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West Virginia is a very popular state which is located in the Appalachian and Mid-Atlantic regions of the United States. It is surrounded by Virginia from the southeast, Kentucky from the southwest, Ohio Labor Law Posters from the northwest, and Pennsylvania Labor Law Posters and Maryland from the northeast. The working conditions in this state are very favorable.

Some of the state labor laws which are applicable in West Virginia are as follows:

1. Labor law poster According to the employment law each owner is required to post mandatory West Virginia labor law posters in the organization so that the workers may know their rights. They must publish accurate posters which must include information related to minimum wage, health and safety protection, minimum wage, unemployment insurance and worker right notices.

2. Hiring According to federal law an employer cannot hire employees on the basis of on the basis of age, color, creed, ancestry, arrest record, disability, marital status, nationality, race, sex etc. There should be equal treatment for each and every one.

3. Employment at will In West Virginia, at-will employees may be terminated for any reason, so long as it is not illegal. The law is related to the contract and hence you will have to follow the contract. If you will not follow the contract then only you will be affected by this rule.

4. Work place injury The owner is responsible for nay kind of injury that may occur at work place. If a worker dies then his or her dependents may also be entitled to benefits.

5. Work place safety According to federal and state law an employer is responsible for providing the best working condition to the employee. Each owner must comply with occupational safety and health standards, rules, regulations and orders issued as per the laws. If you will not provide the best working condition then you will be questioned by the employee.

6. Harassment If you will be found guilty for any kind of harassment then you will definitely be punished very badly. This is made the law to make sure that the women are well protected in all the companies.

7. Minimum wage Every employer shall pay to each worker a rate not less than $7.25 per hour. An employer may implement a 90 days training wage of $5.15 per hour for persons under 20 years of age when specific conditions are met.

West Virginia is one of the famous states that is situated in the Mid-Atlantic and Appalachian region in the United States. This beautiful state is enclosed by Virginia, Kentucky, Ohio, Pennsylvania and Maryland. This state has a favorable working condition.

Following are some of the state labor laws that are applicable in West Virginia.

1. Labor law poster The employment laws of the West Virginia states that each and every owner has to post a compulsory West Virginia labor poster in their organization. It id done to let the workers know their rights. They must circulate precise posters which should have entire information about the minimum wages, unemployment insurance, health and safety protection and notices of worker right.

2. Laws Related To Hiring Federal Law states that an employer may not hire his employees in accordance to the color, age, creed, arrest record, nationality, sex, race, disability, ancestry etc. Each and everyone should be treated as equal. There should not be any partial treatment.

3. Laws Related To Employment At Will According to this law at-will employee can be terminated due to any cause. But for the termination it is necessary that the reason should be legal. The law is in accordance to the contract so one has to follow the contract. In case one abides the law then that person will have to face the law.

4. Laws Related Work Place Injury According to this law, the owner is completely responsible for any type of injury on the work place. In case of death of the worker his dependents will be given compensation.

5. Laws Related To Work Place Safety The Federal and State law states that it is the responsibility of the owner to provide a decent working condition to his employees. There should be no compromise with the regulations, occupational health and safety, rules and standards. In case the employer does not provide a good working condition then he should be answerable towards the questions of the employees.

6. Laws Related to Harassment If the employer is found to be a guilty of harassment of any kind then he will have to face the legal proceedings. This law ensures the safety of women in company.

7. Laws Related To Minimum Wages According to this law the employer shall not pay less than $7.25 per hour to his employees. But in case of special conditions of training of 90 days, the employer can pay at the rate of $5.15 per hour to his employee.

Above are some of the State Labor Laws that are followed in West Virginia. Hope that this article would have helped you to get information about these laws.

Texas is one of the major states in United States of America. It is the second largest State in United States. It is enclosed by Mexico, New Mexico, Oklahoma, Louisiana and Arkansas. Texas is known for providing an outstanding working condition to the employees.

