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© 2010 South-Western, Cengage Learning Chapter © 2010 South-Western, Cengage Learning Work Laws and Responsibilities 5.1Work-Related Forms and Laws 5.2Responsibilities on the Job 5
© 2010 South-Western, Cengage Learning 2 Do Nows: ■Pop Quiz ■Discuss: Why did your parent choose their career?
© 2010 South-Western, Cengage Learning Chapter 5 3 Lesson 5.1 Work-Related Forms and Laws GOALS ■Discuss the purpose of various work- related forms. ■Explain the provisions of major employment laws.
© 2010 South-Western, Cengage Learning Chapter 5 4 Required Work Forms ■When you get a job, the government will require a number of forms containing information about you. ■You will fill out some. ■Others, your employer will complete. ■If you are under age 16, you may also need a work permit. ■Some forms, such as Forms W-2 and W-4, are part of the income tax process.
© 2010 South-Western, Cengage Learning Chapter 5 5 Form W-4: Employee’s Withholding Allowance Certificate ■Form W-4 asks for your name, address, Social Security number, marital status, and the number of exemptions you are claiming for income tax purposes. ■The information determines the amount your employer will withhold from your paycheck for income taxes. ■Allowances are reductions in the amount of tax withheld from your paycheck. ■Exempt status is available only to people who will not earn enough in the year to owe any federal income tax.
© 2010 South-Western, Cengage Learning 6 W-4
© 2010 South-Western, Cengage Learning 7 Social Security ■What do you remember learning in your Social Studies classes about Social Security?
© 2010 South-Western, Cengage Learning Chapter 5 8 Social Security Taxes and Benefits ■Employers withhold Social Security taxes from your pay and contribute matching amounts. ■The amounts you earn and the amounts contributed for Social Security throughout your work life are credited to your Social Security account number. ■When you become eligible, usually at retirement, benefits are paid to you monthly, based upon how much you have paid into your account.
© 2010 South-Western, Cengage Learning Chapter 5 9 Social Security Forms ■Social Security Number ■Your Social Security number is your permanent work identification number. ■Social Security Card ■Application for a card ■Application for a replacement card ■Social Security Statement of Earnings ■Request for Social Security Statement of Earnings
© 2010 South-Western, Cengage Learning 10 Social Security Statement of Earnings
© 2010 South-Western, Cengage Learning Chapter 5 11 Work Permit Application ■Many states require minors—people under the age of legal adulthood—to obtain a work permit before they are allowed to work. ■Where to get a work permit application: ■Your state Department of Labor ■School counseling center ■Work experience coordinator
© 2010 South-Western, Cengage Learning Chapter 5 12 Work Permit Application ■What you need in order to apply for a work permit: ■Social Security number ■Proof of age ■Permission from your parent or legal guardian ■There is usually no charge. (continued) Have any of you had to fill out working papers? What did you have to do?
© 2010 South-Western, Cengage Learning Chapter 5 13 Form W-2: Wage and Tax Statement ■Form W-2 is a summary of the income you earned during the year and all amounts the employer withheld for taxes. ■Each of your employers must provide you with a Form W-2 for the previous tax year no later than January 31 of the current year. ■Each of your employers sends a copy of your Form W-2 to the government.
© 2010 South-Western, Cengage Learning 14 W-2
© 2010 South-Western, Cengage Learning Chapter 5 15 Form I-9 ■Before you start working, you and your employer must complete an Employment Eligibility Verification form, or Form I-9. ■The purpose of this form is to verify the employee’s identity and eligibility to work in the United States. ■Along with the form, you will be required to present forms of identification, which could include a driver’s license, passport, Social Security card, or birth certificate.
© 2010 South-Western, Cengage Learning 16 I-9
© 2010 South-Western, Cengage Learning Chapter 5 17 Employment Laws ■The federal government has enacted many laws to protect workers. ■The Department of Labor is responsible for enforcing labor laws that: ■Provide unemployment, disability, and retirement insurance benefits ■Establish a minimum wage and regular working hours ■Establish rules regarding overtime pay ■Help workers injured on the job ■Provide equal employment opportunities and prohibit discrimination ■Establish safe working conditions
© 2010 South-Western, Cengage Learning Chapter 5 18 Social Security Act ■The Social Security Act, passed in 1935, established a national social insurance program that provides federal aid for the elderly and for disabled workers. ■The Medicare provision, added in 1965, provides hospital and medical insurance for those 65 and older. ■Social Security provides these benefits: ■Old age retirement income (OA) ■Survivorship income (S) ■Disability income (D) ■Health insurance (HI)
© 2010 South-Western, Cengage Learning Chapter 5 19 Unemployment Compensation ■The Social Security Act requires every state to have an unemployment insurance program. ■Unemployment insurance provides benefits to workers who lose their jobs through no fault of their own. ■After a waiting period, laid-off or terminated workers may collect a portion of their regular pay for a certain length of time. ■Premiums for unemployment insurance are usually paid by employers.
