Fair Labor Standards Act (FLSA): Federal law governing wages, overtime pay, and working hours for employees. Essential for determining compensation structure and work scheduling.
Federal Insurance and Tax Requirements: Includes FICA (social security and Medicare) and FUTA (unemployment tax) requirements that must be addressed in employment contracts.
Americans with Disabilities Act (ADA): Federal law ensuring workplace accommodations and non-discrimination for individuals with disabilities.
Equal Employment Opportunity Laws: Federal regulations prohibiting workplace discrimination based on race, color, religion, sex, national origin, age, disability, or genetic information.
State-Specific Employment Regulations: Various state laws covering minimum wage, overtime, meal breaks, workers' compensation, and unemployment insurance specific to the state of operation.
Industry Certification Requirements: Professional certification standards (such as ACE, NASM) and maintaining valid certifications as a condition of employment.
Liability and Risk Management: Professional liability insurance requirements, injury prevention protocols, and emergency response procedures necessary for the fitness industry.
Intellectual Property Protection: Provisions for protecting training programs, methods, and client lists, including non-disclosure and non-compete clauses where applicable.
OSHA Compliance: Workplace safety regulations and standards, including equipment safety and health protocols.
Employment Classification: Clear definition of employment status (employee vs. independent contractor, full-time vs. part-time) and associated benefits eligibility.
Privacy and Confidentiality Laws: HIPAA compliance, client confidentiality requirements, and data protection measures for handling sensitive health information.
Immigration Compliance: Immigration Reform and Control Act requirements including I-9 verification of employment eligibility.
