Recreation & Parks Departments often employ hundreds if not thousands of full-time staff – and that number multiplies if you include the army of part-timers and volunteers that keep the entire parks system running.
One major challenge is maintaining compliance standards for your entire organization. Every time someone joins, leaves or changes roles, there's forms and paperwork to deal with...and serious consequences if you don't!
That’s why we put together this guide. First, we’ll look at general compliance requirements that apply across your whole department, then break down some specific things to consider based on different roles in Recreation & Parks divisions.
What's in this guide:
Unsurprisingly, there are some laws and regulations that will apply to all (or most) staff in your entire department. Let’s start by diving into some of the most crucial ones.
From sports club janitors to chimp handlers at the zoo, everyone in your department must be paid fair wages for fair work. At a federal level, minimum wage is dictated by the FLSA, however many states also have minimum wage laws that may supersede federal laws (if an employee is subject to both, they’re entitled to the higher of the two).
You can easily see the minimum wage for each state in the Database of State Minimum Wage Laws on the Department of Labor website.
You want to keep your staff safe and healthy. The Occupational Safety & Health Act (OSHA) states that an employer must provide a workplace free from recognized hazards. Across the board, you need to conduct regular risk assessments in line with OSHA's General Duty Clause, provide training per OSHA standards, and ensure the proper use of Personal Protective Equipment (PPE).
The U.S. Equal Employment Opportunity Commission (EEOC) enforces laws that ensure all individuals receive equal employment opportunities without discrimination based on race, color, religion, sex, national origin, age, disability, or genetic information. In staffing your Rec & Parks department, it's crucial to adhere to EEOC guidelines, ensuring all employment-related decisions are made without giving weight to these protected characteristics.
Because Parks & Recreation departments interact with the public and often with children, background checks are an essential tool. At a bare minimum, a background check should include:
Regardless of local requirements, it’s best practice to set an organization-wide background check policy that specifies which checks are to be conducted and how.
Many states require mandated reporters to report child maltreatment. Abuse prevention training ensures staff are educated in how to spot signs of abuse and understand their responsibilities. Read more in our Definitive Guide to Abuse Prevention Training.
Depending on the area of the department, staff may require specialized licenses or certifications.
Lifeguards
Swim Instructors
Groundskeepers or Horticulturists
Park Rangers
Sports Coaches and Officials
Veterinary Staff
Document retention: Consider a digital system for easy storage and recall of staff records. Learn more here.
Non-compliance notification: Set up a system to notify administrators when staff members fall out of compliance due to expired certifications.