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Category Archives: aging workforce
Are You Required to record the Flu On OSHA 300 Logs?
Normally,… no. The general rule under 1910.5(b)(2)(viii) is: Not if the illness is the common cold or flu (Note: contagious diseases such as tuberculosis, brucellosis, hepatitis A, or plague are considered work-related if the employee is infected at work). However,… … Continue reading
Worst Case Scenario – National Claims and a Painful Ergonomic Settlement
This is a sobering Blog. There are legitimate workplace safety concerns involving ergonomic issues in many industries, but how would you like to be on the receiving end of the attacks described below? Let’ discuss the most recent development in … Continue reading
Posted in aging workforce, concerted protected activity, cultural changes, employer policies, government inspections, hospitality, incentive plans, OSHA, retail, social media, union organizing, unions, wellness, workers comp
Tagged accomodating injured workers, Cal-OSHA obtains ergonomic concessions from hotel, concerted protected activity, controlling workers comp costs, discrimination claims, employee attitudes, employee safety, employer policies, ergonomic claims against hospitality employers, fast food restaurants, hotels, OSHA Inspections, social media, union corp[orate campaigns, union organizing, UNITE-HERE
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Do Real Leaders Pass the Buck?
About 300 comments have been pasted on the Harvard Business Review (HBR) Linked in site response to this recent question. Check them out. While many are repetitive and simply restate what we already know, others offer sharp insight or provide … Continue reading
Posted in aging workforce, cultural changes, generational differences, management and leadership
Tagged employer policies, generational differences, leaders don't pass the buck, managing younger workers, real leaders create workforces which don't need unions, recruiting and keeping employees, servant leadership
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Zero Injuries Is Not Proof Of Safety Excellance
I notice that one of the most popular subjects on which I blog is how to “lawfully” incentivize safety. A number of my Blogs and articles have focused on OSHA’s vigorous attacks on Employer Safety Incentive Programs or on the … Continue reading
OSHA WILL Go After You If They Don’t Like Your Policies On Discipline For Not reporting Injuries
OSHA Region V recently gave a presentation on their focus on retaliation cases, including an intense scrutiny of rules and discipline related to failure to timely report workplace injuries. These comments reflect the OSHA National emphasis I keep harping about … Continue reading
Posted in aging workforce, discipline and discharge, employer policies, government inspections, incentive plans, OSHA, whistleblower/retaliation
Tagged accomodating injured workers, controlling workers comp costs, discipline for failure to report an injury, discrimination claims, employee safety, employer policies, osha and safety incentives, OSHA Inspections, osha whistleblower and safety rules
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Wash Your $!&# Hands! Employers and the Flu
The CDC reports that the current flu season will be the worst one in recent years. On January 9, news outlets carried stories about the City of Boston declaring a state of public health emergency and of Chicago hospitals having … Continue reading
Posted in aging workforce, concerted protected activity, cultural changes, discipline and discharge, EEOC, employer benefit plans, employer policies, food processing, generational differences, government inspections, hospitality, managing legal matters, manufacturing, NLRB, OSHA, retail, social media, union organizing, unions, wellness
Tagged ADA, ada and flu vaccine, concerted protected activity, controlling workers comp costs, discrimination claims, EEOC, employee safety, employer benefit plans, employer flu policies, employer policies, fast food restaurants, infectious disease, managing younger workers, mandatory flu vaccines, nlrb and flu vaccine, nlrb and social media, religious discrimination claims and vaccination, requiring flu vaccines
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Confusion About Safety Incentive Plans – Legal or Illegal?
Questions about Safety Incentive Plans have resurfaced in a number of discussions and blogs because of OSHA’s steadily increasing rhetoric against safety incentive programs that rely on injury data and/or whose incentives OSHA deems to be of sufficient magnitude to … Continue reading
Posted in aging workforce, construction, discipline and discharge, employer policies, government contracting, government inspections, incentive plans, manufacturing, OSHA, plastics, workers comp
Tagged attacks on safety incentive plans, discrimination claims, disparate impact, employee safety, employer benefit plans, employer policies, Fairfax osha memo on safety incentive plans, lawful safety incentive plans, osha and safety incentives, OSHA Inspections, retaliation against employees for reporting injuries, safety incentive plans
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Employers Should Take the EEOC More Seriously In 2013
Some executives and managers consider EEOC charges to be a cost of doing business. Based on past experience, they do not treat Discrimination Charges with the same concern as other legal matters. The EEOC’s current focus on Systemic Discrimination and the … Continue reading
Posted in aging workforce, cultural changes, EEOC, employer policies, food processing, generational differences, government contracting, government inspections, harassment, hospitality, manufacturing, plastics, recruiting, retail
Tagged 2013, 2013 eeoc strategic plan, accomodating injured workers, ADA, controlling workers comp costs, CRIMINAL BACKGROUND CHECKS, discrimination claims, disparate impact, eeoc challenge of sick leave policies, eeoc systemic discrimination investigations, employee attitudes, employer policies, fast food restaurants, generational differences, managing younger workers, obesity in the workplace, retail workers, Return to Duty
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Free Webinar Making Predictions About Federal Agencies in 2013
While there remains some lingering uncertainty, the recent elections did lend some clarity to an evolving regulatory landscape. Now that the dust has settled, what can we expect from a second term for the current Administration? And with additional gridlock … Continue reading
Posted in aging workforce, concerted protected activity, construction, cultural changes, discipline and discharge, EEOC, employer benefit plans, employer policies, food processing, harassment, hospitality, manufacturing, NLRB, Patient Protection and Affordable Care Act of 2010, plastics, recruiting, retail, social media, Uncategorized, unions
Tagged 2013, accomodating injured workers, ADA, concerted protected activity, CRIMINAL BACKGROUND CHECKS, discrimination claims, EEOC, employer policies, nlrb and social media, osha combustible dust requirements, Patient Protection and Affordable Care Act of 2010
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Howard Mavity 