Acts And Laws

Front 1

National Labor Relations Act NLRA

Back 1

Outline the process for creating labor unions and defined practices and procedures of collective bargaining. Also called Wagner Act.

Front 2

Wagner Act

Back 2

Outline the process for creating labor unions and defined practices and procedures of collective bargaining. Also called NLRA.

Front 3

Wagner Act

Back 3

Protected worker designation or representation to negotiate terms and conditions of employment.

Front 4

National Labor Relations Act

Back 4

Protected worker designation or representation to negotiate terms and conditions of employment.

Front 5

Wagner Act/NLRA

Back 5

Created the National Labor Relations Board

Front 6

Federal Insurance Contributions Act FICA

Back 6

Federal payroll tax required of both employers and employees to fund Social Security and Medicare which provides benefits to retirees, disabled, and children of deceased workers.

Front 7

Labor Management Relations Act LMRA

Back 7

Prohibit certain unfair labor practices by unions, protecting management rights

Front 8

Taft Harley

Back 8

Prohibit certain unfair labor practices by unions, protecting management rights

Front 9

Labor Management Relations LMRA

Back 9

Allows states to declare themselves right to work

Front 10

Taft Harley

Back 10

Allows states to declare themselves right to work

Front 11

Labor Management Relations Act LMRA

Back 11

Authorized union decertification

Front 12

Taft Harley

Back 12

Authorized union decertification

Front 13

Labor Management Relations Act LMRA / Taft-Harley

Back 13

Prohibit certain unfair labor practices by unions protecting management right.

Allows states to declare themselves right to work

Authorized union decertification

Front 14

Equal Pay Act EPA

Back 14

Prohibits wage discrimination; requires equal pay for equal work of the same skills, effort, and responsibilities

Front 15

Consumer Credit Protection Act CCPA

Back 15

Sets the national maximum limit on the amount of wages that can be withheld from an employee's wages to satisfy court order wage garnishments, such as tax garnishments and domestic relations court orders such as child support and alimony

Front 16

Occupational Safety and Health Act OSHA

Back 16

Mandates compliance with federal health and safety standards. Employers with less than 10 employees are exempt from certain reporting requirements.

Front 17

Employee Retirement Income Security Act ERISA

Back 17

Ensures employee benefit and welfare plans offered by private industry employers meet certain standards

Front 18

Employee Retirement Income Security Act ERISA

Back 18

Pension benefit guaranty corporation PBGC, protects retirees' retirement funds; ensures money set aside in trust funds and covers underfunded pension plans

Front 19

Employee Retirement Income Security Act ERISA

Back 19

Specifies a plan cannot require more than 1000 hours per year (covering some part time employees) to be eligible to participate in employer offered plans

Front 20

Employee Retirement Income Security Act ERISA

Back 20

Ensures employee benefit and welfare plans offered by private industry employers meet certain standards.

Pension benefit guaranty corporation PBGC, Protects retirees' retirement funds; ensures money set aside in trust funds and covers underfunded pension plans.

Specifies a plan cannot require more than 1000 hours per year (covering some part time employees) to be eligible to participate in employer offered plans

Front 21

Foreign Corrupt Practices Act FCPA

Back 21

Prohibits American companies from making corrupt payments to foreign officials for the purpose of obtaining or keeping business

Front 22

Foreign Corrupt Practices Act FCPA

Back 22

Amended (1988) to permit some "grease" or "facilitating" payments to expedite or secure performance of routine government actions.

Front 23

Foreign Corrupt Practices Act FCPA

Back 23

Prohibits American companies from making corrupt payments to foreign officials for the purpose of obtaining or keeping business.

Amended (1988) to permit some "grease" or "facilitating" payments to expedite or secure performance of routine government actions.

Front 24

Uniform Guidelines on Employee Selection Procedures UGESP

Back 24

Prohibits selection policies and practices from having an adverse impact on the employment opportunities for any race, sex, or ethnic group unless it's a business necessity BFOQ. Requires employers use only job related criteria in employment decisions.

Front 25

Immigration Reform and Control Act IRCA

Back 25

Ensures employers do not employ or continue to employ aliens unauthorized to work in the U.S. and that employers do not discriminate on basis of citizenship status or national origin

Front 26

Employee Polygraph Protection Act EPPA

Back 26

Prohibits private sector employers from requiring pre employment polygraph examinations unless employer is in these industries: Pharmaceutical, national defense common law enforcement/security (gun carry industry)

Front 27

Employee Polygraph Protection Act EPPA

Back 27

Permits polygraph testing of certain employees of private sector who are reasonably suspected of involvement in a workplace incident that resulted in specific economic loss or injury to the employer

Front 28

Uniformed Services Employment & Re-Employment Rights Act

Back 28

Prohibits discrimination in employment against past, current or future military service members. Protects military service workers employment rights and benefits of employment.

