🕷️ Crawler Inspector

URL Lookup

Direct Parameter Lookup

Raw Queries and Responses

1. Shard Calculation

Query:

Response:

Calculated Shard: 52 (from laksa138)

2. Crawled Status Check

Query:

curl -X POST \
  'http://laksa052.int.ahrefs:8124/' \
  -H 'Content-Type: text/plain' \
  -H 'X-ClickHouse-Database: crawler3' \
  -H 'Authorization: Basic YXBpOg==' \
  -d 'SELECT getAhrefsURLFromUnparsed(src_unparsed) AS found_url, ifNull(toUnixTimestamp(download_stamp), 0) AS crawl_time, ifNull(toUnixTimestamp(props_url_first_seen), 0) AS first_indexed_time, download_http_code AS http_code, src_unparsed AS src_unparsed, src_root_hash AS src_root_hash, history_drop_reason AS history_drop_reason, meta_title AS meta_title, meta_descriptions AS meta_descriptions, attrs_boilerpipe_text AS attrs_boilerpipe_text, attrs_markdown AS attrs_markdown, attrs_readable_markdown AS attrs_readable_markdown, meta_canonical AS meta_canonical, ml_categories_json AS ml_categories_json, ml_types_json AS ml_types_json, ml_intent_types_json AS ml_intent_types_json, meta_language AS meta_language, attrs_author AS attrs_author, ifNull(toUnixTimestamp(attrs_publish_time), 0) AS attrs_publish_time, ifNull(toUnixTimestamp(attrs_original_publish_time), 0) AS attrs_original_publish_time, ifNull(attrs_is_republished, 0) AS attrs_is_republished, ifNull(attrs_nr_words, 0) AS attrs_nr_words, ifNull(attrs_boilerpipe_nr_words, 0) AS attrs_boilerpipe_nr_words, ifNull(body_ext_links_number, 0) AS body_ext_links_number, ifNull(body_int_links_number, 0) AS body_int_links_number, ifNull(meta_nofollow, 0) AS meta_nofollow, ifNull(meta_noarchive, 0) AS meta_noarchive, ifNull(props_was_rendered, 0) AS props_was_rendered, ifNull(src_redirect, \'\') AS src_redirect, ifNull(download_time_msec, 0) AS download_time_msec, ifNull(download_ttfb_msec, 0) AS download_ttfb_msec, ifNull(download_size, 0) AS download_size FROM crawler3.page_info_local FINAL PREWHERE (src_root_hash, src_unparsed) IN ((getAhrefsRootHashFromUnparsed(getAhrefsUnparsedNoserviceFromURL(\'https://millershah.com/blog/5-employment-laws-every-worker-and-employer-should-know/\')), getAhrefsUnparsedNoserviceFromURL(\'https://millershah.com/blog/5-employment-laws-every-worker-and-employer-should-know/\'))) FORMAT JSONEachRow'

Response:

