Warehouse Worker Package Handler
Resume:
Binz Beaubrun
Atlanta, GA *****
******************@*****.***
Professional Summary
I work since 6 months. I worked for Feddx ground and i currently work for Quiet logistics. Work Experience
Warehouse Worker
Quiet Logistics-College Park, GA
November 2024 to Present
Shipping position and picking order using a scanner. Package Handler
LP Logistics - FedEx Ground-College Park, GA
September 2024 to Present
U.S. EQUAL EMPLOYMENT OPPORTUNITY COMMISSION
Know Your Rights: Workplace Discrimination is Illegal The U.S. Equal Employment Opportunity Commission (EEOC) enforces Federal laws that protect you from discrimination in employment. If you believe you've been discriminated against at work or in applying for a job, the EEOC may be able to help.
Who is Protected? • Failure to provide reasonable accommodation for a disability; EMPLOYERS HOLDING FEDERAL CONTRACTS OR Any person who believes a contractor has violated its nondiscrimination pregnancy, childbirth, or related medical condition; or a sincerely- or affirmative action obligations under OFCCP's authorities should contact
• Employees (current and former), including managers and temporary held religious belief, observance or practice SUBCONTRACTS immediately: employees
• Benefits The Department of Labor's Office of Federal Contract Compliance The Office of Federal Contract Compliance Programs (OFCCP)
• Job applicants Programs (OFCCP) enforces the nondiscrimination and affirmative action
• Job training U.S. Department of Labor
• Union members and applicants for membership in a union commitments of companies doing business with the Federal Government.
• Classification 200 Constitution Avenue, N.W.
What Types of Employment Discrimination are If you are applying for a job with, or are an employee of, a company with a Washington, D.C. 20210
• Referral Federal contract or subcontract, you are protected under Federal law from Illegal? • Obtaining or disclosing genetic information of employees discrimination on the following bases: 1-800-***-**** (toll-free)
Under the EEOC's laws, an employer may not discriminate against you, If you are deaf, hard of hearing, or have a speech disability, please dial
• Requesting or disclosing medical information of employees Race, Color, Religion, Sex, Sexual Orientation, 7-1-1 to access telecommunications relay services. OFCCP may also regardless of your immigration status, on the bases of:
• Conduct that might reasonably discourage someone from opposing be contacted by submitting a question online to OFCCP's Help Desk
• Race discrimination, filing a charge, or participating in an investigation or Gender Identity, National Origin
Executive Order 11246, as amended, prohibits employment discrimination at https:// ofccphelpdesk.dol.gov/s/, or by calling an OFCCP regional or
• Color proceeding by Federal contractors based on race, color, religion, sex, sexual district office, listed in most telephone directories under U.S. Government,
• Religion • Conduct that coerces, intimidates, threatens, or interferes with Department of Labor and on OFCCP's "Contact Us" webpage at
• National origin orientation, gender identity, or national origin, and requires affirmative someone exercising their rights, or someone assisting or encouraging action to ensure equality of opportunity in all aspects of employment. https://www.dol.gov/agencies/ofccp/contact.
• Sex (including pregnancy, childbirth, and related medical conditions, someone else to exercise rights, regarding disability discrimination sexual orientation, or gender identity) (including accommodation) or pregnancy accommodation Asking About, Disclosing, or Discussing Pay PROGRAMS OR ACTIVITIES RECEIVING FEDERAL
• Age (40 and older) Executive Order 11246, as amended, protects applicants and employees FINANCIAL ASSISTANCE
• Disability
What can You Do if You Believe of Federal contractors from discrimination based on inquiring about, Race, Color, National Origin, Sex
• Genetic information (including employer requests for, or purchase, Discrimination has Occurred? disclosing, or discussing their compensation or the compensation of other applicants or employees. In addition to the protections of Title VII of the Civil Rights Act of use, or disclosure of genetic tests, genetic services, or family medical Contact the EEOC promptly if you suspect discrimination. Do not delay, 1964, as amended, Title VI of the Civil Rights Act of 1964, as amended, history) because there are strict time limits for filing a charge of discrimination Disability prohibits discrimination on the basis of race, color or national origin in
• Retaliation for filing a charge, reasonably opposing discrimination, or (180 or 300 days, depending on where you live/work). You can reach the Section 503 of the Rehabilitation Act of 1973, as amended, protects programs or activities receiving Federal financial assistance. Employment participating in a discrimination lawsuit, investigation, or proceeding EEOC in any of the following ways: qualified individuals with disabilities from discrimination in hiring, discrimination is covered by Title VI if the primary objective of the
• Interference, coercion, or threats related to exercising rights regarding Submit an inquiry through the EEOC's public portal: promotion, discharge, pay, fringe benefits, job training, classification, financial assistance is provision of employment, or where employment disability discrimination or pregnancy accommodation https://publicportal.eeoc.gov/Portal/Login.aspx referral, and other aspects of employment by Federal contractors. discrimination causes or may cause discrimination in providing services
Disability discrimination includes not making reasonable accommodation under such programs. Title IX of the Education Amendments of 1972
What Organizations are Covered? Call 1-800-***-**** (toll free) to the known physical or mental limitations of an otherwise qualified prohibits employment discrimination on the basis of sex in educational
• Most private employers 1-800-***-**** (TTY) individual with a disability who is an applicant or employee, barring programs or activities which receive Federal financial assistance.
