Business is booming and you're adding staff. Along with those new workers, you may be picking up an alphabet-soup of new legal burdens that grant new rights to your employees, ADA,, ADEA, etc.
The problems: Federal employment laws have a hodgepodge of employee-number thresholds for when they apply. And each law has its own definition on how to count your employees.
Further complicating the issue, your state may have different standards. Example: The federal Civil Rights Act bars discrimination based on race, gender, religion or national origin by employers with 15 or more workers. However, more than a dozen states have their own anti-bias laws that apply to businesses with at least one employee.
If you have federal contracts, you also may be subject to antidiscrimination laws based not on your number of workers but the value of your contracts.
How you measure
The Equal Employment Opportunity Commiss...(register to read more)
- Fired employee reinstated? That doesn't excuse more misbehavior or poor performance
- Good planning limits fallout from FMLA misunderstandings
- Collecting unpaid health insurance premiums after FMLA leave
- Terminating after FMLA leave expires? Be sure to apply rule consistently
- Refusal to hire non-Hispanics sparks EEOC lawsuit