Common Myths About Employment Law and the Truth Behind Them

Posted by Kevin Koc | Dec 27, 2022 | 0 Comments

Common Myths About Employment Law and the Truth Behind Them

As an employee, it's important to understand your rights in the workplace. Employment laws can be complex, and it's easy to fall for myths about what you're entitled to as an employee. In this blog post, I'll dispel some common myths about employment law and explain the truth behind them.

Myth #1: "At-will" employment means an employer can fire an employee for any reason.

While it's true that most states follow the "at-will" doctrine, which means that either the employer or the employee can terminate the employment relationship at any time, there are limitations on an employer's ability to fire an employee. For example, an employer cannot fire an employee for a reason that is discriminatory, such as on the basis of their race, religion, or gender. Additionally, an employer cannot fire an employee in retaliation for exercising their rights, such as filing a complaint about discrimination or harassment.

Myth #2: Employers can't discriminate against employees based on their age, race, or gender.

This myth is unfortunately not true. While federal laws like the Age Discrimination in Employment Act, Title VII of the Civil Rights Act, and the Americans with Disabilities Act prohibit discrimination in the workplace, it still happens. If you believe you have been the victim of discrimination, you can file a complaint with the Equal Employment Opportunity Commission (EEOC) or bring a lawsuit in court within 180 days of the discriminatory or retaliatory action to ensure all your rights are protected.

Myth #3: An employee doesn't have any rights if they are classified as an independent contractor.

The classification of an employee as an independent contractor or an employee has significant implications for their rights in the workplace. Independent contractors are not entitled to the same protections as employees, such as minimum wage and overtime pay, unemployment benefits, and protection from discrimination. However, just because an employer classifies someone as an independent contractor does not necessarily mean that they are one. The determination of an employee's status as an independent contractor or an employee is based on a number of factors, such as the degree of control the employer has over the individual's work and the individual's level of independence.

Myth #4: Employees are not entitled to breaks or time off.

Under the Fair Labor Standards Act (FLSA), non-exempt employees are entitled to breaks and meal periods if they are to be unpaid. If you are not completely relieved of duties while on unpaid breaks, it may be illegal. The specifics of these breaks, such as how long they must be and whether they must be paid, depend on the state in which the employee works. Additionally, the Family and Medical Leave Act (FMLA) provides eligible employees with the right to take up to 12 weeks of unpaid, job-protected leave for certain family and medical reasons.

Myth #5: Employers are not responsible for the actions of their supervisors or managers.

Employers are responsible for the actions of their supervisors and managers, including cases of harassment and discrimination. If a supervisor or manager engages in harassment or discrimination, the employer can be held liable for their actions. It's important for employees to report any instances of harassment or discrimination to their employer, as well as to the appropriate government agency, such as the EEOC.

Conclusion: Understanding the truth about employment law is crucial for protecting your rights as an employee. If you have any questions or concerns about your rights in the workplace, it's important to seek the advice of an experienced employment law attorney. Koc Law LLC practices employment law in Kansas and Missouri and is located in the Kansas City Metropolitan area.

About the Author

Kevin Koc

Kevin Koc has practiced employment law in Kansas and Missouri for over 15 years and has been a part of several successful jury trials and federal appeals. Prior to becoming an attorney he worked in the Human Resources field where he gained a practical understanding about how the day to day work life of employees is impacted by employment laws.

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