This Handbook provides an overview of federal laws addressing employer-employee rights and obligations. Information discussed includes wages & hours, discrimination, termination of employment, pension plans and retirement benefits, workplace safety, workers' compensation, unions, the Family and Medical Leave Act, and much more in 25 pages of materials.
Work Labor Law For Annual Leave In Georgia
Category:
State:
Multi-State
Control #:
US-002HB
Format:
Word;
PDF;
Rich Text
Instant download
Description
Free preview
Form popularity
FAQ
Can an employer ask an employee to take a leave of absence? Employers may ask that an employee take a leave of absence during times when fewer human resources are required, such as during a slowdown in production.
Georgia follows the federal Family and Maternity Leave Act (FMLA) that provides eligible employees unpaid leave and job protection for specific family and medical reasons, including maternity and paternity requirements. Under FMLA, all eligible employees are entitled to up to 12 weeks of leave in 12 months.
Taking annual leave You can choose to take your leave one day at a time or take one long holiday. The only limit is the amount of leave that you have saved up. Most employers require that you submit a request before taking annual leave. You and your employer must agree on the period you will take for your annual leave.
Eligible employees who have properly requested and certified the need for FMLA leave are entitled to be absent for the period during which they have a qualifying reason for the absence, up to a maximum of 12 workweeks in a 12-month period (or 26 workweeks for military caregiver FMLA leave).
Unless you have a contract with your employer for a specified length of service, either you or your employer may terminate the employment relationship at any time, with or without cause, for any reason or no reason at all, with the exception of illegal discrimination. This is frequently called "Employment-at-Will."
Yes, employers in Georgia can change an employee's schedule without advance notice, as there are no state laws requiring such notice. However, employers should consider the potential impact of sudden schedule changes on employee morale and work-life balance and strive to communicate changes as early as possible.
The law says you are protected when you: Speak up about wages that are owed to you • Report an injury or a health and safety hazard • File a claim or complaint with a state agency • Join together with other workers to ask for changes.
As a salaried exempt employee, you must make at least double the yearly amount that a minimum wage hourly worker would make working a 40-hour work week each week. Beginning in 2023, California established that the minimum wage in the state is $15.50 an hour; however, depending on where you're located, it might be more.