Labor Laws in VA: Everything You Need to Know
Labor laws in VA are specific to the state. The Virginia Labor in VA is accountable for applying many of the laws related to Virginia employee privileges.8 min read
2. Wage and Hour Laws in Virginia
3. Hours and Overtime
4. Meals and Breaks
5. Time Off Work in Virginia
6. Severance Pay
7. Discrimination and Harassment Laws in Virginia
8. Workplace Safety and Injuries
9. Employee Rights When Leaving a Job in Virginia
10. Virginia Employee Rights
Updated October 22, 2020:
What Are Labor Laws in VA?
Labor laws in VA are accountable for many of the laws related with Virginia employee privileges. Employment laws are rules that apply to every section of the employment connection, from employing to dismissal. Employment regulations do the following important tasks, among other things:
- Outlaw discrimination and harassment
- Set wage and hour laws
- Necessitate employers to maintain a healthy, safe workplace
Bosses with at least six workers are subject to Virginia’s laws.
Wage and Hour Laws in Virginia
In Virginia, state and federal laws govern payday laws regarding wage and hour requirements. Virginia law and the federal Fair Labor Standards Act (FLSA) set the salary and hour values employers must follow, as well as minimum wage, overtime, and other wage defenses.
- Employers will need to be able to compensate workers with the highest minimum wage, whether put together by state, local, or federal law. The key state law pertaining to payday obligations is recognized as the Virginia Minimum Wage Act. The Minimum Wage Act defines how much employees should be paid, how many hours they can work, and the distinct regulations that apply to younger workers.
- The Virginia Minimum Wage Act is the regulation dealing with businesses (with four or more workers not counting immediate family acquaintances) who fail to meet the coverage obligations of the Federal Fair Labor Standards Act.
- Virginia’s current minimum salary is $7.25. There are many exclusions to the state's minimum wage rule. Any raise in the federal rate will be contemplated on the state level; raises in the federal rate routinely boost the state’s amount. Because of these exceptions, there are not many employees in Virginia protected by the state minimum wage.
In Virginia, the federal minimum wage law is more widely applicable than the state law. Failure to pay the legal minimum salary and other violations could result in reimbursement of back wages and criminal or civil action. Additional information linked to Virginia's minimum wage is specified in the Minimum Wage Law Page of Virginia. Topics such as tip minimum wage, pooling, tip sharing, and subminimum wages are also deliberated on the Virginia's Minimum Wage Law Page.
Hours and Overtime
You will find that the Virginia labor laws do not have rules overseeing the reimbursement of overtime. Federal overtime rules are relevant. Virginia employers, under the FLSA, will pay workers time and a half, especially if they work over 40 hours for one week.
- If the worker fits into an exemption to the overtime rules (for instance, the worker is a compensated manager as described by the law), the worker is an exempted worker, which means the worker is not qualified for overtime.
- In Virginia, if an employer has a question about paying overtime, or if an employee is wondering about overtime pay, they need to contact the federal authorities to get the definitive answer. The closest federal office in Virginia is in the state capital of Richmond in a district office of the Department of Labor.
- The Federal office can be contacted directly with any overtime concerns. The main Department of Labor office can also be contacted by phone. Virginia employee rights state that companies are mandatory to start regular salary dates and pay charges.
- Virginia companies must pay their hourly workers every two weeks (or quite often), depending on the requisites of the employment exchange.
- Fringe welfares (holiday pay, sick leave, holiday wage, and severance pay packages) are not obligatory as stated by Virginia worker rights. Nevertheless, companies will need to go through with such contributions if articulated in the service agreement.
- Virginia worker rights state that expenditures must be specified through check, cash, or direct deposit. In limited conditions, payroll debit cards may be offered. Virginia employee rights prohibit employers from making inferences, except those essential by law.
- An employer, under the federal law, does not have to essentially pay time and a half to workers who work on weekends or throughout holidays. It is likewise important to recognize that not all industries in Virginia must hold to the FLSA morals. Interstate industries and/or those that make beyond $500,000 in proceeds for each year must follow the guidelines, as government, hospitals, and school’s entities do.
Additional data about Virginia salary and hour rules can be found in the Virginia Department of Industry and Labor. Additional information concerning the FLSA is in the Hour and Wage Division of the Federal Department of Labor.
Meals and Breaks
Virginia labor rules stress that workers must have a lunch period that lasts about (30) minutes when it’s arranged for workers under fifteen (15) to work for more than five (5) hours nonstop. Virginia does not require companies to offer breaks for employees that are sixteen (16) years or older.
An owner who selects to provide a break of more than twenty (20) minutes is not responsible for paying wages for lunch times or other breaks if the worker is free to leave the place of work. As stated by federal law, breaks twenty (20) minutes or shorter naturally must be salaried.
Time Off Work in Virginia
It’s normal in Virginia for companies to offer some paid leave to workers, for example paid time off (PTO), holidays, vacation, or sick day benefits. Even though a minority of states necessitate employers to give workers salaried sick days, neither federal nor Virginia law necessitates companies to propose paid leave. Data regarding Virginia vacation leave regulations can be found on Virginia Leave Laws’ site.
- Material about Virginia sick and holiday leave laws are discovered on Virginia Leave Laws’ page. Virginia bosses must likewise permit employees to take voluntary time off work for things such as jury duty and might not require the workers to use the paid leave advantages for this reason.
- Additional information regarding Virginia jury duty leave can be discovered on the Virginia Leave Laws page. Information about Virginia voting leave laws are also found on Virginia Leave Laws page. Companies might be forced to suggest unpaid timeoff for Military Leave.
