How Many Points Walmart to Get Fired Understanding the Attendance Policy

Alright, let’s dive into the nitty-gritty of Walmart’s attendance policy, specifically: how many points Walmart to get fired. It’s a question that likely crosses the minds of every associate at some point, whether you’re a seasoned veteran or just starting out. The world of retail can be unpredictable, and life happens, so understanding the rules of the game is crucial.

We’ll explore the ins and outs of Walmart’s point system, from how points are earned to the potential consequences. Think of it as your personal roadmap to navigating the attendance landscape, helping you stay on the right side of the policy and maintain your employment.

We’ll unpack the various factors influencing point accumulation, including work schedules and management discretion. We’ll look at the different types of absences and how they impact your point total, and even the process for appealing decisions if you feel something isn’t quite right. We’ll also examine the role of management in enforcing the policy, and consider how state and local laws might come into play.

So, buckle up, grab your virtual notepad, and let’s get started on unraveling this important aspect of working at Walmart.

Table of Contents

Walmart’s Point System Overview

Understanding Walmart’s attendance policy is crucial for maintaining employment. This system, while seemingly straightforward, can have significant implications for your job security. It’s designed to ensure adequate staffing levels and maintain operational efficiency.

Accruing Points: How Attendance is Monitored

Walmart employs a point-based attendance system. Points are accumulated for various attendance-related infractions. Let’s delve into how this system functions and what actions lead to point accumulation.To give you a clear understanding, here’s a breakdown of actions that contribute to point accumulation:

Unexcused Absence: This occurs when an employee misses a scheduled shift without providing proper documentation or notification as per Walmart’s policy. The number of points assigned can vary depending on the specific circumstances, typically being a full point for a missed shift.
Tardiness: Arriving late for a scheduled shift also results in point accumulation. The amount of points depends on how late the employee is. A typical example would be half a point for being late.
Leaving Early: Leaving a shift before the scheduled end time without authorization or proper documentation will also result in points being added to your record.
Failure to Follow Proper Call-Out Procedures: Failing to notify your supervisor or the appropriate channels about an absence according to company policy can also lead to points.

Point Levels and Consequences

The point system at Walmart is structured to address attendance issues progressively. The consequences escalate as an employee accumulates more points. The following table provides an overview of the point levels and their associated actions.

Point Level	Consequence
1-2 Points	Generally, no formal action is taken, but the employee may receive verbal coaching from their supervisor.
3-4 Points	A written warning is usually issued. This serves as a formal documentation of the attendance issues and a reminder of the attendance policy.
5-6 Points	Further disciplinary action is taken, which may include a final written warning and/or suspension.
7+ Points	This can lead to more serious disciplinary actions, including termination.

It’s important to remember that these are general guidelines, and the specific consequences can vary based on individual circumstances, local policies, and the employee’s performance history.

Factors Influencing Point Accumulation

Understanding the nuances of how points accumulate is crucial for every Walmart associate. This knowledge empowers you to manage your attendance effectively and navigate the company’s policies successfully. Being well-informed can prevent misunderstandings and help you maintain a positive standing within the organization.

Impact of Work Schedules

The frequency with which you accumulate points is directly influenced by your work schedule. This is a critical factor in attendance management.Full-time associates, typically scheduled for 34+ hours per week, often have more predictable schedules. This predictability can, in some cases, make it easier to manage attendance, but any absences still count. Part-time associates, working fewer hours, may experience a different impact.* Full-Time: A full-time associate might find it easier to plan around their work schedule.

However, missing a scheduled shift results in point accumulation, just like for part-time employees.

Part-Time

Part-time associates often have more flexibility, but their schedules can sometimes be less consistent. This might make it slightly harder to avoid points, as changes or unexpected circumstances could impact attendance.

Comparison of Point Systems: Hourly vs. Salaried

The point system’s application often varies significantly between hourly and salaried employees. This difference is largely due to the nature of their work and the expectations placed upon them.Hourly employees are usually subject to a stricter point system due to the direct impact their absence has on staffing and operations. Salaried employees may have a different system, often focusing more on overall performance and the completion of tasks, allowing for greater flexibility.* Hourly Employees: These associates typically have a more rigid point system tied to specific missed shifts or late arrivals.

The accumulation of points can lead to disciplinary action, including termination, based on the total number of points accrued within a defined timeframe.

