For example, the federal age discrimination law, ADEA, only applies to a business if it has 20 or more employees who worked for the company for at least twenty calendar weeks (in this year or last).
Now in some instances, that might not matter in Connecticut because Connecticut’s general anti-discrimination laws generally (with exception) apply to employers of three or more employees.
Why does this matter? Because there are some aspects of this federal law (and others) that don’t apply to small employers.
One prime example of this is the requirement that employers comply with the Older Worker Benefit Protection Act, which is part of ADEA. This law requires separation agreements to have certain conditions, including 21 days for the employee to consider the release. But employers who are under 20 employees are not covered by ADEA and thus don’t need to follow this particular legal requirement (even if it may still be a good idea).
Another area that this comes up is in FMLA coverage. Most people are aware that FMLA only applies to employers who have 50 or more employees.
But there is a secondary requirement that is often overlooked — that the employee asking for such leave be located in an office that itself has 50 or more employees within a 75 mile radius.
By way of example: Suppose an employer has 1000 employees, but only 25 located in Connecticut and there are no offices within 75 miles. An employee has a serious health condition; is the employee eligible for FMLA leave?
The answer is no. At least 50 employees must work for the employer within a 75 mile radius.
Employers should analyze whether the employee meets the 50 employee and 75 miles requirement when the employee gives notice that leave is needed. An employee who is deemed eligible for FMLA leave continues to be eligible for the next 12 months even if the number of employees drops below 50. To determine whether an employee is eligible, the distance is based on:the employee’s physical work site using surface miles over public streets, roads, highways and waterways by the shortest route; or if an employee has no fixed work site, the employee’s work site is his home base, the site to which he reports or the site from which his work is assigned.
Now, nothing prevents an employer from giving all of its employees FMLA-leave, but they’re not required to.
Thus, employers who are in various locations should be sure to look at all the employer-size rules to figure how where they are covered and how. Because size really does matter.