An employee handbook outlines the policies and procedures that sets a discipline plan or corrective action procedures that provides a ready referenced for new and experience employees when questions are asked relating to terms and conditions of employment

An employee handbook outlines the policies and procedures that sets a discipline plan or corrective action procedures that provides a ready referenced for new and experience employees when questions are asked relating to terms and conditions of employment. This handbook will review company policies and summarize policies and procedures.
Americans with Disabilities (ADA) became law in 1990 and prevents discrimination against individuals with disabilities. The law prohibits discrimination against qualified individuals with disabilities and discrimination in all employment practices. The ADA covers employment, state and local government and public transportation, commercial facilities, telecommunication relay services, and miscellaneous provisions. Some common examples of employer ADA violations include: recruitment, pay, hiring, firing, promotion, job assignments, training, leaving, lay-off, benefits, and all other employment related activities. This law can be violated by an example of an employer interviewing applicants for a new position that opened, and the employer determines that one of the applicants is the best qualified for the position but is hesitant to offer her the position because she disclosed that she has a hearing impaired. The employer violates the ADA if it refuses to hire her based on her condition that she needs hearing impaired and won’t be able to perform her job correctly by helping customers. Any person who believes that his or her employment rights have been violated with a disability and wants to file a claim against an employer must file a charge of discrimination with the EEOC within six months from the time of the incident. The ADA defines Reasonable Accommodation as a change or modification to the work environment or in the way things are customarily done that enables an individual with a disability to enjoy equal employment opportunities.
Age Discrimination in Employment Act (ADEA) protects employees and applicants who are at least 40 years of age from discrimination based on their age, with respect to the terms of conditions of employment. Employees may claim discrimination based on hiring, layoff, promotional decisions, poor performance and more problems often happen with layoffs and severance pay, retirement incentives and other benefits. For example, an employment applied for benefits in a workplace and because of his age they wanted him to pay more because they assumed he will be using more of the benefits then another employee who was younger than him. This violates the employee age discrimination by making the employee who is older pay more because of his age difference. To address the violation, the employee can negotiate with the employer using the company’s established grievance system to settle an agreement or file a charge with EEOC within 180 days of the discriminatory action.
There are many different types of harassment in a workplace. Workplace harassment is where a person is applying annoying behavior to another person and is performing offensive, intimidating, humiliating or threatening behavior to that person. The types of harassment may occur in a workplace by hostile, abusive or inappropriate behavior spreading gossip or false rumors about a person with an intent to cause the person harm. For example, an employee was asked by a supervisor to stay after work hours every day to complete their team tasks because of their unfinished work. The employee was told if he did not stay, everyone will know by tomorrow who was the one that ruined their team project. This ordered the employee to work after work hours and is threatened to work or the employee will be blamed at fault making the employee a victim. This type of harassment can be addressed to threat and be reported to anther supervisor or human resources to resolve the situation internally. If the employee is not satisfying or the situation does not stop, you can file a charge of discrimination with the EEOC.
Occupational Safety and Health Act (OSHA) was a law that passed in 1970 to establish the Occupational Safety and Health Administration in 1971. It insures that all working conditions for working men and woman are safe and healthy setting and enforcing standards and by providing training, outreach, education and assistance. Every worker has the rights to a safe and healthful work place to know and learn about hazardous chemicals, report injury to employer, complain or request hazard correction from employer, training, hazard exposure and medical records, file a complaint with OSHA, participate in an OSHA inspection, be free from retaliation for exercising safety and health rights. For example, an employee called to report a safety issue, but it was ignored, and the issue was still not fixed. The employee called OSHA with complaints and when asked if she reported the issue to her employer, she said she had several times and it was ignored. OSHA then filed the complaint as a high priority because of the multiple requests and investigate violating OSHA inspections. The approach can be used to be inspected and the safety issue would need to be documented.
Family Medical Leave Act (FMLA) is a law that guarantees qualifying employees up to 12 work weeks of unpaid leave each year with no threat of job loss. The act provides you with the right to take job protected leave with continued medical benefits when you need time off from work to care for yourself or a family member who is seriously ill, to care for a new born, or attend to a family member who is in the military. To be eligible for FMLA, you will need to work specific number of hours during the year. You must have worked for the state at least 12 months and 1,250 hours during the 12-month period. Eligibility is determined by your working hours up to your first day of leave. You can file your forms online or reach out to your Human Resource department. Also, your health care provider will be required to fill out the forms as well about your medial condition. Once you have everything filled out, you will then turn your papers in to your employer. Keep in mind that the amount of leave you can take are the 12 weeks employer limitation and 26 weeks for a military situation in a 12 months period. In addition, there is intermittent leave, taking different times or days and reduce leave, going from full time or part time. However, on any of these leaves, you must call to notify and verify with your employer. For example, this law can be violated if an employee fails to return to work from their FMLA and does not give any notice. The employee can be terminated.
Fair Labor Standards Act (FLSA) law passed in 1938, which governs minimum wage, overtime pay, record keeping, and child labor. Every employee is covered under the FLSA. The FLSA covers: overtime, minimum wage, child labor, equal pay, and record keeping. Violations that can be cause under this act is, failure to pay unauthorized hours worked, failure to pay for all recorded hours, and inaccurate records. If any of these violations are found, the employer is subject to pay back wages, can be fined, liquidate damages, and pay for attorney fees and costs. Retaliation is prohibited.
Equal Pay Act (EPA) is an act that forbids pay discrimination based on gender. An employee may not be paid a lesser rate than employees of opposite sex for equal work. Under the EPA, it requires that employers pay the same rates for all employees in the same field the same wage, regardless of sex if they have the same skills, effort, and responsibilities under the same working conditions. For example, a female employee was hired the same time a male employee was hired and was told she will be getting paid less because of her gender. This is being paid unfairly under the act because of your gender. Should this situation occur, you file a claim under the law or to EEOC.
Today technology has changed the way we live, work, and educate. We need technology to run our business and access our tools for our everyday use. For that, every work place should set a policy of acceptable use of their expectations because of concerns about security with your information and the risk of liability to others for problems as data theft, harassment, and false information within the work place. In fact, there are more advanced electronic devices these days with new sources that are being offered such as social media sites. To comply with the laws and safety, we advise that you use good judgement in all situations, be respectful; treating others how you want to be treated, be responsible and ethical; do not disclose any confidential information, work place discussions, post racial or sexually offensive language or graphics and talk bad about coworkers, customers, or anyone within the work place. Additionally, internet access will be limited in browsing to prevent such issues.
In summary, it is our intention to assure employees receive fair and equal treatment.