Do weekends count as vacational days? Let's say I have 10 natural vacational days available and I'm going on vacation next week (Monday-Sunday). I always work from Monday to Friday; how many vacational days will I have left? Do weekends count as vacational days?
A vacation day is a day "off",that is a day that one is not working, that you would otherwise be working. So, if you had a seasonal job as, say, a tour guide, from January 1 to June 1, any days "off" that you have in August are not vacation days as far as that tour guide job is concerned. In your specific case, you normally work Monday to Friday and are vacationing Monday to Sunday. You will need to take five(5) vacation days, to cover Monday to Friday; Saturday and Sunday do not need vacation days, as you would have those days off to do as you'd like anyway. Or to put it another way, if you had a short, two day vacation, where you left after work on Friday, and were back in time to start work Monday morning, you would not need to take any vacation time at all.
Close family members can stay as long as the tenant wants The tenant is entitled to "quiet enjoyment" of the property which includes living with their close relatives - spouse, de facto and children would all qualify; parents and siblings might as well. It doesn't matter if these people are children or adults. You cannot contract out of this as you are not allowed to discriminate in housing based on family situation. The tenant is also entitled to have non-relative house guests stay for as long as is reasonable. A month or so would be reasonable; longer than that and it starts to look like a sub-lease for which they would need your permission. There is generally a limit under texas law of 3 adults per bedroom but that doesn't seem to be an issue here. I also can't see where having a non-resident's mail delivered to the property is something you have a say about. I'd be very careful if I were you because it seems like you are on the wrong side of the law here.
Long story short, your employer can tell you when and how to take breaks, as long as they meet very simple conditions that don't help you. From the government's information website, Workers have the right to one uninterrupted 20 minute rest break during their working day, if they work more than 6 hours a day. This could be a tea or lunch break. The break doesn’t have to be paid - it depends on their employment contract. Employers can say when employees take rest breaks during work time as long as: the break is taken in one go somewhere in the middle of the day (not at the beginning or end) workers are allowed to spend it away from their desk or workstation (ie away from where they actually work) It doesn’t count as a rest break if an employer says an employee should go back to work before their break is finished. Unless a worker’s employment contract says so, they don’t have the right to: take smoking breaks get paid for rest breaks
According to the EEOC, in general: An employee cannot be forced to participate (or not participate) in a religious activity as a condition of employment. But how religious is this party? Simply calling it a "Christmas party" (or "holiday party") doesn't really make it a "religious activity". Many nonreligious people celebrate Christmas as a general holiday. If the party is nonreligious, then your religion is mostly irrelevant, whether or not it celebrates a winter holiday. The law requires an employer or other covered entity to reasonably accommodate an employee's religious beliefs or practices, unless doing so would cause more than a minimal burden on the operations of the employer's business. This means an employer may be required to make reasonable adjustments to the work environment that will allow an employee to practice his or her religion. So, they'd likely have to serve something you could eat if they're serving food, as that would be a reasonable accommodation. (But you'd have to inform them of your needs beforehand; asking them to go out and buy something during the party would probably not be "reasonable".)
Numbering is for the sake of clarity, and is not intrinsically required. If you refer to a section, you need a way to say which section you mean, and a vague description like "up there where I talked about copying" is insufficient. You can refer to a section by a title, if you need to refer to sections within the contract, as long as your titles match what you refer to them as (and you don't have two sections called "Your Rights").
What is one supposed to do if they want to take an extended trip somewhere? Or is one basically not allowed to take such trips if they are a US citizen eligible for Jury Duty? In the US you are not required to seek permission to travel, or prove your past whereabouts to the government if you happen to miss some civic duty. They generally call up way more people than they need for this sort of reason. The length of time you are gone or where you choose to travel is irrelevant. In my experience you are given about a month heads up. If you didn't receive the notice until you returned from out of town, and they send a follow up, simply inform them of the fact that you were gone and didn't receive the notice until you returned. Jury duty is an obligation to some extent, but it is also a right and a privilege. It isn't a criminal offence you are liable for if you didn't get the notice. If it were that important to verify your availability ahead of time the notification would be sent registered mail with a signature required.
This Dept. of Labor page indicates that executive, administrative and professional employees are in the exempt category, and the corresponding regulation 29 CFR §541.200 agrees, as long as you make at least $684 per week on a fee basis or salary basis. Since apparently your pay depends on the number of hours that you work, you are not an exempt employee
In general: If the contract specifies some term (or "duration"), then it can only be modified in accordance with its own terms. When the employment contract expires any future employment term is subject to negotiation, and benefits could certainly be modified at that time. There are exceptions to this in labor law, but those vary by jurisdiction and won't be addressed here. Generally "vested" benefits like accrued vacation time or pension balances are treated like the property of the employee: They cannot be unilaterally reduced by the employer. One notable exception would be bankruptcy of the employer. I don't know where employee claims rank in Canadian bankruptcy law, but they are one of the debts that might not be paid in full.