2.9 Employment of Minors The Company strictly adheres to the FLSA regarding the employment of minors. The FLSA sets the minimum age for employment (14 years for non-agricultural jobs), restricts the hours youth under the age of 16 may work, and prohibits youth under the age of 18 from being employed in hazardous occupations. In addition, the FLSA establishes subminimum wage standards for certain employees who are less than 20 years of age, full-time students, student learners, apprentices, and workers with disabilities. Employers must have authorization from the U.S. Department of Labor's Wage and Hour Division (WHD) to pay sub-minimum wage rates. The FLSA's child labor provisions are designed to protect the educational opportunities of youth and prohibit their employment in jobs that are detrimental to their health and safety. 2.10 Employment of Relatives The Company recognizes the employment of relatives in certain circumstances, such as when they will work in the same department, supervise or manage the other, or have access to confidential or sensitive information regarding the other, can cause problems related to supervision, safety, security or morale, or create conflicts of interest that materially and substantially disrupt the Company's operations. When the Company determines any of these problems may be present, it will assess on an individual basis/circumstance prior to extending an offer or hiring an individual to work in the same department as an existing employee. Relatives subject to this policy include father, mother, sister, brother, current spouse or domestic partner, child (natural, foster, or adopted), current mother-in-law, current father-in-law, grandparent, or grandchild. If present employees become relatives during employment, the Company should be notified so Midwest Fastener Corp. may determine whether a problem involving supervision, safety, security, or morale, or a conflict of interest
would materially and substantially disrupt the Company's operations. If the Company determines such a problem exists, the Company will take appropriate steps to resolve the problem, which may include the reassignment of one relative (if feasible) or asking for the resignation of one of the employees. Verification of Employment The Company maintains a personnel file and payroll records for each employee as required by law. Personnel files and payroll records are the property of the Company and may not be removed from Company premises without written authorization. Because personnel files and payroll records are confidential, access to the records is restricted. Only those who have a legitimate reason to review information in an employee's file are allowed to do so. Disclosure of personnel information to outside sources will be limited. However, the Company will cooperate with requests from authorized law enforcement or local, state, or federal agencies conducting official investigations and as otherwise legally required. Employees may contact a Human Resources representative to request time to review their 2.11 Personnel Records & payroll records and/or personnel files. With reasonable advance notice, an employee may review their records in the Company's offices during regular business hours and in the presence of an individual appointed by the Company to maintain the records. Employees also have the right to obtain a copy of their personnel files, after paying the nominal fees required for any such copies. You may add your comments to any disputed item in the file. By policy, the Company will provide only the former or present employee's dates of employment and position(s) held with the Company and eligibility for rehire, if asked. Compensation information may also be verified if written authorization is provided by the employee.
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800-444-7313 •
800-388-9798 •
fastenerconnection.com
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