TRSA Webinar Details HR Best Practices
Targeted News Service |
More than 90 textile services executives recently listened in on TRSA's April webinar titled "The Financial and Legal Pitfalls of People Management." The webinar, hosted by
In addition, the presentation discussed best practices on how to comply with these laws in order to stay out of the crosshairs of two federal enforcement agencies: the
Title VII of the Civil Rights Act of 1964
Equal Pay Act
Age Discrimination in Employment Act
Americans with Disabilities Act
Fair Labor Standards Act
Family and Medical Leave Act
Civil Rights Act of 1991
Affordable Care Act
The EEOC and the DOL focus their respective enforcement powers mainly in two areas. The former responds to discrimination complaints, while the latter prosecutes violations of other workplace rules, such as those governing overtime. The EEOC's mandate includes pursuing charges dealing with race, age, sex, national origin, religion, disability, genetic information and retaliation charges, while the DOL Wage and Hour Division handles complaints regarding the Fair Labor Standards Act (FLSA), Family and Medical Leave Act (FMLA), and retaliation charges.In 2013, the EEOC secured
Kulchin then outlined a series of best practices for textile services companies to follow in order to comply with EEOC and DOL regulations. Best management practices to stay in compliance with the EEOC include:
Enforce your company's EEOC policy
Provide EEO training at all levels
Provide additional EEO training for management
Promote a workplace of respectful communication
Enforce fair and consistent administration of policies
Take immediate action to stop inappropriate conduct Document your actions
Document differences in pay
Follow the "60 Minutes Rule"-- if you wouldn't do it or say it on 60 Minutes, then don't do it, say it, or allow it to be said or done in your operation
Don't retaliate against employees
In order to comply with DOL requirements, laundry operators should implement the following workplace policies/procedures:
Train your management and payroll administrator on the FLSA
Accurately classify employees based on duties--exempt vs. nonexempt
Document exempt classifications
Don't allow comp time, make-up time or work off the clock
Pay for all work performed
Know the FMLA requirements
Don't jump to conclusions about employee actions; follow established policies
Require documentation and give employees ample time to produce documentation
Run on a rolling calendar year
Run paid time concurrently
Don't retaliate against employees
For laundry operators, the bottom line is to focus on continuing compliance, while also maintaining insurance coverage as a contingency should things go awry. "Our best advice on protecting yourself against the cost of employee lawsuits is to follow these best practices and to make sure you purchase and keep up your premiums on your employment practices liability insurance," Saliba said.
Join TRSA next month for a driver safety webinar hosted by
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