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osha-workplace-safety-training · 2 years

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OSHA Workplace Safety Training, Consultancy: PCS Safety, California

PCS Safety: Providing quality workplace safety services Company & training including OSHA training to public/private sectors in California and throught United States..

Cal OSHA safety training for Workers – cal osha training coursesA Mandate: The Cal OSHA training module ensures that cal osha safety training workers are eligible for workplace safety osha citation for their positions regardless of industry. Its Known as california safety training

osha citation response Importance of Safety Work Permit by PCS safety Inc - osha certification California A safe system of work permit is an effective vehicle for communicating critical safety information. Safe Lifting Poster- Employers are encouraged to post this guide osha license to help workers follow OSHA’s ergonomic compliance and meet OSHA’s mandatory training requirement.

osha 40 hours- 40 hour hazwoper

labor law posters california - First Aid Compliance for Your first aid training Workplace California Forklift Certification Requirements for Employers workplace first aid What is PSM – Process Safety Management Program, is it Important

Injury and Illness Prevention (IIP) Program Plan Kit : Under Title 8 of the California Code of Regulations (T8CCR) Section 3203, every California employer is required to have a documentable llness injury preventino program kit. At PCS Safety, Inc., osha injury and illness prevention program our Injury and Illness Prevention Plan Kit injury and illness prevention program osha will help you prepare and meet the legal requirements. The first step is conducting injury illness prevention program california the OSHA Inspections & Citation Representation, injury illness prevention program Citation & Appeals.

CAL-OSHA COMPLIANCE TRAINING

Cal OSHA Compliance Training : The Safety Program or Illness and Injury Prevention Program as required by Cal OSHA training requirements must encompass the following elements:

1)Compliance 2) Communication 3) Hazard Assessment 4) Accident/Exposure Investigation 5) Hazard Correction 6) Training and Instruction 7) Record-keeping Compliance is cal osha training courses something every organization with one or more employees must comply with all of the above-mentioned requirements. Cal OSHA Training materials (e.g., interactive videos, online training, and more) that address the topics required by OSHA, are vital documents that you need to prepare, as well as emergency response plans.

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jewellansing · 3 years

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How to Negotiate With an OSHA Compliance Officer

The US Department of Labor can give one of their inspectors with proper credentials a task to conduct an OSHA compliance test at your local office. Most of the small shop and business owners feel confused and overwhelmed when one of the OSHA officers arrive at their place. However, there is always a reason for a compliance officer to visit and do an inspection of the site. They may come to inspect one of the operations like heating and cooling measures. Usually, employers have the right to ask for a warrant before permitting them entry at their business area or jobsite. Employment Compliance Attorneys can help in finding more about violations and inspections.

Initial Talks with the Compliance Officer

In initial conference, you may ask for the nature of the visit and the extent of the inspection. If the inspection is because of an employee’s compliant, you can ask for its copy. Officers can edit this copy to conceal that particular employee’s identity. One of the employer’s representatives mostly accompanies these officers during inspections. This allows employers in knowing the problem closely and avoiding such future examinations.

Negotiating the scope of the inspection

A workplace, company, shop, store, or factory can be both very large and normal sized. It’s better to know if the complaint is about a specific area within the premises and whether it will remain confined to that area only. Mostly, inspections concentrate on particular areas and certain hazards. However, companies are suggested to be prepared for full inspections especially in case they don’t possess a safety program. Hiring employment compliance attorneys help in keeping the workplace in compliance with necessary labor and OSHA laws. You can also Contact- Tremiti LLC for professional help.

What Does a Compliance Officer Do at the Worksite?

Companies that work with ten or more employees are required to keep an OSHA log (OSHA form 300) which consists of injuries and illnesses recorded at the site. Frequently, OSHA compliance offers review and verifies these logs. They will probably ask for your hazard control and management program, check list of any hazardous materials you’re working with, and look for noticeable OSHA poster. Companies are also required to have an accident prevention program. When employers or companies fail to produce proper records and documents, they are charged heavily in fines. To avoid making a poor impression and bad outcome of the inspection, employers can work with law firms such as Tremiti LLC for professional assistance and legal help.

It would be beneficial to inform employees at the training stage about potential inspections and that they are all working in a safe workplace. During the training period, employers should give assurance of no retaliation to their employees for anything they say in front of officers or when they are interviewed about workplace conditions. Many employees feel intimidated and naturally, they say what compliance officers want to hear. To avoid that situation, employers can hire employment compliance attorneys who will help them training the employees properly and drafting clear guidelines.

#law #lawyers #bestemploymentlawyerswallstreetny #employmentlaw #bestlawyersinny #employmentcomplianceattorneyny

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aleishamurdock-blog · 5 years

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History of a Hershey’s Kiss 💋

What are the ingredients?

Milk Chocolate (Sugar, Milk, Chocolate, Cocoa Butter, Lactose, Milk Fat, Soy Lecithin, and Vanillin [Artificial Flavor]).

Where do they come from?

They source their cocoa from various growing regions around the world and have committed to use 100% certified cocoa by 2020. Most of the cocoa comes from West Africa. The milk is farm fresh from dairy farms within 100 miles of the factories. The sugar comes from sugar plantations across the southern US and around the world. The vanilla flavor is all natural and can come from various parts of the world like Madagascar. Lecithin comes from soy beans and is used to balance out the milk and cocoa butter and give it a better consistency.

What are the working and living conditions of the people who produce the cocoa?

With the majority of the global cocoa supply coming from Africa, the need for workers on plantations is always there, this has brought about the thriving business of child labor, slavery, and human trafficking across African borders. Many cocoa farms do not own the cocoa plantation and pay the land owner 50‐66 percent of each year’s crop. To keep costs low, farmers use their own family members as a source of labor. Hazardous conditions include applying pesticides, working with sharp objects like knives and machetes, working without safety equipment, and environments full of snakes, insects, and other dangerous animals. Although governments and corporations are aware of this problem, no accurate information, aside from estimates, exists regarding the true number of children working on cocoa plantations. The amount workers are paid is typically not efficient to live off of despite efforts to change conditions and labor laws. In 2011, over 400 foreign students working for Hershey went on strike after Excel, one of the company’s sub‐contractors, mislead and underpaid them. OSHA later fined the sub‐contractor $283,000 for health and safety violations.

