Employee Protection Amendment of 2024
To further empower employees to protect themselves in matters where they are likely to be subject to legal action, and to further promote reasonable transparency between employers and their employees.
Chief Sponsor(s): Representative DeltaTrigger
Co-Sponsor(s):
Be it enacted by the Senate and the House of Representatives of the State of Firestone in Congress assembled,
§1. Title
(a) This Amendment shall be known, and may be cited as, the “Employee Protection Amendment of 2024”.
§2. Enactment
(a) This Amendment shall go into effect as an Act of Congress upon completing the processes constitutionally required.
§3. Severability
(a) Should any part of this Amendment be struck down and/or declared unenforceable, then that part shall be severed with the rest remaining in full force and effect unless all is struck down and/or declared unenforceable.
§4. Enforcement
(a) This Amendment shall be enforced by any relevant parties.
§5. Definitions
(a) The “Fairer Employment Act” is defined as Fairer Employment Act and any of its subsequent amendments.
§6. Amendments
(a) Section 4 of the Fairer Employment Act currently states: “Each department head of each government department shall be responsible for producing and maintaining a fair and just set of rules and regulations, including a standard disciplinary system for violations as well as a method to appeal disciplinary action, which shall first be approved by the Governor, for the Stapleton County Sheriff’s Office and Stapleton County Fire Department, the County Executive, for the Arborfield Police Department, the Arborfield Mayor, for the Prominence District Police, the Prominence Mayor or, for the Redwood Police Department, the Redwood Mayor, and, upon approval, be made known and readily available to the department’s employees. Any alterations or changes to these rules and regulations shall be announced to all department employees, but do not need to be approved by the Governor, County Executive or respective Mayor.”
(b) Section 4 of the Fairer Employment Act shall be amended to state: “Each department head of each government department shall be responsible for producing and maintaining a fair and just unambiguous set of rules and regulations, including a standard disciplinary system for violations as well as a method to appeal disciplinary action, which shall first be approved by the Governor, for the Stapleton County Sheriff’s Office and Stapleton County Fire Department, the County Executive, for the Arborfield Police Department, the Arborfield Mayor, for the Prominence District Police, the Prominence Mayor or, for the Redwood Police Department, the Redwood Mayor, and, upon approval, be made known and readily available to the department’s employees. Any alterations or changes to these rules and regulations shall be announced to all department employees, but do not need to be approved by the Governor, County Executive or respective Mayor.”
(c) Section 4, subsection b of the Fairer Employment Act currently states: “Administration must, at minimum, be able to prove it is more likely than not that the given employee being disciplined is the one who was involved in the specified incident(s) or violation(s) before issuing disciplinary action. Employees shall be informed of the accusations against them prior to official enactment of disciplinary measures.”
(d) Section 4, subsection b of the Fairer Employment Act shall be amended to state: “Administration must, at minimum, be able to prove it is more likely than not that the given employee being disciplined is the one who was involved in the specified incident(s) or violation(s) before issuing disciplinary action. Employees shall be informed of the accusations against them prior to official enactment of disciplinary measures. When an employee is disciplined, they shall be served a notice by administration that includes the punitive/disciplinary action being issued, the specific violation(s) the employee is accused of, and a statement detailing how the employee committed the violation(s).”
(e) Section 4, subsection g of the Fairer Employment Act shall be added and shall state: “Employees shall retain the right to protection from reprisal by administration stemming from the lawful disclosure of information or evidence that indicates a violation of law, policy, or regulation, or indicates an instance of mismanagement, abuse of authority, or any type of misconduct by administration, or another employee.”
(f) Section 4, subsection h of the Fairer Employment Act shall be added and shall state: “Should an employee be investigated by administration for matters in which the employee could be liable for criminal prosecution or civil litigation, the employee shall retain the right to legal counsel at all stages of the administrative hearing/investigation process, including having legal counsel present during questioning of any kind. Furthermore, the employee shall also retain the right to protection from administration compelling them to provide testimony or evidence against themselves.”