One of these practices is making decisions that are based on an applicant or employee’s protected characteristics. The law tries to protect employees against workplace discrimination by imposing federal anti-discrimination laws, which include the following:

Title VII of the Civil Rights Act of 1964

It prohibits employers from performing discriminatory practices against employees or applicants on the basis of color, race, sex, religion, age, disability, national origin. In addition, it protects employees from retaliation if they have asserted their rights in workplace or filed a discrimination complaint.

Title VII applies to private employers who have at least 15 workers, employment agencies, labor organizations, the federal government, state governments and their political agencies and subdivisions, and joint labor management committees that control trainings and apprenticeships.

The main reason why it was enforced is to prevent discrimination in all areas of employment including the following:

Firing
Promotion, transfer, or layoff
Recruitment
Job advertisements
Fringe benefits

Age Discrimination in Employment Act (ADEA)

Under ADEA, employers are prohibited from discriminating against applicants or workers who are 40-years-old and above. It applies to all private employers who have at least 20 workers, interstate agencies, the federal government, labor unions, and employment agencies.

It also provides protection to state government employees. However, these employees are prohibited from filing a case in court if they suffered from age discrimination. They can only file a complaint with the Equal Employment Opportunity Commission (EEOC).

Equal Pay Act (EPA)

It requires employers to provide equal compensation to male and female employees who have the same job responsibilities. However, these employees can have different salaries if the employer has based his decision on factors other than gender like merit or seniority.

Americans with Disabilities Act (ADA)

It prohibits local and state governments, private employers who have at least 15 employees, labor unions, and employment agencies from performing discriminatory actions against qualified disabled individuals in all aspects of employment.

A disabled employee or applicant will be qualified for the job if he can perform his job duties, even without reasonable accommodation.

Genetic Information Non-Discrimination Act (GINA) of 2008

Employers are prohibited from using an employee or applicant’s genetic information as a basis when making employment decisions. In addition, they are also prohibited from requiring workers to provide such information.

This article is not meant to be interpreted as a legal advice. To know the available legal options regarding your case, consult an Employment Law Attorney for more information.

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This is the main reason why it is indeed important for all the employers and employees to understand some basic principles of the Employment and Labor Laws. By having knowledge about it, you will be more familiar with the procedures on how to handle any violation. Yet, you may still depend on the expertise of Los Angeles Employment and Labor Law attorneys if, still, you find it hard to handle your situation.

Major Laws Intended for Labor and Employment

The following law provisions commonly apply to employers, employees, retirees, job seekers and other individuals or parties who play a part in the employment sector. This summary is intended to lay down some important information regarding labor law compliance and privileges. For a detailed knowledge about these laws, better read the whole provisions or have a consultation with your employment attorney in Los Angeles.

Workplace Safety and Health

Under the Occupational Safety and Health Act, employers have the general obligation to provide their workers with jobs and workplaces, which are free from any identifiable and serious risks. Any violation regarding this provision may be brought up to the Occupational Safety and Health Administration, which is the agency tasked to implement injunctions for such non-compliances among the public sector employees.

Worker’s Compensation

Federal employees may take the advantage of benefits payments due to loss of wages caused by their total or partial disability. This also includes payments to cover other related medical expenses and vocational rehabilitation. The Federal Employees’ Compensation Act applies to those workers who have obtained disability or died in performing their duties.

Among other statutes related to Worker’s Compensation are:

• Longshore and Harbor Workers’ Compensation Act – maritime employees

• Energy Employees Illness Compensation Program Act – Department of Energy employees

• Black Lung Benefits Act – coal miners

Wages and Hours

The Fair Labor Standards Act covers both private and public employers. This particular law sets the standard of paying wages as well as overtime hours for covered workers. Added details about this statute may be obtained from the Wage and Hour Division of the Employment Standards Administration, which administers the act.

Employee Benefits Security

Another useful law that regulates pension and welfare benefit plans offered by employers to their workers is the Employee Retirement Income Security Act or commonly known as ERISA Law. This requires various conditions regarding employees’ pension and welfare benefit plans and other related issues. The agency regulating this act is the Employee Benefits Security Administration.

Family and Medical Leave Act

This Labor Law provision compel all employers with at least 50 workers to provide up to 12 weeks of unpaid leave to qualified employees without the threat of reassignment to other job position. Employees may take their unpaid leave for these causes:

• Giving birth

• Taking care of a newborn or adopted child

• Caring for spouse, children or parents having serious illness

These are just some of the important Employment and Labor Laws. If you feel that your employer has violated any of these provisions, act immediately and seek the aid of your Los Angeles Employment and Labor Law attorneys. You may be entitled of compensatory damages or recoveries.

To help you with issues such labor law violations, you can consult with our skilled Los Angeles labor employment attorneys. You can visit our website and avail of our free case evaluation.

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