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7 Employment Laws Every Employer Should Know About


As an employer, you have a responsibility to keep your work environment running smooth. Between handling day-to-day productivity, resolving social disputes, and handling other pertinent issues, you certainly have your hands full. As you perform these daily tasks, it is absolutely essential, for yourself and your employees, that you make sure you do everything by the book. There are several sets of laws out there created for the protection of both employees and employers, and it is your job to uphold them in your place of business.

In order to ensure all applicable employment laws are practiced and enforced at your place of business, make sure you know the essential aspects of current employment laws.

1. The Equal Pay Act: Enacted in 1963, this act prohibits wage discrimination based on gender. Men and women who hold equal jobs within the same business must not have unequal pay because of their gender.

2. Title VII of the Civil Rights Act of 1964: According to the Civil Rights Act, employers may not discriminate based on race, color, religion, gender, or natural origin. The Pregnancy Discrimination Act is one subsect of this act that prohibits discrimination on the basis of pregnancy, childbirth, or other related issues.

3. The Americans with Disabilities Act: Based on this act, employers must not discriminate against individuals who have disabilities.

4. The Fair Labor Standards Act: According to the Fair Labor Standards Act, all employers must observe minimum wage laws, overtime pay standards, as well as child labor laws.

5. The Family Medical Leave Act: The Family Medical Leave Act aims to provide certain employees with up to 12 weeks of leave after the birth of their child, or for some type of pertinent medical emergency. Not all employees qualify for this leave, however. Employers must have at least 50 employees for their business to apply, and the employee must have worked for the company for a minimum of 1 year, or at least 1,250 hours. .

6. The Immigration Reform and Control Act: Under this act, employers may not discriminate against employees, or prospective employees, based on their citizenship or nation of origin. Employers are also required to verify the identity of each employee and their right to work within the United States.

7. The American Recovery and Reinvestment Act (ARRA): The ARRA was introduced in 2009 to combat the effects of the Great Recession. According to this act, employers are now responsible for 65% of COBRA premiums for employees after they have been let go, though this cost can be covered by withheld FICA tax credits. The ARRA also provided whistleblower protections.

Knowing Your Next Step

While these few laws summarize some of the most fundamental employment regulations out there, there are several more that may be relevant to your situation. Employment laws are constantly changing, whether those changes are major or minor, which is why it is so important to do your part to stay on top of the current laws. As an employer, your ability to follow, uphold, and enforce employment laws can help your employees and will ultimately protect you from legal repercussions.

Keeping track of these laws can be challenging, which is why our employment law attorneys at Shellist Lazarz Slobin are here to help. Our experienced lawyers can use our extensive knowledge of employment law to help apply the appropriate practices, contracts, and rules to your workplace. We represent both employees and employers, so you can rest easy knowing we have the skill set necessary to help protect your interests.

For help with your case, contact Shellist Lazarz Slobin to discuss employment law with our Houston attorneys.

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