Category: OSHA/HR Best Practices

The Americans with Disabilities Act (ADA) – Compensation & Financial Assistance

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Q.  How does the ADA affect workers’ compensation programs? A.  Only injured workers who meet the ADA’s definition of an “individual with a disability” will be considered disabled under the ADA, regardless of whether they satisfy criteria for receiving benefits under workers’ compensation or other disability laws. A worker also must be “qualified” (with or Read more about The Americans with Disabilities Act (ADA) – Compensation & Financial Assistance[…]

The Americans with Disabilities Act (ADA) – Drug Policy

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Q.  Can an employer consider health and safety when deciding whether to hire an applicant or retain an employee with a disability? A.  Yes. The ADA permits employers to establish qualification standards that will exclude individuals who pose a direct threat — i.e., a significant risk of substantial harm — to the health or safety Read more about The Americans with Disabilities Act (ADA) – Drug Policy[…]

The Americans with Disabilities Act (ADA) – Reasonable Accommodation

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Q.  What is “reasonable accommodation?” A.  Reasonable accommodation is any modification or adjustment to a job or the work environment that will enable a qualified applicant or employee with a disability to participate in the application process or to perform essential job functions. Reasonable accommodation also includes adjustments to assure that a qualified individual with Read more about The Americans with Disabilities Act (ADA) – Reasonable Accommodation[…]

The Americans with Disabilities Act (ADA) – Employer Responsibilities

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Q.  What employers are covered by title I of the ADA, and when is the coverage effective? A.  The title I employment provisions apply to private employers, State and local governments, employment agencies, and labor unions. Employers with 25 or more employees were covered as of July 26, 1992. Employers with 15 or more employees Read more about The Americans with Disabilities Act (ADA) – Employer Responsibilities[…]

The Americans with Disabilities Act (ADA) – Effect on State and Local Govts

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Q.  Is the Federal government covered by the ADA? A.  The ADA does not cover the executive branch of the Federal government. The executive branch continues to be covered by title V of the Rehabilitation Act of 1973, which prohibits discrimination in services and employment on the basis of handicap and which is a model Read more about The Americans with Disabilities Act (ADA) – Effect on State and Local Govts[…]

The Americans with Disabilities Act (ADA) – Public Accommodations

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Q.  What are public accommodations? A.  A public accommodation is a private entity that owns, operates, leases, or leases to, a place of public accommodation. Places of public accommodation include a wide range of entities, such as restaurants, hotels, theaters, doctors’ offices, pharmacies, retail stores, museums, libraries, parks, private schools, and day care centers. Private Read more about The Americans with Disabilities Act (ADA) – Public Accommodations[…]

EEO vs AA

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Equal Employment Opportunity requirements It’s all about INCLUSIONAnyone QUALIFIED should have access to the candidate pool. Unqualified do not need to be considered Use of a NON-DISCRIMINATORY SELECTION PROCESS to compare and determine applicants chosen for placement Affirmative Action requirements It’s all about ASSIMILATION ASSURE minority and female REPRESENTATION in all candidate pools Follow EEO Read more about EEO vs AA[…]

How to segregate Interns vs employees

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Interns are viewed as employees unless below  all six conditions apply The internship, generally include actual operations in the office of the employer, but is similar to educational training that would have got in the school environment. The intern is not necessarily entitled to a job at the conclusion of the internship The work they Read more about How to segregate Interns vs employees[…]

OSHA Recordkeeping for Work from home cases

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Due to COVID-19 many employers has adopted work from home set up for their employees. But as it is not the typical employer premises i.e work environment or the big circle around work environment where we define work related cases to record, it becomes difficult to know what to do when an employee reports an Read more about OSHA Recordkeeping for Work from home cases[…]

Schedule of Penalties by OSHA

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Typically when an employer has violated any rules or standards related to OSHA , OSHA sends a citation and proposed penalty by registered email and it is must for the employer to put the copy of citation at the place of violation for at least 3 days or until the violation is rectified. Below are Read more about Schedule of Penalties by OSHA[…]