The employer employee relationship is one of the most common relationships in the legal system. The employer employee relationship includes several important parts which includes how the relationship begins, laws protecting employees and employers, discrimination, and how a relationship can be terminated. Many different factors that play a role in the way employees and employers work together with each other. Employer and employee relations have many different ways in which organizations understand laws and guidelines set forth by governing bodies in the respective area and within the entire nation (Bennett-Alexander, & Hartman, 2007). This paper analyzes the differences in regular employees vs. temporary employees and independent contractors. It will also discuss the differences between exempt and non-exempt employees. Finally, this paper will look at Texas laws and Wal-Mart's response to those laws.
Regular Employees vs. Temporaries and Independent ContractorsRegular vs. Temporaries. Wal-Mart operates as an organization, distributor, and retailer of consumer goods.
Due in part to its size, to the connectivity involved in its operations, and to the zest with which it has traditionally negotiated supplier contracts, Wal-Mart has established itself in a key position in the value chain of its suppliers (Anonymous, 2006). Wal-Mart's regular employees are paid; they work set hours and get a flat monthly income. Temporary employees work hours vary and they are paid hourly, resulting in an unpredictable monthly income. In the case of being paid for working overtime, employees who are salaried are not paid for working overtime hours regardless of how many hours he or she has worked. Regular employees, who are not paid, like temporary employees, get overtime pay for every hour over 8 hours per day and for each hour over 40 hours per week.
For employees the most thing to know what makes them qualified for overtime and minimum wage,