“Adverse Action” means denying a job or promotion; demoting, terminating, or failing to
rehire after a seasonal interruption of work; threatening, penalizing, retaliating, or
engaging in unfair immigration practices; filing a false report with a government agency;
changing an Employee’s status to a non-Employee; or otherwise discriminating against
any person for any reason prohibited by this Bylaw. “Adverse Action” for an Employee
may involve any aspect of employment, including pay, work hours, responsibilities, or
other material change in the terms and conditions of employment.
“Compensation” means payment owed to an Employee by reason of employment
including, but not limited to, salaries, wages, Tips, overtime, commissions, Piece Rate,
bonuses, rest breaks, promised or legislated paid leave, and reimbursement for Employer
expenses. For reimbursement of Employer expenses, and Employer shall indemnify the
Employee for all necessary expenditures or losses incurred by the Employee in direct
consequence of the discharge of the Employee’s duties, or of the Employee’s obedience
to the directions of the Employer, even though unlawful, unless the Employee, at the time
of obeying the directions, believed them to be unlawful.
“Employ” means to suffer or permit to work.
“Employee” means any individual who performs services for and under the control and
direction of an Employer for wages or other remuneration, including but not limited to
fulltime Employees, part-time Employees, and temporary workers. An Employer bears
the burden of proof that the individual is, as a matter of economic reality, in business for
oneself rather than dependent upon the alleged Employer.