Employment Regulation

Business & Finance
Tutor: None Selected Time limit: 1 Day

s you have learned, there are many statutes that apply to the employee-employer relationship. Although most people likely agree that there are some laws that go too far and others that are absolutely needed, do you feel on the whole that there is too much regulation on business or do you feel more regulation is needed?

Please cite a law or regulation that serves as a good example for your argument.

Apr 4th, 2015


Employers face increasing legal obligations in managing their workforces.The federal government and the states continually impose new employment regulations on employers, designed to protect employees from a lengthening list of discriminatory practices. Many laws have an impact on employment, either directly or indirectly. To acquire knowledge of all such laws is not practical, but employers should be aware of the major statutes that govern the employment relationship and should be aware of other general employment principles. A number of laws are extremely significant in the employment context. All employers should be aware of these laws and the legal obligations they impose. 

State legislatures have imposed a variety of regulations on employers.Generally, these laws apply to employees located within the specific state, although some courts have applied state employment laws to out-of-state employees when the employer is based within the state. Federal antidiscrimination laws do not preempt more restrictive state laws, although state law regarding labor relations and employee benefits may be preempted by federal law. Although these laws are similar to the federal laws already discussed, key differences include the following: 1) state laws generally apply to smaller employers that may be exempt from compliance with the comparable federal law; 2) state laws may create additional protected statuses (e.g., sexual orientation, marital status, residency); 3) state laws may provide for damages (such as unlimited punitive damages) that are not available under federal law; and 4) state laws may not require exhaustion of administrative procedures and may allow plaintiffs to proceed directly to court.

In addition to state laws, many local governments have imposed employment regulations. For example, the New York City Administrative Code prohibits employment discrimination, harassment, or retaliation within the five boroughs of New York City. 




Apr 4th, 2015

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