Front 29

Uniformed Services Employment & Re-Employment Rights Act

Back 29

This law states that if an employee is called up for active duty and they return within 5 years, they must get their job back

Front 30

Uniformed Services Employment & Re-Employment Rights Act

Back 30

This law States that military service members have a maximum of 2 weeks to return to the job after the active duty period ends or job is forfeited

Front 31

Uniformed Services Employment & Re-Employment Rights Act

Back 31

This law States that if a military service members job was eliminated due to mass layoff during their active duty period, employer doesn't have to reinstate them

Front 32

Uniformed Services Employment & Re-Employment Rights Act

Back 32

This law provides military service members and their dependents 24 months of continued health care coverage while on military leave

Front 33

Health Insurance Portability and Accountability Act HIPAA

Back 33

Provides protections for participants and beneficiaries in group health plans, including limiting exclusions for pre-existing conditions and general health conditions

Front 34

Health Insurance Portability and Accountability Act HIPAA

Back 34

Provides privacy protections for employees against unauthorized disclosure of health related information

Front 35

Health Insurance Portability and Accountability Act HIPAA

Back 35

Prohibits employers from using personal health information as a basis for making employment decisions

Front 36

Sarbanes Oxley Act SOX

Back 36

Employees working for publicly traded companies or companies that are required to file certain reports with the SEC are protected from retaliation for reporting alleged violations of mail, wire, bank, or securities fraud; violations of rules or regulations of the SEC, or federal laws relating to fraud against shareholders

Front 37

Sarbanes Oxley Act SOX

Back 37

Prohibits insider trading during certain pension plan blackout periods

Front 38

Sarbanes Oxley Act SOX

Back 38

Requires plan Administrators provide 30 day written notice in advance of blackout period to individual plan participants and beneficiaries

Front 39

Sarbanes Oxley Act

Back 39

Requires publicly traded corporations disclose whether the company has adopted a code of ethics that applies to the company's key officers (not to the company as a whole)

Front 40

Sarbanes Oxley Act SOX

Back 40

Established whistle blower protection in a wide variety of situations for employees who report fraud against shareholders

Front 41

Lily Ledbetter Act

Back 41

Revised the statue of limitations for filing a pay discrimination claim. For each paycheck, or distribution of benefits or other form of compensation marred by discrimination, the statute of limitations renews, creating a rolling open timeframe (180 days or 300 days, depending on state of employment)

Front 42

Lily Ledbetter Act

Back 42

Amended Title VII, ADA, Rehabilitation Act, and ADEA to specify that unlawful discrimination occurs when: 1. A discriminatory compensation decision is adopted. 2. When an individual is affected by application of a discriminatory compensation decision or other practice, including each time a wage, benefits, other compensation is paid, resulting in whole or part from such decision or other practice.

Front 43

Title VII. Civil Rights Act of 1964 & 1991

Back 43

15+ employees. Prohibits discrimination and all terms and conditions of employment ( including pay in benefits) on the basis of race, color, religion, sex, or national origin.

1+ employees for employment agencies and labor organizations.

Front 44

Fair Credit Reporting Act FCRA

Back 44

15+ employees. Defines employees' and potential employees' rights regarding employers use of information obtained by reports compiled by 3rd party credit reporting agencies as the basis for employment decisions.

Front 45

Fair Credit Reporting Act FCRA

Back 45

15+ employees. Amended by Fair and Accurate Credit Transactions Act FACTA which added that employers must take responsible measures to reduce the risk of identity theft and other harm to employees, resulting from employer's failure to properly dispose of confidential records.

Front 46

Pregnancy Discrimination Act PDA

Back 46

15+ employers are prohibited from treating pregnant employees differently than any other employee with a temporary medical issue

Front 47

Pregnancy Discrimination Act PDA

Back 47

15+ employees. Prohibits employers from forcing pregnant employees into resigning or taking leaves of absence

Front 48

Title I, Americans with Disabilities Act ADA and Americans with Disabilities Amendments Act ADAA

Back 48

15+ employees. Protects qualified individuals with disabilities from unlawful discrimination in employment decisions. Discrimination is prohibited if an individual can perform the essential job functions.

Front 49

Title I, Americans With Disabilities Amendment Act ADAAA

Back 49

15+ employees. Removed the mitigation limitation, making it easier for an employee seeking protection under the Act to establish that he/she has a disability.

Front 50

Genetic Information Nondiscrimination Act GINA

Back 50

15+ employees. Prohibits health insurers from discriminating based upon genetic information.

Prohibits employers from requesting or requiring employees or family members to provide genetic information.

Front 51

Age Discrimination in Employment Act ADEA

Back 51

20+ employees.

Prohibits discrimination in employment decisions and health benefits for persons aged 40 and over.

Front 52

Age Discrimination in Employment Act ADEA

Back 52

20+ employees. Prohibits mandatory retirement ages

Front 53

Age Discrimination in Employment Act ADEA

Back 53

20+ employees. Executives over the age 65 and highly compensated executive may be forced to retire while others cannot

Front 54

Consolidated Ominibus Budget Reconciliation Act COBRA

Back 54

20+ employees. Requires employers to permit employees to extend their health insurance coverage at group rates for up to 36 months following a qualifying event.

18 months normally

29 months for disabled workers

36 months for dependent workers

Front 55

Family Medical Leave Act

Back 55

50+ employees. Employers eith 50 or more employees within a 75 mile radius must provide FMLA.

