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Corporations are required to pay employees at least the federal minimum wage, and higher if state or local laws dictate. Failure to comply can result in legal action and financial penalties.

An employee handbook can set forth company policies and expectations, but if not crafted carefully, might inadvertently create contractual obligations. Corporations must ensure clarity and legal compliance in the language used.

Corporations must provide equal pay for equal work, regardless of gender, race, or other protected characteristics. Violations can lead to lawsuits and penalties under laws like the Equal Pay Act.

Corporations must provide reasonable accommodations to employees with disabilities, unless doing so would cause undue hardship. Failure to comply can lead to discrimination lawsuits.

Written agreements that specify the terms of employment can protect both the corporation and the employee but must be drafted carefully to comply with employment laws and avoid unintended obligations.

Corporations must provide workers' compensation insurance to cover employees injured on the job. Noncompliance can lead to severe financial liabilities and penalties.

Corporations are required to display official labor law posters in a common area accessible to all employees. Failure to display the correct postings can lead to fines and potential legal actions.

The FMLA provides eligible employees with up to 12 weeks of unpaid, job-protected leave for certain family and medical reasons. Corporations must comply or risk legal action for denial of rights.

Corporations must provide a safe workplace in compliance with OSHA regulations. Failure to follow OSHA standards can result in fines and penalties, not to mention risks to employees' well-being.

Employment contracts often specify that any intellectual property created by an employee in the course of their work is owned by the corporation. Disputes can be costly and affect the company's assets and competitive position.

It's illegal for corporations to make employment decisions based on race, color, religion, sex, national origin, disability, or age. Violations can result in lawsuits, fines, and reputational damage.

Corporations are legally obligated to prevent and address workplace harassment. This includes sexual harassment and any behavior that creates a hostile work environment. Noncompliance can lead to lawsuits and damage to the company's reputation.

Corporations must protect trade secrets and confidential information. Employees may be required to sign non-disclosure agreements, and breaches can lead to legal action.

In jurisdictions with at-will employment, either the employer or the employee can terminate the employment relationship at any time, without cause or notice, as long as it's not for an illegal reason. Corporations must be careful not to imply employment security through policies or statements.

Employees who report legal violations or unethical behavior are protected from retaliation under various laws. Corporations must establish procedures to handle complaints and protect whistleblowers from adverse actions.

Employees must be compensated for hours worked over the standard 40-hour workweek at a rate of 1.5 times their standard pay. Exempt employees are not entitled to overtime. Noncompliance can lead to lawsuits and fines.

Non-compete agreements restrict employees from working for competitors or starting a competing business for a specified period after leaving the company. They must be reasonable in scope and supported by valid consideration to be enforceable.

The EEOC enforces laws against workplace discrimination. Corporations must follow these regulations to avoid EEOC-related lawsuits and ensure fair employment practices.

Corporations must verify that employees are legally authorized to work in the country and comply with immigration laws, or risk penalties and sanctions.

Corporations must prevent discrimination based on sexual orientation or gender identity. Failing to protect these employees can result in lawsuits and violations of human rights laws.

Misclassifying employees as independent contractors can lead to significant legal liabilities for corporations, including back taxes, penalties, and damages for benefits the misclassified employees should have received.

Employers are prohibited from punishing employees for engaging in legally protected activities (e.g., filing a discrimination claim). Retaliation can lead to additional legal claims against a corporation.

Exempt employees are not entitled to overtime pay and are exempt from certain labor regulations, while non-exempt employees are protected by minimum wage and overtime laws. Corporations must correctly classify employees to avoid penalties.

Severance agreements, if offered upon termination, may provide benefits to the departing employee in exchange for certain waivers or agreements. They must comply with applicable laws, such as the Older Workers Benefit Protection Act.

Corporations may offer benefits like health insurance, retirement plans, and paid time off. These benefits must comply with specific regulations, such as ERISA, and failure to do so can result in penalties and lawsuits.

Terminating an employee for illegal reasons (e.g., discrimination, retaliation for whistleblowing) can lead to a wrongful termination lawsuit against the corporation, resulting in damages and reputational harm.

Companies must negotiate in good faith with unions representing their employees over terms and conditions of employment. Failure to engage in collective bargaining can result in legal disputes and labor strikes.

If an employee resigns due to a hostile work environment or untenable changes to their job situation, it may be deemed a constructive dismissal, potentially entitling them to certain rights and benefits as if they were terminated.