The Hartford Employer View
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There are a variety of types of employment. Some are full-timewhile others are part-time, and a few are commission based. Each type has its own list of guidelines. There are a few things to consider while deciding whether to hire or terminate employees.
Part-time employeesPart-time employees work for a company or organization , yet they work fewer time per week than a full-time employee. However, these workers could still receive some benefits from their employers. These benefits can vary from employer to employer.
The Affordable Care Act (ACA) defines"part-time employees" as employees that work less than hours per week. Employers can decide whether to offer paid leave for their part-time employees. In general, employees have access to a minimum of two weeks of paid vacation every year.
Certain companies may also offer programs to help parttime employees acquire skills and advance in their careers. This is a great incentive to keep employees with the company.
There is no law in the federal government or regulation that specifies exactly what a "ful-time" worker is. However, this law, called the Fair Labor Standards Act (FLSA) does not define the term, employers typically offer different benefits to their half-time and fulltime employees.
Full-time employees usually receive higher wages than part time employees. Additionally, full-time employees are eligible for company benefits like dental and health insurance, pensions, as well as paid vacation.
Full-time employeesFull-time employees typically work longer than four days per week. They may enjoy better benefits. But they could also miss time with family. The working hours can become intense. It is possible that they don't see any potential for advancement in their current jobs.
Part-time employees are able to have greater flexibility with their schedule. They're likely to be more productive and may also be more energetic. It could help them satisfy seasonal demands. However, employees who are part-time are not eligible for benefits. This is why employers need to identify full-time and part-time employees in their employee handbook.
If you choose to employ an employee who works part-time, you must determine the many hours they will work per week. Some companies have a pay-for-time off program that is available to workers who work part-time. You may wish to offer further health care benefits, or paid sick leave.
The Affordable Care Act (ACA) defines full-time employees as employees who are employed for 30 or more days a week. Employers must offer medical insurance to their employees.
Commission-based employeesThe employees who earn commissions get paid according to the amount of work they perform. They typically work in either marketing or sales positions at storefronts or insurance companies. They can also work for consulting firms. Whatever the case, commission-based workers are governed by legislation both state and federal.
In general, employees who carry out tasks for commission are paid an amount that is a minimum. For every hour they are working, they are entitled to a minimum of $7.25 and overtime pay is also necessary. The employer is required to remove federal income taxes from any commissions received.
The employees working under a commission-only pay structure still have access to certain benefits, such as unpaid sick day leave. They also have the right to use vacation days. If you're not certain about the legality of commission-based income, then you may consider consulting an employment attorney.
Anyone who is exempt in the minimum wage requirement of FLSA and overtime requirements still have the opportunity to earn commissions. These workers are typically considered "tipped" personnel. Typically, they are classified by the FLSA as earning greater than the amount of $30 per month for tips.
WhistleblowersWhistleblowers at work are employees who report misconduct at the workplace. They can expose unethical or criminal behavior, or expose other legal violations.
The laws that protect whistleblowers at work vary from state to the state. Certain states protect only employers working for the public sector whereas others offer protection for employees in the public and private sectors.
While some laws are clear about protecting whistleblowers within the workplace, there's other laws that aren't popular. In reality, all state legislatures have passed laws protecting whistleblowers.
A few of these states are Connecticut, Idaho, Nevada, Ohio, Oregon, Pennsylvania, Vermont, Washington, Wisconsin, and Virginia. In addition the federal government enforces various laws in place to protect whistleblowers.
One law, called the Whistleblower Protection Act (WPA) will protect employees from harassment for reporting misconduct within the workplace. They enforce it by the U.S. Department of Labor.
A separate federal law, the Private Employment Discrimination Act (PIDA) It does not prohibit employers from dismissing an employee for making a confidential disclosure. But it does permit employers to incorporate creative gag clauses in the contract of settlement.
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