| State Fair Employment Practices Laws |
| Nearly all states have some form of fair employment practices laws that generally forbid employment discrimination based upon an employee's race, sex, religion, or national origin. These laws typically mirror the provisions of Title VII of the Civil Rights Act of 1964, which forbids discrimination on the basis of race, sex, religion, color, and national origin in the workplace. More... |
| Unemployment Benefits - Protest -- Disqualification |
| The most frequent reasons for protest are those involving a protest against the payment of unemployment benefits chargeable against the employer because the claimant either voluntarily quit his employment or he was discharged for misconduct connected with his work. In regard to these bases of protests, the employer is in a unique position to know the facts because the employer was involved in the circumstances surrounding the discharge at the time it occurred and also because the facts will have occurred prior to the separation from the employer's employment of the claimant. Several other bases of protest (such as available to work and actively seeking work) are all items which may transpire subsequent to the date of separation from the employment and the circumstances of them may not even be within the knowledge of the employer.More... |
| Unlawful Restraint or Coercion under The NLRA |
| the National Labor Relations Act)More... |
| Employee Inventions -- Special Employment |
| When a person creates or invents something during the course of employment by another person or business, he may or may not own his creation. Typically, ownership is determined by a number of factors, including whether or not the individual was hired for the purpose of inventing and whether or not he used company time and resources to do so. Beyond these general guidelines, however, there are a number of unique employment arrangements that may play a role in determining ownership.More... |
| Marital Status Discrimination - Federal Law |
| Title VII of the Civil Rights Act of 1964, the premier antidiscrimination employment law in the United States, does not prohibit discrimination against employees on the basis of their marital status. Although some employees or applicants have attempted to make indirect marital status discrimination claims under Title VII by arguing, for example, that adverse action was taken against them because of their sex, federal law does not prohibit marital status discrimination by private sector employers. More... |
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