Legal Employment Decisions Quiz

Pay transparency laws in Michigan aim to compel organizations to share compensation information, including salary ranges and wage structures, with job applicants and employees. This promotes fair pay and transparency in compensation determination, empowering individuals to make informed decisions about their employment and fostering trust between employees and employers.

Many primary personal characteristics are protected in Michigan under the Elliott-Larsen Civil Rights Act and in the US by Title VII of the Civil Rights Act of 1964. Large employers risk multi-million dollar, class-action lawsuits. No employer wants to pay to defend or settle in the face of such accusations.

Protection from retaliation after making a good faith effort to report discrimination or harassment is protected by law both at the federal level in the United States and in the state of Michigan. These protections are typically provided under federal anti-discrimination laws such as Title VII of the Civil Rights Act of 1964, as well as similar state laws in Michigan that prohibit retaliation against individuals who assert their rights or report unlawful conduct in the workplace.

The minimum wages in Michigan for most workers is $10.10 per hour. This means that employees in Michigan who do not fall under any exceptions or special categories are entitled to receive at least $10.10 for each hour of work performed, ensuring they receive fair compensation in accordance with state regulations.

Under the Fair Labor Standards Act (FLSA), nonexempt employees in Michigan must be paid 1.5 times their usual rate for any hours worked in excess of 40 hours per week. This overtime pay rate ensures that employees are fairly compensated for their additional work hours and provides an incentive for employers to manage workloads effectively to avoid excessive overtime.

The US now has the Genetic Information Nondiscrimination Act of 2008. In one lawsuit, before this law, an employer paid $60,000 per person to a group of employees who were tested following work-injury claims.

It depends, for example, criminal convictions can be considered (though usually must be job related) while arrest records cannot be used by all but a few types of employers and then the law and regulations change over time. 

In the United States, age discrimination protections are provided at both the federal and state levels. The Age Discrimination in Employment Act (ADEA) is a federal law that prohibits age discrimination against individuals who are 40 years of age or older. Additionally, many states, including Michigan, have their own laws that prohibit age discrimination in employment, extending protections beyond what is provided by federal law. Therefore, age discrimination protections exist at both the federal and state levels in Michigan and the United States.

Administrative, executive, or professional jobs are considered exempt under the Fair Labor Standards Act (FLSA) in Michigan. This exemption means that employees in these specific job roles are not entitled to overtime pay under federal law, as their duties and responsibilities are typically of a managerial, supervisory, or specialized nature.

It is protected in Michigan for state employees only. This characteristic is protected in some local jurisdictions like the City of Ann Arbor, along with 17 states and the District of Columbia.