Last week, OSHA issued some guidance on wearing masks in the workplace. It was kinda vague and underwhelming. Yesterday, OSHA came back with additional guidance on returning to work. Is it any better than OSHA’s last offering?
Let’s find out. Continue reading
Image by Hatice EROL from Pixabay
Yesterday morning, I posted on LinkedIn new guidance from OSHA on the use of masks in the workplace. Specifically, it was this series of frequently asked questions and answers relating to the COVID-19 pandemic.
Let’s break it down a little further for you. Continue reading
U.S. Government/Gobierno de los Estados Unidos / Public domain
The U.S. Department of Labor’s Occupational Safety and Health Administration (OSHA) has adopted revised policies for enforcing OSHA’s COVID-19 requirements. Among them, its enforcement policy for recording cases of coronavirus.
Image by learning art from Pixabay
(Unless, of course, you need “The PERFECT Home Arm Workout (Sets and Reps Included),” which you can find here. Sun’s out. Guns out!) Continue reading
U.S. Government/Gobierno de los Estados Unidos / Public domain
Last week, we covered (here) what the U.S. Equal Employment Opportunity Commission wants employers to know about COVID-19 and the Americans with Disabilities Act.
This week, we have new guidance from OSHA and the Department of Labor’s Wage and Hour Division. Continue reading
Image Credit: Google Street View
According to multiple news reports, on Friday, shortly after the Henry Pratt Company communicated to a 15-year employee that the company was ending his employment, he began shooting. All told, he killed five employees (in a five-minute span). After police arrived, the shooter exchanged gunfire. Six officers were injured. The employee died.
You can read the WaPo report here, and the NPR report here. Continue reading
Image Credit: Photofunia.com (http://photofunia.com/results/5b8f35e6089f7a90518b4572)
Oh, I’ve got your hookup today. Continue reading
Last month, the Massachusetts Supreme Court held (here) that a local employer may have a duty to accommodate an employee’s use of medicinal marijuana. You can read more about that decision at Jon Hyman’s Ohio Employer’s Law Blog.
Wait, what? If marijuana is still considered an illegal drug under federal law — it is — what duty could an employer possibly have to accommodate an employee’s use of marijuana, even for medical purposes?
Maybe, it’s not so clear. Continue reading
I’ll open this post with a haiku. Because, I feel like we could all use a haiku.
President-Elect
For HR, what will he do?
Not a stinkin’ clue!
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