All employers

Protects employees from discharge by their employers because their wages have been garnished for any one debt. It also limits the amount of an employee’s earnings that may be garnished in any one week.
https://www.dol.gov/agencies/whd/wage-garnishment

Governs the privacy and disclosure of personal information gathered by state Departments of Motor Vehicles.
https://www.law.cornell.edu/uscode/text/18/part-I/chapter-123

Mandates that employers generally may not require or request any employee or job applicant to take a lie detector test, or discharge, discipline, or discriminate against an employee or job applicant for refusing to take a test. In addition, employers are required to display the EPPA poster in the workplace for their employees.

https://www.dol.gov/agencies/whd/polygraph

Sets the minimum standards for most voluntarily established pension and health plans in private industry to provide protection for individuals in these plans.

https://www.dol.gov/general/topic/retirement/erisa

Forbids pay of different wages to men and women for the equal work. The law also makes it illegal to retaliate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit.

https://www.eeoc.gov/equal-paycompensation-discrimination

Allows credit-reporting agencies to provide background financial and personal information on prospective and current employees to employers.

https://www.ftc.gov/legal-library/browse/statutes/fair-credit-reporting-act

Requires employers to pay covered employees who are not otherwise exempt at least the federal minimum wage and overtime pay 1.5 times the regular rate of pay. It restricts the hours that children under age 16 can work and forbids the employment of children under age 18 in certain jobs deemed too dangerous. In some instances, it prohibits the employment of children under age 16 during school hours and in certain jobs deemed too dangerous.
A federal payroll tax imposed on both employees and employers to fund Social Security and Medicare.
Provides for payments of unemployment compensation to workers who have lost their jobs. Most employers will pay this at both the federal and state level.
Title I protects health insurance coverage for workers and their families when they change or lose their jobs. Title II requires the establishment of national standards for electronic health care transactions and national identifiers for providers, health insurance plans, and employers.

Ensures that employers verify their employees right to work in the United States. It made it illegal to knowingly recruit illegal aliens.

If an employer provides health insurance to its employees, the employer is required to annually notify employees about Medicare Part D updates. Medicare Part D is an optional coverage that can help employees pay for their prescription drugs. The employee must have either Medicare Part A or Part B to get it.

Extends the right of private sector employees to organize and bargain with their employer collectively. Employees covered by the act are protected from certain types of employer and union misconduct and have the right to attempt to form a union where none currently exists.

Mandates safe and healthful workplaces by setting and enforcing standards, and by providing training, outreach, education, and assistance.

In the event of a serious injury (e.g., hospitalization, amputation, etc.), OSHA needs to be notified withing 24 hours. If there is a fatality, OSHA must be notified within eight hours.

Requires employers must report every newly hired employee within 20 days of start by submitting the employee’s W-4 form.
Obligates employers to re-employ workers who have been honorably discharged from active duty or satisfactorily completed military training in a reserve/guard capacity who are returning from military leave so long as a returning service member requests reinstatement in a timely manner.
Requires that investors receive financial and other significant information concerning securities being offered for public sale. It also prohibits deceit, misrepresentations, and other fraud in the sale of securities.
Reforms the healthcare system in the United States. Mandates coverage and imposes more strict regulations on insurance companies.
Amends the Civil Rights Act of 1964 and other anti-discrimination laws to clarify at which points in time discriminatory actions qualify as an “unlawful employment practice.”

11+ Employees Add

Covered employers are required to prepare and maintain records of serious occupational injuries and illnesses using the OSHA 300 Log.

Only a small fraction of establishments is required to electronically submit their Form 300A data to OSHA. Establishments that meet any of the following criteria DO NOT have to electronically report their information to us. Remember, these criteria apply at the establishment level, not to the firm as a whole.

  • The establishment’s peak employment during the previous calendar year was 19 or fewer, regardless of the establishment’s industry.
  • The establishment’s industry is on Appendix A to Subpart B of OSHA’s recordkeeping regulation, regardless of the size of the establishment.
  • The establishment had a peak employment between 20 and 249 employees during the previous calendar year AND the establishment’s industry is NOT on Appendix A to Subpart E of OSHA’s recordkeeping regulation.

15+ Employees Add

Prohibits employers from discriminating against individuals with disabilities in all aspects of employment. Employers are required to make reasonable accomidations to qualiffied persons unless to do so would impose undue hardship on the employer.
Prohibits sex discrimination on the basis of pregnancy, childbirth, or related medical conditions; and women affected by pregnancy, childbirth, or related medical conditions shall be treated the same for all employment-related purposes.

