Understanding Employment Laws

 

With more than 400 federal laws regulating employment and a large number of similar state laws, the job of supervising people and avoiding legal problems can seem overwhelming. However, becoming aware of the major laws and the most common problems to avoid will help you feel more confident about what you should do. Here are the major federal laws and a brief explanation of each:

 

 

 

The Fair Labor Standards Act of 1938:  Requires employers to pay at least the hourly minimum wage plus overtime to hourly workers who work more than 40 hours per week.

Civil Rights Act of 1964, Title VII:  Prohibits discrimination on the basis of race, sex, or religion. Resulted in the creation of the Equal Employment Opportunity Commission (EEOC).

 

Occupational Safety and Health Act of 1970:  Requires safety standards for the workplace. Prohibits the termination of employees who complain about unsafe working conditions.

 

Pregnancy Discrimination Act of 1978:  Prohibits discrimination on the basis of pregnancy or childbirth.

 
Age Discrimination in Employment Act, amended 1978: Prohibits discrimination against persons age 40 and over.

 

Americans with Disabilities Act of 1990: Prohibits discrimination against persons with disabilities.
Civil Rights Act of 1991: Allows former employees who win discrimination lawsuits to receive punitive damages and damages for emotional distress in addition to back pay and attorneys' fees.
Family and Medical Leave Act of 1993: Provides covered employees up to 12 weeks of unpaid, job-protected leave for certain family and medical reasons.

 

 

To learn more about these and other federal and state employment laws, visit the following websites:

 

U. S. Department of Labor: http://www.dol.gov/

 

Missouri Department of Labor & Industrial Relations: http://www.dolir.mo.gov/index.asp

 

 

 
DISCLAIMER: The information contained in this web tool is not intended to supercede or override any provisions of Southeast Missouri State University policies and/or the collective bargaining agreement applicable to your employment. In the event of any conflict or inconsistency between the contents of this orientation and the provisions of the applicable policies and/collective bargaining agreement, the policy and bargaining agreement shall apply.