{"found_url":"https:\/\/millershah.com\/blog\/5-employment-laws-every-worker-and-employer-should-know\/","crawl_time":1776055377,"first_indexed_time":1746514106,"http_code":200,"src_unparsed":"com,millershah!\/blog\/5-employment-laws-every-worker-and-employer-should-know\/ s443","src_root_hash":"5999267476798652852","history_drop_reason":null,"meta_title":"5 Employment Laws Every Worker and Employer Should Know | Miller Shah | New York Employment Law Attorneys","meta_descriptions":["Check out our blog to learn five employment laws every worker should know. If you have questions, feel free to reach out to our New York employment law attorneys."],"attrs_boilerpipe_text":"Table of Contents\nCategory 1: Wage and Hour Laws \nFair Labor Standards Act (FLSA) \nKey Provisions \nMinimum Wage \nOvertime \nTip Regulations \nHours Worked \nRecordkeeping \nChild Labor \nCategory 2: Anti-Discrimination Laws \nTitle VII of the Civil Rights Act of 1964 \nEqual Pay Act of 1963 \nAge Discrimination in Employment Act of 1967 (ADEA) \nRehabilitation Act of 1973 \nThe Civil Rights Act of 1991 \nCategory 3: Workplace Health & Safety Laws \nOccupational Safety and Health Act (OSHA) \nKey Points \nCategory 4: Family and Medical Leave Laws \nFamily and Medical Leave Act (FMLA) \nCategory 5:  Labor Relations Laws \nNational Labor Relations Act (NLRA) \nHow an Employment Law Firm Can Help \nU.S. workers are protected by five major categories of employment laws that shape workplace operations. These laws can cover everything from hiring and firing to wages, benefits, and workplace safety. This article will explain each major category in clear terms and connect it to Miller Shah LLP’s experience advocating for employees in matters involving Employment and Employee Rights, Whistleblower and Retaliation, and ERISA and Employee Benefits.\n \nThere are various different issues that can arise in the workplace. However, the five major employment law categories that will be addressed are: wage and hour, anti-discrimination, workplace health and safety, family and medical leave, and labor relations.\n \nCategory 1: Wage and Hour Laws\n \nWage and hour laws serve as guidelines for the workplace to ensure that employees are fairly compensated for the labor they provide. There are laws at the federal level that dictate the minimum compensation and maximum hours worked by employees. The Fair Labor Standards Act (FLSA) is the most prominent law that protects workers from exploitation.\n \nFair Labor Standards Act\n(FLSA)\n \nAdministered by the Department of Labor (DOL), the FLSA sets the minimum hourly wage, overtime pay, recordkeeping, and youth employment standards that affect private and public sector employees. \n \nKey Provisions\n \nMinimum Wage\n \nThe federal minimum wage is set at $7.25; however, it may differ depending on state minimum wage laws. An employee is entitled to whichever minimum wage is higher.\n \nOvertime\n \nUnless exempt, employees must receive overtime pay for all hours worked over 40 hours in a work week. The rate for overtime should not be less than time and a half of their regular rate of pay. There is no limit on the number of hours employees 16+ may work in a workweek.\n \nTip Regulations\n \nAn employer is permitted to take a “tip credit” toward their minimum wage and overtime obligations for tipped employees. If an employer claims tip credit, they have to make sure that their employees receive enough tips from customers during the workweek to equal the minimum wage and overtime compensation.\n \nHours Worked\n \nThe DOL defines this as all the time an employee must be on duty, or on the employer’s premises, or at any other prescribed place of work. It also includes any additional time an employee is allowed to work. The DOL\nprovides a comprehensive\n \nbreakdown\nof what is considered work time and what is not. \n \nRecordkeeping\n \nCovered employers are required to keep certain records for each non-exempt worker. There is no specific form of records, but they must have information about the employees and data on their hours worked and wages earned.\n \nHere is a\nlist\nof some of the basic records an employer must maintain:\n \nEmployee’s full name, and SSN\n \nAddress\n \nBirth date\n \nSex & occupation\n \nTime and day of week when employee’s work week begins\n \nTotal hours worked each week\n \nRegular hourly pay rate\n \nBasis on which employee’s wages are paid\n \nChild Labor\n \nUnder 14: Permissible employment is work that is exempt from FLSA, such as delivering newspaper or acting.\n \n14: The minimum age for most non-agricultural work is 14, with strict limits on hours and the times of jobs if a child is under 16.\n \n16: 16- and 17-year-olds can work unlimited hours in non-hazardous occupations.\n \n18: 18 and older are no longer subject to federal child labor restrictions.\n \nThe DOL provides a\nlist\nof occupations that all minors under the age of 18 are banned from.\n \nCategory 2: Anti-Discrimination Laws\n \nAnti-discrimination laws are designed to protect employees and prevent employers from making decisions that fall under protected characteristics. This includes race, color, religion, sex, national origin, age, and disability. The following laws intend to combat discrimination and ensure that employees and job applicants are fairly treated in the workplace.\n \nTitle VII of the Civil Rights Act of 1964\n \nThis Act protects employees and job applicants from employment discrimination on the basis of their race, color, religion, sex, and national origin. This also protects employment decisions such as recruitment, selections, terminations, and other decisions which concern the terms and conditions of employment. \n \nEqual Pay Act of 1963\n \nThis Act protects men and women from sex-based wage discrimination in the same establishment who perform jobs that require substantially equal skill, effort, and responsibility under similar working conditions. \n \nAge Discrimination in Employment Act of 1967 (ADEA)\n \nThis Act protects individuals aged 40 or over from age-based employment discrimination.\n \nRehabilitation Act of 1973\n \nThis Act protects employees and job applicants from all employment discrimination based on their disability who are qualified. \n \nThe Civil Rights Act of 1991\n \nThis Act amends Title VII by strengthening and improving federal civil rights laws and allows recovery of compensatory damages in federal sector cases involving intentional employment discrimination.\n \nCategory 3: Workplace Health & Safety Laws\n \nAll workplaces should be free from hazards to safety and health. Some examples of hazardous and unsafe working conditions would include lack of eye and face protection on the job, failure to provide respiratory protection, lack of machine guarding, or poor ventilation. The Occupational Safety and Health Administration has made it their goal to ensure safe and healthy working conditions for all working men and women.\n \nOccupational Safety and Health Act (OSHA)\n \nThis law intends to enforce the standards under this act by assisting and encouraging the states in their efforts to assure that there are safe and healthy working conditions. The government will assist by providing for research, information, education, and training in the field of occupational safety and health. \n \nKey Points\n \nEncourages both employers and employees to help reduce workplace hazards.\n \nClarifies that employers and employees have separate responsibilities and rights in achieving safe working conditions.\n \nGrants the Secretary of Labor to set safety rules and establish a review commission to help enforce them.\n \nSupports building on and improving existing workplace safety efforts.\n \nProvides funding and backing for studies on safety and health, and other psychological factors.  \n \nAims to find hidden or long-term illnesses and diseases that are caused by workplace environments.\n \nEstablishes health guidelines so that a worker’s long-term health is protected.\n \nInvest in training to increase both the number and competence of people working in the field of occupational safety and health.\n \nMake safety inspections more effective by prohibiting advance notice and applying sanctions for violations.\n \nProvide appropriate reporting procedures to help achieve the objectives of the Act.\n \nEncourage joint labor-management efforts to reduce hazards and injuries.\n \nCategory 4: Family and Medical Leave Laws\n \nThese laws are essential to ensure that all employees are able to balance their work and family responsibilities while maintaining job protection.\n \nFamily and Medical Leave Act (FMLA)\n \nEligible employees of covered employees are entitled to unpaid, job-protected leave for familial and medical reasons. During this leave, the same terms and conditions are applied to their group health insurance coverage as if they had not taken leave. \n \n Eligible employees are entitled to:\n \n12 workweeks of leave in a 12-month period for:\n \nBirth of a child or caring for a newborn within 1 year of birth.\n \nFor the adoption or foster care placement of a child within one year.\n \nTo care for a spouse, child, or parent with a serious health condition.\n \nSerious health condition that makes an employee unable to perform duties of their job.\n \nAny other qualifying exigencies related to family members active duty. \n \nCategory 5:  Labor Relations Laws\n \nThese laws govern relationships amongst employers and employers, particularly when it comes to unions and collective bargaining.\n \nNational Labor Relations Act (NLRA)\n \nThis Act was established in order to protect workplace democracy by allowing employees in the private sector the fundamental right to seek better working conditions and representation without the fear of retaliation.\n \nUnder the NLRA, employees have the right to: \n \nJoin together to improve wages and working conditions, with or without a union.\n \nUnionize, organize, and take collective action without employer interference.\n \nCommunicate with other employees about their wages in the workplace.\n \nRequest representation during an investigatory interview that could lead to discipline.\n \nStrike\n \nBe protected from employer retaliation for exercising their workplace rights.\n \nHow an\nEmployment Law Firm\nCan Help \nAt Miller Shah, our attorneys are highly experienced in all areas of\nlabor and employment law\n, including\ndiscrimination, harassment\n, wrongful termination, ERISA and employee benefits disputes, labor-management relations,\nworker misclassification\n, occupational safety and health,\nwage and hour violations\n, affirmative action and equal employment opportunity,\nwhistleblowing\n, retaliation, workforce reductions, and much more.\n ","attrs_markdown":"[×]()\n\n- [About Us](https:\/\/millershah.com\/about-us\/)\n  - [Careers](https:\/\/millershah.com\/about-us\/careers\/)\n  - [ILR Credit Internship](https:\/\/millershah.com\/about-us\/ilr-credit-internship\/)\n  - [Our Clients](https:\/\/millershah.com\/about-us\/our-clients\/)\n  - [Pro Bono](https:\/\/millershah.com\/about-us\/pro-bono\/)\n- [Practice Areas](https:\/\/millershah.com\/practice-areas\/)\n  - [Antitrust, Competition & Trade Regulation](https:\/\/millershah.com\/practice-areas\/antitrust-competition-trade-regulation\/)\n    - [Antitrust Litigation](https:\/\/millershah.com\/practice-areas\/antitrust-competition-trade-regulation\/antitrust-litigation\/)\n  - [Dispute Resolution Methods](https:\/\/millershah.com\/practice-areas\/dispute-resolution-methods\/)\n    - [Direct Negotiation](https:\/\/millershah.com\/practice-areas\/dispute-resolution-methods\/direct-negotiation\/)\n    - [Mediation](https:\/\/millershah.com\/practice-areas\/dispute-resolution-methods\/mediation\/)\n  - [Business Counseling & Corporate Transactions](https:\/\/millershah.com\/practice-areas\/business-counseling-corporate-transactions\/)\n    - [Business Formation & Strategy](https:\/\/millershah.com\/practice-areas\/business-counseling-corporate-transactions\/business-formation-and-strategy\/)\n    - [Mergers & Acquisitions](https:\/\/millershah.com\/practice-areas\/business-counseling-corporate-transactions\/mergers-and-acquisitions\/)\n    - [Contract Negotiations & Drafting](https:\/\/millershah.com\/practice-areas\/business-counseling-corporate-transactions\/contract-negotiations-and-drafting\/)\n  - [Class Actions](https:\/\/millershah.com\/practice-areas\/class-actions\/)\n    - [Frequently Asked Questions](https:\/\/millershah.com\/practice-areas\/class-actions\/class-action-faqs\/)\n    - [Investigations](https:\/\/millershah.com\/practice-areas\/class-actions\/investigations\/)\n  - [Employee Benefits & Fiduciary Compliance](https:\/\/millershah.com\/practice-areas\/employee-benefits-fiduciary-compliance\/)\n    - [401(k) Fee Litigation & Gatekeeper Cases](https:\/\/millershah.com\/practice-areas\/employee-benefits-fiduciary-compliance\/401-k-fee-litigation-gatekeeper-cases\/)\n    - [Disability Insurance](https:\/\/millershah.com\/practice-areas\/employee-benefits-fiduciary-compliance\/disability-insurance\/)\n    - [Health Insurance Disputes](https:\/\/millershah.com\/practice-areas\/employee-benefits-fiduciary-compliance\/health-insurance\/)\n    - [Life Insurance Claim Denials](https:\/\/millershah.com\/practice-areas\/employee-benefits-fiduciary-compliance\/life-insurance\/)\n  - [False Claims Act, Whistleblower & Qui Tam Matters](https:\/\/millershah.com\/practice-areas\/false-claims-act-whistleblower-lawyers\/)\n    - [Dodd-Frank Whistleblower Provisions](https:\/\/millershah.com\/practice-areas\/false-claims-act-whistleblower-lawyers\/dodd-frank-whistleblower-provisions\/)\n    - [International Whistleblower](https:\/\/millershah.com\/practice-areas\/false-claims-act-whistleblower-lawyers\/international-whistleblower\/)\n  - [Institutional Investor Services](https:\/\/millershah.com\/practice-areas\/institutional-investor-services\/)\n    - [Corporate Governance & Fiduciary Assistance](https:\/\/millershah.com\/practice-areas\/institutional-investor-services\/corporate-governance-and-fiduciary-assistance\/)\n    - [Monitoring Services](https:\/\/millershah.com\/practice-areas\/institutional-investor-services\/monitoring-services\/)\n  - [Insurance Coverage & Practices](https:\/\/millershah.com\/practice-areas\/insurance-coverage-and-practices\/)\n  - [Intellectual Property](https:\/\/millershah.com\/practice-areas\/intellectual-property\/)\n  - [International Business & Trade](https:\/\/millershah.com\/practice-areas\/international-business-trade\/)\n  - [Labor & Employment](https:\/\/millershah.com\/practice-areas\/labor-employment\/)\n    - [Discrimination & Harassment](https:\/\/millershah.com\/practice-areas\/labor-employment\/employment-law\/discrimination-harassment\/)\n    - [Employee Misclassification](https:\/\/millershah.com\/practice-areas\/labor-employment\/misclassification-of-independent-contractors\/)\n  - [Private Client Services](https:\/\/millershah.com\/practice-areas\/private-client-services\/)\n- [Our People](https:\/\/millershah.com\/our-people\/)\n- [Blog](https:\/\/millershah.com\/blog\/)\n- [Law Firm Office Locations](https:\/\/millershah.com\/offices\/)\n- [Contact Us](https:\/\/millershah.com\/contact-us\/)\n\n[×]()\n\n[![Miller Shah](https:\/\/millershah.com\/wp-content\/themes\/nuvew-child\/images\/logo.webp)](https:\/\/millershah.com\/)\n\n- [About Us](https:\/\/millershah.com\/about-us\/)\n  - [About Us](https:\/\/millershah.com\/about-us\/)\n  - - - [Careers](https:\/\/millershah.com\/about-us\/careers\/)\n      - [Pro Bono](https:\/\/millershah.com\/about-us\/pro-bono\/)\n    - - [ILR Credit Internship](https:\/\/millershah.com\/about-us\/ilr-credit-internship\/)\n      - [Project Analyst Program](https:\/\/millershah.com\/about-us\/project-analyst-program\/)\n    - - [Our Clients](https:\/\/millershah.com\/about-us\/our-clients\/)\n      - [Opportunities](https:\/\/millershah.com\/about-us\/opportunities\/)\n- [Practice Areas](https:\/\/millershah.com\/practice-areas\/)\n  - [Practice Areas](https:\/\/millershah.com\/practice-areas\/)\n  - - - ##### Search our practice areas\n        Search\n        \n        - [Dispute Resolution Methods](https:\/\/millershah.com\/practice-areas\/dispute-resolution-methods\/)\n          - [Direct Negotiation](https:\/\/millershah.com\/practice-areas\/dispute-resolution-methods\/direct-negotiation\/)\n          - [Mediation](https:\/\/millershah.com\/practice-areas\/dispute-resolution-methods\/mediation\/)\n        - [Antitrust, Competition & Trade Regulation](https:\/\/millershah.com\/practice-areas\/antitrust-competition-trade-regulation\/)\n          - [Antitrust Litigation](https:\/\/millershah.com\/practice-areas\/antitrust-competition-trade-regulation\/antitrust-litigation\/)\n          - [Reverse Payment Cases](https:\/\/millershah.com\/practice-areas\/antitrust-competition-trade-regulation\/reverse-payment-cases\/)\n          - [Trade Regulation Litigation](https:\/\/millershah.com\/practice-areas\/antitrust-competition-trade-regulation\/trade-regulation-litigation\/)\n        - [Business Counseling & Corporate Transactions](https:\/\/millershah.com\/practice-areas\/business-counseling-corporate-transactions\/)\n          - [Business Formation & Strategy](https:\/\/millershah.com\/practice-areas\/business-counseling-corporate-transactions\/business-formation-and-strategy\/)\n          - [Contract Negotiations & Drafting](https:\/\/millershah.com\/practice-areas\/business-counseling-corporate-transactions\/contract-negotiations-and-drafting\/)\n          - [Mergers & Acquisitions](https:\/\/millershah.com\/practice-areas\/business-counseling-corporate-transactions\/mergers-and-acquisitions\/)\n          - [Representing Italian Business](https:\/\/millershah.com\/practice-areas\/business-counseling-corporate-transactions\/representing-italian-business-clients\/)\n        - [Class Actions](https:\/\/millershah.com\/practice-areas\/class-actions\/)\n          - [Frequently Asked Questions](https:\/\/millershah.com\/practice-areas\/class-actions\/class-action-faqs\/)\n          - [Investigations](https:\/\/millershah.com\/practice-areas\/class-actions\/investigations\/)\n        - [Commercial Litigation](https:\/\/millershah.com\/practice-areas\/commercial-and-other-complex-litigation\/)\n          - [Breach of Contract](https:\/\/millershah.com\/practice-areas\/commercial-and-other-complex-litigation\/breach-of-contract\/)\n          - [Commercial Disparagement & Defamation](https:\/\/millershah.com\/practice-areas\/commercial-and-other-complex-litigation\/commercial-disparagement-business-defamation-and-defamation\/)\n          - [Copyright & Trademark Infringement](https:\/\/millershah.com\/practice-areas\/commercial-and-other-complex-litigation\/copyright-and-trademark-infringement\/)\n          - [False Advertising](https:\/\/millershah.com\/practice-areas\/commercial-and-other-complex-litigation\/false-advertising-claims\/)\n          - [Franchisor & Franchisee Litigation](https:\/\/millershah.com\/practice-areas\/commercial-and-other-complex-litigation\/franchisor-franchisee-litigation\/)\n          - [Partnership & Joint Venture Disputes](https:\/\/millershah.com\/practice-areas\/commercial-and-other-complex-litigation\/partnership-joint-venture-disputes\/)\n        - [Employee Benefits & Fiduciary Compliance](https:\/\/millershah.com\/practice-areas\/employee-benefits-fiduciary-compliance\/)\n          - [401(k) Fee Litigation & Gatekeeper Cases](https:\/\/millershah.com\/practice-areas\/employee-benefits-fiduciary-compliance\/401-k-fee-litigation-gatekeeper-cases\/)\n          - [Disability Insurance](https:\/\/millershah.com\/practice-areas\/employee-benefits-fiduciary-compliance\/disability-insurance\/)\n          - [Health Insurance Disputes](https:\/\/millershah.com\/practice-areas\/employee-benefits-fiduciary-compliance\/health-insurance\/)\n          - [Life Insurance Claim Denials](https:\/\/millershah.com\/practice-areas\/employee-benefits-fiduciary-compliance\/life-insurance\/)\n          - [Taft-Hartley Plans](https:\/\/millershah.com\/practice-areas\/employee-benefits-fiduciary-compliance\/taft-hartley-plans\/)\n        - [Institutional Investor Services](https:\/\/millershah.com\/practice-areas\/institutional-investor-services\/)\n          - [Corporate Governance & Fiduciary Assistance](https:\/\/millershah.com\/practice-areas\/institutional-investor-services\/corporate-governance-and-fiduciary-assistance\/)\n          - [Monitoring Services](https:\/\/millershah.com\/practice-areas\/institutional-investor-services\/monitoring-services\/)\n        - [Insurance Coverage & Practices](https:\/\/millershah.com\/practice-areas\/insurance-coverage-and-practices\/)\n        - [Intellectual Property](https:\/\/millershah.com\/practice-areas\/intellectual-property\/)\n        - [International Business & Trade](https:\/\/millershah.com\/practice-areas\/international-business-trade\/)\n        - [Labor & Employment](https:\/\/millershah.com\/practice-areas\/labor-employment\/)\n          - [Discrimination & Harassment](https:\/\/millershah.com\/practice-areas\/labor-employment\/employment-law\/discrimination-harassment\/)\n          - [Employee Misclassification](https:\/\/millershah.com\/practice-areas\/labor-employment\/misclassification-of-independent-contractors\/)\n          - [Wage & Hour Violations](https:\/\/millershah.com\/practice-areas\/labor-employment\/wage-hour-violations\/)\n        - [Private Client Services](https:\/\/millershah.com\/practice-areas\/private-client-services\/)\n        - [False Claims Act, Whistleblower & Qui Tam Matters](https:\/\/millershah.com\/practice-areas\/false-claims-act-whistleblower-lawyers\/)\n          - [Dodd-Frank Whistleblower Provisions](https:\/\/millershah.com\/practice-areas\/false-claims-act-whistleblower-lawyers\/dodd-frank-whistleblower-provisions\/)\n          - [International Whistleblower](https:\/\/millershah.com\/practice-areas\/false-claims-act-whistleblower-lawyers\/international-whistleblower\/)\n        - [Securities Regulation & Corporate Governance](https:\/\/millershah.com\/practice-areas\/securities-regulation-corporate-governance\/)\n          - [FINRA Arbitration](https:\/\/millershah.com\/practice-areas\/securities-regulation-corporate-governance\/finra-arbitration\/)\n          - [Opt-Out Litigation](https:\/\/millershah.com\/practice-areas\/securities-regulation-corporate-governance\/opt-out-litigations\/)\n        \n        Results For :\n        ***\n- [Our People](https:\/\/millershah.com\/our-people\/)\n  - [Our People](https:\/\/millershah.com\/our-people\/)\n  - - - ##### Search our team\n        [\\+ View All](https:\/\/millershah.com\/our-people\/)\n        \n        Search\n        \n        Results For :\n        ***\n- [Results](https:\/\/millershah.com\/results\/)\n  - [Results](https:\/\/millershah.com\/results\/)\n  - - - - #### \\$642 Million\n          Novartis False Claims Act Settlement\n          [link](https:\/\/millershah.com\/blog\/novartis-pays-over-642-million-to-settle-fca-allegations\/)\n        - #### \\$124.6 Million\n          DST ERISA Class Action Settlement\n          [link](https:\/\/millershah.com\/blog\/miller-shah-llp-finalized-124-6-million-settlement-with-dst-systems\/)\n        - #### \\$54 Million\n          Teva False Claims Act Settlement\n          [link](https:\/\/millershah.com\/blog\/teva-agrees-to-54-million-settlement-to-resolve-fca-whistleblower-suit\/)\n        - #### \\$33 Million\n          Norwegian Salmon Antitrust Settlement\n          [link](https:\/\/millershah.com\/blog\/salmon-settlement\/)\n        - #### \\$31 Million\n          Virgin Airlines Wage and Hour Settlement\n          [link](https:\/\/millershah.com\/blog\/alaska-airlines-settlement\/)\n        - #### \\$18 Million\n          AMC Securities Settlement\n          [link](https:\/\/millershah.com\/blog\/amc-securities-settlement\/)\n        - #### \\$14 Million\n          Eversource Energy ERISA Class Action Settlement\n          [link](https:\/\/millershah.com\/blog\/miller-shah-llp-finalizes-13m-settlement-with-eversource\/)\n        - #### \\$12.5 Million\n          Universal Health Services ERISA Class Action Settlement\n          [link](https:\/\/millershah.com\/blog\/universal-erisa-final-approval-settlement\/)\n        - [\\+ View All](https:\/\/millershah.com\/results\/)\n- [Blog](https:\/\/millershah.com\/blog\/)\n  - [Blog](https:\/\/millershah.com\/blog\/)\n  - - - - All\n        - [International Business & Trade](https:\/\/millershah.com\/blog\/category\/international-business-trade\/)\n        - [Securities](https:\/\/millershah.com\/blog\/category\/securities\/)\n        - [Whistleblowers](https:\/\/millershah.com\/blog\/category\/whistleblowers\/)\n        - [False Claims Act](https:\/\/millershah.com\/blog\/category\/false-claims-act\/)\n        - [Employment](https:\/\/millershah.com\/blog\/category\/employment\/)\n        - [Products Liability](https:\/\/millershah.com\/blog\/category\/products-liability\/)\n        - [Class Action](https:\/\/millershah.com\/blog\/category\/class-action\/)\n        - [Antitrust](https:\/\/millershah.com\/blog\/category\/antitrust\/)\n        - [Misclassification](https:\/\/millershah.com\/blog\/category\/employment\/misclassification\/)\n        - [Consumer Protection](https:\/\/millershah.com\/blog\/category\/consumer-protection\/)\n        - [Litigation](https:\/\/millershah.com\/blog\/category\/litigation\/)\n        - [Wage and Hour](https:\/\/millershah.com\/blog\/category\/wage-and-hour\/)\n        - [ERISA](https:\/\/millershah.com\/blog\/category\/erisa\/)\n        - [Employee Benefits](https:\/\/millershah.com\/blog\/category\/employee-benefits\/)\n        - [FCA Qui Tam](https:\/\/millershah.com\/blog\/category\/whistleblowers\/fca-qui-tam\/)\n        - [Firm News](https:\/\/millershah.com\/blog\/category\/firm-news\/)\n        - [FINRA](https:\/\/millershah.com\/blog\/category\/securities\/finra\/)\n        - [Business and Corporate Services](https:\/\/millershah.com\/blog\/category\/business-and-corporate-services\/)\n        - [discrimination](https:\/\/millershah.com\/blog\/category\/discrimination\/)\n        - [Intellectual Property](https:\/\/millershah.com\/blog\/category\/intellectual-property\/)\n        - [Insights](https:\/\/millershah.com\/blog\/category\/insights\/)\n        - [Data Breach](https:\/\/millershah.com\/blog\/category\/data-breach\/)\n        \n        [Live Nation Ticketmaster Antitrust Lawsuit Settlement and What It Means for Competition](https:\/\/millershah.com\/blog\/live-nation-antitrust\/ \"Live Nation Ticketmaster Antitrust Lawsuit Settlement and What It Means for Competition\")\n        \n        [ERISA Fiduciary Litigation in 2025 Signals Continued Growth Heading into 2026](https:\/\/millershah.com\/blog\/erisa-fiduciary-litigation-2025\/ \"ERISA Fiduciary Litigation in 2025 Signals Continued Growth Heading into 2026\")\n        \n        [EEOC Disability Discrimination Lawsuit Against Schneider National Over Service Dog Accommodation](https:\/\/millershah.com\/blog\/service-dog-disability-discrimination-lawsuit\/ \"EEOC Disability Discrimination Lawsuit Against Schneider National Over Service Dog Accommodation\")\n        \n        [Miller Shah LLP Managing Partner James Miller Addresses UK Parliamentary Group on Investment Fraud at Westminster Summit](https:\/\/millershah.com\/blog\/miller-shah-addresses-uk-parliamentary-group\/ \"Miller Shah LLP Managing Partner James Miller Addresses UK Parliamentary Group on Investment Fraud at Westminster Summit\")\n        \n        [DOJ and USPS Award First-Ever \\$1 Million Antitrust Whistleblower Reward](https:\/\/millershah.com\/blog\/doj-and-usps-award-first-ever-1-million-antitrust-whistleblower-reward\/ \"DOJ and USPS Award First-Ever $1 Million Antitrust Whistleblower Reward\")\n        \n        [Miller Shah LLP Secures Class Certification in Acura MDX Engine Defect Case, Appeal Denied](https:\/\/millershah.com\/blog\/acura-mdx-engine-defect-case\/ \"Miller Shah LLP Secures Class Certification in Acura MDX Engine Defect Case, Appeal Denied\")\n        \n        [View All News](https:\/\/millershah.com\/blogs\/)\n        \n        [Miller Shah LLP Announces Alfonso M. Vilaboa as Partner](https:\/\/millershah.com\/blog\/miller-shah-llp-announces-alfonso-m-vilaboa-as-partner\/ \"Miller Shah LLP Announces Alfonso M. Vilaboa as Partner\")\n        \n        [Meta Wins Major Antitrust Case](https:\/\/millershah.com\/blog\/meta-wins-major-antitrust-case\/ \"Meta Wins Major Antitrust Case\")\n        \n        [Miller Shah LLP Recognized in Chambers USA New York Spotlight Guide 2026 for Corporate Practice and Strategic M\\&A Work](https:\/\/millershah.com\/blog\/chambers-usa-ny-spotlight-guide-2026\/ \"Miller Shah LLP Recognized in Chambers USA New York Spotlight Guide 2026 for Corporate Practice and Strategic M&A Work\")\n        \n        [Miller Shah LLP Advises Centillion Solutions in Global Sale to Osmose Utilities Services, Inc.](https:\/\/millershah.com\/blog\/miller-shah-llp-advises-centillion-solutions-in-global-sale-to-osmose-utilities-services-inc\/ \"Miller Shah LLP Advises Centillion Solutions in Global Sale to Osmose Utilities Services, Inc.\")\n        \n        [Mazda Class Action Alleges False Advertising on Monroney Labels for Vehicle Safety Features](https:\/\/millershah.com\/blog\/mazda-class-action-monroney-labels\/ \"Mazda Class Action Alleges False Advertising on Monroney Labels for Vehicle Safety Features\")\n        \n        [Walgreens to Pay \\$350 Million for Opioid Prescription Fraud and False Claims Violations](https:\/\/millershah.com\/blog\/walgreens-350-million-opioid-prescription-fraud\/ \"Walgreens to Pay $350 Million for Opioid Prescription Fraud and False Claims Violations\")\n        \n        [View All News](https:\/\/millershah.com\/blog\/category\/international-business-trade\/)\n        \n        [SEC Whistleblower Tip Leads to Charges in \\$770M Ponzi Scheme Targeting Retail Investors](https:\/\/millershah.com\/blog\/sec-whistleblower-ponzi-scheme\/ \"SEC Whistleblower Tip Leads to Charges in $770M Ponzi Scheme Targeting Retail Investors\")\n        \n        [FINRA Forward: What It Means for Investors](https:\/\/millershah.com\/blog\/finra-forward-investors\/ \"FINRA Forward: What It Means for Investors\")\n        \n        [Why an SEC Whistleblower Lawyer Matters: \\$6 Million Award Highlights Program’s Power](https:\/\/millershah.com\/blog\/why-an-sec-whistleblower-lawyer-matters-6-million-award-highlights-programs-power\/ \"Why an SEC Whistleblower Lawyer Matters: $6 Million Award Highlights Program’s Power\")\n        \n        [Market Volatility Exposes Risks in Structured Note Investments](https:\/\/millershah.com\/blog\/market-volatility-structured-note-investments\/ \"Market Volatility Exposes Risks in Structured Note Investments\")\n        \n        [SEC Charges NJ Adviser with Fraud, Breach of Fiduciary Duty](https:\/\/millershah.com\/blog\/sec-breach-of-fiduciary-duty\/ \"SEC Charges NJ Adviser with Fraud, Breach of Fiduciary Duty\")\n        \n        [Supreme Court FINRA Ruling Allows Case Against Alpine Securities](https:\/\/millershah.com\/blog\/supreme-court-finra-alpine\/ \"Supreme Court FINRA Ruling Allows Case Against Alpine Securities\")\n        \n        [View All News](https:\/\/millershah.com\/blog\/category\/securities\/)\n        \n        [Understanding the Anti-Kickback Statute](https:\/\/millershah.com\/blog\/understanding-the-anti-kickback-statute\/ \"Understanding the Anti-Kickback Statute\")\n        \n        [SBA Oversight Under Scrutiny as Borrowers Secure Nearly 7,000 Potentially Fraudulent PPP and EIDL Loans Worth \\$400M](https:\/\/millershah.com\/blog\/fraudulent-ppp-and-eidl-loan\/ \"SBA Oversight Under Scrutiny as Borrowers Secure Nearly 7,000 Potentially Fraudulent PPP and EIDL Loans Worth $400M\")\n        \n        [Department of Justice Announces Record Breaking Year for False Claim Act Cases & Settlements](https:\/\/millershah.com\/blog\/false-claims-act-settlements-2025\/ \"Department of Justice Announces Record Breaking Year for False Claim Act Cases & Settlements\")\n        \n        [Home Health Services Fraud Case Involving Traditions Health and a 34 Million Dollar Settlement](https:\/\/millershah.com\/blog\/home-health-services-fraud\/ \"Home Health Services Fraud Case Involving Traditions Health and a 34 Million Dollar Settlement\")\n        \n        [Top 5 Largest Foreign Corrupt Practices Act Cases](https:\/\/millershah.com\/blog\/top-5-fcpa-cases\/ \"Top 5 Largest Foreign Corrupt Practices Act Cases\")\n        \n        [How Government Shutdowns Disrupt False Claims Act and Whistleblower Enforcement](https:\/\/millershah.com\/blog\/government-shutdown-false-claims-act\/ \"How Government Shutdowns Disrupt False Claims Act and Whistleblower Enforcement\")\n        \n        [View All News](https:\/\/millershah.com\/blog\/category\/whistleblowers\/)\n        \n        [\\$6M DOJ Settlement Highlights Ongoing False Claims Act Scrutiny of Laboratory Kickbacks](https:\/\/millershah.com\/blog\/false-claims-act-laboratory-kickbacks\/ \"$6M DOJ Settlement Highlights Ongoing False Claims Act Scrutiny of Laboratory Kickbacks\")\n        \n        [CERATIZIT USA Pays \\$5.44 Million in False Claims Act Customs Fraud Settlement](https:\/\/millershah.com\/blog\/ceratizit-fca-customs-fraud\/ \"CERATIZIT USA Pays $5.44 Million in False Claims Act Customs Fraud Settlement\")\n        \n        [Bard Lawsuit Ends in \\$17 Million Settlement Over Kickback Allegations](https:\/\/millershah.com\/blog\/bard-lawsuit-kickback-allegations\/ \"Bard Lawsuit Ends in $17 Million Settlement Over Kickback Allegations\")\n        \n        [Chief Judge Goldberg Denies Appeal in Caremark Whistleblower Suit](https:\/\/millershah.com\/blog\/chief-judge-goldberg-denies-appeal-in-caremark-whistleblower-suit\/ \"Chief Judge Goldberg Denies Appeal in Caremark Whistleblower Suit\")\n        \n        [How Does the False Claims Act Help Combat Government Fraud?](https:\/\/millershah.com\/blog\/how-does-the-false-claims-act-help-combat-government-fraud\/ \"How Does the False Claims Act Help Combat Government Fraud?\")\n        \n        [Booz Allen Settles False Claims Act Lawsuit for \\$377 Million](https:\/\/millershah.com\/blog\/booz-allen-settles-false-claims-act-lawsuit-for-377-million\/ \"Booz Allen Settles False Claims Act Lawsuit for $377 Million\")\n        \n        [View All News](https:\/\/millershah.com\/blog\/category\/false-claims-act\/)\n        \n        [Pennsylvania Renews Commitment to Protecting Child Performers Under State Labor Laws](https:\/\/millershah.com\/blog\/child-performer-labor-laws-pennsylvania\/ \"Pennsylvania Renews Commitment to Protecting Child Performers Under State Labor Laws\")\n        \n        [New 2026 California Labor and Employment Laws That Residents Should Know](https:\/\/millershah.com\/blog\/2026-california-laws\/ \"New 2026 California Labor and Employment Laws That Residents Should Know\")\n        \n        [Understanding Employee Misclassification vs Proper Classification](https:\/\/millershah.com\/blog\/understanding-employee-misclassification\/ \"Understanding Employee Misclassification vs Proper Classification\")\n        \n        [EEOC Sues FedEx for Sexual Harassment and Sex Discrimination](https:\/\/millershah.com\/blog\/eeoc-sues-fedex-sexual-harassment\/ \"EEOC Sues FedEx for Sexual Harassment and Sex Discrimination\")\n        \n        [EEOC Lawsuit Against Wendy’s Highlights Disability and Age Discrimination Risks for Employers](https:\/\/millershah.com\/blog\/eeoc-wendys-disability-age-discrimination\/ \"EEOC Lawsuit Against Wendy’s Highlights Disability and Age Discrimination Risks for Employers\")\n        \n        [Labor Laws and Their Influence on Employment in the US](https:\/\/millershah.com\/blog\/labor-laws-and-their-influence-on-employment-in-the-us\/ \"Labor Laws and Their Influence on Employment in the US\")\n        \n        [View All News](https:\/\/millershah.com\/blog\/category\/employment\/)\n        \n        [American Honda: Court Grants Class Certification in ‘HFL Defect’ Lawsuit](https:\/\/millershah.com\/blog\/hfl-defect-honda\/ \"American Honda: Court Grants Class Certification in ‘HFL Defect’ Lawsuit\")\n        \n        [View All News](https:\/\/millershah.com\/blog\/category\/products-liability\/)\n        \n        [Miller Shah LLP Secures Class Certification in Acura MDX Engine Defect Case, Appeal Denied](https:\/\/millershah.com\/blog\/acura-mdx-engine-defect-case\/ \"Miller Shah LLP Secures Class Certification in Acura MDX Engine Defect Case, Appeal Denied\")\n        \n        [Miller Shah LLP Files Antitrust Lawsuit on Behalf of Milwaukee Over Fire Truck Pricing](https:\/\/millershah.com\/blog\/miller-shah-llp-files-antitrust-lawsuit-on-behalf-of-milwaukee-over-fire-truck-pricing\/ \"Miller Shah LLP Files Antitrust Lawsuit on Behalf of Milwaukee Over Fire Truck Pricing\")\n        \n        [Understanding Class Action Litigation in the US](https:\/\/millershah.com\/blog\/understanding-class-action-litigation-in-the-us\/ \"Understanding Class Action Litigation in the US\")\n        \n        [Monroney Label Mistakes to Watch for During Year End Car Sales](https:\/\/millershah.com\/blog\/monroney-label-mistakes\/ \"Monroney Label Mistakes to Watch for During Year End Car Sales\")\n        \n        [Volvo C40 Safety Issues Under Investigation: 2024-2025 Models Report Serious Defects](https:\/\/millershah.com\/blog\/volvo-c40-safety-issues-under-investigation-2024-2025-models-report-serious-defects\/ \"Volvo C40 Safety Issues Under Investigation: 2024-2025 Models Report Serious Defects\")\n        \n        [The Largest Class Action Settlements in U.S. History](https:\/\/millershah.com\/blog\/the-largest-class-action-settlements-in-u-s-history\/ \"The Largest Class Action Settlements in U.S. History\")\n        \n        [View All News](https:\/\/millershah.com\/blog\/category\/class-action\/)\n        \n        [Live Nation Ticketmaster Antitrust Lawsuit Settlement and What It Means for Competition](https:\/\/millershah.com\/blog\/live-nation-antitrust\/ \"Live Nation Ticketmaster Antitrust Lawsuit Settlement and What It Means for Competition\")\n        \n        [DOJ and USPS Award First-Ever \\$1 Million Antitrust Whistleblower Reward](https:\/\/millershah.com\/blog\/doj-and-usps-award-first-ever-1-million-antitrust-whistleblower-reward\/ \"DOJ and USPS Award First-Ever $1 Million Antitrust Whistleblower Reward\")\n        \n        [What the Google Antitrust Ruling Means for the Future of Tech Competition and Private Enforcement](https:\/\/millershah.com\/blog\/google-antitrust-ruling\/ \"What the Google Antitrust Ruling Means for the Future of Tech Competition and Private Enforcement\")\n        \n        [Google Antitrust Lawsuit Forces Google to Face Consumer Claims Over Search Dominance](https:\/\/millershah.com\/blog\/google-antitrust-lawsuit\/ \"Google Antitrust Lawsuit Forces Google to Face Consumer Claims Over Search Dominance\")\n        \n        [The Future of Antitrust Laws: Trends and Predictions](https:\/\/millershah.com\/blog\/the-future-of-antitrust-laws-trends-and-predictions\/ \"The Future of Antitrust Laws: Trends and Predictions\")\n        \n        [Meta Wins Major Antitrust Case](https:\/\/millershah.com\/blog\/meta-wins-major-antitrust-case\/ \"Meta Wins Major Antitrust Case\")\n        \n        [View All News](https:\/\/millershah.com\/blog\/category\/antitrust\/)\n        \n        [Understanding Employee Misclassification vs Proper Classification](https:\/\/millershah.com\/blog\/understanding-employee-misclassification\/ \"Understanding Employee Misclassification vs Proper Classification\")\n        \n        [\\$19.4 Million Lyft Settlement Signals Strengthened Worker Misclassification Enforcement in New Jersey](https:\/\/millershah.com\/blog\/19-4-million-lyft-settlement-worker-misclassification\/ \"$19.4 Million Lyft Settlement Signals Strengthened Worker Misclassification Enforcement in New Jersey\")\n        \n        [Why the IRS’s \\$20,000 Reporting Threshold Still Leaves Misclassified Workers at Risk](https:\/\/millershah.com\/blog\/irs-misclassified-workers\/ \"Why the IRS’s $20,000 Reporting Threshold Still Leaves Misclassified Workers at Risk\")\n        \n        [California Secures \\$10 Million Settlement Over Home-Care Worker Misclassification](https:\/\/millershah.com\/blog\/california-home-care-worker-misclassification\/ \"California Secures $10 Million Settlement Over Home-Care Worker Misclassification\")\n        \n        [1099 vs W-2 for Telehealth Providers: What’s the Difference?](https:\/\/millershah.com\/blog\/1099-vs-w-2-for-telehealth-providers-whats-the-difference\/ \"1099 vs W-2 for Telehealth Providers: What’s the Difference?