Prior to the pandemic, employers were already making a shift to the way they viewed and implemented wellness initiatives at their organization. Some of these changes included focusing on holistic well-being and bolstering mental health offerings.
The letter clarifies that an employer may offer an ICHRA under two scenarios without giving rise to ADEA liability:
The FMCSA is requesting public comments on the proposed amendments. Comments are due on March 1, 2021.
Whether it is to reduce costs of operating a physical place of business, address pandemic reasons or allow employees to have a better work-life balance, more and more workers are working from home. However, many organizations are not aware of how the Occupational Safety and Health Administration (OSHA) oversees injuries that occur at an employee’s home. OSHA has provided guidance on how to deal with remote worker injuries and inspections.
The OSHA Form 300A, also known as the “Summary of Work-related Injuries and Illnesses,” must be completed by February 1 using data from the previous calendar year.
For employees, it might be even less often. And that’s unfortunate because that means employees may not be maximizing their benefits. That’s why it’s important to touch on benefits throughout the year—to ensure employees are making the most of them.