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.
Employment Law Handbook With Exercises In Michigan
Category:
State:
Multi-State
Control #:
US-002HB
Format:
Word;
PDF;
Rich Text
Instant download
Description
Free preview
Form popularity
FAQ
State Laws Regulating Time Rounding Michigan mandates punches to be rounded to the nearest tenth of an hour.
Michigan follows the at-will doctrine, which means employers have the right to terminate employees for any reason, as long as the decision is not discriminatory or retaliatory.
No Michigan law requires employers to offer meal and/or rest breaks to employees over the age of 18. If an employer chooses to provide breaks to employees, they must align with the federal requirements: Breaks may be unpaid if they last 30+ minutes and relieve the employee of all duties.
Harassment, sexual harassment, discrimination, victimization, violence and many other kinds of offensive or inappropriate behavior qualify as unwelcome conduct. All of them will create a hostile work environment if they're happening consistently or purposefully, or in the case of a single incident, if they're severe.
To have a boss that yells or makes employees cry is not an uncommon phenomenon in the United States, and the law does not prevent it–except when the motivation is discriminatory. A hostile work environment, in the legal sense, is a workplace made hostile because of a person's gender, race, and/or disability.
The three major common law exceptions are public policy, implied contract, and implied covenant of good faith. The at-will presumption is strong, however, and it can be difficult for an employee to prove that his circumstances fall within one of the exceptions.
Yes, Michigan follows the at-will employment doctrine, which means that employers can terminate employees at any time and for any reason, as long as it is not discriminatory or retaliatory.
Furthermore, to prove a hostile work environment, employees must provide evidence that their employer failed to take action after the employee reported work environment concerns. Acceptable evidence includes documentation (emails or messages), incident reports, or potential witnesses.
A person's first step should be to report the harassment to their employer. If a person's employer fails to take action to stop the harassment, a person may then want to consider a hostile work environment lawsuit.