Are child laborers involved?

Children who work on cocoa plantations are usually somewhere between 12 and 15 years old but some are as young as 5 years old. The issues of child labor, human trafficking, and forced labor in West Africa have drawn the attention of many organizations, especially those who work directly with them. There are many different initiatives, laws, and other precautionary measures in order to reduce the use of children for cocoa farming in terms of manual labor. In Africa individuals under the age of 14 are not allowed by law to work within the business sector, which does not include family farms. This law does almost nothing when considering the large amounts of family cocoa farms and the ease of hiding non‐family laborers.

How is it produced?

Cocoa pods are harvested from trees. The cocoa pods are collected in large baskets, which workers carry on their heads to curing areas. At the curing area farmers remove the cocoa beans from their pods and they are fermented and dried. The dry cured cocoa beans are then packed into sacks for transport. The cocoa beans are transported in trucks by road to the Ghanaian port, where they are packed into containers. The Cocoa products are transported in trucks by road back to the port of Singapore.

How does the cocoa get to the market?

The Cocoa products are transported in trucks by road back to the port of Singapore. A container ship transports the Cocoa products by sea to the port of Melbourne. Truck’s transport the cocoa Products by road from the port of Melbourne to a manufacturing factory. Manufacturers use the Cocoa products as ingredients. These products are loaded onto palettes and into trucks. Trucks transport the products by road to a warehouse where orders are assembled. These orders are then loaded on to pallets and into trucks. They are then transported by Road to super markets and real outlets.

How are prices set?

Supply drivers tend to be the stronger influencer of chocolate’s price volatility. With cocoa being a main ingredient this is what price typically fluctuates on. Africa – primarily the Ivory Coast and Ghana – is the largest global producer of cocoa. Supply fluctuations are a result of a number of factors, from political and civil unrest to labor issues and the effect of weather, diseases and pests on crop yields. For example, long periods of dry weather are not conducive to cocoa bean growth, resulting in supply shortages. Others ingredients such as sugar, dairy products, nuts, corn sweeteners and energy (natural gas and fuel oil) are also necessary to produce chocolate products. The prices of these commodities are driven, for the most part, by the commodities market, which sets the price based on supply and demand levels and can result in varying levels of volatility on commodity prices.

What international corporations dominate the chocolate Trade?

The dominating chocolate trade corporations are Mars Inc., Mondelez International, Nestlé, Ferrero Group, Meiji Co., Hershey Co., Lindt & Sprugli, and Perfetti Van Melle.

Who regulates it?

TransFairUSA is what many companies use to regulate the trade of cocoa to make them seen as a better factory. Others trade through one of the two world exchanges, either the NYSE Euronext or the Intercontinental Exchange.

Where did I buy it?

I bought it at Target

How much profit does a store owner make on chocolate?

They can make between 30 and 48 percent profit.

How is chocolate marketed?

Chocolate is marketed in many ways through ads like posters, commercials on tv and youtube, amusement parks etc...

Are there hidden costs that are not included in the price you paid? (Consider underpayment of labor; environmental impact; government subsidies that are direct [to the company] and indirect [infrastructure such as roads, ports, bridges, and water systems]; and the healthcare costs created by the harvesting, transporting, processing, and eating of this food.)

Yes, there are many hidden costs included in the price the people who produce the cocoa don’t get paid nearly half the amount the chocolate costs and don’t get any benefits either including healthcare or insurance. Also the way the cocoa is transported and how much the transporters get paid is not sufficient. The cocoa is transported back and forth before it even makes it to the chocolate factories. Incorporating the price of shipping like that guarantees more hidden fees.

Now that you’ve gathered some information about the components of this chocolate bar, write its biography. Tell the story of its life from the farming of its ingredients to the production and consumption.

The process of a Hershey kiss begins with the production of the main ingredients cocoa, sugar, milk, and vanilla. Production of the cocoa spans several countries and companies. The cocoa is supplied 70 percent from Africa (Ivory Coast, Ghana, Nigeria, Cameroon).The harvest process is labor intensive and starts when the seeds (cocoa beans) are extracted by splitting the pod with a machete. After the beans have been extracted, they are laid out to dry in the sun for several days in order to acquire the flavor needed for chocolate. The beans are then packed into bags and sent out for shipment where it is changed to cocoa butter then gone through another phase to get to the factory. The vanilla is harvested mostly in Madagascar under better conditions but still not the best conditions. The sugar is brought from southern US mostly and the milk is harvested about 100 miles from the actual factory by cows that, Hershey says, are treated humanely. Once everything is shipped and produced to the fullest it is then shipped to the Hershey factory to come together as the famous chocolate. The Hershey kiss has a specific shape so it goes through the proper machinery to get to that shape. They then ship the chocolate off to stores like Walmart and advertise the chocolate through commercials on tv and posters in store which make the chocolate look deletable, often times referring to the name and having actors use the chocolate kiss as a way to get more customers. People then go and buy the chocolate and eat it.

Sources:

https://danielsethics.mgt.unm.edu/pdf/Hershey%20Case.pdf

https://yourbusiness.azcentral.com/profit-margin-expected-chocolate-24385.html

https://www.hersheys.com/en_us/our-story/our-ingredients.html

https://www.investopedia.com/articles/investing/071615/what-drives-price-chocolate.asp

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bgallen · 4 years

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Employee rights in an employee manual?

