Posted by on 04/10/2018

Employment Guide for Small Businesses: Important Labor Laws to Know

Employment Guide for Small Businesses: Important Labor Laws to Know

The innumerable state and federal labor laws that govern every business are complicated. Understanding the facets of labor is a bit confusing. This is true for all types of business owners, whether for small business owners, new business owners or an employer who hadn’t had the time to review employment regulations for quite some time.

Discrimination, overtime pay, sexual harassment, family leave, and sick leave among others – those are only a few issues under the federal and state labor laws. Compliance with these laws is strictly implemented by the government. One way to comply is through federal labor posters.

Do you understand enough to ensure that your employment policies are in check? Do you have enough knowledge to comply with these laws to keep a legal hiring method? Here are some of the important employment labor laws you should know about:

1. National Labor Relations Act (NLRA)

Some employers may not know but they are also subject to the guidelines of The National Labor Relations Act even if they do not have any unionized staffs or employees. The reason for that is because this law protects more employees whether they are members of a union or not.

This law was created by the Congress in 1935 as a protection for the rights of employers and its employees, to promote collective bargaining, and to reduce certain private sector management and labor practices. These practices may cause prejudice to the welfare of labor workers, businesses, and the entire U.S. economy.

NLRA is sanctioned by the National Labor Relations Board for those employers who have one or more workers. Airlines, agriculture, government, and railroads are the industries exempted from the NLRA guidelines.

Labor Law Compliance Center provides labor law posters for those businesses required to follow NLRA regulations.

2. Family and Medical Leave Act (FMLA)

Considered as one of the most complicated labor law, FMLA is often misunderstood. This type of federal labor law mandates employers to allow an eligible worker up to 12 workweeks of leave with no pay without any risk of losing his/her job. FMLA also guarantees these employees on leave are still entitled to the same benefits they get when they are working. This unpaid leave should during any 12-month work duration due to one or more of the various reasons such as:

The birth and/or subsequent care of a newborn child

Placement and/or subsequent care with the eligible employee of a daughter or son for foster care or adoption

Care of an immediate family member (child, parent, or spouse) suffering from a severe medical condition

Medical leave privilege for an employee with a severe medical condition

FMLA also covers a unique “qualifying exigency” that emanates out of the situation that the employee’s child, parent, or spouse is on active service or has been called to active service by the National Guard or Reserve for contingency operation support.

FMLA does not cover all employees. To be eligible, an employee must be actively working for a covered employer. Any businesses who meet the minimum requirements are subject to this act. This includes all public sectors (Federal, State, and local employers), and government schools. Private sectors that have employees of 50 or more working for the last 20 work weeks during the previous year or this year must comply with the FMLA.

Labor Law Compliance Center’s employer labor law posters include all the information a business needs to know regarding the FMLA. Every poster we provide has FMLA guidelines to ensure that your business is compliant and avoid any penalties that may happen.

3. Age Discrimination in Employment Act

Age discrimination occurs in the workplace. This happens when an employee or a job candidate is given less favorable conditions because of their age.

Labor Law Compliance Center provides labor law posters that detail everything about the ADEA regulations.

ADEA was created to safeguard workers who are 40 years and older from age discrimination that relates to workplace conditions, privileges, and terms of employment. This law applies to workplaces that have 20 or more employees. Labor organizations, state and local government agencies, the federal government, and employment agencies are all required to comply with ADEA.

Only on a rare occasion when an employee’s age is a “bona fide occupational qualification” or referred to as BFQQ, should the employer take into consideration an employee’s age when hiring or promoting. This occurs mostly because of security reason, such as in the airline industry.


For every business owner or manager, understanding these laws is important. What is more crucial is that every employee should be made aware of these laws. If your business is not compliant, there are consequences.

Having comprehensive and updated federal labor posters ensures your employee’s protection as well as yours. Contact Labor Law Compliance Center for detailed information to know how you can ensure your business complies with these laws and avoid risks of penalties.

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