Most people who work know that there are regulations and policies in force governing the overall workforce, but there is a lot of confusion as to which benefits, policies etc. are deemed by law and which ae just put in place by employers. There are federal standards for things like wage and hour, child labor and discrimination that must be followed, but a lot of states delegate their own laws based on different circumstances.
Oklahoma (OK) employer laws do not require employers to offer meal or break periods and there is no federal law that states otherwise. The current federal and state minimum wage is $5.15 per hour. Unless otherwise covered by federal wage and hour laws, an Oklahoma employer must comply with state minimum wage laws if the company has at least 10 full-time employees or equivalent and/or grosses more than $100,000 annually. All non-exempt employees are entitled to be paid at least twice a month. They are also eligible for overtime wages at one and a half times their normal rate if they work more than 40 hours in a week. Mandatory overtime is legal, as is the setting of a minimum or maximum amount of hours that may be worked. Employers are also allowed to change work hours and schedules as they deem appropriate.
Oklahoma (OK) employer laws do not include any type of benefit mandate, but employers should have clearly defined policies defining such benefits if offered. The law will compel employers to uphold any benefits promised in the case of dispute or separation. Discrimination in the workforce will not be tolerated. There are both federal and state laws in place for protection from such activity and if broken employers will be dealt with harshly. State law also requires all employers carry Workers’ Compensation Insurance regardless of how many employees they have.
Oregon, like many other states has adopted its own labor laws for employers and employees. These laws are designed to encourage a safe and profitable workforce. Some times the state laws may conflict with the federal laws and in such cases employers must apply the standard that is most beneficial to the employee. For instance the federal minimum wage is $5.15 per hour whereas the state has deemed the minimum wage to be $7.50 per hour so employers must pay the higher rate. Both state and federal wage and hour laws cover most employers, those who employ even one worker must comply with state laws. Many such laws benefit the employee.
Certain government workers and workers exempt from minimum wage and overtime laws are excluded from the requirements for rest breaks and meal periods. Most employees however are entitled to at least a 30-minute meal when they work for more than 6 consecutive hours. The law requires an uninterrupted period in which the employee is relieved of all duties. Employees under the age of 18 must be given at least a 30-minute break after working for 5 hours and 1 minute. Minors are also limited to the amount of hours they can work, especially when school is in session. According to Oregon (OR) Employer Laws those who are 14 or 15 can not be scheduled during school hours, more than 18 hours per week or after 7 p.m. 16 and 17 year olds may work any hours as long as it is no more than 44 hours per week. No minor is allowed to work in what may be considered dangerous occupations.
There is no Oregon (OR) Employer Law that requires the offering or payment of fringe benefits such as vacation pay, sick leave, holiday pay, personal time off, bonuses, severance pay, and pensions. If such benefits are offered however the employer must uphold them.
You may find it interesting to know that the law does not distinguish between full time, part time and temporary employees. According to Pennsylvania (PA) Employer Laws, the same rights should be afforded to all employees. Some employers may not offer the same type of benefits to those who are not full time and they have the right to do so, but they must have a clear policy to that effect. In fact by law employers are not required to offer their employees any type of benefits.
All employees must be paid at least minimum wage, which in PA is the same as the federal rate of $5.15 per hour. If an employee works more than forty hours they must be paid time and one half their regular rate of pay. Some salaried employees are exempt from overtime, such as executive, administrative, and professional employees, as well as supervisors who are employed solely to supervise. However, paid time off such as vacation, sick leave, or severance pay are not required by law. Holiday pay is also not a requirement according to Pennsylvania (PA) Employer Laws.
Another common misconception about state labor laws is with regard to meal and break periods. Employers are not required to give breaks to those who are over 18. Minors who work more than five consecutive hours must be given at least a 30 minute break. If an employer allows for breaks they must pay you if it is less than 20 minutes. If you are awarded breaks or meal times longer than 20 minutes they are not required to pay you for that time.
Almost every worker in PA is covered by the Pennsylvania Workers’ Compensation Act. Whether they are non profit, unincorporated or even if an employer has one seasonal employee they must comply with the act. Certain types of executive officers of corporations may elect exemption from the Act, some others who may not be covered are volunteer workers, agricultural laborers and casual employees.
If you haven’t looked over Washington State Labor Posters, now is as good a time as any. I just spent some time reading the notices, and found that an important change has recently been made.
Bear with me if I’m telling you something you already know. I just want to make sure we are all on the same page when it comes to what I’m writing about here. Washington law states that all employers must post Washington State Labor Posters in an area that is visible and accessible to employees so that they can be informed of their labor law rights. Many employers post Washington State Labor Posters in break rooms or lunchrooms. These Washington State Labor Posters include individual state labor law notices that are mandated by the State of Washington.
Washington State Labor Posters change frequently, and I think it is important that you are aware of that. If employees are to be kept up to date on their labor rights, which is the law, it is important that these Washington State Labor Posters are current.
Anyway, at this point you are probably wondering what notices are included on the Washington Department of Labor posters. The state posters address Unemployment Insurance, Employee Rights for Non-Agricultural Workers, Employee Rights for Agricultural Workers, Family Medical and Leave Act, Injury on the Job, Discrimination, OSHA, and Minimum Wage.
If you haven’t looked at Washington State Labor Posters in a while, you should know that that employee rights notice has been changed so that existing legal language regarding child labor provisions has been added to the poster. It is definitely worth the time to take a few minutes to read over—and understand—this change.
I’m glad I could share with you this change on the Washington State Labor Posters. I’ll be sure to update you as I learn of additional changes.
Thought you might find it interesting that federal law states that all employers must post a Federal Labor Poster in an area that is visible and accessible to employees so that they can be informed of their labor law rights. The Federal Labor Poster includes federal labor law notices that are mandated by the Federal Government
So, I bet you are wondering which notices are included on the poster. The Federal Labor Poster explains Equal Opportunity Employment, Federal Minimum Wage, the Employee Polygraph Protection Act, the Family and Medical Leave Act, and OSHA’s Job Safety and Health Protection Act. Oh, and there’s a new one added as well—the Uniformed Services Employment and Reemployment Rights Act (USERRA).
Before I elaborate on this new addition I did want to mention that the Federal Labor Poster is changed frequently. And it’s the law to have a current one posted. Regardless, it’s probably a good idea for both employers and employees to have the most current labor laws at hand.
Okay, so back to the new addition on the Federal Labor Poster. The federal USERRA poster has been added, which veterans—or anyone who employs veterans for that matter—will find particularly interesting. This poster helps vets understand employee eligibility and job entitlements, employer obligations, benefits, and remedies under the Act. The law itself is intended to encourage non-career uniformed service so America can benefit from the protection of those people. Basically, it allows our country to be served by qualified people while also allowing public and private businesses the opportunity to depend on those same individuals.
Anyway, just wanted to make sure you were aware of that change to the Federal Labor Poster. I’ll be sure to keep you updated if I hear of anything else. Thanks for reading!