Salaried Employees

Salaried employees often have a more flexible system, focusing on meeting project deadlines and overall job performance rather than strict adherence to a clock-in/clock-out schedule. However, this flexibility doesn’t mean they are immune to attendance policies; it may simply be structured differently.

Management Discretion in Point System Application

Management plays a crucial role in the implementation of the point system. Their discretion can significantly impact how points are assigned and how attendance issues are addressed.Management discretion allows for flexibility in handling extenuating circumstances. It can also create potential for inconsistencies if not applied fairly and uniformly.* Extenuating Circumstances: Management may have the authority to waive points or offer alternative solutions in cases of documented emergencies or unforeseen events.

For example, a serious illness requiring hospitalization could be a situation where management might exercise discretion.

Consistency

To maintain fairness, management should consistently apply the point system across all associates, regardless of their position or relationship with the management team. This ensures everyone is treated equitably under the attendance policy.

Communication

Open communication between associates and management is vital. Associates should be encouraged to discuss attendance issues promptly, providing supporting documentation when necessary. This allows management to make informed decisions.

Actions That May Lead to Termination

Navigating Walmart’s point system requires understanding the consequences of accumulating points. While the system is designed to provide flexibility, exceeding certain thresholds can lead to disciplinary actions, up to and including termination of employment. This section delves into the specific point levels that trigger these actions, offering clarity on the potential repercussions of attendance-related infractions.

Point Thresholds and Disciplinary Actions

The following table Artikels the point levels and the corresponding disciplinary actions taken by Walmart. This information is crucial for understanding the severity of attendance issues and the potential consequences.

Point Level	Disciplinary Action	Explanation	Example Scenario
4 Points	Verbal Warning	An initial warning is issued to the employee.	Accumulating points from a few late arrivals.
5 Points	Written Warning	A formal written warning is placed in the employee’s file.	Multiple instances of tardiness or missed shifts.
6 Points	Final Written Warning	This is the last warning before termination.	Continuing attendance issues after receiving a written warning.
7 Points	Termination	Employment is terminated.	Exceeding the maximum allowed points.

Scenarios Leading to Immediate Termination

Certain actions, regardless of the current point total, can result in immediate termination. These situations typically involve serious violations of company policy or egregious attendance issues.

Unexcused Absence for Three Consecutive Days: Failing to notify Walmart of an absence for three consecutive workdays. This demonstrates a significant lack of responsibility and commitment to the job. This is not a situation to be taken lightly.
Falsification of Time Records: Intentionally altering or manipulating timekeeping records to gain unauthorized pay. This is considered a form of theft and is a serious breach of trust.
Job Abandonment: Leaving the job without proper notification or authorization, effectively abandoning the responsibilities.
Gross Misconduct: Engaging in severe violations of company policy, such as theft, insubordination, or workplace violence. These actions undermine the safety and integrity of the workplace.
Attendance Related issues with a Final Written Warning: If an employee has a final written warning and then receives additional points, the next point earned results in termination.

Types of Absences and Their Point Values

Understanding how Walmart handles different types of absences is key to navigating their point system successfully. Knowing the specific point values associated with each absence type and the distinction between approved and unapproved time off can help you maintain your employment status. Let’s delve into the specifics of how these absences are categorized and the impact they have on your accumulated points.

Sick Absences and Their Point Value

When you’re under the weather, knowing how sick absences are treated is crucial. Walmart’s policy generally differentiates between calling in sick and providing proper documentation.

Unexcused Sick Absence: Typically results in a higher point value. This applies when you call out sick without providing adequate documentation, such as a doctor’s note, or failing to follow company call-out procedures.
Excused Sick Absence: Often carries a lower point value or, in some cases, no points at all, especially if you provide a doctor’s note or meet other requirements Artikeld in Walmart’s policy. The specific requirements can vary based on location and employee handbook guidelines.

Vacation Absences and Their Point Value

Taking time off for vacation is a benefit, but it’s important to understand how it interacts with the point system.

Approved Vacation: Generally, approved vacation time does
-not* result in any points being added to your record. It’s pre-planned and authorized, so it doesn’t count against your attendance.
Unapproved Vacation: If you take time off without proper vacation approval, it may be treated as an unexcused absence, potentially leading to point accumulation. This is similar to calling out sick without proper documentation.