Following are some labor laws that are applicable in Texas.

1. Laws related to Child Labor This law states that it is not legal to give employment to a child who is less than14 years of age. These laws are laid down to ensure that the children are not employed in any business or occupation. This law ensures the health and safety of the children. This law states that any child whose age is less than 14 or 15 years will not work more than 48 hours in a week or 8 hours in a day. This law also states that no child shall be employed in mining, manufacturing or processing business.

2. Laws Related To Minimum Wages Under this act any employee must be given a minimum wage at the rate of $5.15 per hour.

3. Labor Laws At Work Place According to this law the employer will have to circulate several posters at the work place. The posters must be accurate and updated. Poster must have information in context to minimum wages, employment insurance, health and safety protection and the notices of worker right.

4. Laws Related To discrimination These laws ensure that there should be no discrimination on the basis of nationality, caste, age, religion, caste and creed. In case the employer is found guilty then he will have to face the law.

5. Laws Related To References The prior employer is free to provide any sort of non-confidential information about the previous worker. In case an employer is found guilty then he is liable for chastisement.

6. Laws Related To Employees Hand Book. This law states that there should be an employee's handbook that should contain complete record of the owner's procedures and policies.

7. Laws Related To Work Place safety According to this law it is the responsibility of the employer to provide a decent and better working condition for his employees. There should not be any type of compromise with the standards, rules and regulations. In case the employer is not providing proper working condition then he is answerable to the employees.

It seems like everywhere you look there is some mention of the U.S. Department of Labor (DOL) cracking down in one way or another on businesses. Statistics indicate that there is much increased activity in DOL audits over the last few years, which should come as no surprise. In the DOL 2011 Strategic Plan Fiscal Years 2006 - 2011 the department listed four major goals, which are:


 * A Prepared Workforce
 * A Competitive Workforce
 * Safe and Secure Workplaces
 * Strengthened Economic Protections

According to the Strategic Plan, the third goal, Safe and Secure Workplaces "focuses on ensuring that workplaces are safe, healthful, and fair; providing workers with the wages due to them; providing equal opportunity; and protecting veterans' employee and reemployment rights." It is this area that prompts the majority of DOL audits of employers.

The newly appointed Secretary of Labor, Hilda Solis, issued a statement on March 24, 2009 that the DOL is renewing its efforts to enforce labor laws across the country. With the addition of 250 field investigators provided to the DOL under the American Recovery and Reinvestment Act, businesses can be assured of increased audits.

In is important to understand that the DOL is quite a large organization with far reaching regulatory authority. The DOL has 27 divisions that each has their own function. A few of the divisions that are most familiar to private employees are:

One would think significant differences separate conservationists, those interested in the protection of natural resources and those who since the beginning of time have converted forests and savannahs alike into productive farms. In Michigan Labor Law Posters Saginaw Valley, however, farmers, urban volunteers, and conservationists represented by the U.S. Fish & Wildlife Service have joined together to protect and restore wetlands and native grasslands, creating an important refuge for nearly three hundred species of wildlife, many of which appear on Michigan's endangered species lists. In addition, ten thousand acres of former swamp became rich farmland of unparalleled productivity devoted to many crops including corn, soybeans and sugarbeets and by 1935 had become the largest single farm east of the Mississippi River.

Employment Standards Administration (ESA), which includes:
 * Wage & Hour Division (WHD)
 * Employee & Benefits Security Administration (EBSA)
 * Occupational Safety & Health Administration (OSHA)

The Georgia Labor Law Posters department of Labor provides unemployment and employment resources for Georgia residents, as well as business and labor information and services. The unemployment services include information on how to file a new claim for unemployment benefits, filling for weekly unemployment benefits, and unemployment frequently asked questions. They also provide the Rehabilitation Services. These services operate five integrated programs that share a primary goal- to help people with disabilities to become fully productive members of society by achieving independence and meaningful employment. The largest of programs are Vocational Rehabilitation (VR) program, Disability Adjudication Services, and the Roosevelt Warm Springs Institute for Rehabilitation.

