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Federal Employment Law Library 7-Day Free Trial employment law image
Fisher & Phillips LLP, Ford & Harrison LLP, Gammage & Burnham, Ogletree, Deakins, Nash, Smoak & Stewart, P.C., Squire Patton Boggs

Federal Employment Law Library 7-Day Free Trial

Comprehensive guidelines to An Employer's Guide to FMLA and ADA, Employee Benefits - An Employer's Guide, Employment Verification: Immigration, Form I-9, and E-Verify, Hiring, Firing and Discipline, Wages and Hours - An Employer's Guide and Workplace Safety and Health Compliance Manual in six soft-cover books. The entire package also includes updated online access, email notifications and an inclusive weekly e-newsletter.

The Federal Pro HR Library includes six hard-copy books and online access to Employee Benefits — An Employer's Guide, Workplace Safety and Health Compliance Manual, An Employer's Guide to FMLA and ADA, Hiring Firing and Discipline Manual, Wages and Hours — An Employer's Guide and Employment Verification: Immigration, Form I-9, and E-Verify.

These six publications will help you answer questions such as:

  • What is employee benefits other than deferred compensation?
  • What are principal laws that affect employee benefits?
  • How the IRC affects employee benefits?
  • What are the rules regarding employee benefits?
  • What are OSHA’s specific standards and where can they be found?
  • What is the difference between an OHSA standard and a regulation?
  • What is a “general duty clause” OSHA violation?
  • What happens if an employer cannot meet OSHA’s standards?
  • How does a company prepare for an OSHA inspection?
  • Do you know whether your employees are eligible for FMLA leave?
  • Do you practice reasonable accommodation?
  • Do you count part-time employees when determining if you are covered by FMLA?
  • Do you provide leave for employees engaged in foster parenting a child?
  • Have all of your employees hired after November 6, 1986 completed I-9 Forms, and do you have the I-9 for for each current employee?
  • Do you make photocopies of the identification documents provided by your employees?
  • Have you maintained the I-9 forms for former employees long enough?
  • Do you have an anti-discrimination policy in place?
  • Does the FLSA require employers to provide time off or breaks?
  • Does the FLSA require severance or other termination-related payments?
  • Does the Department of Labor have the right to investigate my business?
  • Do you have an employee handbook? If so, is it regularly updated, and do you include a clear statement that continued employment is not guaranteed?
  • Do you have a discipline policy, and do your supervisors understand it and apply it consistently?
  • Should you have job descriptions?
  • Are whistleblowers protected under applicable laws?
  • Can employers record surveillance of employees suspected of wrongdoing?
  • Pro hundreds of other crucial topics!

Written by top Federal attorneys, the Federal Pro HR Library features:

  • Access to HR Update, a weekly e-newsletter that lets you know what's new in the HR world every week.
  • Free access to HRsimple webinars, where attorneys simplify complex Human Resources topics and help you deal with them.

