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In addition to your knowledge of the product end of your business you will need to develop familiarity with the employment law issues that you must comply with.
Non-compliance can lead to high costs in lawsuits, and fines. As can be seen below, even with only one employee there are several applicable laws, and most of these laws contain record keeping requirements in addition to operational requirements. The "Acts" passed by Congress are codified in the "U.S. Code", and the regulations that provide particulars for implementation first come out in the "Federal Register", and are then incorporated in the "Code of Federal Regulations". Links to all Federal laws is available at: http://www.law.cornell.edu/
Federal Employment Requirements by Company Size
1 or more employees:
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Fair Labor Standards Act (FLSA) wage and hour provisions |
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Child Labor Laws |
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Equal Pay Act |
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Employee Polygraph Protection Act |
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Employee Invention Rights |
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Immigration Reform and Control Act - Form I-9 Requirement |
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Occupational Safety and Health Act (OSHA) |
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Hazardous Communications Act (if hazardous materials or chemicals on site) |
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Witholding of federal income taxes |
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Workers' Compensation Insurance coverage |
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Unemployment Insurance coverage |
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Withholding of Social Security (FICA) and Medicare taxes |
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Form 5500 required under ERISA if company offers retirement and pension plans, health plans, severance plans, etc |
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Fair Credit Reporting Act |
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New Hire reporting |
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Uniformed Services Employment and Reemployment Rights Act (USERRA) |
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National Labor Relations Act (NLRA) |
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Civil Rights Acts of 1866 and 1871 |
2 or more employees covered by a group health plan
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Health Insurance Portability and Accountability Act (HIPPA) |
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15 or more employees
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Title VII of the Civil Rights Act of 1964 |
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Americans with Disabilities Act |
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Pregnancy Discrimination Act |
20 or more employees
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Age Discrimination of Employment Act (ADEA) |
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Consolidated Omnibus Budget Reconciliation Act of 1983 (COBRA) |
50 or more employees
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Family and Medical Leave Act (FMLA) |
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EEO-1 Report (if company is a federal contractor or subcontractor with affirmative action requirement) |
100 or more employees
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Worker Adjustment and Retraining Notification (WARN) Act |
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EEO-1 Report required by September 30 th |
Federal Contractors
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Executive Order 11246 |
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Handicapped AAP |
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Veterans AAP |
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Vets-100 due by September 30 th |
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Drug Free Workplace Act |
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Applicant Flow Chart |
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Section 503 of the Rehabilitation Act of 1973 |
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Davis-Bacon Act wage and hour provisions of $2,000 |
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Copeland Act wage standards for all government contracts, regardless of size |
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McNamara-O'Hara Act wage and hour provisions for federal contractors of $2,500 or more |
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Walsh-Healy Act wage and hour provisions for federal contractors of $10,000 or more. |