Objective 6.4Workplace· 2 min read
U.S. Employment Law & Regulations
U.S. Employment Law & Regulations
What you will learn
- Match each major federal law to what it governs.
- Know key coverage thresholds (15 employees for Title VII and ADA, 20 for ADEA).
- Distinguish disparate treatment from disparate impact.
- Explain employment at will and its exceptions.
This is the exam's only country-specific area, and SHRM-CP tests it even for candidates outside the U.S. You don't need case-law detail, only what each major law governs and whom it covers.
Key federal laws
| Title VII | Prohibits discrimination based on race, color, religion, sex, and national origin. 15+ employees. |
|---|---|
| ADEA | Protects people 40 and older from age discrimination. 20+ employees. |
| ADA | Prohibits discrimination against qualified people with disabilities and requires reasonable accommodation absent undue hardship. 15+ employees. |
| EPA | Equal pay for men and women doing equal work in the same establishment. |
| FLSA | Minimum wage, overtime at time and a half after 40 weekly hours for nonexempt employees, child labor. |
| FMLA | Up to 12 weeks of unpaid, job-protected leave in 12 months for family or medical reasons. |
| Form I-9 (IRCA) | Verifying a new hire's identity and legal eligibility to work. |
Disparate treatment vs. disparate impact
| Disparate treatment | Disparate impact | |
|---|---|---|
| Intent | Intentional discrimination against an individual because of their group | A facially neutral requirement that disproportionately harms a protected group |
| Defense | A legitimate non-discriminatory reason | The requirement is job-related and a business necessity |
Employment at will has limits
The relationship may end for any lawful reason or none, but not for discriminatory, retaliatory, or public-policy-violating reasons, or in breach of an express or implied contract. An option saying firing is allowed for any reason including discrimination is always wrong.
What matters on the exam
- FMLA leave is unpaid and extends to 26 weeks only for military caregiver leave.
- Political affiliation is not a Title VII protected class.
- Tax withholding uses the W-4; work eligibility uses the I-9.
Quick check
Answer in your head first, then reveal.
Which law governs overtime?Reveal the answer
FLSA.
Whom does the ADEA protect?Reveal the answer
People aged 40 and over.
A fitness test for an office job fails a protected group at a higher rate. Which concept?Reveal the answer
Disparate impact.
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Your next step
Read the lesson, then mark it complete
Sources
Used to verify the facts. The writing is original to Passuit.