A denial of Motion for Rehearing, or order of the Commission when no Motion for Rehearing has been filed, becomes final 14 days from the date it is mailed regardless as to whether a party files for judicial review of the decision. Make it easy for employees to know that your pay and benefit practices are competitive with other companies within your industry, and promote your company's practices regarding advancement opportunities, merit increases in pay, and open-door policies. Employers may, however, discuss applicants' pay expectations. Create an account to follow your favorite communities and start taking part in conversations. If an employee quits, they must be paid in full at the next regular payday. The First Amendment guarantees citizens the protection of free speech from intrusion by the federal government, explained Grant Alexander, an attorney with Alston & Bird in Los Angeles. Dismiss, Wage and Labor Laws in Texas | Current Texas Labor Laws. Applications for employment with the city shall not inquire about salary history. If a non-disclosure clause exists in your contract, try negotiating a change to that section before signing. Are you unknowingly infringing on employees legal rights? if(currentUrl.indexOf("/about-shrm/pages/shrm-china.aspx") > -1) { We may assess penalties in the same amount against an employee who files a wage claim in bad faith. Because of the high cost of such surety bonds, the requirement that an employer furnish such security could cause the failure of a business. If TWC determines that an employer acted in bad faith by not paying wages as required by law, we may assess an administrative penalty against the employer equal to the wages claimed or $1,000, whichever is less. Weve rounded up the round-ups of new laws California employers will face in 2023. A comprehensive HR solution to support fast-growing middle market businesses. A Satisfaction of Payment Declaration form (WH-120)differs from a withdrawal in that TWC will still recognize that an order has been issued, however, TWC will no longer pursue collection actions on wages owed by the employer to the claimant under a wage claim. An employer is also not required to pay an employee a minimum number of hours if the employer dismisses the employee from work prior to completing their scheduled shift. Obv except for discrimation on race, gender, etc. New Jersey agencies and offices are prohibited from asking job applicants for their compensation history, or investigating the prior salaries of applicants. If the salary will deviate from your policy, document the reasons for the exception, and have someone up the chain review and sign off on it. Texas minimum wage laws do not address when an employer must count employee waiting time as hours worked for purposes of their minimum wage and overtime requirements. TWC will release any liens or freezes. When determining compensation, there are a number of variables to consider. The city's agencies and offices may not ask about an applicant's prior pay and, if they discover it, are prohibited from relying on that information unless the applicant has volunteered it. State agencies may not request pay history information from applicants and may not rely upon previously obtained prior salary information in setting pay. If TWC determines that the employer must pay wages, the employer pays those wages to TWC and we pay the person due the wages. This restriction would apply to all applicants, regardless of gender. $(document).ready(function () { One limit involves the manner in which employees exercise their rights to discuss wages or benefits. For more information, visit FLSA. Employees who are fired, discharged, terminated, or laid off, Employees who quits, is laid off, or resigns due to a labor dispute (strike), Uniforms, Tools, and Other Equipment Necessary for Employment, Pre-hire Medical, Physical, or Drug Tests, check redeemable on demand at full face value without deduction or fee; or. Do I qualify for FMLA? Within those limitations, an employer may designate any paydays he or she chooses. Auxiliary aids and services are available upon request to individuals with disabilities. Illinois' governor said the state will no longer ask prospective employees questions about salary history. Employers must also be careful not to run afoul of the NLRA when disciplining employees for their social media activities, Hernndez noted. With more than 90+ locations across the country, youll find a local team that knows the region, backed by the power of a national footprint. Please log in as a SHRM member before saving bookmarks. Employers may ask about the applicant's expectations around salary, benefits and compensation. In fact, having a policy against it could get you into serious trouble. The NLRB would consider whether employees were on notice that releasing such information violates company policy and the law, and also the extent to which the employer actually keeps such information confidential. WebDid you know that employees must be allowed to discuss salary at work? Lunch breaks, defined as a break of 30 minutes or longer for the purpose of eating a meal, where the employee is fully relieved of duties (performing no work), do not have to be paid. Virtual & Washington, DC | February 26-28, 2023. This thread is archived. Deleted. A wage claim must be submitted no later than 180 days after the date the claimed wages originally became due for payment. The National Labor Relations Act makes it unlawful for a company to tell their employees they cannot discuss wages or to retaliate against them for doing so. In fact, having a policy against it could get you into serious trouble. Because most employers and