Your Company Size Determines Your Labor Law Compliance

Your Company Size Determines Your Labor Law Compliance

Labor law compliance, no matter the size of your company, is essential. But did you know that the size of your company does determine your businesses’ compliance as far as labor laws go? Which labor laws you need to comply with can depend on how many employees are employed by your company. If you have more than 100 workers, for example, a multitude of laws apply. But if you have 14 employees or more, fewer may apply. Even if there’s only one staff member, any number of labor laws still apply. To be compliant with the labor laws that are applicable to your company, we have listed some guidelines.

100 or More Employees

Companies of this size must comply with the following (and everything listed from here down):

  • EEO-1 Report – The requirement here is for employers to give an accounting of their employees; first by the category of job that they do and then by gender, race, and ethnicity.
  • WARN (Worker Adjustment & Retaining Notification Act) – The requirement here is for employers to give (in advance) 60 calendar days of notification of mass layoffs and qualified plant closings.

50 Employees Or More

Companies with at least 50 employees need to comply with the following (and everything listed below this level):

FMLA (Family and Medical Leave Act) – This means that employees that are eligible can take job protected, unpaid leave for medical reasons and specified family reasons.

20 Employees Or More

If a company has at least 20 employees (or more) they need to comply with the following (and everything listed from here down):

ADEA (Age Discrimination in Employment Act) – This act makes it unlawful to discriminate against someone because of their age. For persons at least 40 years old (and older), you cannot refuse to employ them due to their age.

15 Employees Or More

Companies of this size (or larger) must comply with the following (and everything listed below this level):

  • GINA (Genetic Information Nondiscrimination Act) – You cannot discriminate against someone with genetic information as the basis.
  • Pregnancy Discrimination Act – In addition to prohibiting sex discrimination, it means that you cannot discriminate on the basis of childbirth, pregnancy, or other conditions related to those.
  • ADA (Title I, Americans with Disabilities Act) – Individuals with disabilities cannot be discriminated against based on those disabilities. Reasonable accommodations must be made by employers for employees with mental or physical limitations, etc.
  • Title VII (Civil Rights Act) – Businesses cannot discriminate against employment based on national origin, sex (this includes gender identity and sexual orientation), religion, color, or race. Check your specific state laws pertaining to this.

Companies with 1 to 14 Employees

This is an extremely inclusive category. Due to the number of compliances required for companies of this size, we will simply list the acts, regulations, or laws:

  • FACTA (Fair and Accurate Credit Transactions Act)
  • FCRA (Fair Credit Reporting Act)
  • PRWORA (Personal Responsibility and Work Opportunity Reconciliation Act)
  • Jury Systems Improvements Act
  • OSHA (Occupational Safety and Health Act)
  • FICA (Federal Insurance Contributions Act)
  • Taft-Hartley Act (Labor-Management Relations Act)
  • Wagner Act or NLRA (National Labor Relations Act)
  • Consumer Credit Protection Act
  • EPA (Equal Pay Act)
  • USERRA (Uniformed Services Employment and Re-employment Rights Act)
  • EPPA (Employee Polygraph Protection Act)
  • IRCA (Immigration Reform and Control Act)
  • FLSA (Fair Labor Standards Act)

Is your payroll department compliant on all legal laws? Are they up on all changes and new regulations? How about technology? Are you practicing old school clock-in and clock-out procedures? Does your timeclock date back to the dark ages? Does your company even have a time clock? And what about your payroll department? What kind of software are they using to keep track of hours worked? Are they even using time tracking software? To receive assistance with all of these issues, contact the experts at TRAXPayroll. With our helpful solutions, we have developed relationships with numerous small, medium, and big businesses throughout the nation. Contact us today to see how we can be of assistance to you, your business, your employees, and your payroll department.