What Business Owners Should Know About HR Laws

You need to be aware of the various HR and employment laws as a business owner. Moreover, you must be aware of how they affect your employment procedures and practices. State and federal employment laws regulate everything from the questions you need to ask your potential employees to how you should treat them. State laws can also vary from one state to another. For this reason, they can be more stringent than the federal HR laws.

For many businesses, many areas need careful attention to detail when you are hiring. A small business can be in a legal dispute with an employee even with a simple mistake. It is important to know the basics, to avoid such situations, and comply with the state and federal laws that make the business process smooth and simple.

1. The Americans With Disabilities Act (ADA)

This act is under the United States Labor law that forbids discrimination against people with disabilities in employment areas whether it is compensation, job application, hiring, training, or other privileges. Disabled people are those who have a mental or physical impairment that has no limit to major life activities. Such individuals are protected under the United States Labor law.

For this segment, the law ensures everyone gets equal opportunities. Under this act, it’s the obligation of the employer to offer equal employee benefits.

2. Age Discrimination in Employment Act (ADEA)

Under the ADEA Law in the United States individuals older than 40 years are protected against any form of employment discrimination. This law applies to businesses or employers with over 20 employees. There are circumstances, on the contrary, when age is a factor of consideration during the hiring process. It is a safety issue to consider the age of pilots. You can face certain legal responsibilities against your employees if you terminate their job when they reach 40 years old.

3. Family and Medical Leave Act (FMLA)

The Medical and family Leave Act applies to all state, federal, and private government employers who have a minimum of 50 employees. These employees must have an unpaid leave according to the law up to 13 working weeks a year for specific family reasons. They include:

• Care of an injured family member

• Care for a spouse in case of ailment

• Birth and care of a newborn

• Employee not in condition to work due to major health issues

4. The National Labor Relations Act (NLRA)

In 1935, this Act was enacted to ensure the protection of the employee rights for a collective bargaining to enforce trade unions, the welfare of workers in business, and the United States economy.

Hiring needs attention whether you have a large business or a small one. You will understand this law if you consult an experienced lawyer.

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