Since you plan to hire more than 15 employees, you are required to comply with Title VII of the Civil Rights Act of 1964. This law requires that you do not discriminate in your hiring process based on race, color, religion, sex or national origin. Non-compliance with this law could result in a lawsuit being filed by the prospective employee if he or she feels that they were discriminated against. Ensure that you and your hiring managers are knowledgeable on Title VII and ask only appropriate questions during the interview process. Question related to religion, birthplace and marital status are some examples of items to avoid.
The Americans with Disabilities Act is a law that prohibits discrimination based on qualified disabilities. It also requires employers to provide “reasonable accommodations” such as providing written materials in assessable formats, ensuring that interviews are held in assessable areas and adjusting or modifying equipment, policies and procedures. You are not required to make accommodations that would cause undue hardship such as significant difficulty or cost. Potential employees must still meet the basic requirements of the job such as education, training, licenses, etc. Consequences of non-compliance are similar to those listed prior. Compliance requires that reasonable accommodation be met and no discrimination is made based on their disability. Also, similar to Title VII, certain questions that would reveal that a person has a disability are not permitted during the interview process.
The Age Discrimination in Employment Act is also similar to the previous two laws. It prohibits discrimination based on age. However, this law only protects potential employees that are over the age of 40 by prohibiting preferential treatment of younger employees. Again, consequences are similar and compliance is equally simple.
The Fair Labor Standards Act is a law that primarily governs minimum wage, overtime pay, records...