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Raleigh legal briefing: employers must watch worker classification, overtime rules and anti‑discrimination thresholds
Summary
Smith Anderson employment lawyers told small employers that federal anti‑discrimination laws, wage‑and‑hour rules and proper classification of workers as employees or independent contractors each carry distinct compliance tests and financial risks.
Lauren Davis and Kevin Keglowski of Smith Anderson told attendees that federal anti‑discrimination laws take effect once employers meet employee‑count thresholds (for example, Title VII and the Americans with Disabilities Act typically apply to employers with 15 or more employees). Davis said employers should track whether state or federal statutes apply as headcount changes.
Davis summarized federal protections against discrimination (race, color, national origin, religion, sex, pregnancy, disability and age) and noted obligations under the…
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