Understanding Employment Laws to Protect Your Business

September 20, 2018

Protect Your Business from Employment-Related Claims

Various laws are in place to protect the rights of your current and prospective employees. While employment practices liability insurance (EPLI) is a smart investment for most companies, it is still important to understand and carefully follow the employment laws already in place.

  • Title VII of the Civil Rights Act of 1964
    Prohibits discrimination on the basis of race, color, religion, national origin and sex as well as sex discrimination on the basis of pregnancy and sexual harassment.
  • The Equal Pay Act of 1963
    Prohibits employers from paying different wages to men and women who perform the same work under similar working conditions.
  • The Civil Rights Act of 1996
    Prohibits discrimination on the basis of race or ethnic origin.
  • The Immigration Reform and Control Act of 1986
    Prohibits discrimination on the basis of national origin or citizenship of persons authorized to work in the United States.
  • The Americans with Disabilities Act of 1990
    Prohibits discrimination against persons with disabilities and requires employers to provide reasonable accommodations to employees with disabilities. Both mental and physical medical conditions are included, and a condition does not need to be severe or permanent to qualify as a disability.
  • The Bankruptcy Code
    Prohibits discrimination against anyone who has declared bankruptcy.
  • Equal Employment Opportunity Act of 1792
    Prohibits discrimination against minorities based on poor credit ratings.
  • The Age Discrimination in Employment Act of 1967
    Prohibits discrimination against anyone who is 40 years of age or older.
  • Family Medical Leave Act of 1993
    Requires employers to provide employees with job-protected and unpaid leave for qualified medical and family reasons. These can include pregnancy, foster care placement of a child, adoption, personal or family illness, or family military leave.
  • The Genetic Information Nondiscrimination Act of 2008
    Prohibits employers from using genetic information of current or prospective employees when making employment decisions such as hiring, firing, or promoting.

Learn more about laws enforced by the Equal Employment Opportunity Commission (EEOC)¬†as well as California’s legal framework regarding discrimination laws.