Regulations That Protect Employees.

Discrimination Laws Workplace discrimination laws are designed to give every person an equal opportunity in any company. Samples include: Equal Employment Act Pregnancy Discrimination Act Americans with Disabilities Act (ADA) Equal Employment Opportunity Commission Fair Labor Standards Act

Equal Employment Act 1. Bans discrimination against employees based on age, race, color, national origin, religion, or gender. 2. It is illegal to discriminate in the hiring and termination process on the basis of these criteria.

Pregnancy Discrimination Act Requires that pregnant employees be treated like all other employees when determining benefits.

Americans with Disabilities Act (ADA) Bans discrimination against employees based on disabilities. Businesses with 15 or more employees must accommodate the needs of employees with disabilities even if no one has a disability.

Equal Employment Opportunity Commission Enforces laws and regulations designed to protect employees from illegal discrimination or harassment.

Occupational Safety and Health Act  Requires employers to maintain safe working conditions  Enforced by the Occupational Safety and Health Administration (OSHA

Fair Labor Standards Act  Establishes the maximum number of hours an employee can work, rates for overtime pay, and rules for children under the age of 16 who work.

Family Medial Leave Act  Applies to businesses with more than 50 employees  Requires the employer to provide up to 3 months unpaid leave for medical conditions affecting the employee or the employee’s spouse, child, or parent  Allows both male and female employees medical leave for the birth of a child  Requires employment of at least one year before the employee qualifies

Fair Labor Standards Act Establishes maximum number of hours an employee can work, rates for overtime pay, and rules for children under the age of 16 who work.

Termination Procedures Termination of an employee becomes an issue in all businesses at some point. When terminating an employee remember to: Give the employee the exact reason for termination. Explain severance pay and unemployment compensation.

Handling Employee Complaints and Grievances Formal procedures should be developed. Written copies of procedures for filing complaints should be distributed to employees. An employee should first inform the immediate supervisor of concerns. The second step should involve an appeal to the next-level supervisor or an impartial committee. The manager/owner must make final decisions.