Employment law is made up from a great many common law rulings, statutes, administrative rules and legislation. Its governance falls under the umbrella of both federal and state statutes, as well as administrative regulation and judicial precedent.

When workers file claims for employment discrimination, unemployment compensation and workers’ compensation, these claims fall under employment law. Likewise, overseeing workplace safety and standards, fair wages, retirement and pensions, employee benefits, and much more, are part of this wide-ranging legal area. Employment law deals with both the employer and the employee’s actions, rights and responsibilities, as well as their relationship with one another.

A well-known, prevalent administrative regulatory body for employment law is the Department of Labor, which exists on both the federal and the state level.

Likewise, discrimination is a subset of employment Law that refers to the laws that protect employees from discrimination on the basis of age, race or nationality, gender, sexual orientation, disability, religion or various other reasons. Federal and state statutes make up most of the employment discrimination laws. There are many practices that have been identified as discriminatory, which are legally prohibited. They include demonstrating discriminatory bias in the following work-related activities: promoting, transferring, recalling and laying off workers; compensating, assigning and classifying employees; dispensing fringe benefits; hiring and/or firing employees; recruiting workers and posting job openings; testing; training and apprenticeship programs; retaliation; pay, retirement and disability leave; and various types of harassment.

These laws and policies set out specific procedures necessary for employees to pursue any claims for employment discrimination. The attorneys at Dorsett Johnson & Swift are skilled in assisting corporations on a day-to-day basis to ensure that their employees are treated fairly, within the rules. However, when employees allege violations of employment practices, we are ready to defend our client activities up to, and including trial or arbitration.