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General labor laws

clip71731932.jpgIn the manufacturing industry, you are going to need to follow most of the federal labor laws; there will be a few exceptions. When it comes to following the labor laws, the one thing that you will need to look at is the size of your manufacturing business. The reason for this is that some laws do not need to be applied to businesses that have a small number of employees. For example, the Family and Medical Leave Act only apply to businesses in the private sector if they have 50 or more employees for at least 20 weeks out of the year.

Here is a look at some of the general labor laws that will apply to your manufacturing business.

  • When you are hiring employees for your manufacturing business you will need to make sure that you are being careful in whom you hire. This is because certain laws are in place to prevent children under the age of 18 from working in hazardous condition, unless specific exceptions are met. You also need to be careful to ensure that you are not discriminating anybody based on race, color, religion, sex, age, ethnic/national origin, disability, or veteran status. When hiring people you will also need to make sure that you obtain certain documentation that proves that they are eligible to work in the United States.

  • If you have to terminate some of your employees, you need to be careful when terminating the employees. You need to make sure that you are terminating them for a legitimate reason and that you are not getting rid of them because you do not like them for some reason. The reason for this is that there are laws that protect people from being terminated from work based on discrimination. In some cases, if you have had to let somebody go for something that was not their fault, such as layoffs, they are entitled to collect unemployment benefits, so be sure that you are following the laws in regards to paying unemployment insurance for your business. You also need to look into whether or not terminated employees from your business have the option of keeping their health benefits for a specific amount of time; this law only applies to certain businesses. If you are terminating an employee, make sure you know when they must have their final paycheck, federal law does not require you to pay them immediately, but most state laws do make this requirement.

  • If your manufacturing plant has more than 100 employees, you do not need to count employees who work less than 20 hours a week or who have not been employed with your business for more than six months, you must provide them with a written notice that the plant is going to be closing or that there will be layoffs coming, at least 60 days in advance. You only need to provide the written notice if it is going to affect 50 or more employees at a single place of employment. There are some exceptions to this law, such as natural disasters, faltering companies, or unforeseeable business circumstances. You should also look into your state laws to find out what is required from your state in regards to plant closures or layoffs.

  • There are numerous laws, Occupational Safety and Health Act is one of them that protect any worker from retaliation of their employers for any complaints that the employee makes against the employer. This is important because OSHA and other government agencies are concerned about unsafe or unhealthy work conditions so they want to offer protection for anybody who wants to help improve or report those conditions, known as whistleblowers. These laws protect whistleblowers from being transferred, denied a raise, have their hours cut, or be fined or punished in any for reporting their employer.

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