Employers with 100 or more employees must comply strictly with the following Federal regulations:
- Title VII of the Civil Rights Act of 1964 (for employment agencies and labor organizations).
- Consumer Credit Protection Act of 1968
- Employee Polygraph Protection Act of 1988
- Employee Retirement Income Security Act (ERISA) of 1974 (if company offers benefits)
- Equal Pay Act of 1963
- Fair and Accurate Credit Transactions Act of 2003 (FACTA)
- Fair Credit Reporting Act of 1969
- Fair Labor Standards Act of 1938
- Federal Insurance Contributions Act of 1935 (FICA) (Social Security)
- Health Insurance Portability and Accountability Act (HIPPA) of 1996 (if company offers benefits)
- Immigration Reform and Control Act of 1986
- National Labor Relations Act of 1947
- Newborns’ and Mothers’ Health Protection Act of 1996
- Occupational Safety and Health Act of 1970
- Sarbanes-Oxley Act of 2002
- Uniform Guidelines on Employee Selection Procedures of 1978
- Uniformed Services Employment and Reemployment Rights Act of 1994
- OSHA Recordkeeping (maintain record of job related injuries and illnesses)
- Americans with Disabilities Act of 1990
- Title VII of the Civil Rights Act of 1964
- Family and Medical Leave Act of 1993
- Age Discrimination in Employment Act of 1967
- Consolidated Omnibus Benefits Reconciliation Act (COBRA) OF 1986
- Family and Medical Leave Act of 1993
- EEO – 1 Report filed annually with EEOC if organization is a federal contractor (for employers who offer mental health benefits)
- Worker Adjustment and Retaining Notification Act of 1988
- EEO – 1 Report filed annually with EEOC if organization is not a federal contractor
|
