Title VII of the Civil Rights Act of 1964 prohibits employment discrimination on the basis of race, color, religion, sex, or national origin. This means that HR principles, such as equal opportunity, non-discrimination, and fairness, must align with these legal requirements to ensure that employees are not discriminated against on the basis of protected characteristics.

HR principles of fairness and equal opportunity must align with Title VII employment laws during the recruitment and hiring process. This includes ensuring that job postings do not contain discriminatory language or requirements, and that job applicants are evaluated based on job-related criteria and not on discriminatory factors.

HR principles that support employee development and training must be designed in compliance with Title VII employment laws. This means that training programs should be inclusive and accessible to all employees, regardless of their race, gender, or other protected characteristics.

HR principles of fairness and confidentiality must align with Title VII employment laws during the handling of complaints and investigations related to discrimination or harassment in the workplace. This includes following established procedures for reporting and investigating complaints, as well as protecting the confidentiality of employees who report or participate in investigations.

HR principles that support employee accommodations must align with Title VII employment laws related to reasonable accommodations for employees with disabilities or religious beliefs. This includes providing reasonable accommodations to employees who need them, and engaging in an interactive process to determine appropriate accommodations.

The Fair Labor Standards Act (FLSA) sets minimum wage, overtime pay, and child labor standards for employees. HR compliance principles should ensure that all employees are paid at least the minimum wage and are appropriately compensated for any overtime work. It is not your title that exempts you from overtime pay.  In many instances, ‘Technicians’ and ‘Managers’ (mostly in the retail and food services industries) are misclassified, allowing the company to avoid paying overtime wages.

The Family Medical Leave Act (FMLA) requires employers to provide eligible employees with up to 12 weeks of unpaid leave per year for certain family or medical reasons. HR compliance principles should ensure that employees are aware of their FMLA rights and that the company is in compliance with the law when approving or denying FMLA leave requests.

Employees who return to work with restrictions or limitations to perform the essential duties of their job, are entitled to adjustments to their work/job. This includes providing reasonable accommodations to employees who need them, and engaging in an interactive process to determine appropriate accommodations.