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Stop ‘overcomplying’ with employment laws

by on
in Discrimination and Harassment,Employment Law,FMLA Guidelines,Human Resources

Issue: Many small organizations waste time and money complying with employment laws that apply only to larger businesses.

Benefit: By knowing which laws you can ignore, you'll trim your workload and save the organization money on compliance and administration.

Action: Find out which laws apply to your size company.

ADA, FMLA, FLSA: This alphabet-soup of federal employment laws can baffle even the sharpest business mind. The upshot: Many organizations expend effort to comply with these laws when they don't apply to their businesses.

Here's the deal: Federal employment laws often carve out exemptions for small organizations. But the definition of an exempted "small business" can vary wildly.

Some examples: The Family and Medical Leave Act (FMLA) applies to organizations with 50 or more employees. COBRA kicks in at 20 employees. The Americans with Disabilities Act (ADA) affects employers of at least 15 people.

Also, your state may set its own threshold. For example, the federal Civil Rights Act of 1964 (which bans discrimination based on sex, race, religion and national origin) applies to employers of 15 or more people. But more than a dozen states have their own anti-bias laws that apply to businesses with at least one employee.

Bottom line: Find out which laws apply, and don't waste resources on laws that don't apply.

Free report: Know which laws you can ignore

For a list of employee thresholds for 14 federal employment laws, find our free E-visory report, Employment Laws: Small Business Compliance Thresholds, at www.hrspecialist.net/extra.

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{ 1 comment… read it below or add one }

CM October 31, 2013 at 5:05 pm

The link http://www.hrspecialist.net/extra says the page does not exist. You may wish to modify this listing.


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