Can a company force a worker to work in 40&#176;+ degrees Celsius and not allow any concessions for basic comfort to stay more safe? Can a company force a worker to work in 40°+ degrees Celsius and not allow any concessions for basic comfort to stay more safe? This question is a result of this question on Lifehacks SE: How to stop sweat from running into your eyes while at work in 40+ degree Celsius weather? Last year I was asked to remove my 3” high-vis orange brim hat in lieu of their standard black baseball hat. The hat definitely keeps the heat off my neck and shoulders. This year the heat is worse with 40+ degrees Celsius. Are companies allowed to insist on their dress code in extreme weather conditions or can an employee make reasonable adjustments for basic comfort and safety? I would like to know the laws according to both Canada and the USA.
I limit my answer to U.S. law. The Right To Quit And Its Impact On Unemployment Benefits First, absent narrow exceptions (e.g. soldiers), any employee can quit at any time, from work with a bad employer. Normally quitting forfeits a right to unemployment insurance payments, but if the employee can convince the unemployment eligibility hearing office that the conditions the employer established were so bad that there was a &quot;constructive discharge&quot; the employee will be treated as having been fired for purposes of unemployment insurance. The employee can't get an advisory opinion on constructive discharge, however. The employee must act first and argue that there was a constructive discharge afterwards at risk of not getting any unemployment benefits if the employee loses. Occupational Safety and Health Laws Second, the employer is obligated to follow workplace safety law. Outside the mining industry (which does not include oil and gas work), workplace safety regulations are primarily promulgated by OSHA (the Occupational Safety and Health Administration) which is a subdivision of the federal department of Labor. Many states have a parallel state agency. (The mining industry is governed by MHSA a parallel and much more powerful body.) Violating workplace safety rules established by OSHA can result in the employer being fined and being required to correct the situation going forward, although the amounts of the fine even taken together with worker's compensation packages, are often far less than the amount of liability that the employer would have in a third-party negligence lawsuit. The government and not the employee receives the fine paid if one is imposed. Also, OSHA is vastly understaffed and routinely ignores worker complaints out of sheer lack of manpower, since it is responsible for all safety issues for 98%+ of all employees in the entire United States. OSHA has protocols related to requirements for employees working in extreme heat that are discussed here. In particular, OSHA states that: Washington, Minnesota, and California have specific laws governing occupational heat exposure. Federal OSHA has a General Duty Clause (Section 5a of the Occupational Safety and Health Act of 1970) that requires employers to provide a place of employment that is “free from recognized hazards that are causing or are likely to cause death or serious physical harm to employees.” The OSHA Technical Manual Chapter on Heat Stress establishes that OSHA uses WBGT to determine if a heat hazard was present. Thus, outside those three states, rather than having detailed requirements in a regulation, OSHA has general suggestions and provides a framework for evaluating heat related safety and occupational illness issues that gets evaluated on a case by case basis if OSHA asserts that an employer has violated these general safety requirements, which will be resolved in a hearing, if necessary, if a citation issued by OSHA on this basis is issued by OSHA and disputed by the employer. Worker's Compensation Third, the employer has liability without regard to fault for all work related injuries, illness and deaths under worker's compensation law. The employer has liability even if the employer didn't violate any OSHA regulations or standards. But, the recovery allowed is much more meager than it would be between strangers suing each other for negligence. It is largely limited to lost wages, medical expenses, and funeral expenses, although if a deceased worker has dependents, their dependent survivors are also entitled to worker's compensation lost income benefits. The existence of worker's compensation coverage, however, bars an employee from bringing a lawsuit other than a worker's compensation claim against the employer, however. Collective Bargaining Rights Of Unionized Workers Fourth, in a unionized workplace, the union could raise a grievance with the employer under the collective bargaining agreement governing the workplace which will universally require the employer to follow safety rules. If there is a dispute, these disputes are typically referred to an arbitrator in union-management arbitration. The arbitrator has considerable freedom to fashion remedies if the arbitrator feels that the safety rules were not followed. Neither side can appeal the arbitrator's ruling. If the employer does not follow an order from an arbitrator, this is converted to a court order at an ordinary court with jurisdiction over the employer and the court will make the arbitrator's order a court order which may be enforced under pain of contempt of court sanctions (including incarceration or punitive fines).
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.
Certain kinds of pay secrecy measures are illegal under the National Labor Relations Act, a 1935 law. It's not the strongest prohibition, however, because the consequences of violating it are rather weak (especially compared to other employment claims). Some government entities or contractors are under more stringent rules by executive order, and states may have their own laws. Here's a Department of Labor fact sheet. Here's a 2014 NPR story on the subject.
