Employees are the bread and butter of any business. Without them, it would be impossible for the wheels of any operation to keep on turning. As an employer and business owner, you have a legal responsibility to your employees to fully understand the laws that dictate and govern the employee/employer relationship dynamic, which include anti-discrimination laws.
Dan Burke has dedicated his career to learning the legal ins and out of employer/employee dynamics and has become one of the best in San Antonio law and small business protection. Knowledge is power and information is key, so our firm would like to offer this brief breakdown of anti-discrimination laws and when they may apply to your business.
Parameters Of Discrimination
Anti-discrimination laws are in place to clearly define what is and is not considered “reasonable” interactions between a business and its employees. They provide safety to both parties through transparency of information and preventing people from being discriminated against due to factors that are out of their control. These factors include:
- National Origin
- Disability or genetic information
Businesses should take due diligence to not discriminate against or employ practices or policies that target current or potential employees for any reason. Companies that employ fewer than 15 people may have slightly more leeway within these guidelines. However, it would be the advice of most reputable legal representatives that it’s always better to be safe than sorry.
For more on the specifics or to clear up any ambiguity, Dan Burke is the best in the business. When it comes to explaining anti-discrimination law in a way that anyone can understand and appreciate, he is here to consult with you and your company.
More Important Information Regarding Anti-Discrimination Laws/Practices
In addition to guidelines that define discrimination, there are a number of good practices that every employer can take part in to ensure transparency and the most amount of legal security for all parties involved.
- Reasonable Accommodations — Another important aspect of anti-discrimination law is a concept known as “reasonable accommodations”. In specific circumstances, you may be required to change procedure or normal operation to accommodate a specific disability or religious belief. Not providing these accommodations can put you and your company at risk of litigation and fines.
- Requesting Genetic or Medical Information — By law, this type of information is protected as personal information and is only available to employers in very specific circumstances. If you do need to have access to this type of information, it’s best to have an attorney help you determine what is and isn’t legal.
- Avoid Retaliation — It is against the law for an employer to punish any current, potential or former employee because they were involved in the reporting of discriminatory practices.
- Keep Everyone Informed — Per federal law, all places of work are required to display an approved poster that describes federal discrimination law as it currently stands.
- Keep Your Records — It is required by law that certain employee and applicant data be retained and kept on file for a specified amount of time.
When It Comes To Small Business Law, Dan Burke Is Your Guy!
When embarking on a business-owning journey, you’ll quickly learn that managing the day-to-day functions of your business is just one of the many complexities that will need to be juggled in order to maintain smooth operations.
In many cases, business owners discover that the actual business aspect of things is the easy part, and the real struggle comes with the nuance and responsibility of having to navigate the complex dynamic between the individuals that keep your business running.
When you need help navigating the complicated legal valley that exists between employer and employee, don’t hesitate to call Dan Burke Law today!