Have more questions?  Give our customer service team a call at 866-439-2227

Duties and responsibilities
Employers general duty
Recordkeeping requirements
Significant standards
Citations and civil penalties
Settling citations
Criminal penalties
Developing a comprehensive health and safety program
Whistleblower protections
Emergency response and preparedness
Appendix G Emergency action plan checklist
Appendix C Partially exempt industries from recordkeeping requirements
Appendix D Safety checklist
Appendix E State plan review commissionsboards
Appendix H Safety strategies
Appendix A Required postings
Appendix J National regional local and special emphasis inspection programs
Appendix I Model Written LockoutTagout Program
Appendix L Handling violence in the workplace
Appendix B Forms for recording workrelated injuries and illnesses
Appendix F State plan notice of contest timeline
About Fisher Phillips LLP
Procedural and affirmative defenses
Appendix K OSHA Injury and Illness Recordability Worksheet
Snapshot An HR audit
Appendix N Fact Sheet General industry walkingworking surfaces and fall protection standards
Appendix M Safety for temporary employees
About the Author
Overtime compensation nonexempt employees
Additional exemptions
What counts as wages nonexempt employees
Determining work time nonexempt employees
Deductions from pay
Remote workers and telecommuting
Equal pay
Appendix A State agencies
Appendix B Wage and hour district offices
Covered employers
Leased or temporary employees
Whitecollar exemptions
Minimum wage requirements nonexempt employees
Employment of minors
Payment of wages
About the authors
Where to go for more information
Posting requirements
Workers not covered by federal law
Squire Patton Boggs
Preemployment testing
Background checks
Policy manuals and employee handbooks
Personnel files
Noncompete agreements and trade secrets
Affirmative action
Employment litigation
Union organizing activity
Social media
Appendix A Federal recordkeeping requirements
Appendix B Posting requirements
The employment relationship
Preemployment issues
New hire reporting
Editors Foreward
Employment contracts
About FordHarrison LLP
About the Editors
Tips to complete the Form I
Antidiscrimination provisions
Appendix A Sample memorandum
Immigration and employment
Immigration visas
Expired documents and the I form
Nomatch letter and wage reporting compliance
Additional verification services
IMAGE program
Responding to visits and calls regarding immigration
EVerify regulations for federal contractors and subcontractors
Helpful steps to comply with EVerify requirements
Criminal enforcement and I audits
Form I
Electronic completion and storage of Form I
Conducting internal audits
About the Cavanagh Law Firm PA
Other fringe benefits
Regulation of group health plans
Health insurance reform
Disability plans
Severance plans
Cafeteria plans
Retirement plans
Additional k qualification requirements
Nonqualified deferred compensation plans
Employee communications
Fiduciary duties
Employee benefits law
Health benefits plans
Life Insurance
Recent developments
About Ogletree Deakins
Introduction to the Family and Medical Leave Act
Notice and documentation Employee obligations and employer challenges
Employers covered
Introduction to the Americans with Disabilities Act
Employer coverage and employee eligibility
Reasons for leave
Military leave
Length of leave
Certifications necessary for leave
Employer notice and documentation requirements
Amendments and proposals
The Americans with Disabilities Act Amendments Act
Employee rights
Enforcement of the Family and Medical Leave Act
Disability in detail
Reasonable accommodations
How the Americans with Disabilities Act impacts your business
Enforcement of the Americans with Disabilities Act
Appendix A Leave and other state laws
Key definitions
Serious health conditions
About the author
The Pregnancy Discrimination Act
Sample: Occupational injury and illness reporting policy
Model: Written hazard communication program
Sample: Vaccination acknowledgment
Sample Inspection Checklist
Company Commitment to Safety
Hazard Assessment Form
Model Safety and Health policy
Sample Emergency Action Plan
OSHA Poster - Job Safety, It's the Law
Model Written Lockout-Tag Out Program
OSHA Form 300A - Summary of Work-Related Injuries and Illnesses
OSHA Form 300 - Forms for Recording Work-Related Injuries and Illnesses
Company Use Job Description
Sample Job Questionairre
I-9 Form (2020)
I-9 Form Instructions (2020)
No-Match Checklist
I-9 Form (2020)
I-9 Form Instructions (2020)
Immigration Compliance and Acknowledgment Form
WH-384 Certification of Qualifying Exigency
WH-385 Certification for Serious Injury or Illness of a Current Servicemember
The Family and Medical Leave Act Poster (English)
The Family and Medical Leave Act Poster (Spanish)
WH-381 Notice of Eligibility & Rights and Responsibilities
WH-382 Designation Notice
