Free Printable Worksheets for learning Employment Law at the College level

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Employment Law Info Sheet

Employment law regulates the relationship between employers and employees. The following key concepts and definitions are important to understand:

At-Will Employment

Most employment in the U.S. is at-will, which means an employer can terminate an employee at any time for any reason, as long as it is not illegal.
Illegal reasons for termination include discrimination based on race, gender, religion, age, disability, or sexual orientation.

Minimum Wage

The federal minimum wage is $7.25 per hour.
Some states and cities have a higher minimum wage.

Overtime

Non-exempt employees are entitled to overtime pay (1.5 times their regular rate of pay) for hours worked over 40 in a workweek.
Exempt employees are not entitled to overtime pay.

Discrimination

Title VII of the Civil Rights Act prohibits discrimination on the basis of race, color, religion, sex, and national origin.
Other laws prohibit discrimination on the basis of age, disability, and other factors.

Sexual Harassment

Sexual harassment is a form of sex discrimination that violates Title VII of the Civil Rights Act.
Employer liability for sexual harassment may depend on whether the employer had knowledge of the harassment and failed to take appropriate action.

Family and Medical Leave

The Family and Medical Leave Act (FMLA) allows eligible employees to take up to 12 weeks of unpaid leave per year for family or medical reasons.
Employers with 50 or more employees are covered by the FMLA.

Workers’ Compensation

Workers’ compensation is a system that provides benefits to employees who are injured on the job or suffer from work-related illnesses.
Employers are required to carry workers’ compensation insurance.

Remember, this is just a quick overview of some of the key concepts and definitions related to employment law. Consult with your instructor, textbook, and other resources for a more in-depth understanding of this subject matter.

Here's some sample Employment Law vocabulary lists Sign in to generate your own vocabulary list worksheet.

Word	Definition
Contract	A written or oral agreement that is legally binding between the employer and employee.
Discrimination	Unjust treatment against an individual or a group of individuals based on their race, gender, age, religion, nationality, or disability.
Harassment	Any unwanted behavior or conduct that is offensive, intimidating or hostile towards an individual, usually on the basis of sex or gender.
Minimum wage	The minimum pay rate that employers are allowed to pay employees for their work, as determined by federal or state laws.
Overtime	The extra hours of work that the employees do beyond their regular working hours, usually paid at a higher rate than their regular wage.
Sick leave	Paid time off that employees may take to attend to a personal or family member's illness or injury. Often provided by the employer under legal requirements.
Severance pay	The compensation that employers give to their employees who have been laid off or terminated, usually based on their length of service or seniority.
Whistleblower	An employee who reports unlawful, unethical or fraudulent activities within an organization that they have witnessed or experienced.
Workplace safety	The measures taken by employers to ensure a safe and healthy workplace for their employees.
Workers' compensation	The insurance that employers are required to provide to their employees, which covers the expenses incurred by the employee for work-related injuries.
Employee benefits	The non-wage forms of compensation offered to employees, such as health insurance, paid time off, stock options, retirement plans, and more.
Employer liability	The extent of the legal responsibility that an employer has towards their employees, including their health and safety, discrimination, and more.
Family and Medical Leave	The unpaid leave that an eligible employee can take due to their own serious health condition or that of a family member, as stipulated by federal law.
Non-compete agreement	A contractual obligation placed on the employee that restricts them from working for a competitor or starting a competing business.
Right to work	The right of employees to work without being forced to join a labor union, as guaranteed by the National Labor Relations Act.
NLRA	The National Labor Relations Act, a federal law that governs the rights of employees to form and join labor unions and engage in collective bargaining.
FMLA	The Family and Medical Leave Act, a federal law that requires employers to provide unpaid leave to eligible employees due to certain medical and family reasons.
Title VII	Title VII of the Civil Rights Act, a federal law that prohibits employment discrimination based on race, color, religion, sex, and national origin.
EEOC	The Equal Employment Opportunity Commission, a federal agency that enforces the laws against employment discrimination in the United States.
ADA	The Americans with Disabilities Act, which prohibits discrimination against individuals with disabilities in all areas of public life, including employment.

Here's some sample Employment Law study guides Sign in to generate your own study guide worksheet.

