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This presentation explains the distinction between independent contractors and employees and advises employers how to avoid the costly errors of misclassifying employees as contractors.
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There are numerous laws and regulations governing the employment relationship that HR professionals must understand and navigate in order to help ensure their organizations avoid costly fines and other penalties, including the potential harm to the organization’s reputation.
This presentation will help the organizations to focus on the HR legal requirements and manage the HR compliance in an effective manner.
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2008 Hot Topics in Labor & Employment Lawptcollins
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White Paper: Complying With Regulations Regarding Temporary Workersss
The use of temporary workers is growing in the United States, now representing 22% of the total workforce. Temporary workers are referred to as freelancers, non-employees, indirect workers, agency contractors, consultants, interns, independent contractors, and many other terms.
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The human resources (HR) function is at the centre of most employers’ efforts to identify, hire and retain the people the organization needs to execute its strategy and achieve its goals.But the HR function is a key player within the organization’s compliance structure as well.
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Five Employment Laws You May be Breaking (without even knowing it!) infographicSamantha Reynolds
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An essential guide to UK employment law for everyone involved in managing people.
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2008 Hot Topics in Labor & Employment Lawptcollins
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Developments in Harassment Law, David Cassidy
Family and Medical Leave Act, Proposed Regulations Changes, Pat Collins
Human Resource Management : Constitutional and Legal FrameworkJohn Edward Estayo
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Constitutional and Legal Framework.
Mostly tackles about the Labor Law which comprises the law on termination, health safety and insurances, right to strike and right to lockout ,
Sexual Harassment and Etc.
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- Laws & Regulations
- Who is covered?
- Who enforces?
- When are plans needed?
- What is required?
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16 Need-to-Know Small Business
Regulations
Gretchen Schmid
Original Source
Have you ever worked in an office with a poster that said “Employee Rights Under the
Fair Labor Standards Act,” or maybe one that said “Equal Employment Opportunity Is
the Law”?
Did you wonder why it was there?
It wasn’t just for wall decoration: Employers are often legally required to place these
posters in plain sight, depending on the structure and type of their business. That’s just
one of the many regulations—meaning a legal rule issued by a government agency—
that can affect a small business.
Consider this: The Code of Federal Regulations, a document published each year by
the federal government that lists all areas subject to regulation, is divided into 50 broad
subsections. It’s no surprise that small business owners often feel overwhelmed and
disheartened about the number of governmental regulations imposed on their business!
We’ve put together a guide to 16 of the most common types of regulations that you
need to consider when setting up and running your small business, from overtime pay to
health insurance to antitrust laws.
Setting Up Your Business
1. Size regulations
https://www.fundera.com/blog/small-business-regulations
First of all, you need to determine whether your small business is actually a small
business in the eyes of the federal government.
Why does that matter?
Because all the programs created by the Small Business Act in 1953 to help small
businesses, like loans, counseling, and contracts, are only available to businesses that
fit the size standards.
These standards differ from industry to industry: Some are based on number of
employees, while others are based on the business’s finances.
2. Licenses and permits
Does your business sell alcohol or firearms, operate oversize vehicles or planes, import
or export animals, plants, or animal products, or broadcast information via radio? You’ll
need to apply for a federal permit.
If none of those apply to you, you’re not necessarily off the hook: Depending on your
state, you may need to apply for a state license or permit. Selling goods often requires a
sales tax license, for example, while operating a veterinary clinic or a hair salon might
require a professional license.
Almost every business needs some sort of license or permit to operate legally—the
tricky part is figuring out which ones you need. Check out the SBA’s directory of state
license requirements and their guide to federal licenses for more information.
Taking Care of Your Employees
3. Overtime
...
Kris Tanner & Dan Ditto provide detailed information about recent HR updates and laws to help keep your business compliant in 2021.
As a co-employer, we're excited to help our clients continue to grow and achieve their business goals in 2021.
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Presented to 4th year Pharmacy students at UBC Pharmaceutical Sciences in the Phar400 Pharmacy Business Management course.
As part of the curriculum students are required to work in teams to create a new sustainable professional clinical service supported by a business plan. At the end of the semester the teams present in a "pitch" to classmates and a panel of judges. Winners are determined by their peers.
In this third presentation of the semester we review Employment Law and the rules that govern the workplace in Canada and in particular British Columbia.
Learning objectives:
>Human Rights Act and BC Human Rights Code
>Employment Standards Act
>Labour Relations
>Workers Compensation Act
>Personal Information Protection Act (PIPA)
>Employment interviews
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The volume and complexity of transactions related to procurement are some of the reasons that transactions with the government are most vulnerable to corruption. State and federal regulatory compliance can be tough to navigate and the process can make even routine sales and marketing practices vulnerable to civil and criminal liability. This webinar analyzes the regulatory framework, including identification of some of the legal risks in solicitations, pre- and post-award bid protests, contract compliance, change orders, and contract claims and disputes. The webinar also discusses defense strategies of a company that is accused of fraud or civil non-compliance.
