April 25, 2016
Hello Leaders!
Many times my first contact from an employer is due to their organization being fined for non-compliance or because they are being sued and suffering expensive litigation. In many cases, these unfortunate events could have been prevented with adequate employment law training and administration.

Therefore, to ensure you are protecting your organization, we are listing 10 of the crucial employment laws that every leader should know. Please share with other leaders to help them protect their organizations. Please note: Always consider state and local laws in day-to-day administration of laws.

As always, call me at (877) 356-6175 for any questions or assistance with HR issues. Have a fantastic week!  

Vanessa G. Nelson
1.  Title VII of the Civil Rights Act - Prohibits Job Discrimination in the workplace. Prohibits discrimination in hiring, firing, or pay based on a person's race, religion, color, sex (including pregnancy and gender identity), genetic information, national origin, and any other protected class. It also protects individuals from harassment in the workplace, including sexual harassment.
2.   Fair Labor Standards Act (FLSA) - Establishes minimum wage and overtime wage for non-exempt employees. FLSA is the main wage law. It sets federal minimum wage (many states have higher minimums) and requires time and one-half overtime pay for hourly employees who work more than 40 hours in a workweek. FLSA also limits the number of hours and type of duties that teens (child labor) can work. FLSA also defines which employees are considered exempt and non-exempt for the purposes of carrying out the law. The law further addresses what work time needs to be paid, including: Waiting, on-call, training/meetings, travel time, as well as rest periods, meals, and breaks.

3.   Family and Medical Leave Act (FMLA) - entitles employees who have worked at least 1,250 hours over 12 months, at location that employs 50 or more employees within a 75 mile radius; to take job-protected leave for specified family and medical reasons with continuation of group health insurance coverage under the same terms and conditions as if the employee had not taken leave. When employees request leave, the employer should listen for requests that would meet the FMLA requirements.

4.   Age Discrimination in Employment Act  (ADEA) - Prohibits employment discrimination against anyone at least 40 years of age in hiring, terminations, pay, training programs, promotions, wages, benefits, or other terms and conditions of employment. To discourage treating employees or applicants less favorably because of their age.

5.   Americans with Disabilities Act (ADA) - Prohibits job discrimination against qualified people with disabilities (i.e., those who can perform the job's essential functions with or without a reasonable accommodation).  The law also requires an employer to provide reasonable accommodation to an employee or job applicant with a disability, unless doing so would cause "undue hardship" for the employer.

Click here to read the entire article.

Preventing LGBT Discrimination and Harassment in the Workplace
  • What steps is your organization taking  to prevent LGBT discrimination & harassment in the workplace?
  • How will you handle transgender employees?
  • Do you know the regulations?

Attend this information packed webinar to protect your organization

Wednesday, May 11, 2016

10:00 a.m. - 11:00 a.m. EST

$119 per person

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