40 Key Regulations in Service Law That Every Employer Must Follow

1. Fair Labor Standards Act (FLSA)

Sets minimum wage, overtime pay, recordkeeping, and youth employment standards.

2. Occupational Safety and Health Act (OSHA)

Requires employers to provide a workplace free from recognized hazards that could cause harm.

3. Title VII of the Civil Rights Act of 1964

Prohibits discrimination in employment based on race, color, religion, sex, or national origin.

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4. Americans with Disabilities Act (ADA)

Prohibits discrimination against individuals with disabilities and mandates reasonable accommodations.

5. Age Discrimination in Employment Act (ADEA)

Protects employees aged 40 and older from workplace discrimination.

6. Family and Medical Leave Act (FMLA)

Entitles eligible employees to 12 weeks of unpaid, job-protected leave for specific family and medical reasons.

7. Equal Pay Act (EPA)

Requires equal pay for equal work regardless of gender.

8. Pregnancy Discrimination Act (PDA)

Prohibits discrimination based on pregnancy, childbirth, or related medical conditions.

9. Worker Adjustment and Retraining Notification Act (WARN)

Requires employers to give 60 days’ notice of mass layoffs or plant closings.

10. Uniformed Services Employment and Reemployment Rights Act (USERRA)

Guarantees the job rights of persons who are absent from a job on account of a service in the armed forces.

11. Immigration Reform and Control Act (IRCA)

Requires employers to verify the eligibility of employees to work in the U.S. by using Form I-9.

12. Affordable Care Act (ACA)

Makes it mandatory for employers with 50+ employees to provide health insurance or pay penalties.

13. ERISA

Employee Retirement Income Security Act

It sets minimum standards for pension and health benefit plans in private industry.

14. NLRA

National Labor Relations Act

Protect employees’ rights to unionize, bargain collectively, and engage in concerted activities

15. FCRA

Fair Credit Reporting Act

Governs the use of consumer reports in employment decisions and mandates disclosure and consent.

16. The Drug-Free Workplace Act

Requires federal contractors and grantees to maintain a drug-free workplace.

17. GINA

Genetic Information Nondiscrimination Act

Prohibits genetic information discrimination in employment and health insurance.

18. Consolidated Omnibus Budget Reconciliation Act (COBRA)

Employees may continue to enjoy health insurance after leaving the company.

19. Health Insurance Portability and Accountability Act (HIPAA)

Safeguards the sensitive employee health information and health insurance coverage.

20. Trade Adjustment Assistance (TAA)

Benefits are accorded to the workers displaced due to the effects of foreign trade.

21. Wage Garnishment Laws

Limits the amount that can be garnished from an employee’s wages under federal law.

22. Federal Insurance Contributions Act (FICA)

Requires employers to contribute to Social Security and Medicare

23. Federal Unemployment Tax Act (FUTA)

Requires employers to pay, for employee benefits while unemployed, unemployment taxes

24. Davis-Bacon Act

Requires payment of prevailing wages on public works projects

25. Walsh-Healey Public Contracts Act

Mandates minimum wage, overtime, and working conditions for government contractors

26. Service Contract Act

Sets labor standards for employees who work on federal service contracts.

27. Portal-to-Portal Act

Specifies the compensable work hours which include travel and waiting time.

28. Child Labor Laws

Restricts minors’ employment on specific conditions and hours.

29. Lilly Ledbetter Fair Pay Act

Provides a new period to file an equal-pay case each time discriminatory pay is made.

30. Anti-Harassment Rules

Requires employers to prevent harassment in the workplace and correct any harassment done.

31. Non-Disparagement Clauses

Governs the use of non-disparagement agreements in employment contracts.

32. Whistleblower Protection Laws

Guards employees reporting illegal activities, fraud, or hazards.

33. Recordkeeping Requirements

Reinforces the maintenance of employment records, payroll, and compliance documentation.

34. Ban-the-Box Laws

Forbids the inquiry about criminal records at first application for job in specific areas.

35. Independent Contractor Classification

Guarantees the proper classification of workers to prevent misclassification penalties.

36. Non-Compete Agreement Regulations

Limits enforceability of non-compete clauses to ensure fairness and employee mobility.

37. Pay Transparency Laws

Requires employers to disclose salary ranges for job postings in certain states.

38. Workplace Privacy Laws

Regulates the monitoring of employee communications and use of personal data.

39. State-Specific Employment Laws

Employers must comply with additional state laws, which often expand upon federal regulations.

40. Anti-Retaliation Protections

Prohibits retaliation against employees for reporting workplace violations or exercising legal rights.

How Employers Can Maintain Compliance

Regular Training: Educate HR and management on updated labor laws.

Consult Legal Experts: Engage employment law attorneys to keep up with changes and industry-specific regulations.

Audit Policies: Review and update company policies regularly to align with legal requirements.

Document Everything: Keep a detailed record of employment agreements, payroll, and workplace incidents.

Foster a Transparent Workplace: Encourage open communication to identify and address compliance issues early.

By adhering to these regulations, employers can reduce legal risks, enhance workplace fairness, and maintain a positive reputation.

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