Federal Employment Anti-Discrimination Laws

As part of our employment and labor law discussion, we discussed employment verification federal regulations in our last post. Today, we are discussing the federal employment anti-discrimination laws as they apply to small businesses.

Specifically, how small business owners may have certain legal responsibilities under the federal employment anti-discrimination laws.

If you are a small business owner and are wondering whether these laws apply to your small business, the answer depends on the amount of employees you currently have. If you currently employ:

• at least one employee, then the federal law that requires employers to provide equal pay for equal work to female and male employees applies to your business; or

• 15 or more employees, then the federal law that requires employers to provide equal pay for equal work to female and male employees applies to your business as well as the federal laws that prohibit discrimination based on color, disability, genetic information, national origin, race, etc.

In addition to federal laws, certain local or state employment anti-discrimination laws may apply to your business. Information about these local or state employment anti-discrimination laws may be found on local or state government websites.

Now that we have discussed how to determine if and which federal employment anti-discrimination laws apply to you as a small business owner and employer, tomorrow's episode will focus on your legal responsibilities under the federal employment anti-discrimination laws that apply to your business.

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*This blog post should not be construed as legal advice on any specific facts or circumstances. The contents are intended for general information purposes only.