Labour law provides an overview of the law that governs the foundations of the employee-employer relationship and examines various public policy issues related to the regulation of employment standards. Topics may include: the common law doctrine of arbitrary employment and the development of contractual and tortious exceptions to that doctrine; legal measures to protect workers against unfair dismissal; the law of work-related privacy breaches (e.g., drug tests, genetic screenings, polygraph machines, etc.); the National Industrial Relations Act; regulation of termination pay (e.g. Fair Labour Standards Act, applicable wage laws); regulation of occupational health and safety (e.g. Occupational Health and Safety Act). This course may also cover the Workers Accommodation and Retraining Act, the Family Leave Act and Workers` Compensation. In the past, this course also covered laws to protect workers from discrimination in the workplace, but this topic has now become so broad that it has been incorporated into a separate course. This course explores the intersectionality of national security and employment issues; Notably, how national security concerns affect the review of federal employment, from security clearances to proficiency checks. In addition, it serves as an introduction to understanding the interaction between federal jurisprudence, regulations, federal regulations and the authority`s guidelines in this area. “Labor law” is the constellation of constitutions, statutes, regulations, and legal affairs that govern the relationship between individual employees and their employers. If you work for a living, you have the right to be free from discrimination and reprisal, to honour your contracts, and to be paid for every hour you work (and more if you qualify for overtime).

These rights derive from “labor law” and are usually upheld in the courts (or in an administrative body such as the Equal Employment Opportunity Commission (EEOC) or the Connecticut Commission on Human Rights and Opportunity (CHRO)). The reason it`s important to know the distinction between labor law and labor law, especially when hiring a lawyer, is that lawyers who claim to be both labor and labor lawyers tend to specialize in one and deal with the other. And hiring a lawyer who tries can lead to poor results. Familiarize yourself with the elements of a study and the techniques needed to properly handle a case so that students have a basic understanding of what is at stake. Because safety screenings and fitness decisions often determine whether a person is hired — and in some cases fired — they invoke the application of employment protections under laws such as Title VII of the Civil Rights Act of 1964, the Employment Age Discrimination Act of 1967, and the Americans with Disabilities Amendment Act of 2008. The decision to refuse employment on the basis of a security check or a decision of aptitude is considered an unfavourable measure. While some acts may be subject to judicial and/or administrative review, others are not. Therefore, orders-in-council, federal regulations and agency guidelines are required to ensure that the review is both thorough and fair. Over the past decade, courts and authorities have grappled with issues ranging from discrimination to stigmatizing mental health issues in security checks and fitness decisions.

Labour and labour law practice includes extensive negotiations and mediation; Therefore, courses such as the negotiation seminar and the mediation seminar are relevant. Since the field involves a lot of litigation, evidence and a clinic or court practice are valuable experiences. The main difference between labour law and labour law is the relationship between employer and employee. Where the law concerns the relationship between an employer and an individual, this is usually a matter of labour law. If the law concerns the relationship between an employer and a group of persons (e.g. a trade union), this is a matter of labour law. The two terms are often used interchangeably and have some similarities; However, these are two distinct forms of practice. Lawyers may specialize in one practice or another; Therefore, it is important to distinguish whether the representation must be made by a labour lawyer or by a lawyer specializing in labour law. Many of the labour law cases we deal with involve pay and working time laws involving unpaid overtime, overtime paid as direct time, misclassifications as independent contractors, employees paying pay with overtime instead of hours, work out of hours or are not paid “on call”, and similar matters.