Primarily, employment law covers all rights and obligations within the employer-employee relationship – be it the present employees or former employees. Due of the intricacy of employment relationships and the complexity of situations that may occur, employment law entails legal issues as varied as discrimination, wrongful termination, wages and taxation, and workplace safety; therefore, many of these issues must be governed by applicable federal and state law. However, a valid contract should be agreed upon by the employer and the employee – stating contract law alone may present and hereby impose the rights and duties of the parties.



Evidently, all employees have basic rights in the workplace, which include the right to privacy, fair compensation, and freedom from discrimination based on age, gender, race, national origin, or religion.

Needless to say, among all those aforementioned rights and privileges, the employees’ compensation as well as all the benefits and incentives should be prioritized. Indeed, it is a responsibility of the employer or owner to give to a worker or employee a fair, rational, reasonable and ample salary or wage. Having such good camaraderie or relationship among employees and employers presents and offers great benefits to both parties. First, for the employees, through monetary benefits, incentives and rewards, they will be more inspired and motivated enough to perform their tasks and duties, or work at their best. Second, for the employers, motivated and enthusiast workers would mean good manpower and would eventually generate superior income and profit. To add, being an employer demands a strong application of social responsibility that begins with compensating his workers, laborers or employees promptly and sufficiently. As responsibility has become a commitment and an attitude, which should be innate and personal, its mere implementation or application justifies its genuine meaning and essence.

Furthermore, righteous employers need not to retaliate against those employees who somehow decided to divulge the malpractices and unworthy practices that the higher authorities are performing. This unlawful act, however, may be a ground for an employee to file their case in the proper government agency to seek relief and protection causing more problems for the employer. These instances are covered by the anti-retaliation provisions the False Claims Act of 1986 which aims to provide refuge to those whistle blowers and prevent those unruly employers from continuing their unfair labor treatment. Sanctions may be applied to them if the discriminated employee was able prove his points in the court. These may include reinstating him to a higher position in the company, endowing him compensations such as double back pay, interests, financial damages and even the cost of his attorney’s fees.

Nonetheless, it is much better to give due courtesy and respect to the employees civil rights rather than to face predicaments as the result of being retaliated by the law itself. The Labor law applies to both the workers and the employer; whosoever are culpable committing unjust and unfair actions is worthy of such punishments as provided by the law.