Mylo Law Guide

Posts

Showing posts with the label employee rights

Understanding Overtime Laws in the U.S.

If you're a non-exempt employee under the Fair Labor Standards Act (FLSA), you're entitled to overtime pay for working more than 40 hours in a week. ✅ What Counts as Overtime? Any work beyond 40 hours per week Overtime pay = 1.5x regular hourly rate Some states also require daily overtime (e.g., over 8 hrs/day) ✅ Who Is Eligible? Most hourly employees are eligible unless: You are salaried and meet exemption criteria (e.g., executive, administrative roles) You're an independent contractor ✅ Common Violations by Employers Misclassifying employees as exempt Paying straight time for overtime hours Forcing off-the-clock work ✅ How to Protect Yourself Track your hours independently Speak up if you're not paid fairly File a complaint with your state labor board or the U.S. Department of Labor Conclusion: Knowing your overtime rights ensures you're compensated fairly. Don’t be afraid to assert those rights legally.

Can You Be Fired for No Reason in the U.S.?

Yes, in most states, employees work “ at-will ,” meaning an employer can terminate employment for any reason or no reason at all , as long as it’s not illegal. Exceptions include: Discrimination (race, gender, religion, etc.) Retaliation (e.g., for reporting misconduct) Breach of written contract If you feel you were wrongfully terminated, consider speaking with an employment attorney .

What Is “At-Will Employment” in the U.S.?

In most U.S. states, at-will employment means an employer can fire a worker at any time, for any reason (except illegal ones), and without warning. Likewise, employees can also quit freely. However, there are key exceptions : Discrimination (race, gender, age, etc.) Retaliation for whistleblowing Violation of an employment contract Breach of public policy Conclusion: At-will doesn’t mean lawless — employees still have strong legal protections under federal and state labor laws.

Minimum Wage and Overtime Laws: What Every Worker Should Know

🟢 Introduction Are you being paid fairly for your work? Many employees don’t fully understand their rights when it comes to minimum wage and overtime pay . This guide explains the basics of U.S. wage laws so you can protect your income and report violations with confidence. 💰 1. What Is the Minimum Wage in the U.S.? The federal minimum wage is currently $7.25/hour (as of June 2025). However, many states and cities set higher minimums. For example: California: $16.00/hour New York City: $16.00/hour Florida: $13.00/hour 👉 Always check your state or local laws , which override the federal rate if they are higher. ⏱️ 2. Who Qualifies for Minimum Wage? Most workers are covered, including: Hourly workers Part-time employees Seasonal workers Restaurant staff (with some exceptions for tips) ❗ Tipped employees : Employers can pay as low as $2.13/hour , but total pay (with tips) must reach the full minimum wage. If not, the employer must make up th...

Wrongful Termination: Know Your Rights as an Employee

🟢 Introduction Being fired is never easy—but being fired unfairly or illegally is worse. In the U.S., most employment is “at-will,” but that doesn’t give employers unlimited power. This article explains what wrongful termination means and what steps you can take if you believe your firing was illegal. ⚖️ What Is “At-Will” Employment? Most jobs in the U.S. are “at-will,” meaning: You can quit at any time, And your employer can fire you at any time, …for any reason — or no reason — as long as it’s not illegal. But some reasons are illegal under federal and state law. 🚫 What Counts as Wrongful Termination? Your termination may be wrongful if it involved: 1. Discrimination Fired because of your: Race or ethnicity Gender or sexual orientation Religion Disability Age (40+) National origin → Protected under the Civil Rights Act , ADA , and Age Discrimination in Employment Act . 2. Retaliation You were fired for: Reporting harassment or ...

2025 Labor Law Updates Every U.S. Worker Should Know

Several key labor law changes in 2025 impact minimum wage, remote work rights, and workplace surveillance: Minimum wage increases : California, New York, and Illinois now mandate $16–$18/hour minimums. Remote work rights : New federal guidance supports hybrid work as a “reasonable accommodation” under the ADA. Workplace monitoring : Employers must now disclose any productivity tracking software in use. What it means for you: Employees should review their contracts and request clarity on tech-based monitoring tools and workplace policies. Conclusion: 2025 is a landmark year for employee protections. Staying informed means staying protected.