WH-380-E Certification of Health Care Provider for Employee's Serious Health Condition
WH-380-F Certification of Health Care Provider for Family Member's Serious Health Condition
Fisher & Phillips LLP
Established in 1948, FISHER & PHILLIPS LLP is one of the country’s oldest and largest firms devoted exclusively to representing employers in labor, employment, wage-hour, workplace safety and health, employee benefits, and business immigration law. Our depth and breadth of experience in these niche areas are unsurpassed. Our practice includes counseling and defending employers under all major federal and state labor, employment, employee benefits, workplace safety and health, and business immigration laws and regulations including, among others: The Age Discrimination in Employment Act, The Americans With Disabilities Act, The Civil Rights Act, Title VII, The Consolidated Omnibus Reconciliation Act, The Employee Polygraph Protection Act, The Employee Retirement Income Security Act, The Equal Pay Act, The Fair Credit Reporting Act, The Fair Labor Standards Act, The Family and Medical Leave Act, The Immigration Reform and Control Act, The Migrant and Seasonal Agricultural Worker Protection Act, The National Labor Relations Act, The Railway Labor Act, and The Worker Adjustment and Retraining Notification Act and the Occupational Safety and Health Act of 1970. Our lawyers practice in federal and state courts throughout the United States and are admitted to the bars of most states. In addition to representing employers in traditional litigation, we also represent employers in federal, state and local administrative proceedings, mediation and arbitration, collective bargaining and administration of collective bargaining agreements, and informally in resolving threatened claims prior to the institution of formal proceedings. As a result of our representation of employers in traditional litigation and formal claims proceedings, we have acquired considerable expertise in developing and implementing policies, practices, and procedures to help employers minimize or avoid the occurrence of employment-related claims, the risk of liability from such claims, or other forces that may interfere with employer rights. We represent small, medium and large clients in a wide variety of industries. Our clients range from sole proprietorships to multi-national conglomerates. They are located throughout the United States, with concentrations of clients located around each of our offices. Our thirty-one offices are located in Atlanta, Baltimore, Boston, Charlotte, Chicago, Cleveland, Columbia, Columbus, Dallas, Denver, Ft. Lauderdale, Gulfport, Houston, Irvine, Kansas City, Las Vegas, Los Angeles Louisville, Memphis, New Jersey, New Orleans, Orlando, Philadelphia, Phoenix, Portland (ME), Portland (OR), San Antonio, San Diego, San Francisco, Tampa, and Washington, D.C.  
Ford & Harrison LLP
FordHarrison is a labor & employment firm with nearly 200 attorneys in 28 offices, including three affiliate firms. The firm has built a national legal practice as one of the nation's leading defense firms with an exclusive focus on labor law, employment law, litigation, business immigration, employee benefits and executive compensation. Through its global practice group and membership in the global employment law firm alliance, Ius Laboris, FordHarrison provides clients that have multinational operations with a broad range of services related to labor and employment law in over 50 countries throughout the world. FordHarrison is committed to our FH Promise, a set of principles that guides our firm in the delivery of legal services and client communications. For more information on FordHarrison, visit To learn more about Ius Laboris, visit
Gammage & Burnham
Our top priority is helping our clients identify and achieve their goals. We know that each engagement demands a unique mix of intelligence, creativity, and hard work. We offer it all without ever compromising our professional integrity or our commitment to giving our clients the best value possible. Arizona is our business and our home. Rooted in our state since 1983, Gammage & Burnham gets the job done because we know Arizona — its laws, values, customs and people. We remain locally owned and operated, and our reach extends to all corners of Arizona, throughout the United States, and internationally with connections that run deep.
Ogletree, Deakins, Nash, Smoak & Stewart, P.C.