\")\n        \n        [California Gig Worker Misclassification Back in Spotlight With New Legislation](https:\/\/millershah.com\/blog\/california-gig-worker-misclassification\/ \"California Gig Worker Misclassification Back in Spotlight With New Legislation\")\n        \n        [View All News](https:\/\/millershah.com\/blog\/category\/employment\/misclassification\/)\n        \n        [DOJ Enforcement Branch Signals Strategic Shift in Civil Consumer and Policy Litigation](https:\/\/millershah.com\/blog\/doj-enforcement-branch-signals-strategic-shift-in-civil-consumer-and-policy-litigation\/ \"DOJ Enforcement Branch Signals Strategic Shift in Civil Consumer and Policy Litigation\")\n        \n        [Monroney Label Mistakes to Watch for During Year End Car Sales](https:\/\/millershah.com\/blog\/monroney-label-mistakes\/ \"Monroney Label Mistakes to Watch for During Year End Car Sales\")\n        \n        [When Should You Hire a Consumer Protection Attorney?](https:\/\/millershah.com\/blog\/when-should-you-hire-a-consumer-protection-attorney\/ \"When Should You Hire a Consumer Protection Attorney?\")\n        \n        [How Can Workers Recognize and Protect Themselves From Fraudulent Employment Practices?](https:\/\/millershah.com\/blog\/how-can-workers-recognize-and-protect-themselves-from-fraudulent-employment-practices\/ \"How Can Workers Recognize and Protect Themselves From Fraudulent Employment Practices?\")\n        \n        [How Can You Navigate E-Commerce Platforms With Consumer Protection in Mind?](https:\/\/millershah.com\/blog\/how-can-you-navigate-e-commerce-platforms-with-consumer-protection-in-mind\/ \"How Can You Navigate E-Commerce Platforms With Consumer Protection in Mind?\")\n        \n        [Facebook Sued for Collecting Patient Medical Data Without Consent](https:\/\/millershah.com\/blog\/facebook-sued-for-collecting-patient-medical-data-without-consent\/ \"Facebook Sued for Collecting Patient Medical Data Without Consent\")\n        \n        [View All News](https:\/\/millershah.com\/blog\/category\/consumer-protection\/)\n        \n        [Understanding Alternative Dispute Resolution: Spotlight on Mediation](https:\/\/millershah.com\/blog\/understanding-alternative-dispute-resolution\/ \"Understanding Alternative Dispute Resolution: Spotlight on Mediation\")\n        \n        [AI in Legal Exams Controversy Over California Bar Exam Sparks Debate](https:\/\/millershah.com\/blog\/ai-california-bar-exams\/ \"AI in Legal Exams Controversy Over California Bar Exam Sparks Debate\")\n        \n        [What Should Employees Do If They Suspect Wage Violations in Their Workplace?](https:\/\/millershah.com\/blog\/what-should-employees-do-if-they-suspect-wage-violations-in-their-workplace\/ \"What Should Employees Do If They Suspect Wage Violations in Their Workplace? \")\n        \n        [The SEC and Market Integrity: Safeguarding Against Fraud and Manipulation](https:\/\/millershah.com\/blog\/the-secs-role-in-market-integrity-how-does-it-safeguard-against-fraud-and-manipulation\/ \"The SEC and Market Integrity: Safeguarding Against Fraud and Manipulation\")\n        \n        [Verizon Agrees to \\$30 Million Settlement in ERISA Class Action](https:\/\/millershah.com\/blog\/verizon-agrees-to-30-million-class-settlement-in-erisa-class-action\/ \"Verizon Agrees to $30 Million Settlement in ERISA Class Action\")\n        \n        [Booz Allen Settles False Claims Act Lawsuit for \\$377 Million](https:\/\/millershah.com\/blog\/booz-allen-settles-false-claims-act-lawsuit-for-377-million\/ \"Booz Allen Settles False Claims Act Lawsuit for $377 Million\")\n        \n        [View All News](https:\/\/millershah.com\/blog\/category\/litigation\/)\n        \n        [Telemedicine Legal Challenges: A New Frontier in U.S. Healthcare](https:\/\/millershah.com\/blog\/telemedicine-legal-challenges\/ \"Telemedicine Legal Challenges: A New Frontier in U.S. Healthcare\")\n        \n        [Bayada Nurse Wage Settlement Finalized at \\$13.5M With Miller Shah LLP as Co-Counsel](https:\/\/millershah.com\/blog\/bayada-nurse-wage-settlement-finalized-at-13-million\/ \"Bayada Nurse Wage Settlement Finalized at $13.5M With Miller Shah LLP as Co-Counsel\")\n        \n        [Banquet Servers Sue Gaylord Rockies Resort and Marriott Over Alleged Wage and Hour Violations](https:\/\/millershah.com\/blog\/banquet-servers-sue-gaylord-rockies-resort-and-marriott-over-alleged-wage-and-hour-violations\/ \"Banquet Servers Sue Gaylord Rockies Resort and Marriott Over Alleged Wage and Hour Violations\")\n        \n        [What Should Employees Do If They Suspect Wage Violations in Their Workplace?](https:\/\/millershah.com\/blog\/what-should-employees-do-if-they-suspect-wage-violations-in-their-workplace\/ \"What Should Employees Do If They Suspect Wage Violations in Their Workplace? \")\n        \n        [Spotting Wage Violations: What Are Signs That Your Employer May Be Breaking the Law?](https:\/\/millershah.com\/blog\/spotting-wage-violations-what-are-signs-that-your-employer-may-be-breaking-the-law\/ \"Spotting Wage Violations: What Are Signs That Your Employer May Be Breaking the Law?\")\n        \n        [Alaska Airlines to Pay \\$31 Million To Virgin America Attendants in Wage and Hour Lawsuit](https:\/\/millershah.com\/blog\/alaska-airlines-settlement\/ \"Alaska Airlines to Pay $31 Million To Virgin America Attendants in Wage and Hour Lawsuit\")\n        \n        [View All News](https:\/\/millershah.com\/blog\/category\/wage-and-hour\/)\n        \n        [ERISA Fiduciary Litigation in 2025 Signals Continued Growth Heading into 2026](https:\/\/millershah.com\/blog\/erisa-fiduciary-litigation-2025\/ \"ERISA Fiduciary Litigation in 2025 Signals Continued Growth Heading into 2026\")\n        \n        [Stifel 401(k) Lawsuit Highlights ERISA Fiduciary Duties and Retirement Plan Risk](https:\/\/millershah.com\/blog\/stifel-401k-erisa-fiduciary-duties\/ \"Stifel 401(k) Lawsuit Highlights ERISA Fiduciary Duties and Retirement Plan Risk\")\n        \n        [The Fine Line Between ERISA Wellness Incentives and Penalties](https:\/\/millershah.com\/blog\/difference-erisa-wellness-incentives-penalties\/ \"The Fine Line Between ERISA Wellness Incentives and Penalties\")\n        \n        [Smoking Surcharges Under Fire: ERISA Compliance Risks in Wellness Programs](https:\/\/millershah.com\/blog\/smoking-surcharges-erisa-compliance\/ \"Smoking Surcharges Under Fire: ERISA Compliance Risks in Wellness Programs\")\n        \n        [Nokia Hit with \\$100M 401(k) Lawsuit Over Alleged ERISA Violation](https:\/\/millershah.com\/blog\/nokia-100m-401k-erisa-violation\/ \"Nokia Hit with $100M 401(k) Lawsuit Over Alleged ERISA Violation\")\n        \n        [Supreme Court Clarifies Burden of Proof in ERISA Prohibited Transaction Claims](https:\/\/millershah.com\/blog\/erisa-prohibited-transaction-claims\/ \"Supreme Court Clarifies Burden of Proof in ERISA Prohibited Transaction Claims\")\n        \n        [View All News](https:\/\/millershah.com\/blog\/category\/erisa\/)\n        \n        [Miller Shah LLP Finalizes \\$13 Million Settlement with Eversource](https:\/\/millershah.com\/blog\/miller-shah-llp-finalizes-13m-settlement-with-eversource\/ \"Miller Shah LLP Finalizes $13 Million Settlement with Eversource\")\n        \n        [Popeyes Faces Lawsuit Over Overtime Pay and Pandemic-Related Labor Changes](https:\/\/millershah.com\/blog\/popeyes-faces-lawsuit-over-overtime-pay-and-pandemic-related-labor-changes\/ \"Popeyes Faces Lawsuit Over Overtime Pay and Pandemic-Related Labor Changes\")\n        \n        [Verizon Agrees to \\$30 Million Settlement in ERISA Class Action](https:\/\/millershah.com\/blog\/verizon-agrees-to-30-million-class-settlement-in-erisa-class-action\/ \"Verizon Agrees to $30 Million Settlement in ERISA Class Action\")\n        \n        [Spirit Airlines Faces FMLA and Unlawful Termination Lawsuit](https:\/\/millershah.com\/blog\/spirit-airlines-faces-fmla-and-unlawful-termination-lawsuit\/ \"Spirit Airlines Faces FMLA and Unlawful Termination Lawsuit\")\n        \n        [Staten Island Amazon Workers Back Union](https:\/\/millershah.com\/blog\/amazon-union\/ \"Staten Island Amazon Workers Back Union\")\n        \n        [Class Action ERISA Lawsuit Against Quest Diagnostics to Proceed](https:\/\/millershah.com\/blog\/quest-erisa-class-action\/ \"Class Action ERISA Lawsuit Against Quest Diagnostics to Proceed\")\n        \n        [View All News](https:\/\/millershah.com\/blog\/category\/employee-benefits\/)\n        \n        [Understanding the Anti-Kickback Statute](https:\/\/millershah.com\/blog\/understanding-the-anti-kickback-statute\/ \"Understanding the Anti-Kickback Statute\")\n        \n        [SBA Oversight Under Scrutiny as Borrowers Secure Nearly 7,000 Potentially Fraudulent PPP and EIDL Loans Worth \\$400M](https:\/\/millershah.com\/blog\/fraudulent-ppp-and-eidl-loan\/ \"SBA Oversight Under Scrutiny as Borrowers Secure Nearly 7,000 Potentially Fraudulent PPP and EIDL Loans Worth $400M\")\n        \n        [Department of Justice Announces Record Breaking Year for False Claim Act Cases & Settlements](https:\/\/millershah.com\/blog\/false-claims-act-settlements-2025\/ \"Department of Justice Announces Record Breaking Year for False Claim Act Cases & Settlements\")\n        \n        [Home Health Services Fraud Case Involving Traditions Health and a 34 Million Dollar Settlement](https:\/\/millershah.com\/blog\/home-health-services-fraud\/ \"Home Health Services Fraud Case Involving Traditions Health and a 34 Million Dollar Settlement\")\n        \n        [Top 5 Largest Foreign Corrupt Practices Act Cases](https:\/\/millershah.com\/blog\/top-5-fcpa-cases\/ \"Top 5 Largest Foreign Corrupt Practices Act Cases\")\n        \n        [How Government Shutdowns Disrupt False Claims Act and Whistleblower Enforcement](https:\/\/millershah.com\/blog\/government-shutdown-false-claims-act\/ \"How Government Shutdowns Disrupt False Claims Act and Whistleblower Enforcement\")\n        \n        [View All News](https:\/\/millershah.com\/blog\/category\/whistleblowers\/fca-qui-tam\/)\n        \n        [Miller Shah LLP Managing Partner James Miller Addresses UK Parliamentary Group on Investment Fraud at Westminster Summit](https:\/\/millershah.com\/blog\/miller-shah-addresses-uk-parliamentary-group\/ \"Miller Shah LLP Managing Partner James Miller Addresses UK Parliamentary Group on Investment Fraud at Westminster Summit\")\n        \n        [Miller Shah LLP Files Antitrust Lawsuit on Behalf of Milwaukee Over Fire Truck Pricing](https:\/\/millershah.com\/blog\/miller-shah-llp-files-antitrust-lawsuit-on-behalf-of-milwaukee-over-fire-truck-pricing\/ \"Miller Shah LLP Files Antitrust Lawsuit on Behalf of Milwaukee Over Fire Truck Pricing\")\n        \n        [Federal Judge Finds PBM Caremark Liable for \\$95 Million in Generic Drug Overcharges to U.S. Government](https:\/\/millershah.com\/blog\/pbm-caremark-liable-for-95-million\/ \"Federal Judge Finds PBM Caremark Liable for $95 Million in Generic Drug Overcharges to U.S. Government\")\n        \n        [Miller Shah LLP Congratulates Alec J. Berin on His Promotion to Partner](https:\/\/millershah.com\/blog\/alec-j-berin-promotion\/ \"Miller Shah LLP Congratulates Alec J. Berin on His Promotion to Partner\")\n        \n        [View All News](https:\/\/millershah.com\/blog\/category\/firm-news\/)\n        \n        [FINRA Forward: What It Means for Investors](https:\/\/millershah.com\/blog\/finra-forward-investors\/ \"FINRA Forward: What It Means for Investors\")\n        \n        [Market Volatility Exposes Risks in Structured Note Investments](https:\/\/millershah.com\/blog\/market-volatility-structured-note-investments\/ \"Market Volatility Exposes Risks in Structured Note Investments\")\n        \n        [Supreme Court FINRA Ruling Allows Case Against Alpine Securities](https:\/\/millershah.com\/blog\/supreme-court-finra-alpine\/ \"Supreme Court FINRA Ruling Allows Case Against Alpine Securities\")\n        \n        [Robinhood FINRA Settlement: Broker to Pay \\$29.75M for Violations](https:\/\/millershah.com\/blog\/robinhood-finra-settlement\/ \"Robinhood FINRA Settlement: Broker to Pay $29.75M for Violations\")\n        \n        [SEC Enforcement Actions Target Hedge Fund Fraud in Washington, D.C.](https:\/\/millershah.com\/blog\/sec-hedge-fund-fraud\/ \"SEC Enforcement Actions Target Hedge Fund Fraud in Washington, D.C.\")\n        \n        [View All News](https:\/\/millershah.com\/blog\/category\/securities\/finra\/)\n        \n        [What Makes a Strong Security Package in an LBO?](https:\/\/millershah.com\/blog\/what-makes-a-strong-security-package-in-an-lbo\/ \"What Makes a Strong Security Package in an LBO?\")\n        \n        [Top M\\&A Deals of 2025](https:\/\/millershah.com\/blog\/top-mergers-acquisitions-2025\/ \"Top M&A Deals of 2025\")\n        \n        [Top M\\&A Deals of Q3 2025](https:\/\/millershah.com\/blog\/top-ma-deals-of-q3-2025\/ \"Top M&A Deals of Q3 2025\")\n        \n        [What Is the FAIR Business Practices Act? New York Expands Consumer Protection Laws](https:\/\/millershah.com\/blog\/fair-business-practices-act\/ \"What Is the FAIR Business Practices Act? New York Expands Consumer Protection Laws\")\n        \n        [VC Investors Tread With Caution Amid AI Hype And “AI Washing” Risks](https:\/\/millershah.com\/blog\/vc-investors-ai-washing\/ \"VC Investors Tread With Caution Amid AI Hype And “AI Washing” Risks\")\n        \n        [Market Volatility Exposes Risks in Structured Note Investments](https:\/\/millershah.com\/blog\/market-volatility-structured-note-investments\/ \"Market Volatility Exposes Risks in Structured Note Investments\")\n        \n        [View All News](https:\/\/millershah.com\/blog\/category\/business-and-corporate-services\/)\n        \n        [EEOC Disability Discrimination Lawsuit Against Schneider National Over Service Dog Accommodation](https:\/\/millershah.com\/blog\/service-dog-disability-discrimination-lawsuit\/ \"EEOC Disability Discrimination Lawsuit Against Schneider National Over Service Dog Accommodation\")\n        \n        [Race Discrimination in the Workplace: Signs, Examples, and Legal Rights](https:\/\/millershah.com\/blog\/race-discrimination-workplace\/ \"Race Discrimination in the Workplace: Signs, Examples, and Legal Rights\")\n        \n        [EEOC Sues FedEx for Sexual Harassment and Sex Discrimination](https:\/\/millershah.com\/blog\/eeoc-sues-fedex-sexual-harassment\/ \"EEOC Sues FedEx for Sexual Harassment and Sex Discrimination\")\n        \n        [EEOC Lawsuit Against Wendy’s Highlights Disability and Age Discrimination Risks for Employers](https:\/\/millershah.com\/blog\/eeoc-wendys-disability-age-discrimination\/ \"EEOC Lawsuit Against Wendy’s Highlights Disability and Age Discrimination Risks for Employers\")\n        \n        [EEOC Sues Coca-Cola Bottling Company United for Disability Discrimination](https:\/\/millershah.com\/blog\/eeoc-sues-coca-cola-bottling-company-united-for-disability-discrimination\/ \"EEOC Sues Coca-Cola Bottling Company United for Disability Discrimination\")\n        \n        [EEOC Sues Smithfield for Pregnancy Discrimination—New Laws Like the PWFA and PUMP Act Raise the Stakes](https:\/\/millershah.com\/blog\/eeoc-sues-smithfield-for-pregnancy-discrimination\/ \"EEOC Sues Smithfield for Pregnancy Discrimination—New Laws Like the PWFA and PUMP Act Raise the Stakes\")\n        \n        [View All News](https:\/\/millershah.com\/blog\/category\/discrimination\/)\n        \n        [AI Copyright Litigation Risk and the Seedance 2.0 Controversy in Hollywood](https:\/\/millershah.com\/blog\/seedance-ai-copyright-litigation\/ \"AI Copyright Litigation Risk and the Seedance 2.0 Controversy in Hollywood\")\n        \n        [When Is a Story Too Similar? Lessons from the Avatar and Shape of Water Lawsuits](https:\/\/millershah.com\/blog\/when-is-a-story-too-similar-lessons-from-the-avatar-and-shape-of-water-lawsuits\/ \"When Is a Story Too Similar? Lessons from the Avatar and Shape of Water Lawsuits\")\n        \n        [Top 10 Missteps That Lead to Copyright Infringement for Screenwriters—and How a Lawyer Can Help](https:\/\/millershah.com\/blog\/top-10-missteps-that-lead-to-copyright-infringement-for-screenwriters\/ \"Top 10 Missteps That Lead to Copyright Infringement for Screenwriters—and How a Lawyer Can Help\")\n        \n        [Understanding Substantial Similarity: How Does it Impact Your Copyright Infringement Claim?](https:\/\/millershah.com\/blog\/understanding-substantial-similarity-copyright\/ \"Understanding Substantial Similarity: How Does it Impact Your Copyright Infringement Claim?\")\n        \n        [Generative AI vs. Copyright: The Fair Use Debate](https:\/\/millershah.com\/blog\/generative-ai-vs-copyright\/ \"Generative AI vs. Copyright: The Fair Use Debate\")\n        \n        [Copyright, Patent, or Trademark? Understanding the Key Differences in IP Protection](https:\/\/millershah.com\/blog\/copyright-patent-trademark-differences\/ \"Copyright, Patent, or Trademark? Understanding the Key Differences in IP Protection\")\n        \n        [View All News](https:\/\/millershah.com\/blog\/category\/intellectual-property\/)\n        \n        [New 2026 Laws in Pennsylvania That Could Impact Workers](https:\/\/millershah.com\/blog\/new-pennslyvania-laws-2026\/ \"New 2026 Laws in Pennsylvania That Could Impact Workers\")\n        \n        [View All News](https:\/\/millershah.com\/blog\/category\/insights\/)\n        \n        [Data Breach Cases in Focus After Stellantis Confirms Hack Linked to Salesforce](https:\/\/millershah.com\/blog\/salesforce-data-breach-stellantis\/ \"Data Breach Cases in Focus After Stellantis Confirms Hack Linked to Salesforce\")\n        \n        [View All News](https:\/\/millershah.com\/blog\/category\/data-breach\/)\n- [Offices](https:\/\/millershah.com\/offices\/)\n  - [Offices](https:\/\/millershah.com\/offices\/)\n  - - - - California\n        - Connecticut\n        - Florida\n        - New Jersey\n        - New York\n        - Pennsylvania\n        - Milan\n        \n        [![ca los angeles](data:image\/svg+xml,%3Csvg%20xmlns='http:\/\/www.w3.org\/2000\/svg'%20viewBox='0%200%20839%20387'%3E%3C\/svg%3E)![ca los angeles](https:\/\/millershah.com\/wp-content\/uploads\/2023\/09\/Blank-839-x-387-Beverly-Hills-CA.webp)](https:\/\/maps.app.goo.gl\/7KrpvnfzHY9goKUR6)\n        \n        #### **CA** Los Angeles\n        [8730 Wilshire Blvd \\#400 Beverly Hills, CA 90211](https:\/\/maps.app.goo.gl\/7KrpvnfzHY9goKUR6)\n        \n        [![ca san diego](data:image\/svg+xml,%3Csvg%20xmlns='http:\/\/www.w3.org\/2000\/svg'%20viewBox='0%200%20839%20387'%3E%3C\/svg%3E)![ca san diego](https:\/\/millershah.com\/wp-content\/uploads\/2023\/09\/Blank-839-x-387SD.webp)](https:\/\/www.google.com\/maps\/place\/Miller+%26+Shah,+LLP\/@32.7181689,-117.1677066,15z\/data=!4m2!3m1!1s0x0:0xcd0086e8fc289666?sa=X&ved=2ahUKEwidwpLp1Y-CAxVFkYkEHV14Af4Q_BJ6BAhJEAA&hl=en&ved=2ahUKEwidwpLp1Y-CAxVFkYkEHV14Af4Q_BJ6BAhXEAs)\n        \n        #### **CA** San Diego\n        [1230 Columbia St, Suite 1140  San Diego, CA 92101](https:\/\/www.google.com\/maps\/place\/Miller+%26+Shah,+LLP\/@32.7181689,-117.1677066,15z\/data=!4m2!3m1!1s0x0:0xcd0086e8fc289666?sa=X&ved=2ahUKEwidwpLp1Y-CAxVFkYkEHV14Af4Q_BJ6BAhJEAA&hl=en&ved=2ahUKEwidwpLp1Y-CAxVFkYkEHV14Af4Q_BJ6BAhXEAs)\n        \n        [![ca san francisco](data:image\/svg+xml,%3Csvg%20xmlns='http:\/\/www.w3.org\/2000\/svg'%20viewBox='0%200%20839%20387'%3E%3C\/svg%3E)![ca san francisco](https:\/\/millershah.com\/wp-content\/uploads\/2023\/09\/Blank-839-x-387SF.webp)](https:\/\/www.google.com\/maps\/place\/155+Montgomery+St+6th+Floor,+San+Francisco,+CA+94104\/@37.7907554,-122.4051447,711m\/data=!3m1!1e3!4m6!3m5!1s0x80858089ec155555:0x87d15b911372d018!8m2!3d37.7907554!4d-122.4025698!16s%2Fg%2F11y7907hs5!5m1!1e2?entry=ttu&g_ep=EgoyMDI1MDEwNi4xIKXMDSoASAFQAw%3D%3D)\n        \n        #### **CA** San Francisco\n        [155 Montgomery, 6th Floor](https:\/\/www.google.com\/maps\/place\/155+Montgomery+St+6th+Floor,+San+Francisco,+CA+94104\/@37.7907554,-122.4051447,711m\/data=!3m1!1e3!4m6!3m5!1s0x80858089ec155555:0x87d15b911372d018!8m2!3d37.7907554!4d-122.4025698!16s%2Fg%2F11y7907hs5!5m1!1e2?entry=ttu&g_ep=EgoyMDI1MDEwNi4xIKXMDSoASAFQAw%3D%3D)  \n         [San Francisco, CA 94104](https:\/\/www.google.com\/maps\/place\/155+Montgomery+St+6th+Floor,+San+Francisco,+CA+94104\/@37.7907554,-122.4051447,711m\/data=!3m1!1e3!4m6!3m5!1s0x80858089ec155555:0x87d15b911372d018!8m2!3d37.7907554!4d-122.4025698!16s%2Fg%2F11y7907hs5!5m1!1e2?entry=ttu&g_ep=EgoyMDI1MDEwNi4xIKXMDSoASAFQAw%3D%3D)\n        \n        [![ct chester](data:image\/svg+xml,%3Csvg%20xmlns='http:\/\/www.w3.org\/2000\/svg'%20viewBox='0%200%20839%20387'%3E%3C\/svg%3E)![ct chester](https:\/\/millershah.com\/wp-content\/uploads\/2023\/09\/Blank-839-x-387CH.webp)](https:\/\/www.google.com\/maps\/place\/Miller+Shah+LLP\/@41.4024791,-72.4492483,15z\/data=!4m2!3m1!1s0x0:0x2f80afe704d1bcd1?sa=X&ved=2ahUKEwikh96NobeBAxUlj4kEHd_ACL4Q_BJ6BAhJEAA&hl=en&ved=2ahUKEwikh96NobeBAxUlj4kEHd_ACL4Q_BJ6BAhUEAk)\n        \n        #### **CT** Chester\n        [65 Main Street  Chester, CT 06412](https:\/\/www.google.com\/maps\/place\/Miller+Shah+LLP\/@41.4024791,-72.4492483,15z\/data=!4m2!3m1!1s0x0:0x2f80afe704d1bcd1?sa=X&ved=2ahUKEwikh96NobeBAxUlj4kEHd_ACL4Q_BJ6BAhJEAA&hl=en&ved=2ahUKEwikh96NobeBAxUlj4kEHd_ACL4Q_BJ6BAhUEAk)\n        \n        [![fl fort lauderdale](data:image\/svg+xml,%3Csvg%20xmlns='http:\/\/www.w3.org\/2000\/svg'%20viewBox='0%200%20839%20387'%3E%3C\/svg%3E)![fl fort lauderdale](https:\/\/millershah.com\/wp-content\/uploads\/2023\/09\/Blank-839-x-387FL.webp)](https:\/\/www.google.com\/maps\/place\/Miller+Shah,+LLP\/@26.0984215,-80.3663466,15z\/data=!4m6!3m5!1s0x88d90bd75f89a7fd:0xce3c7f5003f8c8c8!8m2!3d26.0984215!4d-80.3663466!16s%2Fg%2F11vbryprc0?hl=en&entry=ttu)\n        \n        #### **FL** Fort Lauderdale\n        [2103 N Commerce Pkwy,](https:\/\/maps.app.goo.gl\/FBoW95DEjtCiwcCw9)\n        \n        [Fort Lauderdale, FL 33326](https:\/\/maps.app.goo.gl\/FBoW95DEjtCiwcCw9)\n        \n        [![nj hoboken](data:image\/svg+xml,%3Csvg%20xmlns='http:\/\/www.w3.org\/2000\/svg'%20viewBox='0%200%20839%20387'%3E%3C\/svg%3E)![nj hoboken](https:\/\/millershah.com\/wp-content\/uploads\/2023\/09\/Blank-839-x-387hob.webp)](https:\/\/www.google.com\/maps\/place\/Miller+Shah,+LLP\/@40.7359917,-74.0281737,15z\/data=!4m6!3m5!1s0x89c2590c24161a7f:0xa337db9466a32535!8m2!3d40.7359917!4d-74.0281737!16s%2Fg%2F11vbrym2q0?hl=en&entry=ttu)\n        \n        #### **NJ** Hoboken\n        [2 Hudson Place, Suite 303  Hoboken, NJ 07030](https:\/\/maps.app.goo.gl\/Qz45wGcY5z9MiY6k7)\n        \n        [![ny new york city](data:image\/svg+xml,%3Csvg%20xmlns='http:\/\/www.w3.org\/2000\/svg'%20viewBox='0%200%20839%20387'%3E%3C\/svg%3E)![ny new york city](https:\/\/millershah.com\/wp-content\/uploads\/2023\/09\/Blank-839-x-387NY.webp)](https:\/\/www.google.com\/maps\/place\/Miller+%26+Shah,+LLP\/@40.7191057,-74.009074,15z\/data=!4m2!3m1!1s0x0:0xbd9e60c98f73ddd8?sa=X&ved=2ahUKEwipw4711Y-CAxVYq4kEHZNGCLkQ_BJ6BAhLEAA&hl=en&ved=2ahUKEwipw4711Y-CAxVYq4kEHZNGCLkQ_BJ6BAhREAs)\n        \n        #### **NY** New York City\n        [225 Broadway, Suite 1830  New York City, NY 10007](https:\/\/www.google.com\/maps\/place\/Miller+%26+Shah,+LLP\/@40.7191057,-74.009074,15z\/data=!4m6!3m5!1s0x89c25a1fd680734f:0xbd9e60c98f73ddd8!8m2!3d40.711925!4d-74.0085686!16s%2Fg%2F11gdr3v85x?hl=en&entry=ttu)\n        \n        [![pa philadelphia](data:image\/svg+xml,%3Csvg%20xmlns='http:\/\/www.w3.org\/2000\/svg'%20viewBox='0%200%20839%20387'%3E%3C\/svg%3E)![pa philadelphia](https:\/\/millershah.com\/wp-content\/uploads\/2023\/09\/Blank-839-x-387PH.webp)](https:\/\/www.google.com\/maps\/place\/Miller+Shah+LLP\/@39.9506933,-75.1715016,15z\/data=!4m2!3m1!1s0x0:0xa80846fa3a9e67d?sa=X&ved=2ahUKEwi7ku2O1o-CAxW7j4kEHWd6DWoQ_BJ6BAhJEAA&hl=en&ved=2ahUKEwi7ku2O1o-CAxW7j4kEHWd6DWoQ_BJ6BAhSEAs)\n        \n        #### **PA** Philadelphia\n        [1845 Walnut Street, Suite 806  Philadelphia, PA 19103](https:\/\/www.google.com\/maps\/place\/Miller+Shah+LLP\/@39.9506933,-75.1715016,15z\/data=!4m2!3m1!1s0x0:0xa80846fa3a9e67d?sa=X&ved=2ahUKEwi7ku2O1o-CAxW7j4kEHWd6DWoQ_BJ6BAhJEAA&hl=en&ved=2ahUKEwi7ku2O1o-CAxW7j4kEHWd6DWoQ_BJ6BAhSEAs)\n        \n        [![it milan](data:image\/svg+xml,%3Csvg%20xmlns='http:\/\/www.w3.org\/2000\/svg'%20viewBox='0%200%20839%20387'%3E%3C\/svg%3E)![it milan](https:\/\/millershah.com\/wp-content\/uploads\/2023\/09\/Blank-839-x-387mil.webp)](https:\/\/millershah.com\/blog\/5-employment-laws-every-worker-and-employer-should-know\/)\n        \n        #### **IT** Milan\n- [Search](https:\/\/millershah.com\/search\/)\n  - [Search](https:\/\/millershah.com\/search\/)\n- [Contact Us](https:\/\/millershah.com\/contact-us\/)\n\n- - Back\n\nSearch\n\n[866-540-5505](tel:8665405505)\n\n##### Se Habla Espanol\n\n[**≡****Menu**]()\n\nSearch\n\n[**Menu**]()\n\n[Blog](https:\/\/millershah.com\/blog\/)\n\n[Schedule](https:\/\/millershah.com\/contact-us\/)\n\n[Call](tel:8665405505)\n\n## Our **Blog**\n[Home](https:\/\/millershah.com\/ \"Go to Miller Shah.\")\n\n\/\n\n[Blog](https:\/\/millershah.com\/blog\/ \"Go to Blog.\")\n\n\/\n\n5 Employment Laws Every Worker and Employer Should Know\n\nApril 29, 2025\n\n[Employment](https:\/\/millershah.com\/blog\/category\/employment\/)\n\n# 5 Employment Laws Every Worker and Employer Should Know\nTable of Contents\n\n[Toggle](https:\/\/millershah.com\/blog\/5-employment-laws-every-worker-and-employer-should-know\/)\n\n- [Category 1: Wage and Hour Laws](https:\/\/millershah.com\/blog\/5-employment-laws-every-worker-and-employer-should-know\/#Category_1_Wage_and_Hour_Laws)\n  - [Fair Labor Standards Act (FLSA)](https:\/\/millershah.com\/blog\/5-employment-laws-every-worker-and-employer-should-know\/#Fair_Labor_Standards_Act_FLSA)\n    - [Key Provisions](https:\/\/millershah.com\/blog\/5-employment-laws-every-worker-and-employer-should-know\/#Key_Provisions)\n      - [Minimum Wage](https:\/\/millershah.com\/blog\/5-employment-laws-every-worker-and-employer-should-know\/#Minimum_Wage)\n      - [Overtime](https:\/\/millershah.com\/blog\/5-employment-laws-every-worker-and-employer-should-know\/#Overtime)\n      - [Tip Regulations](https:\/\/millershah.com\/blog\/5-employment-laws-every-worker-and-employer-should-know\/#Tip_Regulations)\n      - [Hours Worked](https:\/\/millershah.com\/blog\/5-employment-laws-every-worker-and-employer-should-know\/#Hours_Worked)\n      - [Recordkeeping](https:\/\/millershah.com\/blog\/5-employment-laws-every-worker-and-employer-should-know\/#Recordkeeping)\n      - [Child Labor](https:\/\/millershah.com\/blog\/5-employment-laws-every-worker-and-employer-should-know\/#Child_Labor)\n- [Category 2: Anti-Discrimination Laws](https:\/\/millershah.com\/blog\/5-employment-laws-every-worker-and-employer-should-know\/#Category_2_Anti-Discrimination_Laws)\n  - [Title VII of the Civil Rights Act of 1964](https:\/\/millershah.com\/blog\/5-employment-laws-every-worker-and-employer-should-know\/#Title_VII_of_the_Civil_Rights_Act_of_1964)\n  - [Equal Pay Act of 1963](https:\/\/millershah.com\/blog\/5-employment-laws-every-worker-and-employer-should-know\/#Equal_Pay_Act_of_1963)\n  - [Age Discrimination in Employment Act of 1967 (ADEA)](https:\/\/millershah.com\/blog\/5-employment-laws-every-worker-and-employer-should-know\/#Age_Discrimination_in_Employment_Act_of_1967_ADEA)\n  - [Rehabilitation Act of 1973](https:\/\/millershah.com\/blog\/5-employment-laws-every-worker-and-employer-should-know\/#Rehabilitation_Act_of_1973)\n  - [The Civil Rights Act of 1991](https:\/\/millershah.com\/blog\/5-employment-laws-every-worker-and-employer-should-know\/#The_Civil_Rights_Act_of_1991)\n- [Category 3: Workplace Health & Safety Laws](https:\/\/millershah.com\/blog\/5-employment-laws-every-worker-and-employer-should-know\/#Category_3_Workplace_Health_Safety_Laws)\n  - [Occupational Safety and Health Act (OSHA)](https:\/\/millershah.com\/blog\/5-employment-laws-every-worker-and-employer-should-know\/#Occupational_Safety_and_Health_Act_OSHA)\n    - [Key Points](https:\/\/millershah.com\/blog\/5-employment-laws-every-worker-and-employer-should-know\/#Key_Points)\n- [Category 4: Family and Medical Leave Laws](https:\/\/millershah.com\/blog\/5-employment-laws-every-worker-and-employer-should-know\/#Category_4_Family_and_Medical_Leave_Laws)\n  - [Family and Medical Leave Act (FMLA)](https:\/\/millershah.com\/blog\/5-employment-laws-every-worker-and-employer-should-know\/#Family_and_Medical_Leave_Act_FMLA)\n- [Category 5: Labor Relations Laws](https:\/\/millershah.com\/blog\/5-employment-laws-every-worker-and-employer-should-know\/#Category_5_Labor_Relations_Laws)\n  - [National Labor Relations Act (NLRA)](https:\/\/millershah.com\/blog\/5-employment-laws-every-worker-and-employer-should-know\/#National_Labor_Relations_Act_NLRA)\n- [How an Employment Law Firm Can Help](https:\/\/millershah.com\/blog\/5-employment-laws-every-worker-and-employer-should-know\/#How_an_Employment_Law_Firm_Can_Help)\n\nU.S. workers are protected by five major categories of employment laws that shape workplace operations. These laws can cover everything from hiring and firing to wages, benefits, and workplace safety. This article will explain each major category in clear terms and connect it to Miller Shah LLP’s experience advocating for employees in matters involving Employment and Employee Rights, Whistleblower and Retaliation, and ERISA and Employee Benefits.\n\nThere are various different issues that can arise in the workplace. However, the five major employment law categories that will be addressed are: wage and hour, anti-discrimination, workplace health and safety, family and medical leave, and labor relations.\n\n## Category 1: Wage and Hour Laws\nWage and hour laws serve as guidelines for the workplace to ensure that employees are fairly compensated for the labor they provide. There are laws at the federal level that dictate the minimum compensation and maximum hours worked by employees. The Fair Labor Standards Act (FLSA) is the most prominent law that protects workers from exploitation.\n\n### [Fair Labor Standards Act](https:\/\/www.dol.gov\/agencies\/whd\/flsa) (FLSA)\nAdministered by the Department of Labor (DOL), the FLSA sets the minimum hourly wage, overtime pay, recordkeeping, and youth employment standards that affect private and public sector employees.\n\n#### Key Provisions\n##### Minimum Wage\nThe federal minimum wage is set at \\$7.25; however, it may differ depending on state minimum wage laws. An employee is entitled to whichever minimum wage is higher.\n\n##### Overtime\nUnless exempt, employees must receive overtime pay for all hours worked over 40 hours in a work week. The rate for overtime should not be less than time and a half of their regular rate of pay. There is no limit on the number of hours employees 16+ may work in a workweek.\n\n##### Tip Regulations\nAn employer is permitted to take a “tip credit” toward their minimum wage and overtime obligations for tipped employees. If an employer claims tip credit, they have to make sure that their employees receive enough tips from customers during the workweek to equal the minimum wage and overtime compensation.\n\n##### Hours Worked\nThe DOL defines this as all the time an employee must be on duty, or on the employer’s premises, or at any other prescribed place of work. It also includes any additional time an employee is allowed to work. The DOL [provides a comprehensive](https:\/\/www.dol.gov\/agencies\/whd\/fact-sheets\/22-flsa-hours-worked) breakdown of what is considered work time and what is not.\n\n##### Recordkeeping\nCovered employers are required to keep certain records for each non-exempt worker. There is no specific form of records, but they must have information about the employees and data on their hours worked and wages earned.\n\nHere is a [list](https:\/\/www.dol.gov\/agencies\/whd\/fact-sheets\/21-flsa-recordkeeping) of some of the basic records an employer must maintain:\n\n- Employee’s full name, and SSN\n- Address\n- Birth date\n- Sex & occupation\n- Time and day of week when employee’s work week begins\n- Total hours worked each week\n- Regular hourly pay rate\n- Basis on which employee’s wages are paid\n##### Child Labor\n- Under 14: Permissible employment is work that is exempt from FLSA, such as delivering newspaper or acting.\n- 14: The minimum age for most non-agricultural work is 14, with strict limits on hours and the times of jobs if a child is under 16.\n- 16: 16- and 17-year-olds can work unlimited hours in non-hazardous occupations.\n- 18: 18 and older are no longer subject to federal child labor restrictions.\n- The DOL provides a [list](https:\/\/www.dol.gov\/agencies\/whd\/fact-sheets\/43-child-labor-non-agriculture) of occupations that all minors under the age of 18 are banned from.\n## Category 2: Anti-Discrimination Laws\nAnti-discrimination laws are designed to protect employees and prevent employers from making decisions that fall under protected characteristics. This includes race, color, religion, sex, national origin, age, and disability. The following laws intend to combat discrimination and ensure that employees and job applicants are fairly treated in the workplace.\n\n### [Title VII of the Civil Rights Act of 1964](https:\/\/www.ftc.gov\/policy-notices\/no-fear-act\/protections-against-discrimination)\nThis Act protects employees and job applicants from employment discrimination on the basis of their race, color, religion, sex, and national origin. This also protects employment decisions such as recruitment, selections, terminations, and other decisions which concern the terms and conditions of employment.\n\n### [Equal Pay Act of 1963](https:\/\/www.eeoc.gov\/statutes\/equal-pay-act-1963)\nThis Act protects men and women from sex-based wage discrimination in the same establishment who perform jobs that require substantially equal skill, effort, and responsibility under similar working conditions.\n\n### [Age Discrimination in Employment Act of 1967 (ADEA)](https:\/\/www.eeoc.gov\/statutes\/age-discrimination-employment-act-1967)\nThis Act protects individuals aged 40 or over from age-based employment discrimination.\n\n### [Rehabilitation Act of 1973](https:\/\/www.eeoc.gov\/statutes\/sections-501-and-505-rehabilitation-act-1973)\nThis Act protects employees and job applicants from all employment discrimination based on their disability who are qualified.\n\n### [The Civil Rights Act of 1991](https:\/\/www.eeoc.gov\/statutes\/civil-rights-act-1991)\nThis Act amends Title VII by strengthening and improving federal civil rights laws and allows recovery of compensatory damages in federal sector cases involving intentional employment discrimination.