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Labor Law Services from iBusinessSolutions
How Can We Help You Stay Compliant? Call 941-487-7275

Free Labor Law Compliance Posters

Every year we see drastic changes in labor law compliance from either the federal or state administration. Additionally, there are required labor law posting requirements that as well.

In January of 2016 alone, about 20 states scheduled labor law posting changes. This is why iBusinessSolutions provides our premier customers free All-In-One State & Federal Labor Law Posters.

Labor Law Compliance Poster

Labor Law Compliance (Payroll)

This is just a guide of some of the things iBusinessSolutions reviews and manages, included in our payroll services. This is not legal advice, and questions about labor laws should be discussed by calling (941) 487-7275 or reaching out to an attorney.

The United States Department of Labor established certain guidelines under the Fair Labor Standards Act in order to ensure a few common, basic things for their employees. Employees are guaranteed fair pay for the work that they do as well as a hazard-free work environment. Children under a certain age aren’t allowed to use hazardous equipment or work in a way that would cut into their school attendance. Adults will have to be guaranteed at least minimum wage and will get overtime for time worked over 40 hours.

According to the Department of Labor, overtime pay is one and a half times the rate of regular pay, and minimum wage is $7.25 an hour. Just because that is the federal minimum wage doesn’t mean that this is the same at the state level. Some states have raised the minimum wage in order to reflect the cost of local living.

 

Great News For Compliant Business

This is all great news for employees who work in these areas, especially those who work in low-wage environments. However, this is a little trickier for employers who want to make sure that they’re complying with the law. There is a total of 19 states that require employers to pay more than the federal minimum wage. Washington sits at the highest at $9.04 an hour. There is payroll processing software that can easily and efficiently calculate proper payroll for those employers who are worried about getting the amount correct.

More employees than ever are working remotely. As a result, employers need a way to accurately track these employees. Labor laws have also increased the pressure to have accuracy on all employee time records. There is a variety of demands that are increasing the need for accurate timekeeping when it comes to all employees–including mobile ones.

There are certain things to take into consideration such as at-will employment. This provides that either you or the employer can terminate employment at any time for any reason, as long as that reason is a legal one. An at-will policy will also state who has the authority to adjust employment agreements. At-will employment is assumed in every state except for Montana.

Anti-Harassment & Non-Discrimination Practices

There will also be anti-harassment and non-discrimination policies that prohibit harassment and discrimination among employees but also between the employer and employees. All complaints will be taken seriously and retaliation is expressly forbidden. You will also have multiple ways of reporting these violations as well as the information as to the penalties for these violations. The laws at every level of government will be reviewed when making up these policies.

Immigration law compliance requires that the company only hire those people who are authorized to work in the United States and that that verification be obtained before hiring an employee.

Employment classifications will mean that full-time, part-time, exempt, or non-exempt status be stated expressly before employment is agreed upon.

Leave of absence and time off benefits refers to the company’s procedures regarding vacation, holidays, sick, and other types of company leave that are legitimate. Employers can communicate the procedure regarding accrual and payout of unused vacation time at the time that you are terminated.

Meal and break periods will be established to provide for adequate breaks for such purposes as eating or simply taking a break, and this will be set at the federal level.

For timekeeping and pay, there must be an agreed upon method of recording time and the number of hours that were worked. There should be a policy on payday that lays out when paydays are, the ways that an employee can receive compensation, and what the procedure would be for if a payday falls on a holiday or any similar situation.

For safety and health, regulations would be put in place that require employees to report any work-related injuries immediately. There would also be regulations for employers to put in place a communication system for emergencies if, for example, the workplace deals with hazardous chemicals.

For company equipment and technology, there should be a regulation put in place notifying the employees that the company equipment and technology is to be used for company-related purposes and that there should be no expectation of privacy.

For employee conduct, attendance, and punctuality, there will be subroutines put into place that provide for employees to conduct themselves in a responsible and respectful manner at all times. There will be an agreed-upon regulation put into place for attendance and punctuality to ensure that all employees are at their workstations when they should be.

Risk of Regulatory Actions

There are also some methods of conduct that will put you at risk of regulatory action.

For instance, if you forbid employees from discussing wages amongst themselves, this will be in violation of federal labor law that allows, among other things, for employees to speak amongst themselves for the purpose of improving wages.

You also shouldn’t engage in blanket policies regarding criminal conviction history and hiring practices. It’s illegal to simply reject an applicant based on criminal conviction history. Instead, you should consider the type of crime it was, the rehabilitation efforts, and character references for the applicant.

You also can’t withhold pay until company property is returned. Employers have to comply with final pay guidelines even if company property has not yet been returned. If possible, it’s advised to get the company property back before letting the employee go.

The United States Department of Labor established certain guidelines under the Fair Labor Standards Act in order to ensure a few common, basic things for their employees. Employees are guaranteed fair pay for the work that they do as well as a hazard-free work environment. Children under a certain age aren’t allowed to use hazardous equipment or work in a way that would cut into their school attendance. Adults will have to be guaranteed at least minimum wage and will get overtime for time worked over 40 hours.

While this list isn’t exhaustive, it should give you an idea as to what labor law looks like and how compliance must be made.

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