OSHA in the Office

The Occupational Safety and Health Act (OSHA) does not just pertain to those in the construction or manufacturing industries.

OSHA Form 300A Posting and OSHA 300 Records

Under OSHA’s recordkeeping rule, employers with 10 or more employees are required to record injuries and illnesses that result in death, days away from work, restricted work or transfer to another job, medical treatment beyond first aid, or loss of consciousness, or if they involve a significant injury or illness diagnosed by a physician or other licensed health care professional.

Cough, Cough… “I think I’m Getting Sick!”

Summer is gone and the change of weather is readily apparent. With the change of weather comes employee coughs, sneezes, sinus infections and the like. Might be a good time to remind employees about your call in procedures relative to calling in sick. Most employers do have a procedure indicating who to call and how long to call in before the scheduled start time. Usually these procedures indicate to call in each day of illness with a potential return to work date.

When an Employee Resigns…

The resignation of an employee can be a stressful and complicated experience. How should the process work? What are your legal responsibilities? Here are some of the common questions we get on this topic…

Harassment Update…

This past fall, harassment, particularly sexual harassment, has taken on a new significance. Starting with the Harvey Weinstein allegations, harassment complaints have skyrocketed and not just in Hollywood and the news industry. Private employers too must pay attention to the potential of increased harassment in their workplaces.

Politics in the Workplace

With any political election, it is a good time to remind employers and employees what can and cannot be discussed in the workplace. Private employers have the right to prohibit political speech entirely in their workplaces. The First Amendment protections of free speech apply only to “state action,” not to nongovernmental employers.

Progressive Disciplinary Action

The purpose of progressive disciplinary action is to improve employee performance. Progressive disciplinary action should not be confused with an immediate call for action for a serious violation of company rules, an illegal act, or other egregious behavior.

Watch Out for Employee Misclassifications!

You can hardly pick up a professional journal these days without seeing something relating to a company being investigated because of employee “misclassification.” What exactly does that mean, and what are the consequences?

New Fact Sheet Released by the DOL Regarding Unpaid Internships

In these difficult economic times, it is not unusual for employers to continually seek ways to do more with less. With students home from school, the idea of internships may come to mind. What could be better than offering a student real-world experience while having an extra pair of hands around the workplace? However, if you as an employer are thinking of utilizing unpaid interns to supplement your workforce, think again.