Human resources is a complex field, and it’s one that requires a working knowledge of many different disciplines. One of the most important areas of HR is employment law. Employment order is a constantly evolving area of law, and it can be hard to keep up with the latest changes. However, it’s essential for HR professionals to have a basic understanding of the order, so they can advise their employer on compliance issues and protect their employees’ rights. In this blog post, we will explore some of the basics of employment order and what every HR professional should know. We will cover topics such as discrimination, harassment, and workplace safety, among others.
The different types of employment law
There are many different types of employment law, and it can be difficult to keep track of them all. Here are some of the most important types of employment order that every HR professional should know about:
-Discrimination order: This type of law prohibits employers from discriminating against employees on the basis of race, color, religion, sex, national origin, age, disability, or genetic information.
-Equal Pay Act: This federal order requires employers to pay men and women equally for doing equal work.
-Family and Medical Leave Act: This federal order provides employees with up to 12 weeks of unpaid leave per year for certain family and medical reasons.
-Minimum wage laws: These orders set the minimum hourly wage that employers must pay their employees.
-Overtime laws: These order require employers to pay employees time-and-a-half for any hours worked over 40 in a week.
-Workers’ compensation orders: These order provide benefits to employees who are injured or become ill as a result of their job.
Knowing about these different types of employment law is essential for any HR professional. Keeping up with the ever-changing landscape of employment law can be challenging, but it is vital to protecting your organization from legal liabilities.
The most important employment laws
There are a variety of employment laws that HR professionals should be aware of. The most important laws include the following:
The Civil Rights Act of 1964 prohibits discrimination in employment on the basis of race, color, religion, sex, or national origin.
The Age Discrimination in Employment Act (ADEA) of 1967 protects workers who are 40 years of age or older from discrimination in employment.
The Americans with Disabilities Act (ADA) of 1990 prohibits discrimination against qualified individuals with disabilities in all aspects of employment.
The Equal Pay Act (EPA) of 1963 requires employers to provide equal pay for equal work regardless of an employee’s sex.
The Family and Medical Leave Act (FMLA) of 1993 provides eligible employees with up to 12 weeks of unpaid, job-protected leave per year for certain family and medical reasons.
Finally, the National Labor Relations Act (NLRA) of 1935 protects employees’ rights to form unions and engage in collective bargaining.
How to comply with employment law
When it comes to employment law, there are a variety of rules and regulations that HR professionals must comply with. While it can seem daunting to keep up with all of the different laws, there are some key things that every HR professional should know.
First and foremost, it is important to be aware of the major federal laws that apply to employers. These include the Civil Rights Act of 1964, the Americans with Disabilities Act, the Age Discrimination in Employment Act, and the Equal Pay Act. Each of these laws prohibits discrimination in the workplace based on certain protected characteristics. As an HR professional, you need to be familiar with these laws and make sure that your company’s policies and practices comply with them.
In addition to federal orders, there may also be state and local laws that apply to your company. For example, many states have their own anti-discrimination laws that may provide additional protections for employees. It is important to be familiar with the laws in your state so that you can ensure compliance.
Finally, it is also important to keep up with changes in the law. Employment order is constantly evolving, so it is important to stay up-to-date on any new developments. You can do this by subscribing to newsletters or blogs that focus on employment law, attending seminars or webinars on the topic, or taking courses offered by organizations like SHRM or The Conference Board.
What to do if there is a violation of employment law
If you believe that your employer has violated your rights under employment order, there are a few things you can do. First, try to resolve the issue internally by speaking to your supervisor or HR department. If that does not work, you can file a complaint with the Equal Employment Opportunity Commission (EEOC) or your state’s fair employment practices agency. You can also file a private lawsuit against your employer.
If you are filing a complaint with the EEOC, you must do so within 180 days of the alleged violation. If you are filing a state claim, the deadlines vary by state. You should consult an attorney to determine the deadline in your state.
It is important to note that filing a complaint with the EEOC or state agency does not necessarily mean that you will file a lawsuit. These agencies will investigate your claim and may try to mediate a resolution between you and your employer. If they are unable to do so, they may issue a “right-to-sue” letter, which will allow you to file a private lawsuit against your employer.
HR professionals need to stay up-to-date on employment law to ensure that their company is compliant. There are a few key areas of employment law that HR professionals should be familiar with, including discrimination, harassment, and wage & hour laws. By understanding these orders and keeping up with any changes, HR professionals can help their companies avoid costly penalties and create a positive work environment for all employees.