\n\n## Category 3: Workplace Health & Safety Laws\nAll workplaces should be free from hazards to safety and health. Some examples of hazardous and unsafe working conditions would include lack of eye and face protection on the job, failure to provide respiratory protection, lack of machine guarding, or poor ventilation. The Occupational Safety and Health Administration has made it their goal to ensure safe and healthy working conditions for all working men and women.\n\n### [Occupational Safety and Health Act (OSHA)](https:\/\/www.osha.gov\/laws-regs\/oshact\/completeoshact)\nThis law intends to enforce the standards under this act by assisting and encouraging the states in their efforts to assure that there are safe and healthy working conditions. The government will assist by providing for research, information, education, and training in the field of occupational safety and health.\n\n#### Key Points\n- Encourages both employers and employees to help reduce workplace hazards.\n- Clarifies that employers and employees have separate responsibilities and rights in achieving safe working conditions.\n- Grants the Secretary of Labor to set safety rules and establish a review commission to help enforce them.\n- Supports building on and improving existing workplace safety efforts.\n- Provides funding and backing for studies on safety and health, and other psychological factors.\n- Aims to find hidden or long-term illnesses and diseases that are caused by workplace environments.\n- Establishes health guidelines so that a worker’s long-term health is protected.\n- Invest in training to increase both the number and competence of people working in the field of occupational safety and health.\n- Make safety inspections more effective by prohibiting advance notice and applying sanctions for violations.\n- Provide appropriate reporting procedures to help achieve the objectives of the Act.\n- Encourage joint labor-management efforts to reduce hazards and injuries.\n## Category 4: Family and Medical Leave Laws\nThese laws are essential to ensure that all employees are able to balance their work and family responsibilities while maintaining job protection.\n\n### [Family and Medical Leave Act (FMLA)](https:\/\/www.dol.gov\/agencies\/whd\/fmla)\nEligible employees of covered employees are entitled to unpaid, job-protected leave for familial and medical reasons. During this leave, the same terms and conditions are applied to their group health insurance coverage as if they had not taken leave.\n\nEligible employees are entitled to:\n\n- 12 workweeks of leave in a 12-month period for:\n- Birth of a child or caring for a newborn within 1 year of birth.\n- For the adoption or foster care placement of a child within one year.\n- To care for a spouse, child, or parent with a serious health condition.\n- Serious health condition that makes an employee unable to perform duties of their job.\n- Any other qualifying exigencies related to family members active duty.\n## Category 5: Labor Relations Laws\nThese laws govern relationships amongst employers and employers, particularly when it comes to unions and collective bargaining.\n\n### National Labor Relations Act (NLRA)\nThis Act was established in order to protect workplace democracy by allowing employees in the private sector the fundamental right to seek better working conditions and representation without the fear of retaliation.\n\nUnder the NLRA, employees have the right to:\n\n- Join together to improve wages and working conditions, with or without a union.\n- Unionize, organize, and take collective action without employer interference.\n- Communicate with other employees about their wages in the workplace.\n- Request representation during an investigatory interview that could lead to discipline.\n- Strike\n- Be protected from employer retaliation for exercising their workplace rights.\n## How an [Employment Law Firm](https:\/\/millershah.com\/blog\/what-does-an-employment-attorney-do\/) Can Help\nAt Miller Shah, our attorneys are highly experienced in all areas of [labor and employment law](https:\/\/millershah.com\/practice-areas\/labor-employment\/), including [discrimination, harassment](https:\/\/millershah.com\/practice-areas\/labor-employment\/discrimination-harassment\/), wrongful termination, ERISA and employee benefits disputes, labor-management relations, [worker misclassification](https:\/\/millershah.com\/practice-areas\/labor-employment\/misclassification-of-independent-contractors\/), occupational safety and health, [wage and hour violations](https:\/\/millershah.com\/practice-areas\/labor-employment\/wage-hour-violations\/), affirmative action and equal employment opportunity, [whistleblowing](https:\/\/millershah.com\/practice-areas\/qui-tam-false-claims-whistleblower-and-qui-tam-claims\/), retaliation, workforce reductions, and much more.\n\n###### Share Post:\n[Linkedin](https:\/\/www.linkedin.com\/shareArticle?mini=https:\/\/millershah.com\/blog\/5-employment-laws-every-worker-and-employer-should-know\/)[facebook](http:\/\/www.facebook.com\/sharer.php?u=https:\/\/millershah.com\/blog\/5-employment-laws-every-worker-and-employer-should-know\/)[twitter](https:\/\/twitter.com\/intent\/tweet?text=https:\/\/millershah.com\/blog\/5-employment-laws-every-worker-and-employer-should-know\/)\n\n## Post navigation\n[Previous Post Previous post:  Air Force Contractor Pays \\$1.95 Million to Settle Air Force Contract Fraud Allegations](https:\/\/millershah.com\/blog\/air-force-contract-fraud\/)\n\n[Next Post Next post:  Health System Settles for \\$8 Million Over Healthcare PPP Loan Fraud Allegations](https:\/\/millershah.com\/blog\/health-system-ppp-loan-fraud-allegations\/)\n\n## Posts You Also**Might Like**\nMiller Shah LLP is a results-driven law firm  \n that is focused on delivering the highest level  \n of service possible to our worldwide clients.\n\n[Visit Our Blog](https:\/\/millershah.com\/blogs\/)\n\nFebruary 12, 2026\n\n[Employment](https:\/\/millershah.com\/blog\/category\/employment\/)\n\n#### [Pennsylvania Renews Commitment to Protecting Child Performers Under State Labor Laws](https:\/\/millershah.com\/blog\/child-performer-labor-laws-pennsylvania\/)\nThe Shapiro Administration has reaffirmed Pennsylvania’s commitment to enforcing child performer labor laws that protect minors in film, television, and theater productions. These protections ensure…\n\n[Read More](https:\/\/millershah.com\/blog\/child-performer-labor-laws-pennsylvania\/)\n\nFebruary 03, 2026\n\n[Employment](https:\/\/millershah.com\/blog\/category\/employment\/)\n\n#### [New 2026 California Labor and Employment Laws That Residents Should Know](https:\/\/millershah.com\/blog\/2026-california-laws\/)\nOverview of New 2026 California Employment Laws In the last quarter of 2025, California Governor Gavin Newsom signed several bills into law…\n\n[Read More](https:\/\/millershah.com\/blog\/2026-california-laws\/)\n\nJanuary 27, 2026\n\n[Misclassification](https:\/\/millershah.com\/blog\/category\/employment\/misclassification\/), [Employment](https:\/\/millershah.com\/blog\/category\/employment\/)\n\n#### [Understanding Employee Misclassification vs Proper Classification](https:\/\/millershah.com\/blog\/understanding-employee-misclassification\/)\nUnderstanding Employee Misclassification Businesses are required to determine whether individuals providing services are employees or independent contractors. The distinction sometimes can be confusing, and employee misclassification…\n\n[Read More](https:\/\/millershah.com\/blog\/understanding-employee-misclassification\/)\n\nJanuary 20, 2026\n\n[Employment](https:\/\/millershah.com\/blog\/category\/employment\/), [discrimination](https:\/\/millershah.com\/blog\/category\/discrimination\/)\n\n#### [EEOC Sues FedEx for Sexual Harassment and Sex Discrimination](https:\/\/millershah.com\/blog\/eeoc-sues-fedex-sexual-harassment\/)\nWhat Is the EEOC’s Sexual Harassment Lawsuit Against FedEx? The U.S. Equal Employment Opportunity Commission (“EEOC”) has announced a sexual harassment lawsuit…\n\n[Read More](https:\/\/millershah.com\/blog\/eeoc-sues-fedex-sexual-harassment\/)\n\nJanuary 16, 2026\n\n[discrimination](https:\/\/millershah.com\/blog\/category\/discrimination\/), [Employment](https:\/\/millershah.com\/blog\/category\/employment\/)\n\n#### [EEOC Lawsuit Against Wendy’s Highlights Disability and Age Discrimination Risks for Employers](https:\/\/millershah.com\/blog\/eeoc-wendys-disability-age-discrimination\/)\nEEOC Files Disability and Age Discrimination Lawsuit Against Wendy’s On December 29, 2025, the Equal Employment Opportunities Commission (EEOC) filed a lawsuit…\n\n[Read More](https:\/\/millershah.com\/blog\/eeoc-wendys-disability-age-discrimination\/)\n\nJanuary 12, 2026\n\n[Employment](https:\/\/millershah.com\/blog\/category\/employment\/)\n\n#### [Labor Laws and Their Influence on Employment in the US](https:\/\/millershah.com\/blog\/labor-laws-and-their-influence-on-employment-in-the-us\/)\nThis article explores how federal and state labor laws shape employment practices in the United States. From wage protections and worker classification…\n\n[Read More](https:\/\/millershah.com\/blog\/labor-laws-and-their-influence-on-employment-in-the-us\/)\n\n## Contact  **Miller Shah LLP**\n###### While this website provides general information, it does not constitute legal advice. The best way to get guidance on your specific legal issue is to contact a lawyer. To schedule a meeting with an attorney, please call [866-540-5505](tel:8665405505) or complete the intake form to email us. To inquire about employment opportunities with Miller Shah LLP, please see our [Opportunities](https:\/\/millershah.com\/about-us\/opportunities\/) page.\n\n## Offices Throughout  **the United States & Italy**\n![Offices Throughout](data:image\/svg+xml,%3Csvg%20xmlns='http:\/\/www.w3.org\/2000\/svg'%20viewBox='0%200%20839%20387'%3E%3C\/svg%3E)\n\n![Offices Throughout](https:\/\/millershah.com\/wp-content\/uploads\/2023\/09\/Blank-839-x-387-Beverly-Hills-CA.webp)\n\n[Get Fort Lauderdale Directions](https:\/\/millershah.com\/blog\/5-employment-laws-every-worker-and-employer-should-know\/)\n\n##### [**CA** Los Angeles](https:\/\/millershah.com\/blog\/5-employment-laws-every-worker-and-employer-should-know\/#accordion-1)\n[8730 Wilshire Blvd \\#400 Beverly Hills, CA 90211](https:\/\/maps.app.goo.gl\/7KrpvnfzHY9goKUR6)\n\n##### [**CA** San Diego](https:\/\/millershah.com\/blog\/5-employment-laws-every-worker-and-employer-should-know\/#accordion-2)\n[1230 Columbia St, Suite 1140  San Diego, CA 92101](https:\/\/www.google.com\/maps\/place\/Miller+%26+Shah,+LLP\/@32.7181689,-117.1677066,15z\/data=!4m2!3m1!1s0x0:0xcd0086e8fc289666?sa=X&ved=2ahUKEwidwpLp1Y-CAxVFkYkEHV14Af4Q_BJ6BAhJEAA&hl=en&ved=2ahUKEwidwpLp1Y-CAxVFkYkEHV14Af4Q_BJ6BAhXEAs)\n\n##### [**CA** San Francisco](https:\/\/millershah.com\/blog\/5-employment-laws-every-worker-and-employer-should-know\/#accordion-3)\n[155 Montgomery, 6th Floor](https:\/\/www.google.com\/maps\/place\/155+Montgomery+St+6th+Floor,+San+Francisco,+CA+94104\/@37.7907554,-122.4051447,711m\/data=!3m1!1e3!4m6!3m5!1s0x80858089ec155555:0x87d15b911372d018!8m2!3d37.7907554!4d-122.4025698!16s%2Fg%2F11y7907hs5!5m1!1e2?entry=ttu&g_ep=EgoyMDI1MDEwNi4xIKXMDSoASAFQAw%3D%3D)  \n [San Francisco, CA 94104](https:\/\/www.google.com\/maps\/place\/155+Montgomery+St+6th+Floor,+San+Francisco,+CA+94104\/@37.7907554,-122.4051447,711m\/data=!3m1!1e3!4m6!3m5!1s0x80858089ec155555:0x87d15b911372d018!8m2!3d37.7907554!4d-122.4025698!16s%2Fg%2F11y7907hs5!5m1!1e2?entry=ttu&g_ep=EgoyMDI1MDEwNi4xIKXMDSoASAFQAw%3D%3D)\n\n##### [**CT** Chester](https:\/\/millershah.com\/blog\/5-employment-laws-every-worker-and-employer-should-know\/#accordion-4)\n[65 Main Street  Chester, CT 06412](https:\/\/www.google.com\/maps\/place\/Miller+Shah+LLP\/@41.4024791,-72.4492483,15z\/data=!4m2!3m1!1s0x0:0x2f80afe704d1bcd1?sa=X&ved=2ahUKEwikh96NobeBAxUlj4kEHd_ACL4Q_BJ6BAhJEAA&hl=en&ved=2ahUKEwikh96NobeBAxUlj4kEHd_ACL4Q_BJ6BAhUEAk)\n\n##### [**FL** Fort Lauderdale](https:\/\/millershah.com\/blog\/5-employment-laws-every-worker-and-employer-should-know\/#accordion-5)\n[2103 N Commerce Pkwy,](https:\/\/maps.app.goo.gl\/FBoW95DEjtCiwcCw9)\n\n[Fort Lauderdale, FL 33326](https:\/\/maps.app.goo.gl\/FBoW95DEjtCiwcCw9)\n\n##### [**NJ** Hoboken](https:\/\/millershah.com\/blog\/5-employment-laws-every-worker-and-employer-should-know\/#accordion-6)\n[2 Hudson Place, Suite 303  Hoboken, NJ 07030](https:\/\/maps.app.goo.gl\/Qz45wGcY5z9MiY6k7)\n\n##### [**NY** New York City](https:\/\/millershah.com\/blog\/5-employment-laws-every-worker-and-employer-should-know\/#accordion-7)\n[225 Broadway, Suite 1830  New York City, NY 10007](https:\/\/www.google.com\/maps\/place\/Miller+%26+Shah,+LLP\/@40.7191057,-74.009074,15z\/data=!4m6!3m5!1s0x89c25a1fd680734f:0xbd9e60c98f73ddd8!8m2!3d40.711925!4d-74.0085686!16s%2Fg%2F11gdr3v85x?hl=en&entry=ttu)\n\n##### [**PA** Philadelphia](https:\/\/millershah.com\/blog\/5-employment-laws-every-worker-and-employer-should-know\/#accordion-8)\n[1845 Walnut Street, Suite 806  Philadelphia, PA 19103](https:\/\/www.google.com\/maps\/place\/Miller+Shah+LLP\/@39.9506933,-75.1715016,15z\/data=!4m2!3m1!1s0x0:0xa80846fa3a9e67d?sa=X&ved=2ahUKEwi7ku2O1o-CAxW7j4kEHWd6DWoQ_BJ6BAhJEAA&hl=en&ved=2ahUKEwi7ku2O1o-CAxW7j4kEHWd6DWoQ_BJ6BAhSEAs)\n##### [**IT** Milan](https:\/\/millershah.com\/blog\/5-employment-laws-every-worker-and-employer-should-know\/#accordion-9)\n\n[![Miller Shah](data:image\/svg+xml,%3Csvg%20xmlns='http:\/\/www.w3.org\/2000\/svg'%20viewBox='0%200%20303%2063'%3E%3C\/svg%3E)![Miller Shah](https:\/\/millershah.com\/wp-content\/themes\/nuvew-child\/images\/ftr-logo.webp)](https:\/\/millershah.com\/)\n\n- [Home](https:\/\/millershah.com\/)\n- [About Us](https:\/\/millershah.com\/about-us\/)\n- [Our People](https:\/\/millershah.com\/our-people\/)\n- [Practice Areas](https:\/\/millershah.com\/practice-areas\/)\n- [Results](https:\/\/millershah.com\/results\/)\n- [Reviews](https:\/\/millershah.com\/reviews\/)\n- [Blog](https:\/\/millershah.com\/blog\/)\n- [Contact Us](https:\/\/millershah.com\/contact-us\/)\n\n##### Follow Us:\n[linkedin](https:\/\/www.linkedin.com\/company\/miller-shah-llp\/)[facebook](https:\/\/www.facebook.com\/MillerShahLLP)[twitter](https:\/\/twitter.com\/i\/flow\/login?redirect_after_login=%2Fmillershahatlaw)[instagram](https:\/\/www.instagram.com\/millershahattorneys\/)\n###### Se habla Español\n\n[866-300-7367]()\n\n##### Fax number\n\n[866-540-5505](tel:8665405505)\n\n##### Telephone\n\nAttorney Advertising. This information is designed for general information only. The information presented should not be construed to be formal legal advice nor the formation of a lawyer\/client relationship. Past results and testimonials are not a guarantee, warranty, or prediction of the outcome of your case, and should not be construed as such. Past results cannot guarantee future performance. Any result in a single case is not meant to create an expectation of similar results in future matters because each case involves many different factors, therefore, results will differ on a case-by-case basis. By providing contact information, users acknowledge and give explicit consent to be contacted via the methods of communication provided, including SMS. Message and data rates may apply. Message frequency may vary. Reply STOP to opt out.\n\n[NUVEW](https:\/\/nuvew.com\/) \\| Copyright 2026 All Rights Reserved \\|  [Accessibility Notice](https:\/\/millershah.com\/accessibility\/)  \\| [Privacy Policy](https:\/\/millershah.com\/privacy-policy\/)\n\n×\n\n##### [Alec J. Berin](https:\/\/millershah.com\/our-people\/alec-berin\/) - Partners\nPA Philadelphia \\| [866-540-5505](tel:866-540-5505)\n\n##### [Alfonso Vilaboa](https:\/\/millershah.com\/our-people\/alfonso-vilaboa\/) - Partners\nNY New York City \\| [866-540-5505](tel:866-540-5505)\n\n##### [Ana Barba](https:\/\/millershah.com\/our-people\/ana-barba\/) - Project Analyst\nNY New York City \\| [866-540-5505](tel:866-540-5505)\n\n##### [Anika S. Keuning](https:\/\/millershah.com\/our-people\/anika-s-keuning\/) - Project Analyst\nNY New York City \\| [866-540-5505](tel:866-540-5505)\n\n##### [Anna D’Agostino](https:\/\/millershah.com\/our-people\/anna-dagostino\/) - Associate\nNY New York City \\| [866-540-5505](tel:866-540-5505)\n\n##### [Betsy Ferling-Hitriz](https:\/\/millershah.com\/our-people\/betsy-ferling-hitriz\/) - Legal Assistant\nCT Chester \\| [866-540-5505](tel:866-540-5505)\n\n##### [Bruce D. Parke](https:\/\/millershah.com\/our-people\/bruce-d-parke\/) - Partners\nPA Philadelphia \\| [866-540-5505](tel:866-540-5505)\n\n##### [Caroline Soper](https:\/\/millershah.com\/our-people\/caroline-soper\/) - Project Analyst\nNY New York City \\| [866-540-5505](tel:866-540-5505)\n\n##### [Christopher A. Miller](https:\/\/millershah.com\/our-people\/christopher-a-miller\/) - Associate\nPA Philadelphia \\|  [866-540-5505](<tel: 866-540-5505>)\n\n##### [Deborah C. England](https:\/\/millershah.com\/our-people\/deborah-c-england\/) - Of Counsel\nCA San Francisco \\| [866-540-5505](tel:866-540-5505)\n\n##### [Elena M. DiBattista](https:\/\/millershah.com\/our-people\/elena-m-dibattista\/) - Legal Assistant\nFL Fort Lauderdale \\| [866-540-5505](tel:866-540-5505)\n\n##### [Elise M. Wilson](https:\/\/millershah.com\/our-people\/elise-m-wilson\/) - Project Analyst\nNY New York City \\| [866-540-5505](tel:866-540-5505)\n\n##### [Eric L. Young](https:\/\/millershah.com\/our-people\/eric-young\/) - Of Counsel\nPA Philadelphia \\| [866-540-5505](tel:866-540-5505)\n\n##### [Gina S. Demetriades](https:\/\/millershah.com\/our-people\/gina-s-demetriades\/) - Office Staff\nCT Chester \\| [866-540-5505](tel:866-540-5505)\n\n##### [Heidi A. Wendel](https:\/\/millershah.com\/our-people\/heidi-a-wendel\/) - Of Counsel\nNY New York City \\| [866-540-5505](tel:866-540-5505)\n\n##### [Henry Fina](https:\/\/millershah.com\/our-people\/henry-fina\/) - Project Analyst\nPA Philadelphia \\| [866-540-5505](tel:866-540-5505)\n\n##### [Isack Fadlon](https:\/\/millershah.com\/our-people\/isack-fadlon\/) - Of Counsel\nCA Los Angeles \\| [866-540-5505](tel:866-540-5505)\n\n##### [James C. Shah](https:\/\/millershah.com\/our-people\/james-c-shah\/) - Partners\nCA Los Angeles \\| [866-540-5505](tel:866-540-5505)\n\n##### [James E. Miller](https:\/\/millershah.com\/our-people\/james-e-miller\/) - Partners\nCT Chester \\| [866-540-5505](tel:866-540-5505)\n\n##### [Jasmine Griswold](https:\/\/millershah.com\/our-people\/jasmine-griswold\/) - Legal Assistant\nCT Chester \\| [866-540-5505](tel:866-540-5505)\n\n##### [Jayne A. Goldstein](https:\/\/millershah.com\/our-people\/jayne-a-goldstein\/) - Partners\nFL Fort Lauderdale \\| [866-540-5505](tel:866-540-5505)\n\n##### [Jillian M. Lussier](https:\/\/millershah.com\/our-people\/jillian-lussier\/) - Office Staff\nCT Chester \\| [866-540-5505](tel:866-540-5505)\n\n##### [Jocelyn McNamara](https:\/\/millershah.com\/our-people\/jocelyn-mcnamara\/) - Law Clerk\nNY New York City \\|  [866-540-5505](<tel: 866-540-5505>)\n\n##### [Johanna C. Richter](https:\/\/millershah.com\/our-people\/johanna-c-richter\/) - Law Clerk\nPA Philadelphia \\|  [866-540-5505](<tel: 866-540-5505>)\n\n##### [Jonathan A. Dilger](https:\/\/millershah.com\/our-people\/jonathan-dilger\/) - Office Staff\nNY New York City \\| [866-540-5505](tel:866-540-5505)\n\n##### [Katie Edwards](https:\/\/millershah.com\/our-people\/katie-edwards\/) - Legal Assistant\nPA Philadelphia \\| [866-540-5505](tel:866-540-5505)\n\n##### [Kolin C. Tang](https:\/\/millershah.com\/our-people\/kolin-c-tang\/) - Partners\nCA San Diego \\| [866-540-5505](tel:866-540-5505)\n\n##### [Kyla Golding](https:\/\/millershah.com\/our-people\/kyla-golding\/) - Project Analyst\nPA Philadelphia \\| [866-540-5505](tel:866-540-5505)\n\n##### [Laurie Rubinow](https:\/\/millershah.com\/our-people\/laurie-rubinow\/) - Partners\nCT Chester \\| [866-540-5505](tel:866-540-5505)\n\n##### [Leanne Alvarado](https:\/\/millershah.com\/our-people\/leanne-alvarado\/) - Project Analyst\nNY New York City \\| [866-540-5505](tel:866-540-5505)\n\n##### [Madison A. Gregg](https:\/\/millershah.com\/our-people\/madison-gregg\/) - Associate\nNY New York City \\| [866-540-5505](tel:866-540-5505)\n\n##### [Mark Xiao](https:\/\/millershah.com\/our-people\/mark-xiao\/) - Associate\nNY New York City \\| [866-540-5505](tel:866-540-5505)\n\n##### [Matthew P. Suzor](https:\/\/millershah.com\/our-people\/matthew-p-suzor\/) - Associate\nPA Philadelphia \\| [866-540-5505](tel:866-540-5505)\n\n##### [Natalie Finkelman Bennett](https:\/\/millershah.com\/our-people\/natalie-finkelman-bennett\/) - Partners\nPA Philadelphia \\| [866-540-5505](tel:866-540-5505)\n\n##### [Nathan C. Zipperian](https:\/\/millershah.com\/our-people\/nathan-c-zipperian\/) - Partners\nFL Fort Lauderdale \\| [866-540-5505](tel:866-540-5505)\n\n##### [Nicholas Day](https:\/\/millershah.com\/our-people\/nicholas-day\/) - Of Counsel\nNJ Hoboken \\| [866-540-5505](tel:866-540-5505)\n\n##### [Nicholas K. Ono](https:\/\/millershah.com\/our-people\/nicholas-k-ono\/) - Project Analyst\nNY New York City \\| [866-540-5505](tel:866-540-5505)\n\n##### [Nicole Jefferson](https:\/\/millershah.com\/our-people\/nicole-jefferson\/) - Project Analyst\nPA Philadelphia \\| [866-540-5505](tel:866-540-5505)\n\n##### [Quintin C. Cerione](https:\/\/millershah.com\/our-people\/quintin-c-cerione\/) - Project Analyst\nPA Philadelphia \\| [866-540-5505](tel:866-540-5505)\n\n##### [Robert W. Biela](https:\/\/millershah.com\/our-people\/robert-w-biela\/) - Staff Attorney\nPA Philadelphia \\| [866-540-5505](tel:866-540-5505)\n\n##### [Rrita Osmani](https:\/\/millershah.com\/our-people\/rrita-osmani\/) - Associate\nCT Chester \\| [866-540-5505](tel:866-540-5505)\n\n##### [Shuping Li](https:\/\/millershah.com\/our-people\/shuping-li\/) - Law Clerk\nNY New York City \\| [866-540-5505](tel:866-540-5505)\n\n##### [Stephen T. Rutkowski](https:\/\/millershah.com\/our-people\/stephen-t-rutkowski\/) - Law Clerk\nCT Chester \\|  [866-540-5505](<tel: 866-540-5505>)\n\n##### [Sue Moss](https:\/\/millershah.com\/our-people\/sue-moss\/) - Legal Assistant\nPA Philadelphia \\| [866-540-5505](tel:866-540-5505)\n\n##### [Sydney D. Finlay](https:\/\/millershah.com\/our-people\/sydney-d-finlay\/) - Associate\nCA San Diego \\| [866-540-5505](tel:866-540-5505)\n\n##### [Tara Gideon](https:\/\/millershah.com\/our-people\/tara-gideon\/) - Office Staff\nPA Philadelphia \\| [866-540-5505](tel:866-540-5505)\n\n##### [Tina Moukoulis](https:\/\/millershah.com\/our-people\/tina-moukoulis\/) - Staff Attorney\nPA Philadelphia \\| [866-540-5505](tel:866-540-5505)\n\n##### [Tracy Feldman](https:\/\/millershah.com\/our-people\/tracy-feldman\/) - Office Staff\nPA Philadelphia \\| [866-540-5505](tel:866-540-5505)\n\n##### [Zacky P. Rozio](https:\/\/millershah.com\/our-people\/zacky-p-rozio\/) - Of Counsel\nCA Los Angeles \\| [310-203-0600](tel:310-203-0600)\n\nX\n\nPlease ensure Javascript is enabled for purposes of [website accessibility](https:\/\/userway.org\/)","attrs_readable_markdown":"Table of Contents\n\n- [Category 1: Wage and Hour Laws](https:\/\/millershah.com\/blog\/5-employment-laws-every-worker-and-employer-should-know\/#Category_1_Wage_and_Hour_Laws)\n  - [Fair Labor Standards Act (FLSA)](https:\/\/millershah.com\/blog\/5-employment-laws-every-worker-and-employer-should-know\/#Fair_Labor_Standards_Act_FLSA)\n    - [Key Provisions](https:\/\/millershah.com\/blog\/5-employment-laws-every-worker-and-employer-should-know\/#Key_Provisions)\n      - [Minimum Wage](https:\/\/millershah.com\/blog\/5-employment-laws-every-worker-and-employer-should-know\/#Minimum_Wage)\n      - [Overtime](https:\/\/millershah.com\/blog\/5-employment-laws-every-worker-and-employer-should-know\/#Overtime)\n      - [Tip Regulations](https:\/\/millershah.com\/blog\/5-employment-laws-every-worker-and-employer-should-know\/#Tip_Regulations)\n      - [Hours Worked](https:\/\/millershah.com\/blog\/5-employment-laws-every-worker-and-employer-should-know\/#Hours_Worked)\n      - [Recordkeeping](https:\/\/millershah.com\/blog\/5-employment-laws-every-worker-and-employer-should-know\/#Recordkeeping)\n      - [Child Labor](https:\/\/millershah.com\/blog\/5-employment-laws-every-worker-and-employer-should-know\/#Child_Labor)\n- [Category 2: Anti-Discrimination Laws](https:\/\/millershah.com\/blog\/5-employment-laws-every-worker-and-employer-should-know\/#Category_2_Anti-Discrimination_Laws)\n  - [Title VII of the Civil Rights Act of 1964](https:\/\/millershah.com\/blog\/5-employment-laws-every-worker-and-employer-should-know\/#Title_VII_of_the_Civil_Rights_Act_of_1964)\n  - [Equal Pay Act of 1963](https:\/\/millershah.com\/blog\/5-employment-laws-every-worker-and-employer-should-know\/#Equal_Pay_Act_of_1963)\n  - [Age Discrimination in Employment Act of 1967 (ADEA)](https:\/\/millershah.com\/blog\/5-employment-laws-every-worker-and-employer-should-know\/#Age_Discrimination_in_Employment_Act_of_1967_ADEA)\n  - [Rehabilitation Act of 1973](https:\/\/millershah.com\/blog\/5-employment-laws-every-worker-and-employer-should-know\/#Rehabilitation_Act_of_1973)\n  - [The Civil Rights Act of 1991](https:\/\/millershah.com\/blog\/5-employment-laws-every-worker-and-employer-should-know\/#The_Civil_Rights_Act_of_1991)\n- [Category 3: Workplace Health & Safety Laws](https:\/\/millershah.com\/blog\/5-employment-laws-every-worker-and-employer-should-know\/#Category_3_Workplace_Health_Safety_Laws)\n  - [Occupational Safety and Health Act (OSHA)](https:\/\/millershah.com\/blog\/5-employment-laws-every-worker-and-employer-should-know\/#Occupational_Safety_and_Health_Act_OSHA)\n    - [Key Points](https:\/\/millershah.com\/blog\/5-employment-laws-every-worker-and-employer-should-know\/#Key_Points)\n- [Category 4: Family and Medical Leave Laws](https:\/\/millershah.com\/blog\/5-employment-laws-every-worker-and-employer-should-know\/#Category_4_Family_and_Medical_Leave_Laws)\n  - [Family and Medical Leave Act (FMLA)](https:\/\/millershah.com\/blog\/5-employment-laws-every-worker-and-employer-should-know\/#Family_and_Medical_Leave_Act_FMLA)\n- [Category 5: Labor Relations Laws](https:\/\/millershah.com\/blog\/5-employment-laws-every-worker-and-employer-should-know\/#Category_5_Labor_Relations_Laws)\n  - [National Labor Relations Act (NLRA)](https:\/\/millershah.com\/blog\/5-employment-laws-every-worker-and-employer-should-know\/#National_Labor_Relations_Act_NLRA)\n- [How an Employment Law Firm Can Help](https:\/\/millershah.com\/blog\/5-employment-laws-every-worker-and-employer-should-know\/#How_an_Employment_Law_Firm_Can_Help)\n\nU.S. workers are protected by five major categories of employment laws that shape workplace operations. These laws can cover everything from hiring and firing to wages, benefits, and workplace safety. This article will explain each major category in clear terms and connect it to Miller Shah LLP’s experience advocating for employees in matters involving Employment and Employee Rights, Whistleblower and Retaliation, and ERISA and Employee Benefits.\n\nThere are various different issues that can arise in the workplace. However, the five major employment law categories that will be addressed are: wage and hour, anti-discrimination, workplace health and safety, family and medical leave, and labor relations.\n\n## Category 1: Wage and Hour Laws\nWage and hour laws serve as guidelines for the workplace to ensure that employees are fairly compensated for the labor they provide. There are laws at the federal level that dictate the minimum compensation and maximum hours worked by employees. The Fair Labor Standards Act (FLSA) is the most prominent law that protects workers from exploitation.\n\n### [Fair Labor Standards Act](https:\/\/www.dol.gov\/agencies\/whd\/flsa) (FLSA)\nAdministered by the Department of Labor (DOL), the FLSA sets the minimum hourly wage, overtime pay, recordkeeping, and youth employment standards that affect private and public sector employees.\n\n#### Key Provisions\n##### Minimum Wage\nThe federal minimum wage is set at \\$7.25; however, it may differ depending on state minimum wage laws. An employee is entitled to whichever minimum wage is higher.\n\n##### Overtime\nUnless exempt, employees must receive overtime pay for all hours worked over 40 hours in a work week. The rate for overtime should not be less than time and a half of their regular rate of pay. There is no limit on the number of hours employees 16+ may work in a workweek.\n\n##### Tip Regulations\nAn employer is permitted to take a “tip credit” toward their minimum wage and overtime obligations for tipped employees. If an employer claims tip credit, they have to make sure that their employees receive enough tips from customers during the workweek to equal the minimum wage and overtime compensation.\n\n##### Hours Worked\nThe DOL defines this as all the time an employee must be on duty, or on the employer’s premises, or at any other prescribed place of work. It also includes any additional time an employee is allowed to work. The DOL [provides a comprehensive](https:\/\/www.dol.gov\/agencies\/whd\/fact-sheets\/22-flsa-hours-worked) breakdown of what is considered work time and what is not.\n\n##### Recordkeeping\nCovered employers are required to keep certain records for each non-exempt worker. There is no specific form of records, but they must have information about the employees and data on their hours worked and wages earned.\n\nHere is a [list](https:\/\/www.dol.gov\/agencies\/whd\/fact-sheets\/21-flsa-recordkeeping) of some of the basic records an employer must maintain:\n\n- Employee’s full name, and SSN\n- Address\n- Birth date\n- Sex & occupation\n- Time and day of week when employee’s work week begins\n- Total hours worked each week\n- Regular hourly pay rate\n- Basis on which employee’s wages are paid\n##### Child Labor\n- Under 14: Permissible employment is work that is exempt from FLSA, such as delivering newspaper or acting.\n- 14: The minimum age for most non-agricultural work is 14, with strict limits on hours and the times of jobs if a child is under 16.\n- 16: 16- and 17-year-olds can work unlimited hours in non-hazardous occupations.\n- 18: 18 and older are no longer subject to federal child labor restrictions.\n- The DOL provides a [list](https:\/\/www.dol.gov\/agencies\/whd\/fact-sheets\/43-child-labor-non-agriculture) of occupations that all minors under the age of 18 are banned from.\n## Category 2: Anti-Discrimination Laws\nAnti-discrimination laws are designed to protect employees and prevent employers from making decisions that fall under protected characteristics. This includes race, color, religion, sex, national origin, age, and disability. The following laws intend to combat discrimination and ensure that employees and job applicants are fairly treated in the workplace.\n\n### [Title VII of the Civil Rights Act of 1964](https:\/\/www.ftc.gov\/policy-notices\/no-fear-act\/protections-against-discrimination)\nThis Act protects employees and job applicants from employment discrimination on the basis of their race, color, religion, sex, and national origin. This also protects employment decisions such as recruitment, selections, terminations, and other decisions which concern the terms and conditions of employment.\n\n### [Equal Pay Act of 1963](https:\/\/www.eeoc.gov\/statutes\/equal-pay-act-1963)\nThis Act protects men and women from sex-based wage discrimination in the same establishment who perform jobs that require substantially equal skill, effort, and responsibility under similar working conditions.\n\n### [Age Discrimination in Employment Act of 1967 (ADEA)](https:\/\/www.eeoc.gov\/statutes\/age-discrimination-employment-act-1967)\nThis Act protects individuals aged 40 or over from age-based employment discrimination.\n\n### [Rehabilitation Act of 1973](https:\/\/www.eeoc.gov\/statutes\/sections-501-and-505-rehabilitation-act-1973)\nThis Act protects employees and job applicants from all employment discrimination based on their disability who are qualified.\n\n### [The Civil Rights Act of 1991](https:\/\/www.eeoc.gov\/statutes\/civil-rights-act-1991)\nThis Act amends Title VII by strengthening and improving federal civil rights laws and allows recovery of compensatory damages in federal sector cases involving intentional employment discrimination.\n\n## Category 3: Workplace Health & Safety Laws\nAll workplaces should be free from hazards to safety and health. Some examples of hazardous and unsafe working conditions would include lack of eye and face protection on the job, failure to provide respiratory protection, lack of machine guarding, or poor ventilation. The Occupational Safety and Health Administration has made it their goal to ensure safe and healthy working conditions for all working men and women.\n\n### [Occupational Safety and Health Act (OSHA)](https:\/\/www.osha.gov\/laws-regs\/oshact\/completeoshact)\nThis law intends to enforce the standards under this act by assisting and encouraging the states in their efforts to assure that there are safe and healthy working conditions. The government will assist by providing for research, information, education, and training in the field of occupational safety and health.\n\n#### Key Points\n- Encourages both employers and employees to help reduce workplace hazards.\n- Clarifies that employers and employees have separate responsibilities and rights in achieving safe working conditions.\n- Grants the Secretary of Labor to set safety rules and establish a review commission to help enforce them.\n- Supports building on and improving existing workplace safety efforts.\n- Provides funding and backing for studies on safety and health, and other psychological factors.\n- Aims to find hidden or long-term illnesses and diseases that are caused by workplace environments.\n- Establishes health guidelines so that a worker’s long-term health is protected.\n- Invest in training to increase both the number and competence of people working in the field of occupational safety and health.\n- Make safety inspections more effective by prohibiting advance notice and applying sanctions for violations.\n- Provide appropriate reporting procedures to help achieve the objectives of the Act.\n- Encourage joint labor-management efforts to reduce hazards and injuries.\n## Category 4: Family and Medical Leave Laws\nThese laws are essential to ensure that all employees are able to balance their work and family responsibilities while maintaining job protection.\n\n### [Family and Medical Leave Act (FMLA)](https:\/\/www.dol.gov\/agencies\/whd\/fmla)\nEligible employees of covered employees are entitled to unpaid, job-protected leave for familial and medical reasons. During this leave, the same terms and conditions are applied to their group health insurance coverage as if they had not taken leave.\n\nEligible employees are entitled to:\n\n- 12 workweeks of leave in a 12-month period for:\n- Birth of a child or caring for a newborn within 1 year of birth.\n- For the adoption or foster care placement of a child within one year.\n- To care for a spouse, child, or parent with a serious health condition.\n- Serious health condition that makes an employee unable to perform duties of their job.\n- Any other qualifying exigencies related to family members active duty.\n## Category 5: Labor Relations Laws\nThese laws govern relationships amongst employers and employers, particularly when it comes to unions and collective bargaining.\n\n### National Labor Relations Act (NLRA)\nThis Act was established in order to protect workplace democracy by allowing employees in the private sector the fundamental right to seek better working conditions and representation without the fear of retaliation.\n\nUnder the NLRA, employees have the right to:\n\n- Join together to improve wages and working conditions, with or without a union.\n- Unionize, organize, and take collective action without employer interference.\n- Communicate with other employees about their wages in the workplace.\n- Request representation during an investigatory interview that could lead to discipline.\n- Strike\n- Be protected from employer retaliation for exercising their workplace rights.\n## How an [Employment Law Firm](https:\/\/millershah.com\/blog\/what-does-an-employment-attorney-do\/) Can Help\nAt Miller Shah, our attorneys are highly experienced in all areas of [labor and employment law](https:\/\/millershah.com\/practice-areas\/labor-employment\/), including [discrimination, harassment](https:\/\/millershah.com\/practice-areas\/labor-employment\/discrimination-harassment\/), wrongful termination, ERISA and employee benefits disputes, labor-management relations, [worker misclassification](https:\/\/millershah.com\/practice-areas\/labor-employment\/misclassification-of-independent-contractors\/), occupational safety and health, [wage and hour violations](https:\/\/millershah.com\/practice-areas\/labor-employment\/wage-hour-violations\/), affirmative action and equal employment opportunity, [whistleblowing](https:\/\/millershah.com\/practice-areas\/qui-tam-false-claims-whistleblower-and-qui-tam-claims\/), retaliation, workforce reductions, and much more.","meta_canonical":null,"ml_categories_json":"{\"\/Law_and_Government\":952,\"\/Law_and_Government\/Legal\":950,\"\/Law_and_Government\/Legal\/Labor_and_Employment_Law\":949,\"\/Jobs_and_Education\":172,\"\/Jobs_and_Education\/Jobs\":170,\"\/Jobs_and_Education\/Jobs\/Career_Resources_and_Planning\":157}","ml_types_json":"{\"\/Article\":998,\"\/Article\/Tutorial_or_Guide\":465}","ml_intent_types_json":"{\"Informational\":998}","meta_language":"en-us","attrs_author":null,"attrs_publish_time":1745957348,"attrs_original_publish_time":1745957348,"attrs_is_republished":0,"attrs_nr_words":"4739","attrs_boilerpipe_nr_words":"1503","body_ext_links_number":32,"body_int_links_number":244,"meta_nofollow":0,"meta_noarchive":0,"props_was_rendered":0,"src_redirect":"","download_time_msec":1891,"download_ttfb_msec":1850,"download_size":94524}

