Human Resource Laws

By AlyssaADPi

  • The Wagner Act of 1935

    This act protects the rights of employees and employer's, to encourage collective bargaining, and to curtail certain private sector labor and management practices, which can harm the general welfare of workers, businesses, and the U.S. economy.

  • Fair Labor Standards Act of 1938

    This act requires employers to pay covered employees, who are not otherwise exempt.

  • Taft Hartley Act of 1947

    This act amended the Wagner Act of 1935 and established control of labor disputes on a new basis by enlarging NRLB and providing that the union or the employer must, before terminating a collective-bargaining agreement, serve notice on the other party and on a government mediation service.

  • Equal Pay Act of 1963

    This act requires that all men and women working for the same organization be paid the same for equal work.

  • Title VII of the Civil Rights Act of 1964

    This act applies to businesses with 15 employers or more, prohibiting employment discrimination against race, color, sex, religion, and national origin.

  • Age Discrimination in Employment Act of 1967

    This act prohibits employment discrimination on the basis of age against 40 years or older.

  • Occupational and Safety Health Act of 1970

    The purpose of this act was to centralize the regulation of workforce safety and to expand workplace safety.

  • Civil Service Reform Act of 1978

    This act abolished the U.S. Civil Service Commission and distributes its functions among three agencies.
    1. The newly established Office of Personnel Management
    2. The Merit System Protection Board
    3. EEOC

  • Pregnancy Discrimination Act of 1978

    This act prohibits from multiple actions. First off, employers can not discriminate against pregnant applicants in the hiring process. This act does not force employers to provide health insurance if none had been provided in the past. Also, it prohibits any discrimination on the basis of image and employers can not force a pregnant employee to perform duties other than those she normally does.

  • Retirement Equity Act of 1984

    This act requires companies to count all years of service since the age of 18 in determining vesting in retirement benefits, plus all earnings since age 21, even if there are breaks in service up to five years.

  • Immigration Reform and Control Act of 1986

    This act mandates employers to document that prospective employees possess the right to work in the United States.

  • Employee Polygraph Protection Act of 1988

    This act prevents employers from using lie detector tests, either for preemployment screening or during the course of employment, with certain exemptions.

  • Americans with Disabilities Act of 1990

    This act forbids discrimination against people with disabilities.

  • Worker Adjustment and Retraining Notification Act of 1991

    This act has increased the employer's burden of proof in disparate impact cases and disparate treatment cases.

  • Civil Rights Act of 1991

    This act offers protection to workers, their families, and communities by requiring employers to provide notice 60 days in advance of covered plant closings, covered mass layoffs, or the sale of business.

  • Family and Medical Leave Act of 1993

    This act forces employers to grant an eligible employee up to a total of 12 workweeks of unpaid leave during any 12 month period.

  • Uniform Services Employment and Reemployment Rights Act of 1994

    This act protects service members' reemployment rights when returning from a period of service in the uniformed service and prohibits employer discrimination based on military service or obligation.