I was recently helping a business tidy up their employee manual. Now I have seen my fair share of employee manuals. I have signed a handful, I have edited a number of them, and I have imagined that all were similar to Netflix or Disqus. What I learned though, is that most handbooks are full of platitudes about how we only hire winners or “here at such-and-such we work hard,” we only hire passionate self-starters, this is the type of shirt you’re allowed to wear on Wednesdays (pink obviously), and no more than one piercing per ear. An employee manual should convey to the employee the core of who the company is as well as some benefits and expectations.

But, what if there was another section? A section dedicated to the employee’s rights? I have yet to see an employee manual that tells an employee what their rights are in regards to work. My dad and I were discussing this discrepancy recently and loosely began discussing ways that companies should begin inputting employee rights into their handbook. As someone who has spent a fair amount of my “work life” within the HR realm, I have an adamant belief that employees need to be well educated on their rights, I do also think that this is an area where an HR department can shine. HR is imperative to an organization, companies inherently cover their own backs often at the risk of exploiting their own employees. Not every state is a right to work state, all states are at-will but each state has nuances to that; the federal minimum wage is currently $7.25, in Michigan for example the minimum wage is $9.65 – the state will trump the federal in this case; in some states and then in some cities it isn’t legal to ask salary history. These are just a few employee issues.

This is partially due to my personality and partially because I’ve seen it abused far too often but I am not of the belief that a company is doing anyone a favor by hiring them. It is of a mutual benefit. A company employing you pays you a living wage and you in turn are able to learn, grow, and use your skills. Your employer doesn’t owe you a vending machine full of snacks and drinks, or an allotted amount of vacation days, or even health insurance (although, statistically this is always a benefit to a company to offer, as they should). BUT, nor do you as an employee owe a company more than the allotted hours that are in your contract, to be on call 24/7, you don’t owe them allegiance for time and eternity to only earn a watch, nor are you required to fill out forms so that they can receive “the best of” awards. Hanging posters from OSHA, the EEOC, and labor law posters are always required in break rooms or where all employees have access to see. But what I have found is that most employees pay little to no attention to those.

Perhaps putting some of the noteworthy rights in a handbook would be beneficial to all. I’ve seen manuals that instruct an employee to not leave their desk for any reason without permission from their manager (which begs the question, do you raise your hand to use the restroom like a child?) Yet, that same manual doesn’t instruct them to their right to certain timed breaks as required by state law.

Treating employees like the capable adults that most are, can only result in benefitting the company and growing the interests of the company. Would it not?

What are your thoughts? Would you include employee rights in a handbook?

If you assume that an employee should already know their rights, shouldn’t you also assume they know how to dress….so why would you not include one in an employee manual and include the other?

“An organization, no matter how well designed, is only as good as the people who live and work in it.” Dee Hock

#employeerights #Employees #hr #manuals #Employee Engagement #rights #themoreyouknow #helpful

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deannalynbunch-blog · 4 years

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Oregon and Federal Labor Law Poster-JULY 2020 UPDATE: This new version released July 2020 includes the following newly revised notices: Minimum Wage, Breaks and Overtime, Family Leave, Sexual Harassment and Domestic Violence Protection, Equal Pay, Sick Time, OR OSHA. Poster measures 24" x 36", is printed in color and laminated for durability.

#oregon and federal labor law poster #poster

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pregnancydiscrimination · 5 years

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Federal and California Employment Laws: A Review

There Is an expression at the California HR-world: in case you're able to afford human resources in California, you are able to handle human resources everywhere. California has the maximum employment legislation in the nation and they continue to grow, every year. This report gives a cursory summary of the two California, and national, employment legislation.

Federal Labor Laws

There Are basically 11 core legislation that are relevant to all organizations irrespective of size in the United States. They'll Be explained below:

1. FLSA - Fair Labor and Standards Act

2 & 3. Wagner and Taft-Hartley Acts (NLRA and Labor Management Relations)

4. Consumer Credit Protection

5. ERISA - Employee Retirement Income Security Act

6 & 7. FICA and Social Security

8. EPPA - Employee Polygraph Protection Act

9. USERRA - Uniform Services Employment and Re-employment Rights Act

10. IRCA - Immigration Reform and Controls Act

11. EEOC - Uniform Guidelines for Employee Selection

Nearly all companies in the United States are subject to such laws and in certain cases, California has added into them.

1. FLSA guides work hours and salaries. California has made alterations to FLSA unique to fractures, minimum wage and overtime.

2 And 3. Both of the Wagner and Taft Hartley Acts speech and govern marriage actions. Please be aware that the NLRA applies to all companies and the rights of worker behaviour, if or not a marriage is current or not.

4. The Consumer Credit Protection act covers use of credit advice and employment. Again, California has added to this.

5. ERISA covers retirement.

6 and 7. FICA and Social Security are about national deductions.

8. The use of polygraphs is significantly disappointed and prohibited in most cases. There are particular rules involved with the lawful use of polygraphs and the documentation needed.

9. USERRA addresses the rights of veterans and military individuals within the workforce.

10. IRCA has just upgraded the I-9 variant as of March 8, 2013.

11. Uniform Guidelines for Employee Selection (EEOC) address the hiring and interviewing of people.

Additionally, Employers must comply with legislation concerning workers' compensation, child labour Laws, worker safety-OSHA, Independent Contractors, Posters/Notices (Federal and State), and Privacy Laws (Federal and State).

California Employment Laws

In Addition to such legislation, California has its own comprehensive collection of regulations. The following applies to ALL California companies, irrespective of employee dimensions. The explanation of every law is beyond the scope of this guide, but it should offer HR professionals a principle to research some California-specific legislation they could be unfamiliar with.

Unemployment Insurance (EDD) New Employee Reporting (EDD) Parent's Leave for Children Suspended From School Crime Victim's Leave Disability Insurance- PFL/FTDI/SDI Military Leave Volunteer Civil Service Leave Election Leave Domestic Violence and Sexual Assault Victim Leave FEHA/harassment Kin Care Ralph Civil Rights Act (despise violence) Unruh Civil Rights Act (companies )

Laws Applicable Based on Employee Size

Neither Listing of job legislation is exhaustive. Employers are exposed to many different legislation and regulations, but they only apply certain employee thresholds. Below is a listing of legislation which apply in the next employee counts. California-specific legislation are mentioned with a *.

