#WorkerProtection

[fumido-official]

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[sankhlaco]

Understanding the Payment of Wages Act in India: Ensuring Timely and Fair Compensation for Workers

In India, one of the fundamental rights of workers is the timely and fair payment of wages. The Payment of Wages Act, 1936, was enacted with the objective of ensuring that workers receive their wages promptly and in full, without any unjust deductions. This Act is crucial for safeguarding workers' financial well-being and maintaining industrial harmony.

What is the Payment of Wages Act?

The Payment of Wages Act, 1936, is a legislation that governs the timely and fair payment of wages to workers employed in factories, railways, and industrial establishments. The Act ensures that workers are paid on time, without unauthorized deductions, and that they are informed of their wages clearly. It applies to all establishments where 100 or more workers are employed, although some states extend its applicability to smaller establishments as well.

Key Provisions of the Payment of Wages Act

Timely Payment of Wages:

The Act mandates that wages must be paid on or before the 7th of the month for workers employed in establishments with fewer than 1,000 employees, and on or before the 10th of the month for workers in larger establishments.

Wages must be paid in cash, and in cases where payment by cheque or bank transfer is made, the worker must be provided a written receipt.

Wage Period:

The Act defines the "wage period" as the period for which the worker is entitled to receive wages. Typically, the wage period is monthly, though some industries may adopt weekly or bi-weekly periods.

Deductions from Wages:

The Act specifies the authorized deductions that can be made from wages, such as:

Deductions for absence from work.

Contributions to provident fund and social security schemes.

Deductions for accommodation or canteen facilities provided by the employer.

Deductions for income tax (as per the applicable rules).

Any other deduction, apart from these, is deemed illegal. The worker must be informed of the deductions, and no deduction can exceed 50% of the worker’s wages.

Wages in Kind:

In some cases, workers may be paid in kind (such as food or housing) instead of money. However, the value of such wages must not exceed a certain percentage of the total wage, and the worker must receive a statement showing how the value is calculated.

Overtime Payment:

The Act stipulates that if a worker works beyond the standard working hours (usually 8 hours a day or 48 hours a week), they are entitled to overtime wages at a rate of twice the normal hourly rate.

Who is Covered Under the Payment of Wages Act?

The Payment of Wages Act applies to workers employed in various establishments such as:

Factories

Railways

Industrial establishments

Contractual and casual workers working in these establishments

However, it does not apply to workers employed in managerial or administrative roles or those receiving a salary above a prescribed threshold, typically ₹18,000 per month.

Significance of the Payment of Wages Act

Ensures Timely Compensation: One of the most significant impacts of the Payment of Wages Act is that it ensures that workers are paid their dues promptly and on time. Timely wages reduce the financial stress on workers, helping them meet their day-to-day needs.

Prevents Exploitation: The Act serves as a safeguard against arbitrary and illegal deductions by employers. It ensures that workers receive full payment for their labor, without unjust penalties or reductions.

Promotes Transparency: The requirement for employers to provide a clear statement of wages and deductions promotes transparency in the workplace. This creates trust between workers and employers, fostering a better work environment.

Improves Industrial Relations: When workers are paid on time and their wages are not subject to unauthorized deductions, it reduces the likelihood of industrial disputes and strikes. A healthy wage environment contributes to overall industrial harmony.

Challenges in Implementation

While the Payment of Wages Act has been instrumental in protecting workers’ rights, its enforcement faces certain challenges:

Non-compliance by Employers: Some employers may delay payments or make unauthorized deductions, especially in unorganized sectors.

Lack of Awareness: Many workers, especially in small-scale industries or informal sectors, are unaware of their rights under the Act and may not report violations.

Delayed Enforcement: Inspections and enforcement of the Act may be slow in some regions, leading to delayed redressal of workers' grievances.