3. Robots.txt Check

Query:

Response:

4. Spam/Ban Check

Query:

Response:

5. Seen Status Check

ℹ️ Skipped - page is already crawled

📄

INDEXABLE

✅

CRAWLED

10 days ago

🤖

ROBOTS ALLOWED

Page Info Filters

Filter	Status	Condition	Details
HTTP status	PASS	`download_http_code = 200`	HTTP 200
Age cutoff	PASS	`download_stamp > now() - 6 MONTH`	0.4 months ago
History drop	PASS	`isNull(history_drop_reason)`	No drop reason
Spam/ban	PASS	`fh_dont_index != 1 AND ml_spam_score = 0`	ml_spam_score=0
Canonical	PASS	`meta_canonical IS NULL OR = '' OR = src_unparsed`	Not set

Page Details

Property

Value

URL

https://millershah.com/blog/5-employment-laws-every-worker-and-employer-should-know/

Last Crawled

2026-04-13 04:42:57 (10 days ago)

First Indexed

2025-05-06 06:48:26 (11 months ago)

HTTP Status Code

200

Content

Meta Title

5 Employment Laws Every Worker and Employer Should Know | Miller Shah | New York Employment Law Attorneys

Meta Description

Check out our blog to learn five employment laws every worker should know. If you have questions, feel free to reach out to our New York employment law attorneys.

Meta Canonical

null

Boilerpipe Text

Table of Contents Category 1: Wage and Hour Laws Fair Labor Standards Act (FLSA) Key Provisions Minimum Wage Overtime Tip Regulations Hours Worked Recordkeeping Child Labor Category 2: Anti-Discrimination Laws Title VII of the Civil Rights Act of 1964 Equal Pay Act of 1963 Age Discrimination in Employment Act of 1967 (ADEA) Rehabilitation Act of 1973 The Civil Rights Act of 1991 Category 3: Workplace Health & Safety Laws Occupational Safety and Health Act (OSHA) Key Points Category 4: Family and Medical Leave Laws Family and Medical Leave Act (FMLA) Category 5: Labor Relations Laws National Labor Relations Act (NLRA) How an Employment Law Firm Can Help U.S. workers are protected by five major categories of employment laws that shape workplace operations. These laws can cover everything from hiring and firing to wages, benefits, and workplace safety. This article will explain each major category in clear terms and connect it to Miller Shah LLP’s experience advocating for employees in matters involving Employment and Employee Rights, Whistleblower and Retaliation, and ERISA and Employee Benefits. There are various different issues that can arise in the workplace. However, the five major employment law categories that will be addressed are: wage and hour, anti-discrimination, workplace health and safety, family and medical leave, and labor relations. Category 1: Wage and Hour Laws Wage and hour laws serve as guidelines for the workplace to ensure that employees are fairly compensated for the labor they provide. There are laws at the federal level that dictate the minimum compensation and maximum hours worked by employees. The Fair Labor Standards Act (FLSA) is the most prominent law that protects workers from exploitation. Fair Labor Standards Act (FLSA) Administered by the Department of Labor (DOL), the FLSA sets the minimum hourly wage, overtime pay, recordkeeping, and youth employment standards that affect private and public sector employees. Key Provisions Minimum Wage The federal minimum wage is set at $7.25; however, it may differ depending on state minimum wage laws. An employee is entitled to whichever minimum wage is higher. Overtime Unless exempt, employees must receive overtime pay for all hours worked over 40 hours in a work week. The rate for overtime should not be less than time and a half of their regular rate of pay. There is no limit on the number of hours employees 16+ may work in a workweek. Tip Regulations An employer is permitted to take a “tip credit” toward their minimum wage and overtime obligations for tipped employees. If an employer claims tip credit, they have to make sure that their employees receive enough tips from customers during the workweek to equal the minimum wage and overtime compensation. Hours Worked The DOL defines this as all the time an employee must be on duty, or on the employer’s premises, or at any other prescribed place of work. It also includes any additional time an employee is allowed to work. The DOL provides a comprehensive breakdown of what is considered work time and what is not. Recordkeeping Covered employers are required to keep certain records for each non-exempt worker. There is no specific form of records, but they must have information about the employees and data on their hours worked and wages earned. Here is a list of some of the basic records an employer must maintain: Employee’s full name, and SSN Address Birth date Sex & occupation Time and day of week when employee’s work week begins Total hours worked each week Regular hourly pay rate Basis on which employee’s wages are paid Child Labor Under 14: Permissible employment is work that is exempt from FLSA, such as delivering newspaper or acting. 14: The minimum age for most non-agricultural work is 14, with strict limits on hours and the times of jobs if a child is under 16. 16: 16- and 17-year-olds can work unlimited hours in non-hazardous occupations. 18: 18 and older are no longer subject to federal child labor restrictions. The DOL provides a list of occupations that all minors under the age of 18 are banned from. Category 2: Anti-Discrimination Laws Anti-discrimination laws are designed to protect employees and prevent employers from making decisions that fall under protected characteristics. This includes race, color, religion, sex, national origin, age, and disability. The following laws intend to combat discrimination and ensure that employees and job applicants are fairly treated in the workplace. Title VII of the Civil Rights Act of 1964 This Act protects employees and job applicants from employment discrimination on the basis of their race, color, religion, sex, and national origin. This also protects employment decisions such as recruitment, selections, terminations, and other decisions which concern the terms and conditions of employment. Equal Pay Act of 1963 This Act protects men and women from sex-based wage discrimination in the same establishment who perform jobs that require substantially equal skill, effort, and responsibility under similar working conditions. Age Discrimination in Employment Act of 1967 (ADEA) This Act protects individuals aged 40 or over from age-based employment discrimination. Rehabilitation Act of 1973 This Act protects employees and job applicants from all employment discrimination based on their disability who are qualified. The Civil Rights Act of 1991 This Act amends Title VII by strengthening and improving federal civil rights laws and allows recovery of compensatory damages in federal sector cases involving intentional employment discrimination. Category 3: Workplace Health & Safety Laws All workplaces should be free from hazards to safety and health. Some examples of hazardous and unsafe working conditions would include lack of eye and face protection on the job, failure to provide respiratory protection, lack of machine guarding, or poor ventilation. The Occupational Safety and Health Administration has made it their goal to ensure safe and healthy working conditions for all working men and women. Occupational Safety and Health Act (OSHA) This law intends to enforce the standards under this act by assisting and encouraging the states in their efforts to assure that there are safe and healthy working conditions. The government will assist by providing for research, information, education, and training in the field of occupational safety and health. Key Points Encourages both employers and employees to help reduce workplace hazards. Clarifies that employers and employees have separate responsibilities and rights in achieving safe working conditions. Grants the Secretary of Labor to set safety rules and establish a review commission to help enforce them. Supports building on and improving existing workplace safety efforts. Provides funding and backing for studies on safety and health, and other psychological factors. Aims to find hidden or long-term illnesses and diseases that are caused by workplace environments. Establishes health guidelines so that a worker’s long-term health is protected. Invest in training to increase both the number and competence of people working in the field of occupational safety and health. Make safety inspections more effective by prohibiting advance notice and applying sanctions for violations. Provide appropriate reporting procedures to help achieve the objectives of the Act. Encourage joint labor-management efforts to reduce hazards and injuries. Category 4: Family and Medical Leave Laws These laws are essential to ensure that all employees are able to balance their work and family responsibilities while maintaining job protection. Family and Medical Leave Act (FMLA) Eligible employees of covered employees are entitled to unpaid, job-protected leave for familial and medical reasons. During this leave, the same terms and conditions are applied to their group health insurance coverage as if they had not taken leave. Eligible employees are entitled to: 12 workweeks of leave in a 12-month period for: Birth of a child or caring for a newborn within 1 year of birth. For the adoption or foster care placement of a child within one year. To care for a spouse, child, or parent with a serious health condition. Serious health condition that makes an employee unable to perform duties of their job. Any other qualifying exigencies related to family members active duty. Category 5: Labor Relations Laws These laws govern relationships amongst employers and employers, particularly when it comes to unions and collective bargaining. National Labor Relations Act (NLRA) This Act was established in order to protect workplace democracy by allowing employees in the private sector the fundamental right to seek better working conditions and representation without the fear of retaliation. Under the NLRA, employees have the right to: Join together to improve wages and working conditions, with or without a union. Unionize, organize, and take collective action without employer interference. Communicate with other employees about their wages in the workplace. Request representation during an investigatory interview that could lead to discipline. Strike Be protected from employer retaliation for exercising their workplace rights. How an Employment Law Firm Can Help At Miller Shah, our attorneys are highly experienced in all areas of labor and employment law , including discrimination, harassment , wrongful termination, ERISA and employee benefits disputes, labor-management relations, worker misclassification , occupational safety and health, wage and hour violations , affirmative action and equal employment opportunity, whistleblowing , retaliation, workforce reductions, and much more.