Personal Absences and Their Point Value

Personal time off can be used for a variety of reasons, and the point value associated with these absences depends on the approval process and the specific circumstances.

Approved Personal Time: Similar to vacation, approved personal time off usually does not result in any points. Planning and getting your time off approved in advance is essential.
Unapproved Personal Time: If you take personal time without proper authorization, it will likely be treated as an unexcused absence, which could lead to point accumulation.

Point Values for Different Absence Types

The exact point values can fluctuate based on several factors, including the reason for the absence, documentation provided, and the specific Walmart location. However, here’s a general guideline:

Unexcused Absence: Typically results in 1 point.
Unexcused Absence (for specific shifts, like key events or holidays): May result in a higher point value, such as 2 points.
Excused Absence (with proper documentation): Often results in 0 points, especially if the absence is covered by a doctor’s note or other approved documentation.
No Call/No Show: This is a serious offense and often carries a significant point value, potentially leading to more severe disciplinary actions. The point value could range from 2 points up to immediate termination, depending on the specific circumstances and Walmart’s policies.

Approved vs. Unapproved Absences: Impact on Point Accumulation

The difference between approved and unapproved absences is crucial in the point system.

Approved Absences: These are typically pre-planned and authorized by your manager or through the appropriate channels. They usually do not result in any points being added to your record. This includes vacation time and approved personal time.
Unapproved Absences: These absences occur when you don’t follow proper procedures, such as failing to call out or not providing the required documentation. These absences often lead to point accumulation, and the number of points depends on the circumstances of the absence.

Important Note: Always familiarize yourself with your specific Walmart location’s attendance policy, as the details can vary. Reviewing your employee handbook is a must to understand your responsibilities and the potential consequences of different absence types.

Corrective Actions and Appeals

Navigating Walmart’s point system can feel like walking a tightrope. Fortunately, the company provides a structured process for addressing concerns and challenging decisions. Understanding these procedures is crucial for any associate aiming to maintain their employment.

Addressing Point Accumulation

When you accrue points, Walmart doesn’t just spring into action. Instead, a series of steps unfolds, designed to give you a chance to improve and understand the situation. The process is designed to be fair, though it’s still essential to stay informed and proactive.

Verbal Counseling: This is the first step. If you’ve reached a certain point threshold (often around 2 points, though this can vary by store), your manager will sit down with you for a discussion. The purpose is to review your attendance record, discuss the reasons for the points, and set expectations for future attendance.
Written Warning: If attendance issues persist and points continue to accumulate, you’ll receive a written warning. This document formally Artikels the issues, reiterates expectations, and may include a performance improvement plan (PIP). The PIP is a roadmap for improvement, detailing specific goals and timelines.
Final Written Warning: Further attendance problems result in a final written warning. This step often comes with a more severe PIP and a clear understanding that continued non-compliance could lead to termination.
Termination: This is the last resort. If you fail to meet the requirements of the final written warning or accumulate enough points to exceed the maximum allowed (typically 5-6 points), your employment may be terminated.

Appealing Point-Related Decisions

Everyone makes mistakes, and sometimes, points are assigned incorrectly. Walmart provides a formal appeal process to address such situations. Knowing how to navigate this process is critical for protecting your job.

Gather Your Evidence: Before you start the appeal, collect all relevant documentation. This might include doctor’s notes, jury duty summons, or any other proof that supports your case. The more evidence you have, the stronger your appeal will be.
Submit Your Appeal: You typically need to submit your appeal in writing to your store manager or a designated HR representative. The appeal should clearly state the reason for the appeal, the specific points in question, and the evidence you’re providing. Be concise, clear, and professional.
Review and Investigation: The store management or HR will review your appeal and investigate the circumstances. This might involve speaking to your supervisors, reviewing your attendance records, and examining the evidence you’ve provided.
Decision and Notification: You’ll be notified of the decision in writing. The decision may uphold the original point assignment, modify it, or remove the points entirely.

Examples of Successful and Unsuccessful Appeals

Understanding real-world examples can help you craft a compelling appeal.

Successful Appeal:

An associate received a point for missing a shift due to a sudden illness. They provided a doctor’s note verifying their illness, and the point was removed. This is a clear case of providing sufficient documentation to support the absence.

