Working hours are a contractual agreement between the employer and employee. An employer has a duty to properly explain the nature of work and the hours of input needed. Generally, an employer should allow employees a meal period break of at least 20 minutes considered as working time, although this provision varies from state to state. Under the New York Labor Law, for example, an employee receives a 30-minute lunch break if he works a non-stop six hour shift. An employer is under no obligation to pay his employee for vacation time, sick leave or holiday time unless the employer provides such a benefit. Some employers adopt "use it or loose it" policies when it comes to vacation hours. This simply means that if employees do not use their vacation time, then they loose it.
The right to privacy for an employee in the workplace is limited and depends on the provisions of the company policy. If the company policy clearly states that all business carried out in the workplace should be strictly work-related, the employee loses privacy privileges if he performs personal tasks, such as paying bills or checking personal e-mail. Alternately, some companies may allow employees to perform personal errands on their breaks and will therefore allot a certain degree of privacy as stipulated in their policy.
Employers can search an employee's personal belongings, including his desk, car or locker, monitor telephone calls and internet usage, and even carry out drug testing if stipulated in the company's policy. Employees are awarded some right to their personal privacy or any claim to their private messages if the employer grants an extent of privacy in the employer-employee agreement.
Every employer has the right to receive pay according to the nature of their work and the hours they put in. Under the Fair Labor Standards Act, or FLSA, all employees must earn at least a minimum wage of $7.25 per hour, at the time of publication. Minimum wage laws vary with each state and may be more than the federal standard -- they can never be below it, however. Tipped employees who receive more than $30 per month may have wage adjustments of less than the minimum wage. If, however, their income does not equate to the federal or state minimum -- whichever is higher -- the employer must make up the difference.
A non-exempt employee who works longer than 40 hours a week must receive overtime pay of at least one and a half times the usual rate of pay. Exempt employees, which are usually salaried workers, must receive at least $455 per week to qualify as exempt from receiving overtime.
The Family and Medical Leave Act, or FMLA, allows employees to take unpaid leave for certain family or medical related issues. Employers must display conspicuous notices in the workplace on the provisions and requirements of the FLSA and FMLA for employees.
As per the Occupational Safety and Health Administration, or OSHA, an employer must ensure the working environment is safe for his employees. The employer is responsible for ensuring the equipment in the workplace is in proper working condition. He must also provide safety equipment to workers in potentially unsafe areas like mines and chemical labs. Employers must also provide adequate safety training to their employees. An employee has the right to refuse to work if he considers the working environment unsafe.