| Primarily, employment law covers all rights and | | | | strong application of social responsibility that begins |
| obligations within the employer-employee | | | | with compensating his workers, laborers or |
| relationship -- be it the present employees or | | | | employees promptly and sufficiently. As |
| former employees. Due of the intricacy of | | | | responsibility has become a commitment and an |
| employment relationships and the complexity of | | | | attitude, which should be innate and personal, its |
| situations that may occur, employment law entails | | | | mere implementation or application justifies its |
| legal issues as varied as discrimination, wrongful | | | | genuine meaning and essence. |
| termination, wages and taxation, and workplace | | | | Furthermore, righteous employers need not to |
| safety; therefore, many of these issues must be | | | | retaliate against those employees who somehow |
| governed by applicable federal and state law. | | | | decided to divulge the malpractices and unworthy |
| However, a valid contract should be agreed upon | | | | practices that the higher authorities are |
| by the employer and the employee -- stating | | | | performing. This unlawful act, however, may be a |
| contract law alone may present and hereby | | | | ground for an employee to file their case in the |
| impose the rights and duties of the parties. | | | | proper government agency to seek relief and |
| Evidently, all employees have basic rights in the | | | | protection causing more problems for the |
| workplace, which include the right to privacy, fair | | | | employer. These instances are covered by the |
| compensation, and freedom from discrimination | | | | anti-retaliation provisions the False Claims Act of |
| based on age, gender, race, national origin, or | | | | 1986 which aims to provide refuge to those |
| religion. | | | | whistle blowers and prevent those unruly |
| Needless to say, among all those aforementioned | | | | employers from continuing their unfair labor |
| rights and privileges, the employees' compensation | | | | treatment. Sanctions may be applied to them if |
| as well as all the benefits and incentives should be | | | | the discriminated employee was able prove his |
| prioritized. Indeed, it is a responsibility of the | | | | points in the court. These may include reinstating |
| employer or owner to give to a worker or | | | | him to a higher position in the company, endowing |
| employee a fair, rational, reasonable and ample | | | | him compensations such as double back pay, |
| salary or wage. Having such good camaraderie or | | | | interests, financial damages and even the cost of |
| relationship among employees and employers | | | | his attorney's fees. |
| presents and offers great benefits to both | | | | Nonetheless, it is much better to give due |
| parties. First, for the employees, through | | | | courtesy and respect to the employees civil rights |
| monetary benefits, incentives and rewards, they | | | | rather than to face predicaments as the result of |
| will be more inspired and motivated enough to | | | | being retaliated by the law itself. The Labor law |
| perform their tasks and duties, or work at their | | | | applies to both the workers and the employer; |
| best. Second, for the employers, motivated and | | | | whosoever are culpable committing unjust and |
| enthusiast workers would mean good manpower | | | | unfair actions is worthy of such punishments as |
| and would eventually generate superior income | | | | provided by the law. |
| and profit. To add, being an employer demands a | | | | |