Informed Employer: What to do with the emotionally unstable employee? Informed Employer: What to do with the emotionally unstable employee?

Informed Employer: What to do with the emotionally unstable employee?

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OSHA Requirement Will Put Workplace Safety Data Online
Starting in January, the Occupational Safety and Health Administration will require employers to notify the government within 24 hours every time someone loses an eye, suffers an amputation, or gets admitted to the hospital with an injury sustained at work. The agency estimates that tens of thousands of injuries go unreported.
(Source: Bloomberg Businessweek, 2014-09-18) Read the full article
Firms Offering Substandard Health Plans Due to Flaw in Calculator
A flaw in the federal calculator for certifying that insurance meets the health law's toughest standard is leading dozens of large employers to offer plans that lack basic benefits such as hospitalization coverage, according to brokers and consultants. The calculator appears to allow companies enrolling workers for 2015 to offer inexpensive, substandard medical insurance while avoiding the Affordable Care Act's penalties, consumer advocates say.
(Source: Kaiser Health News, 2014-09-12) Read the full article
On-the-Job Fatalities Fell in 2013, According to Government Report
Workplace fatalities fell by 5 percent between 2012 and 2013, according to preliminary numbers released by the Bureau of Labor Statistics. Last year, 4,405 workers were killed on the job in the United States, down from 4,628 the previous year.
(Source: Pittsburgh Post-Gazette, 2014-09-12) Read the full article
High Court Takes On Several Employment-Related Cases
Cases that the U.S. Supreme Court will hear in the term starting Oct. 6 will decide key questions involving the reach of federal agencies that enforce employment laws.
(Source: Business Management Daily, 2014-09-22) Read the full article
As Paychecks Stagnate, Benefits Shrink, Pinching Workers
While companies have been stingy with raises since the 2008 recession, they've also been whittling away at benefits for the past five years. So in many cases, workers have had to get by on frozen paychecks while also forfeiting the extras that might have stretched paychecks in the past.
(Source: Tampa Bay Times, 2014-09-12) Read the full article
Study Finds Wellness Programs Can Cut Workplace Medical Costs
Workplace wellness programs can significantly minimize health risks and thereby reduce medical expenses, a five-year study by UPMC Health Plan found. The observational study evaluated the impact of UPMC Health Plan's MyHealth program on health care costs of UPMC employees who participated in the program.
(Source: Pittsburgh Business Times, 2014-09-17) Read the full article
Number of Workers Failing Drug Tests Rises for First Time in 10 Years
The number of positive drug tests by U.S. employees is on the rise. Fueled by an increase in employee use of marijuana and amphetamines, the number of failed drug tests has gone up for the first time in more than a decade, according to research from Quest Diagnostics, a diagnostic information services firm.
(Source: Business News Daily, 2014-09-15) Read the full article
Trial Hires Catching On for Small Businesses
Hiring and retaining employees is a struggle for all sorts of companies, but at smaller ones the stakes can be especially high. Trouble is, the traditional hiring process -- résumés, interviews, references -- offers only a cursory view of job candidates, particularly those who are just starting out in their careers.
(Source: The New York Times, 2014-09-11) Read the full article
More Employers Accepting Tattoos in Workplace
As tattoos grow in popularity they are gaining acceptance in the workplace, but there are still some employers with rules against visible tattoos, and professions that frown on the trend even though there are no explicit bans. The result: Some workers show off their tats and others never get them or have them removed to avoid anything that could ding a job search or career.
(Source: USA Today, 2014-09-11) Read the full article
 
 
 
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What to do with the emotionally unstable employee?

 

Angela Courtwright

 

Imagine you are the owner of a small business where employees are treated like family. Unfortunately, two of your employees have a tumultuous affair plagued with jealousy, tears, and arguments. After the affair ends, you become concerned about one of the heartbroken employee’s emotional and mental health and suspect that she may be suicidal. This employee is an EMT and it is reported to you that she has refused to assist in providing patient care and has yelled at people on her cell phone while operating an ambulance in emergency status. You feel her “life is a mess” and want to help. What can you do? Can you require counseling or must you wait until the situation implodes?

Read full article HERE.

 

 

Regulations You Never Want To Have To Comply With

OSHA has a vast array of regulations. Figuring out which apply to your industry can take specialized expertise. The regulation that no business wants to have to deal with, those relating to deaths on the job and other catastrophes at work, is about to change.

Under OSHA’s revised Rule which is effective January 1, 2015, Companies are required to notify OSHA of work related fatalities within eight (8) hours. Work related in-patient hospitalizations of a single employee, an amputation or loss of an eye must be reported within twenty-four (24) hours. The old regulations required an employer to report work related fatalities and hospitalizations of three (3) or more employees within eight (8) hours. Therefore, the rule has been expanded to include a single hospitalization, amputation or loss of an eye. OSHA is developing a web portal so that these reports can be electronically reported. As of now, reports can be made by phone to your local area office or the National Office.

After a catastrophe, emergency responders should get the first call. Counsel should be the next call. Our experience is that after a serious accident there is confusion. In addition, people will blame themselves and take responsibility. . . when they have none. Sorting through the facts after a serious injury or industrial death is a challenging task. Ice Miller’s Labor and Employment group has the experience to help in these tragic situations. If you have any questions, please don’t hesitate to contact any of the labor and employment lawyers with the firm.

For more information, please contact Felix “Pete” Wade at 614-462-2276 or Pete.Wade@icemiller.com, or any member of Ice Miller’s Labor and Employment group.

 

 

Factors for Successful Return to Work

There are many factors involved with a successful return-to-work program. The Worker's Compensation Research Institute recently conducted studies in several states to identify predictors of worker outcomes after work-place injuries (http://www.wcrinet.org/). It should come as no surprise to many that workers who have trust in the workplace have better outcomes with work injuries and return-to-work programs. Employees who were concerned about being fired as a result of an injury experienced poorer return-to-work outcomes than workers without those concerns.

A second important factor for success was the existence of comordbid medical conditions (i.e., existing simultaneously with and usually independently of another medical condition). Employees who received treatment for hypertension, diabetes, and heart problems that were present at the time of the injury, or developed during the recovery period, had longer disability periods and were less likely to return to work. These study results reinforce the importance of having clear communication processes for employees who are not working due to a work injury and developing wellness programs to encourage good lifestyle choices while they are working.

For more information please contact Ann Stewart or any member of Ice Miller's Worker's Compensation group.

 

 
 
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