Economic Enslavement and Illegal Alien Labor at Car Washes

Are illegal aliens really the only people who are willing to work at a car wash? Are car wash owners really forced to hire them just to stay in business? Or are the car wash owners really just exploiting the labor to the highest possible degree? If so, why? Are they just greedy in not wishing to pay benefits, have health insurance or pay over time?

We know that Hispanic illegal aliens will not complain against OSHA violations, on the job minor injuries or minor violations from their employers. Isn’t that the real reason that most car wash owners cheat the system, lie about hiring illegal aliens and then use the rational that no one else wants the job?

From experience in the car wash industry for over 24 years I can tell you that our company never hired illegal aliens or violated immigration laws in hiring. We never exploited our labor or cheated the system? Why is it that citizens now are looking the other way at their local car washes? Won’t you join me in turning in all the companies who are exploiting the needy and hiring illegal aliens and then failing to pay their way?

Isn’t it time that we all stood up and did the right thing and turned in the cheaters, liars and scum who exploit illegal aliens? Isn’t it time that we recognized that “illegal” aliens are illegal and those who hire them are also breaking the law. Consider this in 2006.

Seven Employment Lessons to Be Learned From a Recent Supreme Court Ruling

It seems that labor and employment law cannot stay of the news headlines for very long. The US Supreme Court recently ruled in a nationwide discrimination class action lawsuit, one of the largest discrimination suits in history. The lawsuit represented over 1.5 million women who claimed that had been discriminated against. After working its way up through the judicial system, the Supreme Court eventually heard the case and turned down the lawsuit. They stated the class action lacked a cohesive claim to bind them together as a class action. This landmark decision addresses several important issues relating to all class action lawsuits, and provides important insights towards implementing human resources best-practices.

The case clearly impacts the way employers address human resources practices, and other HR policies and procedures. Even if a company has recently updated its employee manual and management practices, they should once again review these policies in light of the Supreme Court decision.

Below are seven important take-aways that employers should consider implementing to comply with EEOC anti-discrimination policies. Putting these actions into place will help to protect them against future class actions, as well as other discrimination related lawsuits.

  1. Carefully review pay and promotion policies to determine whether or not they could be misconstrued as favoring one class over another.
  2. Eliminate all subjective decision-making processes by clearly linking promotions, demotions, raises or bonuses to objective goals and job performance.
  3. Ensure that all managers who are tasked with performance appraisals are properly trained on the relevant labor laws, proper employment practices and appropriate decision making processes.
  4. For those employees who have been turned down the possibility of a promotion, or who were denied a raise, consider implementing an appeal process.
  5. Investigate, and implement, other corporate policies with the purpose of increasing diversity in the workplace, and preventing discriminatory practices.
  6. Continue to train and communicate corporate policies to the staff, particularly in the areas addressing anti-discrimination practices, career growth opportunities, and the ability to access further education.
  7. Take employee complaints seriously, document your response and follow up, and be sure to address each issue on its own individual merits.

As we have witnessed time and again, the playing field of labor and employment law continues to change and evolve. The rules are not static, and employers must make all efforts to remain abreast to these changes, and recognize how they impact their human resources practices in the workplace. When in doubt, prior to making any employment decision, it always recommended to consult with a human resources expert or labor attorney. The short-term cost will be well spent in protecting against long-term expenses.

Regulations for Interrupting the Flow of Traffic for Building Work

In any urban area, a major or minor construction site by the roadside can invariably lead to traffic congestion in that particular area. In transportation parlance, congestion usually refers to a condition where there are more vehicles at particular stretch of the road than is usually permitted or encountered.

Excessive vehicles choke the smooth flow of traffic, force drivers to idle unnecessarily, lead to erratic driving and often result in accidents. Therefore, construction sites usually have several mandatory signs that seek to provide a semblance of order to the surrounding chaos and regulate the traffic somewhat.

Importance of Proper Mandatory Signage

As it is our urban roads are crammed with vehicles at all hours with little respite in traffic load. On top of that, a construction site on an arterial route leaves little room for organised traffic movement and management.

Delays caused by construction zones are cited by travellers as one of the most prevalent and frustrating conditions they encounter while driving. This is because any construction activity by the roadside invariably reduces the width of available road, forces unexpected road diversions and even enforces temporary roadblocks.

Apart from the drivers, pedestrian and workers are also affected by the confusion that reigns in a construction site. In fact, statistics reveal that each year almost ninety three people are injured and about ten of them die due to accidents involving vehicular traffic around a construction site.

To tackle the situation, mandatory symbols are put up at strategic points around the site. Mandatory signage can make a significant difference to the way traffic moves around a construction site.

When the appropriate signs are placed at vantage positions, they provide clear guidance to motorists on the path to be taken so as to lessen congestion. They also separate the available lanes to check haphazard movement of vehicles, optimise the available road space and ensure safe movement of vehicles even at night.

Mandatory signage therefore imposes lane discipline and ensures safe movement of traffic around construction areas.

Ensure Vehicular Safety at Construction Sites

Any kind of interruption in the normal flow of traffic on a road adjacent to a construction area can be dangerous for everybody around.

To ensure safety, the law requires you to organise the work area in such a way that pedestrians, workers, drivers and vehicles can move around without coming in each others’ way. Standard mandatory signs that are understood by all must be installed at strategic points to help drivers select the most appropriate lane.

Suitable barricades must be erected to restrict unnecessary movement of general public which can further deteriorate the traffic condition. Such barricades must have devices to make them visible at night or during stormy weather.

Apart from the motors moving on the road, vehicles also include such heavy-duty trucks, excavators, site dumpers etc that move in and out of the site and cause more traffic congestion. As much as possible, restrict the movement of such additional heavy-duty vehicles to weekends or at night when the normal traffic is less.

Prepare a traffic management plan for the site that is in compliance with legal requirements of your local authorities. Obtain all necessary permission required for temporary closure or detour of roads or pavements.