employees in Texas are subject to the federal Fair Labor Standards Act, the standards set forth in that law related to waiting time may provide reasonable guidance. To understand what wages are due and unpaid requires knowing what deductions are allowable. : Employer can sue New York over abortion anti-discrimination law, EEOC harassment guidance could be coming in the really short term, NLRBs severance ruling has broad implications for employers. The city may not ask applicants for their pay history until they have been hired at an agreed-upon salary. "Employees working in the private sector often [don't understand]that the constitutional First Amendment right to free speech applies to government employees but not employees working for businesses," said Christopher Olmsted, an attorney with Ogletree Deakins in San Diego. A denial of a Motion for Rehearing becomes final 14 days after the date it is mailed. Having a system of checks and balances can help keep wages in line with your company policies, job descriptions and industry standards. Employers also are prohibited from using prior compensation to set pay, except for current employees moving to a new position with the same employer. The online system provides help messages and confirms essential information is provided. If coffee breaks or rest breaks of 20 minutes or less are given, they must be paid. Help employees understand their salary ranges and job potential, and inform them how additional skills, training or certifications could possibly affect their growth within your company. WebI have been told by 2 or 3 people at my job that employees are not allowed to discuss pay with each other at work because in Texas, employers can fire you for just not liking you (generally). temp_style.textContent = '.ms-rtestate-field > p:first-child.is-empty.d-none, .ms-rtestate-field > .fltter .is-empty.d-none, .ZWSC-cleaned.is-empty.d-none {display:block !important;}'; Circuit Court of Appeals ruled that Philadelphia may enforce its pay history ban, vacating a lower court's injunction. As an alternative to flatly prohibiting employees from discussing their pay and benefits, consider the following: In the context of a general discussion about the importance of devoting oneself to work during work hours, counsel employees that it is all right to discuss various things at work (keep it general - do not single out pay and benefits as topics), but that as in most things, moderation usually works best, and there is a fine line between being informative or conversational and being a busybody, a time-waster, or perceived as self-important. In actuality, its something many employers were doing long before the buzzword was coined. Before submitting a claim for unpaid wages, you may want to inform your employer about the After the lien is assigned, the claimant may want to consult with an attorney to determine what addition enforcement of the lien is then available. Home Employment and Labor Laws States Texas Wage and Labor Laws in Texas | Current Texas Labor Laws. Your session has expired. Sometimes positions have a significant strategic importance and the pay rate can be defended as acceptable. Employees discussing their own information are protected, as are employees discussing the pay and benefits of others if they obtained that information through ordinary conversations with others. Please log in as a SHRM member. All rights reserved. In certain states, employees have the right to engage in lawful conduct when they are off the clock, and that may impact how social media policies are crafted and implemented, he added. The PEAA also includes a private cause of action that would allow applicants and employees to bring private suits against employers. Build specialized knowledge and expand your influence by earning a SHRM Specialty Credential. The city will encourage vendors who do business with the city to adopt similar standards, and it may factor in vendors' pay history standards in the process of determining whether to award city contracts. Michigan has prohibited salary history bans in the state. Since TWC can only pay the claimant if the amounts ordered are either submitted by the employer or collected based on the legal actions available in the Payday Law, there is no guarantee of payment. 158(a)(1)) makes it an unfair labor practice for an employer to deny or limit the Section 7 rights of employees. Upon request, employers must provide an applicant the wage range of the position for which the applicant applied. Press question mark to learn the rest of the keyboard shortcuts. Mutual trust and the feeling of being valued can go a long way in heading off problems before they escalate. The only reason they say not to discuss pay, is to keep their wages down. These policies are sometimes written down in employee handbooks. Here, we track the states, cities and other jurisdictions that have passed such bans, and offer a brief description of each law's requirements, its effective date and a link to the original law. The law also requires employers to give applicants pay scale information if they request it. #Salaries & Wages; Manager asks employees to not discuss wages; they respond by sharing wages on company notice board; Manager asks employees to not discuss wages; they respond by sharing wages on company notice board. In fact, employees right to discuss their salary is Employment law: Are you putting your business at risk? If you discover there are employees with salary rates disproportionate with your policy or the market, it could be seen by employees as unfair. If the parties reach an outside settlement, the claimant may withdraw their wage claim if an order has not become final. Semi-monthly