Employment Law

Employment Law encompasses legal regulations governing the employer-employee relationship. For SHRM-CP certification, understanding these laws is essential as they shape workplace policies and HR practices. Federal laws include the Fair Labor Standards Act (FLSA), which establishes minimum wage, overtime pay, and child labor standards. The Family and Medical Leave Act (FMLA) provides eligible employees with unpaid, job-protected leave for family or medical reasons. Equal Employment Opportunity laws prohibit discrimination. Title VII of the Civil Rights Act bans discrimination based on race, color, religion, sex, and national origin. The Americans with Disabilities Act (ADA) protects qualified individuals with disabilities, requiring reasonable accommodations. The Age Discrimination in Employment Act (ADEA) protects workers 40 and older. The Occupational Safety and Health Act (OSHA) ensures safe working conditions. The National Labor Relations Act (NLRA) guarantees employees' right to organize and engage in collective bargaining. The Immigration Reform and Control Act (IRCA) prohibits employing unauthorized workers and discriminating based on citizenship status. HR professionals must also navigate state and local laws, which may provide additional protections beyond federal requirements. Compliance involves proper recordkeeping, posting required notices, and implementing compliant policies. HR must stay current as laws evolve through legislation, court decisions, and regulatory changes. Beyond compliance, understanding employment law helps HR professionals create fair workplaces, minimize legal risks, and protect organizational reputation. Strategic HR involves anticipating legal changes, conducting periodic audits, and training managers on legal requirements to avoid costly litigation and penalties. The SHRM-CP exam tests knowledge of these laws and the ability to apply them to realistic workplace scenarios.

Employment Law encompasses legal regulations governing the employer-employee relationship. For SHRM-CP certification, understanding these laws is essential as they shape workplace policies and HR pra…

Concepts covered: Disparate treatment, Affordable Care Act (2010), Equal Pay Act of 1963, Family and Medical Leave Act of 1993 (FMLA), Genetic Information Nondiscrimination Act (GINA), Labor Management Relations Act of 1947 (LMRA), Labor Management Reporting and Disclosure Act of 1959 (LMRDA), Occupational Safety and Health Act of 1970 (OSHA Act), Pregnancy Discrimination Act of 1978, Title VII of the Civil Rights Act of 1964 and 1991, Worker Adjustment and Retraining Notification Act of 1988 (WARN Act), Contractual and tort theories, Disparate impact, Employer unfair labor practices, Employment contracts, Employment-at-will doctrine, Negligent hiring, Rehabilitation Act (1973), Types of discrimination, Unlawful harassment, Religious, Race, Color, ADA (Reasonable accommodation), Railway Labor Act of 1926 (RLA), Sexual, Age Discrimination in Employment Act of 1967 (ADEA), Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA), Americans with Disabilities Act of 1990 and as amended in 2008 (ADA), Executive Order 11246 (1965), National Labor Relations Act of 1935 (NLRA), Agency relationships/quasi-contracts, Employee privacy, Disability, Nation of origin, Immigration Reform and Control Act (IRCA), Lilly Ledbetter Fair Pay Act, Enforcement agencies (EEOC, OFCCP), Fair Labor Standards Act of 1938 (FLSA), Whistleblowing/retaliation, Citations and penalties, Employer Retirement Income Security Act of 1974 (ERISA), Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA), Professional liability, Fair Credit Reporting Act (FCRA), Health Insurance Portability and Accountability Act of 1996 (HIPAA)