雇用機会均等法/雇用平等法 EEO = Equal Employment Opportunity
アメリカで従業員を雇用する際の基本事項であり、これに違反し従業員から訴えられると、多額の賠償金を払うのみならず、企業にとっても大きなダメージとなる。アメリカのEEOは日本の雇用機会均等法とは違ってはるかに複雑で多岐に渡る。時には日本の人事とは全く違う方法で対処しなければならない。

雇用機会均等委員会 EEOC = Equal Employment Opportunity Commission
米国連邦政府直轄の行政機関で、EEOの違反を取り締まっている。州によってEEOに関連する法が存在し、取り締まりの基準にも違いがある。原則的には労働者から何らかの訴えがあって初めて雇用者を調査する方法がとられている。違反行為が認められれば、該当労働者の復職、給与補償、弁護士費用の支払いなどの命令が下されたり、同機関の監督下で社内人事体制の強化や是正が求められたり、また裁判に持ち込まれることもある。EEOCの調査員による査察が実施された場合に、それに対する反証できるよう書類を管理しておくこと。

主な連邦労働法リスト

■ １名以上の現地採用従業員を雇用している企業に適用される連邦法
  Fair Labor Standards Act (FLSA) of 1938　公正労働基準法
  ・ For most industries, employers are required to pay Non-exempt employees at least minimum wage and time-and-a-half (1.5) for work beyond 40 hours in a week.
  ・ Sets standards to determine whether an employee should be classified as Exempt or Non-exempt.
  Equal Pay Act (EPA) of 1963* 　均等賃金法
  ・ Employers must give equal pay to men and women who perform jobs with equal skill and effort under similar conditions.
  ・ Pay differences are only acceptable if they are based on factors such as performance, seniority, quantity of work, but not on gender.
  Employee Retirement Income Security Act (ERISA) of 1974　従業員退職所得保護法
  ・ Requires companies to ensure that any retirement programs they offer include safeguards to make sure that employees receive what they are owed.
  ・ Prohibits employers from showing favoritism to employees for any benefits based on the size of their salaries.
  Occupational Safety and Health Act (OSHA) of 1970 　職業安全及び健康法
  ・ Employers must maintain a safe workplace; including, preventing unsafe conditions, teaching employees how to work safely, obeying the safety rules that apply to your business, and keeping certain safety records updated.
  ・ States enforce federal OSHA standards in addition to their own state laws.
  National Labor Relations Act (NLRA) of 1935　全国労働関係法
  ・ Employees have the right to self-organization, and to form, join or assist labor organizations, to bargain collectively through their own representatives.
  ・ Employer cannot interfere with, restrain, or force employees in their practice of collective bargaining.
  ・ Employer cannot interfere with, dominate, or discourage participation in any labor organization.
  Uniformed Services Employment and Reemployment Rights Act (USERRA) of 1994
  ・ Requires employers to allow employees to serve in the US uniformed services if the employee meets several requirements.
  ・ Employees are entitled to job restoration in employment following service.
  ・ Employees cannot be forced to use their earned annual leave; they have the choice of using annual paid leave or unpaid leave.
   
■ ４名以上の現地採用従業員を雇用している企業に適用される連邦法
  Immigration Reform and Control Act of 1986　　国籍による差別禁止
  ・ Prohibits employers from making and employment-related decisions based on someone’s race, color, gender, religion, or national origin.
  ・ Prohibits employers from permitting harassment of an employee because of his/her race, color, gender, religion, or national origin.
  Pregnancy Discrimination Act* of 1978*　妊婦保護法
  ・ Covers employers of 15 or more people.
  ・ Prohibits employers from discriminating in all employment practices because of a pregnancy, including childbirth and related conditions.
  ・ Prohibits employers from permitting discriminating against someone because of pregnancy, childbirth or related conditions.
  Americans with Disabilities Act (ADA) of 1992* 米国人障害者法
  ・ Prohibits discriminating against a disabled person who can perform the job’s essential job functions.
  ・ Employer must make ‘reasonable accommodations’ to meet the special needs of disabled applicants and employees who are otherwise qualified to perform the essential job functions.
  ・ ‘Reasonable accommodation’ means assisting the employee ? within reasonable measures ? to be able to perform the job’s essential functions. For example, the employee may need you to buy special equipment or to eliminate a duty that’s not essential to the position.
   
■ ２０名以上の現地採用従業員を雇用している企業に適用される連邦法
  Age Discrimination in Employment Act (ADEA) of 1967*　雇用年齢差別禁止法
  ・ Prohibits discrimination based on age against anyone 40 years of age and over.
  ・ Prohibits age discrimination in all employment practices, including hiring, termination, pay, promotions, benefits, etc.
  ・ Designed to promote employment of older persons based on ABILITY rather than age.
  Consolidated Omnibus Reconciliation Act (COBRA) of 1985　解雇及び退職した従業員の保険プラン継続を保護する法律
  ・ If a company offers health insurance, it must offer continued insurance for terminated employees and their spouses and children ? at their own expense ? for: a) 18 months after the employee resigns or is terminated and b) 3 years after he /she dies, divorces or separates from his/ her spouse.
   
■ ５０名以上の現地採用従業員を雇用している企業に適用される連邦法
  Family and Medical Leave Act (FMLA)　　家族休暇及び医療休暇法
  ・ Requires employers to provide up to 12 weeks of unpaid leave per year for any one of the 3 family or medical
    purposes listed below:
    a) to care for employee’s newborn child
    b) to care for a childe, spouse or parent with serious health condition
    c) to obtain treatment for and recover from a serious health condition that affects the employee’s ability to do the job
     

 

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