US - Federal Government Human Resource Labor Laws

Below is a list of employment laws we monitor and provide for Federal Government.

Example law for this state:

Law Summary

Title VII of the Civil Rights Act (Title VII) What it Does: Prohibits employment discrimination based on race, color, religion, sex, and national origin. Who is Covered: All government and private sector employers who have at least 15 employees. Unions having at least 15 members and employment agencies are also covered. Who Enforces: The Equal Employment Opportunity Commission (EEOC) investigates Title VII complaints. Age Discrimination in Employment Act (ADEA) What it Does: Prohibits employment discrimination based on the fact that the employee or applicant is 40 years or older. Who is Covered: Covers public and private sector employers who have at least 20 employees, as well as unions and employment agencies. The EEOC has enforcement authority under the ADEA both to investigate and to file lawsuits. Individuals may also file lawsuits. Americans with Disabilities Act (ADA) What it Does: Prohibits employment discrimination against qualified individuals with a disability. Who is Covered: All state and local government employers and private sector employers who have at least 15 employees as well as unions and employment agencies are covered. Who Enforces: The EEOC has the authority to investigate complaints and file lawsuits. Individuals may also file lawsuits. Immigration Reform and Control Act (IRCA) What it Does: Prohibits discrimination with regard to hiring, recruiting, or discharging employees based on national origin or citizenship. Also prohibits employers from hiring illegal aliens and requires verification of work eligibility status of all applicants. Who is Covered: All private sector employers who have three or more employees. Who Enforces: The Office of the Special Counsel for Immigration-Related Unfair Employment Practices, Department of Justice has the authority to investigate and prosecute charges. Individuals cannot file private lawsuits. Executive Orders 12,086, 11,141, and 12,989 What it Does: Executive Orders are issued by the President and regulate employers who do business with federal government agencies. Who is Covered: All private sector employers who have contracts with the federal government are covered. Who Enforces: The Office of Federal Contract Compliance (OFCCP) of the Dept. of Labor is responsible for ensuring compliance. National Labor Relations Act (NLRA) What it Does: Regulates the labor-management relationship and prohibits discrimination based on union activity. Who is Covered: Covers all private sector employers who have an impact on interstate commerce. Labor unions are also covered. Who Enforces: The National Labor Relations Board (NLRB) has the exclusive authority to investigate charges and prosecute complaints. Federal Labor Relations Act (FLRA) What it Does: Regulates the labor-management relationship and prohibits discrimination based on union activity. Who is Covered: Federal government executive agency employers. Supervisory and managerial personnel are excluded. Who Enforces: The law is regulated by two federal agencies: the Federal Labor Relations Authority and the Federal Service Impasses Panel. Fair Labor Standards Act (FLSA) What it Does: Sets minimum wage and overtime requirements and regulates the employment of child labor. Who is Covered: Private sector employers who have at least two employees are covered. Who Enforces: The Wage and Hour Division of the Dept. of Labor has the authority to investigate complaints and file lawsuits in court. Equal Pay Act (EPA) What it Does: Requires employers to pay equal wages to male and female employees who are performing substantially equivalent work. Who is Covered: Covers private sector employers who have at least two employees. Who Enforces: The EEOC has the authority to investigate complaints and file lawsuits. Individual workers may also file lawsuits. Walsh-Healey Public Contracts Act What it Does: Regulates wage payments. Who is Covered: Covers federal government contractors where the contract is in excess of $10,000. Who Enforces: Enforced by the Wage and Hour Division of the Dept. of Labor. Davis-Bacon Act What it Does: Requires employers to pay construction workers the prevailing area wage and fringe benefit rate. Who is Covered: Employers with federal construction project contracts whose value exceeds $2,000 are covered. Who Enforces: The Wage and Hour Division of the Dept. of Labor enforces this Act. Occupational Safety and Health Act (OSHA) What it Does: Regulates workplace safety and health. Who is Covered: Private sector employers affecting interstate commerce, but excluding the mining industry are covered. Who Enforces: Occupational Safety and Health Administration has the exclusive authority for enforcing OSHA. Individual workers cannot file their own lawsuits. Mine Safety and Health Act (MSHA) What it Does: Regulates workplace safety and health in the mining industry. Who is Covered: Covers employers engaged in the mining industry. Who Enforces: The Mine Safety and Health Administration has exclusive authority for enforcing the law. Individuals cannot file lawsuits. Employee Retirement Income Security Act (ERISA) What it Does: Regulates employee pension and welfare benefit plans. Who is Covered: Private sector employers whose business affects interstate commerce or whose pension and welfare plans are qualified under the federal tax laws. Who Enforces: The Secretary of Labor has the responsibility to investigate violations of ERISA and can file a lawsuit to enforce the statute. Individuals can also file lawsuits. Worker Adjustment and Retraining Notification Act (WARN) What it Does: Requires employers to give advance notice of plant closings or mass layoffs. Who is Covered: Private sector employers with 100 or more employees. Who Enforces: Individual workers, unions, or a unit of local government may file a suit in federal district court to enforce the law. Family and Medical Leave Act (FMLA) What it Does: Requires employers to grant employees unpaid leave of absence for childbirth and serious health conditions and to reinstate an employee who had a leave of absence to his/her previous or substantially equivalent job. Who is Covered: Private sector employers who have 50 or more employees and public sector employers. Who Enforces: Secretary of Labor has the authority to investigate complaints of violations and can institute a lawsuit to enforce the statute. Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA) What it Does: Requires employers that offer group health insurance to allow employees that are terminated or have had their hours reduced to continue health coverage. Who is Covered: Private sector employers with 20 or more employees. Churches and the federal government are not covered. Who Enforces: ERISA may fine an employer for failure to provide notice and the Internal Revenue Code may also levy an excise tax of $100 per day per violation. Health Insurance Portability and Accountability Act 1997 (HIPAA) What it Does: Helps employees who change jobs to maintain their health-care coverage without being subject to the same restrictions as someone who did not have coverage from a previous employer. Who is Covered: Generally, more protection is provided for employees of small organizations. Firms with 50 or fewer employees are guaranteed access to health insurance. Compliance is due April 2003 unless a waiver has been obtained. Who Enforces: Regulation is monitored through EBSA (Employee Benefits Security Administration) and regulated through ERISA. Drug Free Workplace Act What it Does: Requires that employers make an ongoing effort to maintain a drug-free workplace. Who is Covered: Private sector employers who have at least two employees. Who Enforces: U.S. Dept. of Transportation requires pre-employment drug testing for truck drivers and the Federal Aviation Administration covers airline flight personnel. If applicants fail, they cannot be hired. Employee Right to Know Laws (Hazardous Chemicals in the Workplace) What it Does: A disclosure rule that requires private sector employers with hazardous substances in the workplace to develop a comprehensive hazard communication program to train and inform their employees. Who is Covered: Private sector employers who have at least two employees. Who Enforces: Occupational Safety and Health Administration has the exclusive authority for enforcing OSHA. Individual workers cannot file their own lawsuits.

