Hiring is an essential process for every company. It’s something that keeps every business going. In May 2022, total hires have reached 72 million, with an unemployment rate of 4.8%.
Total hires increased by 6.6 million from April to May. The unemployment rate fell by 0.3 percentage points over the month, according to the Bureau of Labor Statistics’ latest Job Openings and Turnover Survey (JOLTS).
These statistics show that the economy is recovering, and businesses can improve during the pandemic. However, many employers think they don’t need to follow the law regarding employee rights. They’re wrong.
Here are five employee rights that every employer should know:
The National Labor Relations Act (NLRA)
The National Labor Relations Act (NLRA) is a law that was enacted in 1935. It protects the rights of employees to unionize and engage in other protected concerted activities. The NLRA is also responsible for promoting bargaining between employees and business-owners.
The NLRA is important because it ensures that employees are treated fairly in the workplace. It also helps to ensure that employers and employees can negotiate agreements collectively. This can be beneficial for both parties, as it can lead to better working conditions and fairer wages.
This act is often controversial, as it can be seen as favoring unions over employers. However, it is an essential piece of legislation that protects the rights of employees.
But how come companies certain companies like Amazon don’t have employee unions? Well, unions are only successful if most employees at a company vote to unionize. In the case of Amazon, likely, the majority of employees don’t want to unionize.
The Age Discrimination in Employment Act (ADEA)
The Age Discrimination in Employment Act (ADEA) is a law that was enacted in 1967. It protects employees from discrimination based on their age. It applies to companies that have 20 or more employees.
This law is crucial because it ensures that older workers are treated fairly in the workplace. It also helps to ensure that employers consider all workers equally, regardless of age.
However, the ADEA does not protect workers from all forms of age discrimination. For example, employers can still discriminate against workers based on age if they can show that they are doing so for a legitimate business purpose. It can lead to problems in the future, so experts recommend not doing this.
The Americans with Disabilities Act (ADA)
The Americans with Disabilities Act (ADA) is a law that was enacted in 1990. It protects employees from discrimination based on their disability. It applies to companies that have 15 or more employees.
This law is important because it ensures that workers with disabilities are treated fairly in the workplace. It also helps to ensure that employers consider all workers equally, regardless of disability.
The Equal Pay Act (EPA)
The Equal Pay Act (EPA) is a law that was enacted in 1963. It requires employers to pay workers equally for doing the same job, regardless of gender.
This law is essential because it ensures that women are paid the same as men for doing the same job. It also helps to ensure that employers consider all workers equally, regardless of gender.
However, the EPA does not require employers to pay workers equally for different jobs. For example, an employer can still pay a woman less than a man for doing a job that is traditionally seen as “female” work, such as secretarial work. This is a part of the law that still requires to be updated. However, arguably, this can be grounds for discrimination, and female employees who experience this can file an Equal Employment Opportunity Commission (EEOC) complaint.
Problems When Breaking These Laws
The main problem when breaking these laws is that employees can sue employers. If an employer discriminates an employee, they can be required to pay damages to the employee. They may also be required to take corrective action, such as changing their policies or providing training on discrimination.
If you find your business being sued by your employees because of breaking one of these laws, your first step will always be mediation. Employment mediation services will always be cheaper than going to trial. It will also often result in a satisfactory resolution for both parties.
However, if this doesn’t work, you might have to court. Going to court can be expensive, time-consuming, and stressful. It can also damage your business’s reputation.
It’s essential to know your employee’s rights and the laws that protect them. By understanding these laws, you can ensure that your business treats its employees fairly and within the bounds of the law.