Almost 12% of small to medium sized businesses will face some form of a lawsuit with an average cost of $125,000 to defend such cases. Are you prepared for this?
Be sure you are compliant with this quick reference guide on qualifying companies based on your employee count. Want to make sure you’re in compliance? Contact us, we can help, and it will not cost you $125,000.
Legislation/Case Significance Number of employees
Fair Labor Standards Act Defines exempt/nonexempt All companies
Minimum wage requirement
Time-and-a half for overtime
Limited hours/work for children
Record-keeping requirements
Portal-to-Portal Act Defines “hours worked” for FLSA All companies
Equal Pay Act Requires equal pay for equal work All companies
Title VII Prohibits discrimination on the basis All companies
Of race, color, religion, national origin, sex
Immigration and Nationality Eliminates national origin, race, and ancestry All companies
Act (INA) as bars to immigration
Consumer Credit Protection Limited garnishment amounts on employee All companies
Act (CCPA) wages; prohibited discharge of employees for
Single garnishment
OSHA Provide a safe workplace and reporting 11 employees
Requirements for injured/ill employees
Fair Credit Reporting Must notify candidates that a credit report All companies
May be obtained
Equal Employment Complainants have the burden of proof All companies
Opportunity Act (EEOA) for disparate impact. Extended time to file
Employee Retirement Requirements for pension, retirement, Find out more
Income Security Act (ERISA) and welfare benefit plans
Copyright Act Defines “fair use” of copyrighted work Find out more
Uniform Guidelines on Established guidelines to ensure that selection Find out more
Employee Selection procedures are both job related and valid predictors
Procedures (UGESP) of job success
Pregnancy Discrimination Pregnancy must be treated the same as any other Find out more
Act (PDA) short-term disability
Consolidated Omnibus Continuation of group health coverage upon Find out more
Budget Reconciliation a qualifying event
Act (COBRA)
Immigration Reform & Prohibits employment of individuals who are not All companies
And Control Act (IRCA) legally authorized to work in the US. Requires I-9
Drug-Free Workplace Act Requires federal contractors to have drug-free Federal agencies
Workplace policies
Employee Polygraph Prohibits the use of lie-detector test except under Find out more
Protection Act (EPPA) limited circumstances
WARN Act Requires 60-day notice for mass layoffs or closings 100 or more
ADA Requires reasonable accommodations for qualified 25 or more
Individuals with disabilities
OWBPA Prevents discrimination in benefits for workers All employees
40 years of age and older
Immigration Act Required prevailing wage for H1(b) visas and Find out more
set quotas for H1(b) visas
Glass Ceiling Act Ceiling to determine barriers for women and Find out more
Minorities
Unemployment Reduces roll-over rules for lump-sum distributions Find out more
Compensation Amendments of qualified retirement plans
Family and Medical Leave Provide 12 weeks of unpaid leave to eligible employees 50 or more
Act (FMLA)
Let us ensure that you and your company are following compliance with all local, state, and federal laws.
Don’t have a handbook? Although it is not a law, it is a wise investment to secure your business in the event of compliance and fairness for your employees and any litigation that may occur. Contact us today for a free quote on developing your handbook.
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