California businesses need to be prepared for every eventuality. Often, that is related to dealing with employees. For companies that require warehousing, there are frequently complaints about the protocol that is implemented to maximize productivity.
Employees and their advocates try to find ways to protect workers from what is considered dangerous or overreaching requirements they say place health and safety in jeopardy. Employers should be prepared for potential new laws that could impact how they do business and avoid problems before they happen. If there are accusations of wrongdoing, it is even more important to be protected.
State Senate votes to pass new law regarding warehouse metrics
A new law will compel companies that use warehouses to provide information about their productivity quotas. This is generally perceived to target Amazon, but other companies will also need to be cognizant of the new requirements. The law – AB 701 – is meant to improve safety after numerous complaints, specifically about Amazon.
Workers suffer a significant number of injuries in these facilities and it is believed to be connected to the high-pressure atmosphere to complete tasks in a certain time-frame. There is one more step before it heads to the governor’s desk for signature and is expected to pass.
Companies were against this bill, suggesting that it would hinder jobs and growth. Quotas are a metric that companies use to ensure their warehouses are functioning at maximum efficiency. The new law would end the practice of workers being denied breaks and to use the restroom.
It also stops employers from flouting basic rules for health and safety. The law will allow workers who were terminated for complaining to try and get their jobs back. Those who are against the bill state that it will raise warehouse costs.
Businesses need guidance when dealing with new employment laws
Complaints are generally assessed from the employees’ perspective. However, employers have legal rights to run their businesses as they see fit and there is not necessarily a legal violation simply because there are complaints or accusations.
This is a fundamental aspect of employment law. To have a plan, understand how proposals might require changes to the business, create a culture in which the business is not vulnerable to unwarranted workplace accusations and be shielded if there are assertions that businesses have violated the law, it is essential to have professional assistance from the start.