Every Employee's Guide to the Law

( 3 )


The indispensable legal handbook–– for anyone looking for a job, holding a job, or leaving a job––has now been substantially revised and updated to include new laws and regulations. Whether you work in an office, a factory, or a small business, Every Employee’s Guide to the Law presents valuable information...

See more details below
BN.com price
(Save 8%)$16.95 List Price

Pick Up In Store

Reserve and pick up in 60 minutes at your local store

Other sellers (Paperback)
  • All (33) from $1.99   
  • New (2) from $10.04   
  • Used (31) from $1.99   
Every Employee's Guide to the Law

Available on NOOK devices and apps  
  • NOOK Devices
  • Samsung Galaxy Tab 4 NOOK 7.0
  • Samsung Galaxy Tab 4 NOOK 10.1
  • NOOK HD Tablet
  • NOOK HD+ Tablet
  • NOOK eReaders
  • NOOK Color
  • NOOK Tablet
  • Tablet/Phone
  • NOOK for Windows 8 Tablet
  • NOOK for iOS
  • NOOK for Android
  • NOOK Kids for iPad
  • PC/Mac
  • NOOK for Windows 8
  • NOOK for PC
  • NOOK for Mac
  • NOOK for Web

Want a NOOK? Explore Now

NOOK Book (eBook)
BN.com price


The indispensable legal handbook–– for anyone looking for a job, holding a job, or leaving a job––has now been substantially revised and updated to include new laws and regulations. Whether you work in an office, a factory, or a small business, Every Employee’s Guide to the Law presents valuable information about such issues as:

The interview:
what questions can and can’t be asked

up-to-date revisions to laws dealing with race, sex, age, handicap, national origin, and religion

Sexual harassment:
how to define it and how to document it

how your right to privacy is affected

Concise, comprehensive, and completely accessible, Every Employee's Guide to the Law explains everything you need to know.

Read More Show Less

Product Details

  • ISBN-13: 9780375714450
  • Publisher: Knopf Doubleday Publishing Group
  • Publication date: 9/8/2001
  • Edition description: REVISED & UPDATED
  • Edition number: 3
  • Pages: 448
  • Sales rank: 958,396
  • Product dimensions: 5.17 (w) x 7.87 (h) x 1.16 (d)

Meet the Author

Lewin G. Joel III is a practicing labor lawyer. He lives in Connecticut.

Read More Show Less

Read an Excerpt


The Hiring Process

The first part of the employment process, of course, is getting out there and getting a job. Which is hard enough without having a strike or two against you-before you've even faced a single pitch. Maybe you're black or female or over forty or pregnant. Maybe you have an arrest record or your credit is not all that great. Maybe you filed a workers' compensation claim on your previous job or maybe you have a permanent disability of some kind. Maybe you're a reformed alcoholic or drug addict. Maybe you're of foreign extraction. In the vast majority of employment situations, none of these things can legally be considered when comparing job applicants. But all too often they are.

Let us now chart your rights throughout the hiring process, from the time you see that first advertisement in the classified section of your local newspaper up until the time you actually walk in the front door of your new workplace.

Job Advertisements

Let's begin at the beginning. And the beginning is when you decide to start looking for a job. It is important to understand that your employment rights are actually on the job long before you are. They begin to protect you the minute you start to look for employment. The theory, of course, is that everyone with the same qualifications for a job should start out with the same chance to get it; that no one should be disadvantaged by race, sex, age, or anything else unrelated to potential job performance.

Thus, an employer may not advertise a job in such a manner that it would indicate a preference or limitation or otherwise discriminate against anyone based on:

g Race; g Color; g Religion; g Age; g Sex; g National origin or ancestry; or g Physical or mental disability.

State Laws: Some states have more extensive antidiscrimination laws that, along with the basics, also prohibit employers from discriminating on the basis of things like marital status and sexual preference.


Age: Advertisements may specify minimum age requirements-as long as the minimum age required is under forty. For example, it would be appropriate to advertise the requirements for a job serving alcohol as "must be at least twenty-one"; or for a hazardous job as "must be at least eighteen." The requirement that any minimum age specified be under forty is because the Age Discrimination in Employment Act protects everyone over forty. (Many state laws protect workers under forty from age-based discrimination, too. See Chapter 5: Discrimination and Related Issues.) As a practical matter, specifying any minimum age except in compliance with a law-such as a minimum age requirement to serve alcohol or to work in a hazardous occupation-would be suspect.

