Tamarack Labor Problems

Cheffy · 05-19-2005, 10:24 AM

Although I myself am not in the habit of hiring below the age of 16...I usually have one or two staff that are 15. I do this, because it is a great age to introduce newcomers to the buisness, get aquanted with their parents, and start good work habits. It is sometimes inconvienent I must admit to let someone go early in the night.....but I try to use them at times when maybe I just need an extra for a few hours, so it doesn't present a huge burden for the rest of the staff when they leave.

A quick tip for all of you out there that need to be sure your staff punches out at the right time.....$4.99 at brooks, a cheap alarm clock...set it and forget it. Give yourself a 5 minute warning to the 9 o'clock rule, make sure it reflects the same time you have on your time clock system.....and it should help you stay in compliance.

The state also gives some room for error, when they see that you are a responsible employer, and take good measure to stay compliant. If your faced with an infraction, show the the inspector a posting on the wall that has signatures from all your staff that they understand the child labor law...show them the alarm clock with the 5 minute head start....and hey, if you notice once in a while that you did infact go over your time....make a note of it in the employee file, or directly on the time card, of why. Maybe the alarm clock didn't get reset after a power failure...or the staff member left on time, but forgot to punch out....Or the staff member was doing an outside chore, or was involved with changing out of uniform ect.....

while these may all be excuses, at least you took the time to note them, and if you took the time to note them, the state will also believe that you took action to make sure it didn't happen again in that senario.

While it may not buy you a get out of jail free card....it may be just enough to show your intent to be a responsible employer, and that you "want" to follow the law....verses the common argument which is "it's to hard" or "inconvienent" to follow the law.

SAMIAM · 05-19-2005, 05:34 PM

Cheffy..please refer to post #3 on this thread....The state has no mercy.....

Cheffy · 05-20-2005, 12:40 AM

Samiam, perhaps I just haven't had to deal with it for some time now, and thats why I remain the optimist lol. I did however face fines at a previous work place, in the $13,000.00 range (this is about 9 yrs ago), part of the infractions were prior to me being manager, and a few after I became manager....but the few little systems I had put in place to identify time issues and resolve them, bought me a freebie. Perhaps the inspector had just had a good day and wanted to show some mercy lol? who knows. But I wish everyone well in this department, it is unfortunate if the state takes a position of enforcement that is unreasonable. It really is unreasonable when you compare it to the court blotter in the citizen, "so and so was sentanced to 5 years in jail, with all but 30 days suspended, and recieved a $2500.00 fine with all but $200 suspended....." Makes me sick, and these people are the ones actually COMMITTING crimes!

Before you know it, there will be snow on the ground again....so if nothing sparks my interest in posting, I wish you all a great a prosperous summer, and happy eating to all of you that are generous enough to to support our various establishments!

05-19-2005, 10:24 AM	#1
Cheffy Junior Member Join Date: Nov 2004 Posts: 10 Thanks: 0 Thanked 0 Times in 0 Posts	Young workers Although I myself am not in the habit of hiring below the age of 16...I usually have one or two staff that are 15. I do this, because it is a great age to introduce newcomers to the buisness, get aquanted with their parents, and start good work habits. It is sometimes inconvienent I must admit to let someone go early in the night.....but I try to use them at times when maybe I just need an extra for a few hours, so it doesn't present a huge burden for the rest of the staff when they leave. A quick tip for all of you out there that need to be sure your staff punches out at the right time.....$4.99 at brooks, a cheap alarm clock...set it and forget it. Give yourself a 5 minute warning to the 9 o'clock rule, make sure it reflects the same time you have on your time clock system.....and it should help you stay in compliance. The state also gives some room for error, when they see that you are a responsible employer, and take good measure to stay compliant. If your faced with an infraction, show the the inspector a posting on the wall that has signatures from all your staff that they understand the child labor law...show them the alarm clock with the 5 minute head start....and hey, if you notice once in a while that you did infact go over your time....make a note of it in the employee file, or directly on the time card, of why. Maybe the alarm clock didn't get reset after a power failure...or the staff member left on time, but forgot to punch out....Or the staff member was doing an outside chore, or was involved with changing out of uniform ect..... while these may all be excuses, at least you took the time to note them, and if you took the time to note them, the state will also believe that you took action to make sure it didn't happen again in that senario. While it may not buy you a get out of jail free card....it may be just enough to show your intent to be a responsible employer, and that you "want" to follow the law....verses the common argument which is "it's to hard" or "inconvienent" to follow the law.

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05-19-2005, 05:34 PM	#2
SAMIAM Senior Member Join Date: Apr 2004 Location: Moultonborough Posts: 2,909 Thanks: 337 Thanked 1,686 Times in 592 Posts	Cheffy..please refer to post #3 on this thread....The state has no mercy.....

05-20-2005, 12:40 AM	#3
Cheffy Junior Member Join Date: Nov 2004 Posts: 10 Thanks: 0 Thanked 0 Times in 0 Posts	compliance Samiam, perhaps I just haven't had to deal with it for some time now, and thats why I remain the optimist lol. I did however face fines at a previous work place, in the $13,000.00 range (this is about 9 yrs ago), part of the infractions were prior to me being manager, and a few after I became manager....but the few little systems I had put in place to identify time issues and resolve them, bought me a freebie. Perhaps the inspector had just had a good day and wanted to show some mercy lol? who knows. But I wish everyone well in this department, it is unfortunate if the state takes a position of enforcement that is unreasonable. It really is unreasonable when you compare it to the court blotter in the citizen, "so and so was sentanced to 5 years in jail, with all but 30 days suspended, and recieved a $2500.00 fine with all but $200 suspended....." Makes me sick, and these people are the ones actually COMMITTING crimes! Before you know it, there will be snow on the ground again....so if nothing sparks my interest in posting, I wish you all a great a prosperous summer, and happy eating to all of you that are generous enough to to support our various establishments!