Hiring, Wage, & Employee Relations Information in Roswell, GA
Stellaris Group in Roswell, GA, specializes in providing human resources services to many industries such as manufacturing, plumbing and HVAC, construction, electricians, cabling, technology, assisted living, preschools, CPA firms, hospitality, landscaping, pharmaceuticals, restaurants, transportation, and government contractors, to name a few. One of our main focuses is on ensuring legal compliance in areas ranging from retirement and compensation to employee relations and termination processes. Let us break down federal employment laws by the number of employees you have.
1 to 10 Employees
11 to 14 Employees
15 to 19 Employees
20 to 40 Employees
Consumer Credit Protection Act - Wages
Establishes a limit on the maximum wages that can be deducted from an employee check to satisfy a garnishment.
Employee Polygraph Protection Act - Hiring
Prohibits employers from requiring pre-employment polygraph (lie detector) tests.
ERISA (Employee Retirement Income Security Act) - Benefits
Establishes rules and standards for administering employee benefit / welfare plans.
Equal Pay Act - Wages
Prohibits wage discrimination. Requires equal pay for equal work.
FLSA (Fair Labor Standards Act) - Wages
Defines employment status as exempt from overtime, or non-exempt, addresses the differences between employees and independent contractors, as well as rules for minimum wage and overtime payments.
FICA (Federal Insurance Contributions Act) - Wages
A federal payroll tax that provides benefits to retirees, the disabled, and the children of deceased workers. Both employees and employers contribute to FICA, which funds Social Security and Medicare.
IRCA (Immigration Reform and Control Act) - Hiring
Requires employers to require new employees to complete an I-9 form and provide specific documents that verify their identity and eligibility to work in the United States.
NLRA(National Labor Relations Act) - Employee Relations
Protects employees by prohibiting unfair labor practices. Addresses rights to employee representation and unionization issues.
Taft-Hartley Act - Employee Relations
Protects management rights by prohibiting certain unfair labor practices by unions.
Uniform Guidelines of Employee Selection - Hiring
Mandates that pre-employment policies and practices, including pre-employment testing, be job-related. Practices cannot have an adverse impact (negative impact, whether intentional or not) based on factors such as race, gender, or ethnicity.
USERRA (Uniformed Services Employment and Re-Employment Rights Act - Discrimination
Prohibits discrimination based on current, past, or pending military service. Requires reemployment upon return from duty.
1 to 10 Employees, plus:
OSHA (Occupational Safety and Health Act) - Safety
Establishes federal health.
1 to 14 Employees, plus:
ADA (American with Disabilities Act) - Discrimination
Prohibits discrimination based on disability, history of disability, or a perceived disability. Requires an employee to provide reasonable accommodation by the employee, provided the accommodation does not provide an undue hardship.
Pregnancy Discrimination Act - Discrimination
Protects pregnant employees from being forced to resign or take a leave of absence.
Title VII of the Civil Rights Act - Discrimination
Prohibits the discrimination in all terms and conditions of employment (including pay and benefits) on the basis of race, religion, ethnic group, sex, national origin, or disability.
1 to 19 Employees, plus:
ADEA (Age Discrimination in Employment Act) - Discrimination
Prohibits discrimination against persons 40 years or older. Also prohibits mandatory retirement policies in most occupations.
COBRA (Consolidated Omnibus Budget Reconciliation Act) - Benefits
Requires employers to allow former employees and their dependents to extend health insurance coverage at group rates for 18 to 36 months. COBRA has been amended to be subsidized by the federal government for up to 9 months in certain circumstances.
1 to 49 Employees, plus:
FMLA (Family and Medical Leave Act) - Leaves of Absence
Requires employers to provide qualifying employees (having worked 12 months or 1,250 hours in the previous year) with up to 12 weeks leave during any 12 month period for the employee’s serious health condition, the serious health condition of a spouse, child or parent, and for the birth or adoption of a child. The FMLA regulations were expanded to cover leave required to care for an injured family member serving in the military or with a “qualifying exigency”.
Copeland Act - Federal Contractors
Precludes federal contractors from inducing an employee to give up any part of compensation they are entitled (anti-kickback).
Davis Bacon Act Federal - Contractors
Requires paying the local prevailing wages
Drug-Free Workplace Act - Federal Contractors
Requires federal contractors to have written drug-use policies and follow certain procedures to certify they maintain a drug-free workplace.
EEO-1 Report - Federal Contractors
Requires employers to provide a listing of the number of employees in defined EEO job categories by race and gender.
Executive Orders 11246, 11375, 11478 - Federal Contractors
Prohibits discrimination on the basis of race, color, religion, sex, or national origin and requires an Affirmative Action Plan to establish goals and plans to address underrepresented groups.
Vietnam Veterans Adjustment Act - Federal Contractors
Requires federal contractors to take affirmative action to hire and promote Vietnam-era veterans. Requires posting of job opportunities with local employment services.
Vocational Rehabilitation Act - Federal Contractors
Prohibits discrimination and requires affirmative action to employ and advance people with physical or mental disabilities.
1 to 98 Employees, plus:
EEO-1 Report - Reporting
Requires employers to provide a listing of the number of employees in defined EEO job categories by race and gender (do not have to be a federal contractor).
WARN Workers Adjustment and Retraining Notice - Employment
Requires employers to provide notice of a plant closing or significant layoff.
Get in Touch With Us Today!
When you’re ready to solidify your corporate structure, get our human resources team on your payroll. State laws sometimes include additional or different requirements for employment. When state and federal laws conflict, the employer should comply with the law that is most beneficial to the employee. Give us a call today to learn more about legal and governmental compliance.