Another successful appeal involved an associate who was incorrectly penalized for a shift they were scheduled for jury duty. The associate provided the jury duty summons, and the points were removed, as the absence was excused.
Unsuccessful Appeal:

An associate received a point for being late to a shift. They argued that traffic was heavy, but they didn’t provide any evidence to support their claim. The appeal was denied because there was no verifiable reason for the tardiness.

Another unsuccessful appeal occurred when an associate missed a shift due to oversleeping. The associate did not provide any documentation to support the absence, and the appeal was denied because it was an unexcused absence.

Exceptions and Special Circumstances: How Many Points Walmart To Get Fired

Navigating Walmart’s point system can sometimes feel like trying to decipher a complex map. However, there are detours and shortcuts – exceptions and special circumstances – that can provide a bit of a safety net. Understanding these can be crucial in managing your employment status.

Situations Where Points May Be Waived or Reduced

Walmart acknowledges that life happens, and sometimes, circumstances arise that are beyond an associate’s control. These situations, if properly documented and verified, may lead to points being waived or reduced. This provides a degree of flexibility within the point system.

Medical Leave: Approved medical leave, supported by proper documentation from a healthcare provider, is a common reason for points to be waived. This includes both the associate’s own illness or injury and, in some cases, the illness or injury of a family member requiring the associate’s care.
Bereavement: Time off for the death of a family member is usually excused. The specific details, such as the number of days allowed and the definition of “family member,” are typically Artikeld in Walmart’s policies.
Jury Duty/Legal Obligations: If an associate is required to serve on a jury or attend a court hearing, this is generally considered an excused absence, provided proper documentation is submitted.
Company-Approved Events: Participating in company-sponsored events, such as training or required meetings, that conflict with a scheduled shift will usually not result in point accrual.

Specific Examples of Circumstances That Might Warrant an Exception to the Point System

While policies are generally consistent, specific scenarios can sometimes be assessed on a case-by-case basis. These examples are illustrative, not exhaustive, and the outcome will depend on the specifics of each situation and adherence to company policies.

Unexpected Hospitalization: An unforeseen hospital stay, supported by medical documentation, would likely result in excused absences.
Natural Disasters or Severe Weather: If severe weather prevents an associate from safely traveling to work, and the store is closed or operating with reduced staff, points might be waived, particularly if the associate made a reasonable attempt to get to work. Imagine a scenario where a hurricane hits a coastal town, closing roads and making travel impossible; in such a situation, absence points are unlikely to be applied.
Sudden Family Emergencies: A sudden and unexpected family emergency, such as a serious illness or accident involving a family member, might warrant an exception. This requires proper documentation, such as a hospital record or a statement from a healthcare professional.
Victim of a Crime: If an associate is the victim of a crime that prevents them from working, such as being robbed or experiencing a car accident, documentation (police report) may lead to waived points.

How Medical Documentation or Other Forms of Verification Can Affect Point Accrual, How many points walmart to get fired

Documentation is the cornerstone of exceptions. Without proper verification, even legitimate absences may result in points being applied.

The importance of proper documentation cannot be overstated. Consider the following scenario:

An associate experiences a sudden illness and is unable to come to work. They visit a doctor and receive a medical certificate. By submitting this certificate to their manager, they can have their absence excused, thus avoiding point accrual. Conversely, if they do not provide any documentation, they will likely receive points for the absence.

Here’s a breakdown of how different types of documentation are used:

Medical Documentation: Doctor’s notes, medical certificates, hospital discharge summaries, and specialist reports are commonly accepted. These documents should clearly state the reason for the absence, the dates covered, and the healthcare provider’s contact information.
Legal Documentation: Court summons, jury duty notices, and police reports are required for legal obligations.
Other Forms of Verification: Depending on the circumstance, other forms of verification might be accepted, such as a death certificate for bereavement leave or a statement from a mechanic for a car repair.

Important Note: Always familiarize yourself with Walmart’s specific documentation requirements, as these can vary. It’s best to err on the side of caution and provide any documentation that supports your absence, to protect yourself and your employment.

A Word of Caution: Submitting fraudulent documentation is a serious offense and can lead to disciplinary action, up to and including termination. Honesty and transparency are essential when dealing with any absence-related matter.

