Employees Rights Supplied by the U.S. Attorney General Protection

All people engaged in some kind of work are in certain relationship with each other, we mean employer/employee relationship. Such cooperation has a legal basis; one side of it deals with employees rights. The U.S. Federal employee rights laws mandate is the main act determining the rights of people engaged in some work by an owner. But it is only the basis, because each state is allowed to adopt their own employee rights laws, which would include or expand upon the minimum suggested by the Federal laws.

Employee rights laws are also known as employment laws or labor laws. Employment laws predominantly regulate employer-employee relationship; meanwhile labor laws commonly deal with employer-union relationship. The term “labor laws” is mostly used in reference to employment, labor and employee rights laws on the whole. 

What is important is that employees rights laws regardless of the state they were passed would do for your benefit. For example, if your state has its own minimum wage law and its rate is higher than that of Federal law, so employers running business in your state must pay the higher minimum wage.

Employee rights are also protected by sound morality and public policy. Cases dealing with moral pressure from the part of employer usually acquire their interpretation by a court or arbitrator. 

But nevertheless there are no Federal employee rights laws that would cover everything that's unfair or unethical in the workplace. You must understand that, what might seem unfair or unethical in the workplace is not always can be considered as something illegal. Let’s consider a situation when your boss unfairly fires you. And this is not a violation of your employee’s
rights, because due to the absence of contracts, employment is recognized to be voluntary and indefinite under the Employment At-Will Doctrine, which most states follow. This way your chief may fire you whenever he or she wants, and you may finish your cooperation whenever you want. But if the reason to fire you is, for example, challenging questionable overtime-pay practices, so that is a violation of your employee rights regulated by the Federal Fair Labor Standards Act. And that is the reason to ask for help the U.S. Attorney General, to be more precise – the labor employment attorney.

Pay your attention to the fact that independent contractors are commonly not protected by employee rights laws. That's because they are mostly self-employed.

But, if employer misclassifies workers as independent contractors, the employee rights laws might be applied after misclassification is determined. Nevertheless, in any case you will feel confident if you are aware of your rights.