Corporations must navigate employment law to maintain compliance and facilitate a fair workplace. This blog delves into the legal intricacies of hiring, managing, and terminating employees, workplace discrimination laws, and complying with labor regulations in employee benefits, providing valuable insights to help your business stay on the right side of the law.
Hiring, managing, and terminating employees are critical processes governed by employment laws to ensure fairness and legality.
Hiring: Corporations must adhere to anti-discrimination laws, including the Civil Rights Act, ADA, and ADEA although these laws have specific employee threshold levels. Best practices include developing clear job descriptions, conducting structured interviews, and maintaining consistent selection criteria to avoid biased decisions.
Managing: Corporations must manage employees in compliance with labor laws such as the Fair Labor Standards Act (FLSA). They should implement transparent performance management systems, maintain accurate records, and promote open communication channels. Regular training on workplace policies and anti-discrimination measures can prevent legal issues.
Terminating: Terminations must be handled with care to avoid wrongful dismissal claims. Providing documented reasons for termination, following a formal process, and offering severance agreements are steps that can be taken when applicable. Familiarizing yourself with applicable Federal and state-specific laws is important because they may affect termination procedures. Adhering to these guidelines and requirements helps protect both the organization and its employees.
Employment discrimination laws protect workers from unfair treatment based on race, color, religion, sex, national origin, age, disability, and other protected characteristics. Essential laws include Title VII of the Civil Rights Act, the Americans with Disabilities Act (ADA), and the Age Discrimination in Employment Act (ADEA). These laws prohibit discriminatory practices in hiring, promotion, job assignment, termination, and other employment conditions.
5 Strategies for Preventing Workplace Discrimination and Harassment:
Employee benefits and compensation packages must align with labor regulations to ensure legal compliance and attract top talent. Compliance with the Fair Labor Standards Act (FLSA) covers minimum wage, overtime pay, and recordkeeping. Corporations should also adhere to the Family and Medical Leave Act (FMLA), which mandates unpaid, job-protected leave for qualified medical and family reasons if they meet the applicable employee threshold.
Benefits such as health insurance, retirement plans, and paid time off should meet standards set by laws like the Employee Retirement Income Security Act (ERISA). Regular reviews and updates of compensation packages help maintain compliance and support employee well-being and satisfaction.
If you need help with employee matters or drafting a compliance program, the attorneys at Bingaman Hess are here to assist you. Our corporate law attorneys provide comprehensive corporate compliance services to meet the needs of businesses throughout Pennsylvania.
Oops, there was an error sending your message.
Please try again later!
610.374.8377
2601 N. Front Street
Suite 206
Harrisburg, PA 17110
610.374.8377
12-14 West Northampton Street,
Suite 7
Wilkes-Barre, PA 18701
We have been providing exceptional service, advice, and representation to clients for more than 60 years.
Serving Berks, Lehigh, Northampton, Bucks, Montgomery, Philadelphia, Chester, Delaware, Lancaster, Lebanon, Dauphin, Schuylkill, York, Carbon, Luzerne, Monroe, Columbia and Northumberland counties
The Bingaman Hess web site is intended to provide information (not advice) about the firm, its lawyers and new legal developments. Visitors to this web site should not act upon this information without consulting with legal counsel. Transmission and receipt of materials provided by Bingaman Hess's web site is not intended to and does not create an attorney-client relationship. Please be further advised that the act of sending e-mail to an attorney at Bingaman Hess will not create an attorney-client relationship. If you are not currently a client of Bingaman Hess your e-mail will not be privileged and may be disclosed to other persons. This web site is not intended to be advertising and Bingaman Hess does not wish to represent anyone desiring representation based upon viewing this web site in a state where this web site fails to comply with all laws and ethical rules of that state. This web site is meant to be informational only, consistent with our profession's obligation to help inform not only our clients but to cultivate knowledge of the law in the public in general.
Bingaman Hess Attorneys at Law, All Rights Reserved