A private employer is covered if it maintained 50 or more employees on the payroll during 20 or more calendar workweeks (not necessarily consecutive workweeks) in either the current or the preceding calendar year.

Front 56

The Patient Protection and Affordable Care Act

Back 56

50+ employees. States that employers must provide affordable insurance coverage that amounts to at least 60% covered health expenses for a typical population. Employers who fail to offer coverage or affordable coverage are subject to penalties per employee based on total number they employ. Allows for reasonable break time for nursing mothers.

Front 57

Worker Adjustment and Retraining Notification Act WARN

Back 57

100+ employees. Requires employers to give 60 day advance notice of plant closing or a layoffs. Mass layoff is when 50 or more employees are to lose their jobs and these 50 represent 33%+ of the workers at their location or any time there is a lay out of 500+ workers.

Employers are not required to provide notice for acts of God, unforeseen business circumstances, publicizing state-of-affairs may jeopardize business continuity, or employer opts to provide 60 days pay in lieu of providing notice.

Front 58

EEO-1

Back 58

100+ employees. Report filed annually with EEOC if not a federal contractor.

Requires employers with 100 or more employees to submit a list of the number of employees by race and sex for each EEO job category.

Front 59

Federal Contractors - Dacis Bacon Act

Back 59

Mandates federal contractors with contracts of $2000 or more who perform construction, alteration, repair or decoration on public buildings or public works, pay wages equal to or better than similar jobs of those in the community in which work is performed

Front 60

Federal Contractors- Copeland Act

Back 60

Prohibits federal contractors from persuading employees to give up any part of compensation to which they are entitled (anti-kickback)

Front 61

Federal Contractors - Walsh Healy Act

Back 61

Mandates federal contractors with contracts of $10,000 or more pay wages equal to the area including minimum wage and overtime

Front 62

Federal Contractors - McNamara-O'Hara Service Contract Act

Back 62

Mandates federal contractors with contracts of $2500 or more performing service or using service employees for the U.S. to pay wages equal to or better than similar jobs of those in the community in which work is performed

Front 63

Federal Contractors - Executive Order 11246

Back 63

Federal contractors or subcontractors with contracts of more than $10,000 or those performing work under federally assisted construction contracts are prohibited from discriminating on the basis of national origin

Front 64

Federal Contractors - Executive Order 11246

Back 64

Requires federal contractors or subcontractors with 50 or more employees and contracts of $50,000 (50/50) or more to implement affirmative action plans

Front 65

Federal Contractors - EEO-1

Back 65

Requires federal contractors, with more than 50 employees and contracts valued at $50,000 or more to submit a list of the number of employees by race and sex for each EEO job category

Front 66

Federal Contractors - Vocational Rehabilitation Act

Back 66

Prohibits federal contractors with contracts of $10,000 or more from discriminating against people with physical or mental disabilities by requiring the contractor to take affirmative action in employing an advancing disabled individuals

Front 67

Federal Contractors - Vietnam-Era Veterans Readjustment Act

Back 67

Requires that federal contractors and subcontractors with contracts valued at $10,000 or more to take affirmative action in hiring and promoting veterans and disabled veterans.. not limited to Vietnam era veterans

Front 68

Federal Contractors - Vietnam-Era Veterans Readjustment Act

Back 68

Federal contractors and subcontractors with 50 or more employees and contracts of $50000 or more are required to implement affirmative action plans for hiring and promoting veterans and disabled veterans

Front 69

Federal Contractors - Drug Free Workplace Act

Back 69

Require some federal contractors with $100,000 or more in income to have a written drug use policy and follow certain requirements to certify that they maintain a drug free workplace

Front 70

Norris-LaGuardia/Anti-Junction Act

Back 70

Banned yellow dog contracts, barred the federal courts from issuing injunctions against nonviolent labor disputes, and created a positive right of noninterference by employers against workers joining trade unions.

Front 71

Norris-LaGuardia/Anti-Junction Act

Back 71

States that the President is the only one who can issue an injunction against labor unrest during National Emergencies. No local judge can sit in judgement of labor unrest issues.

Front 72

Labor Management reporting and Disclosure Act LMDA / Landrum Griffin

Back 72

Created the Bill of Rights which are rules for the way unions are obligated to behave. With the passing of this act open disclosure on Union finances, meetings, and elections is there for rank and file union members. Union leaders can't tell rank and file members what to do. Unions are a democracy and free and open elections must take place.

Front 73

Civil Service Reform Act CSRA

Back 73

Applies to public sector (government workers) only. It guarantees certain rights to members of unions representing federal employees and imposes certain responsibilities on officers of these unions to ensure Union democracy.

Front 74

Civil Service Reform Act CSRA

Back 74

Public sector workers cannot strike or negotiate over wages or benefits otherwise the process is similar to the national labor relations act/Wagner act and the railway labor act.

Front 75

OSHA'S General Dury Clause

Back 75

Each employer shall furnish a place of employment which is free from recognized hazards that are causing or are likely to cause death or serious physical harm to its employees