NFIB Guide to Federal Employment Law · WHAT’S INSIDE NFIB GUIDE TO FEDERAL EMPLOYMENT LAW Fair Labor Standards Act (FLSA) Equal Pay Act (amendment to FLSA) Interviewing Don’ts

WH

AT’

S IN

SIDE

NFIB GUIDE TO FEDERAL EMPLOYMENT LAW

FairLaborStandardsAct(FLSA)

EqualPayAct(amendmenttoFLSA)

InterviewingDon’ts

TitleVIIoftheCivilRightsActof1964(TitleVII)»SexualHarassment(TitleVII)

»PregnancyDiscriminationActof1978(PDA)

»AgeDiscriminationinEmploymentAct(ADEA)

»GeneticInformationNondiscriminationActof2008(GINA)

AmericanswithDisabilitiesAct(ADA)

ImmigrationReformandControlAct(IRCA)(I-9)

FamilyandMedicalLeaveActof1993(FMLA)

OccupationalSafetyandHealthAct(OSHAct)

1.

2.

3.

4.

5.

6.

7.

8.

$12.95

SEPTEMBER2010

WhatYouNeedtoKnowAbout

EmploymentLaw

DEVELOPED BY

Small BusinessLegal Center

DearNFIBMember:

Asasmallbusinessowner,youworkhardeverydayatyourdreamofrunningasuccessful

enterprise.Yetbeingasmallbusinessownermeansspendingcountlesshoursgoingoverevery

detailtomakesureyourbusinessisincompliancewithfederalandstatelaws.

Tohelpmakecompliancealittleeasier,wearepleasedtoprovideyouwiththisNFIB Guide to

Federal Employment Law.

Thisbookwillgiveyouthebasicsofemploymentlawsthatyouwillmostlikelyencounterat

yourbusiness,suchastheFairLaborStandardsAct,theOccupationalSafetyandHealthAct,

andseveralanti-discriminationlaws.

DevelopedbytheNFIBSmallBusinessLegalCenter,theNFIB Guide to Federal Employment

Lawwaswrittentobeyourfirststoptolearnwhichfederalemploymentlawsapplytoyour

businessandwhatyourbusinessmustdotocomply.TheNFIBSmallBusinessLegalCenter

isthevoiceforsmallbusinessinthenation’scourtsandthelegalresourceforsmallbusiness

ownersnationwide.

ThisguideisjustoneofthemanycomplianceguidesdevelopedbyourLegalCentertomake

yourjobjustalittlebiteasier.Tofindoutaboutalloftheguidesavailableinthisseries,call

1-800-NFIB-NOWorvisitwww.NFIB.com/legal.

Sincerely,

DanDanner

NFIBPresident

www.NFIB.com | NFIB GuIde to Federal employmeNt law 1

one

seven

six

five

four

three

ABOUT NFIB GUIDE TO FEDERAL EMPLOYMENT LAWTheNFIBSmallBusinessLegalCenterispleasedtoprovideyou

withthisFederalEmploymentLawHandbookforIndependent

Businesswhichdescribesvariousfederallawsthatregulateyour

businessandyourrelationshipwithyouremployees.

Ifyouwouldliketoknowmoreaboutanyoftheenclosedinfor-

mationyoushouldcontactanattorneylicensedtopracticelawin

yourstate.Ifyouwouldlikeassistancefindinganattorney,visitthe

American Bar Association Lawyer Referral Serviceatwww.abanet.

org/referral/home.htmlorcontact(800)285-2221foryourstate

orcountybarassociation.

Theinformationcontainedinthishandbookhasbeencompiledas

ahelpfulguideforindependentbusinesses.Thishandbookshould

notbeconsideredalegalresource.Whilewehaveattemptedto

provideaccurateandcompleteinformation,theauthorsandpub-

lishersofthishandbookcannotberesponsibleforanyerrorsor

omissionsinitscontents.Note: This handbook is provided with the understanding that neither the authors nor the publisher are engaged in rendering legal or professional advice.

