Practical Solutions of the Employment Law
A person who hires an independent contractor to complete a specified task does not have the authority to supervise the independent contractor’s performance of his or her contract. The contract time to do the job is determined by the employer’s schedule for completing the intended task(s) or job. Keep in mind that an employer may still be held accountable for torts committed by an employee while performing his or her job duties.Do you want to learn more? Visit San Diego Employment Law
An employer, on the other hand, is usually not accountable for torts committed by an independent contractor, but there are times when the employer may be found accountable for the independent contractor’s actions. Find out what laws apply to hiring someone as an independent contractor in your area.
Labour law does not apply to your chiropractic work in a practise environment. We’ll focus on employment and anti-discrimination laws. A number of federal statutes ban job discrimination based on race, gender, religion, national origin, age, or handicap. Title VII of the 1964 Civil Rights Act, as well as the Equal Pay Act, the Discrimination in Employment Act of 1973, the Rehabilitation Act of 1973, and numerous Executive Orders, provide the fundamental basis of Federal employment discrimination law. In every case, each state has implemented legislation forbidding the same types of discrimination as the federal laws.
The Equal Pay Act forbids employers from discriminating against employees based on their gender by paying differential salaries for the same job. The act also prohibits an employer from paying wages that are less than those paid for similar employment at the same location. After the employee has established that the company pays disproportionate salaries for equal labour to individuals of the opposite sex, the burden of proof shifts to the employer to establish that the pay disparity is due to the following factors: