Employment Law is the main law governing the protection of employment rights. It also covers claims by employees for unjust dismissal, discrimination and harassment. Employees generally have a right to be paid for their work, safe working conditions, a break in hours and a proper wage.
There are different types of employment laws: civil, criminal and common law. Civil employment law applies to all employees and is enforced by the courts. Criminal Employment Law is using to prosecute people who break the law and are otherwise liable to prosecution by the courts. Common law employment law provides an ethical rule of conduct that applies to all employees, said an employment attorney in DC.
When two or more employees work together in a workplace, they have the right to fair treatment and information about workplace discrimination. The courts have ruled that such information should be made available to both employees.
Employment Law as explained by a known employment law expert does not cover employment situations where the employee does not have to work for someone else. Such examples are casual workers, home-based workers, trainees only, volunteers and interns.
In order to get your rights protected, it is important to understand how Employment Law is structured and the main principles that apply. There are three main parts to the laws and these are employer’s responsibility to ensure that workers are treated fairly, the employee’s right to fair treatment and fair and equal remuneration.
Each of these is explained in a different way but they do work together to create a basic model for Employment Law protection. The essence of the laws is that employers have an obligation to ensure that workers are treated fairly and that employees are paid a decent wage. Employers are responsible for ensuring that this is done through paying workers a fair and equal remuneration for their work and upholding employment regulations.
This is especially important where there is an employment tribunal where it is possible to claim unfair dismissal. An employee may have been unfairly dismissed for sexual discrimination, age discrimination, pregnancy discrimination, race discrimination, religion or any other protected grounds. If an employee believes that he has been unfairly dismissed, the court will decide whether the dismissal was justified, whether it was unfair and whether they should have got it in the first place.
If you suffer from long-term injuries as a result of employment then the Courts will have a duty to make compensation available to you. They will need to consider how severe the injury was and whether you can receive compensation for long-term injuries and what percentage of the wage you would have been entitled to receive had you worked.