Almost all employees are employees-at-will, which means your employer has a right to terminate your employment as long as its actions do not discriminate against you based on certain protected categories, such as your age, religion, natural origin, sexual orientation, pregnancy status, disabilities, etc. There may be further exceptions to the right to terminate an at-will-employee, such as retaliating against an employee for taking appropriate legal action, depending on the specific circumstances of your case. If you signed an employment contract when you were hired, then the conditions of your employment may also be guided by the terms of the contract. If you feel you have been discriminated against in the workplace or your employment contract has been violated, it is important you contact an attorney at Burg Simpson to protect your rights.
Federal laws and state laws provide rules on employment compensation. The Fair Labor Standards Act (FLSA), the primary source of federal wage and hour law, guides employment practices in the areas of minimum wage and overtime pay. State laws also provide guidance on minimum wage and overtime pay. While employers are not required under law to provide meal or rest breaks, if the employer chooses to provide such meal or rest breaks, certain conditions must be met in order for this time to be excluded from compensable hours worked. Under certain conditions, an employee otherwise covered by wage and hour laws may be exempt from laws governing minimum wage and overtime pay.
Employment cases can be difficult and very personal. The attorneys at Burg Simpson have experience handling a variety of employment cases including wrongful termination, sexual harassment, hostile work environment, age discrimination, failure to fully compensate employees, ERISA, and negotiation of severance agreements. If you have a question about your employment and whether you are being treated fairly, contact the attorneys at Burg Simpson.