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Federal Legal Issues in HRM

There are variations by state and jurisdiction, there are a number offederal laws that are relevant to all areas of the United States.

  • Social Security Act (1935): a federal safety net for elderly, unemployed and disadvantaged Americans. The main stipulation of the original Social Security Act was to pay financial benefits to retirees over age 65 based on lifetime payroll tax contributions.

  • Fair Labor Standards Act (1938): Sets the federal minimum wage (periodically raised by Congress), restricts child labor, sets overtime pay.

  • National Labor Relations Act (1935): Also known as the Wagner Act. Gives workers the right to unionize and prohibits employer unfair labor practices.

  • Equal Pay Act (1963): Eliminates pay differentials based on gender. Signed into law by John F. Kennedy with the aim of eliminating the practice of paying women lower wages for the same job based on their gender. 

  • Civil Rights Act (1964): Prohibits employment discrimination based on race, color, religion, gender, or national origin.

  • Age Discrimination Act (1967): Prohibits age discrimination against those over 40 years of age.

  • Occupational Safety and Health Act (1970): The safety and health act protects worker health and safety, and provides a hazard-free workplace.

  • Americans with Disabilities Act (1990): Prohibits employment discrimination based on mental or physical disabilities.

  • Family and Medical Leave Act (1993): Requires employers to provide unpaid leave for childbirth, adoption, or illness.

  • Retirement Income Security Act (1974): Sets minimum standards for most voluntarily established retirement and health plans in private industry to provide protection for individuals

As an Advisor HR Client you have a dedicated team to guide you through todays compliance issues.  

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