what are the georgia osha laws on break and rest periods?
369588
Actually, breaks are covered under federal wage and hours laws. This is probably what you are looking for:\nhttp://www.dol.gov/esa/regs/compliance/whd/whdfs22.htm\n\nThe site for the Georgia Department of Labor is:\nhttp://www.dol.state.ga.us/em/employment_laws_rules.htm
941278
DEVESTATING. CHECK MOUT SITES ON OSHA,\nOCCUPATIONAL SAFETY HEALTH ASSN, BRANCH OF FEDERAL GOV.\nGOD BLESS
1130743
I believe that if there is only one employee on the property for the entire shift, then he cannot "remove from public view" to eat and rest.  But from what I have been told, a Break MUST be taken. (or at least not paid for)  Most small businesses split that 30 into two 15 minute breaks at the 0.25 and 3/4 marks in the shift for "heavy" snacking.  If a business is that small (like ours) that one person IS the shift, the customers usually don't have a prob. with them snacking at the counter.
898870
they can "suspend" you for any length of time if you have broken a company rule.\n\nAnd they can lay you off anytime they want for any reason, or just no reason at tall.\n\nfor employees not working somewhere long enogh to get paid holiday pay,  being off on a holiday is unpaid.\n\nSo you did not explain exactaly what is happened,\n\nBut they could tell you that if you don't work Saturday, they will just not call you in next week,
720159
Sorry, but Atlanta's noise ordinance for construction lets them start at 7am. If they start any earlier, you can call the police a report a violation of the noise ordinance at the site.\n\nSec. 74-137. Specific prohibited acts.\n(a)   It is unlawful and a violation of this Code for any person to cause, suffer, allow, or permit any of the following acts:\n(4)   Operating or permitting the operation of any power tools or other motorized equipment used in construction, drilling, earthmoving, excavating, or demolition work between 7:00 p.m. and 7:00 a.m. the following day on a weekday or between 7:00 p.m. and 9:00 a.m. on a weekend day or legal holiday, except for emergency work or by permit for temporary variance pursuant to section 74-139.\n\nSec. 74-140. Enforcement procedures.\n(a)   Violation of any provision of this article shall be cause for a citation to be issued by a police officer or Noise Control Officer (NCO) according to procedures set forth in the City Code of Ordinances.\n(b)   In lieu of issuing a citation, a police officer or NCO may issue an order requiring abatement of any sound source alleged to be in violation of this article within a reasonable time period and according to guidelines that the NCO may prescribe.\n(c)   Penalties. Any person convicted of a violation of any provision of this article shall be subject to the following penalties:\n(1)   A fine not more than $1,000.00, or a period of confinement in the city jail not to exceed ten days and a probationary period not to exceed 180 days, or both.\n(2)   In addition to any other penalties provided in this section, the judge may issue an order requiring abatement of any noise source found to be in violation of this article within a reasonable time period, not to exceed 60 days, and according to any guidelines that the city may prescribe.\na.   Any person ordered to abate any noise source found to be in violation of any provision of this article shall demonstrate to the city compliance with any order requiring abatement and any further guidelines they city may prescribe.\nb.   Any person failing to abate any noise source found to be in violation of any provision of this article shall be liable to the city for all costs and expenses incurred by the city in abating a violation.\n(3)   Each day during which any violation occurs shall constitute an additional, separate, and distinct offense.\n(d)   No provision of this article shall be construed to impair any common law or statutory cause of action, or legal remedy therefrom, of any person for injury or damage arising from any violation of this article or from other law.
362771
http://www.google.com/search?num=100&hl=en&newwindow=1&safe=off&sa=X&oi=spell&resnum=0&ct=result&cd=1&q=employee+absence+schedule&spell=1
1164999
There are no labor laws regarding vacations. Check with the department of labor for regulations, such as minimum wage and overtime after 40 hours.
1174235
Where I live they work 24 hrs on 48 hrs off.  There are 3 shifts, A B and C they rotate between the shifts.
721593
Q. My employer is required through a union contract to give lunch and rest breaks. Are they required to provide an area away from the work stations for this purpose? \nAnonymous\n\nA. Iowa wage law does not have a specific law that addresses this issue, nor does federal wage law. You should check with your union representative to see if the union contract at issue requires that the lunch and rest breaks be located away from the work station.\nIowa Workforce Development
367093
Ah. I actually looked up this not so long ago (had a debate with one of my managers).\n\n1. If you work more then 6 hours they must provide you with at least a 30 minute lunch.\n\n2. For every 4 hours worked they must provide you with at least a 10 minute break.\n\n"In California, an employer may not employ an employee for a work period of more than five hours per day without providing the employee with a meal period of not less than thirty minutes, except that if the total work period per day of the employee is no more than six hours, the meal period may be waived by mutual consent of both the employer and employee. A second meal period of not less than thirty minutes is required if an employee works more than ten hours per day, except that if the total hours worked is no more than 12 hours, the second meal period may be waived by mutual consent of the employer and employee only if the first meal period was not waived."\n\n"In California, the Industrial Welfare Commission Wage Orders require that employers must authorize and permit nonexempt employees to take a rest period that must, insofar as practicable, be taken in the middle of each work period. The rest period is based on the total hours worked daily and must be at the minimum rate of a net ten consecutive minutes for each four hour work period, or major fraction thereof."
20114
I've included a link to the federal Department of Labor's page regarding overtime law.  Depending on the specific facts of your situation, you'll be able to access a specific answer.
351877
Georgia State Law minimum employment age is 12 yrs of age. Federal is 14 yrs of age (link 1).\n\nHowever, there are restrictions on employment for youth at certain ages depending on certain criteria. For more detail, view link 2 below.\n\nFor all information about Child Labor in Georgia, visit link 3.\n\nI hope this helps.
618096
Here is a report by Human Rights Watch on due process violations in Georgia. Should provide you with lots of sources:\nhttp://www.hrw.org/reports/pdfs/g/georgia/georgia2948.pdf#search='due%20process%20georgia'
46063
There is no federal requirement concerning breaks. Your state may have more strict labor laws.
985151
If you are an hourly employee then you must be paid for overtime. It can't be compensated with time off. If you receive a salary you can be compensated with time off. There is no law about paid holidays or vacations. In California you must be given at least a 30 minute lunch break but it is unpaid. There is also a morning and afternoon 15 minute break that is paid.\n\nThe only problem is that you can report the employer and he can't file you for that but I guarantee you will be fired for something and never get promoted. I would find another job.
772639
See the Dept. of Labor article:\n\nhttp://www.bls.gov/oco/ocos143.htm
1032073
It varies from state to state...but i know here in Connecticut...working 12 hours is not illegal at all...you just need to punch out for a lunch break.  But try finding the department of labor for your state on the internet