Laws

• Davis-Bacon Act – requires pay scales to be based on "prevailing wages." It is enforced by the US Dept. of Labor and applies to companies with government construction contracts in excess of $2,000.
• Walsh-Healy Public Contracts Act – requires payment of minimum wages and overtime pay. It is enforced by the US Dept. of Labor and applies to companies with government contracts to provide products and goods to federal agencies.
• McNamara-O'Hara Service Contract Act – requires pay scales to be based on "prevailing wages." It is enforced by the US Dept. of Labor and applies to companies with government services contracts.
• National Labor Relations Act – enacted with the intention of creating a better environment for collective bargaining. It is enforced by the National Labor Relations Board and applies to all employers involved in interstate commerce (except airlines, railroads, agriculture, and government).
• Sherman Antitrust Act – enacted with the intention of preserving a competitive business environment, i.e. to remove monopolies. It is enforced by the US Dept. of Labor and applies to all employers engaged in interstate commerce.
• Fair Labor Standards Act – enacted with the intention of establishing a minimum wage rate and protecting youth workers as well as establishing overtime pay requirements. It is enforced by the US Dept. of Labor – Wage & Hour Division, and applies to all employers engaged in interstate or foreign commerce.
• Equal Pay Act – prohibits the practice of different pay rates for men and women performing the same job. It is enforced by the Equal Employment Opportunity Commission and applies to all employers engaged in interstate or foreign commerce.
• Title VII of the Civil Rights Act of 1964 – widely recognized as the most comprehensive federal statute regulating employment discrimination, it protects employees and job applicants from discrimination based on race, color, religion, sex, and national origin. It is enforced by the Equal Employment Opportunity Commission and applies to all employers with 15 or more employees.
• Age Discrimination in Employment Act – prohibits the denial of an employment opportunity to an employee who is 40 or more years of age. It is enforced by the Equal Employment Opportunity Commission and applies to all employers with 20 or more employees.
• Vocational Rehabilitation Act – prohibits discrimination against physically or mentally disabled individuals. It is enforced by the Office of Federal Contract Compliance Programs and applies to employers with federal contracts in excess of $10,000.
• Americans with Disabilities Act – prohibits discrimination against physically or mentally disabled individuals. It is enforced by the Equal Employment Opportunity Commission and applies to all employers with 15 or more employees.
• Uniformed Services Employment & Reemployment Rights Act of 1994 – protects U.S. employees that fulfill military service and reserve responsibilities while employed as a civilian. It is enforced by the US Dept. of Labor.

While not an exhaustive list of all federal statutes, it can be an intimidating one! If you have concerns with regard to your current ability to comply with these or other workplace regulations, please give me a call.