The Americans With Disabilities Act requires all businesses to make accommodations for disabled and differently abled people. Businesses found in violation of the ADA can face steep, recurring fines every day they are not compliant. Becoming complaint usually entails installing things like ramps, handicapped parking and Braille placards on certain thresholds.
The #MeToo movement isn’t ancient history. No matter what else shoves its way into the national discourse, the discussion on sexual harassment in the workplace is ongoing and that discussion is changing the American workplace.
ConnectedHR provides Human Resources to small businesses that want to have the support and experience of team’s at much larger companies. It’s our responsibility to keep up on both cultural and legislative developments that will affect our clients.
As #MeToo gained traction, lawmakers became more likely to propose legislation targeted at securing the workplace. Whether this is due to a genuine enthusiasm for protecting employees or political points-scoring is up to you. Regardless, these laws will have a very real impact on your company.
Business owners turn to HR firms when they want to protect their company and their employees. When an incident occurs, it’s important to be legally compliant. As seen in our previous article, Tips for Effective Workplace Investigations – Part 1, we gave you lots of helpful tools when dealing with a workplace investigation. In this article, we will provide several tips for the interviews and sample questions to go along with it. Let’s get to it!
When the HR department receives a complaint, or something seems suspicious, one of the first steps is to determine whether an internal investigation is warranted or not. Usually, the answer is yes. An investigation is required after an employee files a claim with the Equal Employment Opportunity Commission (EEOC) or a lawsuit alleging employment discrimination, sexual harassment, wrongful termination, defamation or retaliation. A workplace investigation is also advisable when there could be violations of company policy, criminal behavior, theft of property or regulatory compliance issues.
According to the Occupational Health and Safety Act of 1970, employers are required to create safe working environments for their employees.
The Occupational Health and Safety Administration (OSHA) was created to enforce these rules. It maintains two separate yet vital roles, providing inspectors to assess and improve workplace practices, and punishing companies who violate these standards.
In this article, we will talk about a company and its run-ins with OSHA.