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Top: Society: Law: Legal_Information: Labor_and_Employment_Law

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To qualify for inclusion in this category, sites must satisfy both of the following conditions:

(1) Contain unique content -

Sites must offer a significant quantity of unique, free online information.

Sites must provide original content in addition to any HTML forms.

(2) Clearly identify the official name of the business they are sponsored by -

For "Brick and Mortar" businesses: Your official name is the name you use on the storefront of your business.

Online Enterprises: If you operate multiple sites under different "business names", the official name provided in accordance with this policy should be the name of the sponsor or parent organization.

CAUTION
Sites that attempt to bypass (2), whether by obscuring / falsifying contact information and business names, or by any other method, risk having any other sites sponsored by this business that are currently indexed in the directory being removed, and all future submissions of sites with the same sponsor being rejected.
Labor law describes the relationship between management and labor, usually in the context of unionization and management-union disputes. It is related to employment law, a broader category which also encompasses the individual rights of employees without regard to union membership.

Cases

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This category is intended for providers of free legal information.

To qualify for inclusion in this category, sites must satisfy both of the following conditions:

(1) Contain unique content -

Sites must offer a significant quantity of unique, free online information.

Sites must provide original content in addition to any HTML forms.

(2) Clearly identify the official name of the business they are sponsored by -

For "Brick and Mortar" businesses: Your official name is the name you use on the storefront of your business.

Online Enterprises: If you operate multiple sites under different "business names", the official name provided in accordance with this policy should be the name of the sponsor or parent organization.

CAUTION
Sites that attempt to bypass (2), whether by obscuring / falsifying contact information and business names, or by any other method, risk having any other sites sponsored by this business that are currently indexed in the directory being removed, and all future submissions of sites with the same sponsor being rejected.
Information about specific employment law cases.

Employee Benefits

Read This Before Submitting Your Site

This category is intended for providers of free legal information.

To qualify for inclusion in this category, sites must satisfy both of the following conditions:

(1) Contain unique content -

Sites must offer a significant quantity of unique, free online information.

Sites must provide original content in addition to any HTML forms.

(2) Clearly identify the official name of the business they are sponsored by -

For "Brick and Mortar" businesses: Your official name is the name you use on the storefront of your business.

Online Enterprises: If you operate multiple sites under different "business names", the official name provided in accordance with this policy should be the name of the sponsor or parent organization.

CAUTION
Sites that attempt to bypass (2), whether by obscuring / falsifying contact information and business names, or by any other method, risk having any other sites sponsored by this business that are currently indexed in the directory being removed, and all future submissions of sites with the same sponsor being rejected.
The most well known statute governing employee benefit plans is the Employee Retirement Income Security Act of 1974 ("ERISA"). However, it is not the only federal statute regulating such plans. Internal Revenue Code ("Code") section 401, 26 USC section 401(a), and related sections impose numerous requirements on qualified retirement plans. Code section 403(b) sets forth the requirements for tax-sheltered annuities for certain tax-exempt organizations, and public schools and universities. Section 457(b) deals with eligible deferred compensation plans of governmental and tax-exempt organizations. Section 415(m) discusses excess benefit plans of governmental organizations. Sections 457(f) and 83 set forth the tax rules governing other types of deferred compensation for employees of nonprofit and governmental employers. Other Code sections deal with the tax aspects of other types of employee benefits (e.g., health insurance, life insurance, disability benefits, child care benefits, and tuition reimbursement, and flexible benefit plans discussed in sections 101, 104, 105, 106, 117, 125, and 163).

Governmental employee benefit plans are not subject to most of the provisions of ERISA. However, they are subject to an amalgam of federal, state, and local laws, plus various Constitutional provisions that have been held to impose certain requirements on governmental plans. In the case of employee benefit plans international organizations (treated as governmental under US law), treaties may also come into play.

