The Fair Labor Standards Act Information Sheet can be an indispensible tool for employers to disseminate knowledge to their employees about a law that has sway over most everything that deals with working and managing employees in the United States.
Translates from that high fallutin jargon into language that we can all understand, the Fair Labor Standards Act Information Sheet simply is way for you the employer to let your employees know their rights under the Fair Labor Standards Act. The Fair Labor Standards Act Information Sheet is just one more way to do so. The federal minimum wage poster, which is mandatory in all 50 states, also goes a long way to doing this.
But what sets the Fair Labor Standards Act Information Sheet apart is that it can be delivered to employees whenever and however you want them to get it. For instance, if you wanted to remind employees about their FLSA righs once a quarter, you could fold the Fair Labor Standards Act Information Sheet up into their pay envelope. The employees would then open the envelope to get their checks, but then also find the Fair Labor Standards Act Information Sheet and a quick lesson in their rights under federal law. A poster can’t do that.
Basically, what the Fair Labor Standards Act Information Sheet covers is such issues as the minimum wage and overtime regulations. The Fair Labor Standards Act also gets into issues of child labor, but unless you employ minors, those aspects of the law might not be important for you.
But surely all of your employees will have some stake in whether or not they get overtime pay, or how and when they can earn overtime pay. And if you run a small business or a retail shop, for instance, you might have employees interested in finding out their rights regarding minimum age.
The Sexual Harassment/Discrimination Information Sheet can not only make you look like the caring, considerate employer that you are. The Sexual Harassment/Discrimination Information Sheet can help you with compliance issues down the road in case an actual sexual harassment or claim of discrimination occurs at one of your work sites.
The simple truth is that the Sexual Harassment/Discrimination Information Sheet is important just for those reasons alone. One, you want to foster an open and tolerant workplace. It is longbeen suspected by sexual harassment experts that the opposite type of environment—an adversarial and cutthroat environment wrought with sexual and racial tensions—is a recipe for disaster.
And disaster can come in many forms. Your supervisors could be filtering out illegal and harmful messages to your employees, spreading prejudice and behavior that tends toward harassment and discrimination. Your hiring practices could stifle your best talent, or worse, alienate them to the point that they would consider legal action. Legal action, when brought in tandem with the punitive actions of the federal government, could lead to fines, huge legal bills, public embarrassment, or worse.
An environment full of trust and openness, free from prejudice or taunting, on the other hand, could serve to prevent such worst case scenarios. A Sexual Harassment/Discrimination Information Sheet can go the distance when it comes to one way to foster this environment. You could give the Sexual Harassment/Discrimination Information Sheet to new employees during the first orientation. You could insert the Sexual Harassment/Discrimination Information Sheet in your employment policy folder. You could even distribute the Sexual Harassment/Discrimination Information Sheet to employees on a regular basis as a flyer with their pay stubs.
Any way you use it, the Sexual Harassment/Discrimination Information Sheet could be definitely a tool for you take control of your work site environments, and foster the right kind of avoid discrimination and harassment.
It may sound funny to employers who don’t own warehouses or construction sites, who aren’t using heavy machinery regularly to move heavy materials and supplies around. Sure, the Mandatory California Forklift Poster doesn’t ring true if your running an office with cubicles and computers. And the Mandatory California Forklift Poster doesn’t affect you if you’re operating a restaurant full of busy wait staff and cooks.
But the Mandatory California Forklift Poster does make sense to employers who do oversee employees at construction or warehouse type settings where forklifts and other heavy machinery is being operating. It is actually state law in California for employers to post the Mandatory California Forklift Poster, and some federal laws put out by the Occupational Safety and Health Administration also dictate the posting of such notices.
But in particular, the Mandatory California Forklift Poster must go up in these work sites, simply to remind workers of the safe and proper way to operate forklifts and other heavy machinery. Sure, after years perhaps at the “wheel” of a forklift, many operators could run the heavy machinery with their eyes closed. But see, that is exactly where a little reminder doesn’t hurt.
It is for these “know it alls” that proper safety technique and the Mandatory California Forklift Poster might be a refreshing lesson for them. They might even exclaim, “Hey, I’ve been doing that wrong this whole time!” Or they may just shrug and continue to operate their forklift safely, as they have done for years.
Either way, you got their attention with the Mandatory California Forklift Poster and provided a quick safety lesson. And more importantly, by putting up the Mandatory California Forklift Poster at work sites where forklifts and other heavy machinery, you guarantee that the California safety inspectors won’t be writing you a fine anytime soon.
Sure, the big corporate boys can afford to get expensive human resource software packages that allow them to keep tabs on their 100,000 employees, and even the same software packages for medium employers don’t come cheap. So where does that leave your small and medium sized employers who don’t have the capital to be throwing into expensive computer programs that are only going to be outdated in a year or so?
That leaves us doing it the old-fashioned way, with good old paper and pen, and a few nifty tools like a 2007 Attendance Calendar. The 2007 Attendance Calendar can help you keep track of your employees, what days they’ve been in the work site, what days they took officially off for vacation or sick days, and what time they took off just because they didn’t feel like showing up that day.
If you’re an employer with attendance requirements that are relatively strict, you could even use the 2007 Attendance Calendar to keep tabs on who came in late what day, or who left early. But even if you are not the kind of employer to keep an eye over all of your employees’ shoulders, you could simply use the 2007 Attendance Calendar keep track of their personal and vacation days, as mentioned earlier.
The 2007 Attendance Calendar could even help you help your employees. Many times, and I’m sure you’ve experienced this, employees don’t even know how many days they’ve taken off so far in the year, or how many more days they have to take off—even though they’re the ones who are taking these vacations and personal days.
The 2007 Attendance Calendar can then help you to create your own handouts periodically, to keep employees up to date on how many days they’ve already taken off in the year, and how many more days they are allowed paid time off.
A Workers’ Compensation Information Sheet could be handy not only for your employees, but for you the employer as well. That’s because worker’s comp is one of the most pressing issues that employers face today, and it’s a very complicated issue to boot. The way that the system is set up, every state has its own workers’ comp rules, and some of them deal with very important parts of the process, such as reporting and employee fault.
But a Workers’ Compensation Information Sheet could help you keep updated and reminded about the particular rules that the state has where your work site is located. And you could distribute it to new employees during registration and in their employee policy handbooks. What’s more, every so often, you could use the Workers’ Compensation Information Sheet as a flier in their pay stub envelopes.
You might ask: how much detail can one simple Workers’ Compensation Information Sheet get into? Enough. How’s that for the short but sweet answer? The fact of the matter is that employees also need to be reminded of the basics of workers’ comp, too. This includes simply the fact that they are supposed to report any and all injuries and illnesses to their supervisor or you directly. That way, you can get them entered into the workers’ comp system as quickly as possible.
Another benefit to the Workers’ Compensation Information Sheet is that employees will then know that the workers’ comp system at your company is not antagonistic toward them. Workers’ comp has a bad name for employers and employees, and employees might not expect good treatment from your system because of this reputation, or even because of past experience they might have had with a former employer.
But a simple Workers’ Compensation Information Sheet can dispel this myth when it comes to how you operate workers’ comp.