Conclusion

The Payment of Wages Act, 1936, is a vital piece of labour legislation that ensures workers receive their wages in full and on time. By regulating payment practices and preventing illegal deductions, the Act plays an important role in promoting fair treatment and fostering a positive industrial atmosphere.

For businesses, adhering to the provisions of the Payment of Wages Act not only ensures compliance but also promotes goodwill and boosts employee morale. For workers, understanding their rights under the Act is crucial in ensuring they are treated fairly and justly compensated for their labor.

In a growing economy like India, where the workforce is integral to its success, the timely payment of wages remains a cornerstone of fair labour practices and worker empowerment.

[perspectiveunbound]

Balancing Flexibility and Fairness: The Rise of the Gig Economy in Scotland

Navigating the Challenges and Opportunities of the Gig Economy in Scotland Hello, dear followers! Today, let's delve into the dynamic and rapidly evolving world of the gig economy within Scotland, examining its implications for workers' rights, economic freedom, and business innovation. The gig economy, characterized by flexible, temporary, or freelance jobs, often facilitated by digital platforms, represents a significant shift in how work is structured and compensated. Scotland's labour market has seen a noticeable increase in gig economy activities. Platforms like Uber, Deliveroo, and local tech startups are providing unprecedented flexibility and entrepreneurship opportunities. However, this shift also raises important questions about job security, benefits, and workers' rights. One of the chief benefits of the gig economy is its contribution to reducing unemployment and providing work for those who might not fit into traditional employment molds. It's particularly advantageous for students, caregivers, and the elderly who require flexible working hours. Moreover, it can stimulate economic freedom by allowing individuals to control their workload and directly benefit from their effort and skill. Yet, the challenges can't be overlooked. The lack of job security, unpredictable income, and minimal benefits such as pensions, health insurance, and paid leave are significant concerns. There's also the issue of job quality and the potential for exploitation due to the absence of stringent regulatory frameworks typical of traditional employment. As we embrace this shift, there must be a concerted effort to balance innovation with worker protection. Scotland can lead the way by crafting policies that ensure fair pay, working conditions, and access to social security for gig workers. Additionally, ongoing education about the rights and responsibilities in gig economy roles is vital for both employers and workers. I invite you to share your views and experiences within this modern economic landscape. How do you perceive the growth of the gig economy in Scotland? What measures do you think are necessary to ensure it benefits all participants? Your insights are crucial as we navigate these changes and envision an inclusive, fair, and prosperous economic future. Please add your thoughts in the comments below! Stay curious and engaged as we explore the intricacies of economic trends and their impacts on our everyday lives. Warm regards, Alastair Majury *Perspectives Unbound* --- *Follow Alastair Majury for more insights on Scotland's economic trends, gig economy, and the balance between innovation and worker rights.*

[thomsonscaffolding]

The Importance of Safety in Scaffolding Services

✅ Preventing Accidents and Injuries

✅ Compliance with Regulations

✅ Protecting Workers and Public

✅ Enhancing Productivity

✅ Maintaining Reputation

✅ Avoiding Financial Losses

✅ Ensuring Structural Integrity

✅ Training and Awareness

[manselllaw]

Understanding Employment Misclassification in New York City: Are You Being Denied Overtime and Minim

Introduction Employment misclassification is a widespread issue that affects workers across industries. In New York City, misclassification often deprives employees of two critical worker protections: overtime pay and minimum wage. Whether it’s an employer’s intentional act or a misunderstanding of labor laws, employees deserve to know their rights. At Mansell Law, we’re here to help you fight for the compensation you’re owed.

If you believe you’re misclassified as exempt from overtime or incorrectly labeled as an independent contractor, read on to learn more about your rights. Then, contact us at (646) 921-8900 for a free consultation.

What Is Employment Misclassification?

