Products: HR Law for Managers

Here's a descriptive list of the content you will receive:

FLSA

This federal law applies to employers involved in interstate commerce, which is virtually all employers. The FLSA, or Fair Labor Standards Act, sets the minimum wage, training wages, overtime hours and rates and regulates child labor. Overtime pay is one of the trickiest for employers. Overtime eligible employees are entitled to one and a half times their regular rate of pay for all actual hours worked in excess of 40 hours per week.

USERRA

USERRA, the Uniformed Services Employment and Reemployment Rights Act, applies to all public and private employers, regardless of size, and is the federal law that protects persons who serve in the armed forces from being discriminated against based on their military service and protects their reemployment rights if called to active duty.

IRCA

This federal law, which applies to employers with as few as 4 employees, regulates the employment of foreign workers. Under IRCA, the Immigration Reform and Control Act, it is illegal for employers to knowingly hire or recruit illegal immigrants who are not authorized to work in the United States. Employers comply with IRCA by verifying both the identity and employment eligibility of all employees.

Title VII

Title VII applies to employers with 15 or more employees and is our oldest and most well defined federal anti-discrimination law. Title VII refers to Title VII of the Civil Rights Act of 1964. This law prohibits discrimination in the workplace based on an individual’s race, color, religion, sex and national origin. Title VII was amended in 1991 to allow for jury trials, compensatory and punitive damages.

PDA

Employers with 15 or more employees are subject to the PDA, Pregnancy Discrimination Act, which is an amendment to Title VII. The PDA prohibits discrimination in the workplace based on pregnancy, childbirth, or related medical conditions. Under this federal law, women who are pregnant or affected by pregnancy related medical conditions must be treated in the same manner as other employees, or applicants, with similar abilities or limitations.

ADA

Employers with 15 or more employees are subject to the ADA, Americans with Disabilities Act. This is the federal law that prohibits discrimination against qualified individuals with a disability in the workplace. It covers both physical and mental impairments and expects employers to provide reasonable accommodations to qualified individuals upon request.

ADEA

Employers with 20 or more employees are subject to the ADEA, Age Discrimination in Employment Act. This federal law prohibits discrimination in the workplace against individuals 40 years of age and older unless there is a BFOQ, bona fide occupational qualification, which provides a narrow exception or the practice is based on a reasonable factor other than age.

OWBPA :

The OWBPA or Older Workers Benefit Protection Act is an amendment to the ADEA and is intended to protect the employee benefits of older workers from age discrimination. This federal law allows employers, in limited circumstances, to reduce benefits based on age, but only as long as the cost of providing these reduced benefits to older workers is the same as the cost of providing benefits to younger workers. The OWBPA requires waiver of rights under the ADEA to follow certain minimum standards.

COBRA

Employers with 20 or more employees who sponsor group health plans are required to comply with COBRA, the Consolidated Omnibus Budget Reconciliation Act. COBRA gives employees and their family members who lose their health benefits the right to choose to continue the group health benefits provided by their employer for a limited period of time, and under certain circumstances. Individuals may be qualified, if they, for example, lose their job or get divorced. Qualified individuals may be required to pay up to 102% of the cost of the insurance.

FMLA

Employers with 50 or more employees are subject to the FMLA, Family Medical Leave Act. The FMLA requires covered employers to provide eligible employees with up to 12 weeks of unpaid leave for the birth of a child (or adoption), for the employee’s own serious health condition, or to care for an immediate family member with a serious health condition. Employees are eligible when they work for an employer for 12 months and a minimum of 1250 hours. Employers may require employees to exhaust paid time off first. Both parties have notice responsibilities and it is illegal for employers to interfere with these rights.