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small business owners are often unaware that apply to employment discrimination laws for them. Since such operators are usually not the luxury of large human resources departments or in-house counsel, such companies are often in the dark about their obligations under these laws caught. All employers that have 15 or more employees with Title VII of the Civil Rights Act of 1964 (“Title VII”) and the Americans with Disabilities Act (“ADA”) at the latest. Employers with 20 or more employees must also with the provisions of the Age Discrimination in Employment Act (the latest “ADEA”). What do these laws require? They demand that you not discriminate against employees on the basis of the employee’s age, disability, sex, race, color, national origin or religion. In addition to these federal laws, there are also state laws that often apply to employers with very few employees. For example, in New York, the New York State Human Rights Law applies to employers with four or more employees in Connecticut and the State Fair Employment Practices Act applies to employers with three or more employees. Many times this state employment policy, laws prohibit discrimination against people in protected classes in addition to being protected by federal law. For example, in New York banned the employer to state law to discriminate against employees because of their race, color, religion, national origin, military status, sex, age, religion, marital status, citizenship or alienage status, sexual orientation, disability or genetic predisposition or carrier status. In Connecticut, prohibits discrimination FEPA on race, color, religious creed, age, marital status, ancestry, national origin, sex, gender, sexual orientation, pregnancy, lactation, genetic information, present or past mental disability, mental disability, learning disability or physical disability (including blindness). In addition, prohibits both the State and Federal Employment Discrimination Laws harassment and discrimination.

What does all this mean to you as a small or medium sized employer? You must ensure that you and your managers know the discrimination in the workplace, laws are. This means that to fire all the decisions, employment from the hiring to job based on factors unrelated to a person, age, race, sex, pregnancy, sexual orientation, to do etc. It also means that your managers and employees must have to be made about the discrimination in the workplace, laws, and are trained to prevent sexual and other forms of harassment illegal. In fact, Connecticut requires employers with 50 or more employees to train all managers within six months to a manager. Training must be lawful or it is not an employer meet the obligations of the law. Small business should external consultants to keep their anti-bullying training offer to ensure that such training is taught correctly. Our company, HR Learning Center LLC provides employment law, sexual harassment and anit-training and workplace violence prevention training for small and medium sized employers. Please visit our website at www. hrlearningcenter. com.

This document has been prepared solely for informational purposes only and is not intended to be made available and should not be construed to constitute legal advice. Please consult your lawyer to pay in connection with specific questions or problems, the additional obligations and you can present your company under any applicable local, state or federal laws.