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Even the smallest employer has certain employment laws and regulations to follow - even with only one employee. Move up to fifteen (15) employees and you have a few more laws/regulations to add to the mix, including Title VII of the Civil Rights Act of 1964. You know that one...it's the basis for non-discrimination laws and prohibits discrimination on the basis of race, color, religion, sex and national origin. (It also defines sexual harassment and is responsible for the Equal Employment Opportunity Commission.)
At twenty employees, please add two more to your list - particularly COBRA which requires you to provide terminated employees (and other classes or participants) the right to continue their health care benefits. Get to 50 employees and you've almost got the whole "nine yards" as they say. At this level, you need to be providing Family Medical Leave and, if you have government contracts, completing an Affirmative Action Plan. Finally, at 100 employees, you need to be sure to "WARN" your employees if you plan on any significant reductions in your workforce.
So, as you see, the size of your Company really does matter! Make sure you have the right size Human Resource expertise to help you maneuver through the appropriate regulations for your specific needs.
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