Markdown

[×]() - [About Us](https://millershah.com/about-us/) - [Careers](https://millershah.com/about-us/careers/) - [ILR Credit Internship](https://millershah.com/about-us/ilr-credit-internship/) - [Our Clients](https://millershah.com/about-us/our-clients/) - [Pro Bono](https://millershah.com/about-us/pro-bono/) - [Practice Areas](https://millershah.com/practice-areas/) - [Antitrust, Competition & Trade Regulation](https://millershah.com/practice-areas/antitrust-competition-trade-regulation/) - [Antitrust Litigation](https://millershah.com/practice-areas/antitrust-competition-trade-regulation/antitrust-litigation/) - [Dispute Resolution Methods](https://millershah.com/practice-areas/dispute-resolution-methods/) - [Direct Negotiation](https://millershah.com/practice-areas/dispute-resolution-methods/direct-negotiation/) - [Mediation](https://millershah.com/practice-areas/dispute-resolution-methods/mediation/) - [Business Counseling & Corporate Transactions](https://millershah.com/practice-areas/business-counseling-corporate-transactions/) - [Business Formation & Strategy](https://millershah.com/practice-areas/business-counseling-corporate-transactions/business-formation-and-strategy/) - [Mergers & Acquisitions](https://millershah.com/practice-areas/business-counseling-corporate-transactions/mergers-and-acquisitions/) - [Contract Negotiations & Drafting](https://millershah.com/practice-areas/business-counseling-corporate-transactions/contract-negotiations-and-drafting/) - [Class Actions](https://millershah.com/practice-areas/class-actions/) - [Frequently Asked Questions](https://millershah.com/practice-areas/class-actions/class-action-faqs/) - [Investigations](https://millershah.com/practice-areas/class-actions/investigations/) - [Employee Benefits & Fiduciary Compliance](https://millershah.com/practice-areas/employee-benefits-fiduciary-compliance/) - [401(k) Fee Litigation & Gatekeeper Cases](https://millershah.com/practice-areas/employee-benefits-fiduciary-compliance/401-k-fee-litigation-gatekeeper-cases/) - [Disability Insurance](https://millershah.com/practice-areas/employee-benefits-fiduciary-compliance/disability-insurance/) - [Health Insurance Disputes](https://millershah.com/practice-areas/employee-benefits-fiduciary-compliance/health-insurance/) - [Life Insurance Claim Denials](https://millershah.com/practice-areas/employee-benefits-fiduciary-compliance/life-insurance/) - [False Claims Act, Whistleblower & Qui Tam Matters](https://millershah.com/practice-areas/false-claims-act-whistleblower-lawyers/) - [Dodd-Frank Whistleblower Provisions](https://millershah.com/practice-areas/false-claims-act-whistleblower-lawyers/dodd-frank-whistleblower-provisions/) - [International Whistleblower](https://millershah.com/practice-areas/false-claims-act-whistleblower-lawyers/international-whistleblower/) - [Institutional Investor Services](https://millershah.com/practice-areas/institutional-investor-services/) - [Corporate Governance & Fiduciary Assistance](https://millershah.com/practice-areas/institutional-investor-services/corporate-governance-and-fiduciary-assistance/) - [Monitoring Services](https://millershah.com/practice-areas/institutional-investor-services/monitoring-services/) - [Insurance Coverage & Practices](https://millershah.com/practice-areas/insurance-coverage-and-practices/) - [Intellectual Property](https://millershah.com/practice-areas/intellectual-property/) - [International Business & Trade](https://millershah.com/practice-areas/international-business-trade/) - [Labor & Employment](https://millershah.com/practice-areas/labor-employment/) - [Discrimination & Harassment](https://millershah.com/practice-areas/labor-employment/employment-law/discrimination-harassment/) - [Employee Misclassification](https://millershah.com/practice-areas/labor-employment/misclassification-of-independent-contractors/) - [Private Client Services](https://millershah.com/practice-areas/private-client-services/) - [Our People](https://millershah.com/our-people/) - [Blog](https://millershah.com/blog/) - [Law Firm Office Locations](https://millershah.com/offices/) - [Contact Us](https://millershah.com/contact-us/) [×]() [![Miller Shah](https://millershah.com/wp-content/themes/nuvew-child/images/logo.webp)](https://millershah.com/) - [About Us](https://millershah.com/about-us/) - [About Us](https://millershah.com/about-us/) - - - [Careers](https://millershah.com/about-us/careers/) - [Pro Bono](https://millershah.com/about-us/pro-bono/) - - [ILR Credit Internship](https://millershah.com/about-us/ilr-credit-internship/) - [Project Analyst Program](https://millershah.com/about-us/project-analyst-program/) - - [Our Clients](https://millershah.com/about-us/our-clients/) - [Opportunities](https://millershah.com/about-us/opportunities/) - [Practice Areas](https://millershah.com/practice-areas/) - [Practice Areas](https://millershah.com/practice-areas/) - - - ##### Search our practice areas Search - [Dispute Resolution Methods](https://millershah.com/practice-areas/dispute-resolution-methods/) - [Direct Negotiation](https://millershah.com/practice-areas/dispute-resolution-methods/direct-negotiation/) - [Mediation](https://millershah.com/practice-areas/dispute-resolution-methods/mediation/) - [Antitrust, Competition & Trade Regulation](https://millershah.com/practice-areas/antitrust-competition-trade-regulation/) - [Antitrust Litigation](https://millershah.com/practice-areas/antitrust-competition-trade-regulation/antitrust-litigation/) - [Reverse Payment Cases](https://millershah.com/practice-areas/antitrust-competition-trade-regulation/reverse-payment-cases/) - [Trade Regulation Litigation](https://millershah.com/practice-areas/antitrust-competition-trade-regulation/trade-regulation-litigation/) - [Business Counseling & Corporate Transactions](https://millershah.com/practice-areas/business-counseling-corporate-transactions/) - [Business Formation & Strategy](https://millershah.com/practice-areas/business-counseling-corporate-transactions/business-formation-and-strategy/) - [Contract Negotiations & Drafting](https://millershah.com/practice-areas/business-counseling-corporate-transactions/contract-negotiations-and-drafting/) - [Mergers & Acquisitions](https://millershah.com/practice-areas/business-counseling-corporate-transactions/mergers-and-acquisitions/) - [Representing Italian Business](https://millershah.com/practice-areas/business-counseling-corporate-transactions/representing-italian-business-clients/) - [Class Actions](https://millershah.com/practice-areas/class-actions/) - [Frequently Asked Questions](https://millershah.com/practice-areas/class-actions/class-action-faqs/) - [Investigations](https://millershah.com/practice-areas/class-actions/investigations/) - [Commercial Litigation](https://millershah.com/practice-areas/commercial-and-other-complex-litigation/) - [Breach of Contract](https://millershah.com/practice-areas/commercial-and-other-complex-litigation/breach-of-contract/) - [Commercial Disparagement & Defamation](https://millershah.com/practice-areas/commercial-and-other-complex-litigation/commercial-disparagement-business-defamation-and-defamation/) - [Copyright & Trademark Infringement](https://millershah.com/practice-areas/commercial-and-other-complex-litigation/copyright-and-trademark-infringement/) - [False Advertising](https://millershah.com/practice-areas/commercial-and-other-complex-litigation/false-advertising-claims/) - [Franchisor & Franchisee Litigation](https://millershah.com/practice-areas/commercial-and-other-complex-litigation/franchisor-franchisee-litigation/) - [Partnership & Joint Venture Disputes](https://millershah.com/practice-areas/commercial-and-other-complex-litigation/partnership-joint-venture-disputes/) - [Employee Benefits & Fiduciary Compliance](https://millershah.com/practice-areas/employee-benefits-fiduciary-compliance/) - [401(k) Fee Litigation & Gatekeeper Cases](https://millershah.com/practice-areas/employee-benefits-fiduciary-compliance/401-k-fee-litigation-gatekeeper-cases/) - [Disability Insurance](https://millershah.com/practice-areas/employee-benefits-fiduciary-compliance/disability-insurance/) - [Health Insurance Disputes](https://millershah.com/practice-areas/employee-benefits-fiduciary-compliance/health-insurance/) - [Life Insurance Claim Denials](https://millershah.com/practice-areas/employee-benefits-fiduciary-compliance/life-insurance/) - [Taft-Hartley Plans](https://millershah.com/practice-areas/employee-benefits-fiduciary-compliance/taft-hartley-plans/) - [Institutional Investor Services](https://millershah.com/practice-areas/institutional-investor-services/) - [Corporate Governance & Fiduciary Assistance](https://millershah.com/practice-areas/institutional-investor-services/corporate-governance-and-fiduciary-assistance/) - [Monitoring Services](https://millershah.com/practice-areas/institutional-investor-services/monitoring-services/) - [Insurance Coverage & Practices](https://millershah.com/practice-areas/insurance-coverage-and-practices/) - [Intellectual Property](https://millershah.com/practice-areas/intellectual-property/) - [International Business & Trade](https://millershah.com/practice-areas/international-business-trade/) - [Labor & Employment](https://millershah.com/practice-areas/labor-employment/) - [Discrimination & Harassment](https://millershah.com/practice-areas/labor-employment/employment-law/discrimination-harassment/) - [Employee Misclassification](https://millershah.com/practice-areas/labor-employment/misclassification-of-independent-contractors/) - [Wage & Hour Violations](https://millershah.com/practice-areas/labor-employment/wage-hour-violations/) - [Private Client Services](https://millershah.com/practice-areas/private-client-services/) - [False Claims Act, Whistleblower & Qui Tam Matters](https://millershah.com/practice-areas/false-claims-act-whistleblower-lawyers/) - [Dodd-Frank Whistleblower Provisions](https://millershah.com/practice-areas/false-claims-act-whistleblower-lawyers/dodd-frank-whistleblower-provisions/) - [International Whistleblower](https://millershah.com/practice-areas/false-claims-act-whistleblower-lawyers/international-whistleblower/) - [Securities Regulation & Corporate Governance](https://millershah.com/practice-areas/securities-regulation-corporate-governance/) - [FINRA Arbitration](https://millershah.com/practice-areas/securities-regulation-corporate-governance/finra-arbitration/) - [Opt-Out Litigation](https://millershah.com/practice-areas/securities-regulation-corporate-governance/opt-out-litigations/) Results For : *** - [Our People](https://millershah.com/our-people/) - [Our People](https://millershah.com/our-people/) - - - ##### Search our team [\+ View All](https://millershah.com/our-people/) Search Results For : *** - [Results](https://millershah.com/results/) - [Results](https://millershah.com/results/) - - - - #### \$642 Million Novartis False Claims Act Settlement [link](https://millershah.com/blog/novartis-pays-over-642-million-to-settle-fca-allegations/) - #### \$124.6 Million DST ERISA Class Action Settlement [link](https://millershah.com/blog/miller-shah-llp-finalized-124-6-million-settlement-with-dst-systems/) - #### \$54 Million Teva False Claims Act Settlement [link](https://millershah.com/blog/teva-agrees-to-54-million-settlement-to-resolve-fca-whistleblower-suit/) - #### \$33 Million Norwegian Salmon Antitrust Settlement [link](https://millershah.com/blog/salmon-settlement/) - #### \$31 Million Virgin Airlines Wage and Hour Settlement [link](https://millershah.com/blog/alaska-airlines-settlement/) - #### \$18 Million AMC Securities Settlement [link](https://millershah.com/blog/amc-securities-settlement/) - #### \$14 Million Eversource Energy ERISA Class Action Settlement [link](https://millershah.com/blog/miller-shah-llp-finalizes-13m-settlement-with-eversource/) - #### \$12.5 Million Universal Health Services ERISA Class Action Settlement [link](https://millershah.com/blog/universal-erisa-final-approval-settlement/) - [\+ View All](https://millershah.com/results/) - [Blog](https://millershah.com/blog/) - [Blog](https://millershah.com/blog/) - - - - All - [International Business & Trade](https://millershah.com/blog/category/international-business-trade/) - [Securities](https://millershah.com/blog/category/securities/) - [Whistleblowers](https://millershah.com/blog/category/whistleblowers/) - [False Claims Act](https://millershah.com/blog/category/false-claims-act/) - [Employment](https://millershah.com/blog/category/employment/) - [Products Liability](https://millershah.com/blog/category/products-liability/) - [Class Action](https://millershah.com/blog/category/class-action/) - [Antitrust](https://millershah.com/blog/category/antitrust/) - [Misclassification](https://millershah.com/blog/category/employment/misclassification/) - [Consumer Protection](https://millershah.com/blog/category/consumer-protection/) - [Litigation](https://millershah.com/blog/category/litigation/) - [Wage and Hour](https://millershah.com/blog/category/wage-and-hour/) - [ERISA](https://millershah.com/blog/category/erisa/) - [Employee Benefits](https://millershah.com/blog/category/employee-benefits/) - [FCA Qui Tam](https://millershah.com/blog/category/whistleblowers/fca-qui-tam/) - [Firm News](https://millershah.com/blog/category/firm-news/) - [FINRA](https://millershah.com/blog/category/securities/finra/) - [Business and Corporate Services](https://millershah.com/blog/category/business-and-corporate-services/) - [discrimination](https://millershah.com/blog/category/discrimination/) - [Intellectual Property](https://millershah.com/blog/category/intellectual-property/) - [Insights](https://millershah.com/blog/category/insights/) - [Data Breach](https://millershah.com/blog/category/data-breach/) [Live Nation Ticketmaster Antitrust Lawsuit Settlement and What It Means for Competition](https://millershah.com/blog/live-nation-antitrust/ "Live Nation Ticketmaster Antitrust Lawsuit Settlement and What It Means for Competition") [ERISA Fiduciary Litigation in 2025 Signals Continued Growth Heading into 2026](https://millershah.com/blog/erisa-fiduciary-litigation-2025/ "ERISA Fiduciary Litigation in 2025 Signals Continued Growth Heading into 2026") [EEOC Disability Discrimination Lawsuit Against Schneider National Over Service Dog Accommodation](https://millershah.com/blog/service-dog-disability-discrimination-lawsuit/ "EEOC Disability Discrimination Lawsuit Against Schneider National Over Service Dog Accommodation") [Miller Shah LLP Managing Partner James Miller Addresses UK Parliamentary Group on Investment Fraud at Westminster Summit](https://millershah.com/blog/miller-shah-addresses-uk-parliamentary-group/ "Miller Shah LLP Managing Partner James Miller Addresses UK Parliamentary Group on Investment Fraud at Westminster Summit") [DOJ and USPS Award First-Ever \$1 Million Antitrust Whistleblower Reward](https://millershah.com/blog/doj-and-usps-award-first-ever-1-million-antitrust-whistleblower-reward/ "DOJ and USPS Award First-Ever $1 Million Antitrust Whistleblower Reward") [Miller Shah LLP Secures Class Certification in Acura MDX Engine Defect Case, Appeal Denied](https://millershah.com/blog/acura-mdx-engine-defect-case/ "Miller Shah LLP Secures Class Certification in Acura MDX Engine Defect Case, Appeal Denied") [View All News](https://millershah.com/blogs/) [Miller Shah LLP Announces Alfonso M. Vilaboa as Partner](https://millershah.com/blog/miller-shah-llp-announces-alfonso-m-vilaboa-as-partner/ "Miller Shah LLP Announces Alfonso M. Vilaboa as Partner") [Meta Wins Major Antitrust Case](https://millershah.com/blog/meta-wins-major-antitrust-case/ "Meta Wins Major Antitrust Case") [Miller Shah LLP Recognized in Chambers USA New York Spotlight Guide 2026 for Corporate Practice and Strategic M\&A Work](https://millershah.com/blog/chambers-usa-ny-spotlight-guide-2026/ "Miller Shah LLP Recognized in Chambers USA New York Spotlight Guide 2026 for Corporate Practice and Strategic M&A Work") [Miller Shah LLP Advises Centillion Solutions in Global Sale to Osmose Utilities Services, Inc.](https://millershah.com/blog/miller-shah-llp-advises-centillion-solutions-in-global-sale-to-osmose-utilities-services-inc/ "Miller Shah LLP Advises Centillion Solutions in Global Sale to Osmose Utilities Services, Inc.") [Mazda Class Action Alleges False Advertising on Monroney Labels for Vehicle Safety Features](https://millershah.com/blog/mazda-class-action-monroney-labels/ "Mazda Class Action Alleges False Advertising on Monroney Labels for Vehicle Safety Features") [Walgreens to Pay \$350 Million for Opioid Prescription Fraud and False Claims Violations](https://millershah.com/blog/walgreens-350-million-opioid-prescription-fraud/ "Walgreens to Pay $350 Million for Opioid Prescription Fraud and False Claims Violations") [View All News](https://millershah.com/blog/category/international-business-trade/) [SEC Whistleblower Tip Leads to Charges in \$770M Ponzi Scheme Targeting Retail Investors](https://millershah.com/blog/sec-whistleblower-ponzi-scheme/ "SEC Whistleblower Tip Leads to Charges in $770M Ponzi Scheme Targeting Retail Investors") [FINRA Forward: What It Means for Investors](https://millershah.com/blog/finra-forward-investors/ "FINRA Forward: What It Means for Investors") [Why an SEC Whistleblower Lawyer Matters: \$6 Million Award Highlights Program’s Power](https://millershah.com/blog/why-an-sec-whistleblower-lawyer-matters-6-million-award-highlights-programs-power/ "Why an SEC Whistleblower Lawyer Matters: $6 Million Award Highlights Program’s Power") [Market Volatility Exposes Risks in Structured Note Investments](https://millershah.com/blog/market-volatility-structured-note-investments/ "Market Volatility Exposes Risks in Structured Note Investments") [SEC Charges NJ Adviser with Fraud, Breach of Fiduciary Duty](https://millershah.com/blog/sec-breach-of-fiduciary-duty/ "SEC Charges NJ Adviser with Fraud, Breach of Fiduciary Duty") [Supreme Court FINRA Ruling Allows Case Against Alpine Securities](https://millershah.com/blog/supreme-court-finra-alpine/ "Supreme Court FINRA Ruling Allows Case Against Alpine Securities") [View All News](https://millershah.com/blog/category/securities/) [Understanding the Anti-Kickback Statute](https://millershah.com/blog/understanding-the-anti-kickback-statute/ "Understanding the Anti-Kickback Statute") [SBA Oversight Under Scrutiny as Borrowers Secure Nearly 7,000 Potentially Fraudulent PPP and EIDL Loans Worth \$400M](https://millershah.com/blog/fraudulent-ppp-and-eidl-loan/ "SBA Oversight Under Scrutiny as Borrowers Secure Nearly 7,000 Potentially Fraudulent PPP and EIDL Loans Worth $400M") [Department of Justice Announces Record Breaking Year for False Claim Act Cases & Settlements](https://millershah.com/blog/false-claims-act-settlements-2025/ "Department of Justice Announces Record Breaking Year for False Claim Act Cases & Settlements") [Home Health Services Fraud Case Involving Traditions Health and a 34 Million Dollar Settlement](https://millershah.com/blog/home-health-services-fraud/ "Home Health Services Fraud Case Involving Traditions Health and a 34 Million Dollar Settlement") [Top 5 Largest Foreign Corrupt Practices Act Cases](https://millershah.com/blog/top-5-fcpa-cases/ "Top 5 Largest Foreign Corrupt Practices Act Cases") [How Government Shutdowns Disrupt False Claims Act and Whistleblower Enforcement](https://millershah.com/blog/government-shutdown-false-claims-act/ "How Government Shutdowns Disrupt False Claims Act and Whistleblower Enforcement") [View All News](https://millershah.com/blog/category/whistleblowers/) [\$6M DOJ Settlement Highlights Ongoing False Claims Act Scrutiny of Laboratory Kickbacks](https://millershah.com/blog/false-claims-act-laboratory-kickbacks/ "$6M DOJ Settlement Highlights Ongoing False Claims Act Scrutiny of Laboratory Kickbacks") [CERATIZIT USA Pays \$5.44 Million in False Claims Act Customs Fraud Settlement](https://millershah.com/blog/ceratizit-fca-customs-fraud/ "CERATIZIT USA Pays $5.44 Million in False Claims Act Customs Fraud Settlement") [Bard Lawsuit Ends in \$17 Million Settlement Over Kickback Allegations](https://millershah.com/blog/bard-lawsuit-kickback-allegations/ "Bard Lawsuit Ends in $17 Million Settlement Over Kickback Allegations") [Chief Judge Goldberg Denies Appeal in Caremark Whistleblower Suit](https://millershah.com/blog/chief-judge-goldberg-denies-appeal-in-caremark-whistleblower-suit/ "Chief Judge Goldberg Denies Appeal in Caremark Whistleblower Suit") [How Does the False Claims Act Help Combat Government Fraud?](https://millershah.com/blog/how-does-the-false-claims-act-help-combat-government-fraud/ "How Does the False Claims Act Help Combat Government Fraud?") [Booz Allen Settles False Claims Act Lawsuit for \$377 Million](https://millershah.com/blog/booz-allen-settles-false-claims-act-lawsuit-for-377-million/ "Booz Allen Settles False Claims Act Lawsuit for $377 Million") [View All News](https://millershah.com/blog/category/false-claims-act/) [Pennsylvania Renews Commitment to Protecting Child Performers Under State Labor Laws](https://millershah.com/blog/child-performer-labor-laws-pennsylvania/ "Pennsylvania Renews Commitment to Protecting Child Performers Under State Labor Laws") [New 2026 California Labor and Employment Laws That Residents Should Know](https://millershah.com/blog/2026-california-laws/ "New 2026 California Labor and Employment Laws That Residents Should Know") [Understanding Employee Misclassification vs Proper Classification](https://millershah.com/blog/understanding-employee-misclassification/ "Understanding Employee Misclassification vs Proper Classification") [EEOC Sues FedEx for Sexual Harassment and Sex Discrimination](https://millershah.com/blog/eeoc-sues-fedex-sexual-harassment/ "EEOC Sues FedEx for Sexual Harassment and Sex Discrimination") [EEOC Lawsuit Against Wendy’s Highlights Disability and Age Discrimination Risks for Employers](https://millershah.com/blog/eeoc-wendys-disability-age-discrimination/ "EEOC Lawsuit Against Wendy’s Highlights Disability and Age Discrimination Risks for Employers") [Labor Laws and Their Influence on Employment in the US](https://millershah.com/blog/labor-laws-and-their-influence-on-employment-in-the-us/ "Labor Laws and Their Influence on Employment in the US") [View All News](https://millershah.com/blog/category/employment/) [American Honda: Court Grants Class Certification in ‘HFL Defect’ Lawsuit](https://millershah.com/blog/hfl-defect-honda/ "American Honda: Court Grants Class Certification in ‘HFL Defect’ Lawsuit") [View All News](https://millershah.com/blog/category/products-liability/) [Miller Shah LLP Secures Class Certification in Acura MDX Engine Defect Case, Appeal Denied](https://millershah.com/blog/acura-mdx-engine-defect-case/ "Miller Shah LLP Secures Class Certification in Acura MDX Engine Defect Case, Appeal Denied") [Miller Shah LLP Files Antitrust Lawsuit on Behalf of Milwaukee Over Fire Truck Pricing](https://millershah.com/blog/miller-shah-llp-files-antitrust-lawsuit-on-behalf-of-milwaukee-over-fire-truck-pricing/ "Miller Shah LLP Files Antitrust Lawsuit on Behalf of Milwaukee Over Fire Truck Pricing") [Understanding Class Action Litigation in the US](https://millershah.com/blog/understanding-class-action-litigation-in-the-us/ "Understanding Class Action Litigation in the US") [Monroney Label Mistakes to Watch for During Year End Car Sales](https://millershah.com/blog/monroney-label-mistakes/ "Monroney Label Mistakes to Watch for During Year End Car Sales") [Volvo C40 Safety Issues Under Investigation: 2024-2025 Models Report Serious Defects](https://millershah.com/blog/volvo-c40-safety-issues-under-investigation-2024-2025-models-report-serious-defects/ "Volvo C40 Safety Issues Under Investigation: 2024-2025 Models Report Serious Defects") [The Largest Class Action Settlements in U.S. History](https://millershah.com/blog/the-largest-class-action-settlements-in-u-s-history/ "The Largest Class Action Settlements in U.S. History") [View All News](https://millershah.com/blog/category/class-action/) [Live Nation Ticketmaster Antitrust Lawsuit Settlement and What It Means for Competition](https://millershah.com/blog/live-nation-antitrust/ "Live Nation Ticketmaster Antitrust Lawsuit Settlement and What It Means for Competition") [DOJ and USPS Award First-Ever \$1 Million Antitrust Whistleblower Reward](https://millershah.com/blog/doj-and-usps-award-first-ever-1-million-antitrust-whistleblower-reward/ "DOJ and USPS Award First-Ever $1 Million Antitrust Whistleblower Reward") [What the Google Antitrust Ruling Means for the Future of Tech Competition and Private Enforcement](https://millershah.com/blog/google-antitrust-ruling/ "What the Google Antitrust Ruling Means for the Future of Tech Competition and Private Enforcement") [Google Antitrust Lawsuit Forces Google to Face Consumer Claims Over Search Dominance](https://millershah.com/blog/google-antitrust-lawsuit/ "Google Antitrust Lawsuit Forces Google to Face Consumer Claims Over Search Dominance") [The Future of Antitrust Laws: Trends and Predictions](https://millershah.com/blog/the-future-of-antitrust-laws-trends-and-predictions/ "The Future of Antitrust Laws: Trends and Predictions") [Meta Wins Major Antitrust Case](https://millershah.com/blog/meta-wins-major-antitrust-case/ "Meta Wins Major Antitrust Case") [View All News](https://millershah.com/blog/category/antitrust/) [Understanding Employee Misclassification vs Proper Classification](https://millershah.com/blog/understanding-employee-misclassification/ "Understanding Employee Misclassification vs Proper Classification") [\$19.4 Million Lyft Settlement Signals Strengthened Worker Misclassification Enforcement in New Jersey](https://millershah.com/blog/19-4-million-lyft-settlement-worker-misclassification/ "$19.4 Million Lyft Settlement Signals Strengthened Worker Misclassification Enforcement in New Jersey") [Why the IRS’s \$20,000 Reporting Threshold Still Leaves Misclassified Workers at Risk](https://millershah.com/blog/irs-misclassified-workers/ "Why the IRS’s $20,000 Reporting Threshold Still Leaves Misclassified Workers at Risk") [California Secures \$10 Million Settlement Over Home-Care Worker Misclassification](https://millershah.com/blog/california-home-care-worker-misclassification/ "California Secures $10 Million Settlement Over Home-Care Worker Misclassification") [1099 vs W-2 for Telehealth Providers: What’s the Difference?](https://millershah.com/blog/1099-vs-w-2-for-telehealth-providers-whats-the-difference/ "1099 vs W-2 for Telehealth Providers: What’s the Difference?") [California Gig Worker Misclassification Back in Spotlight With New Legislation](https://millershah.com/blog/california-gig-worker-misclassification/ "California Gig Worker Misclassification Back in Spotlight With New Legislation") [View All News](https://millershah.com/blog/category/employment/misclassification/) [DOJ Enforcement Branch Signals Strategic Shift in Civil Consumer and Policy Litigation](https://millershah.com/blog/doj-enforcement-branch-signals-strategic-shift-in-civil-consumer-and-policy-litigation/ "DOJ Enforcement Branch Signals Strategic Shift in Civil Consumer and Policy Litigation") [Monroney Label Mistakes to Watch for During Year End Car Sales](https://millershah.com/blog/monroney-label-mistakes/ "Monroney Label Mistakes to Watch for During Year End Car Sales") [When Should You Hire a Consumer Protection Attorney?](https://millershah.com/blog/when-should-you-hire-a-consumer-protection-attorney/ "When Should You Hire a Consumer Protection Attorney?") [How Can Workers Recognize and Protect Themselves From Fraudulent Employment Practices?](https://millershah.com/blog/how-can-workers-recognize-and-protect-themselves-from-fraudulent-employment-practices/ "How Can Workers Recognize and Protect Themselves From Fraudulent Employment Practices?") [How Can You Navigate E-Commerce Platforms With Consumer Protection in Mind?](https://millershah.com/blog/how-can-you-navigate-e-commerce-platforms-with-consumer-protection-in-mind/ "How Can You Navigate E-Commerce Platforms With Consumer Protection in Mind?") [Facebook Sued for Collecting Patient Medical Data Without Consent](https://millershah.com/blog/facebook-sued-for-collecting-patient-medical-data-without-consent/ "Facebook Sued for Collecting Patient Medical Data Without Consent") [View All News](https://millershah.com/blog/category/consumer-protection/) [Understanding Alternative Dispute Resolution: Spotlight on Mediation](https://millershah.com/blog/understanding-alternative-dispute-resolution/ "Understanding Alternative Dispute Resolution: Spotlight on Mediation") [AI in Legal Exams Controversy Over California Bar Exam Sparks Debate](https://millershah.com/blog/ai-california-bar-exams/ "AI in Legal Exams Controversy Over California Bar Exam Sparks Debate") [What Should Employees Do If They Suspect Wage Violations in Their Workplace?](https://millershah.com/blog/what-should-employees-do-if-they-suspect-wage-violations-in-their-workplace/ "What Should Employees Do If They Suspect Wage Violations in Their Workplace? ") [The SEC and Market Integrity: Safeguarding Against Fraud and Manipulation](https://millershah.com/blog/the-secs-role-in-market-integrity-how-does-it-safeguard-against-fraud-and-manipulation/ "The SEC and Market Integrity: Safeguarding Against Fraud and Manipulation") [Verizon Agrees to \$30 Million Settlement in ERISA Class Action](https://millershah.com/blog/verizon-agrees-to-30-million-class-settlement-in-erisa-class-action/ "Verizon Agrees to $30 Million Settlement in ERISA Class Action") [Booz Allen Settles False Claims Act Lawsuit for \$377 Million](https://millershah.com/blog/booz-allen-settles-false-claims-act-lawsuit-for-377-million/ "Booz Allen Settles False Claims Act Lawsuit for $377 Million") [View All News](https://millershah.com/blog/category/litigation/) [Telemedicine Legal Challenges: A New Frontier in U.S. Healthcare](https://millershah.com/blog/telemedicine-legal-challenges/ "Telemedicine Legal Challenges: A New Frontier in U.S. Healthcare") [Bayada Nurse Wage Settlement Finalized at \$13.5M With Miller Shah LLP as Co-Counsel](https://millershah.com/blog/bayada-nurse-wage-settlement-finalized-at-13-million/ "Bayada Nurse Wage Settlement Finalized at $13.5M With Miller Shah LLP as Co-Counsel") [Banquet Servers Sue Gaylord Rockies Resort and Marriott Over Alleged Wage and Hour Violations](https://millershah.com/blog/banquet-servers-sue-gaylord-rockies-resort-and-marriott-over-alleged-wage-and-hour-violations/ "Banquet Servers Sue Gaylord Rockies Resort and Marriott Over Alleged Wage and Hour Violations") [What Should Employees Do If They Suspect Wage Violations in Their Workplace?](https://millershah.com/blog/what-should-employees-do-if-they-suspect-wage-violations-in-their-workplace/ "What Should Employees Do If They Suspect Wage Violations in Their Workplace? ") [Spotting Wage Violations: What Are Signs That Your Employer May Be Breaking the Law?](https://millershah.com/blog/spotting-wage-violations-what-are-signs-that-your-employer-may-be-breaking-the-law/ "Spotting Wage Violations: What Are Signs That Your Employer May Be Breaking the Law?") [Alaska Airlines to Pay \$31 Million To Virgin America Attendants in Wage and Hour Lawsuit](https://millershah.com/blog/alaska-airlines-settlement/ "Alaska Airlines to Pay $31 Million To Virgin America Attendants in Wage and Hour Lawsuit") [View All News](https://millershah.com/blog/category/wage-and-hour/) [ERISA Fiduciary Litigation in 2025 Signals Continued Growth Heading into 2026](https://millershah.com/blog/erisa-fiduciary-litigation-2025/ "ERISA Fiduciary Litigation in 2025 Signals Continued Growth Heading into 2026") [Stifel 401(k) Lawsuit Highlights ERISA Fiduciary Duties and Retirement Plan Risk](https://millershah.com/blog/stifel-401k-erisa-fiduciary-duties/ "Stifel 401(k) Lawsuit Highlights ERISA Fiduciary Duties and Retirement Plan Risk") [The Fine Line Between ERISA Wellness Incentives and Penalties](https://millershah.com/blog/difference-erisa-wellness-incentives-penalties/ "The Fine Line Between ERISA Wellness Incentives and Penalties") [Smoking Surcharges Under Fire: ERISA Compliance Risks in Wellness Programs](https://millershah.com/blog/smoking-surcharges-erisa-compliance/ "Smoking Surcharges Under Fire: ERISA Compliance Risks in Wellness Programs") [Nokia Hit with \$100M 401(k) Lawsuit Over Alleged ERISA Violation](https://millershah.com/blog/nokia-100m-401k-erisa-violation/ "Nokia Hit with $100M 401(k) Lawsuit Over Alleged ERISA Violation") [Supreme Court Clarifies Burden of Proof in ERISA Prohibited Transaction Claims](https://millershah.com/blog/erisa-prohibited-transaction-claims/ "Supreme Court Clarifies Burden of Proof in ERISA Prohibited Transaction Claims") [View All News](https://millershah.com/blog/category/erisa/) [Miller Shah LLP Finalizes \$13 Million Settlement with Eversource](https://millershah.com/blog/miller-shah-llp-finalizes-13m-settlement-with-eversource/ "Miller Shah LLP Finalizes $13 Million Settlement with Eversource") [Popeyes Faces Lawsuit Over Overtime Pay and Pandemic-Related Labor Changes](https://millershah.com/blog/popeyes-faces-lawsuit-over-overtime-pay-and-pandemic-related-labor-changes/ "Popeyes Faces Lawsuit Over Overtime Pay and Pandemic-Related Labor Changes") [Verizon Agrees to \$30 Million Settlement in ERISA Class Action](https://millershah.com/blog/verizon-agrees-to-30-million-class-settlement-in-erisa-class-action/ "Verizon Agrees to $30 Million Settlement in ERISA Class Action") [Spirit Airlines Faces FMLA and Unlawful Termination Lawsuit](https://millershah.com/blog/spirit-airlines-faces-fmla-and-unlawful-termination-lawsuit/ "Spirit Airlines Faces FMLA and Unlawful Termination Lawsuit") [Staten Island Amazon Workers Back Union](https://millershah.com/blog/amazon-union/ "Staten Island Amazon Workers Back Union") [Class Action ERISA Lawsuit Against Quest Diagnostics to Proceed](https://millershah.com/blog/quest-erisa-class-action/ "Class Action ERISA Lawsuit Against Quest Diagnostics to Proceed") [View All News](https://millershah.com/blog/category/employee-benefits/) [Understanding the Anti-Kickback Statute](https://millershah.com/blog/understanding-the-anti-kickback-statute/ "Understanding the Anti-Kickback Statute") [SBA Oversight Under Scrutiny as Borrowers Secure Nearly 7,000 Potentially Fraudulent PPP and EIDL Loans Worth \$400M](https://millershah.com/blog/fraudulent-ppp-and-eidl-loan/ "SBA Oversight Under Scrutiny as Borrowers Secure Nearly 7,000 Potentially Fraudulent PPP and EIDL Loans Worth $400M") [Department of Justice Announces Record Breaking Year for False Claim Act Cases & Settlements](https://millershah.com/blog/false-claims-act-settlements-2025/ "Department of Justice Announces Record Breaking Year for False Claim Act Cases & Settlements") [Home Health Services Fraud Case Involving Traditions Health and a 34 Million Dollar Settlement](https://millershah.com/blog/home-health-services-fraud/ "Home Health Services Fraud Case Involving Traditions Health and a 34 Million Dollar Settlement") [Top 5 Largest Foreign Corrupt Practices Act Cases](https://millershah.com/blog/top-5-fcpa-cases/ "Top 5 Largest Foreign Corrupt Practices Act Cases") [How Government Shutdowns Disrupt False Claims Act and Whistleblower Enforcement](https://millershah.com/blog/government-shutdown-false-claims-act/ "How Government Shutdowns Disrupt False Claims Act and Whistleblower Enforcement") [View All News](https://millershah.com/blog/category/whistleblowers/fca-qui-tam/) [Miller Shah LLP Managing Partner James Miller Addresses UK Parliamentary Group on Investment Fraud at Westminster Summit](https://millershah.com/blog/miller-shah-addresses-uk-parliamentary-group/ "Miller Shah LLP Managing Partner James Miller Addresses UK Parliamentary Group on Investment Fraud at Westminster Summit") [Miller Shah LLP Files Antitrust Lawsuit on Behalf of Milwaukee Over Fire Truck Pricing](https://millershah.com/blog/miller-shah-llp-files-antitrust-lawsuit-on-behalf-of-milwaukee-over-fire-truck-pricing/ "Miller Shah LLP Files Antitrust Lawsuit on Behalf of Milwaukee Over Fire Truck Pricing") [Federal Judge Finds PBM Caremark Liable for \$95 Million in Generic Drug Overcharges to U.S. Government](https://millershah.com/blog/pbm-caremark-liable-for-95-million/ "Federal Judge Finds PBM Caremark Liable for $95 Million in Generic Drug Overcharges to U.S. Government") [Miller Shah LLP Congratulates Alec J. Berin on His Promotion to Partner](https://millershah.com/blog/alec-j-berin-promotion/ "Miller Shah LLP Congratulates Alec J. Berin on His Promotion to Partner") [View All News](https://millershah.com/blog/category/firm-news/) [FINRA Forward: What It Means for Investors](https://millershah.com/blog/finra-forward-investors/ "FINRA Forward: What It Means for Investors") [Market Volatility Exposes Risks in Structured Note Investments](https://millershah.com/blog/market-volatility-structured-note-investments/ "Market Volatility Exposes Risks in Structured Note Investments") [Supreme Court FINRA Ruling Allows Case Against Alpine Securities](https://millershah.com/blog/supreme-court-finra-alpine/ "Supreme Court FINRA Ruling Allows Case Against Alpine Securities") [Robinhood FINRA Settlement: Broker to Pay \$29.75M for Violations](https://millershah.com/blog/robinhood-finra-settlement/ "Robinhood FINRA Settlement: Broker to Pay $29.75M for Violations") [SEC Enforcement Actions Target Hedge Fund Fraud in Washington, D.C.](https://millershah.com/blog/sec-hedge-fund-fraud/ "SEC Enforcement Actions Target Hedge Fund Fraud in Washington, D.C.") [View All News](https://millershah.com/blog/category/securities/finra/) [What Makes a Strong Security Package in an LBO?](https://millershah.com/blog/what-makes-a-strong-security-package-in-an-lbo/ "What Makes a Strong Security Package in an LBO?") [Top M\&A Deals of 2025](https://millershah.com/blog/top-mergers-acquisitions-2025/ "Top M&A Deals of 2025") [Top M\&A Deals of Q3 2025](https://millershah.com/blog/top-ma-deals-of-q3-2025/ "Top M&A Deals of Q3 2025") [What Is the FAIR Business Practices Act? New York Expands Consumer Protection Laws](https://millershah.com/blog/fair-business-practices-act/ "What Is the FAIR Business Practices Act? New York Expands Consumer Protection Laws") [VC Investors Tread With Caution Amid AI Hype And “AI Washing” Risks](https://millershah.com/blog/vc-investors-ai-washing/ "VC Investors Tread With Caution Amid AI Hype And “AI Washing” Risks") [Market Volatility Exposes Risks in Structured Note Investments](https://millershah.com/blog/market-volatility-structured-note-investments/ "Market Volatility Exposes Risks in Structured Note Investments") [View All News](https://millershah.com/blog/category/business-and-corporate-services/) [EEOC Disability Discrimination Lawsuit Against Schneider National Over Service Dog Accommodation](https://millershah.com/blog/service-dog-disability-discrimination-lawsuit/ "EEOC Disability Discrimination Lawsuit Against Schneider National Over Service Dog Accommodation") [Race Discrimination in the Workplace: Signs, Examples, and Legal Rights](https://millershah.com/blog/race-discrimination-workplace/ "Race Discrimination in the Workplace: Signs, Examples, and Legal Rights") [EEOC Sues FedEx for Sexual Harassment and Sex Discrimination](https://millershah.com/blog/eeoc-sues-fedex-sexual-harassment/ "EEOC Sues FedEx for Sexual Harassment and Sex Discrimination") [EEOC Lawsuit Against Wendy’s Highlights Disability and Age Discrimination Risks for Employers](https://millershah.com/blog/eeoc-wendys-disability-age-discrimination/ "EEOC Lawsuit Against Wendy’s Highlights Disability and Age Discrimination Risks for Employers") [EEOC Sues Coca-Cola Bottling Company United for Disability Discrimination](https://millershah.com/blog/eeoc-sues-coca-cola-bottling-company-united-for-disability-discrimination/ "EEOC Sues Coca-Cola Bottling Company United for Disability Discrimination") [EEOC Sues Smithfield for Pregnancy Discrimination—New Laws