| The Equal Pay Act and "Equal Work" |
|
| Background of the Equal Pay Act of 1963 More... |
|
|
| McNamara-O'Hara Service Contract Act |
|
| Overview and Scope More... |
|
|
| Arbitration -- Labor Disputes -- Hearsay |
|
| Because they are not bound by the legal rules of evidence, arbitrators have significantly more discretion that judges to determine what will be considered admissible information. One of the greatest areas of discretion is with evidence classified as hearsay. Of course, this is also one of the areas of greatest contention; since the guidelines are much more fluid, parties in arbitration proceedings may spend a great deal of time arguing for the inclusion or exclusion of specific information. More... |
|
|
| Privacy - Drug Testing - Constitutional Issues |
|
| Only some employers are subject to the Bill of Rights in the U.S. Constitution. These constraints affect only federal, state, and local government employers and private employers engaged in enough "state action" to trigger the Fourteenth Amendment. Other private employers will be governed by a number of other federal and state laws, but the Bill of Rights provisions will not be among them. More... |
|
|
| Privacy - Personnel Files - Redress for Privacy Violations |
|
| There are many instances in which an employer may share information about an employee with a third party. Employers regularly, for example, disclose information about their employees to other employers, unions, and law-enforcement agencies. They may also share information with banks and creditors, insurance companies, government agencies, and even third-party private individuals. Although some of these disclosures may be at the employee's request or required by law, others may be may be considered a violation of privacy or inflict harm. More... |
|
|