2 or more workers Cal-COBRA* Environmental Protection Agency 5 or more workers CA Discrimination Laws* Pregnancy Disability Leave (PDL)

15 or more workers Americans with Disabilities Act (ADA/ADAAA) Federal Discrimination Laws (Title VII) Pregnancy Discrimination Act (PDA) The Genetic Information Nondiscrimination Act(GINA) Organ and Bone Marrow Donor's Leave* Civil Air Patrol Leave* 20 or more workers COBRA The Age Discrimination in Employment Act (ADEA) Older Workers Benefit Protection Act (OWBPA) 25 or more workers Drug/Alcohol Rehabilitation Domestic Violence Leave: Medical Treatments* Literacy Leave* School Activities Leave* Military Family Leave* 50 or more workers Affirmative Action (Federal) Military Family Leave Family and Medical Leave Act (FMLA) California Federal Rights Act (CFRA)* Mandatory Supervisor Unlawful/Sexual Harassment training such as violent behaviour * Volunteer Firefighters Training* 75 or more WARN Act (Plant closings and layoffs) 100 or more EEO reporting demands

Leaves of Absence (holiday pay, sick pay, holiday ) aren't mandatory, but if provided, particular legislation apply.

This article was Meant to Offer a high-level overview of The vital employment legislation in California, and throughout the country. It's by no means exhaustive, and also a professional HR consulting company or employment specialist ought to be contacted with any queries or concerns.

According In Los Angeles since 1982, CPEhr supplies a comprehensive HR solution For little and midsize companies in California, and across the nation. Contact us to schedule a free human resources consultation.

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rayshafazand · 4 years

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Sample Blog Layout

Successful restaurant owners and operators don’t just provide great food. For food service and hospitality in particular, an essential part of the guest experience is the interaction with employees.

The people piece of the puzzle can be challenging for restaurants. Because of the complicated nature of human resources (HR) and the sprawling regulations surrounding payroll, HR and payroll can be a recurring headache for restaurant owners and operators.

Finding the correct approach to your payroll and HR requires expertise and knowledge of a complex labor landscape. Unfortunately, even small mistakes in payroll and HR can be costly for business owners. Learning the basics of restaurant HR and payroll can help you prepare a plan that works for your business.

Human resources and payroll overview

The restaurant industry has some unique characteristics that make payroll and HR especially difficult, such as a high turnover rate, ever-shifting scheduling, and varying wage and tip income regulations. In addition, in the age of social media, your labor practices and HR policies are under closer scrutiny than ever by both your employees and the public. There are some general areas to focus on when starting to audit your human resources information systems (HRIS) and payroll systems.

Tailor your hiring and recruiting practices

The restaurant industry is known for a high turnover rate, and constantly replacing employees can add up to a large cost for your business. The first step in reducing high turnover is to examine your hiring and recruiting practices.

How are you communicating with your potential new hires? Do they understand the expectations for the role? Are you qualifying candidates with prescreening interviewees and interview templates?

There are many moving parts to hiring and recruiting. Depending on the structure of your restaurant, your HR department may not be physically located at the restaurant, adding another layer of coordination.

An HR software solution can help you ensure all parties are on the same page by tracking applicants throughout the recruiting and onboarding process. You can also rely on time-saving tools, such as multiple-site job postings and automatic alerts.

Design an employee onboarding process

One key to keeping employees is to create an efficient and thorough onboarding process. The faster your new hires are up to speed, the faster they can be engaged in your business and supporting your team. Cultivating a library of tools for your new hires, such as company handbooks, checklists, and training manuals, can help you start off on the right foot.

Because new employees come with lots of required paperwork, an HR solution can also help you onboard new employees faster. Electronic onboarding, as opposed to paper forms, can not only take the stress off your HR team, but it can also make it easier for your new hire. With online forms like W-4, I-9, and E-Verify integrated with your restaurant accounting software, your onboarding process can be more efficient and less prone to errors.

Create a safe and respectful workplace

Your employees rely on you to provide a safe working environment. As such, your restaurant business must have an HR plan in place to proactively address any harassment complaints. Teaching your policies, training your managers, and educating your employees about your code of conduct can help you respond quickly and transparently to any complaints that arise.

Know your payroll and benefit requirements

Restaurant payroll is particularly challenging because hospitality employees may receive different kinds of compensation. The Fair Labor Standards Act (FLSA) is national legislation that regulates wages and hours worked for employees. On top of federal legislation, many states and localities have their own labor regulations. As an employer, you are required to keep track of compliance and meet all obligations, otherwise you can be liable for back wages, additional taxes, and penalties.

Here are some specific areas of payroll that you should be paying close attention to:

Wage and Hour Laws

While the federal minimum wage has stayed the same for almost the past decade, many states and municipalities have passed higher minimum wage rates. Your locality, state, and federal payroll regulations may all have differing requirements. Laws can vary about tip income, minimum wage, multi-pay rates, overtime, multi-rate overtime, and multi-location rules.

For multi-location or multi-state companies, running payroll and documenting compliance can be especially difficult. Since payroll processing can draw from multiple systems, such as point of sale (POS), accounting, and scheduling, integrations between all of your restaurant management systems are key to meeting your reporting challenges.

Ideally, your payroll and HR software integrates with your restaurant management systems to automate this complex process, even if you have locations in multiple states and localities.

Payroll Best Practices

When it comes to labor, as an employer, not only are you required to comply with payroll regulations, but you must also document your compliance. You must track everything from overtime hours to shift changes and time off, to avoid costly noncompliance mistakes.

To correctly run payroll, accurate record keeping is a must. Today, there are restaurant payroll & HR software solutions to help with record keeping and compliance obligations. A restaurant-specific system with built-in integrations can help you track the data specifically required for restaurants, such as tip income reports.

