do you know where I can read about this workplace law...?
84648
Unfortunately, I am 99.9% sure that is completely legal.\n\nI mean, according to your explanation, after you clocked backed in from your lunch that would be 1:30 pm.  So, your last stretch of work was only 4.5 hours long.  At most work places people that work 5 hour shifts don't even get breaks.
38511
Here is a nice site for you to look at.  It is for a large union that include many different workers from different fields.  Good luck.
304862
Absolutely there are laws to protect you, but what you have stated is somewhat vague, you should try asking a more specific questions, where did the icident take place home, work? what kind of harassment? sexual, physical,or verbal was it your boss or a coworker.
977739
try www.eeoc.gov    or findlaw.com\nstatutes differ from state to state....just type in your state...good luck!
915402
You might try the department of labor website, as that falls under their jurisdiction
175633
try going to your local department of labor and ask. better yet if you know a labor law teacher(he/she should also be an attorney by profession) in your college or university, why not approach him/her and ask...else, look for it in the Supreme Court Reports Annotated (SCRA) in the public library or university library...
1121285
Your boss is a liar and a thief.  You make minimum wage no matter how many hours you work.  Also, posted in all places of employment is an "Employees Rights" poster.  Often it is posted in employee bathrooms.  See if there is a poster and, if not, he just violated two laws.
64614
Try this website: www.gottrouble.com/legal/employment/harassment.htm
74765
YES they can and they have the right to find out.If you are abusive and doing personal things at work,on thier TIME that thier paying you for.they could use it to fire you.NO joke.And also if it's illiegal it could be used as evidince in a court of law. And not even a Union can do anythig about it.because it,s concidered public.It's nothing to play around with.
1124091
it probably depends on your state. you can usually find your state's employment laws online.
1180518
try findlaw.com they have all sorts of links to laws and such, as well as some legal advice.
48124
Laws vary from state to state. I live in a "right-to-work" state where an employer can do pretty much anything he or she wants to do whenever they want to do it. I can get fired if the boss doesn't like the car I drive, for example. I actually got fired four years ago on the day before Christmas because the boss changed his mind about giving me a finished-project bonus he had promised to give me "at Christmas." Of course, none of this was in writing, so I had no recourse. Employment contracts and union membership make a legal difference, however.\n\nI got so fed up with being chewed-up and then spit out by modern businesses that I started my own business. I wildly overpay my employees and treat them like royalty. Guess what? Production and morale is high...turnover is non-existent, and business is so good I can barely handle it. What a novel idea!
327570
I would think laws concerning violence in the work place would apply.  Try checking with Human Resources, unless you work for a small business, then you might have to consult an attorney.
168297
First of all, ask your boss.\nThen, I may seek help from the labour union.
372557
You need to call the labor relation board in your state and see if that is legal. It doesn't sound like it but they would know the answers. You can do it without stating what company you work for.
1063429
Employment Law is a very complicated field of law. It is also very misunderstood. \n \nEmployment law in the United Kingdom\n============================\nDuring much of the Nineteenth century the employment contract was based on the Master and Servant Act of 1823, designed to discipline employees and repress the 'combination' of workers in Trade unions.\n\nEmployment Law in the United Kingdom has developed rapidly over the past forty years, due to a historically strong Trades Union movement and to the United Kingdom's membership of the European Union. In its current form, it is largely a creature of Statute, (Acts of the UK Parliament) rather than Common Law.\n\nLeading Employment Law Statutes include the Employment Rights Act 1996, the Employment Act 2002 and various legislative provisions outlawing discrimination on the grounds of sex, race, disability, sexual orientation, religion and, from 2006, age.\n\nUnusually for UK legislation, the operation of the Employment Law system is broadly similar across the whole of the UK. There are some differences in the common law between England & Wales and Scotland and, in addition, Northern Ireland has extra anti-discrimination legislation.\n\nSummary of Internal Employer's Process\n==============================\nAfter the employer's own processes, such as disciplinary hearings and internal appeals, have been exhausted, employment law cases usually start by the aggrieved employee presenting a complaint to an Employment Tribunal (ET). These (as Industrial Tribunals) were set up under the 1964 Industrial Training Act, although they now have a substantially greater role and do count as courts. They have sometimes been referred to as industrial juries.\n\nNorthern Ireland offers a Fair Employment Tribunal and an Industrial Tribunal. These are administered by OITFET - the Office of the Industrial Tribunal and the Fair Employment Tribunal.\n\nAs from 1st October 2004, both employers and employees will be required to follow a statutory dispute resolution procedure when effecting dismissals or dealing with grievances. A failure by the employer to follow the procedure results in the dismissal being automatically unfair and an enhancement in any compensation payable to the employee. A failure by the employee in following the procedure results in a possible bar to bringing tribunal claims or a reduction in any compensation payable.\n\nSummary of Tribunal Process\n======================\nGenerally speaking a tribunal will hear specific complaints about an aggrieved party being deprived of their rights, including (but not limited to) unfair dismissal.\n\nIn short, a claim is submitted, a response is required by a certain deadline, any preliminary issues are dealt with at a case management conference or a pre-hearing review, a period of time is allowed for ACAS (UK) or the LRA (NI) to explore settlement options, and then the tribunal orders are sent out after the ACAS conciliation period has expired leading to a full merits hearing of one or more days. Complex cases that are not resolved in one day are carried over to a remedy hearing at a later date to discuss the award only. A judgment is then sent out with the parties given 14 days to ask for written reasons behind the decision (unless they ask on the day).\n\nComplaints to Tribunal and Time Limits\n============================\nA complaint of unfair dismissal can only be made where there has been a dismissal, so that there is no general right to complain of unfair treatment. An employee may, however, complain at any time that they consider a statutory 'employment protection' right has been infringed. Where this takes place in connection with a dismissal an employee may combine this with their complaint against the dismissal.\n\nExcept where no qualifying time limit applies (as in the case of 'statutory rights') an employee needs to have worked for their employer for a least a year in order to make a complain
806413
IR, or Industrial Relations, law are the body of laws, administrative rulings, and precedents which addresses the legal rights of, and restrictions on, workers and their organizations. As such, it mediates many aspects of the relationship between trade unions, employers and employees. In some countries (such as Canada), employment laws related to unionised workplaces are differentiated from those relating to particular individuals. In most countries however, no such distinction is made. The labour movement has been instrumental in the enacting of laws protecting labour rights in the 19th and 20th centuries.