Tip 1 Know The Guidelines For Employee Overtime

Posted by rossmanlaw on March 26th, 2018

If your business hires employees, you need to know federal law requirements for hourly employees. Recent changes to federal law will be effective December 1, 2016. First you need to find out if the overtime law applies to your workers. Exemptions used to apply to salaried employees and to those who have administrative or executive positions—but this is no longer the case. Now, employees who earn less than ,000 a year may qualify for employee overtime. If this law applies to your employees, institute a system to keep track of employees’ hours on the job.

Tip 2. Protect yourself from personal injury lawsuits.

Did you know that your business could be held responsible if one of your employees gets injured while on the job? Safeguard yourself against this occurrence by getting worker’s compensation insurance for your business. Read up on any common safety issues that are common to your business type. Make sure your employees are all trained in how to stay safe in your workplace. When all else fails, a firm that specializes in personal injury law, such asRossman Personal Injury Law firm, can craft a strong defense for you. (We don’t do any worker’s compensation or personal injury defense work. We only do plaintiffs medical malpractice, plaintiffs serious personal injury and plaintiffs employment lawsuits. Plaintiffs are the individuals who are injured and filing

suit, not the company or persons defending the case. This last sentence needs to be removed.)

Tip 3. Know what constitutes harassment.

It’s not enough for you to mind your Ps and Qs. Your employees need to be in line as well so that you aren’t at risk of a hostile workplace environment lawsuit. (The problem with this sentence is that generally there is no such thing as a “hostile workplace environment lawsuit for bullying. The only lawsuit for a “hostile workplace environment” is when the “hostility” relates to any of the protected classes listed above. In other words, a hostile environment based upon one’s gender is actionable, but a hostile environment based upon the fact that one employee just doesn’t like the other is not actionable. As the linked article just relates to statistics relating to workplace bullying and is not intended to imply that such actions are the basis for a valid lawsuit, a better link would be here: https://www.eeoc.gov/laws/types/harassment.cfm ) Harassment can be qualified as being bullied due to race, sex, appearance, or some other characteristic. It can take the form of verbal or physical intimidation. Isolation and ignoring a worker can also be qualified as harassment. Any behavior that causes another to sustain emotional damage may be ground for a harassment suit. Protect yourself by providing workshops to your employees that teach proper workplace conduct and pass out handbooks that outline acceptable and non-acceptable behaviors.

Here Are 5 Tips That Will Keep

your business safe and prosperous.