• State and local governments (as employers) 1-844-***-**** (ASL video phone) undue hardship to the employer. Section 503 also requires that Federal
• Educational institutions (as employers) Visit an EEOC field office (information at contractors take affirmative action to employ and advance in employment Individuals with Disabilities qualified individuals with disabilities at all levels of employment, including Section 504 of the Rehabilitation Act of 1973, as amended, prohibits
• Unions www.eeoc.gov/field-office) the executive level. employment discrimination on the basis of disability in any program
• Staffing agencies E-Mail ****@****.*** or activity which receives Federal financial assistance. Discrimination is
What Employment Practices can be Challenged as Protected Veteran Status prohibited in all aspects of employment against persons with disabilities
The Vietnam Era Veterans' Readjustment Assistance Act of 1974, as who, with or without reasonable accommodation, can perform the Discriminatory? Additional information about the EEOC, amended, 38 U.S.C. 4212, prohibits employment discrimination against, essential functions of the job. All aspects of employment, including: including information about filing a charge of and requires affirmative action to recruit, employ, and advance in If you believe you have been discriminated against in a program of
• Discharge, firing, or lay-off discrimination, is available at www.eeoc.gov. employment, disabled veterans, recently separated veterans (i.e., within any institution which receives Federal financial assistance, you should
• Harassment (including unwelcome verbal or physical conduct) three years of discharge or release from active duty), active duty wartime immediately contact the Federal agency providing such assistance.
• Hiring or promotion or campaign badge veterans, or Armed Forces service medal veterans.
• Assignment Retaliation
• Pay (unequal wages or compensation) Retaliation is prohibited against a person who files a complaint of discrimination, participates in an OFCCP proceeding, or otherwise opposes discrimination by Federal contractors under these Federal laws.
REV. 06/27/2023
Your Employee Rights Under the Family and Medical Leave Act What is FMLA leave? You do not have to share a medical diagnosis but must provide enough information to your employer so they can determine whether the leave The Family and Medical Leave Act (FMLA) is a federal law that provides eligible employees with job- protected leave for qualifying family and medical qualifies for FMLA protection. You must also inform your employer if FMLA leave was previously taken or approved for the same reason when reasons. The U.S. Department of Labor's Wage and Hour Division (WHD) enforces the FMLA for most employees. requesting additional leave.
Eligible employees can take up to 12 workweeks of FMLA leave in a 12-month period for: Your employer may request certification from a health care provider to verify medical leave and may request certification of a qualifying exigency.
• The birth, adoption or foster placement of a child with you, The FMLA does not affect any federal or state law prohibiting discrimination or supersede any state or local law or collective bargaining agreement that provides greater family or medical leave rights.
• Your serious mental or physical health condition that makes you unable to work, State employees may be subject to certain limitations in pursuit of direct lawsuits regarding leave for their own serious health conditions. Most federal and
• To care for your spouse, child or parent with a serious mental or physical health condition, and certain congressional employees are also covered by the law but are subject to the jurisdiction of the U.S. Office of Personnel Management or Congress.
• Certain qualifying reasons related to the foreign deployment of your spouse, child or parent who is a military servicemember.
An eligible employee who is the spouse, child, parent or next of kin of a covered servicemember with a serious injury or illness may take up to 26 What does my employer need to do? workweeks of FMLA leave in a single 12-month period to care for the servicemember. If you are eligible for FMLA leave, your employer must:
You have the right to use FMLA leave in one block of time. When it is medically necessary or otherwise permitted, you may take FMLA leave • Allow you to take job-protected time off work for a qualifying reason, intermittently in separate blocks of time, or on a reduced schedule by working less hours each day or week. Read Fact Sheet #28M(c) for more • Continue your group health plan coverage while you are on leave on the same basis as if you had not taken leave, and information. • Allow you to return to the same job, or a virtually identical job with the same pay, benefits and other working conditions, including shift and location,
FMLA leave is not paid leave, but you may choose, or be required by your employer, to use any employer- provided paid leave if your employer's paid leave at the end of your leave. policy covers the reason for which you need FMLA leave. Your employer cannot interfere with your FMLA rights or threaten or punish you for exercising your rights under the law. For example, your employer Am I eligible to take FMLA leave? cannot retaliate against you for requesting FMLA leave or cooperating with a WHD investigation.
