Keeping your best employees with you is a crucial, but often underrated, way to stay efficient and profitable. Replacing an employee can cost 16 to 213 percent of that person’s annual salary.
When the great soul singer Aretha Franklin passed away in August, 2018, her signature anthem “Respect,” from 1967, featured prominently in the coverage. It’s a great song that’s still popular—and part of its appeal lies in the fact that everybody feels the need to be respected for who they are and what they can do.
Employee retention—making sure you hold on to good employees—is one of the most significant but most easily overlooked ways to make, and keep, your organization profitable. Why is it important? The numbers tell the story.
If an employee injury or illness is not recordable, but later becomes recordable, when should it be recorded? If you can’t identify a single event or exposure, the injury should be recorded on the date it becomes recordable, or on the date it is diagnosed by a physician or other licensed health care professional (PLHCP).
OSHA requires rapid reporting of the most severe work-related incidents, injuries, and illnesses. A fatality, for example, needs to be communicated to the agency within 8 hours, while inpatient hospitalizations, eye losses, and amputations must be reported within 24 hours.
But that doesn’t mean employees or employers should procrastinate recording and reporting less extreme injuries and illnesses. Most worker compensation plans allow for a 30-day window in reporting, and in some quarters, this grace period is seen as employee-friendly, since it allows employees to gauge the severity of their own situation and decide for themselves when to seek treatment.
The best form of action regarding OSHA inspections is taking preventative measures to ensure your organization is within their set guidelines. Fortunately, OSHA has dictated the appropriate measures regarding inspection, saving your organization time by facilitating the process. Complying with every safety requirement and maintaining a safe work environment sets you on
your way to safely navigating
OSHA requires that certain high-risk industries report information on injuries and illnesses (from OSHA form 300A). Establishments (single physical locations where a firm does business) with 20-249 employees in high-risk industries are required to send reports to OSHA by March 2, 2019.
OSHA is proposing an amendment to their recordkeeping regulations to protect sensitive worker information from potential disclosure under the Freedom of Information Act (FOIA). They will be issuing a proposed rule in July of 2018 to revise the 2016 Improve Tracking of Workplace Injuries and Illnesses final rule to remove the requirement for employers with 250 or more employees to submit data from their OSHA 300 Logs and OSHA 301 Incident Reports. These employers would still be required to electronically submit their 300-A Summary data to OSHA.
Avoiding workplace injuries is at the very top of management's list—an obvious sentiment largely held within every organization. But the truth of the matter is injuries are bound to occur during an organization's time of operation, regardless of the industry. OSHA provides clear guidelines in the event of a workplace injury, keeping employees safe in the long run and potentially saving you millions in the process. The question is, are you prepared?
The Technical Assistance Manual on the Employment Provisions (Title 1) of the Americans with Disabilities Act (ADA), which became law in 1990, provides clear guidelines to employers regarding the use of medical examinations and non-discriminatory hiring practices of new employees. But what do the EEOC and ADA say about the use of medical examinations with current, existing employees?