Firm Overview Ogletree Deakins is one of the largest labor and employment law firms in the world, representing management in all types of employment related legal matters. The firm has more than 850 lawyers located in 53 offices across North America and in Europe. For more than four decades, Ogletree Deakins has offered clients representation in every aspect of labor and employment laws, including business immigration, employee benefits and workplace safety and health as well as employment litigation and traditional labor law. The firm represents a diverse range of clients, including more than half of the Fortune 500 corporations in the United States. Ogletree Deakins was named a “Law Firm of the Year” for the seventh consecutive year in the U.S. News – Best Lawyers “Best Law Firms” list. The firm is proud to have lawyers who are Fellows in the College of Labor & Employment Lawyers, Best Lawyers in America and “Leaders in their Field” in Chambers USA. Many of our lawyers are widely published in legal journals, newsletters, trade magazines and continuing legal education materials and frequently are asked to speak at seminars and programs throughout the country. Employee Benefits and Executive Compensation Practice Ogletree Deakins has one of the largest teams of employee benefits and executive compensation practitioners in the United States. Ogletree Deakins was listed as a national “First Tier” law firm in the employee benefits (ERISA) practice area in the 2019 edition of the U.S. News – Best Lawyers “Best Law Firms” list. As part of a firm that focuses on labor and employment law, our Employee Benefits Practice Group has a special ability to relate technical expertise to the client’s “big picture” issues. Knowledge of the detailed requirements of the Employee Retirement Income Security Act (ERISA), the Internal Revenue Code (IRC) and other applicable laws is our beginning, not our ending point. Our goal is to provide practical advice that allows an employer’s benefits strategy to work in harmony with the employer’s overall personnel, financial and business objectives. Employers nationwide have come to depend on Ogletree Deakins for their employee benefits regulatory and compliance advice, both on a day-to-day basis and for unique projects involving corporate restructurings, acquisitions or benefit plan redesign. Our highly trained employee benefits practitioners provide consulting, planning and compliance advice to clients regarding employee benefits plans of all types, including both retirement plans and welfare or fringe benefit plans, sponsored by employers in the private, not-for-profit and public sectors. These include tax-qualified retirement plans, welfare and fringe benefits programs, cafeteria (Section 125) plans, nonqualified deferred compensation plans, severance pay plans, bonus plans, equity compensation plans and executive retirement plans. We also advise clients on such matters as healthcare reform compliance issues, Health Insurance Portability and Accountability Act (HIPAA) portability, privacy and nondiscrimination requirements; Consolidated Omnibus Budget Reconciliation Act (COBRA) continuation coverage rules, reporting and disclosure obligations to the U.S. Department of Labor (DOL) and to the Internal Revenue Service (IRS), retirement and welfare plan nondiscrimination requirements, fiduciary compliance, fiduciary and other liability limitation arrangements and a whole range of cost containment strategies. In addition to our depth of experience with conventional group health plans, our attorneys advise clients on the development of defined contribution or consumer-directed health plan approaches, including programs that offer health savings accounts (HSAs). New and established clients often turn to members of Ogletree Deakins’ employee benefits group to handle litigation involving employee pension or welfare benefits plans – sometimes brought on behalf of a single individual, but often brought on behalf of a class of plan participants – including claims under ERISA alleging breaches of fiduciary duties or violations of ERISA’s substantive requirements. The ERISA litigators in our practice group are an integral part of the overall benefits practice. They routinely draft plan documents and related instruments for qualified and nonqualified retirement plans, welfare plans and fringe benefit plans; advise clients regarding the employee benefits aspects of corporate mergers, acquisitions and restructurings; or counsel clients regarding other aspects of tax or regulatory compliance. Because our benefits litigators speak the language of employee benefits plan design and administration, they are able to communicate directly and effectively with the client’s human resources personnel, actuaries and other professionals to quickly recognize and marshal the facts essential to the defense. Office Locations Atlanta, GA Austin, TX Berlin, Germany Birmingham, AL Boston, MA Charleston, SC Charlotte, NC Chicago, IL Cleveland, OH Columbia, SC Dallas, TX Denver, CO Detroit, MI Greenville, SC Houston, TX Indianapolis, IN Jackson, MS Kansas City, MO Las Vegas, NV London, UK Los Angeles, CA Memphis, TN Mexico City, Mexico Miami, FL Milwaukee, WI Minneapolis, MN Montreal, QC Morristown, NJ Nashville, TN New Orleans, LA New York, NY Oklahoma City, OK Orange County, CA Paris, France Philadelphia, PA Phoenix, AZ Pittsburgh, PA Portland, OR Portland, ME Raleigh, NC   Richmond, VA Sacramento, CA San Antonio, TX San Diego, CA San Francisco, CA Seattle, WA St. Louis, MO St. Thomas, VI Stamford, CT Tampa, FL Toronto, ON Torrance, CA Tucson, AZ Washington, DC