Employment misclassification occurs when workers are wrongly labeled as exempt employees or independent contractors. This misclassification allows employers to evade paying overtime and minimum wage. Let’s explore the two common types of misclassification:

1. Misclassification as an Exempt White-Collar Worker

Under the Fair Labor Standards Act (FLSA) and New York Labor Law, employers can exempt executive, administrative, and professional employees from overtime and minimum wage if they meet specific criteria. These include:

Salary Basis Test: A minimum weekly salary must be paid.

Duties Test: The worker’s primary duties must qualify as executive, administrative, or professional.

However, employers often misapply these tests, leading to improper classification. New York State has unique salary and duties tests that differ from federal laws, making the issue even more complex.

📞 Call Mansell Law if you suspect you’ve been misclassified as an exempt white-collar worker.

👉 Learn more on our Overtime Exemptions Page.

2. Misclassification as an Independent Contractor

Many employers deliberately classify workers as independent contractors to avoid paying overtime or providing benefits. Unlike exempt employees, independent contractors are not entitled to overtime pay.

Factors determining your classification include:

Who controls your work schedule?

Who provides tools and supplies?

Are you supervised?

How are you paid—hourly, salaried, or per project?

Even if you receive a 1099 tax form, it doesn’t automatically make you an independent contractor. Misclassified workers are entitled to back pay, interest, penalties, and damages—but time is critical.

📞 Speak with Mansell Law to analyze your job duties and determine your status.

Why Does Misclassification Matter? Misclassified workers often miss out on:

Time-and-a-half for overtime (hours worked over 40 per week).

Guaranteed minimum wage.

Legal protections under state and federal labor laws.

What Can You Do If You’re Misclassified? If you suspect misclassification, act now to preserve your rights. Gather documentation, including pay stubs, job descriptions, and work schedules. Then consult an experienced New York City employment lawyer to evaluate your case.

Call Mansell Law: New York City Misclassification Lawyers At Mansell Law, we specialize in fighting employment misclassification cases in New York City. We’ll work tirelessly to ensure you receive the wages and overtime you’re entitled to.

📞 Call us today at 646-921-8900 for a free consultation.

[globalinsightblog]

Smart Construction Helmets: Enhancing Safety and Innovation—Market Growth from $1.2B to $4.8B by 2034

Smart Construction Helmets Market is on a growth trajectory, with an expected increase from $1.2 billion in 2024 to $4.8 billion by 2034, achieving a CAGR of 14.5%. These advanced helmets, integrated with IoT technologies, sensors, and communication systems, are revolutionizing construction site safety. By offering features such as real-time monitoring, hazard alerts, and enhanced connectivity, they improve worker safety and operational efficiency, responding to the growing demand for smarter construction practices.

To Request Sample Report: https://www.globalinsightservices.com/request-sample/?id=GIS11100 &utm_source=SnehaPatil&utm_medium=Article

The market’s growth is primarily driven by increasing safety regulations, technological advancements, and the rising adoption of smart construction solutions. The industrial safety segment is the leading force behind the market’s expansion, fueled by stringent workplace safety guidelines and the need for enhanced protection. Augmented reality (AR)-integrated helmets, which provide real-time data and improve operational effectiveness, are the second-highest performing segment. With construction activities increasing globally, the demand for these helmets is expected to rise substantially.

Regionally, the Asia-Pacific market is expanding rapidly, driven by urbanization and infrastructure growth in countries like China and India. North America follows, led by technological advancements in the U.S. and the growing adoption of smart construction practices. Europe is also seeing promising growth, with Germany and the United Kingdom focusing on innovative technologies to boost construction site safety.

In 2023, the smart construction helmets market was estimated at 3.5 million units, with projections to reach 5.8 million units by 2033. The AR segment holds a dominant market share of 45%, followed by connectivity features (30%) and safety monitoring systems (25%). Key players, including DAQRI, Guardhat, and Honeywell, are at the forefront of innovation in this space, driving market growth through advanced solutions and strategic partnerships.

