Employment Law Fact Sheet

Employment Law Fact Sheet

• 1.
  Employment Laws andRegulations Who is Affected? The Law Fair Labor Standards Acts of 1938 (FLSA) Generally, businesses with 2 or more employees Fair Labor Standards Act requires employers to compensate employees a minimum hourly wage (prevailing wage rate). FLSA also specifies that employers must compensate eligible employees 1 1/2 times their wage for hours worked in excess of 40 hours (more stringent state laws may apply). Title VII of the Civil Rights Act of 1967 Companies with 15 or more employees Prohibits discrimination in employment (hiring, firing, advancement & determining wages) on the basis of race, color, religion, sex, national original or sexual orientation. 1972 Equal Employment Opportunity Act (EEO) All employees Strengthens the Civil Rights Act of 1964 and provides for affirmative-action programs. Age Discrimination in Employment Act of 1967 (ADEA) Companies with 20 or more employees Prohibits discrimination, failure or refusal to hire or discharge against any individual with respect to compensation, terms, conditions or privileges or employment due to the individual's age. ADEA prohibits printing or publishing notices or advertisements for employment indicating preference, limitation, specification, or discrimination on the basis of age. COBRA (Consolidated Omnibus Budget Reconciliation Act of 1987 Companies with 20 or more employees Requires employers to offer same group health insurance benefits to employees upon termination of employment for up to 18 months, at the employee's expense. Coverage may be extended to an employee as a result of a "qualifying event". A qualifying event may be defined as the death of an employee, employee becoming eligible for Medicare, divorce or legal separation, change in child's dependent status under the plan due to age, marriage, or completion of schooling. American with Disabilities Act of 1990 (ADA) Title I & V Companies with 15 or more employees Prohibits discrimination against persons with disabilities in employment. Employers are required to make "reasonable accommodations" for disabled persons who are qualified to work. Reasonable accommodation means an employer must make accommodations for disabled workers without causing undue hardship (financial) on the employer. Family and Medical Leave of 1993 (FMLA) Companies with 50 or more employees (10 or more, for government contractors) Family and Medical Leave requires employers with at least 50 employees within a 75-mile radius to allow employees up to 12 weeks of unpaid, protected job leave in any 12-month period for childbirth or adoption, serious health condition of the employee or serious health condition of an employee's immediate family member (parent, spouse or child), active duty leave or service member family/caregiver leave. Current Employment Law Fact Sheet Courtesy of
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  If you wantto learn how to protect your business, please call Staff One at 800.771.7823 or email [email protected]. www.staffone.com www.facebook.com/staffonehr www.twitter.com/staffonehr www.linkedin.com/company/staff-one-inc Did you know that the cost of a single EEOC claim can cost you TWO YEARS in back wages, plus attorney’s fees?