ABOUT NFIBTheNationalFederationofIndependentBusinessisthenation’s

leadingsmallbusinessassociation,representingit’smembers

inWashington,D.C.,andall50statecapitals.NFIB’spowerful

networkofgrassrootsactivistssendtheirviewsdirectlytostate

andfederallawmakersthroughouruniquemember-onlyballot,

thusplayingacriticalroleinsupportingAmerica’sfreeenterprise

system.

ABOUT NFIB SMALL BUSINESS LEGAL CENTERThe NFIB SMALL BUSINESS LEGAL CENTER is a 501 (c)

(3),non-profitpublicinterestlawfirmdedicatedtotheprin-

ciplesofjusticeandequityforsmallbusiness.TheLegalCenter

protects the rights of America’s small business owners by

providingguidanceonlegalissuesandbyensuringthatthevoice

ofsmallbusinessisheardinthenation’scourts.Formorein-

formationontheLegalCenter’scourtroomactivityorhowto

supportthisworthycause,pleasecall(800)552-6342orvisit

www.nfiblegal.com.

CONTENTSone

two

FairLaborStandardsAct(FLSA)....................................................................2

InterviewingDon’ts...............................3

FamilyandMedicalLeaveActof1993(FMLA)............................................9

AmericanswithDisabilitiesAct(ADA)..........................................................7

ImmigrationReformandControlAct(IRCA)(I-9).....................8

EqualPayAct(amendmenttoFLSA)................................3

eight OccupationalSafetyandHealthAct(OSHAct)..........................10

TitleVIIoftheCivilRightsActof1964(TitleVII)............................4»SexualHarassment(TitleVII)

»PregnancyDiscriminationActof1978(PDA)

»AgeDiscriminationinEmploymentAct(ADEA)

»GeneticInformationNondiscriminationActof2008(GINA)

2 NFIB GuIde to Federal employmeNt law | www.NFIB.com

one

ApplicationTheFLSAappliestoallemployers.

MinimumWageTheFederalminimumwageis$7.25perhour.

Variationsofthisrateare:

• thehigherrateiffederalandstateminimumwageratesdiffer;

• employeesunder20yearsofagemaybepaid$4.25perhourduringtheirfirst90consecutivecalendardaysofemploymentwithanemployer;

• certainfull-timestudents,studentlearners,apprentices,andworkerswithdisabilitiesmaybepaidlessthantheminimumwageunderspecialcertificatesissuedbytheWage-HourofficeoftheDepartmentofLabor.

OvertimePayOvertimepayisat least11/2timesanemployee’sregularrateofpayandap-pliestoallhoursworkedovera40-hourworkweek.

Someexceptionstoovertimepayandminimumwageinclude:

• executive,administrative,andpro-fessionalemployees(“whitecollarexemption”);or

• outsidesalesemployees;or

• seasonalamusementorrecreationalestablishments;or

• casualbabysittersandcertainfarmworkers.

ChildLaborAnemployeemustbeatleast16yearsoldtoworkinmostnon-farmjobsandatleast18toworkinnon-farmjobsdeclaredhaz-ardousbytheSecretaryofLabor.Youths14and15yearsoldmaywork limitedhourswithstrictconditions.Forexample,workmaynotbeginbefore7a.m.orendafter7p.m.,exceptfromJune1through

Labor Day, when evening hours areextendedto9p.m.Differentrulesapplyinagriculturalemployment.

Record-keepingRequirementsIfanemployeeissubjecttotheminimumwageprovisionsorboththeminimumwageandovertimeprovisions,anemploy-ermustkeepextensivepayrollrecords.

NoticeThenotice,Your Rights Under the Fair Labor Standards Act, must be postedwhereemployeescanreadilyseeit.

The FLSA eSTAbLiSheSminimumwage

requirements,overtimepay,record-

keeping,andchildlaborstandards

forfull-andpart-timeemployees.

State minimum wage laws differ

widelyandshouldbeconsultedin

conjunctionwiththisguidance.

