Updated FLSA Poster

On May 17, 2023, the United States Department of Labor (“USDOL”) published new guidelines for employers in order to ensure compliance with the Providing Urgent Maternal Protections for Nursing Mothers Act (“PUMP Act”). The PUMP Act amends the Fair Labor Standards Act (“FLSA”) to require an employer to provide a reasonable break each time an employee has the need to express breast milk at work for one (1) year after the birth of her child. Because the PUMP Act amended the FLSA, there is a new required FLSA poster, here, which should be promptly posted in your workplace.

If you have any questions regarding the updated FLSA poster, or the requirements of the PUMP Act, please contact HR Partners at 785-233-7860.

Updated EEOC Poster and What You Need to Know to Remain in Compliance

On October 19, 2022, the U.S. Equal Employment Opportunity Commission (EEOC) released a poster replacing its old “EEO is the Law” poster with a new “Know Your Rights” poster.  The EEOC reiterates that covered employers are required by federal law to “prominently display the poster at their work sites” which serves to inform individuals of their legal rights against discrimination at work or in applying for a job.

KEY TAKEAWAYS

1. Employers with fifteen (15) or more employees must display the new poster as required by law.
2. Employers required to post should use the “Revised 10/20/2022” version of the poster.
3. Employers should physically post in conspicuous locations, providing alternative methods for employees as needed to ensure access (e.g., disabled, or remote employees).
4. Employers should electronically post if applicable.
5. Though the EEOC gave no deadline, employers should display the updated poster as soon as possible to avoid fines for noncompliance.

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JOB DESCRIPTIONS - Why are they so important?

Why is a job description so important?  I always tell employers there are four reasons:

First, a job description clearly states the expectations of the position.  If you have an employee that is struggling with the role, do they know the expectations of the role?  If an employee is not doing everything they should be doing, have you provided them in writing what your expectations are?  Particularly, the essential job functions?  When I started my career out of college, my first position was with the Garden City Cooperative in Garden City, Kansas.  I took on a position that was new (not a replacement).  I had a fancy titled called, “Communications and Compliance Coordinator”.  They gave me verbal instructions of what the role should be, but no job description.  I call this baptism by fire, so I moved forward with my verbal instructions and did the best I could with the information I had.  Ironically, I showed up to work after six months of being in this new role and on my desk was a job description – my job description for this new role!  Guess what?  I was only doing approximately 70% of what my employer wanted me to do.  Now I knew my expectations!

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Kansas Drunk Driving Laws Penalties and Consequences

If your business is in Kansas (and your respective employees work in Kansas), below is a link to the drunk driving laws, penalties, and consequences for driving under the influence.  Good information to share at your next safety meeting.

Why am I sharing?  Long story short, many clients have contacted HR Partners advising us their employees received DUI’s on their personal time.  Unfortunately, even though it was on their personal time, they ended up ultimately losing their driver’s license.  Losing your drivers license is not a good thing when you are “required” to drive for your current position,  and many employees have lost their jobs because of not being able to fulfill this essential job function.  It is worth sharing with your team that beyond fines and jail time, they could lose their career/job as well.

Stay safe and continue to enjoy your summer!

Kansas Drunk Driving Laws Penalties and Consequences