This recap blog was written by The Fun HR Pros LLC, a member of the Greater Arlington Chamber of Commerce as a part of our Business Resource Sessions.

HR 101

Summary*

HR 101 covers important federal labor laws that employers must adhere to, including the Fair Labor Standards Act (FLSA), the Americans with Disabilities Act (ADA), and the Affordable Care Act (ACA). These laws provide guidance on wages, employee rights to health benefits, and protections against discrimination. It also discusses compliance with regulations such as the Equal Pay Act, the Pregnant Worker’s Fairness Act, and other essential employee rights legislation.

Takeaways:

1. Federal Labor Laws: Employers must comply with several key federal laws, including the FLSA, which outlines overtime and wage requirements, OSHA (see OSHA.gov for industry-specific requirements or exemptions), and the ADA, which requires accommodations for employees with disabilities (15 or more employees). The Fair Credit Reporting Act is also relevant to employers when conducting background checks.  It’s important to remember to be consistent in employment practices.
2. Non-Discrimination in Hiring and Employment: Title VII of the Civil Rights Act and the Age Discrimination in Employment Act (ADEA) prohibit discrimination based on race, gender, age, and disability. Employers should ensure their hiring and employment practices are inclusive and non-discriminatory.  The Executive Orders signed in January 2025 do not override The Civil Rights Act, a law, or Title VII which prohibits employment discrimination.
3. Employee Benefits and COBRA: Businesses with 20 or more employees need to be familiar with COBRA, which allows employees and their families to continue health insurance coverage after qualifying events like job loss or reduced hours. Employers must also stay informed about their responsibilities under the ACA, particularly regarding full-time employee benefits. The ACA further mandates that companies with 50 or more employees provide health insurance to full-time workers and employers should consider “common ownership.” The IRS has defined what is considered a “controlled group” so that companies/employers cannot split their businesses to avoid providing health insurance to their employees.

Employers should prioritize creating clear, documented procedures for various HR processes, such as background checks, employee accommodations, and handling discrimination claims. Adhering to these best practices ensures compliance with federal laws and helps build a fair, inclusive workplace. In particular, ensuring that employees’ rights are respected can help foster a positive, legally sound work environment and keep people in the working through accommodations and expanding talent pools.

*View the full presentation here: HR 101 Business Resource Session Presentation

For more information, contact Alexis at alexis.holguin@thefun-hrpros.com or visit him online at TheFun-HRPros.com.