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List of U.S. Federal Employment and Labor Laws

The United States Department of Labor regulates and enforces more than 180 corporate governance laws for an estimated 10 million employers and 150 million employees.

The United States has hundreds of employment and labor union laws that affect employers and employees.

These rules cover everything from defining employment to regulations that govern who can work and what conditions you should be paid. Such laws include:

Federal Employment Law

This article will review a list of employment laws governing employment, wages, hours and wages, discrimination, harassment, employee benefits, paid leave, job applicant and employee evaluation, privacy, and other essential employee rights issues.

Read also:

Fair Labor Standards Act

The Fair Labor Standards Act (FLSA) prescribes minimum government pay and overtime pay for the time and a half hours of regular income. It also regulates child use, limiting the number of hours children can work.

Other U.S. states have a minimum wage and various overtime rules and regulations for child labor. In those places, the law of the land will apply.

Employee Retirement Income Security Act

The Employee Retirement Income Security Act (FLSA) regulates employers’ pension plans and honesty, disclosure, and reporting requirements.

ERISA does not apply to all private employers and does not require companies to provide services to employees but sets system standards if employers choose to offer them.

Medical and Family Leave Act

The Family and Medical Leave (FMLA) Act requires employers with more than 50 employees to provide employees with up to 12 weeks of unpaid leave, protected from childbirth or adoption, due to serious illness at work or spouse, child, parent, or in related emergencies and the active military service of a family member, including child care requirements.

In addition, if an active service member becomes seriously ill or injured while performing their duties, his employee may extend coverage for up to 26 weeks of unpaid leave over 12 months.

Occupational Safety and Health Act

The Occupational Safety and Health Act, also known as OSHA, regulates occupational health and safety conditions in the private sector to ensure that workplaces do not pose significant risks.

Covered employers must display a poster in the workplace explaining workers’ rights to request an OSHA test, obtain training in hazardous workplaces, and report problems.

Human Rights Laws

Several laws in the literature prohibit gender discrimination, including Article VII of the Human Rights Act of 1964, the Equal Payment Act of 1963, and the Human Rights Act of 1991.

American Disability Law

The Americans With Disabilities Act makes it legal for employers to discriminate against job applicants because of their disability.

Omnibus Integrated Budget Act

COBRA gives employees the right to continue their health insurance after leaving their job.

Other Terms and Conditions of Employment include:

  • Affordable Care Act: Under the provisions of the ACA, employers must provide nursing mothers with a private toilet for breastfeeding and time to do so.
  • Site Inspection Act: Regulates post-employment checks and how one can use them during the hiring process.
  • Workplace Violations: These rules regulate food and break periods.
  • Child Labor Laws: These legal protections control and regulate the working hours of children and the types of child labor that may work.
  • Compensation Period: These rules govern paid leave instead of overtime pay

  • Discrimination: State law protects employees discriminated against because of age, disability, genetic information, national origin, pregnancy, race or color, religion, or gender.
  • Drug Testing Rules: Depending on your industry, drug testing may be regulated by state or organization law.
  • Employee or Independent Contractor: Some rules determine whether a person is an employee or an independent contractor. Review the differences and how your benefits and taxes are affected by your separation.

  • Voluntary Employment: Most private-sector workers in the U.S. are employed at their discretion, which means they can be fired for any reason or no reason without discrimination. Learn when an employee is hired at your discretion and legal exceptions.
  • Employment Laws: Employees are protected from discrimination based on age, gender, race, nationality, skin color, ethnic origin, mental or physical disability, genetic information, and pregnancy or parenting.
  • Equal Employment Opportunity Commission: The EEOC imposes corporate laws related to discrimination.

  • Exempt Employees: You are an exempt employee if you do not qualify for overtime pay.
  • Fair Credit Reporting Act (FCRA): If your employer has asked you to inspect your background, you will want to know about your legal protection under this law.
  • Dismissal: If you think you are about to be fired, it is good to familiarize yourself with your legal rights before you get noticed.

  • Harassment: Learn what bullying means at work and what you can do about it.
  • Immigration and Nationality Act (INA): The INA Act specifies the rules regarding work permits and wages for foreigners seeking work in the United States.
  • Information that Employers Can Disclose: Many employers have policies regarding non-disclosure of information about former employees, e.g., even if they have been dismissed for some reason – but that does not mean they are legally barred from doing so.
  • Low Income: The current minimum wage is $7.25 per hour, but most states and metropolitan areas set their low-income earnings. Some provinces have also set lower salaries, but a smaller organization is available in these cases.

  • Non-Competitive Agreements: These contracts limit the rights of employees to work for competitors.
  • Overtime Pay: Employees of work or those earning less than the weekly wage limit to be exempt are entitled to be paid time and half hours if they work more than 40 hours per working week.
  • Pay Instead of Notice: When employers may be authorized to provide notice, they may pay payment instead of notice in some cases.

  • Pay for Snow Days: Are you paid if your company closes due to bad weather? It depends on many factors, including national and organizational law.
  • Social Security Disability: If you have been disabled by an appropriate medical condition and are employed in community-covered activities, you may be entitled to disability support. In addition, some states have laws that provide temporary disability benefits.

  • Dismissed for a Cause: Cancel termination is usually related to serious misconduct, such as a violation of company policy, a failure to undergo a drug test, or a violation of the law.
  • Dismissal: All you need to know about your rights and obligations if you lose your job. Review also a summary of the different types of job segregation.

  • Unemployment Rules: Are you eligible for unemployment benefits? These are given to employees who have lost their jobs without their fault. Review the eligibility guidelines and where you may not be eligible to collect benefits.
  • Unpaid Salaries: Do you have the right to pay? Find out when to pay back and how to get it if you have a problem with the employer here.

  • Equal Services Recruitment and Re-employment
  • Bill of Rights: USERRA defines procedures and rights related to military leave.
  • Holiday Pay: The land law does not require employers to provide paid vacation time, but your company may do so anyway. It pays to understand company policy.

  • Salary Decoration: Certain types of debts, e.g., tax debts and child support payments, can be collected through income affiliation. The Consumer Credit Protection Act decides limits and protects employees.
  • Workers’ Compensation: Insurance is provided by the government for workers if they get injured on the job.

  • Unfair Termination: If you believe that you were a victim of discrimination in your separation from the company, which resulted in unfair termination, you may have the right to seek redress.
  • Wagner Act of 1935 and the Taft-Hartley Act of 1947 protect workers’ right to organize and form unions (and regulate how those unions can operate).
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