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50 Employees in Oklahoma

We have grown from 22 employees to over 40 in 3 years and plan to hit 50 employees next year. Other than FMLA requirements, are there any other changes that I should be aware of in Oklahoma?

Congrats for coming up on the magical 50 number!

The most notable law applicable to employers with 50 employees is the federal Family & Medical Leave Act (FMLA), as you mention.

It’s also important to be aware of your responsibilities under the Affordable Care Act (ACA), also still commonly referred to as Obama Care. Under the ACA’s shared responsibility provision, a large employer must offer affordable medical coverage to at least 95% of its full-time equivalent employees and their dependent children age 26 or younger or face penalties. An employer with at least 50 full-time equivalent employees on average is considered a large employer.

Most benefits brokers are already up to date on the law and its complexities. However, it’s still advisable to understand your responsibilities and ensure your benefit carriers are adhering to the law.

If you’re a federal contractor, you should also be aware of the Employer Information Report EEO-1 which requires specified employment data be submitted annually to the EEOC.

Of course, there are quite a few federal regulations that you should already be aware of such as the Fair Labor Standards Act (FLSA), Americans with Disabilities Act (ADA), Pregnancy Discrimination Act (PDA), Title VII of the Civil Rights Act, Age Discrimination in Employment Act (ADEA), the Consolidated Omnibus Budget Reconciliation Act (COBRA), National Labor Relations Act (NLRA) and Occupational Safety and Health Act (OSHA).

We couldn’t locate any Oklahoma state employment laws applicable to an employer with 50 employees.

It’s also important to mention that if you don’t already have an employee handbook now is the time to create one. An employee handbook is a comprehensive resource for employees ensuring they are aware of company policies including codes of conduct, timekeeping/pay/overtime, benefits, attendance, performance management, discipline, discrimination, harassment, retaliation, workplace violence, drug and alcohol abuse, smoking, complaints/concerns procedure, safety, and electronic communication. Employee handbooks can also ensure compliance with published statements requirements.

This entry was posted on Wednesday, September 30th, 2015 at 7:01 pm and is filed under
Labor Laws.
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