Role of Management in Point System Enforcement

The point system at Walmart isn’t just a set of rules; it’s a living, breathing mechanism that relies heavily on the managers to function fairly and effectively. Their actions, or lack thereof, directly impact how the system is perceived and, more importantly, how it affects associates’ livelihoods. This section explores the crucial role managers play in this process, highlighting their responsibilities, the importance of consistent application, and the consequences of failing to uphold the standards.

Responsibilities of Managers in Administering the Point System

Managers are the front-line enforcers and interpreters of Walmart’s point system. They shoulder the responsibility of ensuring its proper and consistent application. This involves several key duties:

Accurate Record-Keeping: Managers must meticulously document attendance, tardiness, and any other infractions that might trigger point accumulation. This involves utilizing the company’s designated systems, such as the Attendance Management System (AMS), to input information promptly and accurately. Errors can lead to unfair point accumulation, causing undue stress and potentially impacting employment.
Clear Communication: Managers are responsible for clearly communicating the point system’s rules and expectations to their team. This includes providing new hires with orientation materials, holding regular team meetings to discuss attendance, and being available to answer questions and address concerns. Without clear communication, associates might unintentionally accumulate points, leading to misunderstandings and frustration.
Fair and Consistent Application: Perhaps the most critical responsibility is ensuring the point system is applied fairly and consistently across all associates. This means treating everyone equally, regardless of their position, personal relationships, or perceived performance. Deviations from this standard erode trust and can lead to legal issues.
Investigating and Verifying: When an associate challenges a point, the manager is responsible for investigating the situation, reviewing any supporting documentation (doctor’s notes, etc.), and making a fair determination. This may involve consulting with HR or other management levels to ensure the correct application of company policy.
Corrective Action Implementation: Managers are involved in the corrective action process when associates reach specific point thresholds. This includes holding meetings, issuing written warnings, and, in some cases, recommending termination, always adhering to company policy and procedures.

Examples of How Managers Ensure Fairness and Consistency in Point Application

To ensure the point system is applied fairly, managers employ several strategies and practices. These practices are designed to eliminate bias and maintain a level playing field for all associates.

Utilizing the AMS System: Managers rely on the Attendance Management System (AMS) to record attendance data. This system helps to standardize the process and reduce the possibility of manual errors or subjective interpretations. The system tracks points automatically based on pre-defined rules, reducing the risk of inconsistent application.
Following Established Procedures: Managers adhere to a clearly defined set of procedures for handling attendance issues. These procedures dictate how to address tardiness, absences, and other violations. They provide a framework for consistent decision-making, minimizing the potential for personal biases to influence the outcome.
Consulting with HR: When facing complex situations or uncertainty, managers often consult with Human Resources (HR) to seek guidance. HR professionals provide expertise on policy interpretation and ensure that the point system is applied in compliance with company regulations and legal requirements. This helps to mitigate the risk of inconsistent application and potential legal challenges.
Documenting All Actions: Managers meticulously document all attendance-related incidents and actions taken. This includes recording tardiness, absences, warnings, and any corrective actions. Comprehensive documentation provides a clear audit trail, demonstrating that the point system is being applied fairly and consistently.
Regular Training and Updates: Managers receive regular training and updates on the point system and its application. This ensures they are well-versed in the latest policies, procedures, and best practices. Updated training helps to maintain consistency across the organization and address any potential ambiguities.
Conducting Regular Audits: Walmart may conduct periodic audits of attendance records to identify any discrepancies or inconsistencies in point application. This ensures that managers are following the established procedures and provides an opportunity to address any potential issues.

Consequences for Managers Who Do Not Follow the Point System

Managers who fail to adhere to the point system face a range of consequences, designed to hold them accountable and ensure the system’s integrity. These consequences vary depending on the severity and frequency of the violations.

Verbal Counseling: For minor infractions or first-time offenses, managers may receive verbal counseling from their supervisors or HR. This typically involves a discussion about the importance of following company policies and procedures, along with guidance on how to improve.
Written Warning: If the violations are more serious or repeated, managers may receive a written warning. This documents the specific infractions, the corrective actions required, and the potential consequences of further non-compliance.
Performance Improvement Plan (PIP): In cases of persistent or significant failures, managers may be placed on a Performance Improvement Plan (PIP). A PIP Artikels specific goals and expectations for improvement, with regular progress reviews. Failure to meet the PIP’s requirements can lead to more severe consequences.
Suspension: Managers may be suspended from their duties, either with or without pay, depending on the severity of the violations. This can be a temporary measure to allow for an investigation or to provide a period of reflection.
Demotion: In some instances, managers may be demoted to a lower position. This may occur if they are unable to effectively manage their team or consistently apply company policies.
Termination: The ultimate consequence for managers who repeatedly or deliberately violate the point system is termination of employment. This is typically reserved for cases involving gross misconduct, consistent failure to follow procedures, or a pattern of unfair or discriminatory behavior.
Legal and Financial Implications: In cases of intentional misapplication of the point system, particularly if it involves discrimination or retaliation, Walmart could face legal action. The company could be subject to fines, lawsuits, and damage to its reputation.

