A new year brings new opportunities. Unfortunately, it also ushers in big changes that can leave businesses scrambling. Recent changes to legislature or ongoing trends can leave your company open to legal problems if you don’t take appropriate action. A good employee handbook can be a key tool to make sure that your business is prepared for 2018.
An outdated handbook is a serious problem for any business. It’s important to make sure that your handbook evolves as new laws go into effect. Here are five parts of your handbook that you should update in 2018.
Are you confident in your company’s policy on sexual harassment? What if I told you in 2016 nearly 13,000 sexual harassment charges were filed with the Equal Employment Opportunity Commission (EEOC), costing companies over $40 million in claims payout, not including monetary benefits obtained through litigation. That email circulating around the office with the most recent celebrity nudes could cost you millions once Bill prints a copy and tapes it to Martha’s computer!
Workplace safety oversights can be expensive mistakes for employers. When an injury occurs and a claim is made, the Bureau of Workers’ Compensation (BWC) will come down hard on an offending business if they determine it is at fault. Depending on the situation, employers may also find themselves dealing with a VSSR, another violation that can lead to additional penalties.
Have you ever heard the expression “what happens in Vegas, stays in Vegas?” Unfortunately, that might not always be true.
In the past year, recreational marijuana became legalized in the great state of Nevada. If you smoke weed and then get drug tested at work the next day, what happened in Vegas may come back to haunt you.
There are several employee work classifications covering everyone from full-time workers to special classes such as interns. Each person needs to be sorted into their appropriate groups to help determine their benefit eligibility.
However, there are occasions where employees can be incorrectly classified. The government takes this issue very seriously. The Society for Human Resource Management writes that proper employee classification “make[s] sure that all legal requirements are maintained so that there is no discrimination in terms of benefit plan eligibility and payment of compensation in accordance with federal and state laws.” It’s important to know how misclassification works and just how much it can hurt your business.
Every few years, Ohio business owners may notice unexpected increases in their unemployment insurance rates. At first, they may think that this is an error, but it’s actually part of regularly-scheduled increases called mutualized rates that apply to businesses across the state.
If you’re one of those Ohio business owners, you probably have a few questions, such as “what is a mutualized rate” and “why is Ohio charging me extra every few years?” Those are both very valid questions, so here’s a quick rundown on extra mutualized rates in the Buckeye State.
Employees handbooks are more than just a stack of papers you hand to new hires. An employee handbook can be key part of informing your workers about several items, including:
- Company philosophy
- Conditions of employment
- Company policies and procedures
- Compensation and benefits
Handbooks are great at introducing a new hire to your business, but it’s not the only role it plays. A handbook also serves as an important compliance document that shares the rights and obligations for both employees and their employers. Including certain criteria about these legal obligations and having your employees sign off that they received a copy of the handbook, can help protect your business in case there’s ever a labor dispute.
Of course, things change. Your company can grow, opening you up to new legal requirements. Legislative changes can affect several of your policies. Over time, you’ll need to update your handbook to address these changes if you want to avoid any potential issues.
Safety management is something we all constantly contend and grapple with in our approach to do business the right way. how do we know if our aim is true? How can we measure our success? How do we know when we strike the mark? The answers to these questions are not always evident, and the difference between striking the mark and missing the target altogether can look very similar on the surface.
To plot a course through the fog, we need to ask ourselves these two simple questions. Are we managing for safety to gain compliance? Or are we leading toward safety to develop a culture?
The knee is the largest joint in our body and, by the nature of its use, takes the brunt of our day-to-day activities. Think about all of the things you do on a daily basis and then try to imagine doing any of them without your knees. Rolling over in bed would be about the only thing you could perform; you couldn’t even stand up to start your day without the use of your knees.
Those jointed masses of bone and ligament help us to stand, bend, squat, walk, jump, run, crawl, kneel, pivot, and even sit. Thinking about everything that these joints do for us, it only makes sense to take good care of them.
Did you know that your knee absorbs four times your body weight when walking and 10 times your body weight when running? Given these numbers, it is evident that even workers with a smaller body frame, carrying an appropriate weight are still stressing their knees every day. Adding my 20-40 pounds of extra body fat, depending on the month, only compounds my chances of experiencing a debilitating knee injury at work sooner rather than later.
Eddie woke up one frigid, Ohio, winter morning as he always did. That day, he assumed, would be no different than any other day. He arose to the tune of his 4:30 a.m. alarm clock sounding, what his wife and children often called “the fall-out alarm.” His wife darted awake as well, but quickly rolled back over and off to sleep again.