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In this blog post, we`ll focus on the ones that are required by law and explain exactly what they are and why your company is obligated to provide them. Employers must also not discriminate when deciding which workers are recalled after dismissal. Some federal labor laws outline benefit requirements for part-time workers: This factsheet provides a summary of FLSA`s record-keeping rules, 29 CFR Part 516. Highlights: The RSA sets out the minimum wage, overtime pay, records and employment standards for youth employment that are subject to its regulations. Unless exempted, insured workers must receive at least the minimum wage and at least one and a half times their normal wage for overtime worked. In the event of involuntary loss of employment by an employee, unemployment benefit provides partial income replacement for a short period. Employees and their employers contribute to unemployment insurance, which is administered by the government at the state and federal levels. Disability insurance provides partial wage replacement to workers who suffer an illness or injury that requires them to be absent for more than one week of work. While disability insurance is not a mandatory federal benefit, it is one of the legally required benefits for employers in the following states, as well as Puerto Rico: While benefits such as paid time off, health insurance, and 401(k) plans are in high demand, basic benefits can also be invaluable to workers. Make sure your company meets its obligations to provide support and compensation through Social Security, Health Insurance, Unemployment, and Workers` Compensation Insurance. When state and local laws enact higher minimum requirements than federal labor laws, higher state and local standards prevail, so it`s important that you always check your state and local jurisdictions for additional requirements that may apply to part-time workers. Disability benefits typically cover partial or total disability, and benefits for disabled workers range from 50 to 66 percent of their pre-disability income. Wage benefits usually begin three to six months after the onset of disability.

Currently, the Affordable Care Act (ABA) requires any organization that employs 50 or more full-time employees to provide health insurance. These companies are also required to report the value of health insurance on W2 forms for employees, and they must also file the appropriate forms with the IRS and provide details about the costs and types of insurance plans they offer to their employees. If full-time employees are not offered adequate or affordable health insurance, this could result in assessment and possible penalties from the federal government. It is illegal for an employer to post a job posting that shows a preference for someone or discourages them from applying for a job based on their race, colour, religion, sex (including gender identity, sexual orientation and pregnancy), national origin, age (40 years or older), disability or genetic information. If an applicant with a disability requires accommodation (e.g., sign language interpreter) to apply for a job, the employer is required to provide the accommodation, provided the accommodation does not cause significant hardship or cost. There are five states where employers are required by law to purchase disability insurance for their employees; California, Hawaii, Rhode Island, New Jersey and New York plus Puerto Rico. Vacation, health insurance, long-term disability insurance, tuition reimbursement and pension plans are just a few of the many benefits employers can offer their employees. But what benefits is legally required for a company to offer its full-time employees? Understanding mandatory performance laws will help you assess the most appropriate policy that satisfies both employees and your results.

If your private company employs more than 50 people, the Federal Family Leave Act (FMLA) requires your company to grant its employees up to 12 weeks of unpaid leave while protecting their job security. One of the largest and most widespread trends in employee satisfaction recently has been an increased interest in the benefits employers offer their employees. In fact, many recent studies (including this one) show that today`s employees are just as interested – if not more – in a good benefits package than in the amount of their salary. The Family Medical Leave Act (FMLA) requires companies with 50+ full-time employees to grant their employees up to 12 weeks of unpaid leave with protected job security. To be eligible for family and sick leave under the FMLA, employees must: Social Security benefits ensure that employees have income after retirement or in the event of permanent disability. Medicare provides health insurance coverage for Americans age 65 or older, or those with certain disabilities or medical conditions. The following is an example of a time tracking format that employers can track but are not required to track: In some situations, an employer may be allowed to reduce certain benefits for older workers, but only if the cost of providing the reduced benefits is equal to the cost of providing benefits to younger workers. The law requires an employer to provide reasonable accommodation to an employee or applicant with a disability, unless doing so would cause significant hardship or cost to the employer. Similarly, employers should not request a photo of a candidate.

If required for identification, a photo may be obtained after a job offer has been made and accepted. Employers are required to contribute to unemployment insurance through payroll taxes at the federal and state levels to help workers who lose their jobs. Unemployment insurance protects part-time and full-time employees who meet certain criteria and who are separated from a business by earning a certain amount of income for a limited period of time. Workers made redundant as a result of mergers, layoffs or without substantial proof of a reason may apply for unemployment with the State Employment Agency to receive temporary benefits while they look for new employment. Anything that can be considered a marginal wage premium that employers offer to their employees in addition to regular wages and salaries can be considered a social benefit. Since unemployment insurance is administered by each state, the cost of unemployment insurance and the amount required for each employer vary from state to state.