To view the accompanying webinar, go to: https://www.financialpoise.com/financial-poise-webinars/procurement-government-contracting-compliance-2019/
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In 2020, the Ministry of Home Affairs established a committee led by Prof. (Dr.) Ranbir Singh, former Vice Chancellor of National Law University (NLU), Delhi. This committee was tasked with reviewing the three codes of criminal law. The primary objective of the committee was to propose comprehensive reforms to the country’s criminal laws in a manner that is both principled and effective.
The committee’s focus was on ensuring the safety and security of individuals, communities, and the nation as a whole. Throughout its deliberations, the committee aimed to uphold constitutional values such as justice, dignity, and the intrinsic value of each individual. Their goal was to recommend amendments to the criminal laws that align with these values and priorities.
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A "File Trademark" is a legal term referring to the registration of a unique symbol, logo, or name used to identify and distinguish products or services. This process provides legal protection, granting exclusive rights to the trademark owner, and helps prevent unauthorized use by competitors.
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Understanding Employment Laws For Federal Contractors
1. Disclaimer: This Module Is Not Intended To Give Advice Regarding Business, Federal, Or Other
Laws. This module Is For Informational Purposes Only With Knowledge Derived From, Study,
Experience, Or Instruction.
Meet the higher standards of working
for the federal government
Understanding
Employment Laws for
Federal Contractors
2. Disclaimer: This Module Is Not Intended To Give Advice Regarding
Business, Federal, Or Other Laws. This module Is For Informational
Purposes Only With Knowledge Derived From, Study, Experience, Or
Instruction.
At the end of this module, you will be able to:
– List the various laws that govern all federal contractors and subcontractors.
– Understand the impacts that federal government contracts might have on your
business.
– Identify six recommended compliance steps.
Learning Objectives
2FDIC OMWI Education Module: Understanding Employment Laws for Federal Contractors
3. • The Federal Deposit Insurance Corporation (“FDIC”) recognizes the
important contributions made by small, veteran, and minority and
women-owned businesses to our economy. For that reason, we strive to
provide small businesses with opportunities to contract with the FDIC. In
furtherance of this goal, the FDIC has initiated the FDIC Small Business
Resource Effort to assist the small vendors that provide products, services,
and solutions to the FDIC.
• The objective of the Small Business Resource Effort is to provide
information and the tools small vendors need to become better
positioned to compete for contracts and subcontracts at the FDIC. To
achieve this objective, the Small Business Resource Effort references
outside resources critical for qualified vendors, leverages technology to
provide education according to perceived needs, and offers connectivity
through resourcing, accessibility, counseling, coaching, and guidance
where applicable.
• This product was developed by the FDIC Office of Minority and Women
Inclusion (OMWI). OMWI has responsibility for oversight of the Small
Business Resource Effort.
About FDIC Small Business
Resource Effort
3FDIC OMWI Education Module: Understanding Employment Laws for Federal Contractors
4. Doing business with the government can be rewarding and profitable as
long as you are aware of employment laws that you must adhere to.
Several types of laws—which govern federal contractors and
subcontractors—can significantly impact your work.
A working knowledge of employment laws will help you avoid potential
legal pitfalls.
Executive Summary
4FDIC OMWI Education Module: Understanding Employment Laws for Federal Contractors
5. The U.S. has numerous federal and state laws and regulations regarding
employee rights and employer responsibilities. The laws cover four broad
categories:
– Discrimination
– Fair pay
– Employee privacy
– Safety in the workplace
Various government agencies enforce these laws including the Equal
Employment Opportunity Commission (EEOC), the Department of Justice,
and the Department of Labor.
Small businesses are exempt from some of these federal laws (see the
following page), but as a federal contractor or subcontractor, you must
adhere to certain specific laws.
Employment Law Basics
5FDIC OMWI Education Module: Understanding Employment Laws for Federal Contractors
6. (State laws might be more stringent)
Law Brief Description Exemption Criteria
1 Title VII of the Civil
Rights Act of 1964
Prohibits discrimination in the hiring process
(race, color, religion, sex, national origin)
Businesses with
fewer than 15
employees
2 American with
Disabilities Act (ADA)
Prohibits discrimination against a person with
a qualified disability
No exemptions
3 Age Discrimination in
Employment Act
(ADEA)
Prohibits discrimination against workers aged
40 or older
Businesses with
fewer than 20
employees
4 Fair Labor Standards
Act (FLSA)
Governs the following: duration of work
hours, breaks, minimum salary, and overtime
Businesses with less
than $500,000 in
annual sales
5 Family and Medical
Leave Act (FMLA)
Employers must allow employees (who have
worked there more than 12 months) up to 12
weeks off for certain medical conditions
Businesses with
fewer than 50
employees
Key Federal Employment Laws
6FDIC OMWI Education Module: Understanding Employment Laws for Federal Contractors
7. These laws apply to all businesses:
– Executive Order 11246
– Americans with Disabilities Act, Section 503 of the Rehabilitation Act
– Vietnam Era Veterans' Readjustment Assistance Act of 1974
These laws apply only to construction contractors/subcontractors:
– Davis-Beacon and Related Acts
– McNamara-O'Hara Service Contract Act
Unique Laws for Federal
Contractors and Subcontractors
7FDIC OMWI Education Module: Understanding Employment Laws for Federal Contractors
8. Executive Order 11246 is similar to Title VII in that it addresses
discrimination, but is geared specifically toward federal contractors.