Employment Law Study Guide

Introduction to Employment Law

Definition of Employment Law
Importance of Employment Law
Sources of Employment Law
Types of Employment

Employment Relationship

Definition of Employment Relationship
Types of Employment Contracts
Terms and Conditions of Employment
Employee Handbook
Collective Bargaining

Discrimination and Harassment

Discrimination and Harassment Laws
Types of Discrimination
Elements of a Discrimination Case
Employer’s Liability in Discrimination Cases
Prevention of Discrimination and Harassment

Health and Safety in the Workplace

Legal Requirements for Workplace Health and Safety
Occupational Safety and Health Administration (OSHA)
Workers’ Compensation
Employer’s Liability for Workplace Injuries
Workplace Violence

Termination of Employment

Termination of Employment Laws
Types of Termination
Wrongful Termination Lawsuits
At-Will Employment
Unemployment Benefits

Earnings and Benefits

Fair Labor Standards Act (FLSA)
Overtime Pay
Minimum Wage
Employee Benefits

Conclusion

Role of Employment Lawyers
Future Trends in Employment Law

Tips for Success

Attend all classes and take detailed notes
Review and fully comprehend legal concepts
Complete assigned readings and practice questions
Ask the instructor for clarifications while studying
Prepare for exams in advance

Here's some sample Employment Law practice sheets Sign in to generate your own practice sheet worksheet.

Practice Sheet: Employment Law

Identify and discuss the requirements for a valid employment contract.
What is the difference between an employee and an independent contractor? Provide examples.
What is the purpose of the Fair Labor Standards Act (FLSA) and what does it cover?
Discuss the legal restrictions on employers with regards to employee compensation and benefits.
What is the Family and Medical Leave Act (FMLA)? What rights does it provide to employees?
What is the Americans with Disabilities Act (ADA)? Discuss its purpose and protections for employees.
What is the Occupational Safety and Health Act (OSHA)? What are the responsibilities of employers under this act?
Discuss the legal grounds that would permit an employer to terminate an employee.
What is sexual harassment? Discuss the different types and the consequences for employers.
What is the Age Discrimination in Employment Act (ADEA)? Discuss its purpose and protections for employees.

Practice Sheet for Employment Law

Sample Problem:

An employer has a policy that requires employees to wear uniforms while they are on the job. A new employee refuses to comply with the policy, claiming that it violates their right to freedom of expression. What legal arguments could the employer make to defend the policy?

Step 1: Determine the applicable laws.

The employer must first determine which laws are applicable to the situation. This could include federal, state, and local laws, as well as any relevant collective bargaining agreements.

Step 2: Analyze the legal arguments.

The employer must then analyze the legal arguments that could be made in defense of the policy. This could include arguments that the policy is necessary for safety reasons, or that it is necessary for the employer to maintain a professional image.

Step 3: Consider any potential exceptions.

The employer should also consider any potential exceptions to the policy, such as religious or medical exemptions. The employer should also consider any potential legal challenges that could be made against the policy.

Step 4: Evaluate the potential outcomes.

Finally, the employer should evaluate the potential outcomes of the policy. This could include potential legal action against the employer, or the potential for the policy to be overturned by a court.

Employment Law Practice Sheet

Questions

What is the purpose of the Fair Labor Standards Act?
What is the difference between an independent contractor and an employee?
What are some common types of workplace harassment?
What are the rights of an employee under the Americans with Disabilities Act?
What is the Family and Medical Leave Act?
What is the difference between wrongful termination and constructive dismissal?
What is the Equal Pay Act?
What is the Age Discrimination in Employment Act?
What is the purpose of the Occupational Safety and Health Act?
What are some of the rights of employees under the National Labor Relations Act?

Here's some sample Employment Law quizzes Sign in to generate your own quiz worksheet.

Employment Law Quiz

Answer the following questions to test your mastery of Employment Law.

Question	Answer
Define the term employment-at-will.
What is the difference between salary and hourly employment?
What is the minimum wage?
Define overtime pay.
What is a non-compete agreement?
Define whistleblower.
Define sexual harassment.
What is a reasonable accommodation?
Define discrimination.
What is the role of the Equal Employment Opportunity Commission?

