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Would your employees know where the other exits are in case their first choice was too crowded or it was not available because of the emergency? Maybe they work in a small office or a small building, while others might be in a large complex with many exits. Are you sure the doors will be
With some businesses allowing workers to play music while they work, sometimes that music can disturb other staff, particularly if the songs have vulgar lyrics. Now the U.S. Ninth Circuit Court has held that playing music with tawdry lyrics that make some employees uncomfortable can be considered harassment in the workplace under Title VII of
One of the biggest risks to printing plants and smaller printing facilities is fire, which can spread rapidly in these environments thanks to the large volumes of paper and flammable liquids on-site. Facilities that are most at risk are those that have high ceilings, large footprints and hold large quantities of paper inventory that is
A recent decision by the U.S. Supreme Court will make it more difficult for employers to deny employees’ requests for religious accommodations in the workplace. The unanimous decision by the court in the case of Groff vs. DeJoy basically upends a standard for accommodating religious beliefs that has been in place since 1977. The case
These management tips are brought to you by your printing industry association… The customer service representative’s role varies dramatically across the industry. In some instances, the individual is an extension of the sales representative and heavily involved with customer contact including face-to-face visits. In other instances, the CSR is a project manager whose role is
Question: Can we use comp time with our employees? It depends. For non-exempt employees of a private employer, no. The Fair Labor Standards Act (FLSA) doesn’t permit private employers to offer compensatory time (“comp time”) in lieu of overtime pay. You could offer time off to your exempt employees as a reward for working more than their
California employers cannot be held liable for the spread of COVID-19 cases by employees who contracted the disease on the job and spread it in their household, the California Supreme Court held on July 6. In its unanimous decision, the court said that saddling employers with the duty of care beyond the workplace would impose
OSHA encourages employers to investigate all accidents in which a worker was hurt, as well as close calls — sometimes called “near misses” — in which an individual might have been injured if the circumstances had been slightly different. The agency suggests using the term “incident investigation,” since nearly all accidents are preventable. Reasons to
Employers who were surveyed for a new report expected that group health insurance premiums would increase 5.4% this year and at a faster clip in 2024 as inflation hits medical costs. Employers said they are looking to manage growing group benefit costs without shifting costs to employees, as they realize that their staff are likely
A portal enabling small employers and non-profits that paid out California COVID-19 supplemental paid sick leave (SPSL) in 2022 to apply for grants of up to $50,000, opened on June 1. These grants can reimburse small businesses that paid SPSL to their employees, either because a worker was ordered to stay home by a doctor
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