If perhaps you are an SME owner in Pennsylvania, there are some factors that you need to have at the edge of your mind pertaining your labor needs. The statutes regulation human resources are always being amended to suit the current job market environment, it is fundamental to stay ahead of such curves.
Significant Laws that influence companies in Pennsylvania
Employment statutes cover a broad spectrum of industrial practices. However, your industrial line or business module dictates the rules that a company adheres to. For example; employing juveniles to work, or compelling them to expend their efforts thereof, you become subjective to Child Labor Laws.
The Fair Labor Standards Act
These laws cover matters concerning minimum wage and fair human resource management practices. Also referred to as FLSA, the laws outline regulations of the apt time to pay a minimum wage to your team of employees. Additionally, it encompasses other related remuneration. These include; overtime, records on hours spent at work, and your implicit mandate to post a documented copy of the rules in a visible spot at the premise.
The Family and Medical Leave Act
FMLA is a law set by the federal government that render any legible staff to enjoy a leave to spend time with their family members, or when a medical matter occurs. Employers ought to understand that it is optional to pay staff for hours dedicated to leave, but you can’t decide to fire them as a penalty for absentia or halt their subscription to a health insurance coverage.
Employment Act on Age Discrimination
With time, employees grow old. Regardless, they should be afforded similar employment rights as other younger staffs. Failure to do so may subject you to legal lawsuits on discrimination or hefty fines. All government agencies and contractors are subject to these statutes.
About Karl Heideck
Karl Heideck is an expert lawyer who specializes in litigation, risk management, and compliance. He is a contract attorney throughout his career and was among the listings on Hire Counsel since 2015. Before Karl Heideck, began his career, he spent more than 10 years practicing as a lawyer in the greater Philadelphia. From October 2010, he worked as a project lawyer for Pepper Hamilton LLP for three years. Before that partnership, Karl Heideck served as a consulting attorney for Conrad O’Brien in the better part of 2010.
Mr. Karl Heideck went to Swarthmore College, where he graduated with a BA degree in 2003. Later on, he attended the James E. Beasley Law School in Temple University and earned a Juris Doctorate in 2009 before commencing his career.
For more information about Karl Heideck, just click here.