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Other notable findings in the CDC study include:
• More than one-third of drivers were involved in at least one serious crash.
• Drivers who did not wear safety belts were more likely to participate in other unsafe driving activities, such as speeding and committing moving violations.
• Drivers who work for an employer with a written safety program are more likely to use a seatbelt than drivers who work for an employer that doesn’t have a written plan
• More than one-third of truck drivers who died in crashes in 2012 were not wearing a safety belt, according to a report.
Based on the most recent release of the U.S. Department of Transportation report on significant rulemakings, the agency now anticipates the electronic logging devices final rule to appear in the Federal Register on September 30, 2015.
• System design based on the requirements of occupancy
• Available water supply
• System installation and components
• System testing
• Inspection of areas of the building without sprinklers
• Building conditions affecting the sprinkler operation
• Secure raw materials, semi-finished goods and finished goods in walled, fenced or locked areas on your premises.
• Limit and control your employees’ access to storage areas, and consider implementing a key management program.
• Inspect merchandise and goods thoroughly when they are received as shipments.
• Ensure that there is more than one employee inspecting outgoing and incoming shipments.
• Conduct periodic inventory counts, and compare that information to your records.
• Implement a concrete strategy for handling returned merchandise.
• Establish a line of authority at your organization, and ensure that everyone is acting responsibly.
• Separate your accounting and operating functions.
• Create a “paper trail” for each transaction.
• Screen new employees to weed out applicants that are potential liabilities.
• Continually train employees concerning how to detect theft and encourage honest behavior at your organization.
• Make sure that the enforcement of rules in consistent and constant.
• Do not tolerate employee theft on your premises, and consider prosecuting offenders.
• Require mandatory vacations for personnel handling payments.
On this form, employers must list all employees who are special disabled, Vietnam veterans or other protected veterans who served on active duty during a war in a campaign or during an expedition.
Employers must keep copies of this report for two years.
On this form, employers must list all employees who are disabled veterans, other protected veterans and Armed Forces service medal veterans who served on active duty and participated in a United States military operation and were awarded a service medal.
Employers must keep copies of this report for one year.
Both the VETS-100 and VETS-100A forms must include all employees hired within the previous 12 months. They should also outline the total number of these employees who worked in each job category at each location during the reporting period.
Both of these forms must be submitted if the company has a current federal contract or subcontract of $25,000 or more entered into before Dec. 1, 2003, AND a current federal contract or subcontract of $100,000 or more that was entered into or modified on or after Dec. 1, 2003.
Federal contractors who are subject to affirmative action requirements must include an equal opportunity clause in their government contracts, subcontracts and purchase orders.
You can find these posters at www.eeoc.gov/employers/poster.cfm.
In general, personnel records must be kept for at least two years from the date the record was created or from the last date of personnel action (whichever comes later). However, contractors with fewer than 150 employees or a contract of less than $150,000 are only required to keep these records for up to one year.
Equal employment opportunities for federal contractors are required by the following three laws: Executive Order 11246, Section 503 of the Rehabilitation Act of 1973 and the Vietnam Veterans’ Readjustment Assistance Act of 1974 (VEVRAA). These laws are administered and enforced by the Office of Federal Contract Compliance Programs (OFCCP).
Many companies are required by law to have an Affirmative Action Plan in place.
As required by the OFCCP, many companies must have an Affirmative Action Plan (AAP) in place. This plan should contain an analysis of all protected classes of employees at the organization and compare protected class statistics to an employer’s entire population to discover any barriers to equal employment opportunity. The plan should also include actions to remedy these barriers. For more information on affirmative action and your obligations as an employer, visit www.dol.gov/dol/topic/hiring/affirmativeact.htm.
Ensure all communication materials are gender-neutral and include women. Visual materials should include examples of female construction workers to promote an integrated construction workplace.
To address the problem of workplace isolation, employers, apprenticeship programs and unions (where responsible) should assign female workers to work in groups of two or more when possible, especially those who are relatively new to the construction trade.
Make sure supervisors are trained in ensuring the safety of female workers and can answer any questions workers may have.
Where changing rooms are provided on construction sites, they should also be gender-separated and provided with inside and outside locking mechanisms.
Employees should be allowed to use sanitary or hand-washing facilities as needed.
Toilet facilities should be kept clean and in good repair with clean toilet paper within reach.
Hand-washing facilities should exist within close proximity to toilet facilities.
Journeymen should establish mentoring relationships with new workers to provide informal skills and safety training.
Supervisors need to emphasize safety as well as productivity on the job site.
Employers should emphasize that safety training is as important as skills training.
Union apprenticeship programs should provide female construction workers with resources on where to find equipment and clothing that fits.
Employers should make sure that all workers of all sizes have well-fitting PPE and PPC for safe and efficient performance.
PPE intended for use by women workers should be based upon female anthropometric (body measurement) data.
It should be accepted that some workers need to use different lifting and material handling techniques.
Employers, unions, apprenticeship programs and other training entities should review skills training programs to see whether alternative methods are included for getting work accomplished by workers of different sizes or strengths. All programs should emphasize the importance of safe lifting.
Workers need to hear from employers and unions that it’s acceptable to ask for help and to explore alternative ways to lift and carry.
All workers should be trained in the proper ways to lift and bend.
Workers should read all SDSs and share the information with their physicians if they are pregnant or planning to start a family.
All workers should educate themselves about the potential reproductive risks from exposure to certain chemicals.
Employers should make reasonable accommodations for workers in later stages of pregnancy, rather than forcing them out of the workplace.
During the later stages of pregnancy, women should consult with their physicians about strenuous physical activities on the job.
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COVID-19 Return to Work Information Center
May 8th, 2020 -
Families First Coronavirus Response Act (FFCRA)
April 2nd, 2020 -
Payroll Protection Program & SBA Economic Injury Disaster Loans
April 2nd, 2020