Employee Rights News You Can Use
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Date May 7, 2010
10 Ways Your Boss Can Make Your Day
Is Your Boss making any of these mistakes? Then you could be whistling all the way to the bank!
Most employee rights experts agree the following are some of the dumbest blunders an employer can make.
(1) Demote, cut pay, fire or any other adverse employment action without any prior employee performance evaluation.
This practice opens the door to all kinds of discrimination charges that may be easy for the employee to prove.
(2) Owner or manager changing what Human Resource decides should be done.
Here is an example. The IT manager has a proven history of discrimination against women employees. The Owner of the company tells HR not to recommend termination because he's "the only one that can do his job."
(3) Your company does not provide employment rights training for supervisors or managers.
This is probably the dumbest blunder of all!
(4) No system in place to deal with salaries, hirings, promotions, etc.
This is where the "good ole boy" and nepotism policies rule. Many unqualified, overpaid family members of owners, managers and golf buddies. This also leads to discrimination claims.
(5) Your boss says to you, "We don't pay overtime".
The U.S.(DOL) Department Of labor is serious about enforcing the rights of employees under the (FLSA) Fair Labor Standards Act
(6) Your company has poorly trained Human Resource personnel.
Job seekers and employees this is HUGE! Statistics show an amazing lack of basic HR knowledge.
I knew more about my (ADA) Americans with Disabilities Act rights than the HR person holding the title, "ADA Coordinator". NEVER assume your employer knows what its doing where your Basic Employee Rights are concerned. It's up to YOU to Learn Basic Employee Rights!
(7) Your Boss does not take Affirmative Action seriously.
Employers must have an Affirmative Action Plan in place to comply with federal law.
(8) Your boss harasses or threatens any employee complaining of discrimination or being treated differently versus co-workers.
This management attitude is very common. It is also very stupid because retaliation can be a lot easier to prove than the original employment violation.
(9) Your boss does not have a workplace violence prevention plan in place.
Any employer that is not taking the potential for violence at work seriously is asking for big time trouble. Under (OSHA) Occupational Safety & Health Administration guidlines, your boss has a legal duty to provide a safe and healthy working environment.
(10) Employers ASSUME we don't know our Basic Employee Rights!
Unfortunately, most job seekers and employees still are not aware they need to BE aware about their rights in the workplace. I'm dedicated to changing that through education, training and advocacy. Knowing Your Basic Employee Rights before during and after any employment is the best career invest you will ever make!
All The Best Always!
FLSA is pushing to be TOP DOG!
The Family Medical Leave Act (FMLA) is still the #1 Human Resource headache. However, coming on fast is wage and hour or the (FLSA) Fair Labor Standards Act. It appears most employers still don't have a clue about compliance. It also seems many others have an attitude of so what I'm NOT paying employees correctly.
Here are some eye opening results of recent lawsuits according to Attorney Christine Walters, SPHR an independent consultant with FiveL Company in Westminster, Maryland;
January 29, 2010--DOL announces "Workers to recover more than $1 million in
overtime back wages for 789 former and current employees" ($1,267 per plaintiff).
January 14, 2010--DOL will recover more than $1.8 million in back wages for
more than 500 employees ($3,600 per plaintiff).
December 15, 2009--DOL recovers nearly $1 million in back wages for 206
security company workers ($4,854 per plaintiff).
December 9, 2009--DOL recovers more than $1.7 million in back wages for about
workers ($425 per plaintiff).
As I said in this month's article, the Department of Labor is DEAD serious about wage and hour, FLSA enforcement. It is hiring more enforcement investigators to root out and punish violators. It is extremely important that you know and understand your employment classification. Recent statistics show more likely than not your employer may be underpaying you! Learn more about FLSA, exempt and non-exempt employees here;
Exempt and Non-exempt employees
Saying Yes To Success,
Yancey Thomas Webmaster
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Your Basic Employee Rights eNews is published the first week of the month, 12 weeks per year. From time to time we will publish special features that affect employees in the workplace.
Note: Any and all information provided within this
Newsletter/Ezine is for educational and general information purposes only. It is NOT INTENDED as legal advice. Please review this specific disclaimer;
Written by Yancey Thomas Jr.
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