By ComplyRight –
The issue of sexual harassment in the workplace continues to attract extensive media coverage, as more victims are empowered to report misconduct against them.
Since the start of 2018 alone, the U.S. Equal Employment Opportunity Commission (EEOC) has filed or settled several high-profile sexual harassment lawsuits. Beavers’ Inc., which owns several Arby’s fast-food franchises, is among the latest companies to face the courts after the EEOC filed a lawsuit against them. The federal agency charged that the company broke the law when it subjected several teenage female employees at an Arby’s in Atmore, Alabama, to sexual harassment.
According to the lawsuit, an Arby’s team leader trainee repeatedly pressured young female workers to have sex with him, used sexually graphic language, and touched a female employee in an unwelcome and inappropriate manner. The lawsuit also revealed that, although these employees complained to supervisors and managers, Arby’s did not address the problem for several months until the harasser physically harmed one of the victims. (more…)
By ComplyRight –
Posting compliance is a lot more complicated than most people think. In fact, there are common misconceptions about this mandatory government requirement – even though it applies to every U.S. employer. Let’s look at the top three.
Posting Law Myth #1: Ignoring Posting Laws Carries No Risk
“Government fines are so small, it’s no big deal if we don’t post.”
“There are no poster police out there … so how would I even get caught?”
It’s not unusual for business owners to underestimate the importance of posting compliance or to think the risk is so minimal it doesn’t really matter. But this could get you in trouble.
First, when it comes to the fines, the amounts are steep — and they can add up significantly if you have violations at multiple locations. On just the federal level, fines can be more than $33,000 per location for posting violations.
On a state and local level, the government posting fines are typically between $100 and $1,000 per violation. (Each posting carries its own fines, because every agency and posting law is different.) (more…)
What to Keep and What to Toss (per Legal Requirements) –
Spring is right around the corner – the perfect time to refresh, reboot and get rid of anything that is bogging you down. How about your employee paperwork? Are all those dog-eared files and folders taking over your space … and your patience?
It doesn’t have to be like that! Here are some guidelines for organizing and purging your employee records legally and safely:
1) Build a better foundation
Whether you keep paper or electronic files, best practice is to maintain three separate folders for each employee: personnel, payroll and medical. Personnel files cover everything from job applications to performance reviews, payroll files include salary-related paperwork and time sheets, and medical folders hold documents such as health insurance forms, doctors’ notes and medical leave paperwork.
Store all records in clearly labeled folders – whether paper folders with quick-reference tabs or the consistent naming of electronic folders on your desktop. (more…)