With projected annual growth rates of 15%, the market faces challenges such as high initial costs and integration complexities. However, the increasing adoption of AI and IoT in construction safety systems is expected to unlock new opportunities for innovation and growth.

#SmartConstruction #ConstructionSafety #AugmentedReality #WorkplaceSafety #IoT #InnovationInConstruction #SafetyHelmets #SmartTechnology #ARInConstruction #ConstructionTech #ConstructionIndustry #WorkerProtection #TechnologyInConstruction #RealTimeData #SafetyFirst #WearableTech #SmartHelmet #ConnectedConstruction #SafetyMonitoring #ConstructionSolutions #TechForGood #SafetyEquipment #Urbanization #IndustrialSafety #SmartConstructionSolutions #EfficiencyInConstruction

[tbrc34]

"Safety First: Key Trends in the Laser Scanner Market from 2024 to 2033"

Safety Laser Scanner Market : Safety laser scanners are revolutionizing industrial automation by providing advanced, real-time protection in hazardous environments. These compact devices use laser technology to detect objects and personnel within predefined zones, ensuring machine safety and operational efficiency. Whether integrated into robotics, automated guided vehicles (AGVs), or manufacturing lines, safety laser scanners help prevent collisions and injuries by initiating automatic shutdowns or slowdown protocols when obstacles are detected. As factories become smarter and more automated, these scanners are essential in creating safe and secure working environments without compromising productivity. Their flexibility and precise detection capabilities make them indispensable across sectors such as automotive, logistics, and warehousing.

To Request Sample Report : https://www.globalinsightservices.com/request-sample/?id=GIS23994 &utm_source=SnehaPatil&utm_medium=Article

The future of safety laser scanners will see improvements in range, accuracy, and multi-zone detection, allowing for even more customizable and dynamic safety setups. Innovations in AI-driven analytics and IoT integration will enable these scanners to not only detect but predict potential hazards, enhancing preventive safety measures. As industries continue to adopt Industry 4.0 technologies, safety laser scanners will play a critical role in safeguarding workers while enabling higher levels of automation and efficiency. With the global push toward smarter, safer factories, these devices are set to see widespread adoption in the coming decade.

Relevant Link : Fan-Out Wafer Level Packaging Market : https://linkewire.com/2024/10/23/fan-out-wafer-level-packaging-market-technological-innovations-and-forecast-2024-2033/

#SafetyLaserScanner #IndustrialAutomation #MachineSafety #WorkplaceSafety #SmartFactories #Industry40 #CollisionPrevention #AGVTechnology #AutomationInnovation #ManufacturingTech #WorkerProtection #SmartSafety #LaserDetection #TechForSafety #RoboticSafety

[npzlawyersforimmigration]

CANADA ANNOUNCES REFORMS IN TEMPORARY FOREIGN WORKERS PROGRAM

https://visaserve.com/canada-announces-reforms-in-temporary-foreign-workers-program/

#CanadaImmigration #ForeignWorkers #TemporaryForeignWorker #TFWProgram #CanadaJobs #ImmigrationNews #WorkerProtection #EmploymentReforms

[market-insider]

Fall Protection Market and Its Crucial Role in Shaping the Future of Workplace Safety

The global fall protection market size is expected to reach USD 4.77 billion by 2030, according to a new report by Grand View Research, Inc, expanding at a CAGR of 7.0% during the forecast period. The global industry is primarily driven by the growing demand for workers’ safety, coupled with mandated policies by regulatory agencies for companies to maintain worker safety in various end-user industries. Fast-paced GDP growth and increasing employment in industries across the Asia Pacific and the Middle East have increased the focus on workers’ safety. Companies are emphasizing worker safety and establishing safety norms to avoid fall accidents, which have a negative influence on operating expenses in the form of compensation and arbitrated settlements, hence aiding industry growth.

