At-will employment permits either party to end the relationship at any time for any lawful reason or no reason.

An FLSA collective action permits similarly situated employees to join a wage claim by affirmatively opting in.

The exempt and non-exempt distinction determines whether an employee is entitled to overtime under wage and hour law.

The Fair Labor Standards Act establishes minimum wage, overtime, and recordkeeping requirements for covered employees.

The FMLA entitles eligible employees to unpaid job-protected leave for defined family and medical reasons.

An FMLA interference claim alleges the employer denied, discouraged, or failed to restore leave rights.

A meal and rest break claim alleges an employer failed to provide required unpaid meal periods or paid rest breaks.

A misclassification claim alleges workers were wrongly treated as exempt or as independent contractors.

Off-the-clock work is compensable time an employee worked without recording, generating unpaid overtime liability.

Overtime miscalculation arises where the regular rate used to compute overtime omits required compensation components.

The public policy exception permits a wrongful discharge claim where termination violated a clear mandate of public policy.

The WARN Act requires advance notice of mass layoffs and plant closings by covered employers.

Wrongful termination is discharge in violation of statute, contract, or public policy, overcoming at-will employment.