© 2010 South-Western, Cengage Learning Chapter 5 20 Fair Labor Standards Act ■The Fair Labor Standards Act, which is also known as the Wage and Hour Act, establishes a minimum wage. ■It also requires hourly workers to be paid “overtime wages” of 1½ times their hourly rate for hours worked beyond 40 per week. ■A minimum wage is the lowest wage that an employer may pay an employee as established by law.
© 2010 South-Western, Cengage Learning 21
© 2010 South-Western, Cengage Learning Chapter 5 22 Workers’ Compensation ■Workers’ compensation is an insurance program that pays benefits to workers and/or their families for injury, illness, or death that occurs as a result of the job. ■The employer is responsible for employee injuries and illnesses that are the result of employment, regardless of fault.
© 2010 South-Western, Cengage Learning Chapter 5 23 Family and Medical Leave Act ■The Family and Medical Leave Act (FMLA) of 1993 allows employees to take up to 12 weeks of unpaid leave in a 12-month period for certain medical and family situations. ■Some employers may choose to pay employees during some types of leave, such as sick leave, but they are not required by law to do so.
© 2010 South-Western, Cengage Learning Chapter 5 24 Family and Medical Leave Act ■Valid circumstances for unpaid leave under the FMLA include the following: ■Birth and care of a newborn child, including adoption of a child ■Care of an immediate family member (spouse, child, or parent) with a serious health condition ■Medical leave when the employee is unable to work because of a serious health condition (continued)
© 2010 South-Western, Cengage Learning Chapter 5 25 Laws Against Discrimination in Employment ■Equal Pay Act ■Civil Rights Act of 1964 ■Age Discrimination in Employment Act ■Americans with Disabilities Act
© 2010 South-Western, Cengage Learning Chapter 5 26 Lesson 5.2 Responsibilities on the Job GOALS ■Discuss employee responsibilities at work. ■Describe employer responsibilities to employees.
© 2010 South-Western, Cengage Learning Chapter 5 27 Responsibilities to Employers ■Competent work ■The work needs to be marketable—that is, of such quality that the employer can sell it or use it to favorably represent the company. ■Punctuality ■Punctuality means being ready to start work at the appointed time.
© 2010 South-Western, Cengage Learning Chapter 5 28 Responsibilities to Employers ■Pleasant attitude ■Pleasant and easy to get along with ■Courteous to customers ■Loyalty and respect ■Loyalty means that you show respect for your employer and the company for which you work, both on and off the job. (continued)
© 2010 South-Western, Cengage Learning Chapter 5 29 Responsibilities to Employers ■Dependability ■Dependability is a character trait that means you can be counted on to do what you say you will do. ■Initiative ■Initiative is taking the lead, recognizing what needs to be done, and doing it without having to be told. (continued)
© 2010 South-Western, Cengage Learning Chapter 5 30 Responsibilities to Employers ■Interest ■You should project an attitude of wanting to learn all you can and of giving all tasks your best effort. ■Self-evaluation ■The ability to take criticism and to assess your own progress is important to you and your employer. (continued)
© 2010 South-Western, Cengage Learning Chapter 5 31 Responsibilities to Other Employees ■Teamwork ■Teamwork means working cooperatively in order to achieve a group goal. ■Thoughtfulness ■Be considerate of coworkers to promote a good work atmosphere for everyone, including customers. ■Loyalty ■In addition to being loyal to your employer, you should be loyal to coworkers.
© 2010 South-Western, Cengage Learning Chapter 5 32 Responsibilities to Customers ■Helpfulness ■Identify what customer wants ■Solve problems ■Courtesy and respect ■Your attitude toward customers should always be respectful and courteous, never hostile or unfriendly.
© 2010 South-Western, Cengage Learning Chapter 5 33 Employer Responsibilities ■Adequate supervision ■Supervision is providing new and current employees with the information and training they need to do their jobs well. ■Fair human resource policies ■Policies on hiring, firing, raises, promotions, and dispute resolution need to be fair and well defined.
© 2010 South-Western, Cengage Learning Chapter 5 34 Employer Responsibilities ■Safe working conditions ■Safe equipment ■Safe working environment ■Adequate training for working under dangerous conditions ■Open channels of communication ■Express concerns. ■Ask questions. ■Make suggestions. (continued)
© 2010 South-Western, Cengage Learning Chapter 5 35 Employer Responsibilities ■Recognition of achievement ■An employee evaluation is a report that discusses the employee’s strengths and weaknesses in performing the job and how well the employee helped to meet company goals. ■As a result of evaluations, employees are given merit pay raises, bonuses, and advancement opportunities. (continued)
© 2010 South-Western, Cengage Learning 36 To Do: ■Watch 30 Days: Minimum Wage ■Complete worksheet and discuss
© 2010 South-Western, Cengage Learning 37 Closure: ■What are pros and cons of raising the minimum wage? ■Should the U.S. raise the minimum wage?
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