To ensure that a company's success the compliance with labor laws is vital. Although the laws governing labor in the US may be more straightforward than those in other countries, they could still pose a problem for new managers. Fortunately, there are plenty of resources that can help companies comply with labor law regulations. Companies should not only hire HR professionals but also consider hiring a legal counsel. Get more information about Federal Davis-Bacon
There are currently more than 180 federal laws that govern the workplace. These laws cover an array of tasks and cover 150 million workers. Some of these laws are specific to specific industries however others are more general and are applicable to a specific group of individuals. Regardless of your industry, it's important to understand the implications of these laws for your company. For instance, if your company is an employer that employs a large number of people, you should be aware of the regulations and rules concerning your company's hiring policies.
Federal contractors are also subject to these regulations. Federal contractors cannot for example, induce employees to work for less pay. Federal contractors must comply with the Davis-Bacon Act, Executive Order 11246, and other requirements which guarantee equal employment opportunities. Federal contractors must also be in compliance with the Anti-Kickback Section of the Copeland Act.
Employers should adhere to OSHA guidelines for worker health and safety. OSHA is responsible for enforcing safety standards and offers training and compliance support to employers. In addition to observing OSHA regulations, employers must also comply with the General Duty Clause of the OSH Act. This law requires employers to maintain an environment that is safe and healthy and keep hazards that are recognized from their employees.
If the Labor Compliance Program is not in compliance with the Labor Code, the Director has the right to remove the program's approval. The revocation must be backed by evidence that shows that the program was unable to enforce and monitor compliance with the Labor Code. The notice to the Awarding Body must contain any evidence to support the cancellation or revocation of approval. Revocation is the sole recourse in the event of non-compliance with these regulations.