Legal Environment of Human Resource Management

*Fair Labor Standards Act (1938)
established a minimum wage and an overtime pay rate for employees working more than 40 hours per week
*Equal Pay Act (1963)
specifies that mean and women who do equal jobs must be paid the same wage
*Title VII of the Civil Rights Act (1964)
prohibits discrimination in employment practices based on sex, race, color, religion, or national origin
*Age Discrimination in Employment Act (1967-1986)
prohibits personnel practices that discriminate against people aged 40 and older. 1986 amendment eliminated mandatory retirement age
*Americans with Disabilities Act
prohibits discrimination against qualified individuals with disabilities in all employment practices, including job application procedures, hiring, firing, advancing, compensation, training, and other terms, conditions, and privileges of employment
*Family and Medical Leave Act (1993)
requires and organization with 50 or more employees to provide up to 12 weeks of leave without pay on the birth/adoption of an employee’s child or if they or their spouse, child, or parent is seriously ill
*Affordable Care Act/Obamacare (2010)
requires an organization with 50 or more employees to make health insurance available to employees or pay an assesment and gives employees the right to buy health insurance from another provider if an organization’s health insurance is too expensive
Civil Rights Act (1991)
empowers employees to sue employers for sexual discrimination and collect punitive damages
Worker Adjustment and Retraining Notification Act (1988)
requires employers to give employees 60 days notice regarding plant closure or layoff of 50 or more employees
Employment Retirement Income Security Act (1974)
regulates company retirement programs and provides a federal insurance program for retirement plans that go bankrupt
Occupational Safety and Health Act (1970)
regulates the degree to which employees can be exposed to hazardous substances and specifies the safety equipment that the employee must provide
Labor-Management Relations Act (1974)
provides a balance between union power and management power (Taft-Harley Act)
National Labor Relations Act
established a collective-bargaining process in labor-management relations and the National Labor Relations Board