Prohibits employment discrimination based on race, color, sex, religion, or national origin. It covers both intentional and unintentional discrimination.

Prohibits discrimination on the basis of genetic information with respect to health insurance and employment.

20+ Employees Add

COBRA generally applies to all private-sector group health plans maintained by employers that had at least 20 employees on more than 50 percent of its typical business days in the previous calendar year. Both full- and part-time employees are counted to determine whether a plan is subject to COBRA. Each part-time employee counts as a fraction of a full-time employee, with the fraction equal to the number of hours worked divided by the hours an employee must work to be considered full time. For example, if full-time employees at Company A work 40 hours per week, a part-time employee who works 20 hours per week counts as half of a full-time
employee, and a part-time worker who works 16 hours per week counts as four-tenths of a fulltime employee.

COBRA also applies to plans sponsored by state and local governments. The law does not apply, however, to plans sponsored by the federal government or by churches and certain church-related  organizations.

Companies with 20 or more employees, labor unions with 25 or more members, local and state governments, and employment agencies.

Protects individuals who are 40 years of age or older from employment discrimination based on age. The ADEA’s protections apply to both employees and job applicants. It relates to hiring, firing, promotion, layoff, compensation, benefits, job assignments and training.

50+ Employees Add

Entitles eligible employees of covered employers to take unpaid, 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.

All private employers with 100 or more employees. Federal contractors and first-tier subcontractors with 50 or more employees AND contracts of at least $50,000.

List all employees by location, job category and then by ethnicity, race and gender and submit this information to the EEOC.

Per Nevada Revised Statute 608.0197, employers with 50 or more employees must allow an employee to use paid leave beginning on the 90th calendar day of their employment. This applies to both full-time and part-time employees. Employees are entitled to accrue a minimum 0.01923 hours of paid leave for each hour of work performed.

100+ Employees Add

Requires employers to provide notification 60 calendar days in advance of plant closings and mass layoffs.

Federal Contractors, Labor Unions, Mining, Agriculture

All private employers with 100 or more employees. Federal contractors and first-tier subcontractors with 50 or more employees AND contracts of at least $50,000.

List all employees by location, job category and then by ethnicity, race and gender and submit this information to the EEOC.

Farm labor contractors, agricultural employers, agricultural associations, and providers of migrant housing.

Protects migrant and seasonal agricultural workers by establishing employment standards related to wages, housing, transportation, disclosures and recordkeeping. It also requires farm labor contractors to register with the U.S. Department of Labor.

Mining Companies

Requires that the U.S. Department of Labor’s Mine Safety and Health Administration inspect all mines each year to ensure safe and healthy work environments for miners.

Labor Unions

Protects union funds and promotes union democracy by requiring labor organizations to file annual financial reports, by requiring union officials, employers, and labor consultants to file reports regarding certain labor relations practices, and by establishing standards for the election of union officers.

Employers with federal contracts or subcontracts that exceed $10,000.

Requires employers to take action to hire, retain, and promote qualified individuals with disabilities.

Employers possessing at least one contract with the Federal Government.

Requires covered federal government contractors and subcontractors to take affirmative action to employ and advance specified categories of veterans protected by the Act and prohibits discrimination against such veterans.

Employers with federal contracts or subcontracts totaling more than $10,000 in one year.

Requires affirmative steps to hire, retain, and promote qualified individuals with disabilities.

Federal Contractors and Grantees

Requires some federal contractors and all federal grantees to agree that they will provide drug-free workplaces as a condition of receiving a contract or grant from a federal agency.

Federal contractors and federally–assisted construction contractors and subcontractors, who do over $10,000 in Government business in one year.

Prohibits discriminating in employment decisions on the basis of race, color, religion, sex, or national origin. The Executive Order also requires Government contractors to take affirmative action to ensure that equal opportunity is provided in all aspects of their employment.

Contractors and subcontractors performing on any federally funded or assisted contract for the construction, prosecution, completion or repair of any public building or public work, except contracts for which the only federal assistance is a loan guarantee.

Prevents inducing an employee, in any way, to give up any part of the compensation to which he or she is entitled under his or her contract of employment.

Employers engaged in Federal construction projects.

Requires payment of prevailing wages and benefits to employees of contractors engaged in federal government construction projects.

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