pay periods must contain as nearly as possible an equal number of days. Employers are prohibited from screening applicants based on past compensation and from asking about salary history. Please enable scripts and reload this page. WebScore: 4.5/5 (7 votes) . As the laws in this area are constantly changing, employers may want to stay up-to-date on what state and federal laws apply to them and could affect their workforces. Employers are only required to pay employees for hours actually worked. Terminated employees must be paid in full within six days. Unless an employee agrees in writing to accept part or all of their wages in another form, wages must be paid in United States currency, a written instrument negotiable on demand at full face value for United States currency, or by electronic transfer of funds. While state law does not specifically address pay for meetings or training, the DOL does address the issue of compensable time. |O)L>8*b^s~q*xx"qMqw__u\'rsbkpO yJ& t. obtain from the employee any information required by the financial institution in which the employee maintains the account that is necessary to implement the electronic funds transfer. Both employees and employers should be aware of the law so they will know their rights and responsibilities. In discussing such a thing, take care not to do it in a threatening manner, such as implying that anyone who talks too much about their job conditions will be shunned by coworkers. Please purchase a SHRM membership before saving bookmarks. Richland County will remove the salary history question from employment applications, verbal interviews and employment screenings. 1990). Employers may not seek pay history. Finally, employers may not rely on known salary history information in setting pay. An employer may not withhold or divert any part of an employees wages unlessthe employer: An employer may withhold the following items from wages only if the employee has consented to it in writing: An employees written authorization for deductions must be specific as to the purpose for which the employee has accepted the responsibility or liability. Another limit would concern the content of such discussions. A major case on point is that of N.L.R.B. As well as preventing employers from paying men and women different wages for the same work, the Equality Act 2010 covers what you can and cannot do in regards to people talking about their salary. State Laws Federal Laws Topics Articles Resources, We noticed you're visiting from France. Because most employers and employees in Texas are subject to the federal Fair Labor Standards Act, the standards set forth in that law related to workweek may provide reasonable guidance. Review the documents below for more information about how the Texas Payday Law applies to employees affected by a natural disaster. Is this legal? If known, previous pay cannot be a defense to a pay discrimination claim. It must guarantee the payment of any sum recovered against the employer under Texas Payday Law and that the employer will pay the employees in accordance with the Texas Payday Law for a period of up to three years. WebD.C. Get todays top HR tips on the Insperity Blog. Please purchase a SHRM membership before saving bookmarks. Wages must be delivered to the employee at their regular place of work during working hours, mailed by registered mail or by direct deposit to be received by the employee not later than payday, by any reasonable means, or to any person authorized in writing by the employee. temp_style.textContent = '.ms-rtestate-field > p:first-child.is-empty.d-none, .ms-rtestate-field > .fltter .is-empty.d-none, .ZWSC-cleaned.is-empty.d-none {display:block !important;}'; else if(currentUrl.indexOf("/about-shrm/pages/shrm-mena.aspx") > -1) { This field is for validation purposes and should be left unchanged. It is the employees responsibility to notifyTWCin writing if his or her address or phone number changes. The employer has the right to establish policy on how these benefits are earned, accrued, used and if they are paid out when not used, barring any policy which might be considered discriminatory as defined by law. a clear indication that the deduction is to be withheld from wages. The claimant may not cancel or rescind a declaration once the form has been submitted. Eligible W-2 employees need to itemize to deduct work expenses. State agencies may not ask about a job applicant's current compensation or compensation history at any stage during the hiring process. var currentUrl = window.location.href.toLowerCase(); An employer may pay wages to an employee by: An employer may pay an employee their wages by: An employee may agree in writing to receive part or all of the wages in kind or in another form. You have successfully saved this page as a bookmark. Please confirm that you want to proceed with deleting bookmark. Employers should pay whichever is higher. Otherwise, the employer would need to attempt to recoup the property by some other means, such as civil remedies (e.g., lawsuit, small claims court or police report) or make arrangements with the employee outside of a wage deduction. Members can get help with HR questions via phone, chat or email. The best way to head off those problems is to foster a positive working relationship with your employees. WebThis button displays the currently selected search type. If the employee quits, retires, resigns, or otherwise leaves employment voluntarily, the final pay is due on the next regularly-scheduled payday following the effective date of resignation. Equal opportunity is the law. delivering them to the employee by any reasonable means authorized by the employee in writing. The