1. Job discrimination. Title VII of the Civil Rights Act of 1964 prohibits you from discriminating in hiring, firing or pay based on a person’s race, religion, sex or national origin. This law also prohibits sexual harassment.

Action: Treat all employees and applicants equally regardless of their race, religion, gender or any other characteristics not related to job performance.

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2. Disability discrimination. The Americans with Disabilities Act (ADA) prohibits job discrimination against qualified people with disabilities (i.e., those who can perform the job’s essential functions with or without a reasonable accommodation).

Action: Never immediately reject applicants because you think their disability would prevent them from doing the job. Work with HR to help create reasonable accommodations for disabled employees.

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3. Family leave. The Family and Medical Leave Act (FMLA) says eligible employees – those with at least a year of service – can take up to 12 weeks per year of unpaid, job-protected time off for the birth or adoption of a child or to care for themselves or a sick child, spouse or parent who has a “serious” health condition. The FMLA applies to organizations with 50 or more employees.

Action: When employees request leave, listen for requests that would meet the FMLA criteria. Contact HR when hearing these requests.

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4. Age discrimination. The Age Discrimination in Employment Act says you can’t discriminate against applicants or employees older than 40 because of their age.

Action: Never take a person’s age or proximity to retirement into account when making decisions on hiring, firing, pay, benefits or promotions. 

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5. Overtime/minimum wage. The Fair Labor Standards Act (FLSA) is the nation’s main wage law. It sets the federal minimum wage (many states have higher minimums) and requires time-and-a-half overtime pay for hourly employees who work more than 40 hours in a workweek.

Action: Always pay employees above the minimum wage and pay overtime when applicable.

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