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Accident Reports - OSHA Form 101
ADA
Advertising/Job Postings - Record Retention
Affirmative Action
Affirmative Action Plan
Age Discrimination Act of 1975
AIDS
Americans with Disability Act Amendments (ADAA) 2011
Applications
Arrests/Convictions
Authorized Workers
Background Checks
Benefits for Unmarried Partners
Bereavemenet Leave
Blacklisting
Breaks
Breastfeeding
Certificate of Age - Minors
Child Labor Laws
Child Support
Children's Health Insurance Program
CHIP Notice
COBRA 2009 ARRA
COBRA - ARRA Updated Fact Sheet
Consumer Credit Protection Act (Title III)
Court Attendance - Victim of Crime
Davis-Bacon Act of 1931
Direct Deposit
Drug-Free Workplace Act of 1988 Requirements
Drug/Alcohl Tests Commercial Drivers
Drug/Alcohol Testing
E-Verify
EEO Reports
EEO-1
Employment At Will
Equal Pay Act
ERISA
Expired Collective Bargaining Agreements
Fair Credit Reporting Act
Fair Labor Standards Act
Family and Medical Leave Act (FMLA)
Family and Medical Leave Act of 1993 (FMLA)
Federal Motor Carrier Safety Regulations - Commercial Drivers
Garnishments/Withholding Exemption certificates
Genetic Information Nondiscrimination Act of 2008 (GINA)
Genetic Testing
Grievance/Arbitration Records
Health Insurance Continuation (COBRA)
Health Savings Accounts
Heroes Earnings Assistance and Relief Act of 2008
HIPAA Documents
I-9 Forms
Industrial Home Work Law
Insurance Portability (HIPAA)
Interview Notes
Job Abandonment
Jury Duty
Lactation Break Time
Law Summary
Lie Detector Tests
Lifestyle Discrimination
Lilly Ledbetter Fair Pay Act of 2009
Medical Donation Leave
Medical Information
Migrant and Seasonal Agricultural Worker Protection Act
Military Family Leave - FMLA
Military Leave
Military Leave Act - FMLA
Minimum Wage
MSDA Reports - OSHA
National Labor Relations Act
National Origin
New Hire Reporting
Newborns' and Mothers' Health Protection Act
Non-Compete Agreements
Occupational Safety and Health Act of 1970
Off Duty Conduct
OSHA Logs
Overtime
Patient Protection & Affordable Care Act
Pay Schedules
Pay Statements
Payment of Commissions
Payroll Records
Pension Information
Personnel Files
Plant Closing/Mass Layoff
Posting Requirements
Pre-Employment Inquiries
Pregnancy Discrimination Act of 1978
Privacy
Race
References
Religion
Salary Records
School Visitation Leave
Sex Discrimination
Sexual Harassment
Sexual Orientation Discrimination
Shared Work Unemployment Compensation
Smoking
Social Security Numbers
Sunshine Law
Taft-Hartley Act
Tax Information
Terminated Employee Records
Test Results
The Hatch Act
The Uniformed Services Employment and Reemployment Rights Act of 1994
Title VII/Civil Rights
Unemployment Insurance
Union Members
Vacation Pay Upon Termination
Veterans Employment Opportunities Act (VEOA)
VETS 100 Form
VEVRAA
Violence
Voting
Wage Deductions
Wage Garnishment
Wage Payment at Termination
Washington, D.C. Passes Law Making Paid Leave Mandatory
Weapons
Whistleblower Protection
Workers' Compensation
Workforce Investment Act of 1998