The other two unique programs serve consumers with visual impairments- the Business Enterprise Program and Georgia Industries for Blinds. They are committed to the principle that people with disabilities are assets, and their efforts emphasize eliminating attitudinal barriers as well as physical ones. They are a strategic partner in helping to build a comprehensive, coordinated employment agenda.

Their programs impact both employers and job seekers. Their bottom line is to tailor our services to fit others needs. They promise a consistent professional service with responsive and responsible Follow up. They are providing helpful hands to the physical disable people. They people need moral support as well as love. The Department itself is trying to make these people more and more independent. The persons those who are physically challenged, can't do anything without other's support. These societies and departments are providing their full help to the physical disable people. The Department of Labor is servicing the society and the other people consistently. The Department is trying to get more resources for these people so that they can make themselves busy all the time with some creative work. They are not only providing unemployment services but they are providing the employment services. The department is serving for last many years and doing his best. They are a source of courage and assistance for the physically disabled.

In 2008 the WHD recovered more than $185 million in back wages for 228,000 employees. In addition, the agency assessed $9.9 million in civil monetary penalties and concluded 28,242 compliance actions. Including the 2008 figures, the 8 year cumulative total of back wages collected by the agency was $1.4 billion dollars. (Please click here for US Department of Labor 2008 Fiscal Year Report)

Audits are generally triggered either when a current or former employee files a complaint with the DOL or when the DOL targets a specific industry for investigation. It is a common practice of the DOL to target a variety of low-wage industries including day care, agriculture, janitorial services, the garment industry, healthcare, the hotel and motel industries, restaurants, and temporary help. These industries generally have vulnerable and often immigrant workforces, and a history of chronic violations.

Keeping in mind the many arms of the DOL and its numerous divisions, there are many areas that may be audited and some of the main areas of employee complaints (that result in an audit) are listed below:


 * Misclassifying employees as exempt (Exempt vs. Non-Exempt status)
 * Independent Contractor Status
 * Minimum Wage Violations
 * Child Labor Violations
 * Overtime Issues
 * Family & Medical Leave Act (FMLA) Violations
 * Improper deduction(s) from wages
 * Other Wage Issues such as: Bonus, Incentive, On-Call, Paid Time Off issues
 * Timely remittance of retirement plan deferrals withheld through payroll deduction
 * Fair Pay Issues

In addition, many states have a state agency equivalent to the DOL. For example, in California there is the Division of Labor Standards Enforcement, which can also audit CA employers for the same items as the DOL. It is imperative to know your specific state's requirements in addition to federal regulations. In California, employers should also ensure they are complying with meal and rest break requirements, properly recording meal breaks and the employees' time worked, properly paying overtime, and reimbursing employees for all business related expenses. North Carolina Labor Law Posters requires that you use North Carolina form "NC-4, Employee's Withholding Allowance Certificate" instead of a Federal W-4 Form for North Carolina State Income Tax Withholding.

Liability for violation of the wage and hour laws does not require evidence of bad intent or unlawful motive by an employer. The performance of the employee is also rarely an issue, making the employer's exposure fairly straightforward in most cases.

If the DOL audits your company, a representative will visit your facility to conduct interviews, make sure the required posters are hung, and possibly examine the time clocks to determine whether your company is in compliance with the Fair Labor Standards Act. DOL will then review up to 3 years' worth of your wage-and-hour records and investigate your wage-and-hour practices to determine whether you have paid your employees the proper amount of overtime. This will include a review of your pay records, so you must make sure the records are accurate and organized.

Employers need to be proactive about complying with these complex wage and hour laws. If cost is a concern, complete an in-house audit and then have an attorney double check the policies and practices. It will cost a lot more to contact an attorney after the DOL or state agency is in your workplace or the lawsuit has already been filed.