Like the PWFA and PUMP Act Raise the Stakes](https://millershah.com/blog/eeoc-sues-smithfield-for-pregnancy-discrimination/ "EEOC Sues Smithfield for Pregnancy Discrimination—New Laws Like the PWFA and PUMP Act Raise the Stakes") [View All News](https://millershah.com/blog/category/discrimination/) [AI Copyright Litigation Risk and the Seedance 2.0 Controversy in Hollywood](https://millershah.com/blog/seedance-ai-copyright-litigation/ "AI Copyright Litigation Risk and the Seedance 2.0 Controversy in Hollywood") [When Is a Story Too Similar? Lessons from the Avatar and Shape of Water Lawsuits](https://millershah.com/blog/when-is-a-story-too-similar-lessons-from-the-avatar-and-shape-of-water-lawsuits/ "When Is a Story Too Similar? Lessons from the Avatar and Shape of Water Lawsuits") [Top 10 Missteps That Lead to Copyright Infringement for Screenwriters—and How a Lawyer Can Help](https://millershah.com/blog/top-10-missteps-that-lead-to-copyright-infringement-for-screenwriters/ "Top 10 Missteps That Lead to Copyright Infringement for Screenwriters—and How a Lawyer Can Help") [Understanding Substantial Similarity: How Does it Impact Your Copyright Infringement Claim?](https://millershah.com/blog/understanding-substantial-similarity-copyright/ "Understanding Substantial Similarity: How Does it Impact Your Copyright Infringement Claim?") [Generative AI vs. Copyright: The Fair Use Debate](https://millershah.com/blog/generative-ai-vs-copyright/ "Generative AI vs. Copyright: The Fair Use Debate") [Copyright, Patent, or Trademark? Understanding the Key Differences in IP Protection](https://millershah.com/blog/copyright-patent-trademark-differences/ "Copyright, Patent, or Trademark? Understanding the Key Differences in IP Protection") [View All News](https://millershah.com/blog/category/intellectual-property/) [New 2026 Laws in Pennsylvania That Could Impact Workers](https://millershah.com/blog/new-pennslyvania-laws-2026/ "New 2026 Laws in Pennsylvania That Could Impact Workers") [View All News](https://millershah.com/blog/category/insights/) [Data Breach Cases in Focus After Stellantis Confirms Hack Linked to Salesforce](https://millershah.com/blog/salesforce-data-breach-stellantis/ "Data Breach Cases in Focus After Stellantis Confirms Hack Linked to Salesforce") [View All News](https://millershah.com/blog/category/data-breach/) - [Offices](https://millershah.com/offices/) - [Offices](https://millershah.com/offices/) - - - - California - Connecticut - Florida - New Jersey - New York - Pennsylvania - Milan [![ca los angeles](data:image/svg+xml,%3Csvg%20xmlns='http://www.w3.org/2000/svg'%20viewBox='0%200%20839%20387'%3E%3C/svg%3E)![ca los angeles](https://millershah.com/wp-content/uploads/2023/09/Blank-839-x-387-Beverly-Hills-CA.webp)](https://maps.app.goo.gl/7KrpvnfzHY9goKUR6) #### **CA** Los Angeles [8730 Wilshire Blvd \#400 Beverly Hills, CA 90211](https://maps.app.goo.gl/7KrpvnfzHY9goKUR6) [![ca san diego](data:image/svg+xml,%3Csvg%20xmlns='http://www.w3.org/2000/svg'%20viewBox='0%200%20839%20387'%3E%3C/svg%3E)![ca san diego](https://millershah.com/wp-content/uploads/2023/09/Blank-839-x-387SD.webp)](https://www.google.com/maps/place/Miller+%26+Shah,+LLP/@32.7181689,-117.1677066,15z/data=!4m2!3m1!1s0x0:0xcd0086e8fc289666?sa=X&ved=2ahUKEwidwpLp1Y-CAxVFkYkEHV14Af4Q_BJ6BAhJEAA&hl=en&ved=2ahUKEwidwpLp1Y-CAxVFkYkEHV14Af4Q_BJ6BAhXEAs) #### **CA** San Diego [1230 Columbia St, Suite 1140 San Diego, CA 92101](https://www.google.com/maps/place/Miller+%26+Shah,+LLP/@32.7181689,-117.1677066,15z/data=!4m2!3m1!1s0x0:0xcd0086e8fc289666?sa=X&ved=2ahUKEwidwpLp1Y-CAxVFkYkEHV14Af4Q_BJ6BAhJEAA&hl=en&ved=2ahUKEwidwpLp1Y-CAxVFkYkEHV14Af4Q_BJ6BAhXEAs) [![ca san francisco](data:image/svg+xml,%3Csvg%20xmlns='http://www.w3.org/2000/svg'%20viewBox='0%200%20839%20387'%3E%3C/svg%3E)![ca san francisco](https://millershah.com/wp-content/uploads/2023/09/Blank-839-x-387SF.webp)](https://www.google.com/maps/place/155+Montgomery+St+6th+Floor,+San+Francisco,+CA+94104/@37.7907554,-122.4051447,711m/data=!3m1!1e3!4m6!3m5!1s0x80858089ec155555:0x87d15b911372d018!8m2!3d37.7907554!4d-122.4025698!16s%2Fg%2F11y7907hs5!5m1!1e2?entry=ttu&g_ep=EgoyMDI1MDEwNi4xIKXMDSoASAFQAw%3D%3D) #### **CA** San Francisco [155 Montgomery, 6th Floor](https://www.google.com/maps/place/155+Montgomery+St+6th+Floor,+San+Francisco,+CA+94104/@37.7907554,-122.4051447,711m/data=!3m1!1e3!4m6!3m5!1s0x80858089ec155555:0x87d15b911372d018!8m2!3d37.7907554!4d-122.4025698!16s%2Fg%2F11y7907hs5!5m1!1e2?entry=ttu&g_ep=EgoyMDI1MDEwNi4xIKXMDSoASAFQAw%3D%3D) [San Francisco, CA 94104](https://www.google.com/maps/place/155+Montgomery+St+6th+Floor,+San+Francisco,+CA+94104/@37.7907554,-122.4051447,711m/data=!3m1!1e3!4m6!3m5!1s0x80858089ec155555:0x87d15b911372d018!8m2!3d37.7907554!4d-122.4025698!16s%2Fg%2F11y7907hs5!5m1!1e2?entry=ttu&g_ep=EgoyMDI1MDEwNi4xIKXMDSoASAFQAw%3D%3D) [![ct chester](data:image/svg+xml,%3Csvg%20xmlns='http://www.w3.org/2000/svg'%20viewBox='0%200%20839%20387'%3E%3C/svg%3E)![ct chester](https://millershah.com/wp-content/uploads/2023/09/Blank-839-x-387CH.webp)](https://www.google.com/maps/place/Miller+Shah+LLP/@41.4024791,-72.4492483,15z/data=!4m2!3m1!1s0x0:0x2f80afe704d1bcd1?sa=X&ved=2ahUKEwikh96NobeBAxUlj4kEHd_ACL4Q_BJ6BAhJEAA&hl=en&ved=2ahUKEwikh96NobeBAxUlj4kEHd_ACL4Q_BJ6BAhUEAk) #### **CT** Chester [65 Main Street Chester, CT 06412](https://www.google.com/maps/place/Miller+Shah+LLP/@41.4024791,-72.4492483,15z/data=!4m2!3m1!1s0x0:0x2f80afe704d1bcd1?sa=X&ved=2ahUKEwikh96NobeBAxUlj4kEHd_ACL4Q_BJ6BAhJEAA&hl=en&ved=2ahUKEwikh96NobeBAxUlj4kEHd_ACL4Q_BJ6BAhUEAk) [![fl fort lauderdale](data:image/svg+xml,%3Csvg%20xmlns='http://www.w3.org/2000/svg'%20viewBox='0%200%20839%20387'%3E%3C/svg%3E)![fl fort lauderdale](https://millershah.com/wp-content/uploads/2023/09/Blank-839-x-387FL.webp)](https://www.google.com/maps/place/Miller+Shah,+LLP/@26.0984215,-80.3663466,15z/data=!4m6!3m5!1s0x88d90bd75f89a7fd:0xce3c7f5003f8c8c8!8m2!3d26.0984215!4d-80.3663466!16s%2Fg%2F11vbryprc0?hl=en&entry=ttu) #### **FL** Fort Lauderdale [2103 N Commerce Pkwy,](https://maps.app.goo.gl/FBoW95DEjtCiwcCw9) [Fort Lauderdale, FL 33326](https://maps.app.goo.gl/FBoW95DEjtCiwcCw9) [![nj hoboken](data:image/svg+xml,%3Csvg%20xmlns='http://www.w3.org/2000/svg'%20viewBox='0%200%20839%20387'%3E%3C/svg%3E)![nj hoboken](https://millershah.com/wp-content/uploads/2023/09/Blank-839-x-387hob.webp)](https://www.google.com/maps/place/Miller+Shah,+LLP/@40.7359917,-74.0281737,15z/data=!4m6!3m5!1s0x89c2590c24161a7f:0xa337db9466a32535!8m2!3d40.7359917!4d-74.0281737!16s%2Fg%2F11vbrym2q0?hl=en&entry=ttu) #### **NJ** Hoboken [2 Hudson Place, Suite 303 Hoboken, NJ 07030](https://maps.app.goo.gl/Qz45wGcY5z9MiY6k7) [![ny new york city](data:image/svg+xml,%3Csvg%20xmlns='http://www.w3.org/2000/svg'%20viewBox='0%200%20839%20387'%3E%3C/svg%3E)![ny new york city](https://millershah.com/wp-content/uploads/2023/09/Blank-839-x-387NY.webp)](https://www.google.com/maps/place/Miller+%26+Shah,+LLP/@40.7191057,-74.009074,15z/data=!4m2!3m1!1s0x0:0xbd9e60c98f73ddd8?sa=X&ved=2ahUKEwipw4711Y-CAxVYq4kEHZNGCLkQ_BJ6BAhLEAA&hl=en&ved=2ahUKEwipw4711Y-CAxVYq4kEHZNGCLkQ_BJ6BAhREAs) #### **NY** New York City [225 Broadway, Suite 1830 New York City, NY 10007](https://www.google.com/maps/place/Miller+%26+Shah,+LLP/@40.7191057,-74.009074,15z/data=!4m6!3m5!1s0x89c25a1fd680734f:0xbd9e60c98f73ddd8!8m2!3d40.711925!4d-74.0085686!16s%2Fg%2F11gdr3v85x?hl=en&entry=ttu) [![pa philadelphia](data:image/svg+xml,%3Csvg%20xmlns='http://www.w3.org/2000/svg'%20viewBox='0%200%20839%20387'%3E%3C/svg%3E)![pa philadelphia](https://millershah.com/wp-content/uploads/2023/09/Blank-839-x-387PH.webp)](https://www.google.com/maps/place/Miller+Shah+LLP/@39.9506933,-75.1715016,15z/data=!4m2!3m1!1s0x0:0xa80846fa3a9e67d?sa=X&ved=2ahUKEwi7ku2O1o-CAxW7j4kEHWd6DWoQ_BJ6BAhJEAA&hl=en&ved=2ahUKEwi7ku2O1o-CAxW7j4kEHWd6DWoQ_BJ6BAhSEAs) #### **PA** Philadelphia [1845 Walnut Street, Suite 806 Philadelphia, PA 19103](https://www.google.com/maps/place/Miller+Shah+LLP/@39.9506933,-75.1715016,15z/data=!4m2!3m1!1s0x0:0xa80846fa3a9e67d?sa=X&ved=2ahUKEwi7ku2O1o-CAxW7j4kEHWd6DWoQ_BJ6BAhJEAA&hl=en&ved=2ahUKEwi7ku2O1o-CAxW7j4kEHWd6DWoQ_BJ6BAhSEAs) [![it milan](data:image/svg+xml,%3Csvg%20xmlns='http://www.w3.org/2000/svg'%20viewBox='0%200%20839%20387'%3E%3C/svg%3E)![it milan](https://millershah.com/wp-content/uploads/2023/09/Blank-839-x-387mil.webp)](https://millershah.com/blog/5-employment-laws-every-worker-and-employer-should-know/) #### **IT** Milan - [Search](https://millershah.com/search/) - [Search](https://millershah.com/search/) - [Contact Us](https://millershah.com/contact-us/) - - Back Search [866-540-5505](tel:8665405505) ##### Se Habla Espanol [**≡****Menu**]() Search [**Menu**]() [Blog](https://millershah.com/blog/) [Schedule](https://millershah.com/contact-us/) [Call](tel:8665405505) ## Our **Blog** [Home](https://millershah.com/ "Go to Miller Shah.") / [Blog](https://millershah.com/blog/ "Go to Blog.") / 5 Employment Laws Every Worker and Employer Should Know April 29, 2025 [Employment](https://millershah.com/blog/category/employment/) # 5 Employment Laws Every Worker and Employer Should Know Table of Contents [Toggle](https://millershah.com/blog/5-employment-laws-every-worker-and-employer-should-know/) - [Category 1: Wage and Hour Laws](https://millershah.com/blog/5-employment-laws-every-worker-and-employer-should-know/#Category_1_Wage_and_Hour_Laws) - [Fair Labor Standards Act (FLSA)](https://millershah.com/blog/5-employment-laws-every-worker-and-employer-should-know/#Fair_Labor_Standards_Act_FLSA) - [Key Provisions](https://millershah.com/blog/5-employment-laws-every-worker-and-employer-should-know/#Key_Provisions) - [Minimum Wage](https://millershah.com/blog/5-employment-laws-every-worker-and-employer-should-know/#Minimum_Wage) - [Overtime](https://millershah.com/blog/5-employment-laws-every-worker-and-employer-should-know/#Overtime) - [Tip Regulations](https://millershah.com/blog/5-employment-laws-every-worker-and-employer-should-know/#Tip_Regulations) - [Hours Worked](https://millershah.com/blog/5-employment-laws-every-worker-and-employer-should-know/#Hours_Worked) - [Recordkeeping](https://millershah.com/blog/5-employment-laws-every-worker-and-employer-should-know/#Recordkeeping) - [Child Labor](https://millershah.com/blog/5-employment-laws-every-worker-and-employer-should-know/#Child_Labor) - [Category 2: Anti-Discrimination Laws](https://millershah.com/blog/5-employment-laws-every-worker-and-employer-should-know/#Category_2_Anti-Discrimination_Laws) - [Title VII of the Civil Rights Act of 1964](https://millershah.com/blog/5-employment-laws-every-worker-and-employer-should-know/#Title_VII_of_the_Civil_Rights_Act_of_1964) - [Equal Pay Act of 1963](https://millershah.com/blog/5-employment-laws-every-worker-and-employer-should-know/#Equal_Pay_Act_of_1963) - [Age Discrimination in Employment Act of 1967 (ADEA)](https://millershah.com/blog/5-employment-laws-every-worker-and-employer-should-know/#Age_Discrimination_in_Employment_Act_of_1967_ADEA) - [Rehabilitation Act of 1973](https://millershah.com/blog/5-employment-laws-every-worker-and-employer-should-know/#Rehabilitation_Act_of_1973) - [The Civil Rights Act of 1991](https://millershah.com/blog/5-employment-laws-every-worker-and-employer-should-know/#The_Civil_Rights_Act_of_1991) - [Category 3: Workplace Health & Safety Laws](https://millershah.com/blog/5-employment-laws-every-worker-and-employer-should-know/#Category_3_Workplace_Health_Safety_Laws) - [Occupational Safety and Health Act (OSHA)](https://millershah.com/blog/5-employment-laws-every-worker-and-employer-should-know/#Occupational_Safety_and_Health_Act_OSHA) - [Key Points](https://millershah.com/blog/5-employment-laws-every-worker-and-employer-should-know/#Key_Points) - [Category 4: Family and Medical Leave Laws](https://millershah.com/blog/5-employment-laws-every-worker-and-employer-should-know/#Category_4_Family_and_Medical_Leave_Laws) - [Family and Medical Leave Act (FMLA)](https://millershah.com/blog/5-employment-laws-every-worker-and-employer-should-know/#Family_and_Medical_Leave_Act_FMLA) - [Category 5: Labor Relations Laws](https://millershah.com/blog/5-employment-laws-every-worker-and-employer-should-know/#Category_5_Labor_Relations_Laws) - [National Labor Relations Act (NLRA)](https://millershah.com/blog/5-employment-laws-every-worker-and-employer-should-know/#National_Labor_Relations_Act_NLRA) - [How an Employment Law Firm Can Help](https://millershah.com/blog/5-employment-laws-every-worker-and-employer-should-know/#How_an_Employment_Law_Firm_Can_Help) U.S. workers are protected by five major categories of employment laws that shape workplace operations. These laws can cover everything from hiring and firing to wages, benefits, and workplace safety. This article will explain each major category in clear terms and connect it to Miller Shah LLP’s experience advocating for employees in matters involving Employment and Employee Rights, Whistleblower and Retaliation, and ERISA and Employee Benefits. There are various different issues that can arise in the workplace. However, the five major employment law categories that will be addressed are: wage and hour, anti-discrimination, workplace health and safety, family and medical leave, and labor relations. ## Category 1: Wage and Hour Laws Wage and hour laws serve as guidelines for the workplace to ensure that employees are fairly compensated for the labor they provide. There are laws at the federal level that dictate the minimum compensation and maximum hours worked by employees. The Fair Labor Standards Act (FLSA) is the most prominent law that protects workers from exploitation. ### [Fair Labor Standards Act](https://www.dol.gov/agencies/whd/flsa) (FLSA) Administered by the Department of Labor (DOL), the FLSA sets the minimum hourly wage, overtime pay, recordkeeping, and youth employment standards that affect private and public sector employees. #### Key Provisions ##### Minimum Wage The federal minimum wage is set at \$7.25; however, it may differ depending on state minimum wage laws. An employee is entitled to whichever minimum wage is higher. ##### Overtime Unless exempt, employees must receive overtime pay for all hours worked over 40 hours in a work week. The rate for overtime should not be less than time and a half of their regular rate of pay. There is no limit on the number of hours employees 16+ may work in a workweek. ##### Tip Regulations An employer is permitted to take a “tip credit” toward their minimum wage and overtime obligations for tipped employees. If an employer claims tip credit, they have to make sure that their employees receive enough tips from customers during the workweek to equal the minimum wage and overtime compensation. ##### Hours Worked The DOL defines this as all the time an employee must be on duty, or on the employer’s premises, or at any other prescribed place of work. It also includes any additional time an employee is allowed to work. The DOL [provides a comprehensive](https://www.dol.gov/agencies/whd/fact-sheets/22-flsa-hours-worked) breakdown of what is considered work time and what is not. ##### Recordkeeping Covered employers are required to keep certain records for each non-exempt worker. There is no specific form of records, but they must have information about the employees and data on their hours worked and wages earned. Here is a [list](https://www.dol.gov/agencies/whd/fact-sheets/21-flsa-recordkeeping) of some of the basic records an employer must maintain: - Employee’s full name, and SSN - Address - Birth date - Sex & occupation - Time and day of week when employee’s work week begins - Total hours worked each week - Regular hourly pay rate - Basis on which employee’s wages are paid ##### Child Labor - Under 14: Permissible employment is work that is exempt from FLSA, such as delivering newspaper or acting. - 14: The minimum age for most non-agricultural work is 14, with strict limits on hours and the times of jobs if a child is under 16. - 16: 16- and 17-year-olds can work unlimited hours in non-hazardous occupations. - 18: 18 and older are no longer subject to federal child labor restrictions. - The DOL provides a [list](https://www.dol.gov/agencies/whd/fact-sheets/43-child-labor-non-agriculture) of occupations that all minors under the age of 18 are banned from. ## Category 2: Anti-Discrimination Laws Anti-discrimination laws are designed to protect employees and prevent employers from making decisions that fall under protected characteristics. This includes race, color, religion, sex, national origin, age, and disability. The following laws intend to combat discrimination and ensure that employees and job applicants are fairly treated in the workplace. ### [Title VII of the Civil Rights Act of 1964](https://www.ftc.gov/policy-notices/no-fear-act/protections-against-discrimination) This Act protects employees and job applicants from employment discrimination on the basis of their race, color, religion, sex, and national origin. This also protects employment decisions such as recruitment, selections, terminations, and other decisions which concern the terms and conditions of employment. ### [Equal Pay Act of 1963](https://www.eeoc.gov/statutes/equal-pay-act-1963) This Act protects men and women from sex-based wage discrimination in the same establishment who perform jobs that require substantially equal skill, effort, and responsibility under similar working conditions. ### [Age Discrimination in Employment Act of 1967 (ADEA)](https://www.eeoc.gov/statutes/age-discrimination-employment-act-1967) This Act protects individuals aged 40 or over from age-based employment discrimination. ### [Rehabilitation Act of 1973](https://www.eeoc.gov/statutes/sections-501-and-505-rehabilitation-act-1973) This Act protects employees and job applicants from all employment discrimination based on their disability who are qualified. ### [The Civil Rights Act of 1991](https://www.eeoc.gov/statutes/civil-rights-act-1991) This Act amends Title VII by strengthening and improving federal civil rights laws and allows recovery of compensatory damages in federal sector cases involving intentional employment discrimination. ## Category 3: Workplace Health & Safety Laws All workplaces should be free from hazards to safety and health. Some examples of hazardous and unsafe working conditions would include lack of eye and face protection on the job, failure to provide respiratory protection, lack of machine guarding, or poor ventilation. The Occupational Safety and Health Administration has made it their goal to ensure safe and healthy working conditions for all working men and women. ### [Occupational Safety and Health Act (OSHA)](https://www.osha.gov/laws-regs/oshact/completeoshact) This law intends to enforce the standards under this act by assisting and encouraging the states in their efforts to assure that there are safe and healthy working conditions. The government will assist by providing for research, information, education, and training in the field of occupational safety and health. #### Key Points - Encourages both employers and employees to help reduce workplace hazards. - Clarifies that employers and employees have separate responsibilities and rights in achieving safe working conditions. - Grants the Secretary of Labor to set safety rules and establish a review commission to help enforce them. - Supports building on and improving existing workplace safety efforts. - Provides funding and backing for studies on safety and health, and other psychological factors. - Aims to find hidden or long-term illnesses and diseases that are caused by workplace environments. - Establishes health guidelines so that a worker’s long-term health is protected. - Invest in training to increase both the number and competence of people working in the field of occupational safety and health. - Make safety inspections more effective by prohibiting advance notice and applying sanctions for violations. - Provide appropriate reporting procedures to help achieve the objectives of the Act. - Encourage joint labor-management efforts to reduce hazards and injuries. ## Category 4: Family and Medical Leave Laws These laws are essential to ensure that all employees are able to balance their work and family responsibilities while maintaining job protection. ### [Family and Medical Leave Act (FMLA)](https://www.dol.gov/agencies/whd/fmla) Eligible employees of covered employees are entitled to unpaid, job-protected leave for familial and medical reasons. During this leave, the same terms and conditions are applied to their group health insurance coverage as if they had not taken leave. Eligible employees are entitled to: - 12 workweeks of leave in a 12-month period for: - Birth of a child or caring for a newborn within 1 year of birth. - For the adoption or foster care placement of a child within one year. - To care for a spouse, child, or parent with a serious health condition. - Serious health condition that makes an employee unable to perform duties of their job. - Any other qualifying exigencies related to family members active duty. ## Category 5: Labor Relations Laws These laws govern relationships amongst employers and employers, particularly when it comes to unions and collective bargaining. ### National Labor Relations Act (NLRA) This Act was established in order to protect workplace democracy by allowing employees in the private sector the fundamental right to seek better working conditions and representation without the fear of retaliation. Under the NLRA, employees have the right to: - Join together to improve wages and working conditions, with or without a union. - Unionize, organize, and take collective action without employer interference. - Communicate with other employees about their wages in the workplace. - Request representation during an investigatory interview that could lead to discipline. - Strike - Be protected from employer retaliation for exercising their workplace rights. ## How an [Employment Law Firm](https://millershah.com/blog/what-does-an-employment-attorney-do/) Can Help At Miller Shah, our attorneys are highly experienced in all areas of [labor and employment law](https://millershah.com/practice-areas/labor-employment/), including [discrimination, harassment](https://millershah.com/practice-areas/labor-employment/discrimination-harassment/), wrongful termination, ERISA and employee benefits disputes, labor-management relations, [worker misclassification](https://millershah.com/practice-areas/labor-employment/misclassification-of-independent-contractors/), occupational safety and health, [wage and hour violations](https://millershah.com/practice-areas/labor-employment/wage-hour-violations/), affirmative action and equal employment opportunity, [whistleblowing](https://millershah.com/practice-areas/qui-tam-false-claims-whistleblower-and-qui-tam-claims/), retaliation, workforce reductions, and much more. ###### Share Post: [Linkedin](https://www.linkedin.com/shareArticle?mini=https://millershah.com/blog/5-employment-laws-every-worker-and-employer-should-know/)[facebook](http://www.facebook.com/sharer.php?u=https://millershah.com/blog/5-employment-laws-every-worker-and-employer-should-know/)[twitter](https://twitter.com/intent/tweet?text=https://millershah.com/blog/5-employment-laws-every-worker-and-employer-should-know/) ## Post navigation [Previous Post Previous post: Air Force Contractor Pays \$1.95 Million to Settle Air Force Contract Fraud Allegations](https://millershah.com/blog/air-force-contract-fraud/) [Next Post Next post: Health System Settles for \$8 Million Over Healthcare PPP Loan Fraud Allegations](https://millershah.com/blog/health-system-ppp-loan-fraud-allegations/) ## Posts You Also**Might Like** Miller Shah LLP is a results-driven law firm that is focused on delivering the highest level of service possible to our worldwide clients. [Visit Our Blog](https://millershah.com/blogs/) February 12, 2026 [Employment](https://millershah.com/blog/category/employment/) #### [Pennsylvania Renews Commitment to Protecting Child Performers Under State Labor Laws](https://millershah.com/blog/child-performer-labor-laws-pennsylvania/) The Shapiro Administration has reaffirmed Pennsylvania’s commitment to enforcing child performer labor laws that protect minors in film, television, and theater productions. These protections ensure… [Read More](https://millershah.com/blog/child-performer-labor-laws-pennsylvania/) February 03, 2026 [Employment](https://millershah.com/blog/category/employment/) #### [New 2026 California Labor and Employment Laws That Residents Should Know](https://millershah.com/blog/2026-california-laws/) Overview of New 2026 California Employment Laws In the last quarter of 2025, California Governor Gavin Newsom signed several bills into law… [Read More](https://millershah.com/blog/2026-california-laws/) January 27, 2026 [Misclassification](https://millershah.com/blog/category/employment/misclassification/), [Employment](https://millershah.com/blog/category/employment/) #### [Understanding Employee Misclassification vs Proper Classification](https://millershah.com/blog/understanding-employee-misclassification/) Understanding Employee Misclassification Businesses are required to determine whether individuals providing services are employees or independent contractors. The distinction sometimes can be confusing, and employee misclassification… [Read More](https://millershah.com/blog/understanding-employee-misclassification/) January 20, 2026 [Employment](https://millershah.com/blog/category/employment/), [discrimination](https://millershah.com/blog/category/discrimination/) #### [EEOC Sues FedEx for Sexual Harassment and Sex Discrimination](https://millershah.com/blog/eeoc-sues-fedex-sexual-harassment/) What Is the EEOC’s Sexual Harassment Lawsuit Against FedEx? The U.S. Equal Employment Opportunity Commission (“EEOC”) has announced a sexual harassment lawsuit… [Read More](https://millershah.com/blog/eeoc-sues-fedex-sexual-harassment/) January 16, 2026 [discrimination](https://millershah.com/blog/category/discrimination/), [Employment](https://millershah.com/blog/category/employment/) #### [EEOC Lawsuit Against Wendy’s Highlights Disability and Age Discrimination Risks for Employers](https://millershah.com/blog/eeoc-wendys-disability-age-discrimination/) EEOC Files Disability and Age Discrimination Lawsuit Against Wendy’s On December 29, 2025, the Equal Employment Opportunities Commission (EEOC) filed a lawsuit… [Read More](https://millershah.com/blog/eeoc-wendys-disability-age-discrimination/) January 12, 2026 [Employment](https://millershah.com/blog/category/employment/) #### [Labor Laws and Their Influence on Employment in the US](https://millershah.com/blog/labor-laws-and-their-influence-on-employment-in-the-us/) This article explores how federal and state labor laws shape employment practices in the United States. From wage protections and worker classification… [Read More](https://millershah.com/blog/labor-laws-and-their-influence-on-employment-in-the-us/) ## Contact **Miller Shah LLP** ###### While this website provides general information, it does not constitute legal advice. The best way to get guidance on your specific legal issue is to contact a lawyer. To schedule a meeting with an attorney, please call [866-540-5505](tel:8665405505) or complete the intake form to email us. To inquire about employment opportunities with Miller Shah LLP, please see our [Opportunities](https://millershah.com/about-us/opportunities/) page. ## Offices Throughout **the United States & Italy** ![Offices Throughout](data:image/svg+xml,%3Csvg%20xmlns='http://www.w3.org/2000/svg'%20viewBox='0%200%20839%20387'%3E%3C/svg%3E) ![Offices Throughout](https://millershah.com/wp-content/uploads/2023/09/Blank-839-x-387-Beverly-Hills-CA.webp) [Get Fort Lauderdale Directions](https://millershah.com/blog/5-employment-laws-every-worker-and-employer-should-know/) ##### [**CA** Los Angeles](https://millershah.com/blog/5-employment-laws-every-worker-and-employer-should-know/#accordion-1) [8730 Wilshire Blvd \#400 Beverly Hills, CA 90211](https://maps.app.goo.gl/7KrpvnfzHY9goKUR6) ##### [**CA** San Diego](https://millershah.com/blog/5-employment-laws-every-worker-and-employer-should-know/#accordion-2) [1230 Columbia St, Suite 1140 San Diego, CA 92101](https://www.google.com/maps/place/Miller+%26+Shah,+LLP/@32.7181689,-117.1677066,15z/data=!4m2!3m1!1s0x0:0xcd0086e8fc289666?sa=X&ved=2ahUKEwidwpLp1Y-CAxVFkYkEHV14Af4Q_BJ6BAhJEAA&hl=en&ved=2ahUKEwidwpLp1Y-CAxVFkYkEHV14Af4Q_BJ6BAhXEAs) ##### [**CA** San Francisco](https://millershah.com/blog/5-employment-laws-every-worker-and-employer-should-know/#accordion-3) [155 Montgomery, 6th Floor](https://www.google.com/maps/place/155+Montgomery+St+6th+Floor,+San+Francisco,+CA+94104/@37.7907554,-122.4051447,711m/data=!3m1!1e3!4m6!3m5!1s0x80858089ec155555:0x87d15b911372d018!8m2!3d37.7907554!4d-122.4025698!16s%2Fg%2F11y7907hs5!5m1!1e2?entry=ttu&g_ep=EgoyMDI1MDEwNi4xIKXMDSoASAFQAw%3D%3D) [San Francisco, CA 94104](https://www.google.com/maps/place/155+Montgomery+St+6th+Floor,+San+Francisco,+CA+94104/@37.7907554,-122.4051447,711m/data=!3m1!1e3!4m6!3m5!1s0x80858089ec155555:0x87d15b911372d018!8m2!3d37.7907554!4d-122.4025698!16s%2Fg%2F11y7907hs5!5m1!1e2?entry=ttu&g_ep=EgoyMDI1MDEwNi4xIKXMDSoASAFQAw%3D%3D) ##### [**CT** Chester](https://millershah.com/blog/5-employment-laws-every-worker-and-employer-should-know/#accordion-4) [65 Main Street Chester, CT 06412](https://www.google.com/maps/place/Miller+Shah+LLP/@41.4024791,-72.4492483,15z/data=!4m2!3m1!1s0x0:0x2f80afe704d1bcd1?sa=X&ved=2ahUKEwikh96NobeBAxUlj4kEHd_ACL4Q_BJ6BAhJEAA&hl=en&ved=2ahUKEwikh96NobeBAxUlj4kEHd_ACL4Q_BJ6BAhUEAk) ##### [**FL** Fort Lauderdale](https://millershah.com/blog/5-employment-laws-every-worker-and-employer-should-know/#accordion-5) [2103 N Commerce Pkwy,](https://maps.app.goo.gl/FBoW95DEjtCiwcCw9) [Fort Lauderdale, FL 33326](https://maps.app.goo.gl/FBoW95DEjtCiwcCw9) ##### [**NJ** Hoboken](https://millershah.com/blog/5-employment-laws-every-worker-and-employer-should-know/#accordion-6) [2 Hudson Place, Suite 303 Hoboken, NJ 07030](https://maps.app.goo.gl/Qz45wGcY5z9MiY6k7) ##### [**NY** New York City](https://millershah.com/blog/5-employment-laws-every-worker-and-employer-should-know/#accordion-7) [225 Broadway, Suite 1830 New York City, NY 10007](https://www.google.com/maps/place/Miller+%26+Shah,+LLP/@40.7191057,-74.009074,15z/data=!4m6!3m5!1s0x89c25a1fd680734f:0xbd9e60c98f73ddd8!8m2!3d40.711925!4d-74.0085686!16s%2Fg%2F11gdr3v85x?hl=en&entry=ttu) ##### [**PA** Philadelphia](https://millershah.com/blog/5-employment-laws-every-worker-and-employer-should-know/#accordion-8) [1845 Walnut Street, Suite 806 Philadelphia, PA 19103](https://www.google.com/maps/place/Miller+Shah+LLP/@39.9506933,-75.1715016,15z/data=!4m2!3m1!1s0x0:0xa80846fa3a9e67d?sa=X&ved=2ahUKEwi7ku2O1o-CAxW7j4kEHWd6DWoQ_BJ6BAhJEAA&hl=en&ved=2ahUKEwi7ku2O1o-CAxW7j4kEHWd6DWoQ_BJ6BAhSEAs) ##### [**IT** Milan](https://millershah.com/blog/5-employment-laws-every-worker-and-employer-should-know/#accordion-9) [![Miller Shah](data:image/svg+xml,%3Csvg%20xmlns='http://www.w3.org/2000/svg'%20viewBox='0%200%20303%2063'%3E%3C/svg%3E)![Miller Shah](https://millershah.com/wp-content/themes/nuvew-child/images/ftr-logo.webp)](https://millershah.com/) - [Home](https://millershah.com/) - [About Us](https://millershah.com/about-us/) - [Our People](https://millershah.com/our-people/) - [Practice Areas](https://millershah.com/practice-areas/) - [Results](https://millershah.com/results/) - [Reviews](https://millershah.com/reviews/) - [Blog](https://millershah.com/blog/) - [Contact Us](https://millershah.com/contact-us/) ##### Follow Us: [linkedin](https://www.linkedin.com/company/miller-shah-llp/)[facebook](https://www.facebook.com/MillerShahLLP)[twitter](https://twitter.com/i/flow/login?redirect_after_login=%2Fmillershahatlaw)[instagram](https://www.instagram.com/millershahattorneys/) ###### Se habla Español [866-300-7367]() ##### Fax number [866-540-5505](tel:8665405505) ##### Telephone Attorney Advertising. This information is designed for general information only. The information presented should not be construed to be formal legal advice nor the formation of a lawyer/client relationship. Past results and testimonials are not a guarantee, warranty, or prediction of the outcome of your case, and should not be construed as such. Past results cannot guarantee future performance. Any result in a single case is not meant to create an expectation of similar results in future matters because each case involves many different factors, therefore, results will differ on a case-by-case basis. By providing contact information, users acknowledge and give explicit consent to be contacted via the methods of communication provided, including SMS. Message and data rates may apply. Message frequency may vary. Reply STOP to opt out. [NUVEW](https://nuvew.com/) \| Copyright 2026 All Rights Reserved \| [Accessibility Notice](https://millershah.com/accessibility/) \| [Privacy Policy](https://millershah.com/privacy-policy/) × ##### [Alec J. Berin](https://millershah.com/our-people/alec-berin/) - Partners PA Philadelphia \| [866-540-5505](tel:866-540-5505) ##### [Alfonso Vilaboa](https://millershah.com/our-people/alfonso-vilaboa/) - Partners NY New York City \| [866-540-5505](tel:866-540-5505) ##### [Ana Barba](https://millershah.com/our-people/ana-barba/) - Project Analyst NY New York City \| [866-540-5505](tel:866-540-5505) ##### [Anika S. Keuning](https://millershah.com/our-people/anika-s-keuning/) - Project Analyst NY New York City \| [866-540-5505](tel:866-540-5505) ##### [Anna D’Agostino](https://millershah.com/our-people/anna-dagostino/) - Associate NY New York City \| [866-540-5505](tel:866-540-5505) ##### [Betsy Ferling-Hitriz](https://millershah.com/our-people/betsy-ferling-hitriz/) - Legal Assistant CT Chester \| [866-540-5505](tel:866-540-5505) ##### [Bruce D. Parke](https://millershah.com/our-people/bruce-d-parke/) - Partners PA Philadelphia \| [866-540-5505](tel:866-540-5505) ##### [Caroline Soper](https://millershah.com/our-people/caroline-soper/) - Project Analyst NY New York City \| [866-540-5505](tel:866-540-5505) ##### [Christopher A. Miller](https://millershah.com/our-people/christopher-a-miller/) - Associate PA Philadelphia \| [866-540-5505](<tel: 866-540-5505>) ##### [Deborah C. England](https://millershah.com/our-people/deborah-c-england/) - Of Counsel CA San Francisco \| [866-540-5505](tel:866-540-5505) ##### [Elena M. DiBattista](https://millershah.com/our-people/elena-m-dibattista/) - Legal Assistant FL Fort Lauderdale \| [866-540-5505](tel:866-540-5505) ##### [Elise M. Wilson](https://millershah.com/our-people/elise-m-wilson/) - Project Analyst NY New York City \| [866-540-5505](tel:866-540-5505) ##### [Eric L. Young](https://millershah.com/our-people/eric-young/) - Of Counsel PA Philadelphia \| [866-540-5505](tel:866-540-5505) ##### [Gina S. Demetriades](https://millershah.com/our-people/gina-s-demetriades/) - Office Staff CT Chester \| [866-540-5505](tel:866-540-5505) ##### [Heidi A. Wendel](https://millershah.com/our-people/heidi-a-wendel/) - Of Counsel NY New York City \| [866-540-5505](tel:866-540-5505) ##### [Henry Fina](https://millershah.com/our-people/henry-fina/) - Project Analyst PA Philadelphia \| [866-540-5505](tel:866-540-5505) ##### [Isack Fadlon](https://millershah.com/our-people/isack-fadlon/) - Of Counsel CA Los Angeles \| [866-540-5505](tel:866-540-5505) ##### [James C. Shah](https://millershah.com/our-people/james-c-shah/) - Partners CA Los Angeles \| [866-540-5505](tel:866-540-5505) ##### [James E. Miller](https://millershah.com/our-people/james-e-miller/) - Partners CT Chester \| [866-540-5505](tel:866-540-5505) ##### [Jasmine Griswold](https://millershah.com/our-people/jasmine-griswold/) - Legal Assistant CT Chester \| [866-540-5505](tel:866-540-5505) ##### [Jayne A. Goldstein](https://millershah.com/our-people/jayne-a-goldstein/) - Partners FL Fort Lauderdale \| [866-540-5505](tel:866-540-5505) ##### [Jillian M. Lussier](https://millershah.com/our-people/jillian-lussier/) - Office Staff CT Chester \| [866-540-5505](tel:866-540-5505) ##### [Jocelyn McNamara](https://millershah.com/our-people/jocelyn-mcnamara/) - Law Clerk NY New York City \| [866-540-5505](<tel: 866-540-5505>) ##### [Johanna C. Richter](https://millershah.com/our-people/johanna-c-richter/) - Law Clerk PA Philadelphia \| [866-540-5505](<tel: 866-540-5505>) ##### [Jonathan A. Dilger](https://millershah.com/our-people/jonathan-dilger/) - Office Staff NY New York City \| [866-540-5505](tel:866-540-5505) ##### [Katie Edwards](https://millershah.com/our-people/katie-edwards/) - Legal Assistant PA Philadelphia \| [866-540-5505](tel:866-540-5505) ##### [Kolin C. Tang](https://millershah.com/our-people/kolin-c-tang/) - Partners CA San Diego \| [866-540-5505](tel:866-540-5505) ##### [Kyla Golding](https://millershah.com/our-people/kyla-golding/) - Project Analyst PA Philadelphia \| [866-540-5505](tel:866-540-5505) ##### [Laurie Rubinow](https://millershah.com/our-people/laurie-rubinow/) - Partners CT Chester \| [866-540-5505](tel:866-540-5505) ##### [Leanne Alvarado](https://millershah.com/our-people/leanne-alvarado/) - Project Analyst NY New York City \| [866-540-5505](tel:866-540-5505) ##### [Madison A. Gregg](https://millershah.com/our-people/madison-gregg/) - Associate NY New York City \| [866-540-5505](tel:866-540-5505) ##### [Mark Xiao](https://millershah.com/our-people/mark-xiao/) - Associate NY New York City \| [866-540-5505](tel:866-540-5505) ##### [Matthew P. Suzor](https://millershah.com/our-people/matthew-p-suzor/) - Associate PA Philadelphia \| [866-540-5505](tel:866-540-5505) ##### [Natalie Finkelman Bennett](https://millershah.com/our-people/natalie-finkelman-bennett/) - Partners PA Philadelphia \| [866-540-5505](tel:866-540-5505) ##### [Nathan C. Zipperian](https://millershah.com/our-people/nathan-c-zipperian/) - Partners FL Fort Lauderdale \| [866-540-5505](tel:866-540-5505) ##### [Nicholas Day](https://millershah.com/our-people/nicholas-day/) - Of Counsel NJ Hoboken \| [866-540-5505](tel:866-540-5505) ##### [Nicholas K. Ono](https://millershah.com/our-people/nicholas-k-ono/) - Project Analyst NY New York City \| [866-540-5505](tel:866-540-5505) ##### [Nicole Jefferson](https://millershah.com/our-people/nicole-jefferson/) - Project Analyst PA Philadelphia \| [866-540-5505](tel:866-540-5505) ##### [Quintin C. Cerione](https://millershah.com/our-people/quintin-c-cerione/) - Project Analyst PA Philadelphia \| [866-540-5505](tel:866-540-5505) ##### [Robert W. Biela](https://millershah.com/our-people/robert-w-biela/) - Staff Attorney PA Philadelphia \| [866-540-5505](tel:866-540-5505) ##### [Rrita Osmani](https://millershah.com/our-people/rrita-osmani/) - Associate CT Chester \| [866-540-5505](tel:866-540-5505) ##### [Shuping Li](https://millershah.com/our-people/shuping-li/) - Law Clerk NY New York City \| [866-540-5505](tel:866-540-5505) ##### [Stephen T. Rutkowski](https://millershah.com/our-people/stephen-t-rutkowski/) - Law Clerk CT Chester \| [866-540-5505](<tel: 866-540-5505>) ##### [Sue Moss](https://millershah.com/our-people/sue-moss/) - Legal Assistant PA Philadelphia \| [866-540-5505](tel:866-540-5505) ##### [Sydney D. Finlay](https://millershah.com/our-people/sydney-d-finlay/) - Associate CA San Diego \| [866-540-5505](tel:866-540-5505) ##### [Tara Gideon](https://millershah.com/our-people/tara-gideon/) - Office Staff PA Philadelphia \| [866-540-5505](tel:866-540-5505) ##### [Tina Moukoulis](https://millershah.com/our-people/tina-moukoulis/) - Staff Attorney PA Philadelphia \| [866-540-5505](tel:866-540-5505) ##### [Tracy Feldman](https://millershah.com/our-people/tracy-feldman/) - Office Staff PA Philadelphia \| [866-540-5505](tel:866-540-5505) ##### [Zacky P. Rozio](https://millershah.com/our-people/zacky-p-rozio/) - Of Counsel CA Los Angeles \| [310-203-0600](tel:310-203-0600) X Please ensure Javascript is enabled for purposes of [website accessibility](https://userway.org/)

