Federal Employment Laws: A Guide for Event Planners

Before you put together your dream events team, make sure you understand the federal employment laws. Check out this guide to contract and regular employee laws

You're in charge of planning an event. Every detail depends on you! Oh, the pressure! One thing you don't want to have to worry about is employment rules and regulations. That's not a detail that's going to make your event legendary! Nevertheless, before you put a team together that will elevate your company to rockstar status, you have to make sure you understand federal employment laws. Check out this guide to contract and regular employee laws and regulations.

Federal Employment Laws

What is the purpose of labor laws? Labor laws were enacted to protect employees' rights and to outline the obligations and responsibilities of the employer. As an employer, you want to be sure that you are providing equal opportunity and a minimum wage as well as a safe work environment.

3 Laws Small Business Owners Want to Know

Pay particular attention to these three laws and how they apply to your event planning company.

1. National Labor Relations Act (NLRA)

This law was enacted in 1935 to protect employers and employees. It gives employees the right to collective bargaining and the ability to unionize. Employees can legally get together to appeal for anything for their "mutual aid and protection". Under this law, employees have the right to discuss any of the terms and conditions of employment. This includes wages, scheduling and time off. Employers are prohibited from threatening employees who are joining a concerted effort.

2. Family and Medical Leave Act (FMLA)

If you maintain a team 50 or more people, you are required to grant eligible employees up to 12 weeks of unpaid, protected leave. Such employees are also permitted to keep their health benefits during this approved furlough.

Eligibility Requirements

All 50 employees need to be within a 75-mile radius to be eligible. If you have two locations that are, say 85 miles apart with 30 employees at one and 25 at the other, the employees are not eligible for FMLA. You have to be employed for 12 months or 1250 work hours to be eligible.

A family member or the employee has to meet certain conditions:

  • incapacity due to pregnancy, prenatal care or childbirth
  • after-birth bonding
  • working to adopt or foster a child
  • chronic, incapacitating medical issue
  • family member with a serious medical illness

A medical certificate stating the employee's or family member's condition must be provided.

Employer's Regulations

Employers are required to keep the employee's position open or grant a comparable position upon return. Retain health benefits. Cannot offer any type of wage during the leave of absence.

3.The Fair Labor Standards Act (FLSA)

This deals with employment contract laws. It establishes rules and regulations regarding the minimum wage, overtime pay, hours worked, record keeping and child labor laws. Covered employees are entitled to one and a half times their hourly wage when working over 40 hours in a work week. Employees that do not fall under the category of eligibility are those in administrative, executive or professional positions that have specific job descriptions that make them ineligible.

Managing Your Team

Now that you have a grip on federal employment laws, let us take care of the rest. Visit our site to see how we can help you manage your dream team.