Problem	Answer
What is the purpose of the Employment Rights Act 1996?	The purpose of the Employment Rights Act 1996 is to protect the rights of employees in the workplace by providing them with certain rights and protections, such as the right to receive a minimum wage, the right to receive paid holidays, the right to receive redundancy pay, and the right to receive a written statement of their terms and conditions of employment.
What is the difference between a contract of employment and a contract for services?	A contract of employment is a legally binding agreement between an employer and an employee, which sets out the terms and conditions of employment. A contract for services is a legally binding agreement between a service provider and a customer, which sets out the terms and conditions of the service being provided.
What is the difference between a dismissal and a redundancy?	A dismissal is the termination of an employee's employment by the employer, usually for a reason such as misconduct or poor performance. A redundancy is the termination of an employee's employment due to a business need, such as restructuring or downsizing.
What are the key features of the Working Time Regulations 1998?	The key features of the Working Time Regulations 1998 are: a maximum working week of 48 hours, a minimum rest period of 11 consecutive hours in each 24 hour period, a minimum daily rest period of at least 11 hours in each 24 hour period, a minimum rest break of 20 minutes if the working day is longer than 6 hours, and a maximum average working week of 48 hours over a 17 week period.
What is the minimum wage for someone aged 25 or over?	The minimum wage for someone aged 25 or over is currently £8.72 per hour.
What is the purpose of the Equality Act 2010?	The purpose of the Equality Act 2010 is to protect people from discrimination, harassment and victimisation on the grounds of certain protected characteristics, such as age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation.
What is the difference between direct and indirect discrimination?	Direct discrimination is when someone is treated less favourably than another person because of a protected characteristic. Indirect discrimination is when a policy, practice or rule is applied to everyone, but it has a disproportionately negative effect on certain people because of a protected characteristic.
What is the purpose of the National Minimum Wage Act 1998?	The purpose of the National Minimum Wage Act 1998 is to ensure that all employees receive a minimum wage, regardless of their age, gender, or other characteristics. It sets a minimum hourly rate that employers must pay their employees, and it also sets out the rules and regulations for calculating the minimum wage.
What is the difference between a fixed-term contract and a permanent contract?	A fixed-term contract is a contract which is for a specific period of time, usually for a specific job or project. A permanent contract is an ongoing contract which is not limited to a specific period of time.
What is the purpose of the Transfer of Undertakings (Protection of Employment) Regulations 2006?	The purpose of the Transfer of Undertakings (Protection of Employment) Regulations 2006 (TUPE) is to protect the rights of employees when their employer transfers the business to another employer. It ensures that employees' terms and conditions of employment are protected and that they are not unfairly dismissed as a result of the transfer.

Employment Law Quiz

Question	Answer
What is the purpose of the Fair Labor Standards Act (FLSA)?	The FLSA establishes minimum wage, overtime pay, recordkeeping, and child labor standards affecting full-time and part-time workers in the private sector and in federal, state, and local governments.
What is the minimum wage in the U.S.?	The federal minimum wage is $7.25 per hour.
What is the difference between an exempt and non-exempt employee?	An exempt employee is not entitled to overtime pay, while a non-exempt employee is entitled to overtime pay.
What is the Family and Medical Leave Act (FMLA)?	The FMLA entitles eligible employees of covered employers to take unpaid, job-protected leave for specified family and medical reasons.
What is the Age Discrimination in Employment Act (ADEA)?	The ADEA protects individuals who are 40 years of age or older from discrimination based on age in hiring, promotion, discharge, compensation, or terms, conditions, or privileges of employment.
What is the Equal Pay Act (EPA)?	The EPA prohibits employers from paying unequal wages to men and women who perform substantially equal work in the same workplace.
What is the Americans with Disabilities Act (ADA)?	The ADA prohibits discrimination against individuals with disabilities in all areas of public life, including jobs, schools, transportation, and all public and private places that are open to the general public.
What is the National Labor Relations Act (NLRA)?	The NLRA protects the rights of employees to organize and bargain collectively with their employers and to engage in other protected concerted activity.
What is the Occupational Safety and Health Act (OSHA)?	The OSHA sets and enforces protective workplace safety and health standards.
What is the Immigration Reform and Control Act (IRCA)?	The IRCA prohibits employers from discriminating against individuals based on their national origin or citizenship status and requires employers to verify the identity and employment eligibility of all employees hired after November 6, 1986.