laws are aimed at ending the cycle of pay discrimination and some go further than merely banning pay history questions. From employee agreements to applicant and employee data to retaliatory practices, find out what you need to do to stay in compliance with one of the EEOCs latest focus areas. else if(currentUrl.indexOf("/about-shrm/pages/shrm-mena.aspx") > -1) { [SHRM members-only toolkit:Managing and Leveraging Workplace Use of Social Media]. This is a legal sub. City departments may not ask for applicants' salary histories. WebOvertime Pay. Conversations can evoke feelings of jealousy and inequity among co-workers who most likely are unaware of the reasons for salary differences, including education, experience and training. TWC will release any liens or freezes. A complete HR service designed for the unique needs of small businesses. Please confirm that you want to proceed with deleting bookmark. The city will not rely on pay history in the determination of wages nor in determining whether to offer employment to an applicant. A proposed bill in Texas would make it illegal for an employer to ask about or consider an applicants wage history information. TWCdoes not process contractual settlements between parties regarding wage claims. } You cannot forbid employees either verbally or in written policy from discussing salaries or other job conditions among themselves. Employment & Wage Laws During Disasters & Recovery, Leyes de Empleo y Salarios Durante un Desastre Natural y Recuperacin, Hours Worked Under the Fair Labor Standards Act, How to File a Wage Claim using TWC's online system, Cmo presentar una reclamacin salarial utilizando el sistema en lnea de TWC, How to File a Wage Claim using TWC's paper form, Cmo presentar un reclamo salarial usando el formulario en papel de TWC, How to Submit a Wage Claim Under Texas Payday Law, Texas Payday Rules - Texas Administrative Code, Le deben salarios atrasados poster - Espaol, Compensation for services rendered regardless of how they are computed, Commissions and bonuses according to the agreement between the parties, Certain fringe benefits due under a written agreement with or policy of the employer. WebDid you know that employees must be allowed to discuss salary at work? California's ban prohibits private and public employers from seeking a candidate's pay history. Contact The Law Firm of John P. Mahoney, Esq., Attorneys at Law, PLLC if your federal employee rights were violated If an employee is not paid on a payday for any reason, including the employee's absence, the employer must pay those wages on another business day as requested by the employee. Indeed, the National Labor Relations Act contains a provision, Section 7 (29 U.S.C. Because the TWC will release any liens or freezes on the claim once any administrative penalties owed are paid to TWC. Federal law requires every employer covered by the Fair Labor Standards Act (FLSA) to keep certain records for each covered, nonexempt worker, for at least three (3) years. TWC may require an employer to have a bond issued by a surety company if the employer is convicted of two violations of the Fair Labor Standards Act or if a TWC final wage payment order remains unpaid for more than ten days after the order has become final and no appeal is pending. Unless exempt, employees covered by the Act must receive overtime pay for hours worked over 40 in a workweek at a rate not less than time and one-half their regular rates of pay. For example, you may not. TWC will release any liens or freezes on the claim once any administrative penalties owed are paid to TWC. Because the Employers may not discriminate or retaliate against a prospective employee for failing to disclose their pay history. WebDid you know that employees must be allowed to discuss salary at work? Have a question or comment? Where can I file a complaint related to wages, overtime, or minor labor? For example, workers are protected if they discuss their wages with each other, decide they're not being paid enough and seek raises from their employer. By way of example, the Texas Insperity has been showing companies how to harness the power of HR since 1986. Want to know when new salary history bans are enacted? The statement must be signed by the employer and must show: Texas does not have any laws requiring an employer to keep any employment-related documents. Thank you for the lengthy and definite answer. 15 comments. All job postings must clearly disclose a position's pay scale and pay range. Members can get help with HR questions via phone, chat or email. TWC sets the bond amount. The employer will still be liable to TWC for any administrative penalties assessed on the claim. By setting up pension or benefits salary sacrifice schemes, such as childcare vouchers or cycle to work schemes, both employers and employees can benefit from tax and National Insurance contributions savings. For example, the NLRB issued a complaint against a diaper supply company in St. Louis that fired a worker after she discussed wages with another employee. However, care must be taken to ensure that the procedural requirements of the schemes comply with the tax rules. If the law is enacted, an employee who wishes to file a complaint under the proposed law would be able do so with the Texas Workforce Commission by following the same procedure as he or she would for complaints of discrimination under Chapter 21 of the Texas Labor Code. Texas Payday Law covers all Texas business entities, regardless of size, except for public employers such as the federal government, the state or a political subdivision of the state. Declaracin de Satisfaccin Del Pago de Reclamos Salariales, Click here to speak with our Employers may not seek pay history including benefits or other compensation. Once you determine how and what youre going to pay employees for specific work, that information should be documented and used by hiring managers. The acknowledgement letter provides a brief overview of the wage claim process and notice of receipt of a claim. The NLRA protects employees' right to discuss the terms and conditions of their employment, said Steve Hernndez, an attorney with Barnes & Thornburg in Los Angeles. 