Navigating Payroll Taxes

All employers are responsible for withholding employee income taxes and the employee share of social security and Medicare taxes, reporting this information to the IRS. However, calculating payroll taxes for an hourly back-of-house worker differs from tipped employees. Restaurant owners are also obligated to ensure tipped employees report all tip income, keeping the records and filing reports needed for appropriate tax withholding.

With the varying wage earners in a restaurant, restaurant payroll taxes can quickly get complicated. Integrated payroll, POS, and scheduling systems allow for streamlined restaurant reporting software capabilities and can help you meet your payroll tax reporting obligations.

Understanding Workers’ Compensation

Federal and state governments have Workers’ Compensation programs that provide compensation to employees injured on the job. State laws can vary, so it’s necessary to stay up to date so you are not found in violation of any rules.

There are many potential safety issues in restaurants, from kitchen injuries to sanitation problems. Because legal fees, penalties, and payouts can be quite steep, it pays for your HR department to be proactively prepared for possible workers’ compensation issues.

Meeting Affordable Care Act (ACA) Requirements

Under the ACA, employers are required to offer full-time employees compliant health coverage and also file information about this offer to the IRS. Reporting is required for employers with 50 or more full-time employees and self-insured employers of any size. ACA defines full-time employees as those who worked an average of 30 hours or more per week for more than 120 days a year.

This complex reporting requires a robust data-tracking system to keep up with shifting restaurant schedules. Many restaurants store data from HR, payroll, time and attendance, leaves of absence, and health benefits in separate systems. All of this data must be extracted, aggregated, and consolidated to accurately report to the IRS. A payroll and HR system that’s integrated with POS, scheduling, and your benefits administration tool can help you accurately extract and aggregate data for IRS reporting.

Filings and Paperwork

Payroll and HR compliance comes with lots of different paperwork to file and regulations to follow. Here are some of the most common forms and requirements:

1. Labor Law Posters

The US Department of Labor (DOL) requires that some notices of labor rights be posted in the employee workplace. Check the DOL workplace posters page to understand which posters you are required to display at your business.

2. 8027 Tip Reports

If your restaurant employs more than 10 tipped employees, you are required by the IRS to use Form 8027 to report tip income. In addition, as an employer you can use this form to determine allocated tips for tipped employees. Your restaurant payroll software will automatically track this information for easy IRS reporting.

3. OSHA Logs

The Occupational Safety and Health Administration (OSHA) law requires employers with more than 10 employees to keep an annual log of reportable work-related injuries and illnesses, called the OSHA 300 log. These reports include details about the incident, the employee, and any missed work. Some HRIS allow for this data to be tracked in the solution for easy reporting.

4. ServSafe Certifications

ServSafe is a safety training course specifically designed for the food industry, accredited by the American National Standards Institute (ANSI). Some municipalities or restaurants require this certification for their management or employee-level positions, because it verifies basic food safety knowledge.

5. Bartender Licensing

Some localities may require a bartending license or certificate to serve alcoholic beverages, although this requirement varies by state or municipality. This bartending licensure generally requires taking a licensing program that is approved by a regulatory board.

Conclusion

Restaurant HR and payroll can be complex, but with an understanding of the basic concepts, you are better equipped to meet any new challenges. Once you are able to set up thorough, functioning payroll and HR systems, you can spend more time focusing on what you need to: running your business. If you’d like to know more about solving the challenges of restaurant payroll, download the free guide, Ultimate Guide to Payroll for Restaurant Operators.

Restaurant365 incorporates Payroll + HR software, scheduling software, accounting software, restaurant inventory management software, and restaurant operations software into an all-in-one, cloud-based platform that’s fully integrated with your Point-of-Sale system, as well as to your food and beverage vendors, and bank.

The post Sample Blog Layout appeared first on Restaurant365.

from Restaurant365 https://www.restaurant365.com/old-blog-posts/sample-layout/ via IFTTT

#Restaurant365

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indentifyperson · 4 years

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Compliance Posters of America

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Keeping up with state, federal, and OSHA posting requirements has never been easier. Visit us at www.CompliancePostersOfAmerica.com

Our mission is to help employers comply with Government-mandated requirements to display on-site posters that communicate the latest labor law and workplace safety updates. These compliance posters of America are necessary to protect employee rights and ensure that the employers avoid potential lawsuits or unforeseen fines during audits and inspections.

#compliance posters of america #labor law posters

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unixcommerce · 5 years

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Quiz: Do These 10 Labor Laws Apply to Your Small Business?

Running your business and making a profit are challenging enough. But you also must be aware of labor laws that apply to your small business. In this quiz we test your knowledge about laws that could affect small businesses like yours.

In the United States Several well-established labor laws go back decades. Originally most were designed to protect workers. There’s a silver lining for businesses. Yes, compliance can occasionally feel tedious, but step back and look at the big picture. Reasonable laws give us certainty. There’s less guesswork. They level the playing field and provide a framework for you to operate a safe, productive and respectful workplace.

The labor laws and regulations start at the Federal level, including the Fair Labor Standards Act (FLSA). But there’s a whole patchwork of state labor laws, too. Even cities may have employment ordinances.

See how much you know about these labor laws – take the quiz!

Quiz: Labor Laws That Apply to Small Business

Results

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#1 I must provide a safe workplace for employees, true or false?

True

False

According to Employer.gov, “You must provide a workplace free of known health and safety hazards and comply with certain safety standards, rules, and regulations, which may vary depending on your industry and nature of operations. Your employees have the right to refuse dangerous work, provided certain conditions are met.”

OSHA is the main law that covers most employers, but other laws may apply to specific industries (e.g., mines). Also, 22 states have their own occupational safety divisions which are monitored by OSHA. Read.

#2 How much is the hourly minimum wage under U.S. Federal law?

$15.00

$11.00

$7.25

$3.00

Under U.S. Federal law, the minimum wage an employer can pay employees is $7.25 per hour.

