Rapid Response Investigations: Beware of OSHA Safe Harbor
Employers should pay close attention to OSHA’s recent revisions to its enforcement procedures on injury reporting, particularly those dealing with Rapid Response Investigations, which the agency frequently asks companies to conduct after a reportable injury.
It has been over a year since OSHA’s revised injury reporting requirements took effect. Employers are now required to report to OSHA any fatality, in-patient hospitalization of a single employee, amputation, or loss of an eye. Shortly before the new reporting requirements took effect, OSHA published what it termed “Interim Enforcement Procedures for New Reporting Requirements.” These guidelines, which have just been revised, explained how OSHA would receive and respond to injury reports under the new rules.
OSHA’s initial interim guidelines called for injuries reported under the new requirements to be placed in one of 3 categories.
Get Emotional, and Other Tips for Building Trust
If you’re striving to build a culture that really stands out from the rest, one key piece of the puzzle is trust–in colleagues and in leaders who are responsible for setting the tone for the rest of the business.
And if you’ve ever worked in a company with high levels of mistrust and suspicion, you know full well how it can seep into every corner of your work life. It can impact your productivity–can you trust your colleague to finish their piece of the project? It can really impact morale–can you trust your manager to go to bat for you? Or to give you a fair, unbiased review?
For years, Great Place to Work® has researched millions of employees in more than 90 countries. The data overwhelmingly shows that great workplaces “are built through the day-to-day relationships that employees experience.
Corporate Social Responsibility
My new VP is focused on Corporate Social Responsibility and I’m not really sure what that means. Can you explain what that means and how HR has a role?
Corporate Social Responsibility is a broad term for self-regulating in terms of ethical responsibility and compliance. The term can refer to both internal and external activities that an organization can take part in to improve itself as well as the communities and environments in which it works.
OSHA – Injury to Intoxicated Employee is Recordable
OSHA recently opined in an Interpretation Letter that, where an employee sustained an injury at work but the employee was found to be intoxicated from alcohol through a post-injury drug screen, if the incident met at least one of the general recording criteria in Section 1904.7, it is still an OSHA recordable incident.
The issue raised by the employer in this scenario related to Section 1904.5(b)(2)(vi), which provides an exemption to recording an injury "if the injury or illness is solely the result of personal grooming, self-medication for a non-work-related condition, or is intentionally self-inflicted." The employer asked whether, because the employee was intoxicated while at work and the intoxication arguably caused the injury, an employer is exempted from recording the injury.
Trade Secrets Finally Get Federal Law Protection
On April 27, 2016, Congress passed the Defend Trade Secrets Act of 2016 (S.1890)1 (DTSA) and sent it to President Obama, who has indicated he will sign it into law. The DTSA, which will take effect on the day it is signed, will provide a new federal court civil remedy for acts of trade secret misappropriation occurring on or after the enactment date. The passage of the DTSA means trade secret owners finally have a truly uniform federal law under which to pursue trade secret misappropriation claims.
This article discusses trade secret misappropriation, outlines the provisions of this new law, and offers some practical takeaways for employers.