3 ways to avoid restricting employees access to the legal system, Full-Service HR for Middle Market Businesses, Human Capital Management & HR Technology Suite, Scalable HR and payroll administration infrastructure, Risk mitigation and HR-related compliance, Advanced workforce technology and analytics, As-needed support from an HR service team. Because most employers and employees in Texas are subject to the federal Fair Labor Standards Act, the standards set forth in that law related to sleeping time may provide reasonable guidance. breakage, damage, or loss of the employers property, required tools or other items necessary for employment, sufficient to give the employee a reasonable expectation of the amount to be withheld from pay; and. The law's prohibitions don't apply to voluntary and unprompted disclosures of salary history information by an applicant. Obv except for discrimation on race, gender, etc. Knowledge and expand your influence by earning a SHRM Specialty Credential for their social media activities, noted... Given, they must be paid some go further than merely banning pay history until they have been hired an! Best way to head off those problems is to be withheld from wages messages and confirms essential information is.. Say not to discuss salary at work date the claimed wages originally became due payment. Rest breaks of 20 minutes or less are given, they must paid. A complaint related to wages, overtime, or investigating the prior salaries of applicants more information about how Texas! Writing if his or her address or phone number changes major case point... Clear indication that the procedural requirements of the wage range of the wage claim must be paid in full six. Content of such discussions declaration once the form has been submitted influence by earning a member! Jersey agencies and offices are prohibited from asking about salary history information salary history law... A bookmark outside settlement, the claimant may not request pay history until they have been hired an. Owed are paid to TWC limitations, an employer to ask about the applied... Care must be submitted no later than 180 days after the date claimed! Positions have a significant strategic importance and the feeling of being valued can go a long way heading! Way in heading off problems before they escalate history information by an applicant the wage range of NLRA! Setting pay applicant 's expectations around salary, benefits and compensation having a policy against it get... Been showing companies how to harness the power of HR since 1986, a. And employment screenings at ending the cycle of pay discrimination and some go further merely! Your company policies, job descriptions and industry standards and Labor Laws part in conversations clear indication the... And balances can help keep wages in line with your employees no longer ask employees. May designate any paydays he or she chooses your employees there are a number of days stage the... He or she chooses the next regular payday are prohibited from screening applicants based on past compensation and from job. The only reason they say not to discuss their salary is employment law are... Agreed-Upon salary virtual & Washington, DC | February 26-28, 2023 verbal interviews and employment screenings claim... Defense to a pay discrimination and some go further than merely banning pay history company policies job! You know that employees must be paid of HR since 1986 on point is that of.... Solution to support fast-growing middle market businesses written down in employee handbooks into serious.... Pay can not forbid employees either verbally or in written policy from salaries... New Laws California employers will face in 2023 ask applicants for their history! History, or minor Labor want to proceed with deleting bookmark run afoul of the wage claim an. Originally became due for payment cause of action that would allow applicants and may not ask applicants for pay! With disabilities there are a number of variables to consider or her address phone! Be submitted no later than 180 days after the date the claimed wages became! Are due and unpaid requires knowing what deductions are allowable a brief overview of the keyboard shortcuts must clearly a. Employees either verbally or in written policy from discussing salaries or other job among! The content of such discussions law applies to employees affected by a natural disaster do! Disclose their pay history information in setting pay business at risk rights and responsibilities available. Known, previous pay can not forbid employees either verbally or in written from. The Laws are aimed at ending the cycle of pay discrimination claim way to head off those is! In your contract, try negotiating a change to that section before.... Specialty Credential some go further than merely banning pay history are allowable applicants based on past compensation and asking. Employment screenings the Laws are aimed at ending the cycle of pay discrimination claim Federal Laws Topics Articles,... 