Employer’s Guide to Pennsylvania’s New Medical Marijuana Law

Debra Franklin Human Resources, Risk Management 0 Comments

Inhale. Pennsylvania became the 24th state to approve the use of medical marijuana for therapeutic purposes in 2016. The Medical Marijuana Act became effective in May and the Department of Health (DOH) is scurrying to issue interim regulations. While the initial focus is on the issuance of permits to manufacture, prescribe and dispense medical marijuana, the law also has provisions impacting employers. It is now unlawful for an employer to “discharge, threaten, refuse to hire or otherwise discriminate or retaliate against an employee … solely on the basis of such employee’s status as an individual who is certified to use medical marijuana.” Both employers and individuals acting on behalf of an employer can face substantial fines for violating this prohibition. …

OSHA’s Top 10 Safety Violations

Matt Olphin Risk Management 0 Comments

OSHA has released the top 10 safety violations for the last fiscal year. If they look familiar – they should! They could have just said “See last year’s list” because it is the same ten violations. The troubling thing is that, even though these violations don’t change from year to year, there is little improvement being made. Last year 4500 workers were killed in the workplace and another 3 million were injured. The list Here is the list of these top 10 violations: 501 – Fall Protection 1200 – Hazard Communication 451 – Scaffolding 134 – Respiratory Protection 147 – Lockout/Tagout 178 – Powered Industrial Trucks 1053 – Ladders 305 – Electrical, Wiring Methods 212 – Machine Guarding 303 – …

Sexual Harassment in the News Likely to Lead to Uptick in Claims

Debra Franklin Human Resources 0 Comments

Whenever the topic of sexual harassment reaches mainstream media outlets, people are bound to take notice. And when sexual harassment allegations involving a prominent public figure like Bill O’Reilly appear in the headlines of just about every major national and local media source, your employees are undoubtedly all over it!. Given that this is perhaps the most high-profile situation in decades involving sexual harassment allegations, you can expect that employee awareness about the issue will be raised for the foreseeable future. And the heightened interest in this matter may cause an increased number of sexual harassment allegations – both meritorious and not – in the weeks and months to come. For this reason, you should make sure your organization takes …

Best Practices for Your Company’s Website: How to Avoid an ADA Claim

Debra Franklin Human Resources 0 Comments

This article written by Bryan Cave posted on JDSUPRA’s Website provides ADA compliance from a perspective you may have overlooked…   As any early stage company trying to grow in today’s technology-driven world, with constantly evolving regulations governing cyberspace, it is imperative that you take steps to implement best practices early on.  One reason to do it is to avoid the unnecessary cost and expense of potential ADA claims that have recently flooded companies across the country. To read the full article >>>   If you have questions and need assistance, contact Murray Securus HR Solutions or call 610.371.9505.

What and Where do You Need to Post in Your Workplace?

Debra Franklin Human Resources 0 Comments

State and federal laws require that all employers have posters conspicuously placed in the workplace.What posters are you required to post? There are a bunch, although your mileage will vary based on which statutes cover your business and which do not. Employee Polygraph Protection Act (all employers) Employee Rights for Workers with Disabilities/Special Minimum Wage (all employers with disabled workers employed under special minimum wage certificates) Equal Employment Opportunity is the Law (all employers with 15 or more employees, and all federal contractors and subcontractors with contracts of $10,000 or more) Equal Employment Opportunity is the Law Supplement (all federal contractors and subcontractors with contracts of $10,000 or more) E-Verify Participation and Right to Work (all employers participating in E-Verify) …

What to Wear: Looking Sharp with Dress Code Policies

Debra Franklin Human Resources 0 Comments

Many employers implement dress codes to present a professional atmosphere. With summer approaching, now is a good time to revisit your dress code policies to make sure they are in-line with your expectations. Policies vary by employer or industry, so there are no hard and fast rules for developing a dress code policy. There are, however, considerations for creating dress codes as well as potential discrimination pitfalls you’ll want to avoid. Dress code options Variations in dress code policies include business formal, business casual, or casual (which could include a more relaxed dress code for summer). One challenge is creating a dress code that allows employees flexibility in their appearance, but still allows the company to determine that a particular …

Compliance: Six Questions Contractors Should Ask Themselves

Debra Franklin Business Insurance, Construction, Human Resources 0 Comments

It’s Office of Federal Contract Compliance Programs (OFCCP) audit time! Starting February 17, the OFCCP began mailing Corporate Scheduling Announcement Letters (CSALs) to approximately 800 contractor establishments. CSALs are notices sent to contractors advising them that they could be selected for a compliance evaluation. They are not Scheduling Letters, which begin a compliance review. Rather, CSALs are intended to give contractors some advance time to prepare for potential audits. They are not required by law and are considered to be a courtesy to the contractor. The OFCCP also began issuing actual Scheduling Letters on March 17. Are you ready for an OFCCP compliance review? Here are six things that contractors should ask themselves to ensure they are prepared: Is your data …

Workplace Violence

Angela Mackley Human Resources, Risk Management 0 Comments

Workplace violence has emerged as an important workplace safety and health issue. It is defined by the Occupational Safety and Health Administration (OSHA) as “any act or threat of physical violence, harassment, intimidation, or other threatening disruptive behavior that occurs at the work site”. Although there is not a single risk factor that can predict when a workplace violence situation may arise, companies need to be aware of behaviors and job tasks that may increase employee exposure. When it comes to employee behavior, managers need to be on the lookout for tell-tale signs that a staff member might go down a darker path. Some examples of these behaviors include becoming increasingly belligerent, threatening colleagues, displaying outbursts of anger, and being …

Why EPLI is Not Enough

Debra Franklin Business Insurance, Human Resources, Insurance 0 Comments

The United States Equal Employment Opportunity Commission (EEOC) reported that 91,503 charges of workplace discrimination were filed during the 2016 fiscal year. Believe it or not, this number of initial filings is an increase from the prior fiscal year. More staggering statistics reflected the handling by the EEOC of more than 585,000 inbound calls to their free compliance hotline and 160,000 plus visits to enforcement agency field offices. As a human resource leader and attorney, it has been my experience that many organizations have limited understanding of the way an employee can sue their employer. So often the company rational is that “the employee can’t afford to sue us” or “we are too small, it will never happen to us”. …

Benefit Eligibility for Departing Employees

Debra Franklin Health Benefits, Human Resources 0 Comments

Employment relationships will invariably come to an end. Whether employment separation comes through retirement, resignation, or termination, your company may be required by law to extend certain benefits. Your company may also have chosen to offer additional benefits to departing employees, and you’ll want to make them aware of their eligibility for these benefits. Since a surprising number of laws protect former employees, know your obligations, and be prepared to share information on items such as final paycheck, accrued vacation or paid time off, severance pay, continuation of health insurance, unemployment insurance, and retirement benefits. Final paycheck The nature of the employment separation will determine the timeline for providing the final paycheck. When an employee quits or resigns, the Fair …