by Martin Salcedo, Esq. - The Human Equation
on 10/1/2014 Employers will soon have new rules to follow after experiencing workplace injuries and illnesses. The Occupational Safety and Health Administration (OSHA) recently published regulations regarding the reporting and recordkeeping requirements under the Occupational Safety and Health Act’s (“Act”). These new rules, which become effective on January 1, 2015, modify an employer’s obligation to report workplace injuries and illnesses to OSHA and to routinely keep records of injuries and illnesses.
Reporting Requirements
Though a majority of workplace injuries and illnesses do not have to be reported to OSHA, some do. Like the current rules, the new rules require employers to notify OSHA within 8 hours of an employee’s work-related death. Under the new rules, employers are no longer required to notify OSHA of any work-related hospitalization of 3 or more employees. However, under the new rules, employers will be required to notify OSHA within 24 hours of any work-related incident that results in:
- the in-patient hospitalization of one or more employees (the formal admission to a hospital or clinic for care or treatment, rather than merely observation or diagnostic testing);
- an employee’s amputation (the traumatic loss of a limb or other external body part); or
- the loss of an employee’s eye.
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Tags: 2014, OSHA, Occupational Safety and Health Administration, Employment Liability, Human Resources, Risk Management, Safety and Health, safety policies and administration, Wellness, Workplace Safety, Labor Statistics, Injury
Categories: 2014, Human Resources
by Martin Salcedo, Esq. - The Human Equation
on 12/4/2013
The annual holiday party is an excellent opportunity for employees to strengthen bonds by mixing and mingling and for senior managers to connect with employees they might not otherwise interact with throughout the year. Holiday parties often generate feelings of family and unity in the workplace. They may also lead to litigation.
Since holiday parties are generally viewed work events, most employees know not to cross the line. When alcohol is involved, however, lines may get blurry and employers may get sued. Off-color comments, racy jokes or inappropriate flirty behavior may lead to claims of unlawful discrimination or harassment. Alcohol-related car accidents caused by those attending the party may lead to claims of negligence.
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by Anita Byer, President - The Human Equation
on 10/9/2012 For Board Member education as defined by the State of Florida, Click Here. For Community Associtation Manager Continuing Education, Click Here.
During an emergency, decisions need to be made fast. There usually isn’t time to go “by the book.” This is why Florida’s Condominium Act authorizes association boards to exercise additional emergency powers More...
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Tags: 2012, condominium governance, Condominium Management, Laws and Regulations, Rules and Conduct, safety policies and administration, emergency, liability insurance, State of Emergency, Florida
Categories: 2012, Florida Condominium Management, Safety
by Martin Salcedo, Esq. - The Human Equation
on 8/10/2011 The death of one employee and the wounding of another, both allegedly caused by a client of an addiction treatment facility, caught the attention of the Occupational Safety & Health Administration (OSHA). OSHA cited the treatment facility with a serious violation for failing to adhere to the Occupational Safety & Health Act's (Act) general duty clause, which provides that all employers have a general duty to provide their employees with a workplace free from recognized hazards likely to cause death or serious physical harm. Violence in the workplace certainly falls within this category. More...
by The Human Equation, Inc.
on 10/18/2010 The halls have been decked, and employees have donned their gay apparel; everyone appears to be in good cheer at the office holiday party, held on a Saturday night at an off-site location. More...
by The Human Equation, Inc.
on 12/31/2003 Many organizations develop various policies and procedures regarding workplace health and safety. These policies and procedures are in response to a myriad of local and federal laws that require compliance with legislative initiatives, but they also evolve from a genuine effort on the part of many organizations to provide a safe and healthful work environment. More...