I believe that under federal law, the franchise owner cannot avoid overtime in this way. A similar case was considered by the Labor Department in 2005 (FLSA2005-17NA): This is in response to your request for an opinion concerning the application of the overtime requirements of section 7 of the Fair Labor Standards Act (FLSA) to employees who work at two different health care facilities operated by one management company. It is our opinion that all hours worked at any of the facilities must be combined for the purpose of calculating hours worked under the FLSA. The letter explains the logic pretty clearly, with citations. When an employee is "jointly" employed by two or more employers, then the hours are all combined for overtime purposes. 29 CFR 791.2(b) explains how "jointly" is determined: Where the employee performs work which simultaneously benefits two or more employers, or works for two or more employers at different times during the workweek, a joint employment relationship generally will be considered to exist in situations such as: (1) Where there is an arrangement between the employers to share the employee's services, as, for example, to interchange employees; or (2) Where one employer is acting directly or indirectly in the interest of the other employer (or employers) in relation to the employee; or (3) Where the employers are not completely disassociated with respect to the employment of a particular employee and may be deemed to share control of the employee, directly or indirectly, by reason of the fact that one employer controls, is controlled by, or is under common control with the other employer. Paragraph (1) applies: the two employers (the two restaurants) have an arrangement to share the employee's services (the owner is explicitly dividing their hours). Paragraph (3) also applies: both employers are under common control, since the same person owns both. They certainly are "not completely dissociated". The same logic would seem to apply even if the two locations are different restaurants, or different types of businesses. The 2005 letter explains further: Factors that are relevant in finding joint employment include, for example, whether there are common officers or directors of the companies; the nature of the common management support provided; whether employees have priority for vacancies at the other companies; whether there are any common insurance, pension or payroll systems; and whether there are any common hiring seniority, recordkeeping or billing systems. These also seem likely to apply in your hypothetical cases.
Yes and no. While there are no general laws that ban the display of offensive symbols, they are prohibited in certain circumstances. Significantly, this is in the workplace. It is illegal to discriminate on the following bases in the workplace: Race Sex Pregnancy Religion National origin Disability (physical or mental, including HIV status) Age (for workers over 40) Military service or affiliation Bankruptcy or bad debts Genetic information Citizenship status (for citizens, permanent residents, temporary residents, refugees, and asylees) For instance, in Burlington Industries, Inc. v. Ellerth, 524 US 742 (1998), the majority found: a plaintiff claiming employment discrimination based upon race could assert a claim for a racially hostile work environment, in addition to the classic claim of so-called "disparate treatment." Since you haven't been specific about the nature of the offensive symbol, some examples might be: displaying a swastika displaying sexually offensive material displaying racially offensive material These are likely only to apply if the employer ought to have known, or did in fact know, that an employee (or in some cases, the customers) of a business would be offended, or it would amount to discrimination. Of course, a single display of only the symbol is not likely, on its own, to create a hostile work environment - it would need to be considered with the rest of the facts - but it can certainly be a contributing factor. It's a bit difficult to list all the situations where similar laws might apply, but this is one of the most prominent (and, to be honest, one of the ones that I'm personally interested in).
Bonded labor is illegal in India, but enforcement is lax. Read Right against exploitation in Fundamental rights in India. The right against exploitation, given in Articles 23 and 24, provides for two provisions, namely the abolition of trafficking in human beings and Begar (forced labour)... As per law, they cannot make the contract binding if it relates to bonding of the laborer. But a general contract may stand in court if they have made you sign the contract and paid the duty to government for the contract. This contract will be mild form of Bonds/begar-contracts. As per the requirements of the contract, usually they will ask you to give them your original documents and degree certificate. Do not do that. That will give them control, and it's illegal. From personal experience, such companies are phonies and they want to exploit you. Visa thing is a scare. As per they wont give me Experience letter and Releasing letter; they might do that, and so you will not be able to show experience. You can file a lawsuit against them. (But you know it's a waste of time in Indian courts) As per first three things you mentioned: It is written on my company's letter head. It doesn't contain any stamp paper. It doesn't contain any company seal. It's not a contract. Do not provide them your actual signatures. Make a strange signature so that you can later argue that it's not your signature. But think about the consequences: You are going to that (probably shady) company, do you think they will hold any of their promises later, at all. Think: Will the company stay in business until your bond is over? Then how will you get an Experience certificate? That ends the answer. A few suggestions I'd suggest finding a different job. I'd suggest talking to a lawyer. It's cheaper than your life being screwed up. I'd suggest talking to your family about it. Nothing written here constitutes legal advice. Talk to a lawyer to get a legal opinion on the matter.
Contracts can say all sorts of unenforceable things, you provided an example of one of them. A person cannot be compelled to stay and work somewhere they no longer wish to work. At the risk of getting my wrist slapped for straying too far into the land of opinion, a clause like this is likely intended to take advantage of naive teenagers who will provide free employment referrals because they think they have to.
In Texas, as in most of the US, the law is "Employment at Will". This means that an employer is free to fire people at any time, for any reason, or none, as long as it is not for one of the few reason forbidden by law, such as racial or age discrimination. Hourly employees are entitled to overtime pay in such cases, but "exempt" employees are not. Nor are they entitled to comp-time as a matter of law, that is at the option of the employer. (The question seems to imply that the employee in question was "exempt" but does not actually say so.) The only really effective recourse against that sort of "death march" is to quit and find a better job, or to threaten to do so while they still need you, unless the conditions return to acceptable ones. I have heard of people in such a situation who "get sick" every day at 5:30pm, because local law forbid requiring ill employees to work. But that is pretty much inviting an arduous and possibly expensive administrative and/or legal battle, and will depend on the specifics of the state/local law. In any case, it is too late for the person in question to try that. On the facts as stated, there might be a valid claim of age discrimination. But additional facts would be needed to establish this, and it would be in my view unwise to try it without consulting a good employment lawyer. Such a lawyer could advise exactly what must be proved and how, and what the probable chances of any recovery would be.