Is your company HR compliant?
We specialize in designing and delivering customized solutions as well as reviewing and modifying existing programs. Click on your company size below to see a list of the regulations with which your organization must be in strict compliance.
1-14 Employees15-49 Employees50-99 Employees100+ EmployeesHR Compliance Resources
Employers with 1-14 employees must comply strictly with the following Federal regulations
- Title VII of the Civil Rights Act of 1964 (for employment agencies and labor organizations)
- Consumer Credit Protection Act of 1968
- Employee Polygraph Protection Act of 1988
- Employee Retirement Income Security Act (ERISA) of 1974 (if company offers benefits)
- Equal Pay Act of 1963
- Fair and Accurate Credit Transactions Act of 2003 (FACTA)
- Fair Credit Reporting Act of 1969
- Fair Labor Standards Act of 1938
- Federal Insurance Contributions Act of 1935 (FICA) (Social Security)
- Health Insurance Portability and Accountability Act (HIPPA) of 1996 (if company offers benefits)
- Immigration Reform and Control Act of 1986
- National Labor Relations Act of 1947
- Newborns’ and Mothers’ Health Protection Act of 1996
- Occupational Safety and Health Act of 1970
- Sarbanes-Oxley Act of 2002
- Uniform Guidelines on Employee Selection Procedures of 1978
- Uniformed Services Employment and Reemployment Rights Act of 1994
- OSHA Recordkeeping (maintain record of job related injuries and illnesses)
Employers with 15-49 employees must comply strictly with the following Federal regulations
- Title VII of the Civil Rights Act of 1964 (for employment agencies and labor organizations)
- Consumer Credit Protection Act of 1968
- Employee Polygraph Protection Act of 1988
- Employee Retirement Income Security Act (ERISA) of 1974 (if company offers benefits)
- Equal Pay Act of 1963
- Fair and Accurate Credit Transactions Act of 2003 (FACTA)
- Fair Credit Reporting Act of 1969
- Fair Labor Standards Act of 1938
- Federal Insurance Contributions Act of 1935 (FICA) (Social Security)
- Health Insurance Portability and Accountability Act (HIPPA) of 1996 (if company offers benefits)
- Immigration Reform and Control Act of 1986
- National Labor Relations Act of 1947
- Newborns’ and Mothers’ Health Protection Act of 1996
- Occupational Safety and Health Act of 1970
- Sarbanes-Oxley Act of 2002
- Uniform Guidelines on Employee Selection Procedures of 1978
- Uniformed Services Employment and Reemployment Rights Act of 1994
- OSHA Recordkeeping (maintain record of job related injuries and illnesses)
- Americans with Disabilities Act of 1990
- Title VII of the Civil Rights Act of 1964
- Age Discrimination in Employment Act of 1967
- Consolidated Omnibus Benefits Reconciliation Act (COBRA) OF 1986
Employers with 50-99 employees must comply strictly with the following Federal regulations
- Title VII of the Civil Rights Act of 1964 (for employment agencies and labor organizations)
- Consumer Credit Protection Act of 1968
- Employee Polygraph Protection Act of 1988
- Employee Retirement Income Security Act (ERISA) of 1974 (if company offers benefits)
- Equal Pay Act of 1963
- Fair and Accurate Credit Transactions Act of 2003 (FACTA)
- Fair Credit Reporting Act of 1969
- Fair Labor Standards Act of 1938
- Federal Insurance Contributions Act of 1935 (FICA) (Social Security)
- Health Insurance Portability and Accountability Act (HIPPA) of 1996 (if company offers benefits)
- Immigration Reform and Control Act of 1986
- National Labor Relations Act of 1947
- Newborns’ and Mothers’ Health Protection Act of 1996
- Occupational Safety and Health Act of 1970
- Sarbanes-Oxley Act of 2002
- Uniform Guidelines on Employee Selection Procedures of 1978
- Uniformed Services Employment and Reemployment Rights Act of 1994
- OSHA Recordkeeping (maintain record of job related injuries and illnesses)
- Americans with Disabilities Act of 1990
- Title VII of the Civil Rights Act of 1964
- Age Discrimination in Employment Act of 1967
- Consolidated Omnibus Benefits Reconciliation Act (COBRA) OF 1986
- Family and Medical Leave Act of 1993