Fall Protection Market Report Highlights

The soft goods segment led the global industry in 2021 owing to increasing demand for harnesses coupled with rising awareness pertaining to worker safety in various end-use industries

The construction industry is expected to witness considerable growth from 2022 to 2030 on account of mandates by governments of various countries to reduce the number of accidents and causalities during construction activities

Asia Pacific is expected to witness the fastest CAGR during the forecast period owing to a rise in M&A activities and increased infrastructure development by governments, thus driving the industrial construction sector

North America is expected to be the largest region in terms of global revenue during the forecast period, owing to rising worker safety concerns, and early adoption of cutting-edge technology

In January 2022, Diversified Fall Protection (DFP) completed the acquisitions of two similar line companies, namely Rooftop Anchor, Inc. (RTA) and Versatile Systems

In November 2021, Rothoblaas increased its line of fall prevention systems & protective gear. This allowed the firm to broaden its product range while also meeting the technical & regulatory international standards for its goods

For More Details or Sample Copy please visit link @: Fall Protection Market Report

The ongoing innovations in product development for manufacturing products that offer improved comfort, functionality, and movement, while adhering to regulatory standards, through the use of improved fabrics and materials are anticipated to fuel the industry growth. The Asian Development Bank (ADB) allocated USD 250 million as a loan for the National Industrial Corridor Development Program of India (NICDP) in November 2021 for the construction of 11 industrial corridors connecting 17 states of India. Such initiatives are anticipated to increase product demand during the forecast period.

Growing population, rapid industrialization in developing nations, increasing construction activities worldwide, and the rising popularity of recreational activities like rock climbing and ice climbing are some of the major factors anticipated to propel the industry growth during the forecast period. Companies are launching new products to strengthen their product portfolio. In September 2020, McNetiq launched a series of magnetic anchors intended for fall protection for workers when working at heights and this is used in places constructed of steel and not having edge protection. This product launch also helped the company diversify its product portfolio.

FallProtection #WorkplaceSafety #SafetyGear #OccupationalSafety #HeightSafety #SafetyHarness #FallPrevention #SafetyStandards #WorkplaceSecurity #FallArrest #SafetyEquipment #SafetyAtHeight #FallSafety #OccupationalHealth #SafetyInnovation #FallArrestSystems #SafetyCompliance #HeightenedSafety #SafetyFirst #WorkerProtection

[usnewsper-politics]

Governors Clash Over Taxes, Jobs, and Climate: What You Need to Know #CaliforniaGovernorGavinNewsom #carbonemissions #climatechange #COVID19pandemic #DemocraticandRepublicanleaders #economicgrowth #environmentalpolicy #FloridaGovernorRonDeSantis #governmentrole #lowunemploymentrate #minimumwage #nationalissues. #potentialpresidentialcandidates #presidentbiden #regulation #renewableenergy #socialandeconomicissues #stateandfederalpower #taxation #workerprotections

[abformworkwear]

Stay Safe & Comfortable on the Job with FR Uniform Shirts 🔥💼

Stay safe and comfortable on the job with our FR Uniform Shirts. Designed with the modern worker in mind, our shirts are made from high-quality, flame-resistant materials that provide superior protection against fire and heat. Whether you're working in construction, welding, or any other hazardous environment, you can trust our FR shirts to keep you safe and comfortable. With a range of styles and sizes to choose from, our FR shirts are the perfect choice for workers who demand the best. So, if you want to stay protected and comfortable on the job, choose our FR Uniform Shirts today!

Buy Now:https://www.abformworkwear.com/products/career-wear/5598?ref=category

[thomsonscaffolding]

Why Regular Scaffold Inspections are Crucial for Safety

Identifies Potential Hazards: Detects issues before they become serious problems.

Ensures Compliance: Verifies that scaffolding meets safety regulations and standards.

Prevents Accidents: Reduces the risk of scaffold-related injuries and accidents.

Maintains Stability: Checks structural integrity to prevent collapses.

Protects Workers: Safeguards the health and safety of everyone using the scaffold.

