Labor Law Glossary

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

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

A legally binding contract between an employer and a union setting forth terms and conditions of employment, including wages, hours, and benefits.

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

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

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

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

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

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.

A federal law providing eligible employees up to 12 weeks of unpaid, job-protected leave for specified family and medical reasons.

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

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

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

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.

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

The lowest hourly compensation an employer is legally permitted to pay workers, as set by federal, state, or local law.

A contractual clause restricting an employee from working for a competitor or starting a competing business for a specified period after leaving employment.

The federal agency responsible for setting and enforcing standards to ensure safe and healthful working conditions.

Hours worked beyond the standard 40-hour workweek for which non-exempt employees must be compensated at 1.5 times the regular rate under the FLSA.

An adverse employment action taken against an employee for engaging in legally protected activity such as filing a complaint or cooperating with an investigation.

A state law that prohibits requiring union membership or dues payment as a condition of employment.

Unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature that affects employment or creates a hostile work environment.

Actions by employers or unions that violate the NLRA, such as interfering with organizing rights, discriminating based on union activity, or failing to bargain in good faith.

An employee who reports illegal or unethical conduct by their employer to internal or external authorities and is protected from retaliation under various federal and state laws.

A discharge that violates a law, public policy, or employment agreement, entitling the terminated employee to legal remedies.