- EEO – 1 Report filed annually with EEOC if organization is a federal contract (for employers who offer mental health benefits)
Employers with 100+ employees must comply strictly with the following Federal regulations
- Title VII of the Civil Rights Act of 1964 (for employment agencies and labor organizations)
- Consumer Credit Protection Act of 1968
- Employee Polygraph Protection Act of 1988
- Employee Retirement Income Security Act (ERISA) of 1974 (if company offers benefits)
- Equal Pay Act of 1963
- Fair and Accurate Credit Transactions Act of 2003 (FACTA)
- Fair Credit Reporting Act of 1969
- Fair Labor Standards Act of 1938
- Federal Insurance Contributions Act of 1935 (FICA) (Social Security)
- Health Insurance Portability and Accountability Act (HIPPA) of 1996 (if company offers benefits)
- Immigration Reform and Control Act of 1986
- National Labor Relations Act of 1947
- Newborns’ and Mothers’ Health Protection Act of 1996
- Occupational Safety and Health Act of 1970
- Sarbanes-Oxley Act of 2002
- Uniform Guidelines on Employee Selection Procedures of 1978
- Uniformed Services Employment and Reemployment Rights Act of 1994
- OSHA Recordkeeping (maintain record of job related injuries and illnesses)
- Americans with Disabilities Act of 1990
- Title VII of the Civil Rights Act of 1964
- Age Discrimination in Employment Act of 1967
- Consolidated Omnibus Benefits Reconciliation Act (COBRA) OF 1986
- Family and Medical Leave Act of 1993
- EEO – 1 Report filed annually with EEOC if organization is a federal contract (for employers who offer mental health benefits)
- Worker Adjustment and Retaining Notification Act of 1988
- EEO – 1 Report filed annually with EEOC if organization is not a federal contractor
There’s more to HR than mere compliance. Good people management programs improve productivity, increase sales, and reduce your costs. Your partnership with Pursuit Of Excellence frees you from having to wade through all the confusion of compliance and positions your company for success.
The list of resources from which to learn more about your specific Human Resources issues is quite lengthy. Below are many of the links you’ll need to find out more about the basics of human resource compliance.
- Texas Workforce Commission
- Congressional Record
- Consolidated Omnibus Budget Reconciliation Act (COBRA)
- Equal Employment Opportunity Commission (EEOC)
- Employee Retirement Income Security Act (ERISA)
- ERISA Information from BenefitsLink.com
- Family and Medical Leave Act (FMLA)
- Federal Consumer Information Center
- Federal Information Center
- Federal Mediation & Conciliation Service
- Federal Register
- FedWorld
- Government Printing Office
- Immigration and Naturalization Service
- Internal Revenue Service
- Library of Congress
- National Labor Relations Board
- Occupational Safety and Health Review Commission
- Occupational Safety and Health Act (OSHA)
- State of Texas government website
- Social Security Administration
- Texas Commission on Human Rights (TCHR)
- Texas Comptroller of Public Accounts
- Texas Department of Insurance
- Texas Department of Licensing and Regulation
- Texas Department of Public Safety
- Texas Worker’s Compensation Commission
- Thomas (Congressional legislative information)
- US Department of Labor – Americans with Disabilities Act
- US Department of Labor – Employment and Training Administration
- US Department of Labor – Employment Laws Assistance for Workers & Small Business
- US Department of Labor – Pension and Welfare Benefits Administration
- US Department of Labor – Veterans Employment and Training Service
- US Department of Labor – Women’s Bureau – Family and Medical Leave
- US Department of Labor
- US Department of Labor – Wage and Hour Division
- US Department of Labor – Employment Standards Administration
- US Department of Labor – Bureau of Labor Statistics
- US Department of Justice – ADA
- US Department of Labor – Office of Federal Contract Compliance
- US House of Representatives
- US Senate
- White House
- ADA Technical Assistance Program
- ADA Document Center
- American Arbitration Association