Enhances Longevity: Ensures that scaffolding remains in good condition for longer use.

Promotes Confidence: Builds trust in the safety of the work environment for workers and clients.

Reduces Liability: Minimizes legal risks by adhering to safety protocols and documentation.

[oklahomaprelawland]

Case Against New York Post For Safety Violations And Whistleblower Retaliation

By Anna Schmidt, Oklahoma City University Class of 2022

November 10, 2020

In the first months of 2020, the coronavirus became the world’s top news story. Throughout the outbreak and spread of the globally recognized pandemic, news agencies chronicled daily developments and featured stories on specific effects, plans offered by politicians, and any available information that may be relayed to the public. In conjunction with news reporters, photographers have captured the events of this year and the front lines of the pandemic. Beyond the staggering news and developments of COVID-19, many large protests erupted over the summer months, to support the Black Lives Matter movement. While many of these started and often remained peaceful, some in larger cities such as New York City turned violent with looting and rioting. News reporters and photographers were present in the midst of these events to document and report straight from the action.

Taidgh Barron was hired as a photographer for the New York Post’s The Post, a daily tabloid printed in New York City, in September of 2019.[1]After being hired, Barron was given many opportunities to photograph for a variety of stories and settings, and he claims his training indicated a long-term career trajectory with the news company. In the first half of 2020, Barron was assigned to photograph for many stories in New York City related to the outbreak and effects of the coronavirus. On January 24, Barron was sent to a pharmacy in New York City to take photographs for an article reporting that the pharmacy was running out of face masks within 24-hours of the first US case being announced.[2]This same day, The Post reported on the US case, and acknowledged the need for safety precautions.

The Post did not supply Barron, one of their employed photographers, with facemasks or personal protective equipment–PPE–for this assignment or for Barron’s following assignments. Barron was sent multiple times to photograph New York City subways to see the impact of the virus on them. He was also sent multiple times to Bellevue Hospital to photograph their newly constructed morgue for COVID-19 victims.[2] Barron was sent to multiple press conferences for New York City Mayor Bill de Blasio [3], and once to a press conference with the former executive of the Metropolitan Transportation Authority, who tested positive for the coronavirus one day after holding the press conference without a mask.[2] Barron expressed his concern of exposure but was quickly sent on new assignments without being tested for COVID-19because he had not had direct physical contact. Barron was sent on April 4th to take a time-lapse video of Grand Central Station for 15 total hours.[1] On that assignment, Barron states he was exposed to hundreds of individuals. Throughout all of these assignments, Barron was never supplied COVID-19 PPE by his employer.

Barron requested effective PPE from his supervisor, Chris Dougherty, on February 6.[2] Dougherty denied this request. The Post ran multiple stories about the importance of face masks and coronavirus safety measures throughout the month of February. Barron repeated his request for PPE on February 20th, after continually being sent out into the community to photograph COVID-19 related cases without supplied protection.[2] Barron complained that the news company was running stories about the risk and danger of the virus, while putting him, his coworkers, and the general public in contact with news reporters and photographers at great risk in the process of reporting the news stories.

On April 19th, News Corp, which is the owner of The Post tabloid, supplied Barron with seven disposable, allegedly low-quality, surgical masks.[2] This occurred shortly after a report surfaced on April 15ththatWall Street Journal reporters and freelance photographers were all being supplied with official KN95 masks, gloves, and hand sanitizer. News Corp also publishes the Wall Street Journal, yet they did not extend the same PPE provisions to The Post.[2]After sending Barron seven masks, News Corp did not send any more or an option to request more.

