Not really although in some cases we do have different laws for small businesses that employ fewer than 25 employees. Individual states can add to but cannot take away from a federal law. For instance, a state can increase a minimum wage requirement in their state but cannot enforce a minimum wage that is less than the federal law institutes.

>Hi Tracy,
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>I know practiacally nothing about your laws on this field, but I can tell you that in Norway, there are two sets of rules for emplyees, one for people employed by private companies, and one for people employed by the authorities. Maybe that's the case also in USA?
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>>I spent two years fighting the federal government on this one so the law would have had to have changed since that time. It became a suit for the federal government and we went to court also. This was back in 2000. I find it hard to believe that the courts could rule any differently state-to-state based on federal law. It must have had more to do with general practice and setting a standard (same guidelines for all employees). let me make sure I understand what you are actually stating, you are stating that it is illegal for an employer to require the employee to take either sick leave, vacation time, pto, or time off without pay for an employee's medical apointments, correct? I say that based on my research and experience as a federal employee that it is not illegal at all (in 2000 anyway) and is in fact a standard practice with universities and large corporations.
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>>>Actually, it is. 3M got sued over several years ago and lost.
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>>>>It is not illegal to require that sick time or vacation or even pto (personal time off) be used for doctors appointments.