Compliance Center » Human Resource Compliance
Age Discrimination in Employment Act
Summary:
Promotes employment of older persons based on their ability rather than age; prohibits arbitrary age discrimination in employment; and helps employers and workers find ways of meeting problems arising from the impact of age on employment.
Applicable Courses:
- Adult Financial Abuse
- Diversity in the Workplace
- Financial Institution Regulation
- Hiring Skills
- Interview Skills
Resources:
Americans with Disabilities Act
Summary:
The ADA prohibits discrimination on the basis of disability in employment, programs and services provided by state and local governments, goods and services provided by private companies, and in commercial facilities. It contains requirements for new construction, for alterations or renovations to buildings and facilities, and for improving access to existing facilities of private companies providing goods or services to the public. It also covers effective communication with people with disabilities, eligibility criteria that may restrict or prevent access, and requires reasonable modifications of policies and practices that may be discriminatory.
Applicable Courses:
- Americans with Disabilities Act
- Hiring Skills
- Interview Skills
Resources:
- ADA Informational Documents (numerous documents provided by the Rocky Mountain ADA Technical Assistance Center)
- DOJ: ADA Home Page
- EEOC: Facts about the American with Disabilities Act
- EEOC Home Page
- EEOC: Miscellaneous Questions and Answers
- EEOC: Questions and Answers for Small Employers on Employer Liability for Harassment by Supervisors
- EEOC: Questions and Answers Regarding Employment
- EEOC: Questions and Answers Regarding Public Accommodation
- EEOC: Small Employers and Reasonable Accommodation
- EEOC: Your Responsibilities as an Employer
Summary:
Title VII of the Civil Rights Act prohibits discrimination in the hiring, firing, promotion, compensation, or any other aspect of employment based on a person's race, color, religion, sex, or national origin. It made it an unlawful employment practice for a covered employer to limit, segregate, or classify their employees or applicants for employment in any way which would tend to deprive any individual of employment opportunities or otherwise adversely affect their status as an employee based on a person's race, color, religion, sex, or national origin. Harassment on the basis of sex is also covered.
Applicable Courses:
- Diversity in the Workplace
- Financial Institution Regulation
- Sexual Harassment in the Workplace
- Interview Skills
- Sexual Harassment in the Workplace for Employees
Resources:
Employee Retirement Income Security Act
Summary:
Regulates employers who offer pension or welfare benefit plans for their employees. It preempts many similar state laws and is administered by the Pension and Welfare Benefits Administration (PWBA). ERISA also established the Pension Benefit Guaranty Corporation, a federal corporation designed to guarantee basic pension benefits. Pension plans must meet a wide range of fiduciary, disclosure, and reporting requirements. Employee welfare plans must meet similar requirements. It sets standards for the funding of private pensions and governs eligibility for and the taxation of pension plan earnings and benefit payments. PWBA also administers reporting requirements for continuation of health-care provisions, required under the Comprehensive Omnibus Budget Reconciliation Act of 1985 (COBRA).
Applicable Courses:
- Financial Institution Regulation
Resources:
Summary:
Prohibits employers from discriminating on the basis of sex in the payment of wages where substantially equal work is performed under similar working conditions.
Applicable Courses:
- Financial Institution Regulation
- Hiring Skills
Resources:
Summary:
Prescribes standards for wages and overtime pay, which affect most private and public employment. It requires employers to pay covered employees the federal minimum wage and overtime of 1 1/2 times the regular wage. It prohibits certain types of work in an employee's home. It restricts the hours that children under 16 can work and forbids their employment in certain jobs deemed too dangerous.
Applicable Courses:
- Financial Institution Regulation
- Hiring Skills
Resources:
- DOL: Employee/Employer Advisor
- DOL: FLSA Exemptions
- Interstate Labor Standards Administration provides information on various labor laws
Summary:
Administered by the Wage and Hour Division of ESA, the law requires employers of 50 or more employees to give up to 12 weeks of unpaid, job-related leave to eligible employees for the birth or adoption of a child or for the serious illness of the employee or a family member. The FMLA provides an entitlement of up to 12 weeks of job-protected, unpaid leave during any 12 months for the following reasons: birth and care of the employee's child or placement for adoption or foster care of a child with the employee; to care for an immediate family member (spouse, child, parent) who has a serious health condition; or for the employee's own serious health condition.
Applicable Courses:
- Financial Institution Regulation
Resources:
Occupation Safety and Health Act
Summary:
Administered by the Occupational Safety and Health Administration (OSHA). Requires employers to identify and eliminate unhealthy or hazardous conditions and requires employees to comply with all rules and regulations that apply to their own workplace conduct. Covered employers are required to maintain safe and healthful work environments in keeping with requirements of the law.
Applicable Courses:
- Financial Institution Regulation
- Office Safety
Resources:
- CDC: National Institute for Occupational Safety and Health
- Centers for Disease Control. "Office Safety Manual."
- National Oceanic and Atmospheric Administration
- OSHA: Employee Workplace Rights
- OSHA: OSH Act, OSHA Standards, Inspections, Citations and Penalties
- OSHA: Handbook for Small Businesses (pdf)
- OSHA: Compliance
- Yale University. A Guide for the Safe Use of a Video Display Terminal (pdf)