Wage And Hour Compliance Costly Mistakes
In fact, that legislation spawned the appearance of mandated labor law posters in the workplace. Then, as additional labor and employment laws were passed over the decades, including the landmark Civil Rights Act of 1964 and then the Occupational Safety and Health Act (OSHA) in 1970, the posters began multiplying, and soon an entire labor law poster compliance industry was born, spearheaded in large part by Personnel Concepts in California, to this day still the industry’s premier provider.
W. Garnett & Associates
Human Capital Management
1-888-884-3910
The Fair Labor Standards Act (FLSA) – Hotels and Motels
The primary function of a hotel or motel is to provide lodging facilities to the general public. In addition, most hotels or motels provide food to guests and many sell alcoholic beverages. These establishments may also earn revenue from other activities such as valet services offering cleaning and laundering of garments for guests, news stands, and renting out rooms for meetings, lectures, trade exhibits, and weddings.
W. Garnett & Associates
Human Capital Management
1-888-884-3910
Survival Tips for Employers: Wage and Hour Violations
Employers who want to stay on the right side of the law must re-examine and manage their wage and hour practices. For employers in Maine, the task is especially challenging due to parallel – and sometimes inconsistent – state and federal wage and hour laws.
W. Garnett & Associates
Human Capital Management
1-888-884-3910
What Are The Rules Around FMLA Intermittent Leave?
Are you familiar with the FMLA Leave. The raucous chatter of the machines on the shop floor hushed as supervisor Phil Schwab ushered Betsy Morris into his office and shut the door.
Betsy felt uneasy. “I hope this won’t take too long. I need to get back to my machine.”
“You won’t have to worry about that any more, Betsy,” Phil said. “We’re terminating you, effective immediately. I’ve arranged to have your final pay ready down in the Payroll department.”
You can read the full article linked below.
http://rapidlearninginstitute.com/hric/intermittent-fmla-bogus/
W. Garnett & Associates
Human Capital Management
1-888-884-3910
FMLA Amended Again By The National Defense Authorization Act For 2010
On October 28, 2009, President Obama signed into law the National Defense Authorization Act for Fiscal Year 2010, Public Law 111-84 (”NDAA for 2010″). Primarily a defense appropriations law, the NDAA contains several amendments to the family military-leave provisions of the Family and Medical Leave Act (”FMLA”). Although no specific effective date is noted in the amendments, it appears these amendments went into effect upon President Obama’s signature and are the most recent in a series of changes to the FMLA.
You can read the full article linked below.
http://www.mondaq.com/article.asp?articleid=88676&email_access=on
W. Garnett & Associates
Human Capital Management
1-888-884-3910
Child-Labor Violations Filed Against Orem-based Western Wats plans to appeal the federal penalties of $552,750
Minors in the workplace will cause problems if not monitored. The department says the company violated child-labor provisions by employing 1,482 minors and not following the rules on wages and how many hours youthful employees are allowed to work. Three of the employees were 13; the rest were 14 and 15.
Link to the full article below.
http://www.deseretnews.com/article/705333266/Company-fined-over-child-labor.html
W. Garnett & Associates, HR Consultant
1-888-884-3910
After Cutting Staff, Can we Require Remaining Employees to Work Overtime?
We recently downsized our department. As a result, the additional workload has shifted to the employees who still have jobs. Can we force those employees to work overtime?
Link to the full article below.
W. Garnett & Associates, HR Consultant
1-888-884-3910
What Employers Need to Know About Workers Comp and New ADAAA
ADA, originally signed into law in 1990, prohibits employment-related discrimination against disabled employees and job applicants.
The ADAAA, effective January 1, 2009, substantially broadened the definition of who may attempt to seek protection under ADA, making it easier for an individual to establish “disabled” for ADA purposes.
Link to the full article below.
http://blog.reduceyourworkerscomp.com/?p=611
W. Garnett & Associates, HR Consultant
1-888-884-3910
Cancer in the workplace, What is Your Responsibility?
You have been diagnosed with cancer and you probably have no idea about what lies ahead in terms of treatment, how you will respond to it and whether you will be able to continue working. Working during treatment is a personal choice as the ability to do so varies greatly depending on the type of treatment undertaken and each person’s response to the potential side effects. Fortunately federal and state laws exist to protect cancer patients in the workplace including the Family and Medical Leave Act (FMLA), intermittent leave and the Americans with Disabilities Act.
Read the full article below.
http://www.examiner.com/x-16752-Nashville-Cancer-Examiner~y2009m8d14-Cancer-in-the-workplace
W. Garnett & Associates, HR Consultant
1-888-884-3910
A Deal’s a Deal: Good Settlements Prevent Subsequent litigation
Relatively few lawsuits—including discrimination and employment-related cases—are actually tried in a courtroom. In most cases, the parties reach a private settlement.
The entire article is linked below.
W. Garnett & Associates, HR Consultant
1-888-884-3910
