Puerto Rico Conditions of Employment — Mandatory Workshops serve as an essential part of the labor regulation framework in Puerto Rico. These workshops focus on educating employers and employees on various aspects of workplace conditions and rights, ensuring compliance with labor laws and fostering a fair and inclusive working environment. One type of mandatory workshop in Puerto Rico is the "Workplace Health and Safety Workshop" aimed at promoting occupational safety and reducing workplace hazards. This workshop covers topics such as accident prevention, emergency procedures, proper use of personal protective equipment (PPE), and first aid practices. It aims to create a safe and healthy work environment, reducing the likelihood of workplace accidents and injuries. Another important workshop is the "Anti-Discrimination and Harassment Training Workshop." This session educates participants on Puerto Rico's laws and regulations regarding discrimination, including gender, age, sexual orientation, disability, and other protected characteristics. The workshop highlights the importance of maintaining a respectful and inclusive workplace, providing guidelines on identifying and handling incidents of discrimination or harassment. The "Labor Rights Workshop" is designed to inform employees about their rights and entitlements under Puerto Rico labor laws. Topics covered may include minimum wage requirements, working hours and breaks, overtime regulations, parental leave, and protection against unfair practices such as wrongful termination or wage theft. This workshop aims to empower workers, enabling them to exercise their rights and seek proper recourse in case of any violations. Additionally, the "Workplace Policies and Procedures Workshop" provides guidance on employers' expectations and rules within the workplace. It covers topics like attendance, punctuality, dress code, use of company resources, and code of conduct. This workshop helps to establish clear communication between employers and employees, promoting a productive and harmonious work environment. It is essential for both employers and employees to actively participate in these mandatory workshops, as failure to comply may result in penalties or legal consequences. By attending these workshops, employers demonstrate their commitment to providing a safe and fair workplace, while employees gain valuable knowledge and understanding of their rights and responsibilities. In conclusion, Puerto Rico Conditions of Employment — Mandatory Workshops cover a range of important topics such as workplace health and safety, anti-discrimination, labor rights, and workplace policies. These workshops aim to educate and empower both employers and employees, ensuring compliance with labor laws, fostering a respectful work environment, and protecting the rights of workers.
Puerto Rico Conditions of Employment - Mandatory Workshops
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Section 403 of PROMESA modified Section 6(g) of the Fair Labor Standards Act (FLSA) to allow employers to pay employees in Puerto Rico who are under the age of 25 years a subminimum wage of not less than $4.25 per hour for the first 90 consecutive calendar days after initial employment by their employer.
2.3 Working Hours. According to Puerto Rico Act Number 379 of (Law No 379), which covers non-exempt (hourly) employees, eight hours of work constitutes a regular working day in Puerto Rico and 40 hours of work constitutes a workweek. Working hours exceeding these minimums must be compensated as overtime.
Although the EPA does not apply outside the United States, such claims are covered by Title VII, which also prohibits discrimination in compensation on the basis of sex.
From an employment law perspective, this means federal statutes such as Title VII, FLSA, ADA, ADEA, FMLA, USERRA, OSHA, ERISA, COBRA, among others, apply to Puerto Rico.
Companies looking to hire workers from Puerto Rico must comply with Public Law 87. It requires employers who are recruiting on the island to obtain authorization by the Secretary of Labor and Human Resources of Puerto Rico, according to Odemaris Chacon, a labor attorney with Estrella, based in Puerto Rico.
Puerto Rico is not an 'employment at will' jurisdiction. Thus, an indefinite-term employee discharged without just cause is entitled to receive a statutory discharge indemnity (or severance payment) based on the length of service and a statutory formula.
Section 403 of PROMESA modified Section 6(g) of the Fair Labor Standards Act (FLSA) to allow employers to pay employees in Puerto Rico who are under the age of 25 years a subminimum wage of not less than $4.25 per hour for the first 90 consecutive calendar days after initial employment by their employer.
Employment law in Puerto Rico is covered both by U.S. labor law and Puerto Rico's Constitution, which affirms the right of employees to choose their occupation, to have a reasonable minimum salary, a regular workday not exceeding eight hours, and to receive overtime compensation for work beyond eight hours.