ADDITIONALINFORMATIONTolocateyourWageandHourDistrictOfficevisit:www.dol.gov/whd/america2.htm.Todetermineyourstate’sminimumwagelawsandmore,visit:www.dol.gov/whd/minwage/america.htm.

FAIR LABOR STANDARDS ACT (FLSA)


two

INTERVIEWING DON’TSWheninterviewingjobcandidates,toavoidliabilityit’simpor-

tantyourquestionsfocusexclusivelyontheskillandexperienceneededfortheposition.

Here’salistofquestionsyoushouldnotaskapplicants.

DOn’t ask aBOut:1. Age: Howoldareyou?Whendidyougraduate?Whenwereyouborn?

2. MAriTAL/FAMiLy STATuS:Whatisyourmaritalstatus?Doyouplantohaveafamily?When?Howmanychildrendoyouhave?Whatareyourchildcarearrangements?Whatisyoursexualorientation?

3. OrgAnizATiOnS: Towhatclubsorsocialorganizationsdoyoubelong?

4. PerSOnAL: Howtallareyou?Howmuchdoyouweigh?

5. ArreST recOrd:Haveyoueverbeenarrested?

6. nATiOnAL Origin/ciTizenShiP:AreyouaU.S.citizen?Whatisyournativelanguage?

7. reLigiOn: Whatisyourreligiousaffiliation?Doesyourreligionpreventyoufromworkingweekendsorholidays?

8. MiLiTAry recOrd: Wereyouhonorablydischarged?Requestmilitaryrecords.

9. diSAbiLiTieS:Doyouhaveanydisabilities?Haveyouhadanyrecentorpastillnessesoroperations?Howisyourfamily’shealth?Pleasecompletethefollowingmedicalhistory.

ApplicationTheEqualPayActappliestoallemployers.

PermittedActsTherearelimitedexceptionsforpaydiffer-entialswhenanemployercanshowthat:

• thedifferenceisduetoaseniorityormeritsystem;or

• thedifferenceisduetoanemployees’education,training,andexperience.

Record-keepingRequirementsEmployersshouldretain:

• payrollrecordsforatleastthreeyears;and

• allrecords(includingwagerates,jobevaluations,seniorityandmeritsystems,andcollectivebargainingagreements)foratleastoneyearafteranemployee’stermination,thatexplainthebasisforpayingdifferentwagestoemployeesofoppositesexesinthesameestablishment.

NoticeThenotice,Equal Employment Opportunity is the Law,mustbepostedwhereemploy-eescanreadilyseeit.

ADDITIONALINFORMATIONFormoreinformation,pleaserefertotheEqualEmploymentOppor-tunity Commission’s (EEOC)websiteatwww.eeoc.govorcontact(800)669-4000tolocateanEEOCfieldofficeinyourarea.

EQUAL PAY ACT

three

The 1963 AcTprohibitswageandbenefitdiscriminationbetweenmenand

womeninsubstantiallyequaljobswithinthesameestablishment.


four

ApplicationTitleVIIappliestobusinesseswith15ormoreemployees.

ExamplesofDiscriminationBelow are some examples of discrimination covered underTitleVII:

• Harassingapersonbecauseoftheirfriends’,relatives’,orassociates’race,skincolor,religion,gender,nationalorigin,age,ordisability.(SeealsoSexualHarassmentsection.)

• Treatingpeopleinsimilarjobsdifferently.

• Makingassumptionsabouttheabilitiesofpersonsbasedonstereotypes,physicalcharacteristics,orage.

• Retaliatingagainstapersonbecauseacomplaintwasfiled.

TiTLe Vii PrOhibiTSemploymentdiscriminationonthebasisofrace,color,religion,sex,ornationalorigininhiring,

employment(allterms,conditions,andbenefits),andtermination.

TITLE VII OF THE CIVIL RIGHTS ACT OF 1964 (TITLE VII)

RemediesAvailableIfacomplainantissuccessfulinaTitleVIIcauseofaction,rem-ediesthatmaybeavailable includereinstatement,backpay,damagesforfuturelossofearnings,emotionalpainandsuffer-ing,mentalanguish,andattorneys’fees.