Church plans are typically not subject to ERISA, but are subject to state trust laws and other similar laws. However, some of them have made an election to become subject to ERISA, in order to avoid having to deal with the laws of all 50 states. Plans of churches that have not made this election are referred to as "nonelecting church plans." In addition, the regulation of plans of churches and related must take into account the need to avoid regulation of religion in violation of the First Amendment to the federal Constitution.

This category includes sites that provide free resources for studying one or more of these areas of law.

Employee Rights

Read This Before Submitting Your Site

This category is intended for providers of free legal information.

To qualify for inclusion in this category, sites must satisfy both of the following conditions:

(1) Contain unique content -

Sites must offer a significant quantity of unique, free online information.

Sites must provide original content in addition to any HTML forms.

(2) Clearly identify the official name of the business they are sponsored by -

For "Brick and Mortar" businesses: Your official name is the name you use on the storefront of your business.

Online Enterprises: If you operate multiple sites under different "business names", the official name provided in accordance with this policy should be the name of the sponsor or parent organization.

CAUTION
Sites that attempt to bypass (2), whether by obscuring / falsifying contact information and business names, or by any other method, risk having any other sites sponsored by this business that are currently indexed in the directory being removed, and all future submissions of sites with the same sponsor being rejected.
Information for employees regarding workplace rights.

Government Agencies

This category is restricted to websites of official government agencies.
Government agencies addressing employment law issues.

Resources

Read This Before Submitting Your Site

This category is intended for providers of free legal information.

To qualify for inclusion in this category, sites must satisfy both of the following conditions:

(1) Contain unique content -

Sites must offer a significant quantity of unique, free online information.

Sites must provide original content in addition to any HTML forms.

(2) Clearly identify the official name of the business they are sponsored by -

For "Brick and Mortar" businesses: Your official name is the name you use on the storefront of your business.

Online Enterprises: If you operate multiple sites under different "business names", the official name provided in accordance with this policy should be the name of the sponsor or parent organization.

CAUTION
Sites that attempt to bypass (2), whether by obscuring / falsifying contact information and business names, or by any other method, risk having any other sites sponsored by this business that are currently indexed in the directory being removed, and all future submissions of sites with the same sponsor being rejected.
Employment law covers nearly all areas of the employer-employee relationship, including equal employment opportunity (discrimination), human resource policy and practice and wrongful discharge.

Weblogs

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This category is intended for providers of free legal information.

To qualify for inclusion in this category, sites must satisfy both of the following conditions:

(1) Contain unique content -

Sites must offer a significant quantity of unique, free online information.

Sites must provide original content in addition to any HTML forms.

(2) Clearly identify the official name of the business they are sponsored by -

For "Brick and Mortar" businesses: Your official name is the name you use on the storefront of your business.

Online Enterprises: If you operate multiple sites under different "business names", the official name provided in accordance with this policy should be the name of the sponsor or parent organization.

CAUTION
Sites that attempt to bypass (2), whether by obscuring / falsifying contact information and business names, or by any other method, risk having any other sites sponsored by this business that are currently indexed in the directory being removed, and all future submissions of sites with the same sponsor being rejected.
Weblogs on labor and employment law subjects.

Whistleblower Law

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This category is intended for providers of free legal information.

To qualify for inclusion in this category, sites must satisfy both of the following conditions:

(1) Contain unique content -

Sites must offer a significant quantity of unique, free online information.

Sites must provide original content in addition to any HTML forms.

(2) Clearly identify the official name of the business they are sponsored by -

For "Brick and Mortar" businesses: Your official name is the name you use on the storefront of your business.

Online Enterprises: If you operate multiple sites under different "business names", the official name provided in accordance with this policy should be the name of the sponsor or parent organization.

CAUTION
Sites that attempt to bypass (2), whether by obscuring / falsifying contact information and business names, or by any other method, risk having any other sites sponsored by this business that are currently indexed in the directory being removed, and all future submissions of sites with the same sponsor being rejected.
Qui Tam whistleblower law allows private individuals to attempt to recover money misused or misappropriated by government contractors. Litigants, known as "relators", receive a portion of the money they recover.

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Last update: 12:22 PT, Saturday, May 7, 2005 - edit