Labor Law Cheat Sheet

The core ideas of Labor Law distilled into a single, scannable reference — perfect for review or quick lookup.

PiqCue — piqcue.com/labor-law/cheatsheet

Quick Reference

At-Will Employment

A doctrine predominant in the United States under which either the employer or the employee may terminate the employment relationship at any time, for any lawful reason, or for no reason at all, without incurring legal liability. Exceptions include terminations that violate public policy, breach an implied contract, or constitute discrimination.

Collective Bargaining

The process by which a labor union and an employer negotiate the terms and conditions of employment, including wages, hours, benefits, and workplace policies. The duty to bargain in good faith is protected under the National Labor Relations Act.

Minimum Wage

The lowest hourly rate of pay that employers are legally required to pay their workers, as established by federal, state, or local law. The federal minimum wage in the U.S. is set by the Fair Labor Standards Act, though many states and municipalities have enacted higher minimums.

Workplace Discrimination

The unlawful practice of treating employees or job applicants unfavorably based on protected characteristics such as race, color, religion, sex, national origin, age, disability, or genetic information. Federal anti-discrimination laws include Title VII, the ADA, and the ADEA.

Workers' Compensation

A form of insurance mandated by state law that provides wage replacement and medical benefits to employees who are injured or become ill in the course and scope of their employment, in exchange for the employee relinquishing the right to sue the employer for negligence.

Overtime Pay

Compensation at a rate of one and one-half times the employee's regular rate of pay for all hours worked in excess of 40 hours in a workweek, as required by the Fair Labor Standards Act for non-exempt employees.

Wrongful Termination

A discharge from employment that violates a specific law, a contractual provision, or a recognized public policy. Even in at-will employment states, terminations are unlawful if they are based on discrimination, retaliation, or breach of an employment agreement.

Family and Medical Leave

Under the FMLA, eligible employees of covered employers are entitled to take up to 12 weeks of unpaid, job-protected leave per year for specified family and medical reasons, with continuation of group health insurance coverage.

Occupational Safety and Health

The body of law and regulation requiring employers to provide a workplace free from recognized hazards that are likely to cause death or serious physical harm, primarily enforced by OSHA under the Occupational Safety and Health Act of 1970.

Employee Classification

The legal determination of whether a worker is an employee or an independent contractor, which affects the worker's eligibility for benefits, tax treatment, and labor law protections. Misclassification can result in significant legal and financial penalties for employers.

Key Terms at a Glance

At-Will Employment:A default employment relationship allowing either party to terminate without cause or notice, subject to statutory and contractual exceptions.

Arbitration:A private method of resolving disputes outside of court, in which a neutral third party renders a binding or non-binding decision.

Collective Bargaining Agreement (CBA):A legally binding contract between an employer and a union setting forth terms and conditions of employment, including wages, hours, and benefits.

Constructive Discharge:A situation in which an employee resigns due to intolerable working conditions created by the employer, legally treated as an involuntary termination.

Discrimination:Unfavorable treatment of an employee or applicant based on a protected characteristic such as race, sex, age, disability, or religion.

Disparate Impact:A form of discrimination in which a facially neutral employment policy disproportionately affects members of a protected class without a legitimate business justification.

Disparate Treatment:Intentional discrimination in which an employer treats an employee less favorably because of a protected characteristic.

Employee Classification:The legal determination of whether a worker is an employee or an independent contractor, affecting eligibility for labor protections, benefits, and tax obligations.

Exempt Employee:An employee who is exempt from the FLSA's overtime provisions, typically because they hold executive, administrative, professional, or outside sales roles and meet salary thresholds.

FMLA (Family and Medical Leave Act):A federal law providing eligible employees up to 12 weeks of unpaid, job-protected leave for specified family and medical reasons.

Good Faith Bargaining:The legal obligation under the NLRA for both employers and unions to engage sincerely and honestly in the collective bargaining process.

Grievance:A formal complaint raised by an employee or union alleging a violation of the collective bargaining agreement or employment law.

Hostile Work Environment:A form of harassment in which unwelcome conduct based on a protected characteristic is severe or pervasive enough to alter the conditions of employment.

Independent Contractor:A worker who provides services to a hiring entity but maintains control over how the work is performed, and is generally not covered by employment laws.

Labor Union:An organized association of workers formed to protect and advance their collective interests through collective bargaining with employers.

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