Readable Markdown

Table of Contents - [Category 1: Wage and Hour Laws](https://millershah.com/blog/5-employment-laws-every-worker-and-employer-should-know/#Category_1_Wage_and_Hour_Laws) - [Fair Labor Standards Act (FLSA)](https://millershah.com/blog/5-employment-laws-every-worker-and-employer-should-know/#Fair_Labor_Standards_Act_FLSA) - [Key Provisions](https://millershah.com/blog/5-employment-laws-every-worker-and-employer-should-know/#Key_Provisions) - [Minimum Wage](https://millershah.com/blog/5-employment-laws-every-worker-and-employer-should-know/#Minimum_Wage) - [Overtime](https://millershah.com/blog/5-employment-laws-every-worker-and-employer-should-know/#Overtime) - [Tip Regulations](https://millershah.com/blog/5-employment-laws-every-worker-and-employer-should-know/#Tip_Regulations) - [Hours Worked](https://millershah.com/blog/5-employment-laws-every-worker-and-employer-should-know/#Hours_Worked) - [Recordkeeping](https://millershah.com/blog/5-employment-laws-every-worker-and-employer-should-know/#Recordkeeping) - [Child Labor](https://millershah.com/blog/5-employment-laws-every-worker-and-employer-should-know/#Child_Labor) - [Category 2: Anti-Discrimination Laws](https://millershah.com/blog/5-employment-laws-every-worker-and-employer-should-know/#Category_2_Anti-Discrimination_Laws) - [Title VII of the Civil Rights Act of 1964](https://millershah.com/blog/5-employment-laws-every-worker-and-employer-should-know/#Title_VII_of_the_Civil_Rights_Act_of_1964) - [Equal Pay Act of 1963](https://millershah.com/blog/5-employment-laws-every-worker-and-employer-should-know/#Equal_Pay_Act_of_1963) - [Age Discrimination in Employment Act of 1967 (ADEA)](https://millershah.com/blog/5-employment-laws-every-worker-and-employer-should-know/#Age_Discrimination_in_Employment_Act_of_1967_ADEA) - [Rehabilitation Act of 1973](https://millershah.com/blog/5-employment-laws-every-worker-and-employer-should-know/#Rehabilitation_Act_of_1973) - [The Civil Rights Act of 1991](https://millershah.com/blog/5-employment-laws-every-worker-and-employer-should-know/#The_Civil_Rights_Act_of_1991) - [Category 3: Workplace Health & Safety Laws](https://millershah.com/blog/5-employment-laws-every-worker-and-employer-should-know/#Category_3_Workplace_Health_Safety_Laws) - [Occupational Safety and Health Act (OSHA)](https://millershah.com/blog/5-employment-laws-every-worker-and-employer-should-know/#Occupational_Safety_and_Health_Act_OSHA) - [Key Points](https://millershah.com/blog/5-employment-laws-every-worker-and-employer-should-know/#Key_Points) - [Category 4: Family and Medical Leave Laws](https://millershah.com/blog/5-employment-laws-every-worker-and-employer-should-know/#Category_4_Family_and_Medical_Leave_Laws) - [Family and Medical Leave Act (FMLA)](https://millershah.com/blog/5-employment-laws-every-worker-and-employer-should-know/#Family_and_Medical_Leave_Act_FMLA) - [Category 5: Labor Relations Laws](https://millershah.com/blog/5-employment-laws-every-worker-and-employer-should-know/#Category_5_Labor_Relations_Laws) - [National Labor Relations Act (NLRA)](https://millershah.com/blog/5-employment-laws-every-worker-and-employer-should-know/#National_Labor_Relations_Act_NLRA) - [How an Employment Law Firm Can Help](https://millershah.com/blog/5-employment-laws-every-worker-and-employer-should-know/#How_an_Employment_Law_Firm_Can_Help) U.S. workers are protected by five major categories of employment laws that shape workplace operations. These laws can cover everything from hiring and firing to wages, benefits, and workplace safety. This article will explain each major category in clear terms and connect it to Miller Shah LLP’s experience advocating for employees in matters involving Employment and Employee Rights, Whistleblower and Retaliation, and ERISA and Employee Benefits. There are various different issues that can arise in the workplace. However, the five major employment law categories that will be addressed are: wage and hour, anti-discrimination, workplace health and safety, family and medical leave, and labor relations. ## Category 1: Wage and Hour Laws Wage and hour laws serve as guidelines for the workplace to ensure that employees are fairly compensated for the labor they provide. There are laws at the federal level that dictate the minimum compensation and maximum hours worked by employees. The Fair Labor Standards Act (FLSA) is the most prominent law that protects workers from exploitation. ### [Fair Labor Standards Act](https://www.dol.gov/agencies/whd/flsa) (FLSA) Administered by the Department of Labor (DOL), the FLSA sets the minimum hourly wage, overtime pay, recordkeeping, and youth employment standards that affect private and public sector employees. #### Key Provisions ##### Minimum Wage The federal minimum wage is set at \$7.25; however, it may differ depending on state minimum wage laws. An employee is entitled to whichever minimum wage is higher. ##### Overtime Unless exempt, employees must receive overtime pay for all hours worked over 40 hours in a work week. The rate for overtime should not be less than time and a half of their regular rate of pay. There is no limit on the number of hours employees 16+ may work in a workweek. ##### Tip Regulations An employer is permitted to take a “tip credit” toward their minimum wage and overtime obligations for tipped employees. If an employer claims tip credit, they have to make sure that their employees receive enough tips from customers during the workweek to equal the minimum wage and overtime compensation. ##### Hours Worked The DOL defines this as all the time an employee must be on duty, or on the employer’s premises, or at any other prescribed place of work. It also includes any additional time an employee is allowed to work. The DOL [provides a comprehensive](https://www.dol.gov/agencies/whd/fact-sheets/22-flsa-hours-worked) breakdown of what is considered work time and what is not. ##### Recordkeeping Covered employers are required to keep certain records for each non-exempt worker. There is no specific form of records, but they must have information about the employees and data on their hours worked and wages earned. Here is a [list](https://www.dol.gov/agencies/whd/fact-sheets/21-flsa-recordkeeping) of some of the basic records an employer must maintain: - Employee’s full name, and SSN - Address - Birth date - Sex & occupation - Time and day of week when employee’s work week begins - Total hours worked each week - Regular hourly pay rate - Basis on which employee’s wages are paid ##### Child Labor - Under 14: Permissible employment is work that is exempt from FLSA, such as delivering newspaper or acting. - 14: The minimum age for most non-agricultural work is 14, with strict limits on hours and the times of jobs if a child is under 16. - 16: 16- and 17-year-olds can work unlimited hours in non-hazardous occupations. - 18: 18 and older are no longer subject to federal child labor restrictions. - The DOL provides a [list](https://www.dol.gov/agencies/whd/fact-sheets/43-child-labor-non-agriculture) of occupations that all minors under the age of 18 are banned from. ## Category 2: Anti-Discrimination Laws Anti-discrimination laws are designed to protect employees and prevent employers from making decisions that fall under protected characteristics. This includes race, color, religion, sex, national origin, age, and disability. The following laws intend to combat discrimination and ensure that employees and job applicants are fairly treated in the workplace. ### [Title VII of the Civil Rights Act of 1964](https://www.ftc.gov/policy-notices/no-fear-act/protections-against-discrimination) This Act protects employees and job applicants from employment discrimination on the basis of their race, color, religion, sex, and national origin. This also protects employment decisions such as recruitment, selections, terminations, and other decisions which concern the terms and conditions of employment. ### [Equal Pay Act of 1963](https://www.eeoc.gov/statutes/equal-pay-act-1963) This Act protects men and women from sex-based wage discrimination in the same establishment who perform jobs that require substantially equal skill, effort, and responsibility under similar working conditions. ### [Age Discrimination in Employment Act of 1967 (ADEA)](https://www.eeoc.gov/statutes/age-discrimination-employment-act-1967) This Act protects individuals aged 40 or over from age-based employment discrimination. ### [Rehabilitation Act of 1973](https://www.eeoc.gov/statutes/sections-501-and-505-rehabilitation-act-1973) This Act protects employees and job applicants from all employment discrimination based on their disability who are qualified. ### [The Civil Rights Act of 1991](https://www.eeoc.gov/statutes/civil-rights-act-1991) This Act amends Title VII by strengthening and improving federal civil rights laws and allows recovery of compensatory damages in federal sector cases involving intentional employment discrimination. ## Category 3: Workplace Health & Safety Laws All workplaces should be free from hazards to safety and health. Some examples of hazardous and unsafe working conditions would include lack of eye and face protection on the job, failure to provide respiratory protection, lack of machine guarding, or poor ventilation. The Occupational Safety and Health Administration has made it their goal to ensure safe and healthy working conditions for all working men and women. ### [Occupational Safety and Health Act (OSHA)](https://www.osha.gov/laws-regs/oshact/completeoshact) This law intends to enforce the standards under this act by assisting and encouraging the states in their efforts to assure that there are safe and healthy working conditions. The government will assist by providing for research, information, education, and training in the field of occupational safety and health. #### Key Points - Encourages both employers and employees to help reduce workplace hazards. - Clarifies that employers and employees have separate responsibilities and rights in achieving safe working conditions. - Grants the Secretary of Labor to set safety rules and establish a review commission to help enforce them. - Supports building on and improving existing workplace safety efforts. - Provides funding and backing for studies on safety and health, and other psychological factors. - Aims to find hidden or long-term illnesses and diseases that are caused by workplace environments. - Establishes health guidelines so that a worker’s long-term health is protected. - Invest in training to increase both the number and competence of people working in the field of occupational safety and health. - Make safety inspections more effective by prohibiting advance notice and applying sanctions for violations. - Provide appropriate reporting procedures to help achieve the objectives of the Act. - Encourage joint labor-management efforts to reduce hazards and injuries. ## Category 4: Family and Medical Leave Laws These laws are essential to ensure that all employees are able to balance their work and family responsibilities while maintaining job protection. ### [Family and Medical Leave Act (FMLA)](https://www.dol.gov/agencies/whd/fmla) Eligible employees of covered employees are entitled to unpaid, job-protected leave for familial and medical reasons. During this leave, the same terms and conditions are applied to their group health insurance coverage as if they had not taken leave. Eligible employees are entitled to: - 12 workweeks of leave in a 12-month period for: - Birth of a child or caring for a newborn within 1 year of birth. - For the adoption or foster care placement of a child within one year. - To care for a spouse, child, or parent with a serious health condition. - Serious health condition that makes an employee unable to perform duties of their job. - Any other qualifying exigencies related to family members active duty. ## Category 5: Labor Relations Laws These laws govern relationships amongst employers and employers, particularly when it comes to unions and collective bargaining. ### National Labor Relations Act (NLRA) This Act was established in order to protect workplace democracy by allowing employees in the private sector the fundamental right to seek better working conditions and representation without the fear of retaliation. Under the NLRA, employees have the right to: - Join together to improve wages and working conditions, with or without a union. - Unionize, organize, and take collective action without employer interference. - Communicate with other employees about their wages in the workplace. - Request representation during an investigatory interview that could lead to discipline. - Strike - Be protected from employer retaliation for exercising their workplace rights. ## How an [Employment Law Firm](https://millershah.com/blog/what-does-an-employment-attorney-do/) Can Help At Miller Shah, our attorneys are highly experienced in all areas of [labor and employment law](https://millershah.com/practice-areas/labor-employment/), including [discrimination, harassment](https://millershah.com/practice-areas/labor-employment/discrimination-harassment/), wrongful termination, ERISA and employee benefits disputes, labor-management relations, [worker misclassification](https://millershah.com/practice-areas/labor-employment/misclassification-of-independent-contractors/), occupational safety and health, [wage and hour violations](https://millershah.com/practice-areas/labor-employment/wage-hour-violations/), affirmative action and equal employment opportunity, [whistleblowing](https://millershah.com/practice-areas/qui-tam-false-claims-whistleblower-and-qui-tam-claims/), retaliation, workforce reductions, and much more.

ML Classification

ML Categories

/Law_and_Government		95.2%
/Law_and_Government/Legal		95.0%
/Law_and_Government/Legal/Labor_and_Employment_Law		94.9%
/Jobs_and_Education		17.2%
/Jobs_and_Education/Jobs		17.0%
/Jobs_and_Education/Jobs/Career_Resources_and_Planning		15.7%

Raw JSON

{
    "/Law_and_Government": 952,
    "/Law_and_Government/Legal": 950,
    "/Law_and_Government/Legal/Labor_and_Employment_Law": 949,
    "/Jobs_and_Education": 172,
    "/Jobs_and_Education/Jobs": 170,
    "/Jobs_and_Education/Jobs/Career_Resources_and_Planning": 157
}

ML Page Types

/Article		99.8%
/Article/Tutorial_or_Guide		46.5%

Raw JSON

{
    "/Article": 998,
    "/Article/Tutorial_or_Guide": 465
}

ML Intent Types

Informational

99.8%

Raw JSON

{
    "Informational": 998
}

Content Metadata

Language

en-us

Author

null

Publish Time

2025-04-29 20:09:08 (11 months ago)

Original Publish Time

2025-04-29 20:09:08 (11 months ago)

Republished

Word Count (Total)

4,739

Word Count (Content)

1,503

Links

External Links

Internal Links

244

Technical SEO

Meta Nofollow

Meta Noarchive

JS Rendered

Redirect Target

null

Performance

Download Time (ms)

1,891

TTFB (ms)

1,850

Download Size (bytes)

94,524

Shard

52 (laksa)

Root Hash

5999267476798652852

Unparsed URL

com,millershah!/blog/5-employment-laws-every-worker-and-employer-should-know/ s443