To continue our Employee Handbook series, this week we cover wage laws and drug testing. Before we jump into employment laws, read on for upcoming AQR Academy events.
AQR Summer Camp
There’s still time to register for AQR Summer Camp! For a limited time, $100 gets you access to the next three AQR Academy Workshops. See below for details:
- June 7th 3:00 p.m. — 4:30 p.m. CT: Tips and Tricks for Stress Free Payroll Processing
- July 25 10:30 a.m. — 12:00 p.m. CT: Do Your Best Work: Take Back Control of Your Calendar
- August 9 4:00 p.m. — 5:30 p.m. CT: Your Employee Handbook: The What, Why, How and Who
Last but not least, if you feel like you missed out from the previous AQR Academy LIVE event, you’re in luck. AQR Academy LIVE is coming back Fall 2022 in Des Moines, Iowa from September 27 — 29. Simply email firstname.lastname@example.org with “Add me to the list” in the subject line and we will contact you as soon as registration opens!
Wage and Drug Testing Laws
Employment laws are constantly changing.
This year 21 states and 26 cities changed their minimum-wage rates. This means that the minimum salary an employee can earn to be overtime exempt automatically increased as well. You can check out a handy Minimum Wage Monitor for your location here.
Other pieces to take into consideration include the number of consecutive days an employee can work, break periods, meal breaks, and more. But the most important thing to keep in mind is your employee handbook can help explain why some employees qualify for overtime while others do not.
Drug testing on the other hand is more of a gray area. Medical marijuana is still illegal in 37 states, but until there are federal guidelines, employers are subject to state law.
This week was part two of Employee Handbook obligations. Stay tuned next week where we’ll cover handbook disclaimers.
Inspiration for this post came from “Employee Handbook 2.0: Aligning Your Policies With Employment Laws,” by Melisa Morrison, published in the April 2022 issue of American Quilt Retailer.
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