
Can I be fired for reporting a safety problem at work? OSHA's 30-day rule
You can report hazards confidentially, and retaliation is illegal.
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You can report hazards confidentially, and retaliation is illegal.
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Under the PWFA, employers with 15+ workers must reasonably accommodate pregnancy limitations.
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Federal jurors earn $50 a day; employer pay is optional, but firing you for federal jury service is illegal.
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COBRA usually lasts 18 months, costs up to 102% of the premium, and gives you 60 days to elect and 45 days to pay.
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Most private-sector workers can legally discuss pay.
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At 14 or 15: 3 hours on school days, 18 in school weeks, 7 a.m.
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Short breaks, mandatory job training and on-duty waiting generally count as paid time.
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Federal law doesn't require paid sick leave, but many states and cities do, and FMLA may protect your job for serious illness.
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Report a work injury in writing right away, get care and file through your state's workers' comp system.
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The federal minimum is $7.25, but you're generally owed the highest of federal, state and local rates where you work.
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Non-exempt workers get at least 1.5 times the regular rate for hours over 40 in a workweek, and that rate generally includes nondiscretionary bonuses.
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$2.13 is legal federally only if tips get you to $7.25 or your state's higher rate.
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Check eligibility, give notice and plan for unpaid time.
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File with your state right away, certify on schedule and keep records.
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Your state sets the deadline.
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Federal law doesn't require holiday premium pay, but overtime rules still apply.
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Ask early, insist on a private non-bathroom space and keep a record.
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An employer using a screening company must tell you, get your consent and give you a chance to respond before rejecting you.
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Federal law doesn't require breaks, but it does require pay for short breaks and for any 'lunch' where you keep working.
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If an offer asks you to pay, forward money or skip the interview, walk away and report it.
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Leave it, roll it to your new plan or an IRA, and use a direct rollover.
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Your real working relationship decides your status.
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Salary alone doesn't make you exempt.
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Document.
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Short.
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Why leave?
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Partial may be allowed.
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Talk.
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Certify.
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Manager first.
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Research.
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Salary ≠ exempt.
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Research.
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Report.
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Results.
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Apply ASAP.
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Usually no fault required.
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Depends on reason.
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Research data.
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Show results.
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Use BLS projections.
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Education first.
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Research.
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Arrive early.
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Document.
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Tell HR.
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Varies by state.
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12 weeks.
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Unpaid.
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FMLA covers birth.
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