The Workplace::


The Union
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Unions are implemented by contracts between current or prospective
employees and the union, which is an incorporated entity whose members
and staff are necessarily all employees of the same company.  The
union serves to combine the leverage of the employees coherently, to
allow them to more effectively negotiate for improvements in working
conditions and wages.

No such contract can forbid the unilateral withdrawl of a current or
prospective employee from the union at any time for any or no reason.

The contract of an employee with the union usually delegates to the
union the authority to negotiate on behalf of the employee in the
employee's stated interests, and to announce to the employer that the
employee refuses to perform some proportion of his duties, with the
complaints stated regarding the current status of employment, and the
demands stated the fulfillment of which will suffice for the employee
to resume fulfillment of his duties in full.  The worker is usually
contractually bound not to work when such an announcement is made.

When a union announces a strike, it must require that all union
members cease work to the same proportionate degree.

Employees must be allowed to vote on whether to accept a contract
offered by the employer before the union can announce or initiate a
strike.  If the votes for less the votes against exceeds 25% of
employees then the contract is accepted.  Voting must remain open for
at least 48 hours, and be readily and conveniently aaccessible to all
employees.

Any employee can form or enter a union, whether or not he is already
in a union, and whether or not other employees are already in a
union.

Responsibilities of Employers
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For the purposes of this section, an employer is an individual or
incorporated entity that pays wages or salaries to workers, or is a
self-employed worker (an individual who defines his own duties and
schedule).

Employers must enforce a policy which assures that workers whose
competent performance is directly necessary to maintain the physical
safety of others are not asked or allowed to work a schedule that can
be expected to compromise their alertness or judgement.  Specifically,
the work schedule is so limited for any worker whose assigned
activities include the operation of machinery when common errors
endanger others, the manipulation of hazardous substances when common
errors endanger others, the performance of medical duties, or the
performance of guard or field law enforcement duties.  The work
schedule of such a worker must provide for at least 8 contiguous hours
of sleep in any 24 hour period and 32 contiguous hours without
work-related responsibilities in any 7 day period.  If the period
designated for sleep is shifted by four or more hours earlier or later
over the course of a week, then for a period of 72 hours following
attainment of the four hour shift threshold, the worker cannot be
assigned any duties the competent performance of which is directly
necessary to maintain the physical safety of others.

The above scheduling constraints do not apply to the military in time
of war, or to military training that affects only active military
personnel, or to workers fulfilling government contracts or workers
for monopolies, during declared war or natural disaster, when the
government contract or monopoly work directly aids the wartime effort
or emergency response to natural disaster.

Employers must through a means of their choice, but subject to
subsequent scrutiny in legal proceedings, verify the fitness for duty
of workers with duties the competent performance of which is directly
necessary to maintain the physical safety of others.

Employers must assure that each worker is informed of the rules of
his workplace(s), and of the known dangers of his workplace and duties.
The employer must assure that a thoroughgoing investigation of the
dangers of the workplaces is performed.

Except when a worker is self-employed, an employer must pay a worker
for all medical costs and unavoidably lost earnings if he sustains a
physical injury in a workplace controlled by the employer while
tending to his duties of employment and conforming to the law and the
rules of that workplace.

Latitude of Private Employment Discrimination
---------------------------------------------
No law can restrict, regulate, or otherwise interfere with the bases
on which an employer discriminates among applicants for employment, or
the bases on which he decides to enter or refuse to enter business
arrangements including simple sales, partnerships, and client
relationships, or the bases on which he determines employee wages,
duties, and promotions of rank, except that an employer who is a
substantial monopoly is restricted as set forth in
.

Vacation
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An employment contract must allow an employee up to eight weeks of
vacation per year, contiguous or otherwise.  Vacation time can be
unpaid.  If the worker is paid on an hourly or salary basis, he may
forfeit a proportionate amount of earnings.  An employee must provide
at least one month of notice for every week of contiguous vacation.

A pregnant person must be allowed vacation from the start of the
seventh month of gestation continuing through the two months following
birth.

The requirement of advance notice is waived if the vacation is taken
due to death of close friend or family, or serious illness or injury
of self or dependents.

On Firing and Quitting
----------------------
An employee (or employer) has no legal recourse to recover alleged
damages due to a firing (or quitting) when the employer fires him (or
an employee quits), unless the firing (or quitting) contradicts a
stipulation of the employment contract as signed by the employee and
employer.