Define: Employ

In most cases, yes. Employment in many jurisdictions is considered “at-will,” which means that either the employer or the employee can terminate the employment relationship at any time, for any reason, as long as it is not discriminatory or in violation of an employment contract.

The minimum wage varies by state and sometimes by city or county. You can find the current minimum wage for your specific location by checking with your state’s labor department or visiting their official website.

Yes, in many cases. Employers have the right to require drug testing as a condition of employment, as long as it is done in a non-discriminatory manner and in compliance with applicable laws.

Generally, an employer can change an employee’s work schedule as long as they provide reasonable notice. However, specific laws may vary depending on the jurisdiction and any applicable employment contracts or collective bargaining agreements.

Employers generally have the right to monitor employees’ emails and internet usage if they provide prior notice and have a legitimate business reason for doing so. However, laws regarding employee privacy can vary, so it is important to consult local regulations.

It depends on the nature of the job and the specific circumstances. While employers are generally allowed to consider an applicant’s criminal record, they must do so in compliance with anti-discrimination laws and consider whether the conviction is directly related to the job requirements.

In most cases, yes. However, employers must comply with applicable labor laws regarding overtime pay and provide proper notice to employees.

Generally, employers cannot withhold wages or salary from an employee unless authorized by law or with the employee’s consent. Any deductions must comply with applicable labor laws.

No, employers are generally prohibited from asking questions about an applicant’s marital status or family plans during an interview, as it can be considered discriminatory. Questions should focus on an applicant’s qualifications and ability to perform the job.

Yes, in many cases. Non-compete agreements are legal in many jurisdictions, but they must be reasonable in scope, duration, and geographic area. It is advisable to consult with an employment attorney to ensure compliance with local laws.