September 25, 2022

Important Employment Laws You Should Be Aware Of

Employment laws and regulations are essential in a workspace. These laws ensure a smooth and effective flow of operations between the employer and the employee. Every employee or employer must know the critical employment laws. For instance, one can contact a Paramus employment attorney if they want to know more about employment laws and regulations. 

Being completely unaware of the fundamental laws about employment can limit you from communicating with other employees or employers about any issue you encounter. Also, you could use your knowledge to defend any case against you with the help of a lawyer. 

Below are the crucial employment laws you should be aware of:

  • Norris-LaGuardia Act

The Norris-LaGuardia Act was initiated in 1932, and it was passed when workers had no right to organize. Before this law was passed, the court started issuing fines and imprisonment without a trial process for workers who denied cooperating with their employers for given reasons. This act protected the workers’ rights to take a stand or strike against unfair injunctions against them. 

  • National Labor Relations Act

In 1935, this law dictated and defined the terms and regulations of workers’ or employees’ relations with the private sector. The National Labor Relations Act helps the workers and employees establish rights to protect their interests. Rights like self-organization, joining labor organizations, bargaining, and participating in other collective activities with other employees or workers. 

It also establishes specific prohibitions on how employers can address certain rights for employees. The act prohibits many company-oriented unions. If a worker or an employee feels that their rights are being violated by their employer, they can file a charge with a regional NLRA office within six months of the violation. 

  • Age Discrimination In Employment Act

This act was passed in 1967 to prohibit employment discrimination against people or employees 40 years of age or older. The act also prohibits employers from refusing to refer a person for employment based on age. ADEA also prohibits unions from refusing to include members aged or older. 

  • Occupational Safety and Health Act

The occupational safety and health act, or the OSH Act, was passed in 1970 to cover private sector businesses with two or more employees. It mandates employers to keep the workplace free of any hazardous material or condition. It generally defines three rights for an employee. 

The first one is the right to know the information about the dangers involved in the Workplace. Secondly, the act defines the right of an employee to file OSHA complaints to ensure that workplace hazards are in control. Lastly, it establishes a right not to be penalized for practicing rights covered under OSHA.