You are an eligible employee if all of the following apply: After becoming aware that your need for leave is for a reason that may qualify under the FMLA, your employer must confirm whether you are eligible or not eligible for FMLA leave. If your employer determines that you are eligible, your employer must notify you in writing:
• You work for a covered employer,
• About your FMLA rights and responsibilities, and
• You have worked for your employer at least 12 months,
• How much of your requested leave, if any, will be FMLA-protected leave.
• You have at least 1,250 hours of service for your employer during the 12 months before your leave, and
• Your employer has at least 50 employees within 75 miles of your work location. Where can I find more information?
Airline flight crew employees have different "hours of service" requirements. Call 1-866-***-**** or visit dol.gov/fmla to learn more.
You work for a covered employer if one of the following applies: If you believe your rights under the FMLA have been violated, you may file a complaint with WHD or file a private lawsuit against your employer in court.
• You work for a private employer that had at least 50 employees during at least 20 workweeks in the current or previous calendar year, Scan the QR code to learn about our WHD complaint process.
• You work for an elementary or public or private secondary school, or
• You work for a public agency, such as a local, state or federal government agency. Most federal employees are covered by Title II of the FMLA, SCAN ME administered by the Office of Personnel Management. DEPARTMENT OF LABOR
UNITED STATES OF AMERICA
How do I request FMLA leave?
Generally, to request FMLA leave you must: WAGE AND HOUR DIVISION
• Follow your employer's normal policies for requesting leave, UNITED STATES DEPARTMENT OF LABOR
• Give notice at least 30 days before your need for FMLA leave, or WH1420
• If advance notice is not possible, give notice as soon as possible. REV. 04/2023 EMPLOYEE RIGHTS
EMPLOYEE POLYGRAPH PROTECTION ACT
The Employee Polygraph Protection Act prohibits most private employers from using lie detector tests either for EXAMINEE RIGHTS pre-employment screening or during the course of employment. Where polygraph tests are permitted, they are subject to numerous strict standards concerning the conduct and length of the test.
PROHIBITIONS Examinees have a number of specific rights, including the right to a written notice before testing, the right to refuse or discontinue a test, Employers are generally prohibited from requiring or requesting any employee or job applicant to take a lie detector test, and from and the right not to have test results disclosed to unauthorized persons. discharging, disciplining, or discriminating against an employee or prospective employee for refusing to take a test or for exercising other ENFORCEMENT rights under the Act. The Secretary of Labor may bring court actions to restrain violations and assess civil penalties against violators. Employees or job EXEMPTIONS applicants may also bring their own court actions. Federal, State and local governments are not affected by the law. Also, the law does not apply to tests given by the Federal Government to THE LAW REQUIRES EMPLOYERS TO DISPLAY THIS POSTER WHERE EMPLOYEES AND JOB APPLICANTS CAN READILY SEE IT. certain private individuals engaged in national security-related activities.
The Act permits polygraph (a kind of lie detector) tests to be administered in the private sector, subject to restrictions, to certain prospective employees of security service firms (armored car, alarm, and guard), and of pharmaceutical manufacturers, distributors and DEPARTMENT dispensers. The Act also permits polygraph testing, subject to restrictions, of certain employees of private firms who are reasonably suspected of involvement in a workplace incident (theft, embezzlement, etc.) that resulted in economic loss to the employer.
OF LABOR
UNITED STATES
OF AMERICA
WHD WAGE AND HOUR DIVISION
UNITED STATES DEPARTMENT OF LABOR
www.dol.gov/agencies/whd
The law does not preempt any provision of any State or local law or any collective bargaining agreement which is more restrictive with WH1462 respect to lie detector tests. REV. 02/2022
TWO ways to verify poster compliance!
QR CODE Scan with phone camera:
This poster is in compliance with federal posting requirements. J. J. Keller & Associates, Inc. Go to: JJKeller.com/LLPverify
JJKeller.com/laborlaw ONLINE
ISBN 978-1-64551-320-9 JUN2023 69090 Enter this code: 690**-****** 800-***-**** 69090
Links
https://ofccphelpdesk.dol.gov/s
Contact this candidate