- The Reemployment Rights Act (USERRA) and federal Uniformed Services Employment Act, as well as the Virginia law, all require employers to authorize workers to take leave from work for state or federal armed forces obligation or service. Workers must be restored after leave, and cannot be victimized.
- Employees in Virginia who are associates of the state local militia, National Guard, or state defense force will need to be provided overdue leave if an administrator calls the workers to active duty. The workers may not be required to use paid time off advantages for this type of leave.
- Workers have the right to re-establishment, and it is all done under state law. Companies might be required to provide leave that is unpaid for Medical and Family Leave. The Medical Leave Act (FMLA) and federal Family requires companies with 50 workers to provide qualified employees up to 12 weeks of unpaid time off each year for sickness and caregiving. Occasionally, employees may take longer periods.
Even though the member of staff is on FMLA leave, the company must maintain the benefits of the employee. The worker has the right to be reestablished when the leave is finished. There are many states that have similar laws providing staff with the right to leave, or vacation rights. Virginia is not one of them.
Virginia labor laws do not force employers to make available severance pay for employees. If a company decides that they desire to offer severance benefits, it will need to conform with the stipulations of its recognized policy or employment agreement.
Discrimination and Harassment Laws in Virginia
Employers, because of the federal Civil Rights Act of 1964, are not allowed to make job choices based on sex, religion, color, race (as well as pregnancy), or national origin. Extra laws forbid discrimination centered on age (if the worker is at least 40 years old), genetic information, or disability.
- Companies with about 15 workers are subject to the Harassment and Discrimination Laws in Virginia. For age prejudice, companies with at least 20 workers must obey the regulation. Companies might not discriminate with any part of the business relationship, from job applications to firing, layoffs, discipline and leave, benefits, pay, layoffs, and promotions.
- Specified information on federal laws forbidding service bias is on the Equal Employment Opportunity Commission’s Laws Imposed by the EEOC. The Virginia law keeps workers safe from discrimination. Virginia law also vetoes prejudice based on marital status.
- Companies with at least six workers are subject to Virginia’s state laws that forbid prejudice. If workers want to file a complaint or inquire into Virginia’s regulations barring discrimination, they can go to the website of the Virginia Division of Human Rights.
- Lawfully, harassment is described as unwanted behavior, explanations, or actions that can cause things such as a hostile work setting or exposure to a condition of service.
- Sexual harassment – frequently in the custom of uninvited touching, requests for dates, sexual comments, pornography, and so on – is the most common types of harassment. Nevertheless, harassment could also be founded on things such as national origin, race, or other traits.
The worker is safeguarded from retaliation in cases of grievances regarding workplace discrimination or harassment. The employer is not allowed to discipline, terminate, or take other adverse action against the employee to a government organization (the same as the Equal Employment Opportunity Commission or the Virginia Division of Human Rights), or in a court case.
Workplace Safety and Injuries
Workers are entitled to a place of work that is free and safe of recognized dangers. Employers must be able to offer healthy, safe working conditions along with safety training and equipment required for the employer's business. Workers can appeal for an Occupational Safety and Health Administration (OSHA) examination if the worker believes the company has broken any kind of safety violations. It is forbidden for employers to discipline, retaliate, or fire any employees who bring a complaint of dangerous or hazardous working circumstances.
If the worker experiences an on-the-job hurt, the worker will probably be qualified for workers’ compensation. Many Virginia employers are obligated to make sure they have workers’ compensation coverage. Workers’ compensation offers workers a percentage of their normal salaries, pays for essential medical treatment and offers vocational rehabilitation and other aids.
Employee Rights When Leaving a Job in Virginia
Employees in Virginia mostly work at will. These workers can quit whenever they want and can be terminated at any time, for any motive that is not unlawful. Even at-will workers may not be laid off for explanations that are discriminatory or revengeful.
- Workers may not be fired, for instance, for fault-finding about workplace hazards, overtime disruptions, or discrimination. If the worker gets fired or loses their position without fault (specifically, the employee did not willingly leave the job and was not fired for a significant misconduct), the worker will more than likely qualify for unemployment benefits in Virginia.
- The employee must be able to meet certain eligibility requirements, as well as minimum earnings prerequisite. The worker will need to be able to look for work conscientiously to continue getting work benefits from the job.
- If the worker is qualified, the employee will get a proportion of preceding salaries for 26 weeks while trying to find employment. A federal rule recognized as the Consolidated Omnibus Budget Reconciliation Act (COBRA) provides workers with the right to continue health insurance coverage, even after termination.
- The employee must pay the full premium including whatever portion the employer used to pay. The worker can go on with getting work benefits for 18 to 36 months, but this depends on the situation and whether or not the worker has any kind of dependents.
Virginia Employee Rights
Employment Law Division and The Virginia Labor are accountable for imposing several of the laws connected with Virginia employee rights. Employment Law Division and The Virginia Labor are obligated to make sure that they are enforcing the Payment of Wage Act in order to guarantee that workers of Virginia are paid the federal minimum wage on-time and in state-accepted income means.
Through the subdivision’s Child Labor Division, the Virginia Labor and Employment Law Division—by utilizing VA employee rights-- help guarantee that young Virginians can seek employment in occupations that do not harm or intervene with the Young Virginians' scholastic objectives.
Virginia worker privileges, with just a few exclusions, forbid the service of youths that are fourteen years old and younger. Furthermore, Virginia worker rights state that work documents must be distributed for all youths that are 16 and younger.
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