The Order “prohibits federal contractors and federally assisted
construction contractors and subcontractors, who do over $10,000 in
Government business in one year from discriminating in employment
decisions on the basis of race, color, religion, sex, or national origin.”
The Order also requires “supply and service contractors—generally those
with 50 or more employees and a contract of $50,000 or more—to
develop and maintain a written affirmative action program (AAP).”
Executive Order 11246
8FDIC OMWI Education Module: Understanding Employment Laws for Federal Contractors
9. Executive Order 11246 is administered by the U.S. Department of Labor’s
Office of Federal Contract Compliance Programs (OFCCP).
The OFCCP’s mission is “to enforce, for the benefit of job seekers and
wage earners, the contractual promise of affirmative action and equal
employment opportunity required of those who do business with the
Federal government.”
The OFCCP proactively audits federal contractors and subcontractors to
ensure compliance.
The OFCCP also enforces Section 503 of the Rehabilitation Act of 1973,
which prohibits discrimination against qualified individuals with
disabilities; and the affirmative action provisions of the Vietnam Era
Veterans’ Readjustment Assistance Act, which prohibits discrimination
against qualified protected veterans.
Administration of
Executive Order 11246
9FDIC OMWI Education Module: Understanding Employment Laws for Federal Contractors
10. Equal Employment
Opportunity Commission
Office of Federal Contract
Compliance Programs
Agency Acronym EEOC OFCCP
Agency Status Independent Government
Agency
Office within the
Department of Labor
Employment Law Focus Discrimination Discrimination, Fair Pay
Business Focus Private and public
companies (covered by the
laws) as well as the federal
agency sector
All federal contractors and
subcontractors
Functions:
Responds to complaints?
Performs audits?
Education and training?
Yes
No
Yes
Yes
Yes
Yes
Enforcement Authority Lawsuits Disbarment
A Comparison of Governing
Bodies Regarding Discrimination
10FDIC OMWI Education Module: Understanding Employment Laws for Federal Contractors
11. If you are awarded a sizeable contract with a federal government agency,
you must make your books and records available if audited by the OFCCP.
For very small firms who are not currently subject to the federal laws, you
may have to make changes including but not limited to the following:
– Create/upgrade employee policies, procedures, and practices.
– Create and administer an Affirmative Action Program.
– Create/update employee training programs.
– Become more knowledgeable about employment law and/or hire an attorney
or Human Resources firm to help you become compliant.
What This Means for Small
Business Owners
11FDIC OMWI Education Module: Understanding Employment Laws for Federal Contractors
12. 6 Major Guidelines from the
OFCCP
12FDIC OMWI Education Module: Understanding Employment Laws for Federal Contractors
13. The OFCCP recommends conducting self-audits to ensure that you provide
equal opportunities to applicants and employees.
Audit suggestions:
– Assess your hiring or promotion decisions: How have they impacted your
numbers?
– Review job families and geography within your business: Where are there
women and minorities? Where are women and minorities missing?
– Review your hiring practices: How have they affected women and minorities
over longer time periods (quarters, years)?
Self-Audits
13FDIC OMWI Education Module: Understanding Employment Laws for Federal Contractors
15. Before you pursue a federal contract, it is important to understand how
the employment laws impact doing business with the federal government.
Following the six steps outlined by the OFCCP will help your business stay
compliant.
Self-audits of your hiring and promotion practices will help you
proactively find and address problem areas.
Key Takeaways from This
Module
15FDIC OMWI Education Module: Understanding Employment Laws for Federal Contractors
16. Business.gov, Employment Laws for Federal Contractors
DOL.gov, Office of Federal Contract Compliance's Guide for Small
Businesses with Federal Contracts
Ginny Schlosser, ProSidian Consulting, LLC, Employment Laws for Federal
Contractors
HRHero.com, Employment Laws and Regulations for Federal Contractors
Smallbusiness.findlaw.com, Employment Law 101
Smallbusiness.findlaw.com, Employment and Anti-Discrimination Laws: An
Introduction
Sources and Citations
16FDIC OMWI Education Module: Understanding Employment Laws for Federal Contractors