KemLaw

Anyone who owns a business has known the struggles of managing a workforce. It’s not an easy task. And if you make mistakes – it can cost you dearly in a lawsuit.

So how should one treat their workforce to keep operations running effectively while avoiding legal battles that are costly and often major time drains?

Here are five steps to consider:

• Make sure every single employee understands company policies. It’s a good idea to sit down with each new staffer you bring in and go over your company employee handbook with them – explaining policies and answering questions. It’s also a good idea to have them each sign a form that acknowledges they have read the handbook. Always make company policies accessible to your staff.
• Labor laws, both State and Federal, change frequently. Be sure to stay abreast of all changes so that youcan continually ensure compliance..
• Create a very clear non-discrimination and harassment policy for your company – and adhere to at all times.  In Connecticut, you cannot discriminate on the basis of race, gender, age, national origin, sexual orientation , disability, religion, pregnancy status, veteran status, marital status and/or gender identity/expression .
• Don’t allow your employees to work off the clock. Your hourly, non-exempt workforce must be paid for every minute they work.
• Every hourly, non-exempt employee is owed overtime pay from their employer for every minute they work over 40 hours a week. Executive, administrative and professional level salaried employees with specific duties are exempt from the payment of overtime.

If you run a business and want to have policies in place that protect you from costly legal actions by your employees, consider hiring an experienced law firm whose practice focuses on representing employers in employment-related matters. Doing so will likely save you both time and dollars.

The information provided above is made available by Kainen, Escalera & McHale, P.C. for educational purposes only. It is not intended to provide specific legal advice to your individual circumstances or legal questions. You acknowledge that neither your reading of, nor posting on, this site establishes an attorney-client relationship between you our law firm, or any of our attorneys. This information should not be used as a substitute for seeking competent legal advice from a licensed professional attorney in your state nor is it provided for the specific purpose of soliciting your business on any particular matter. Readers of this information should not act upon anything communicated in it without seeking professional counsel.