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American with Disabilities Act (ADA)
The American with Disabilities Act (ADA) prohibits discriminating against qualified individuals with disabilities in job application procedures, hiring, advancement, compensation, training, terminations and other terms, conditions and privileges of employment. The law applies to all employers with 15 or more employees engaged in a business or industry.
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Department of Labor
EEOC
Department of Justice
Age Discrimination in Employment Act (ADEA)
The Age Discrimination in Employment Act (ADEA) prohibits discrimination in employment against a persons age 40 and over. The ADEA prohibits an employer from limiting or classifying employees in any way that adversely affects their status because of age. The ADEA applies to all private and public employers with 20 or more employees and unions with 25 or more members.
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Affirmative Action
Federal contractor and Subcontractors with a federal contract or subcontract of $50,000 or more and employs 50 or more are required to maintain an affirmative action Plan (AAP). Affirmative Action Plans identify the utilization of minorities and women in a contractor's workforce and provides a plan for to correct any inequities.
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Consolidated Omnibus Budget Reconciliation Act (COBRA)
The Consolidated Omnibus Budget Reconciliation Act (COBRA) requires employers with 20 or more employees to allow individuals who otherwise would lose their coverage due to a qualifying event to elect to continue their group medical coverage for a period of 18 to 36 months.
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Equal Employment Opportunity (EEO)
The basis of the federal antidiscrimination legislation is that employers should not make employment decisions on the basis of an applicant's race, gender, religion, age, color, national origin, military/veteran status, or disability status. Employment decisions including hiring, work assignments, compensation, promotions, and terminations must be work and/or business related.
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Employee retirement Income Security Act (ERISA)
This act establishes uniform minimum standards to ensure that employee benefit plans are established and maintained in a fair and financially sound manner. The act applies to any private welfare and retirement plans such as employer-sponsored group medical and life insurance programs as well as long term disability coverage.
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Fair Credit Reporting Act (FCRC)
The act is designed to protect the privacy of background information and helps ensure that information supplied is accurate. In 2003 the Fair and Accurate Credit Transaction Act was signed into law. It amends the FCRC and provides some relief to employers using third parties to conduct workplace investigations.
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Fair Labor Standards Act (FLSA)
The Fair Labor Standards Act regulates employee overtime status, overtime pay, child labor, minimum wage, record keeping, and other related administrative concerns.
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Family Medical Leave Act (FMLA)
The purpose of this act is to provide employees with up to 12 weeks of unpaid leave to care for a family member or because of a serious health condition of the employee.
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I-9 Form
Employers are required to have completed an I-9 form for all of their employees with a hire date prior to November 6, 1989. The purpose of the form is to determine identity and employment eligibility.
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U.S. Citezenship and Imigration Services
Health Insurance Portability and Accountability Act (HIPAA)
The basis of the law is to ensure that individuals who leave their employment can obtain health coverage even if they or a member of their immediate family has a serious illness (including pregnancy) or injury.
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Occupational Safety and Health Administration (OSHA)
The Occupational Safety and Health Act established the first national policy for safety and health. The Occupational Safety and Health Administration was created to administer and enforce the act.
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Uniformed Services Employment and Reemployment Act (USERRA)
The purpose of the Uniformed Services Employment and Reemployment Rights Act is to allow for continuation of certain benefits and, upon reemployment, treat employees as not having had a break in employment due to service with the Uniformed Services of the United States for the purpose of participation, vesting and accrual of pension benefits.
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