Employment Law
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Call us now or use the form below. Employers' Frequently Asked QuestionsQ: How much do I have to pay my employees? A: This depends on the employee. Generally, if the employee is not an executive, professional or supervisor, you must pay at least minimum wage. The federally mandated minimum wage was $5.15 per hour for ten years until Congress raised it on July 24, 2007, to $5.85. Two more 70-cent increases take effect on the same date each in 2008 and 2009. State law may require a higher minimum wage than the federal level, in which case the higher state wage applies. Some industries and special categories of employees may fall under minimum-wage exemptions. Q: Can I fire an employee for any reason? A: Most states recognize at-will employment, meaning that, in most circumstances, an employee without an employment contract to designate the term of employment can be fired at any time for any legal reason or for no reason. However, some jobs are covered by employment contracts requiring that employers have legitimate reasons for employee terminations. North Carolina Employment Law AttorneysWe provide experienced legal counsel and representation for employers with employment law and litigation needs. Our employment law practice group works together with our other business transaction and litigation group to offer services that integrate all of your business law needs. If you are an employer looking for intelligent, effective employment law services, contact the business employment lawyers offices of Herring Mills & Kratt PLLC, in Raleigh to schedule a consultation. Employment Law from an Employer PerspectiveAn employer must be cognizant of state and federal laws that govern employee hiring, compensation, treatment and termination. If you are an employer facing legal issues in any aspect of employment, consult an employment law attorney at our firm for guidance. Anti-Discrimination LawsMany legal matters arise in the hiring of new employees. Of course, one of the most important areas of concern is to ensure that all hiring decisions are made for legitimate, job-related reasons not involving illegal discrimination. Broadly, federal law forbids discrimination in employment based on race, color, national origin, gender, religion, age, disability, military service or veteran status, union affiliation or citizenship. Your state and local laws may add protection to other classifications, such as sexual orientation. To show compliance with anti-discrimination laws, the reasons for hiring or rejecting a job candidate should be well documented. HiringEmployers must comply with a myriad of federal and state hiring laws. If you are an employer, the counsel of a knowledgeable employment law attorney at our firm can help you proceed safely through the hiring process. CompensationIf your business has employees, it is in your best interest to retain an experienced and skilled employment law attorney. Federal and state employment laws concerning wages and overtime are complex and impose significant responsibility on employers. Family and Medical LeaveFederal and some state laws provide certain employees with rights to take leaves from work during specific life events. Employers must understand the details of these legal leave requirements to ensure proper application to eligible employees. For assistance with legally mandated employment-leave issues, consult a knowledgeable employment lawyer at our firm. TerminationAn employer must proceed cautiously when terminating an employee from his or her job. An employment law attorney from our firm can advise you about the impact of federal and state laws, as well as employment contracts and collective-bargaining agreements, on employee discharge. Resource Links for Employers
United States Department of Labor
United States Equal Employment Opportunity Commission
USERRA Advisor
ForEmployers.com
Immigration and Nationality Act Compliance Assistance
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