Overview

There is a large body of federal and state law that regulates the relationships between employers and their employees, including potential and former employees. Employment law covers a number of complicated issues, including taxation, record-keeping, discrimination and safety concerns.

Employment relationships take different forms. Most employment relationships can be categorized as at-will or contract employment. An at-will agreement allows either the employer or employee to terminate the employment at any time. If the employer and employee enter a valid employment contract, the contract will govern the relationship, including the terms of termination.

Considering the complexity and variation of employment relationships, the best way to protect your legal rights in the event of a disagreement is to consult an attorney with experience in employment law. Your lawyer can explain the legal background of your case and help you to protect your rights and identify ways to address a legal conflict.

Federal Regulations

There are many federal laws governing employment relationships, and their restrictions and applications differ. Please refer to this quick reference guide for an overview of federal employment law:

Age Discrimination in Employment Act
1. Prevents discrimination against older workers (40+ years old), or the exclusion of older workers    from benefits such as health insurance.
2. Does not prohibit the preferential treatment of older employees.
3. Only applies to employers with 20 or more employees.

Americans With Disabilities Act (ADA)
1. Prohibits workplace discrimination against disabled persons, if those persons can perform their    jobs without unreasonable accomodations.
2. Defines disability as an impairment (either physical or mental) that limits or prevents major activities    such as work.

Fair Labor Standards Act
1. Determines the breaks and work hours an employer is required to provide.
2. Governs overtime and other federal salary requirements.

Family and Medical Leave Act
1. Requires employers to allow employees a leave of absence (up to twelve weeks) for qualified     medical purposes.
2. Protects the employee's position during the leave.
3. Requires employees to work for the last twelve months, for at least 1,250 hours, prior to the leave     in order to qualify.

Title VII
1. Prohibits hiring discrimination based on race, religion, skin color, sex, or national origin.
2. Only applies to employers with 15 or more employees

DISCLAIMER: The information you obtain at our firm web site is not, nor is it intended to be, legal advice. It is recommended that you should consult an attorney for individual advice regarding your own situation.

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If you would like to schedule a initial consultation contact an Iowa employment law representing clients in Cedar Rapids, Iowa  at the Day Rettig Peiffer, P. C.. Give us a call at (866) 472-3270 or email us at info@drpjlaw.com.

The family law claims and settlement attorneys  at the Day Rettig Peiffer, P.C. are dedicated  to serve their clients in eastern Iowa,  including the cities of Des Moines, Fort Dodge, Ames, Cedar Rapids, Iowa City, Davenport, Dubuque, Waterloo, Adel, Marshalltown, Pella, Decorah, Eldora, Johnston, Ankeny, Muscatine, Ottumwa, Manchester, Elkader and Burlington , and the communities that make Polk, Webster, Story, Linn, Johnson, Scott, Dubuque, Black Hawk, Dallas, Marshall, Marion, Winneshiek, Muscatine, Wapello, Delaware, Clayton, Hardin and Des Moines counties.