Compliance

"Fayette Industrial ensures compliance with labor laws by employing a multifaceted approach. We utilize age verification technology to flag discrepancies in presented ages, conduct thorough interviews to assess applicant credibility, and complete a meticulous document review with checks and balances – so multiple eyes are on it.

This holistic strategy balances the need to avoid over-scrutinizing documents with preventing the inadvertent hiring of underage workers using sophisticated fake documents. Through these measures, Fayette Industrial demonstrates its commitment to upholding labor regulations while effectively addressing the challenge of fraudulent documentation."

If a discrepancy in age is found during the hiring process at Fayette Industrial, the response is twofold. If the applicant appears to be over 25 but falls outside a 7-year age range of the age they provided on their application, they are permitted to continue in the hiring process. However, as part of the process, every new hire must submit a selfie.

Upon uploading the selfie, a secondary age verification is conducted. If the applicant still falls outside the acceptable age range, an interview is scheduled. Conversely, if the applicant's estimated age range suggests they are under 25 years old, an interview is scheduled in every instance. This protocol ensures thoroughness and consistency in handling age discrepancies during the hiring process.

All employees receive training on proper completion of the I-9 and reverification of documents, fraudulent document awareness training, and training on proper hiring procedures and processes.

Fayette provides clear lines of communication for all employees to say something if they see something.  Both the legal department and human resources department review all concerns regarding compliance.

Upon receipt of a report of a compliance concern, Fayette’s legal and compliance department review the concern and investigate all allegations.  Appropriate corrective action is taken based upon the findings.

Fayette promotes a culture of compliance throughout the company from the Owners to hourly employees.  All employees tasked with hiring Fayette employees are thoroughly trained to appropriately interview and on-board new applicants.

In the event that an employee is non-compliant with Fayette’s policies and procedures to ensure a compliant workforce, disciplinary measures will be taken up to and including termination.

At Fayette, compliance concerns are addressed through a comprehensive approach. The company utilizes various tools, including data analysis software, auditing procedures, and internal reporting mechanisms, to investigate potential breaches thoroughly. Our human resources department also plays a role in the initial review of complaints, ensuring a holistic approach to addressing issues.

Moreover, Fayette has implemented a stringent internal investigative process as the initial step in addressing complaints. This internal mechanism allows for swift assessment and resolution of issues internally before seeking external assistance. Importantly, this internal process operates independently to maintain objectivity and fairness, especially in cases of serious and substantiated allegations.

In addition to these internal measures, Fayette engages an external legal team specialized in scrutinizing compliance concerns, particularly those involving potential underage workers. This collaboration underscores Fayette's dedication to upholding legal standards and ensures a thorough review process.
By leveraging both internal and external resources, Fayette demonstrates a robust commitment to compliance and ethical business practices. This comprehensive approach not only protects the company's reputation but also prioritizes the well-being of its workforce and stakeholders.

Fayette provides a hotline that maintains the anonymity of callers reporting potential violations.  These reports are addressed with the same procedures as if they were reported directly.  All reported instances of non-compliance are investigated until an appropriate corrective action has been taken.

Fayette retains the services of multiple third-party auditing services.  Legal immigration experts perform reviews of Fayette’s hiring practices, identifying document reviews, and I9 procedures on a regularly scheduled basis. 

Third-party audit reports are reviewed to determine the effectiveness of the policies, procedures and technology being implemented.

Fayette’s legal department maintains a close watch of legislative updates for local, state, federal and international changes in regulations and requirements.  It is important to Fayette to stay up to date on all changes that affect the products our customers distribute in America and abroad.

Fayette also maintains membership in multiple trade organizations that provide resources and updates regarding legislative and regulatory changes.

Through cooperation with the DOL investigation, Fayette was able to pinpoint gaps in the application and hiring processes that allowed minors to circumvent the procedures in place at the time.

Through implementation of biometric technology and artificial intelligence powered age estimators, Fayette has been able to implement a unique approach to vetting employment applications.  These methods in conjunction with a minimum hire age of 25 years of age have provided Fayette with a system designed to avoid the potential of a non-compliant workforce.

Fayette’s commitment of resources to establishing the industry leading technology, procedures and third-party consulting network provides for a partnership in sanitation services that is second to none.  This commitment to compliance ensures efficient service without the risk of exposure from governmental inquires.