It’s a new world. The coronavirus disease 2019 (COVID-19) has forever transformed the construction and roofing landscape. Employers who fail to keep up with employment law requirements could face legal challenges that could threaten their businesses. In this brief article, we’ll be covering the basics that roofing contractors should know about employment law. Although we won’t be specifically covering employment law as it relates to COVID-19, you can take this opportunity to update your policies and ensure that your business is protected from any and all legal threats. For detailed employment law guidance and roofing contractor legal advice, speak with an advisor from Cotney Consulting Group today.
You must abide by minimum wage, overtime pay, recordkeeping, and child labor standards as stipulated by the Fair Labor Standards Act (FLSA). Among these requirements, perhaps the most difficult to follow is proper employee classification. Non-exempt employees (employees who are not exempt from overtime pay provisions) must be paid minimum wage as well as time and a half for any amount of time worked over 40. Correctly classifying and paying workers can be a challenge, especially in our “gig economy.”
As stipulated by the Occupational Safety and Health (OSH) Act, your employees are entitled to a safe and hazard-free work environment. As you may well know, it’s becoming increasingly difficult to provide employees with a safe working environment. Your employees are also entitled to the benefits of workers’ compensation insurance in the event of an on-the-job injury. Finally, there are whistleblower protections for employees who report employers who infringe on these rights. This only scratches the surface of employee rights, which is why it’s so important to consult one of our advisors for roofing business legal advice.
Your employees are entitled to a number of rights under the Fair Labor Standards Act and other employment laws, but they must nonetheless abide by their responsibilities on your jobsite. These responsibilities include performing their job duties in a safe manner that’s in line with your company policies. These policies should be collected in a comprehensive employee manual that can be easily accessed by all employees. New employees should be required to read this manual and sign that they have read and understood its contents.
We hope this brief overview has cleared up some questions you may have had regarding employment law. For assistance in any of the areas of employment law described throughout this article, please contact Cotney Consulting Group.
Disclaimer: The information contained in this article is for general educational information only. This information does not constitute legal advice, is not intended to constitute legal advice, nor should it be relied upon as legal advice for your specific factual pattern or situation.
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