NoticeThenotice,Equal Employment Opportunity is the Law,shouldbepostedwhereemployeescanreadilyseeit.

ADDITIONALINFORMATIONTo locate your Equal Employment OpportunityCommission(EEOC)fieldofficecall(800)669-4000orvisittheirwebsiteatwww.eeoc.gov.


ApplicationTitleVIIappliestobusinesseswith15ormoreemployees.Stateandlocallawsmaycoverallbusinesses.

ExamplesofSexualHarassmentSexualharassmentcoversbehaviorthatcreatesahostileworkenvironment.Examplesare:

• unwelcomesexualadvances.

• requestsforsexualfavors.

• verbalorphysicalconductofasexualnature.

• sexuallysuggestiveoroffensivepersonalreferencesaboutanindividual.

Note:

• thevictimorharassermaybemaleorfemale.

• thevictimdoesnothavetobeoftheoppositesex.

• theharassercanbethevictim’ssupervisor,anagentoftheemployer,asupervisorofanotherarea,aco-worker,oranon-employee.

• thevictimdoesnothavetobethepersonharassedbutcanbeanyoneaffectedbytheoffensiveconduct.

• unlawfulsexualharassmentmayoccurwithouteconomicinjurytoordischargeofthevictim.

NoticeThenotice,Equal Employment Opportunity is the Law, shouldbepostedwhereemployeescanreadilyseeit.

TitleVIIprohibits sexdiscriminationand sexual

harassmentintheworkplace.

ADDITIONALINFORMATIONFor more information, please refer to EqualEmploymentOpportunityCommission’s(EEOC)websiteatwww.eeoc.govorcall(800)669-4000tolocateanEEOCfieldofficeinyourarea.

ApplicationThePDAappliestoemployerswith15ormoreemployees.

ProhibitedActsAnemployershouldnot:

• refusetohireawomanbecausesheispregnantaslongassheisabletoperformthemajorfunctionsofherjob;or

• refusetohireapregnantwomanbecauseitsprejudicesagainstpregnantworkersortheprejudicesofco-workers,clientsorcustomers;or

• fireorforceaworkertoleavebecausesheispregnant;or

• takeawaycreditforpreviousyears,accruedretirementbenefits,orsenioritybecauseofmaternityleave;or

• fireorrefusetohireawomanbecauseshehasanabortion.


The1975Actprohibitsdiscriminationonthebasisof

pregnancy,childbirthorrelatedmedicalconditions.

Womenwhoareaffectedbypregnancyorrelated

conditionsmustbetreatedinthesamemanneras

otherapplicantsoremployeeswithsimilarabilities

orlimitations.

ADDITIONALINFORMATIONFor more information, please refer to the EqualEmploymentOpportunityCommission’s(EEOC)websiteatwww.eeoc.govorcontact(800)669-4000tolocatetheEEOCfieldofficeinyourarea.

four

(TITLE VII)SEXUAL HARASSMENT

(PDA)PREGNANCY DISCRIMINATION ACT

(ADEA)AGE DISCRIMINATIONIN EMPLOYMENT ACT

ApplicationADEAappliestoemployerswith20ormoreemployees.TheADEAappliestobothemployeesandjobapplicants.

ProhibitedActsEmployersshouldnotdiscriminateagainstapersonbecauseofhis/heragewithrespecttoanyterm,condition,orprivilegeofemployment,includinghiring,firing,promotion,layoff,com-pensation,benefits,jobassignments,andtraining.

Employersmustnotincludeagepreferences,limitations,orspecificationsinjobnoticesoradvertisements.

Record-keepingRequirementsEmployersshouldretain:

• allpayrollrecordsforatleastthreeyearsafteranemployee’stermination;and

• anyemployeebenefitplanwhileineffectandforatleastoneyearaftertermination;and

• anywrittenorseniorityormeritsystemwhilethesystemwasineffectandforatleastoneyearafteranemployee’stermination.


