation of an employment contract or laws that protect employees.

Which of the following reasons is an employee NOT able to use as unpaid leave granted by the Family and Medical Leave Act?

For routine annual medical checkups and general maintenance.

One of the major federal laws dealing with layoffs is the:

The Worker Adjustment and Retraining Notification Act (WARN).

Minimum wage

The lowest wage, either by government regulation or union contract, that an employer may pay an hourly worker.

Which of the following laws does NOT relate to the regulation of wages and working hours?

The national recovery act but these do relate : The Davis-Bacon Act. , The Walsh - Healey Act, The Fair Labor Standards Act

The Family and Medical Leave Act (FMLA) supersedes all state and local laws that provide more generous protection.

false

Children under years of age are allowed to do only certain types of work, such as delivering newspapers or working for their parents. Youths between the age of 16 and 18 cannot be employed in jobs. Any employee who works more than forty hours per week must be paid no less than times her or his regular pay for all hours over forty.

fourteen hazardous 1.5

The federal government began to regulate wages and working hours of employees

in the 1930s

To a large extent, statutory law has displaced common law doctrines that apply to employment relationships.

true

With respect to a worker's health-care coverage, when an employee takes FMLA leave, the employer:

must continue the coverage on the same terms as if the employee had continued to work.

If an employer violates the FMLA, the employer may be required to provide all of the following remedies EXCEPT: a. job reinstatement. b. damages to compensate for lost wages and benefits. c. promotion if a promotion has been denied. d. permanent employment.

permanent employment.

The Fair Labor Standards Act (FLSA) does NOT:

restrict the power of federal court issuing injections against unions BUT it does require overtime payment after an employee works 40 hours in one week. and prohibit oppressive child labor.

An employer may be held liable for the wrongful discharge of an employee if the discharge violated

the common law or statutory law

Under the Fair Labor Standards Act, eligible employees may take up to twelve weeks of leave within a twelve-month period to care for the employee's spouse, child, or parent who has a serious health condition.

true

The most common exception to the employment-at-will doctrine is made on the basis that the employer's reason for firing the employee violates a fundamental public policy of the jurisdiction.

true