When Black Lives Matter protests erupted in New York City, and Barron was sent to photograph these, he was still not given any PPE from his employer. These protests at times turned violent, and Barron reported to his supervisor Dougherty on June 2ndthat he was assaulted two times while conducting his assignment to photograph looters and rioters in the city.[1]On June 5th, Barron emailed Dougherty requesting civil unrest PPE, which includes press helmets, vests, and eye protection.[1] Barron also contacted the photography division of the news company to record his assault and request. Barron’s request was not granted.On June 22nd, Barron was terminated from his position with The Post, with the cause listed as “financial reasons.”[2] Barron believes it was not financial reasons causing his termination, but rather retaliation for his contacting another division and continually asking to receive adequate protection.

Barron filed a lawsuit against his former employer on November 5, alleging that he was wrongfully terminated for his complaints and requests for adequate PPE. Barron claims The Post violated New York Labor Law protections against retaliation for whistleblowing. [4] Barron’s complaints, which comprised the whistleblowing, also constituted a case against the news company for failing to uphold the general duty clause of the Occupational Safety and Health Act. This clause frames the employer’s responsibility to provide their employees with work assignments and environments that do not hold safety or health hazards that could likely cause them death or physical harm.[5] In News Corp.’s failure to supply PPE, they failed to uphold this standard by exposing their employees to dangerous conditions in covering the coronavirus and riots. The failure to meet OSHA standards alone constitutes a case against the company, yet Barron’s case is primarily concerned with the charge for wrongful termination as retaliation for protected whistleblowing.

Barron’s whistleblowing by requesting PPE and reporting his assaults was protected under New York Labor Law. This protects whistleblowing when employer conduct endangers public health or safety.[6] The lack of PPE for reporters and photographers constituted a danger to public safety, as those who came in contact with The Post employees were at risk of exposure to the virus if employees were unknowingly carrying it. Barron’s requests were justified by his concern for his own safety, the safety of his coworkers, and the public he encountered on assignments. Furthermore, his request for civil unrest PPE was justified by his deserved protections from serious physical harm ensured by OSHA standards.[5] Barron argued against the validity of the company’s rationale for firing him for financial reasons, as he argued that The Postwent on to hire entry level reporters and freelance photographers separately, to cover the responsibilities which Barron had previously covered.[2] This cumulatively higher cost, coupled with Barron’s prior trajectory implying the company expected to keep him on staff long-term, weakened the validity of a financial rationale. Barron accused the company of terminating him as retaliation for whistleblowing, and thus violating the New York Labor Law which prohibits employers from firing employees for whistleblowing in protected cases.[6]

Barron is suing The Post, and its publisher News Corp, for damages caused by his termination. Barron alleges that the wrongful termination caused him significant economic loss, distress both physically and emotionally, embarrassment, and damage to his career path. Barron is seeking compensation for wages lost, as well as reinstatement with full benefits and seniority rights to the company.[2] The case was recently filed and is awaiting further action.

This case will require evaluating the company’s responsibility to its employees and public safety, as well as its justification in decisions of termination as they relate to whistleblowing. The case will also, however, involve an investigation into the personal choices and responsibilities of Barron and similar employees, to protect themselves from danger. If the court finds the company liable and finds that they abused their authority in sending employees to dangerous assignments without adequately offering protection, then Baron’s case will be justified. If this outcome occurs, similar cases may subsequently emerge from essential workers during the pandemic who felt endangered in their work assignments without adequate company aid.

________________________________________________________________

[1] https://www.hollywoodreporter.com/thr-esq/murdochs-news-corp-hit-with-covid-19-whistleblower-suit

[2] https://beta.documentcloud.org/documents/20402622-barron

[3] https://headtopics.com/us/murdoch-s-news-corp-hit-with-covid-19-whistleblower-suit-16702151

[4] https://labor.ny.gov/workerprotection/laborstandards/labor_standards.shtm

[5] https://www.osha.gov/laws-regs/oshact/section5-duties

[6] https://www.cpsc.gov/About-CPSC/Inspector-General/Whistleblower-Protection-Act-WPA

[zuusscheduling-blog]

Junior employment law restrictions

Below are links to junior employment laws for each country.

