No, the Federal Labor Law, based on Article 123 of the Mexican Constitution, gives the Federal Government jurisdiction over labor law. The Secretary of Labor and Social Welfare (STPS- Secretaría de Trabajo y Previsión Social) is the Federal Ministry that has jurisdiction over Labor law enforcement. Health and Safety is under the jurisdiction of the STPS. State Labor delegations are considered auxiliaries of the Federal STPS. 

It is stipulated in the law that when the there is doubt as to the merits of a complaint (demanda) against an employer, the resolution will always be in favor of the employee.

Workers cannot give up any of their rights. Even if workers agree verbally or in writing to give up their right to overtime, vacation pay, holidays, or any other rights detailed in the Labor law, it is not valid. 

90% of all the workers in an establishment in Mexico must be Mexicans; Doctors employed in establishments must be Mexican nationals. Directors, Administrators, and General Managers may be foreigners.

An employee is an individual that renders to another (company or individual) a service and is subordinate to the latter.

All employees are permanent workers (trabajadores de planta) at the moment they start working, unless there is an express written contract that details a different relationship other than permanent. An employee that starts working for an employer that does not have a contract indicating otherwise is a permanent employee and is considered to have an indefinite, permanent contract. 
The seasonal worker (temporal) is someone who works at certain times of the year (many agricultural workers fall into this category). A temporary employee is someone who substitutes for another for a determined period of time (in writing). The occasional (eventual) employee is someone who performs a distinct, task, possibly an emergency repair. 

Those who work in administration, security, accounting, and those who by the nature of their position are considered to have a certain personal responsibility to the employer.

Certain of the legal rights of these workers are limited by this classification, for example:
They cannot belong to the same unions that other employees belong to, in practice this means that these workers do not belong to unions. Employees in this classification, when it comes to profit sharing can only participate based on 20% of the highest paid unionized worker. In the event of a resolution in favor of an employee, the employer cannot be compelled to reinstate an employee who is considered to be in a position of trust. These employees also cannot vote in the event of a strike.

An employer is a person or company that employs or sub contracts one or more persons that are subordinate to their supervision.

All employees should be given a written contract before they begin working. If an employee starts working without a written contract, he is considered to be a permanent employee with an indefinite contract. 

14. Persons between the ages of 14 and 16 can only be employed under certain conditions (detailed in the Labor law); there are restrictions on the types of jobs and the length of shifts for persons between 14 and 16.

Name, nationality, age, sex, marital status, address of the employee and the employer. What type of employment, for a determined time or not, the tasks involved in the position, where the work is to be performed, the time of the shift, the salary, the day and place of payment, other conditions of the position. 

An employee can be given a contract for a specific period; the norm is 30 days. If the worker works past the 30 day contract period, he automatically is assumed to have a permanent contract. You cannot call it a probationary period and you cannot do it more than once.

Once the first 30 day period expires, the employee must be given a permanent contract or be paid the severance (liquidación) that applies to him/her. A worker already employed can be given a 30 day probationary contract for a new position; if he is not kept in that position after the 30 day period, he must be returned to his old position.

More than 3 unexcused absences in a period of 30 days. (this means 3 1/2)

Law? 

working days, 2 days are added for each year of employment until

reaching 12 working days after four years, 2 days are added every 5

years of employment. (Art. 76)

see General Minimum wages for 2006

Power of Attorney (Carta de Poder) with 2 witnesses. (Art. 100)
 

bank deposits, if you make an ATM machine available.  (Art 101.)

sharing. (Art 126)

and workers can agree to arrange the work shift to work longer hours

during the week and work less or not at all on Saturday.(Art 59)

7 hours at night. (Art. 61)

Obligatory holidays are paid triple time. No one can be obligated to

work overtime. (Art. 67, 68)