OSHA defines culture as “a combination of an organization's, attitudes, behaviors, beliefs, values, ways of doing things, and other shared characteristics of a particular group of people". If a remote workforce […]Due to COVID-19, the need for digitizing hiring to enable remote work is even greater. In an interpretation letter dated November 21, 2016, the Occupational Safety and Health Administration (OSHA) discussed a specific issue regarding whether a work-related laceration must be recorded as a restricted work case. Restricted work cases that involve restrictions required to prevent the exacerbation of, or recuperation from, the work-related injury or illness must be recorded as a restricted work case under OSHA’s recordkeeping regulations.In the scenario described by the inquiring entity, an employee suffered a work-related laceration, but was physically capable of performing all routine job functions.

Using interviews with members from the HR Daily […]Getting Employees on Board With Off-Site I-9s HR professionals know that Form I-9 must be filled out correctly, but off-site employees struggle to complete it without help. Many times, when employers receive an Occupational Safety and Health Administration (OSHA) citation—if not most times—they claim it wasn’t their fault, but rather the employee did something stupid.

Many times, when employers receive an Occupational Safety and Health Administration (OSHA) citation—if not most times—they claim it wasn’t their fault, but rather the employee did something stupid. You must have a discipline program that includes discipline for safety violations. Multi-Employer Worksites . Work-related injuries and illnesses that result in restricted work when an employer prevents an employee from performing at least one routine function of his or her job or from working a full workday, or a physician or other licensed health care professional recommends that the employee not perform at least one routine function or not work the full workday. Without evidence of any of the above elements, the misconduct defense will fail.The 5th Circuit recently decided a case addressing the misconduct defense. For International HR Day, we celebrated the hard work you do every day by recognizing fellow HR professionals for the successes they’ve had, both in their careers and personal lives. How does your organization focus on improving D&I? The 5th Circuit’s decision highlights the importance of having specific work rules on which employees are thoroughly trained, a mechanism for discovering and reporting safety violations, and an effective disciplinary process when violations are discovered or reported. The paperwork is so complex that there are more than 900 pages of completion instructions from government handbooks, guides and websites. © 2020 BLR®—Business and Legal Resources 100 Winners Circle, Suite 300, Brentwood, TN 37027 800-727-5257 All rights reserved. The Fair Labor Standards Act (FLSA) states that any work over 40 hours in a 168 hour period is counted as overtime, since the average American work week is 40 hours - that's eight hours per day for five days a week. This kind of recordkeeping is critical because employees often have forgotten all of the safety training they have had when interviewed by OSHA.Next, you must show you have taken steps to discover safety rule violations. The latest news and headlines to keep you up to date on the COVID-19 pandemic. Of course, it’s always advisable and preferred that your safety rules and procedures are effectively communicated to your employees in writing.Due to COVID-19, the need for digitizing hiring to enable remote work is even greater. You must prove you monitor for violations and address them when found.Finally, you must show you enforce safety rules by disciplining employees who violate them.

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