Common Employment Law Terminologies You Should Know About

Posted May 8, 2021 by in Career

Understanding employment law is linked to understanding its common legal terminologies. You will need to let your employment law attorneys assist you regarding its specifics. But you can already do your part of going through what this law’s general directives are, and what they mean for you, your company, and your employees. 

Employment Law Terminology

1. National Origin Discrimination 

National Origin Discrimination is a term that points to a kind of discrimination related to an employee’s ethnicity. It is more commonly referred to as racial discrimination. In parallel, this can be described as discrimination linked to a person’s association with those who are of a different ethnicity than the offender. 

2. Sexual Harassment In The Workplace

This pertains to sexual advances that are unwelcome, whether by a co-employee or an employer, to the point that these actions make the victim feel threatened and unsafe in the workplace, and elsewhere. 

Take note that sexual harassment is not limited to physical actions per se. Included in what encompasses this are jokes, photographs, videos, threats, and other similar conduct that are offensive and pervasive. 

In addition, unlike other offences within the scope of law violations in the workplace, an incident like this transpiring once is enough to warrant a charge and/or a lawsuit. This holds true even if the act is no longer repeated after the first.

3. Age Discrimination In Employment Act 

This federal law states that employers should not disallow the application, hiring, employment, and/or firing of potential employees on the grounds of age. 

The Age Discrimination In Employment Act or ADEA specifically states that persons who are 40 years of age and above should be provided with compensation, benefits, career development opportunities (promotions), and other benefits as employees below said age line.

The same is true with respect to retention. According to the statutes under the ADEA, employers can be sanctioned if they shorten an employee’s tenure based on age. 

4. Americans With Disabilities Act 

Here is a civil right that stipulates how a person’s disability cannot be used as a qualifier for decreased opportunities in employment. It also should not be used against an employee as a disqualification for career development, proper compensation and benefits, or even dismissal. 

Americans with disabilities are to be given equal opportunities as those who do not have disabilities. Exceptions will arise only if the job description entails specific physical requirements which the disabled employee may not be able to fulfil. For instance, mechanical outfits which require very detailed inspections of tech products may not be suitable for those with impaired vision. Heavy lifting will be discouraged for those who have back and/or spine-related injuries and/or conditions.

5. Family Medical Leave Act 

A responsible and law-abiding employer does not merely lookout for the company’s own employees. One such employer also looks out for the well-being of its employees’ family members. So are the provisions outlined in the Family Medical Leave Act. 

If a worker’s family member falls ill, the company is, by law, required to allow the said worker a family medical leave. This leave is to serve the purpose of providing the employee with time to take care of the ill relative. It is also an indirect approach to giving the workforce member time to rest and recuperate emotionally and mentally before he or she returns to work. 

6. Individual Retirement Account

An Individual Retirement Account or an IRA is a savings account wherein its holdings are taken from an employee’s salary, tax-deferred. These savings are a branch for additional financial security for employees after they retire from employment. Upon retiring, they may receive regular recompense via their own IRAs. This amount will vary per company, and according to the tenure of the employee prior to retiring.

The amount to be transferred to each employee’s Individual Retirement Account is fixed and is to be deducted and/or reflected within the same account annually. Trusted employment lawyers in kansas city can assist you in giving legal advice regarding how your company should go about allocating IRA amounts. That, and for suggestions with reference to what agencies to partner with, for more efficient management of company-supported IRAs. 

*Photo by Roberto Hund