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)
- Worker says different punishment shows bias? Your good records will save you in court
- Be sure to document effective date of new disciplinary policies
- You can enforce anti-violence policy off-premises.
- Ohio's minimum wage rises to $7.70 per hour
- Maritime arbitration agreements enforceable, trump California law