ADEAprohibitsagediscriminationagainstindividu-

alswhoare40yearsofageorolder.

ADDITIONALINFORMATIONFor more information, please refer to EqualEmploymentOpportunityCommission’s(EEOC)websiteatwww.eeoc.govorlocatethenearestEEOCfieldofficeinyourareabycalling(800)669-4000.

ApplicationGINAappliestoemployerswith15ormoreemployees.GINAappliesbothtoemployeesandjobapplicants.

ExamplesofDiscriminationBelowaresomeexamplesofdiscriminationcoveredunderGINA:

• Harassingapersonbecauseoftheirgeneticinformationorbecauseofthegeneticinformationoftheirrelative.

• Makinganyemployment-relateddecisionbasedongeneticinformation,suchashiring,firing,pay,jobassignments,promotions,layoffs,training,fringebenefits,oranyothertermofemployment.

• Retaliatingagainstapersonbecauseheorshefiledaclaim,participatedinadiscriminationproceeding,oropposeddiscrimination.


The 2008 law prohibits discrimination based on

geneticinformation.

ADDITIONALINFORMATIONFor more information, please refer to EqualEmploymentOpportunityCommission’s(EEOC)websiteatwww.eeoc.govorlocatethenearestEEOCfieldofficeinyourareabycalling(800)669-4000.


(GINA)GENETIC INFORMATIONNONDESCRIMINATION ACT OF 2008

four


ApplicationTheADAappliestoemployerswith15ormoreemployees.Independentcon-tractorsarenotcovered.Stateandlocalhumanrightsorhandicapdiscriminationlawsmayapplytoallemployers.

RequirementsTheADArequiresthatanemployermakereasonableaccommodations incertaincircumstances foradisabledemployeewhoisotherwisequalifiedforthejob.Apersonmaybeotherwisequalifiedforthejobif:

• thepersonmeetstheeducational,experience,skill,andotherjob-relatedrequirements;and

• thepersoncanperformtheessentialjobfunctions(withorwithoutreason-ableaccommodations).

Note: It isagood idea to identify theessentialjobfunctionsandproposeajob-descriptionbeforebeginningthehiringprocess.

Ifanemployeeisotherwisequalifiedfortheposition,therearethreeareaswhereanemployershouldprovidereasonableaccommodations:

• topermittheemployeetoperformtheessentialjobfunctions

• testingandapplicationprocedures

• topermittheenjoymentofgeneralworkprivilegessuchasaccesstorestroomsandcustomaryemployeework-relatedactivities

Examples of Reasonable Accommodations Include:

• part-timeormodifiedworkschedule

• acquisitionormodificationofequipment

• makingfacilitiesaccessibletodisabledpersons

• reassignmentofmarginaljobfunction

Note: Anemployermaynothavetopro-videreasonableaccommodationsiftheycanestablish“unduehardship”i.e.,thatitwouldbeundulyexpensive,disruptive,oraffectthebusiness.

NoticeThenotice,Equal Employment Opportunity is the Law, shouldbepostedwhereem-ployeescanreadilyseeit.Acopyofthisnotice is provided in this handbook’sAppendix.

The AdA PrOhibiTS employersfromdiscriminatingagainstqualifiedindividualswithdisabilities.Anindividualwith

adisabilityissomeonewho:

• hasaphysicalormentalimpairmentthatsubstantiallylimitsoneormoremajorlifeactivities;or

• hasarecordofsuchanimpairment;orisregardedashavingsuchanimpairment.

Personsdiscriminatedagainstbecausetheyhaveaknownassociationorrelationshipwithadisabledindividual

arealsoprotected.

