Create proof of workplace incidents

Discrimination is illegal on the federal level in the United States if it is based on certain protected characteristics. These characteristics include race, color, national origin, religion, sex, age, disability, and genetic information. This means that it is illegal for employers to discriminate against employees or job applicants on the basis of these characteristics. Extra protections are provided by some state laws. 

Retaliation at work refers to any adverse action taken by an employer or supervisor against an employee because the employee has engaged in a protected activity. Protected activities include things like filing a discrimination complaint, reporting harassment or safety violations, or participating in an investigation into workplace misconduct.

Harassment at work is any unwanted or unwelcome behavior that creates a hostile or offensive work environment. This can include things like verbal abuse, bullying, or other forms of aggressive behavior. It is important to note that not all workplace conduct that may be unpleasant or uncomfortable is considered illegal harassment. For example, a single instance of teasing or offhand comments may not rise to the level of illegal harassment. However, if the behavior is persistent or severe, it may be considered illegal.

A safety violation at work refers to any action or condition that poses a risk to the health and safety of employees. Safety violations can occur in any workplace and can be caused by a variety of factors, including inadequate training, lack of safety equipment or procedures, hazardous materials or conditions, and failure to follow safety protocols.

Pay stubs show the details of an employee's pay, including the amount of wages or salary earned, any deductions, and the net pay that the employee receives. There are no federal laws that specify the exact information that must be included on a pay stub. However, employers are required to keep records. Details vary by state.

There are two common issues with personal devices (cell phones and laptops).  First, The costs incurred to the employee for using their personal device. Employers should reimburse all work expenses. And an employer request for tracking or spyware on personal devices. Employers have the right to set rules and policies for the use of company-owned equipment, but they do not have the right to invade your privacy or require you to install software on your personal devices without your consent.

In most cases, employers are required to provide workers' compensation insurance to cover the medical expenses and lost wages of employees who are injured on the job. This insurance is designed to protect both the employee and the employer by providing a no-fault system for compensating workers for job-related injuries or illnesses.