Does federal labor laws affect my business?

One of the most important responsibilities of the business owner is to employ and maintain efficient employees. Today, the ratio of employee to employer is complicated by a large number of complicated laws and regulations that regulate this area. For example, the US Department of Labor applies more than 180 laws and regulations on employment. The following are a brief summary of some of the major labor laws that may apply to your business:

Fair Labor Act (FLSA): FLSA contains federal minimum wage and timeless standards. By law, the minimum wage is USD 7.25 per hour. In cases where an employee is subject to state and federal minimum wage laws, the employee is entitled to a higher minimum wage. For example, Arizona's minimum wage is $ 7.35 (as of November 15, 2011), so an employee who does not qualify for an exemption in Arizona would be entitled to a rate in Arizona. Under the law, many types of occupations or workers are specified as exempt from FLSA standards and do not receive minimum wages or timeless benefits.

Title VII of the 1964 Civil Law Act (Title VII): Title VII is very broad and is the basis of most of the labor law dealing with discrimination. It prohibits discrimination based on race, color, religion, gender or national origin. Sex discrimination based on sexual harassment and discrimination on the basis of pregnancy, childbirth or related health conditions. This law applies to employers who had more than 15 employees in the previous year.

Family and Health Allowance Act (FMLA): This Act requires employers employing 50 or more employees to drop up to 12 weeks of unpaid work leave for certain medical and family reasons. The reason for protected leave may be the birth or adoption of a child, the need to care for a seriously ill family member or access to work due to a serious health condition.

Age Discrimination in the 1967 Employment Act (ADEA): The purpose of ADEA is to protect workers aged 40 or older. This law applies to private employers with 20+ employees. ADEA generally prohibits employees from firing, refusing to hire or discriminate in any way an employee aged 40 or more. Although the law does not prohibit a job seeker from applying for his / her age or date of birth, requests for age information may be thoroughly investigated to ensure that the investigation was carried out in accordance with the statutory purpose.

The 1990 American Disability Act (ADA): The ADA prohibits discrimination in the area of ​​renting, shooting, promoting or other employment decisions for qualified persons with disabilities. The employer can not ask whether the applicant is a disabled person or ask about the seriousness of the disability. However, the employer can usually ask whether the applicant can perform job-related tasks, and employers may require an individual to show how the job obligations will be met. Employers are obliged to provide adequate accommodation for employees with qualified disabilities. Employers with 15+ employees are covered by the ADA.

1963 Equal Pay Act (EPA): The Equal Pay Act requires men and women in the same workplace to receive the same pay for the same job. Determining whether the work is essentially the same depends on the job, not on the job. This law applies to all forms of employee remuneration. Practically all employers are covered by the EPA.

This is just a partial list of federal labor laws. Each state has other laws and regulations that regulate the relationship between the employee and the employer. Failure to comply with any state or federal labor law and regulations can lead to costly litigation. Most litigation relating to employee and employee relationships can be transferred if certain procedures are followed and implemented.