AMERICANS WITH DISABILITIES ACT(ADA)

ADDITIONALINFORMATIONFormoreinformationcalltheDepartmentofJusticeADAInformationLineat(800)514-0301orvisittheirwebsiteatwww.ada.gov.

five


ApplicationTheIRCAappliestoallemployers,withthefollowingexceptions:

• employerswithbetweenfourand14employees(whowouldnotbecoveredbyTitleVIIanti-discriminationprovisions)maynotdiscriminateonthebasisofnationalorigin;and

• employerswithatleastfouremployeesmaynotdiscriminateonthebasisofcitizenship.

ProceduralandRecord-keepingRequirementsAllemployersshouldensurethatemployeesandtheemployercompleteanEmploymentEligibilityVerificationForm(I-9)whenanemployeebeginswork.EmployeesmustkeepI-9sonfileforallcurrentemployees.The ircA OF 1986prohibitsanyemployerfromhiring

anypersonwhoisnotlegallyauthorizedtoworkinthe

UnitedStatesanditrequiresthatemployersverifythe

employmenteligibilityofallnewemployees.

TheIRCAalsomakesitunlawfulforemployerstodis-

criminateinhiringanddischargebasedonnational

origin(asdoesTitleVII)andoncitizenshipstatus.

IMMIGRATION REFORM AND CONTROL ACT (IRCA)

ADDITIONALINFORMATIONFormoreinformation,contacttheU.S.CitizenshipandImmigrationServices(USCIS)at(800)375-5283orvisittheirwebsiteatwww.uscis.gov.Ifyouneedaparticularform,pleasecall(800)870-3676.

six


LeaveRequirementAnemployeeisentitledtounpaidleaveforanyofthefollowingreasons:

• tocarefortheemployee’schildafterbirth,orplacementforadoptionorfostercare;

• tocarefortheemployee’sspouse,sonordaughter,orparent,whohasaserioushealthcondition;or

• foraserioushealthconditionthatmakestheemployeeun-abletoperformtheemployee’sjob.

Anemployermayrequire30daysadvancenotice(whentheneedisforeseeable)andmedicalcertification.

EmploymentandBenefitProtectionsUponreturnfromleaveunderFMLA,anemployeeshouldberestoredtotheiroriginaloranequivalentpositionwithequivalentpay,benefits,andotheremploymentterms.

Anemployee’suseofleaveunderFMLAmaynotresultinthelossofanyemploymentbenefitthataccruedpriortothestartofanemployee’sleave.

Employersmustmaintaintheemployee’shealthcoverageunderany“grouphealthplan”duringtheemployee’sFMLAleave.

NoticeEmployersshouldpost,Your Rights Under the Family and Medical Leave Act of 1993,whereemployeescanreadilyseeit.

FAMILY AND MEDICAL LEAVE ACT OF 1993 (FMLA)

ADDITIONALINFORMATIONFormoreinformationvisitwww.dol.gov/compliance/laws/comp-fmla.htm.

Anemployermayrequire30daysadvanceleavenoticeandmedicalcertification.

seven

The FMLA reQuireS employerswith50ormoreemployeestoprovideeligibleemployeeswithupto12weeksofunpaid,

job-protectedleaveina12-monthperiodforspecifiedfamilyandmedicalreasons,orforany“qualifyingexigency”

arisingoutofthefactthatacoveredmilitarymemberisonactiveduty,orhasbeennotifiedofanimpendingcall

orordertoactiveduty,insupportofacontingencyoperation.TheFMLAalsoallowseligibleemployeestotakeup

to26workweeksofjob-protectedleaveina“single12-monthperiod”tocareforacoveredservicememberwith

aseriousinjuryorillness.


ApplicationAllemployersarecoveredbytheOSHAct,except:

• partners;

• self-employedpersons;or

• farmswhereonlyimmediatemembersofthefamilyareemployed.

InspectionsEverybusinesscoveredbytheOSHActissubjecttoinspection.Belowaresomehelpfulguidelinesfortheinspection:

• AnythingsaidtoOSHAbyasupervisorormanagerwillberecorded,andifitisadversetotheemployer’spositionitwillbeconstruedasanadmissionofliabilityintheeventofacitationproceedingorcriminalprosecution.

