What would happen if you couldn’t work for a month? Three months? Three years? How would it affect you, your business, employees, and family if a disability put you on the sidelines for an extended period of time?
While in the process of interviewing for a new position to be filled in the next month, a candidate has disclosed an injury requiring 4-6 months of rehab. How do we proceed?
Employers appreciate the benefit of offering practical, relevant employee training that helps their workers better identify and manage on-the-job the risks.
The Occupational Safety and Health Administration (OSHA) released a new regulation that deals with OSHA 300 reporting. Companies with 250 or more employees must now electronically submit their OSHA 300, 300A, and 301 forms annually; however, establishments with 20-249 employees must electronically submit information only from the OSHA 300A form.
On Wednesday, May 18, 2016, the Department of Labor (DOL) published in the Federal Register its final overtime rule, which raises the threshold for those eligible to receive overtime pay. The final rule increases the threshold by 100% from $455 per week ($23,660 annually) to $913 per week ($47,476 annually). Effective December 1, 2016, the rule includes future automatic updates to the threshold every three years, beginning on January 1, 2020.