US

CO - https://www.colorado.gov/pacific/cdle/youthlaw

NY - https://www.labor.ny.gov/workerprotection/laborstandards/workprot/hrswork.shtm

If your state or county is not listed, please reach out to support@zuusworkforce.com

AU

ACT - https://www.legislation.act.gov.au/View/di/2011-138/current/PDF/2011-138.PDF

NSW - https://www.legislation.nsw.gov.au/#/view/regulation/2015/782/full

NT - https://legislation.nt.gov.au/

QLD - https://www.business.qld.gov.au/running-business/employing/taking-on-staff/employing-children/restrictions

SA - https://www.safework.sa.gov.au/law-compliance/compliance-rights/workers/new-young-workers/new-young-workers

TAS - https://www.legalaid.tas.gov.au/factsheets/young-people-law-for-the-under-18s-fact-sheet/

VIC - https://www.business.vic.gov.au/hiring-and-managing-staff/employing-children/laws-and-act

WA - https://www.commerce.wa.gov.au/labour-relations/when-children-can-work-western-australia

[hazmatca]

Asbestos Regulations in British Columbia and New York State

It is widely known throughout the international asbestos abatement industry that New York State is a leader. They are at the forefront of what many deem as strict regulations to protect the health and safety of workers and the general public. This article will highlight some of the differences between WorkSafe BC asbestos regulations and New York State Department of Labour.

New York State has a long history with asbestos over many years of development and industrial operations laying the groundwork for responsibility. A large population with densely occupied geographic areas help to stress such a world class regulatory framework. All workers or contractors who disturb ACM (asbestos containing material) must be certified and licensed according to New York State law. In British Columbia, asbestos consultants and abatement contractors are responsible for managing certification through a third party qualified person but no worker specific licensing is required, helping to keep abatement costs lower. New York State takes this a level further dividing the asbestos industry in to nine categories of worker certification and all courses must be approved by the Department of Labour, all workers must be licensed with fees ranging from $50-$150 USD annually.

One commonality between both jurisdictions is the exemption of homeowners from asbestos regulations who attempt removal themselves. Although both regulatory bodies state because of the health risks associated with exposure to asbestos it is recommended that a qualified asbestos removal company complete the abatement portion. Protect your health and safety and that of your employees, tenants, and/or loved ones by factoring in abatement costs well ahead of building: purchases, renovation, or demolition activities.

When the abatement project planning phase begins, site specific documentation is created and must be submitted to WorkSafe BC in the form of a NOP (Notice of Project) forty-eight hours before any on site disturbance takes place. New York State Department of Labour has a notification system with a detailed form outlining quantities and phase scope of work for each friable and non-friable ACM, complimented by a ten day waiting period before any commencement of work. There is no fee to submit a NOP to WorkSafe BC which is drastically different when compared to the New York State Department of Labour fees, based on quantities for removal ranging from no fee for very small projects up to $2000 USD for mid-sized projects though some exemptions exist. Variance fees can also apply to our friends Stateside of $350 USD if changes to a notification must be made, one highlight of all the notification fees is the cutting edge online New York State all asbestos project listing available at: https://labor.ny.gov/workerprotection/safetyhealth/DOSH_ASBESTOS.shtm

http://www.haz-mat.ca/2017/09/08/comparing-british-columbia-new-york-state-asbestos-regulations/

[npzlawyersforimmigration]

Understanding NYC’s New Employee Bill of Rights: A Guide for Employers and Employees

https://visaserve.com/understanding-nycs-new-employee-bill-of-rights-a-guide-for-employers-and-employees/

#NYCworkerrights #employeerights #employeebillofrights #laborlaw #workerprotection #newyorkcity #workersrightsmatter #fightforfairness #inclusivityatwork #immigrationrights #justiceforall #knowyourrights #workplaceequality #empowerment #citylife #newsflash #nycnews