'Re visiting from France you have successfully saved this page as a bookmark, however discuss... California employers will face in 2023 account to follow your favorite communities and start taking part in.! As acceptable not become final liens or freezes on the claim needs of small.... And Labor Laws failing to disclose their pay history deduct work expenses cancel or a! Be allowed to discuss salary at work 's expectations around salary, benefits and compensation number.. He or she chooses pay range employees must be paid in full at the next regular payday specifically address for. And Labor Laws in Texas would make it illegal for an employer may designate any paydays or! Whether to offer employment to an applicant the wage range of the shortcuts. Prohibits private and public employers from seeking a candidate 's pay history in the determination of wages nor in whether. Way to head off those problems is to foster a positive working relationship your! Will not rely upon previously obtained prior salary information in setting pay restriction would apply all. Make it illegal for an employer may designate any paydays he or she.... Go further than merely banning pay history not be a defense to a discrimination! Employer may designate any paydays he or she chooses, or investigating the prior salaries of applicants letter... Known, previous pay can not forbid employees either verbally or in written policy from discussing salaries or other conditions! Employment with the city shall not inquire about salary history question from employment applications, verbal interviews and screenings! Were doing long before the buzzword was coined in writing the date is. Small businesses the salary history bans are enacted the best way to head off those problems to. Their salary is employment law: are you putting your business at risk salary at work this page a... ' salary histories, they must be allowed to discuss salary at work social media,. Or consider an applicants wage history information can employees discuss wages in texas setting pay not to run afoul the., employees right to discuss pay, is to foster a positive working relationship with your company policies job. Salary at work failing to disclose their pay history questions by way of example, the Texas payday law to. Ending the cycle of pay discrimination and some go further than merely banning pay history information an! Compensation, there are a number of variables to consider employer may designate any he. Become final their salary is employment law: are you putting your business risk! Or training, the National Labor Relations Act contains a provision, section 7 29! Claim must be taken to ensure that the deduction is to be withheld from wages employees... Have a significant strategic importance and the feeling of being valued can go long! Become final range of the position for which the applicant 's expectations around salary, benefits and compensation must... Must also be careful not to discuss salary at work the Laws aimed. In actuality, its something many employers were doing long before the buzzword was coined rest of the NLRA disciplining! A job applicant 's Current compensation or compensation history, or investigating the prior salaries of.... Communities and start taking part in conversations can go a long way in heading off before... And unpaid requires knowing what deductions are allowable for employment with the city will not rely on known salary information... Brief overview of the keyboard shortcuts became due for payment may not ask about the applicant.... Verbally or in written policy from discussing salaries or other job conditions among themselves you know that must... Many employers were doing long before the buzzword was coined denial of a claim from! This restriction would apply to all applicants, regardless of gender compensable time chat or.! To all applicants, regardless of gender policies are sometimes written down in employee handbooks compensation. 20 minutes or less are given, they must be allowed to discuss pay is! Prohibited from screening applicants based on past compensation and from asking job applicants their! Process and notice of receipt of a claim the online system provides help messages and confirms essential is. Address or phone number changes due for payment doing long before the buzzword was coined your! When new salary history information bring private suits against employers and unpaid requires what... Showing companies how to harness the power of HR since 1986 no longer ask prospective questions! Agencies and offices are prohibited from screening applicants based on past compensation and from asking job applicants their. Any paydays he or she chooses to pay employees for their pay history in! An order has not become final to voluntary and unprompted disclosures of salary history question from employment applications verbal. Laws are aimed at ending the cycle of pay discrimination and some go further than merely pay... If they request it, there are a number of days employees for their compensation history or. Of a claim relationship with your company policies, job descriptions and industry standards by way of example the... Her address or phone number changes is the employees responsibility to notifyTWCin writing if his or address!, care must be submitted no later than 180 days after the date the claimed wages originally became for... Deduct work expenses will release any liens or freezes on the claim make illegal... Relationship with your company policies, job descriptions and industry standards support fast-growing middle market businesses to harness power! Sometimes positions have a significant strategic importance and the pay rate can be defended as acceptable the does!, is to foster a positive working relationship with your employees against....
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