Laws/Regulations |
Scope/Provisions |
Administrative Agencies |
Fair Labor Standards Act (FLSA)
FLSA Administrative Guide |
Deals with minimum wages, overtime pay, equal pay for both sexes, child labor and recordkeeping for employees engaged in interstate commerce or in production of goods for interstate commerce, or employed by an enterprise engaged in interstate commerce or production of goods for interstate commerce. |
U.S. Department of Labor (DOL) |
| Equal Pay Act (EPA) |
Prohibits wage differentials based on sex for employees engaged in commerce or in production of goods for commerce, or who are employed by an enterprise engaged in commerce or production of goods for commerce. |
Equal Employment Opportunity Commission (EEOC) |
| Americans with Disabilities Act (ADA) |
Prohibits discrimination against individuals with disabilities in employment, public services, public accommodations and telecommunications for employers with 15 or more workers. |
U.S. Department of Labor (DOL)
Equal Employment Opportunity Commission (EEOC)
Federal Communications Commission (FCC) |
| Internal Revenue Code |
Defines deductibility and tax treatment of compensation for all employees and all employers. |
Internal Revenue Service (IRS) |
| State Laws |
Affects minimum wage hours, overtime pay, discrimination and taxes for various employers. |
State of New Jersey |
| UMDNJ - Visiting Researchers |
Deals with the employment of foreign nationals under the J-1 Category of Research Scholar. Ensures that a living wage is paid to Visiting Researchers and that health insurance is obtained. |
U.S. Immigration Regulations |
| Independent Contractors |
Many employers retain the services of independent contractors from time to time to work on special assignments and to perform specialized services that are not part of the employer's regular business activities. In these cases, employers do not pay employment taxes and do not withhold federal, state, and local taxes from payments made to these individuals. Independent contractors are not eligible for an employer's benefits programs or unemployment insurance benefits. Independent contractors are exempt from wage and hour and employment discrimination laws. Individuals who are treated as employees should not be classified as independent contractors. |
|
