What type of organizations are exempt from EEOC regulations? What type of organizations are exempt from EEOC (Equal Employment Opportunity) regulations? I know that very small businesses are usually exempt. How about non-profit organizations? How about federally funded non-profits?
From the U.S. Equal Employment Opportunity Commission (EEOC) website: An employer must have a certain number of employees to be covered by the laws we enforce. This number varies depending on the type of employer (for example, whether the employer is a private company, a state or local government agency, a federal agency, an employment agency, or a labor union) and the kind of discrimination alleged (for example, discrimination based on a person's race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information). All employers are covered, whether or not a particular regulation covers a particular employer is dependent on the number of employees. For example, age discrimination is covered by employers who have more than 20 employees and Equal Pay Act coverage is for virtually all employers. From the same web site: People who are not employed by the employer, such as independent contractors, are not covered by the anti-discrimination laws. Figuring out whether or not a person is an employee of an organization (as opposed to a contractor, for example) is complicated. If you aren't sure whether a person covered, you should contact one of our field offices as soon as possible so we can make that decision. The EEOC has regulations covering: Title VII of the Civil Rights Act of 1964 The Pregnancy Discrimination Act The Equal Pay Act of 1963 The Age Discrimination in Employment Act of 1967 Title I of the Americans with Disabilities Act of 1990 Sections 102 and 103 of the Civil Rights Act of 1991 Sections 501 and 505 of the Rehabilitation Act of 1973 The Genetic Information Nondiscrimination Act of 2008 The EEOC is an agency responsible for creating rules and regulations and enforcing civil rights laws against workplace discrimination. The regulations and enforcement actions are based on a large number of laws, any one of which may or may not apply to a particular employer. Exemptions are based on a particular anti-discrimination law, not on the agency itself. Each anti-discrimination law has a different set of entities to which the law applies and different sets of exemptions.
(For a definitive answer, consult an employment attorney). According to the federal Equal Opportunity Employment Commission, in general, An employee cannot be forced to participate (or not participate) in a religious activity as a condition of employment. This requirement comes from Title VII of the Civil Rights Act of 1964. Answer 14 on this page elaborates: Some private employers choose to express their own religious beliefs or practices in the workplace, and they are entitled to do so. However, if an employer holds religious services or programs or includes prayer in business meetings, Title VII requires that the employer accommodate an employee who asks to be excused for religious reasons, absent a showing of undue hardship. Similarly, an employer is required to excuse an employee from compulsory personal or professional development training that conflicts with the employee’s sincerely held religious beliefs or practices, unless doing so would pose an undue hardship. It would be an undue hardship to excuse an employee from training, for example, where the training provides information on how to perform the job, or how to comply with equal employment opportunity obligations, or on other workplace policies, procedures, or legal requirements. So the questions would be: Is the activity in question a &quot;religious service or program&quot;? This might be ambiguous, and you might have to consult an employment attorney for a more informed opinion. Does it &quot;conflict with your sincerely held religious beliefs or practices&quot;? Would it be an &quot;undue hardship&quot; for the employer to excuse you? Note that this law might not apply to employers with fewer than 15 employees. It also doesn't apply if you work for an employer such as a church, or a religiously affiliated hospital or educational institution, or the like.
Its just free enterprise, right? Well ... except when there is a law that says its not allowed. I am unfamiliar with Indian law but the relevant law in Australia is the Trade Practices Act which deals with this under the category of Misuse of Market Power. In a nutshell: A business with a substantial degree of power in a market is not allowed to use this power for the purpose of eliminating or substantially damaging a competitor or to prevent a business from entering into a market. By preferring their products over a competitor's in their search engine they are "... eliminating or substantially damaging a competitor ...".