Tipped employees may have lower hourly rates; however, their combined average tips and wage must equal the minimum.

Keep in mind that 30 states (including the District of Columbia) and some municipalities like New York City require a higher wage than the Federal minimum. A state map of minimum wages can be found at the Department of Labor website, here.

#3 Hourly workers who work overtime are entitled to double their rate of pay – true or false?

True

False, mostly

Under the Federal Fair Labor Standards Act, hourly workers who work more than 40 hours in a week are entitled to time-and-a-half (in other words, one and a half times their regular pay rate) for overtime hours.

State laws may require a different overtime rate. For example, California requires overtime of twice the rate of pay for any hours over 12 in a day.

#4 Is my small business required to display posters advising workers of labor law rights?

Yes, for certain laws

No, small businesses are exempt from all poster requirements

The correct answer is yes, you must display posters if the law requires one and if it applies to your type of business.

The Department of Labor has a helpful poster advisor tool to tell you which posters you must display. There are also state laws that could apply.

#5 Can kids under age 14 be employed?

Yes, always

Only for limited types of jobs

No, never

Yes, kids under 14 can be employed, but only under limited circumstances. Children under age 14 are permitted to:

deliver newspapers,

babysit,

work as an actor or performer,

work in a business owned by their parents, or

do limited agricultural work.

Other exceptions may apply, but those are the most common. Hours are greatly restricted, and work may not interfere with schooling. This is under Federal law. State laws may impose further limitations.

#6 A teenager aged 16 or 17 is limited to 8 hours of work a week, true or false?

True

False

In general this is false.

Under Federal law, teenagers between 16 and 17 have no restrictions on the number of hours they can work.

Some state laws restrict hours. But even those generally allow more than 8 hours a week. For example, the State of Washington limits 16-17 year olds to 20 hours a week — and more when school is not in session.

Always check the laws in your state.

#7 Is there a minimum age for when my minor kids can work in my business?

Yes

There are no minimum age restrictions under Federal law. But please put your child’s health and welfare first.

Also, other legal restrictions still apply. For example, your minor children cannot work in your business if you are engaged in a hazardous industry. State laws may also apply. Read more.

#8 Is a small business required to offer family leave to employees?

Yes, all businesses must offer family leave

Possibly, depending on your location and size

No, never

The correct answer is: possibly. It depends on the size of your business and where you are located.

Under U.S. Federal law you must offer family leave if your business has 50 or more employees. However, some states and a few municipalities require family leave even by smaller businesses.

What’s more, this is an area of the law that is rapidly changing. So it’s important to stay abreast of laws in your area. Read more.

#9 Am I required to hire a disabled person even if someone else is better qualified?

Yes

The correct answer is, no. You are not required to hire a disabled person if someone else is better qualified — as long as you do not base your decision on the disability.

However, Federal law will not permit you to discriminate against a disabled person.

Also, if a disabled person asks for a reasonable accommodation to do the job, you must give it.

The Federal law applies to employers with 15 or more employees. State requirements may apply to smaller employers.

Over 50 million Americans have disabilities. Many employers have found disabled employees to be excellent workers who contribute much to the workplace.

#10 Every business must use E-Verify to prove workers have the right to work in the U.S. – true or false?

True

False

False.

E-Verify is a good electronic system that can help you comply with the law. However, e-Verify is currently voluntary and not required except for government contractors or if required by state law.

However, as an employer, you are required to verify that you are hiring workers legally authorized to work in the United States. This means you must file Form I-9 and verify certain related information.

But whether you use e-Verify to help you in that process is your choice.

finish

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ecompaniesusa · 5 years

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Checklist for Forming a Corporation in Wisconsin

Wisconsin Incorporation and company registration.

Contact the Wisconsin Secretary of State to determine if the proposed corporate name is available for registration. The proposed name of your corporation must be “distinguishable upon the records” of the secretary of state. A name is not considered to be distinguishable from another name if the only difference is:

a) reversing of words (e.g., Fast Copy, Copy Fast);

b) use of Arabic numbers or Roman numerals (e.g., Jim’s Sales I, Jim’s Sales II);

c) use of possessives (e.g., Thompson Auto Body, Thompson’s Auto Body);

d) phonetic spelling (e.g., Quick, Kwik).

2) Determine the availability of the proposed corporate name in any other states in which the business will operate.

3) File the articles of incorporation with the Wisconsin Secretary of State, Business Services Division.

1) The name of the corporation must end with “Company,” “Co.,” “Corporation,” “Corp.,” “Incorporated,” or “Inc.”

2) The articles must indicate the corporation’s principal office—city, village or township, and county.

3) The articles must state the number of authorized shares that can be issued and their express terms. NOTE: The number of shares authorized determines the filing fee.

4) If the corporation plans to have an initial stated capital, it must be included.

5) You may appoint the initial board of directors in the articles.

6) The articles must be signed by all incorporators.

4) Incorporators, or the directors if named in the articles, should start a corporate minute book by acknowledging the filing of the articles and including the original of the filed articles.

a) Incorporators, or the directors if named in the articles, should authorize the issuance of shares.

b) The investors should sign a subscription agreement, the agreement in which the investor agrees to buy the shares for a given price.

c) The incorporators, or the directors if named in the articles, may set the value of noncash assets in payment of the subscriptions.

d) The incorporators, or the directors if named in the articles, accept the subscriptions.

e) The incorporators must give notice of the first shareholders’ meeting.

5) Consider electing a “Subchapter S” corporation status for federal and state tax purposes. See Sections 1362 et seq. of the Internal Revenue Code.

a) Use IRS Form 2553. File with the Internal Revenue Service Center, within the 16th day of the third month of the beginning of the tax year.

b) Shareholders and the corporation must file a notice of the subchapter selection with the Wisconsin Department of Taxation.

6) If the business will operate under a name other than its corporate name, a fictitious name must be filed with the Wisconsin Secretary of State.

