Davis-Bacon Act of 1931:
Basic Premise: Workers working on Federal contracts are entitled to receipt of wages equivalent to the prevailing wages paid for equivalent work. Usually the local union negotiated rate of pay is considered to be the "prevailing wage."
Impact on HR decisions: Employers who bid on, and receive, Federal contracts must be prepared to pay the prevailing union journeyman rate.

Social Security Act of 1935 as Amended:
Basic Premise: Unemployed and retired workers are entitled to government reimbursement. Employers MUST calculate, collect and pay the Federal payroll tax to the Federal government for all employees. Anyone whose work is controlled by an employer is an employee.
Impact on HR decisions: Employers must calculate, collect and pay FICA and unemployment payments for all employees. Contract employees MUST meet very strict guidelines. It is probably safest to hire contract workers from a temporary employment agency.

Walsh-Healy Act of 1936:
Basic Premise: Forty hours (40) is the standard work week for non-exempt employees.
Impact on HR decisions: Employers must be prepared to pay overtime to non-exempt employees who work more than 40 hours per week.

Fair Labor Standard Act of 1938 as Amended:
Basic Premise: Employers must pay all non-exempt employees at least the Federally set minimum wage, non-exempt workers must be paid at 150% the regular hourly rate when required to work more than 40 hours per week and children can not be overworked.
Impact on HR decisions: Employers MUST keep accurate records, must not employ children illegally and must be prepared to pay the required rates. Executives, administrative employees, professional employees and outside salespersons are "exempt" and DO NOT have to be paid overtime.

Equal Pay Act of 1963:
Basic Premise: Men and women must be paid the same amount when they perform equal work.
Impact on HR decisions: Employers must NOT discriminate in pay according to an employee's sex.

Employment Retirement Income Security Act of 1974:
Basic Premise: Retirees are entitled to the retirement money they and their employer have been saving for that eventuality.
Impact on HR decisions: Employers who offer a retirement plan MUST comply with the standards written into this law. Employers are NOT required to offer a retirement plan.

Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA):
Basic Premise: Employees who quit because of a "qualifying event" must be allowed to purchase health insurance at their former employer's group rate for a given number of months after separation.
Impact on HR decisions: Employers with more than 20 employees must be prepared to make this part of their severance package. Termination, reduction of hours, death of an employee, divorce or legal separation from an employee, eligibility of the covered employee for medicare benefits, or a child ceasing to be a dependent are considered to be "Qualifying Events."