1. Reading Blast Learning Center 300 SW Learning Blvd Reading Center, OK 73527 210-555-1212 Hours of Operation : Monday – Friday 8:00 – 12:00 & 1:00 – 5:00 pm Reading Blast Learning Center 300 SW Learning Blvd Reading Center, OK 73527 210-555-1212 Hours of Operation : Monday – Friday 8:00 – 12:00 & 1:00 – 5:00 pm

2. MISSION STATEMENT The Reading Blast Learning Center is committed to being a positive influence in the education of students in the greater Texoma area. We are committed to helping students develop a love for reading. We help children of all ages and abilities reach their maximum potential.

3. EMPLOYMENT LAWS Why They Are Important And How To Protect The Company Presented By: Stephanie Terrell Vice President of Human Resources

4. Introduction This presentation was designed to keep managers updated with employment laws. Employees have a variety of rights in the workplace, established under both federal and state law. It’s important for supervisors and managers to know the basics of how to comply with the laws.

5. Agenda Job discrimination Overtime/minimum wage Family leave and Medical leave Age discrimination  Disability discrimination Gender-pay differences Workplace safety Pregnancy discrimination & Harassment Worker Compensation Unions

6. Why Are Employment Laws Important ? Employment laws are in place to guarantee a fair and safe working environment for employers and employees. Labor and employment laws are important because they give structure to the workplace, and define what employees and employers are responsible for.

7. Job Discrimination

8. Over Time & Minimum Wage

9. Family Leave & Medical Leave

10. Age Discrimination The Age Discrimination in Employment Act says you can't discriminate in any way against applicants or employees older than 40 because of their age. The law forbids discrimination when it comes to any aspect of employment, including hiring, firing, pay, job assignments, promotions, layoff, training, fringe benefits, and any other term or condition of employment. Action: Never take a person's age or proximity to retirement into account when making decisions on hiring, firing, pay, benefits or promotions. Violation: Pay the employee all wages, benefits, and other forms of compensation lost as a result of the discrimination. Protect the company www.eeoc.gov/laws/types/age.cfmwww.eeoc.gov/laws/types/age.cfm

11. Disability Discrimination Discriminating against qualified people with disabilities Discriminating against employees who have a relationship with a disabled person from discrimination based on that relationship Retaliating against anyone who files a charge of disability-based discrimination, or who testifies, assists or participates in any manner in an investigation

12. Disability Discrimination The ADA also requires employers to make reasonable accommodation for people with disabilities. Action: Never reject applicants because you think their disability would prevent them from doing the job. Violation: $55,000 to $150,000 Protect the company www.eeoc.gov/laws/types/disability.cfm

13. Gender-pay differences The Equal Pay Act (EPA) says employers can't pay female employees less than male employees for equal work on jobs that require equal skill, effort and responsibility. Action: Review department pay scales to identify possible equal-pay complaints. Different pay for the same job title is fine as long as you can point to varying levels of responsibility, duties, skill requirements or education requirements.

14. Gender-pay differences Violation: An individual alleging a violation of the EPA may go directly to court and is not required to file an EEOC charge beforehand. www.eeoc.gov/laws/types/disability.cfm www.eeoc.gov/laws/types/disability.cfm Protect the company www.eeoc.gov/laws/types/disability.cfmwww.eeoc.gov/laws/types/disability.cfm

15. Workplace Safety Provide a workplace free from serious recognized hazards and comply with OSHA standards. Examine workplace conditions to make sure they conform to OSHA standards. Make sure employees have and use safe tools and equipment and properly maintain the equipment. Post, at a prominent location within the workplace, the OSHA poster informing employees of their rights and responsibilities. Employer Responsibilities

16. Workplace Safety Keep records of work-related injuries and illnesses. OSHA Form 300 Action: Review department pay scales to identify possible equal-pay complaints. Different pay for the same job title is fine as long as you can point to varying levels of responsibility, duties, skill requirements or education requirements. Violation: An individual alleging a violation of the EPA may go directly to court and is not required to file an EEOC charge beforehand. www.eeoc.gov/laws/types/disability.cfm www.eeoc.gov/laws/types/disability.cfm Protect the company www.eeoc.gov/laws/types/disability.cfmwww.eeoc.gov/laws/types/disability.cfm

17. Workplace Safety Action: Provide a safe work environment for your staff, and point out any noticeable hazards or potential safety problems as soon as possible. Violation: $1,000 – 10,000 www.osha.gov www.osha.gov Protect the company Refer to www.osha.gov www.osha.gov

18. Pregnancy Discrimination & Harassment The Pregnancy Discrimination Act (PDA) prohibits job discrimination on the basis of "pregnancy, childbirth and related medical conditions." You can't deny a job or promotion merely because an employee is pregnant or had an abortion. She can't be fired for her condition or forced to go on leave. Harassment is illegal. Action : Treat pregnant employees the same as other employees on the basis of their ability or inability to work. Example: If you provide light duty for an employee who can't lift boxes because of a bad back, you must make similar arrangements for a pregnant employee. Violation: back pay, out of pocket costs, front pay, court costs, and attorney fees. Protect the company www.eeoc.gov/laws/types/pregnancy.cfm www.eeoc.gov/laws/types/pregnancy.cfm

19. Workers Compensation Oklahoma workers compensation laws have made it legally mandatory for all employers to carry occupational injury coverage to all employees. Post Oklahoma’s Workers’ Compensation Notice Action: The company will secure workers’ compensation for ALL employees.

20. Workers Compensation Violation: Charged with a misdemeanor and subject to a fine Protect the company Refer to https://www.dol.gov/general/topic/workcomp

21. Union Our company do not participate in a union.

22. Summary Job discrimination Overtime/minimum wage Family leave and Medical leave Age discrimination Disability discrimination Gender-pay differences Workplace safety Pregnancy discrimination Workers compensation Union s

23. Reference Title VII of the Civil Rights Act of 1964 https://www.eeoc.gov/laws/statutes/titlevii.cfm Employee Rights https://www.dol.gov/general/topic/disability/employeerights Discrimination by Type https://www.eeoc.gov/laws/types/ Overtime / Minimum Wage www.dol/dol/topic/wages

24. Reference Gender- Pay Differences www.eeoc.gov/laws/types/disability.cfm Worker Pace Safety www.osha.gov Workers Compensation www.dol.gov/general/topic/workcomp