US employment law

A worker is an employee if they are economically dependent on you; the label in the contract does not decide it.

Non-exempt employees must get 1.5 times their regular rate for every hour over 40 in a workweek.

Most US jobs are at-will, so you can fire for any lawful reason, but never for discrimination, retaliation or protected leave.

Eligible employees get up to 12 weeks of unpaid, job-protected leave per year for their own or a family member's serious health condition or a new child.

Employers may not treat workers differently because of race, color, religion, sex, national origin, age 40+, disability or genetic information.

Remote employees have the same wage, overtime and leave rights, and the law of the state where they work usually applies.

Employees can recover unpaid minimum wage and overtime for two years, three if willful, plus an equal amount in damages.

Harassment based on a protected trait is unlawful when it is severe or pervasive, or tied to job decisions.

For tax, a worker is an employee if you control what they do and how they do it; the IRS looks at behavioral, financial and relationship facts.

Federal law does not require immediate final pay, but many states do; California requires payment on the last day when you fire someone.