Employment laws protect personnel while guaranteeing that employers provide fair and equal workplaces for everyone involved. Whenever you want to know if your company is legally compliant with these mandatory laws, call on National PEO’s legal-savvy team. During our stringent labor law compliance audits, we’ll detect any potential federal, state, and local regulation violations.
Then together, we’ll prioritize your issues and rectify them in cost-effective ways. We’ll help develop options to overcome existing infringements and avoid future ones including revising your company’s policies, procedures, facility, or equipment. Safeguarding your employees will protect your business from liabilities. Get a head start today by making sure that your employment processes conform to this sampling of common labor laws. National PEO’s periodic audits will boost your company’s ongoing compliance and help your business achieve long-term sustainability.
The 1938 Fair Labor Standards Act (FLSA) requires employers to meet America’s hourly and salary minimums. Since July 2009, the federal wage minimum has been $7.25. Yet some states have established higher minimums for hourly personnel. Whenever state and federal laws vary, maximum rates apply.
Not paying hourly employees sufficiently for overtime work sets you up for federal as well as state labor standard violations. Employers must compensate salaried staffers the weekly $455 federal minimum to satisfy the exempt worker classification’s first step. Review your entire team’s payroll data to be sure that your organization complies with these wage requirements.
Many businesses skip I-9 forms. The 1986 Immigration Reform and Control Act (IRCA) requires employees and employers to complete these legal authorizations correctly within specific time constraints to be sure that all new hires are eligible to work in America. Your company could be liable if you contract services out to other businesses that you know use unauthorized laborers.
The U.S. Equal Employment Opportunity Commission (EEOC) and Department of Labor (DOL) oblige employers to hang posters in noticeable places such as break room bulletin boards throughout their premises. Mandatory notifications include EEOC’s employment rights notices, FLSA’s minimum wage postings, and Occupational Safety and Health Administration (OSHA) workplace safety signs. Walking through your facility, you can check that all notices are current without alterations or defacements. Visit federal agency Internet sites to print new or replacement posters. Or call local EEOC or DOL offices to receive them by mail.
Review your workforce census to decide which labor laws relate to your company. For instance, Title VII from the 1964 Civil Rights Act (CRA) and the 1990 Americans with Disabilities Act (ADA) affect businesses with 15 or more employees. The 1967 Age Discrimination in Employment Act (ADEA) minimum is 20 workers. Laws like 1935’s National Labor Relations Act (NLRA) and 1970’s Occupational Safety and Health Act (OSHA) are valid for all crew sizes. Check your job applications, hiring practices, and employment policies to make sure that you follow appropriate laws and your organization’s business standards.
In many states, employers must provide sexual harassment and EEOC law training for their managers and their reports. For instance, California law mandates that companies with over 50 staffers hold two-hour interactive sexual harassment sessions, despite worker locations. To determine if your business complies with your state’s laws, assess your new employee orientation’s subjects and leadership training’s learning objectives. Consult National PEO’s experts about our labor law and custom training programs.
If you don’t know the right ways to manage your workers’ compensation program or learn the law accurately, you might process paperwork incorrectly and/or miss deadlines. Audits can find such errors and help you get on track.
Thanks to the 1993 Family and Medical Leave Act (FMLA), eligible employees can take off as much as 12 weeks of unpaid leave during 12-month periods and still have their jobs protected. This time allows them to take care of newborns, recently adopted children, other kids, parents, or spouses with serious health conditions.
Personnel also can use their leaves to recuperate from their own major illnesses. But some employers aren’t clear on FMLA’s payment regulations, leave length, and their responsibilities after staffers exhaust their leaves. Regular audits can make sure that you aren’t violating this act’s federal regulations.
Various industries including construction, manufacturing, mining, and agriculture must adhere to additional regulations that affect their fields explicitly. These extra obligations increase your infraction chances and thus your audit needs.Back to blog list