Once an employer has hired an employee, the employers must make certain that the workplace environment is sound. The employees must be appropriately compensated for the hours that they work and the overtime that they are owed. They must be given proper breaks and leave, and the workplace environment must be devoid of discrimination and harassment.

Before firing an employee, employers must make certain that they know the state’s laws to decide whether or not termination grounds are necessary. They must make certain that they have correctly documented any disciplinary that they take against an employee. Employers might want to carefully draft their termination procedures in manuals that they provide to all of their employees.

Relevant employment laws

While each state may have its own employment laws, there are some applicable federal laws that apply in all states. Such laws as Title VII of the Civil Rights Act of 1964, the Americans with Disabilities Act, the Age Discrimination in Employment Act and the Equal Pay Act apply to employers that have a minimum number of employees in every state. These anti-discrimination laws mandate covered employers to avoid discriminating against applicants and employees that fall within certain categories.

In addition to anti-discrimination laws, there are also laws that mandate the provision of specific benefits to employees. Employers must adhere to certain requirements under the Employee Retirement Income Security Act when they offer benefit plans. The Family and Medical Leave Act covers certain employers and mandates that eligible employees are given leave to address their urgent medical problems, including the serious health conditions that are suffered by their family members.

Employment laws are complex, and business owners may want to get help from employment lawyers to make certain that they follow all of the laws. Contact the attorneys at Swartz Swidler to schedule a consultation so that you can learn more about the requirements that you have.