• Theemployer’srepresentativesneednotsayanythingtoOSHAabouttheworkplaceconditions;therepresentativeneedonlyprovidelogsandotherdocumentsrequiredtobekept.

• BefamiliarwiththeformsusedbyOSHAtorecordinforma-tiongainedfrominspectionssothatanswerstoquestionswillberecordedonthoseformsasfavorablyaspossible.

• Immediatelycorrectanyapparenthazardsdisclosedduringtheinspection;thiswillnotprejudicetheemployer’srightlatertocontestacitation,andmayenhancetheemployer’sabilitytoobtaincreditforgoodfaithandlessenthechanceforissuanceofa“willful”citation.

• Afteraninspection,givetheinspectoraname,title,andaddresstowhomanycitationsshouldbesent;otherwise,valuabletimewillbelostwhilemailtravelswithinthecompany.

• Donotexaggeratethequalityofsafety/healthconditionswhendescribingthemtoanOSHAinspector.

Record-keepingRequirementsTherearefiveimportantstepsrequiredbytheOSHAct:

1. Obtainareportoninjuriesrequiringmedicaltreatment(exceptfirstaid);and

2. Recordinjuriesinthelog(OSHAForm300)accordingtotheinstructions;and

3. Prepareasupplementaryrecord(OSHAForm301)ofoc-cupationalinjuriesandillnessesforrecordablecases;and

4. Everyyear,preparetheannualsummary(OSHAForm300A);postitnolaterthanFebruary1,andkeepitposteduntilApril30(AgoodplacetopostitisnexttotheOSHAworkplaceposter);and

5. Keeptheserecordsforatleastfiveyears.

ExemptionsSmallemployers:AlthoughsubjecttotheOSHActregulations,employerswith10orfeweremployeesareexemptfromtherecord-keepingrequirements(unlessrequiredbyyourState).A listofexempt industriescanbe foundat:www.osha.gov/recordkeeping.

OCCUPATIONAL HEALTH AND SAFETY ACT (OSHA) The OSh AcT reQuireSthatemployersprovide

asafeandhealthyworkplace.

eight


Exceptions: Employersexemptfromtherecord-keepingrequire-mentsshould:

• Reportfatalitiesormultiplehospitalizationaccidents;and

• MaintainalogofoccupationalinjuriesandillnessesandmakereportsifnotifiedinwritingbytheBureauofLaborStatisticsthatyouhavebeenselectedtoparticipateinastatisticalsurvey.

Standards• Walkingandworkingsurfaces,ladders,platforms,scaffolds,

andmeansofegress

• Ventilation,noise,radiation,andhazardousortoxicliquidsandaircontaminants

• Personalprotectiveequipmentuseandmaintenance

• Hazardousmaterialssuchasacids,corrosives,explosives,flammableandtoxicsubstances

• Workplacesanitation

• Medicalfacilities

• Materialshandlingandstorage

• Use,maintenanceandconstructionofcranesandindustrialvehicles

• Weldingequipmentandprocedures

• Equipment,tool,andmachineguarding

• Electricalapparatus

• Carcinogens

• Hazardcommunication

• Accesstorecords

• Processsafetymanagement

• Bloodbornepathogens

• Confinedspaces

• Asbestos

• Controlofhazardousenergy

• Fallcontrol

NoticeEmployersshouldpostthefollowingnoticeswhereemployeescanreadilyseethem:

• JobSafetyandHealthProtectionsworkplaceposter(OSHA3165),ortheirstate’sequivalent;and

• Annualsummaryofinjuriesandillnesses(Form300byFebruary1).

ADDITIONALINFORMATIONFormoreinformationvisitwww.dol.gov/compliance/laws/comp-fmla.htm.

eight


http://www.dol.gove/compliance/laws/comp-fmla.htm

Documents

NFIB Guide to Federal Employment Law · WHAT’S INSIDE NFIB GUIDE TO FEDERAL EMPLOYMENT LAW Fair Labor Standards Act (FLSA) Equal Pay Act (amendment to FLSA) Interviewing Don’ts