Legal Topics

worker cutting fabrics in a textile factory
Author: Jomathews Verosilove on Sep 13,2023

Labor Laws For The Textile Industry: What You Should Know

Before you even start recruiting and hiring new employees, you may have to comply with several American labor laws. These laws outline your responsibilities as an employer, such as paying workers minimum wage, offering benefits to full-time employees, and offering reasonable workplace accommodations to employees with disabilities. If you are hiring employees outside the United States, you may have to comply with international labor laws. Even though these laws are often different from country to country, they outline the rights of workers. This can be overwhelming because the textile industry is known for being fast-paced and demanding.

However, that doesnt mean you cant operate your business. For example, if youre hiring a contractor or consultant, you need to be sure that they are properly classified and that you are following the rules for hiring contractors. If you are hiring a full-time employee, you need to be sure you are following rules around hiring at your company, like making sure you arent discriminating against a protected class of people or making sure you are following rules around providing benefits to the people you are hiring. Instead, it means you need to get informed on the latest labor laws so you can proceed with hiring new employees. If youre thinking about hiring employees in your textile business as a sole proprietor or partnership, this blog post will give you all the responsibilities that come with having workers under your employ. Here are some of the most common American labor laws for the textile industry that every business owner should know before they hire anyone.

How to avoid discrimination in hiring

Discrimination is when a company or person refuses service or employment based on a persons race, ethnicity, gender, religious beliefs, sexual orientation, or other personal qualities that have no relation to the job. Some examples of discrimination include: not hiring someone because of their gender or not hiring someone because theyre disabled. Its also illegal to refuse service to someone due to their race or ethnicity or to treat someone differently due to their race or ethnicity. There are laws against discrimination in hiring, housing, and public services, such as restaurants and hotels. Discriminating against groups of people is illegal and can cause serious issues. Employers have to follow specific rules to avoid discrimination during the hiring process.

Hiring personnel

When hiring new employees, it is important to understand the labor laws that apply. This will help you to hire the right candidates while staying compliant with all relevant regulations. There are many requirements that must be met before you can hire new staff members, such as checking if they are eligible to work and if they need special registration or notice. To ensure you hire the right candidate and stay compliant with labor laws, make sure to keep accurate records for all staff members.

Job Postings 

You cant post a job listing that discriminates. If youre searching for employees through a job board or online websites like Indeed or Monster, you have to make sure you arent discriminating against any person based on their personal qualities.

You can only pay employees based on commission

This can be a great way to motivate them to work harder since their pay will be directly tied to how much they sell. You may also want to consider offering a sales commission plan that rewards your employees based on how much they exceed their targets. You can use these plans to motivate your team members and push them to work harder. If you employ workers in sales positions, you only have to pay them based on commission. This means you dont have to set a minimum wage or pay them overtime wages. If you do have to pay your employees, you must do so at least the federal minimum wage: $1,160 per month in most states. If youre in the textile industry, you should be hiring commission-based employees to avoid paying minimum wage. If you employ workers in positions that dont involve sales, you have to pay them at least the federal minimum wage. You have to pay a salespersons commission plus any of their minimum wages during the hours they worked. If you dont pay your employees or pay them at least the federal minimum wage, you could face consequences, including lawsuits and fines.

You must pay double for overtime hours

Many textile business owners mistakenly think they dont have to pay overtime to employees. However, thats not the case. The Fair Labor Standards Act (FLSA) requires textile manufacturing companies to pay workers time and a half if they exceed 40 hours in a work week. Textile mills must also keep track of daily working hours and pay workers overtime if they exceed 10 hours in a day. Companies must pay overtime to employees, whether they are hourly or salaried. This is because the Fair Labor Standards Act, which is the law governing American labor laws, hasnt been updated since 1938. The FLSA says that employers must pay double the normal rate for any work done on the seventh day of the workweek. You can find this in the section dealing with overtime pay. This is not a weekly requirement but applies every time an employee works more than 40 hours a week. Therefore, you must pay double the normal hourly rate for any overtime hours worked. If you employ workers in textile jobs that are exempt from overtime rules, you must pay them a salary rate of at least twice the federal minimum wage. If you dont pay your employees the required amount, they can sue you. You can also receive fines from a state labor department.

Your employees get paid for breaks

If you employ textile workers, you must pay them for breaks. The FLSA says that you cant dock an employees pay for breaks of 20 minutes or less. You can dock their pay for longer breaks. You must pay your employees for any break time, even if they dont use it. If you work in an industry that is exempt from breaking rules, you dont have to pay employees for breaks. Exempt industries include agriculture, transportation, public utilities, and mining.

Dont discriminate during the hiring process

The FLSA says you cant discriminate against a persons gender, race, color, religion, or national origin. You cant ask these questions during the application process: If you employ textile workers, you cant ask these questions either: Its against the law to discriminate based on any of these qualities. If you violate these laws, you could lose your business license and face fines.


If youre hiring textile workers, make sure that you only ask questions about the job during the interview process. It is illegal to ask about marital status, gender, race, or any other information that is not directly related to the job. If you are hiring outside the U.S., make sure that you are not asking about visa status. You can ask about their skills and experience, but you cant ask them about their race, color, religion, sex, or national origin. You cant ask them about their age, mental or physical disabilities, or any past convictions. If you violate these laws, you could lose your business license and have to pay fines. These are some of the most common American labor laws for the textile industry. Now that you know these laws, you can proceed with hiring new employees in your business with ease.

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