What steps do I need to take as an employer in Georgia to comply with state and federal labor laws?

As an employer in Georgia, there are several steps that you need to take to comply with state and federal labor laws. These laws regulate various aspects of the employment relationship, including minimum wage, overtime pay, workplace safety, discrimination, and harassment. Below are some specific requirements that you should follow:

1. Minimum wage: Georgia's minimum wage is $7.25 per hour, the same as the federal minimum wage. However, certain localities in Georgia have adopted higher minimum wages that employers must comply with. For example, the minimum wage in the city of Atlanta is currently $15 per hour, effective July 1, 2020. Make sure to check the minimum wage requirements for your locality to ensure compliance.
2. Overtime pay: Under federal law, non-exempt employees (those who are not exempt from overtime pay) must receive overtime pay at a rate of at least 1.5 times their regular rate of pay for all hours worked over 40 hours in a workweek. Georgia does not have its own overtime law, so employers must follow the federal law.
3. Workplace safety: Employers must provide a safe and healthy work environment for their employees under the Occupational Safety and Health Act (OSHA). This includes providing appropriate safety equipment and training, identifying and addressing potential hazards, and maintaining records of workplace injuries and illnesses. Employers must also comply with Georgia's Workers' Compensation Law, which requires them to provide workers' compensation insurance coverage to their employees in case of work-related injuries or illnesses.
4. Discrimination and harassment: Employers must comply with federal and state laws that prohibit discrimination and harassment based on protected characteristics such as race, sex, age, religion, national origin, disability, and genetic information. Employers must also provide reasonable accommodations for employees with disabilities or religious beliefs. Employers should have an anti-discrimination and anti-harassment policy in place and should train their employees on these policies.

In addition to the above requirements, employers must comply with various other federal and state laws related to employment, such as the Family and Medical Leave Act (FMLA), the Equal Pay Act (EPA), and the Fair Labor Standards Act (FLSA). It is important to consult with an experienced employment law attorney to ensure compliance with all applicable laws and to address any specific issues pertaining to your business.

Limitations and exceptions to this advice will depend on the specific circumstances of each case. For example, exemptions to overtime pay may apply to certain employees who meet specific salary and job duties tests, such as executive, administrative, or professional employees. An attorney can advise you on the proper classification of your employees and any applicable exemptions.

In conclusion, ensuring compliance with state and federal labor laws is crucial for employers in Georgia. Employers should establish policies and practices that reflect these laws and consult with an attorney when necessary to maintain compliance.