How does company size affect compliance?

I have been asked to prepare a "chart" showing how the number of employees affects compliance with federal laws.  For example, COBRA at 20 ees, FMLA @ 50 ees.  I know that at 100, the EEO-1 annual report is required.  Is there anything else at that point?  This is for a training seminar for business owners who are looking at acquisitions/mergers in their industry.   Some of these companies could grow from 10 employees to 50 or more in a short time.  Any ideas?   Thanks for the help.    


  • 6 Comments sorted by Votes Date Added
  • Don't forget about the state laws too:


    If you have at least this many employees...

    ...this law applies to you

    What the law does


    Age Discrimination in Employment Act (ADEA)

    Forbids the discrimination on the basis of age 40 and over.


    Americans with Disabilities Act (<?xml:namespace prefix = st1 ns = "urn:schemas-microsoft-com:office:smarttags" />ADA)

    Forbids discrimination against the disabled.


    Title VII of the Civil Rights Act of 1964

    Prohibits discrimination on the basis of race, color, religion, sex, and national origin.


    Consolidated Omnibus Benefits Reconciliation Act (COBRA)

    Requires that employees who lose coverage under group health plans be given a continuation option.


    Drug-Free Workplace Act

    Requires employers make an ongoing effort to maintain a drug-free workplace.


    Electronic Communications Privacy Act (ECPA)

    Prohibits intentional interceptions of wire, oral, or electronic communications.


    Employee Polygraph Protection Act

    Forbids most employers to use lie detectors. Poster required.


    Employee Retirement Income Security Act (ERISA)

    Regulates benefits through a complex series of rules covering pensions, profit-sharing, stock bonus, and most insurance and other benefit plans.


    Employee Right to Know Laws (Hazardous Chemicals in Workplace)

    A disclosure rule that requires private sector employers with hazardous substances in their workplace to develop a comprehensive hazard communication program to train and inform their employees.


    Equal Pay Act (EPA)

    Forbids discrimination in pay on the basis of gender. Poster required.


    Fair Labor Standards Act (FLSA)

    Regulates the payment of minimum wages and overtime. Poster required.


    Family and Medical Leave Act (FMLA)

    Mandates up to 12 weeks' leave in any 12-month period for certain circumstances.


    Federal Income Tax Withholding

    Employers are required to make deductions from employees' pay, for Social Security.


    Health Insurance Portability and Accountability Act (HIPAA)

    Limits the duration of preexisting condition exclusion in group health plans and gives new enrollees credit for prior coverage.


    Immigration Reform and Control Act (IRCA)

    Employers must verify that workers are legally entitled to work in the United States.


    Occupational Safety and Health Act (OSHA)

    Employers must furnish a workplace that is free from recognized hazards. Poster required.


    Affirmative Action

    Requires the development of Affirmative Action Plans for employers with $50,000 or more in federal contracts.


    Pregnancy Discrimination Act (PDA)

    Forbids discrimination on the basis of pregnancy, childbirth, or related medical conditions.


    Veterans Employment Opportunities Act

    Requires that federal government contractors and subcontractors make special efforts to employ and promote specific types of veterans.


    National Labor Relations Act (NLRA)

    Employees have the right to organize and bargain collectively for wages, hours, and working conditions.


    Military Leave -Uniformed Services Employment and Reemployment Rights Act (USERRA) of 1994

    Prohibits discrimination against those who serve in the military; mandates military leave of absence.


    Worker Adjustment and Retraining Notification Act (WARN)

    <?xml:namespace prefix = o ns = "urn:schemas-microsoft-com:office:office" /> 


  • That's a good chart Califorian.  Where did you find it?
  • Californian - thank you so much for the chart - my project is done!!!   Lesley1947
  • You are welcome, but I cannot claim credit. This chart comes from BLR's HR 101 Resource center. I think the resource center is only available to subscribers, but all credit goes to BLR.
  • Here's the chart I have:



    Employer Responsibilities by Size of Company


    Federal Labor Laws by Number of Employees


    1-14 Employees


    • Civil Rights Act 1964 and Civil Rights Act 1991, Title VII (for employment agencies and labor organizations).
    • Consumer Credit Protection Act of 1968
    • Employee Polygraph Protection Act (1988)
    • Employee Retirement Income Security Act (ERISA) 1974 (if company offers benefits)
    • Equal Pay Act of 1963
    • Fair Credit Reporting Act (1970)
    • Fair Labor Standards Act (FLSA) (1938)
    • Federal Insurance Contributions Act of 1935 (FICA) (Social Security)
    • Health Insurance Portability and Accountability Act (HIPAA) of 1996 (if company offers benefits)
    • Immigration Reform & Control Act (IRCA) (1986)
    • Labor-Management Relations Act (Taft-Hartley) 1947
    • National Labor Relations Act (NLRA) 1935
    • Occupational Safety and Health Act (1970)
    • Uniform Guidelines of Employee Selection Procedures (1978)
    • Uniformed Services Employment & Re-employment Rights Act of 1994


    11-14 Employees, add


    • Occupational Safety & Health Act (OSHA) (1970) (maintain record of job related injuries and illnesses)


    15-19, Employees add


    • Civil Rights Act of 1964 Title VII, Civil Rights Act of 1991
    • Title I, Americans with Disabilities Act of 1990, (ADA)


    20-49, Employees add


    • Age Discrimination in Employment Act (1967) (ADEA)
    • Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA)


    50 or more, Employees add


    • Family and Medical Leave Act of 1993 (FMLA)
    • EEO-1 Report filed annually w/EEOC if organization is a federal contractor


    100 or more Employees, add


    • Worker Adjustment & Retraining Notification Act of 1989 (WARN)
    • EEO-1 Report filed annually w/EEOC if organization is not a federal contractor


    Federal Contractors, add


    • Executive Orders 11246 (1965), 11375 (1967), 11478 (1969)
    • Vocational Rehabilitation Act of 1973
    • Drug Free Workplace Act of 1988
    • Vietnam-Era Veterans Readjustment Act of 1974
    • Davis Bacon Act of 1931
    • Copeland Act of 1934
    • Walsh-Healy Act of 1936
    • Service Contract Act (1965)
  • Californian,


    You Rock!  I have a class tomorrow and this totally helps me prepare for it!

Sign In or Register to comment.