State and Local Laws

The realm of employment law is a complex tapestry woven with threads of federal, state, and local regulations. Walmart’s attendance policy, while designed to be consistent across its operations, is inevitably touched by these various legal frameworks. Understanding the interplay between these laws and Walmart’s policies is crucial for both the company and its associates.

Influence of State and Local Laws on Attendance Policy

State and local laws can significantly influence how Walmart’s attendance policy is implemented and enforced. These laws often dictate minimum standards for employee rights, including those related to leave, discrimination, and fair treatment. For instance, a state with robust family leave laws might require Walmart to offer more generous leave policies than its standard attendance policy provides. Furthermore, local ordinances could mandate paid sick leave, potentially affecting how absences are categorized and how points are assigned.

These differences can create a nuanced landscape for Walmart to navigate, requiring it to adapt its policies to comply with the most stringent regulations in each jurisdiction.

Potential Legal Considerations Related to Point-Based Termination

Point-based termination, while a common practice, can present several legal challenges. Employers must be mindful of several areas.

Discrimination Claims: An employee might allege that the point system was applied unfairly, resulting in termination due to discrimination based on protected characteristics like race, gender, religion, or disability. For example, if an employee with a disability, protected under the Americans with Disabilities Act (ADA), requires accommodations that lead to absences, and those absences are counted against them in the point system without reasonable adjustments, this could be a violation of the law.
Wrongful Termination: An employee could claim wrongful termination if the point system was not applied consistently or if the termination was based on an improper reason, such as retaliation for whistleblowing or exercising their rights.
Breach of Contract: If the attendance policy is explicitly Artikeld in an employment contract, and Walmart deviates from the policy in a way that leads to termination, the employee might claim a breach of contract.
Wage and Hour Laws: State laws regarding final paychecks, accrued vacation time, and other wage-related issues must be considered when an employee is terminated. For instance, delays in providing a final paycheck or failure to pay out accrued vacation time could result in legal action.
Family and Medical Leave Act (FMLA) Violations: If an employee’s absences are related to FMLA-qualifying reasons, such as a serious health condition or caring for a family member, and those absences are improperly counted against them in the point system, Walmart could face legal repercussions.

Hypothetical Scenario: Interplay of State Law and Walmart’s Policy

Let’s imagine a scenario in California, a state known for its employee-friendly laws. Maria, a Walmart employee, has accumulated points under the company’s attendance policy. She takes time off to care for her elderly mother, who requires frequent medical appointments. California law provides for paid sick leave, and Maria believes she has followed the proper procedures for requesting and using this leave.

However, Walmart’s system counts some of these absences, leading her to reach the termination threshold.
Here’s how the interplay might unfold:

1. State Law Advantage

California’s paid sick leave law might offer Maria protection. If Maria properly documented her absences and the reasons qualified under the law, Walmart could face legal scrutiny for counting those absences against her.

2. Legal Action

Maria, with legal counsel, could argue that Walmart’s policy violates California’s paid sick leave law. She could claim wrongful termination, alleging that her termination was based on her exercising her legal right to use paid sick leave.

3. Potential Outcome

A court might rule in Maria’s favor, ordering Walmart to reinstate her, provide back pay, and potentially pay penalties for violating the state’s labor laws.

4. Walmart’s Adjustments

To avoid future legal issues, Walmart would likely need to review its attendance policy in California, ensuring it complies with state and local laws. This might involve reclassifying certain absences, modifying the point system, or providing additional training to managers on state-specific leave requirements.
This scenario highlights the importance of understanding the specific legal environment in which Walmart operates.

Ignoring state and local laws can lead to costly lawsuits, damage to the company’s reputation, and undermine employee morale.