Maybe you've never thought about the difference between being an employee and being an independent contractor (also called a "consultant"). In many respects, there seems to be no difference at all. Often, independent contractors and employees work side by side at the same company, even doing the same or similar work.
By law, California employers must provide a safe workplace. Failure to do so not only leads to steep penalties but also can threaten the life or health of your workers. So you ask yourself, “What can I do to keep things safe for my workers and also avoid the fines?” A critical step to avoiding safety hazards, employee injuries, and costly citations is conducting your own site safety inspections on a regular basis.
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As an employer, providing workers with a safe and healthy workplace is critical to the wellbeing of your employees and the success of your business – but it is also the law.
The U.S. Citizenship and Immigration Services recently released a new version of the Employment Eligibility Verification Form I-9. Employers are required to start using the new form by January 21, 2017. The penalties for non-compliance have dramatically increased as well, making it critical that employers become familiar with the new form and make sure that they are I-9 compliant.
Does your company have protocols for dealing with workplace violence and do you know what the plan is for handling disgruntled customers or coworkers? Are you prepared?
The U.S. Occupational Safety and Health Administration (OSHA) has released a set of Recommended Practices for Safety and Health Programs to help employers establish a methodical approach to improving safety and health in their workplaces. Highlights of the recommendations are presented below.
The California Insurance Commissioner has determined that Assembly Bill 2883, effective January 1, 2017 applies to all new, renewal or existing policies. This legislation changes the definition of employees with respect to who is allowed to be excluded from workers’ compensation coverage as an officer of a corporation, member of boards of directors, general partnerships and limited liability companies. These changes summarized below amend sections 3351 and 3352 of the California Labor Code. If either of the below types of business ownerships applies to your insureds, please read carefully and assist your client in executing the appropriate waiver form for officers/directors or general partners/managing members that elect to be excluded from coverage. Any qualifying officer or director, general partner or managing member that does not execute a valid waiver is considered an employee, their payroll will be included for coverage and the insured may be subject to additional premium at final audit.
Topics: Workers' Comp
As a reminder the U.S. Department of Labor (DOL) has released a final rule, effective December 1, 2016 to update the regulations governing which executive, administrative, and professional employees (referred to as "EAP" or "white collar" workers) are entitled to the federal Fair Labor Standards Act’s (FLSA) minimum wage and overtime pay protections.
Nobody at your facility has been hurt in more than a year. Weekly inspection forms are returned with no non-compliances. Are the facility’s safety plans really working that well or is it just luck? Conducting a safety audit is one of the proven ways to answer that question.