Related Articles

• 1 Workers' Employment Rights
• 2 Texas Employee Rights
• 3 Employee Termination and Client Rights
• 4 Reasons for Wrongful Termination

Federal and state employment laws protect employees’ rights to fair and equal treatment in the workplace. Employee rights start with fair consideration in the recruitment and selection process to equal treatment throughout the employment relationship in matters such as employee development, opportunities for career transition and upward mobility. Senarai sekolah program pendidikan khas integrasi kuala lumpur. Aside from rights guaranteed employees in the early and mid-stages of the employment relationship, employee rights cover matters pertaining to the end of the working relationship such as employment at will.

Employment at Will

Employers are usually the ones who assert their rights under the employment at-will doctrine; however, employees have a right to end the working relationship under this doctrine as well. With the exception of employees covered under a contract of employment, an employee has the right to end the working relationship according to the employment at-will doctrine. The employment at-will doctrine means that the employer – or, in this case, the employee – has the right to terminate employment at any time, for any reason or for no reason, with or without notice.

Harassment-Free Work Environment

Title VII of the Civil Rights Act of 1964 protects the rights of employees and affords them equal employment opportunity, regardless of race, sex, color, national origin or religion. Employees are guaranteed the right to a work environment that’s free from harassment, discrimination and unfair treatment. An example of employee rights under Title VII provisions includes women who are guaranteed the right to equal treatment in all employment actions, such as hiring, training, promotion and termination. Employers are prohibited from making employment decisions based on characteristics and criteria that aren’t job-related.

Pay Equity

Similar to employees’ rights under Title VII of the Civil Rights Act, employees have the right to be compensated in a fair and equitable manner. Employees who work in comparable jobs cannot be subject to disparate wage rates based on factors other than job qualifications and skills. Employees also have the right to assert their rights under the Equal Pay Act of 1963, the Lilly Ledbetter Fair Pay Act of 2009 and the Fair Labor Standards Act in filing a complaint with federal agencies that enforce these rules. Employees’ rights extend to guaranteed protection from retaliatory acts as a result of seeking redress pertaining to compensation-based rights violations.

Collective Activity

The National Labor Relations Act protects the rights of employees when it comes to collective activity. Under the NLRA, employees have the right to organize within the workplace in the event they believe third representation by a labor union will improve their employment status or working conditions. Employees also have the right not to engage in collective activity should they believe that labor representation is not in their best interest. Retaliation and any other forms of disapproval resulting from employees exercising their rights under the NLRA is unlawful.

About the Author

Ruth Mayhew has been writing since the mid-1980s, and she has been an HR subject matter expert since 1995. Her work appears in 'The Multi-Generational Workforce in the Health Care Industry,' and she has been cited in numerous publications, including journals and textbooks that focus on human resources management practices. She holds a Master of Arts in sociology from the University of Missouri-Kansas City. Ruth resides in the nation's capital, Washington, D.C.

Photo Credits

• Justice image by MVit from Fotolia.com

Choose Citation Style

A business can only be as strong or efficient as the employees who carry out daily operations and work together to solve problems. But an individual employee's list of duties and responsibilities extends far beyond the basic job description. Some duties apply to all jobs, while others are specific to certain types of positions.

Background

Many of an employee's duties are listed in a job description. Employers generally reveal the full job description during an interview or training process. As an employee, you're responsible for understanding your job description as well as knowing who to ask for help or explanation. This may mean becoming familiar with company policies or completing on-the-job training to learn first-hand how your job fits into the business as a whole.

Components

An employee's duties include tasks specific to an industry. For example, if you work in an industrial setting such as a factory, you'll need to understand and comply with workplace safety laws. Some companies enforce codes of conduct that limit which topics you can discuss while on the job, or how you interact with colleagues. Every employee has a responsibility to make others feel comfortable in the workplace as well as a duty to be respectful and accept instructions from managers and senior employees.

Effects

Anyone who works for an employer and receives a wage is also responsible for paying taxes. Sub zero fatality mk1. Each state has its own income tax policy to go along with the federal tax policies that apply to all employees. As an employee you must allow your employer to withhold a portion of your wages as tax, and to file an income tax return to determine whether you owe additional tax or should receive a refund from the government.

Warning

Employees who perform work outside the scope of their duties may be beneficial to their employers, but they may also cause serious problems by doing so. For example, workers who use machinery without the proper training or clearance may be able to speed up the pace of work, but put themselves and others at risk or personal injury in the process. Union labor agreements delineate which tasks each worker is responsible for performing; employers who ask employees to handle even simple tasks outside of their job description might violate union agreements.

Enforcement

Employers and governments have several tools for enforcing employee duties and responsibilities. The government's tax code prescribes fines or imprisonment for employees who neglect to report income or submit the appropriate taxes. Employers can use the threat of termination to enforce an employee's duties or eliminate workers who fail to live up to the requirements of their jobs. Finally, employers may use performance evaluations to educate employees about how well they fulfill their duties and how they can improve in the future.

• Goodshoot RF/Goodshoot/Getty Images