"Bona Fide Occupational Qualification or Need" Exception (BFOQ): A rare and narrowly applied exception that allows an employer to specify a job requirement that would otherwise be considered discriminatory is based on a so-called bona fide occupational qualification or need. To fit into this exception, an employer must be able to justify that the requirement is "reasonably necessary to the normal operation of the enterprise."

Read More Show Less

Table of Contents

Introduction/Overview 1
1 The Hiring Process 19
2 The Employment Relationship 51
3 Wages and Hours 72
4 Fringe Benefits 106
5 Discrimination and Related Issues 137
6 Right to Privacy/Access to Records 176
7 Health and Safety 201
8 Discipline and Discharge 225
9 Workers' Compensation 251
10 Unemployment Compensation 289
11 I'm Getting Screwed; So what can I Do About it? 314
Epilogue: Unions and Other Final Thoughts 355
App Glossary of Employment Law Terms 369
App Summary of Federal Labor Laws: Listing and synopsis with references and library and chapter citations 381
App Common Questions (with Answers): 20 chapter-by-chapter questions about employment laws, with answers 397
Acknowledgments 406
Index 407
Read More Show Less

Customer Reviews

Average Rating 3.5
( 3 )
Rating Distribution

5 Star


4 Star


3 Star


2 Star


1 Star


Your Rating:

Your Name: Create a Pen Name or

Barnes & Noble.com Review Rules

Our reader reviews allow you to share your comments on titles you liked, or didn't, with others. By submitting an online review, you are representing to Barnes & Noble.com that all information contained in your review is original and accurate in all respects, and that the submission of such content by you and the posting of such content by Barnes & Noble.com does not and will not violate the rights of any third party. Please follow the rules below to help ensure that your review can be posted.

Reviews by Our Customers Under the Age of 13

We highly value and respect everyone's opinion concerning the titles we offer. However, we cannot allow persons under the age of 13 to have accounts at BN.com or to post customer reviews. Please see our Terms of Use for more details.

What to exclude from your review:

Please do not write about reviews, commentary, or information posted on the product page. If you see any errors in the information on the product page, please send us an email.

Reviews should not contain any of the following:

  • - HTML tags, profanity, obscenities, vulgarities, or comments that defame anyone
  • - Time-sensitive information such as tour dates, signings, lectures, etc.
  • - Single-word reviews. Other people will read your review to discover why you liked or didn't like the title. Be descriptive.
  • - Comments focusing on the author or that may ruin the ending for others
  • - Phone numbers, addresses, URLs
  • - Pricing and availability information or alternative ordering information
  • - Advertisements or commercial solicitation


  • - By submitting a review, you grant to Barnes & Noble.com and its sublicensees the royalty-free, perpetual, irrevocable right and license to use the review in accordance with the Barnes & Noble.com Terms of Use.
  • - Barnes & Noble.com reserves the right not to post any review -- particularly those that do not follow the terms and conditions of these Rules. Barnes & Noble.com also reserves the right to remove any review at any time without notice.
  • - See Terms of Use for other conditions and disclaimers.
Search for Products You'd Like to Recommend

Recommend other products that relate to your review. Just search for them below and share!

Create a Pen Name

Your Pen Name is your unique identity on BN.com. It will appear on the reviews you write and other website activities. Your Pen Name cannot be edited, changed or deleted once submitted.

Your Pen Name can be any combination of alphanumeric characters (plus - and _), and must be at least two characters long.

Continue Anonymously
Sort by: Showing all of 3 Customer Reviews
  • Anonymous

    Posted January 3, 2003

    A MUST READ for the working class.

    I fall into both catagories as an employer and an employee since I am a supervisor with hiring and firing capability and also am an employee for local government. I have been to many trainings regarding employee supervision but none have covered the topic as thoroughly and as clearly as this book. It is well worth the money.

    Was this review helpful? Yes  No   Report this review
  • Anonymous

    Posted May 29, 2012

    No text was provided for this review.

  • Anonymous

    Posted April 1, 2012

    No text was provided for this review.

Sort by: Showing all of 3 Customer Reviews

If you find inappropriate content, please report it to Barnes & Noble
Why is this product inappropriate?
Comments (optional)