Federal laws are usually are laid in place to safeguard the rights of its workers. These laws provide employment advice to both employees and their employers. Some of these laws are as follows:

Civil Rights Act of 1866 and 1991: This employment law was first enacted in1886 but later revised in the year 1991. It ensured that everyone in the country, regardless of which State or region they were from, have equal rights. These rights were in relation to the making or enforcing of contractual documents, suing and giving evidence. All citizens should get the same punishment and penalties for any crime or felony committed. The changes made in the 1991 amendment made it possible for employers to sue an employee for any change in conduct after the signing of the contract.

Occupational Safety and Health Act: The laws aim is to make sure that any dangers in the places of work are minimized. Training programs and holding of workshops are used to teach the employees on various safety and heath precautions that should be upheld in the work place.

Fair Labor Standards Act: This law was included among the federal employment law to govern the minimum wage that employees receive to 5.15 per hour. While those less than twenty years to be paid 4.25 per hour. It was also implemented that the overtime payable was to be one and a half times more than the regular per hour pay and the overtime hours limited to not more than forty hours per week. Equality in the payment between men and women was established with difference only in the case of the level of skill they show.

Worker Adjustment & Retaining Notification Act: This act makes it necessary for companies to give their employees two months notice before closing down a plant. The notice that is provided should be made known to the employees directly or through their union officials. The information given should be in writing and specific.

Disabilities Act: This law was to eliminate discrimination in employment opportunities based on disability either mental or physical.

Age Discrimination in Employment Act: This was to serve the discrimination of one on the basis of age. It was meant to safeguard those over the age of forty. As long as one had skills, age wasn’t to stand as a deterrent.