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Second, an employer can be found liable for negligent hiring even without provision of any dangerous instrument to the employee. However, where an employer hires an unqualified person to engage in the use of a dangerous instrumentality, as in the above example with the bus driver, the employer may be liable for both negligent entrustment and ...
Usually, the employer has the burden of proof in discharge cases or if the employee is in the wrong. In the workplace, just cause is a burden of proof or standard that an employer must meet to justify discipline or discharge. Just cause usually refers to a violation of a company policy or rule.
The substantive law applied by the NLRB is described elsewhere under specific headings devoted to particular topics. Not every unfair act amounts to an unfair labor practice; as an example, failing to pay an individual worker overtime pay for hours worked in excess of forty hours in a week might be a violation of the Fair Labor Standards Act ...
In law, wrongful dismissal, also called wrongful termination or wrongful discharge, is a situation in which an employee's contract of employment has been terminated by the employer, where the termination breaches one or more terms of the contract of employment, or a statute provision or rule in employment law.
In the majority of cases, a grievance in a workplace is filed due to a breach of labour law. Though labour law can be different from country to country, there is a general understanding of this particular laws meaning and relationship to employees and employers.
Image credits: Suwi #7. I was working at a daily newspaper and going to law school at night. My immediate boss resented this and kept changing my work schedule to try to mess up my schooling.
Employers have to contend this year with a whole bunch of new state legislation impacting their workplace. Minimum wages are going up in 20 states. There’s a ban on “captive meetings” in ...
The contemporary rationale of employers' vicarious liability is as applicable to this new wrong as it is to common law torts. 28. Take a case where an employee, in the course of his employment, harasses a non-employee, such as a customer of the employer. In such a case the employer would be liable if his employee had assaulted the customer.