If you run a small business, you should know about employment laws. These laws are designed to protect workers from unfair treatment and discrimination.

For example, under the Equal Employment Opportunity Act, small businesses are not allowed to discriminate against an Employee based on their race or gender.

In addition, the Civil Rights Act of 1964 prohibits employers from denying reasonable accommodations to employees with disabilities. If you feel that your employees are being treated unfairly, you can file a complaint with the EEOC.

Employers with 10 or more workers must comply with anti-discrimination laws

Anti-discrimination laws require employers to adhere to certain rules and guidelines. They must not discriminate on the basis of race, religion, sex, national origin, age, or physical or sensory disability. In addition, employers cannot advertise or conduct business in a manner that would be considered biased.

Discrimination on the basis of protected classes is prohibited by federal law. Among them are age, sex, gender, national origin, ancestry, and disability. Moreover, these laws prohibit discrimination in compensation, fringe benefits, and overtime pay. Discrimination is one of the most common lawsuits an employer faces and often times the employer does not even realize their actions are discriminatory, it is important to consult with a knowledgeable employment lawyer like Levitt LLP who can provide expert advice.

Employers with 20 or more workers must comply with COBRA

Employers with 20 or more full-time employees are required by law to provide COBRA health insurance coverage to their employees. This coverage can be used by employees and their dependents who lose their group health plans due to various reasons.

COBRA is a federal law, but individual states may have similar laws that employers must follow.

There are many complicated issues involved with COBRA, and mistakes can be costly. If your company does not meet the standards required by law, you could be paying hundreds of dollars for each day your employees go without health insurance. You may want to consider using a third party to manage your COBRA administration.

Employers with 50 or more workers must comply with FMLA

An employer that employs 50 or more employees must comply with the FMLA laws. However, FMLA coverage does not kick in immediately. For an employer to be eligible, it must employ at least 50 workers during the previous calendar year or at least 20 work weeks in the current calendar year.

This count does not have to be consecutive; it must occur within seven years of the employee’s first day of employment.

FMLA is a law that covers private companies and public sector organizations that have 50 or more employees. It gives workers with a disability or other serious health conditions rights when they work for an employer with a 50-plus employee count.

Workers may also have rights under the ADA even if they have used up their FMLA leave. Such rights include accommodation and additional leave.

Employers with more than 100 workers must submit an annual report to the EEOC

Every year, employers with more than 100 employees must submit an EEO-1 report to the EEOC. This report includes information about the race, ethnicity, gender, and job category of each employee. The report is due by September 30. Some employers may have to file more than one report.

Previously, employers were not required to submit an EEO-1 report. Now, however, many states are requiring employers with more than 100 workers to submit one. In California, for instance, employers have to report pay information by job category, sex, and race.

Employment laws are a complex and ever-evolving area of the law. They are designed to protect employees from discrimination and unfair treatment and to ensure that they receive fair pay and benefits. However, employment laws can also be confusing and difficult to navigate.