Squire Patton Boggs
Squire Patton Boggs combines sound legal counsel with a deep knowledge of our clients’ businesses to resolve their legal challenges. We care about the quality of our services, the success of our clients and the relationships that are forged through those successes. With approximately 1,500 lawyers in 44 offices located in 21 countries, our global legal practice is in the markets where our clients do business. Our labor and employment lawyers represent employers across the full spectrum of employee-related legal issues and the business immigration arena. We work closely with other lawyers in our tax strategy and benefits, pensions, corporate and litigation practice groups, as needed, to provide comprehensive labor and employment representation around the world. They have been at the forefront of today's most critical employment and labor relations issues relating to wage and hour litigation, noncompete agreements, union avoidance, employment discrimination, plant closings and family leave. In addition to being experienced trial lawyers, our labor and employment practitioners counsel clients in all aspects of employment including employment contracts, handbooks, investigations and internal compliance audits. We represent a myriad of employers, from Fortune 500 companies to small startups, from public entities to high-technology research and development companies, and from heavy manufacturers to service companies and financial institutions. This broad client base, along with a diverse, experienced group of lawyers, gives the practice breadth and depth in literally every aspect of labor and employment law. From a federal and state law perspective, wage and hour compliance is one of the mostchallenging employment law issues facing employers today. To help employers overcome these challenges, Squire Patton Boggs provides tailored solutions to local, national and multinational clients. Lawyers counsel employers on advanced wage and hour issues that have caused the most difficulty including distinctions between exempt and non-exempt employees, joint employment, travel and training time, complex overtime calculations, application of the “no docking rule,” and understanding “off-the-clock” overtime claims. We work with clients to minimize their liability, from advising them on isolated employee issues to representing them in comprehensive wage and hour audits. A unique specialty of the practice is the significant experience handling wage and hour collective and class actions. Labor and employment trial lawyers regularly defend employers in lawsuits and administrative disputes under the Fair Labor Standards Act (FLSA), prevailing wage laws, and other state wage and hour laws. is a must-have not only for HR professionals in the state, but for labor and employee relations professionals, employment lawyers and small business owners. It is comprehensive in scope, addressing the many legal and compliance issues that face employers from recruiting to retirement. Yet, despite the wide range of issues covered, and the complexity of those issues, information is easy to find and comprehend, avoiding much of the legal-speak that can often be difficult to interpret.
— John A. Challenger, Chief Executive Officer, Challenger, Gray & Christmas, Inc., Chicago, Illinois

Our company does not have an official Human Resources Department. I have what is known as *hands on* H.R. training. Your human resource publications have guided me through many issues such as I-9, FMLA and policy book. The money I spend for the publications each year have more than paid for themselves.
— Keith W. Brown, VP Marketing and Human Resources, S&S Food Stores, Lake City, Florida

I have been in Human Resources for over 30 years.  "Performance Management Strategies: Finding Common G.R.O.U.N.D." was one of the best presented, arranged, and informative webinars I have ever participated in.  I wish my whole crew of supervisors and managers could have participated in it.  However, with the information I received and the way it was laid out, I hope that I will be able to mock the presentation for them. You and Jamie did an excellent job in presenting this in a clear, distinctive way that was interesting and was never boring. 
— Dena Smith, Heartland EMS, Inc.

The Employee's Benefits Guide is particularly helpful because the institution strives to provide the best quality benefits to attract and retain valuable employees; and one way to do this is to have a thorough knowledge and understand of how to make these benefits work for the employees.
— Libby King, Director of Human Resources, Lincoln Memorial University, Harrogate, Tennessee

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