presentation required

The paper will present a discussion on four federal laws as well as their consequences. The discussion will be useful in designing an employment compliance plan for your organization. The various laws that will be discussed include the Family Medical Leave Act, The Fair Labor Standards Act, Title VII of the Civil Rights Act of 1964 as well as the Immigration Reform and Control Act.

Immigration Reform and Control Act This is not an employment law

The Immigration Reform and Control Act commonly referred to as IRCA is an example of a federal law whose primary purpose is to regulate the employment for foreign individuals. One of the uses of this law is in the verification and screening of foreign workers to ensure that they hold legal work permits. The regulation also inhibits employers from discriminate candidates based on their nationality. In an organization with less than four employees, this law is highly useful as it protects them against discrimination from their employer based on their citizenship. About employment in the United States, employers are required to use the I-9 forms when verifying foreign workers. Some of the provisions of the IRCA are also similar to those of other employment laws such as Title VII of the Civil Rights Act of 1964 which prohibits employment discrimination (HR Hero).

Title VII of the Civil Rights Act of 1964

The Equal Employment Opportunity Commission provides a broad regulation “the Civil Rights Act of 1964” which has various provisions regarding the employment terms. Some of the provisions of this Act include public accommodations, education as well as government services. Title VII is one of the sections of the broad Act which forbids discrimination of various forms including race, gender, origin, color as well religion. The regulation applies to private employers, employment agencies as well as labor unions. The various areas of an employment contract in which the provisions of Title VII apply include promotions, hiring, wages and other forms of compensation, layoffs, and allocation of duties. There is a commission (EEOC) that is comprised of five members and whose mandate is to handle unlawful employment-related issues. There are also repercussions of violating this federal law. Some of these include court fees, loss customers and compensation of the complainants. These financial implications affect the profitability of a firm (EEOC).

Family Medical Leave Act

The Family Medical Leave Act is a federal law that regulates the working hours of employees. This is not an accurate statement. It specifically regulates employee work leave. According to (Park, 2015), an employee is entitled to 12 weeks of leave per year and with no dismissal threats. During this leave, an employee could attend to a sick spouse, take care of a baby as well as take care of a sick family member. Only employees who have been in an organization for a minimum of 12 months are eligible for the unpaid leave. The employers are also required by the law to provide health benefits to qualifying employees. Violation of this regulation has financial implications for the employer. The Family Medical Leave Act was enacted in 193. The Wage-Hour Divisions is responsible for administering this federal law.

The Fair Labor Standards Act

It was legislated in 1938, with a wide range of provisions under this law. Some of them include the establishment of a minimum wage for all employees, employment of minors as well as overtime pay for workers who work for extra hours beyond those stipulated in terms of the contract (40 Hours in a week). The regulations are applicable in the government sector and the private sector. Employees that are non-exempt are entitled to a minimum wage of $ 7.25. If overtime pay is earned it must be at one and half time the normal wage per hour. According to the Department of Labor, violations to these provisions can attract up to $10,000 as well as attract criminal sentences. The regulation is also applicable in interstate commerce and concerning this; it forbids shipment of good produce in circumstances that violate its provisions (Department of Labor).

Conclusion

Although there are many restrictions that these federal laws place on the employers, it is pertinent not to underestimate their benefits. Companies that adhere to these regulations benefit from high levels of customer loyalty hence high returns on investment. Besides, complying with these regulations limits the chances of lawsuits that destroy the image and reputation of a firm. Moreover, adherence to these federal laws ensures diversity in the workforce.

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