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Ten Federal Laws that HR Departments and Employees Must Know

Federal Laws Human Resources

Federal laws significantly impact HR departments in many ways. HR departments are responsible for ensuring compliance with federal laws and regulations that govern the employment relationship between employers and employees.

HR departments must be familiar with and understand federal laws related to employment practices, workplace safety, compensation, employee benefits, and labor relations. These laws set out requirements and standards that employers must meet in their day-to-day operations and interactions with employees.

The Importance of HR Employee Training

Legal training is crucial for HR departments to ensure compliance with federal and state laws and regulations related to employment. It is essential that HR professionals have a strong understanding of the legal framework that governs the employment relationship, as well as the potential legal risks and liabilities that may arise from non-compliance.

Here are some key reasons why legal training is important for HR departments:

Compliance: Legal training can help HR professionals understand the legal requirements and obligations that apply to their organization, including employment discrimination, harassment, wage and hour laws, employee benefits, and more. This knowledge can help ensure that the organization is in compliance with all applicable laws and regulations.

Risk Management: HR professionals are responsible for managing risks related to employment practices, and legal training can help them identify and mitigate potential legal risks, such as discrimination or wrongful termination claims.

Employee Relations: HR departments work closely with employees and must navigate complex legal issues related to employment, such as disability accommodations, leave management, and workplace safety. Legal training can help HR professionals communicate effectively with employees and resolve issues in a way that is legally compliant and respectful of employee rights.

Litigation Support: In the event of litigation or an employment-related claim, HR departments may be called upon to provide support to legal counsel. Legal training can help HR professionals understand the legal process, gather relevant information, and support the organization's legal defense.

Ten Federal Laws for HR Departments and Employees to Understand

  1. Title VII of the Civil Rights Act of 1964: Prohibits employment discrimination based on race, color, religion, sex, or national origin.

  2. Americans with Disabilities Act (ADA): Prohibits discrimination against qualified individuals with disabilities in employment and requires employers to make reasonable accommodations for them.

  3. Age Discrimination in Employment Act (ADEA): Prohibits employment discrimination against individuals aged 40 or older.

  4. Fair Labor Standards Act (FLSA): Establishes minimum wage, overtime pay, recordkeeping, and child labor standards affecting full-time and part-time workers in the private sector and in federal, state, and local governments.

  5. Family and Medical Leave Act (FMLA): Requires covered employers to provide eligible employees with up to 12 weeks of unpaid, job-protected leave per year for certain family and medical reasons.

  6. Occupational Safety and Health Act (OSHA): Requires employers to provide a safe and healthy workplace for employees.

  7. Employee Retirement Income Security Act (ERISA): Sets minimum standards for employee benefit plans, such as pension plans, health insurance, and other employee welfare benefit plans.

  8. Uniformed Services Employment and Reemployment Rights Act (USERRA): Provides job protection and other employment rights to members of the military, including reservists and National Guard members.

  9. Immigration Reform and Control Act (IRCA): Requires employers to verify the identity and work eligibility of their employees and prohibits employment of unauthorized workers.

  10. National Labor Relations Act (NLRA): Protects employees' rights to unionize, engage in collective bargaining, and participate in other concerted activities for the purpose of collective bargaining or other mutual aid or protection.

About LMS Portals

At LMS Portals, we provide our clients and partners with a SaaS-based, multi-tenant learning management system that allows you to launch a dedicated training environment (a portal) for each of your unique audiences.

We work with HR departments and executives to provide the technology, content, and services you need to run comprehensive and ongoing training programs covering all aspects of corporate training and employee development.

Contact us today to get started or visit our Partner Program pages

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