Taking California as an example, California Labor Code section 6314 (a) provides: To make an investigation or inspection, the chief of the division and all qualified divisional inspectors and investigators authorized by him or her shall, upon presenting appropriate credentials to the employer, have free access to any place of employment to investigate and inspect during regular working hours, and at other reasonable times when necessary for the protection of safety and health, and within reasonable limits and in a reasonable manner. So, the only requirement is that the inspector has been authorized by the chief of the Division of Occupational Safety and Health. In principle the chief could limit this authority to those periods when the instructor has been assigned to work, but I don't see any evidence that this is the case. In particular, you can find here the policy manual on inspection procedures that inspectors are assigned to follow, and it says nothing about "only perform an inspection when you are on duty". (You might also note the discussion on page 2 about unprogrammed inspections and the criteria for performing them. One indication is "Complaint about, or observance by anyone of, an imminent hazard", which could include a hazard observed by the inspector himself.) So to your specific questions: Do any states provide legal authority by statute for an OSHA compliance officer to inspect a site when they are in their own words "not working"? Yes, California provides authority for an inspector to inspect a site "during regular working hours, and at other reasonable times when necessary for the protection of safety and health". That is the only time-related restriction in the statute. I don't think that the inspector's comment that he's "not working" has any legal significance. What is the test to determine if an individual is acting in their official capacity or acting in their individual capacity? I do not know of any reason to think that any such legal distinction exists. If Joe Smith has been authorized as an inspector by the Chief of the Division, then Joe Smith can perform inspections and is to be given free access to do so. End of story. What is the legal "bright line" for state administrative agency employment as to acting in their official capacity as an agent of the state? Based on what I said above, I think this question is meaningless.
This is not an NDA (non-disclosure agreement), it is a non-compete agreement. An NDA would tell you that you cannot disclose anything you did or saw at your old employer's place. A non-compete agreement is what you have here, an agreement that limits your ability to get work. If what you say is correct, then your employer is not exactly the brightest. You stay that you haven't been given a written notice, and your contract says that a "Notice of termination will only be valid if it is given in writing". So you haven't been given valid notice. There is no reason why you would sign the non-compete agreement. If they plan to fire you without notice if you don't agree, they have a problem: Your contract doesn't allow them to do that. And they have apparently not given any written notice yet. So what they can do is as soon as they decide that you are not signing, they can give you one month written notice.
Discrimination in employment is legal For example, you can discriminate to hire the more qualified or experienced candidate over less qualified ones. What you can’t do is discriminate on the basis of a protected category: The Alberta Human Rights Act (AHR Act) prohibits discrimination in employment based on the protected grounds of race, colour, ancestry, place of origin, religious beliefs, gender, gender identity, gender expression, age, physical disability, mental disability, marital status, family status, source of income, and sexual orientation. If it’s not on the list (or a proxy for something on the list), you can discriminate on it.
Most limited liability companies (LLCs) are small, closely held firms that are owned entirely or in substantial part by active employee-manager-owners with modest capital contributions. LLCs with large numbers of owners typically have a large share of non-employee investor ownership and are most common in oil and gas firms and in real estate firms that either develop, or buy and hold, real estate. Most large accounting and law firms and many other professional service firms are organized as LLCs or LLP (limited liability partnerships), which are owned by the senior employees whose contributions as employees dwarfs their contributions as investors. (Non-lawyers and non-physicians aren't allowed to have ownership interests in law firms and medical practices, respectively). These are the largest firms in the world with significant employee ownership. Start up tech firms organized as LLCs also often give equity stakes to employees even below the senior-managerial employee level. Rank and file employees are sometimes given an ownership interests in firms, but this is more commonly done through an employee stock ownership plan (ESOP) or certain other tax encouraged mechanisms for employee ownership in corporations (e.g., incentive stock options), or in the context of a firm organized as a cooperative (which is taxed essentially like a C-corporation but with an entity level deduction for cooperative dividends paid to members), than it is as an LLCs. One important reason for this is that pass-through taxation (which applies to LLCs not electing to be taxed as corporations) is not workable as a means of imparting ownership to large numbers of rank and file workers, because the compliance paperwork of sending out dozens or hundreds of K-1s to these workers is daunting, and because the prospect of a disconnect between allocated income and loss, and actual distributions (e.g. taxation on &quot;phantom income&quot; of the entity that is not distributed) is problematic.
This would seem to fall under &quot;negative&quot; freedom of association; that is, the freedom to not associate with certain other people. This article discusses the matter in the context of individuals who refused to join a trade union: the ECHR decided that the right to not join a union is just as much a part of freedom of association as the right to join one. By extension, if you decide to hold a meeting (which is also part of the freedom of association), then you have the right to exclude people that you don't want to associate with. You might have a problem if you want to demonstrate in a public place: the undesirable people have just as much right to turn up as you do. However if you have had to get police approval for your demonstration (there is a bunch of ECHR law covering that) then you might be able to tell the police that those people are not part of your demonstration, and ask that they be treated as an unauthorised demonstration. It would be up to the police to take appropriate action at that point.