What are the legal requirements for hiring employees in Georgia?

As a lawyer, I can advise that there are several legal requirements for hiring employees in Georgia. These requirements include:

1. Non-Discrimination: Employers cannot discriminate on the basis of race, color, religion, national origin, sex, age, disability, or genetic information in the hiring process. This is required by federal law (Title VII of the Civil Rights Act of 1964 and the Americans with Disabilities Act) and the Georgia Fair Employment Practices Act.
2. Verification of Work Authorization: Employers are required to verify the work authorization of all employees through the completion of a Form I-9. This is required by federal law (Immigration Reform and Control Act) and failure to comply can result in significant fines and penalties.
3. Minimum Wage and Overtime: Employers are required to pay their employees at least the minimum wage as set by federal and state law, and to pay overtime for any hours worked in excess of 40 hours per week. In Georgia, the minimum wage is currently $7.25 per hour, which is the same as the federal minimum wage.
4. Workers' Compensation Insurance: Employers must carry workers' compensation insurance to cover employees who are injured or become ill as a result of their work. This is required by Georgia law, and failure to comply can result in significant fines and penalties.
5. Child Labor Laws: Employers must comply with federal and state child labor laws, which restrict the hours that minors can work and the types of tasks they can perform. In Georgia, minors under the age of 16 are limited to working certain types of jobs and hours, and must obtain a work permit.

Employers should also be aware of potential limitations and exceptions to these legal requirements. For example, there may be exceptions to the minimum wage and overtime requirements for certain types of employees, such as salaried workers who meet certain criteria. Employers should also be aware of any local laws or ordinances that may impose additional requirements or restrictions.

If an employer is unsure of their legal obligations, it is recommended that they seek the advice of a licensed attorney or a qualified HR professional. It is important for employers to comply with all legal requirements to avoid legal liability and ensure fair treatment of employees.