7) Make sure your business complies with the Wisconsin securities laws. The most common exemption from the Wisconsin registration requirements for small businesses is a small business equity investment to ten or fewer investors. To comply with this exemption, the subscription agreement must include statements that:

1) the purchaser is aware that no market may exist for resale of the securities;

2) the purchaser is aware of any restrictions on the transfer of the securities, and

3) the purchaser declares that the purchase of equity is for investment purposes and not for redistribution. If there are non-Wisconsin investors, check with their resident state security regulator.

8) Make sure your business complies with federal securities laws. Registration is required unless an exemption is available. Following are the two most common exemptions for small businesses:

a) Intrastate exemption

b) Private placement exemption

9) Obtain the taxpayer identification number from the Internal Revenue Service. Submit Form SS-4. See the procedure set forth on the IRS website: www.irs.ustreas.gov. Note that any person filing a Form SS-4 other than a corporate officer must be designated as the Third Party Designee on the Form SS-4. To handle any other tax matters for the corporation, a person must also file Form 2848 with the IRS.

a) By filing the Form SS-4, the corporation is automatically pre-enrolled in the Electronic Tax Payment System.

b) By filing the form SS-4, the corporation will receive the IRS Circular E Employee’s Tax Guide – Forms for Payroll.

10) Take the following action at the first shareholders’ meeting or by written consent of all

shareholders.

a) Elect directors.

b) If the directors named in the articles have not done so, the shareholders should adopt

the code of regulations for the internal government of the corporation.

c) Consider adopting a close corporation agreement

d) Set value for any non-cash payments by investors to the corporation.

e) Consider adopting a shareholder’s buy and sell agreement.

f) Set the fiscal year for the corporation.

11) Take the following action at the first meeting of the board of directors or by written consent of all directors.

a) Elect officers.

b) Set up a bank account by adopting a bank-provided resolution.

c) Consider adopting benefit plans.

d) Consider adopting a group term life insurance plan (see Internal Revenue Code Section 79).

e) Consider adopting accident and health insurance plan (see Internal Revenue Code Section 105[b]).

f) Consider adopting medical reimbursement plan (see Internal Revenue Code Section 105[b]).

g) Consider adopting a death benefit plan (see Internal Revenue Code Section 101[b]). h) Consider adopting a Section 1244 plan. This allows the stockholders to take an ordinary tax loss rather than a capital loss if the business fails and the stockholders lose their investment (see Internal Revenue Code Section 1244).

i) Adopt a resolution for leasing business space.

j) Adopt a resolution for the purchase of any real estate.

k) Set compensation of key employees

12) Consider requiring key employees to execute employment agreements with covenants not to compete.

13) Issue stock certificates or transaction statements for paid shares.

14) Consider adopting policies about the following issues to protect the company, the directors and the executives:

a) sexual harassment;

b) non-discrimination;

c) trade secret protection;

d) company ethics (e.g., corporate gifts, anti-kickbacks);

e) email, computer and Internet use;

f) compliance with environmental laws;

g) compliance with the anti-trust laws;

h) compliance with the worker safety rules;

i) development of procedures to prevent the hiring of illegal aliens, and

j) political contributions.

15) Obtain the following posters to be placed conspicuously in the workplace:

a) Wisconsin Civil Rights;

b) Fair Labor Standards Act – Minimum Wage poster;

c) Employee Polygraph Protection Act – poster advising employees of federal rights when confronted by a request from an employer to undergo a lie detector test;

d) rights of employees under the Family and Medical Leave Act poster;

e) posted notice of the company’s anti-discrimination policy and anti-harassment policy (sex, race, national origin, etc.);

f) Federal Occupational Safety and Health Act (OSHA) poster (states the rights of employees under OSHA);

g) Federal Equal Employment Opportunity Commission poster;

h) Wisconsin Wage and Hour requirements poster

16) Apply for an income tax withholding agent. File Application for Registration as a withholding Agent, with the Wisconsin Department of Taxation.

Starting a new company in Wisconsin. Ecompanies USA offers fast & easy Wisconsin Incorporation, LLC and Business Name Registration services to domestic entrepreneurs and foreign companies wishing to operate in Wisconsin.

Wisconsin Incorporation Service

Wisconsin LLC Registration

Wisconsin Fictictious Name Registration

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declankhan · 6 years

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Regulations for Business

Businesses and companies operating in the U.S. must adhere to many levels of federal, state, and local regulations meant to balance the interests of business with those of the public as a whole. This section provides an overview of business regulations and information to help businesses become compliant, including links to important federal regulatory forms, state-specific links to information and contacts pertaining to licenses and permits, and a collection of links to important federal business regulations.

youtube

Business Compliance Lawyer

youtube

In addition to regulation of these issues by the federal government it is important to be mindful of the fact that states and localities may issue their own regulations on these and other topics that also require businesses within their jurisdiction to remain compliant with their terms.

youtube

Strip Club Laws and the Regulation of Sexually Oriented Business Sexually oriented businesses (SOB) such as a strip club, a sexually explicit theater, an adult video store, or other kinds of adult oriented businesses are subject to regulations above and beyond the typical regulations that all businesses are subject to. These regulations may severely restrict or ban activities significantly and are best considered well in advance of establishing a new business. Common regulations include – Zoning – Zoning laws impact many different kinds of businesses, but SOBs may be subject to additional restrictions that prevent opening an SOB close to a school or church, or ban SOBs from designated areas such as the downtown commercial district of a city. Zoning laws specific to SOBs are valid as long as they are intended to minimize the negative effects of these businesses.

youtube

Alcohol can be an issue – some local ordinances prevent the service of alcohol in certain kinds of SOBs. In Las Vegas, for example, topless clubs may serve alcohol, but fully nude clubs may not. Age Requirements – Most ordinances set a minimum age for patrons, frequently 18 years and older or 21 and older where alcohol is served. Nudity Rules – Some localities ban full nudity, require nipple or genital covering, or allow full nudity only if alcohol is not served. Contact with Patrons – Some regulations permit “lap dancing,” or other forms of limited contact, while others have strict distances that performers must keep between themselves and patrons. Licensing – Some jurisdictions require exotic dancers to register, maintain a valid license, and pass a background check in order to perform. Taxation can also be an issue.

