Puiggari and Associates Consulting Services provides a variety of employment law services to help member companies cope with increasingly complex state and federal laws and regulations that affect the workplace. Puiggari and Associates Consulting Services can help you establish policies, implement procedures, and solve problems related to compliance issues.

We are available to consult with you before a claim is made. Believing that "an ounce of prevention is worth a pound of cure," we will guide you through every step of potentially difficult personnel situations.

The following is a list of federal laws employers must comply with:

All Employers, regardless of workforce size, must comply with:

  • Civil Rights Act of 1866
  • Consumer Credit Protection Act
  • Employee Polygraph Protection Act
  • Employment Retirement Income Security Act (ERISA) (if offering a pension or welfare plan)
  • Equal Pay Act
  • Fair Credit Reporting Act/Fair & Accurate Credit Transactions Act
  • Fair Labor Standards Act (FLSA)
  • Federal Income Tax Withholding
  • Federal Insurance Contributions Act (FICA)
  • Immigration Reform and Control Act (IRCA)
  • Labor Management Relations Act
  • National Labor Relations Act (NLRA)
  • Occupational Safety & Health Act (OSHA)
  • Rehabilitation Act of 1973 (if Federal contractor)
  • Uniform Guidelines for Employment Selection Procedures
  • Uniformed Services Employment & Re-employment Rights Act of 1994 (USERRA)
  • Vietnam Era Veteran’s Readjustment & Assistance Act (if Federal Contractor >$25k)
  • Whistle Blower Statues


Employers with 2 or more employees:

  • Comply with all above and
  • Health Insurance Portability & Accountability Act (HIPPA) (if providing a group health plan)


Employers with 15 or more employees:

  • Comply with all above and
  • Pregnancy Discrimination Act
  • Americans with Disabilities Act (ADA)
  • Civil Rights Acts of 1964
  • Equal Employment Opportunity Act-Title VII (EEO)


Employers with 20 or more employees:

  • Comply with all above and
  • Age Discrimination in Employment Act (ADEA)
  • Consolidated Omnibus Budget Reconciliation Act (COBRA)


Employers with 25 or more employees:

  • Comply with all above and
  • Drug Free Workplace Act (if Federal Contractor >$25k)


Employers with 50 or more employees:

  • Comply with all above and
  • Executive Order 11246 (Affirmative Action Plan ,AAP, mandated for Federal contractors >$50k)
  • Family Medical Leave Act (FMLA)


Employers with 100 or more employees:

  • Comply with all above and
  • Worker Adjustment Retraining Notification Act (WARN)


Additionally, in all states have unique Human Rights statutes protecting different classes if employees. For example in Montana it is unlawful for employers to discriminate on the basis of marital status. Montana also has the Wrongful Discharge Act which makes it unlawful to terminate an employee over the probationary period without cause. Puiggari and Associates Consulting Services can assist your organization in understanding and complying with its legal requirements.