Business Lawyer Free Consultation

When you need help with your business, call Ascent Law for your free consultation (801) 676-5506. We want to help you.

Ascent Law LLC 8833 S. Redwood Road, Suite C West Jordan, Utah 84088 United States Telephone: (801) 676-5506

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jackfracas1 · 6 years

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Regulations for Business

youtube

Business Compliance Lawyer

youtube

Business Lawyer Free Consultation

When you need help with your business, call Ascent Law for your free consultation (801) 676-5506. We want to help you.

Ascent Law LLC 8833 S. Redwood Road, Suite C West Jordan, Utah 84088 United States Telephone: (801) 676-5506

Ascent Law LLC

4.9 stars – based on 67 reviews

Recent Posts

Debts After Someone Dies

Trademarks and Business Names

Why Draining Your Retirement To Save A Doomed House From Foreclosure Before Filing Bankruptcy Is A Mistake

The Cook Islands Trust

Exercise, Eat Healthy, and File Bankruptcy

Joint Tenancy in Utah

via Michael Anderson https://www.ascentlawfirm.com/regulations-for-business/

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dinaskorts · 6 years

Text

Regulations for Business

youtube

Business Compliance Lawyer

youtube

Business Lawyer Free Consultation

When you need help with your business, call Ascent Law for your free consultation (801) 676-5506. We want to help you.

Ascent Law LLC 8833 S. Redwood Road, Suite C West Jordan, Utah 84088 United States Telephone: (801) 676-5506

Ascent Law LLC

4.9 stars – based on 67 reviews

Recent Posts

Debts After Someone Dies

Trademarks and Business Names

Why Draining Your Retirement To Save A Doomed House From Foreclosure Before Filing Bankruptcy Is A Mistake

The Cook Islands Trust

Exercise, Eat Healthy, and File Bankruptcy

Joint Tenancy in Utah

via Michael Anderson https://www.ascentlawfirm.com/regulations-for-business/

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mayarosa47 · 6 years

Text

Regulations for Business

Business Compliance Lawyer

The United States Department of Labor (DOL) regulates many business activities and “compliance” in a business context frequently refers specifically to the employer’s compliance with DOL regulations regarding to employer/employee relations and workplace conditions. Complying with DOL regulations requires following regulations and laws relating to – Wages & Hours Worked – Benefits: Health, Retirement, and Leave – Hiring Issues – Termination Issues – Equal Opportunity (think also of the EEOC) – Safety and Health In the Workplace (think of OSHA) – Whistleblower and Non-Retaliation Protections – Plant Closings and Layoffs – Unions and Union Members – Posters – Recordkeeping. In addition to regulation of these issues by the federal government it is important to be mindful of the fact that states and localities may issue their own regulations on these and other topics that also require businesses within their jurisdiction to remain compliant with their terms. Strip Club Laws and the Regulation of Sexually Oriented Business Sexually oriented businesses (SOB) such as a strip club, a sexually explicit theater, an adult video store, or other kinds of adult oriented businesses are subject to regulations above and beyond the typical regulations that all businesses are subject to. These regulations may severely restrict or ban activities significantly and are best considered well in advance of establishing a new business. Common regulations include – Zoning – Zoning laws impact many different kinds of businesses, but SOBs may be subject to additional restrictions that prevent opening an SOB close to a school or church, or ban SOBs from designated areas such as the downtown commercial district of a city. Zoning laws specific to SOBs are valid as long as they are intended to minimize the negative effects of these businesses. Alcohol can be an issue – some local ordinances prevent the service of alcohol in certain kinds of SOBs. In Las Vegas, for example, topless clubs may serve alcohol, but fully nude clubs may not. Age Requirements – Most ordinances set a minimum age for patrons, frequently 18 years and older or 21 and older where alcohol is served. Nudity Rules – Some localities ban full nudity, require nipple or genital covering, or allow full nudity only if alcohol is not served. Contact with Patrons – Some regulations permit “lap dancing,” or other forms of limited contact, while others have strict distances that performers must keep between themselves and patrons. Licensing – Some jurisdictions require exotic dancers to register, maintain a valid license, and pass a background check in order to perform. Taxation can also be an issue.

Business Lawyer Free Consultation

When you need help with your business, call Ascent Law for your free consultation (801) 676-5506. We want to help you.

Ascent Law LLC 8833 S. Redwood Road, Suite C West Jordan, Utah 84088 United States Telephone: (801) 676-5506

Ascent Law LLC

4.9 stars – based on 67 reviews

Recent Posts

Debts After Someone Dies

Trademarks and Business Names

Why Draining Your Retirement To Save A Doomed House From Foreclosure Before Filing Bankruptcy Is A Mistake

The Cook Islands Trust

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from https://www.ascentlawfirm.com/regulations-for-business/

from Criminal Defense Lawyer West Jordan Utah - Blog http://criminaldefenselawyerwestjordanutah.weebly.com/blog/regulations-for-business

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dunkcarlton · 6 years

Text

Regulations for Business

youtube

Business Compliance Lawyer

youtube

Business Lawyer Free Consultation

When you need help with your business, call Ascent Law for your free consultation (801) 676-5506. We want to help you.

Ascent Law LLC 8833 S. Redwood Road, Suite C West Jordan, Utah 84088 United States Telephone: (801) 676-5506

Ascent Law LLC

4.9 stars – based on 67 reviews

Recent Posts

Debts After Someone Dies

Trademarks and Business Names

Why Draining Your Retirement To Save A Doomed House From Foreclosure Before Filing Bankruptcy Is A Mistake

The Cook Islands Trust

Exercise, Eat Healthy, and File Bankruptcy

Joint Tenancy in Utah

Source: https://www.ascentlawfirm.com/regulations-for-business/

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