Compliance Stuff

Because April is World Autism Awareness Month, it’s an appropriate time for employers to assess whether their hiring practices and workplace accommodations are inclusive for job candidates and employees who are on the autism spectrum. Quick Hits About 2 percent of U.S. adults have autism. The rate of autism diagnoses among U.S. adults is speeding up. Employers must provide reasonable accommodations to employees with a qualifying disability, which may include autism. Autism is a condition characterized by challenges with social skills, repetitive behaviors, speech, and communication. It is one of the conditions included under the broader umbrella of  neurodiversity  or neurodivergence. Some people with autism have other medical conditions that affect their autism symptoms, such as anxiety, attention deficit hyperactivity disorder (ADHD), obsessive compulsive disorder (OCD), insomnia, or dyslexia . Autism is a spectrum of symptoms with wide variances in how it manifests for eac...

April is Workplace Violence Prevention Month, serving as a reminder for all employers that dangerous altercations can happen anywhere, even at work. Anyone who comes in contact with your business – like guests, customers, patients, contractors, or even employees – can create a safety risk. And these risks can vary depending on what industry you’re in. For example, medical providers and front-facing employees are more likely to experience workplace violence, but anyone can unfortunately become a victim. While these situations are unpredictable, you can and should prepare. Here’s everything you need to know about current rules on workplace violence prevention and the steps you can take to keep your staff and customers safe. Understanding the Scope of Workplace Violence Violent acts are the third leading cause of injuries in the workplace. They can be caused by anyone who encounters your business and comes in many forms. The Occupational Safety and Health Administration (OSHA) explains t...

  April marks Workplace Violence Awareness Month, a time dedicated to emphasizing the risks of workplace violence and necessary steps for prevention . This month serves as a crucial opportunity for employers to reassess their workplace violence policies, ensure compliance with evolving laws and regulations, and minimize liability. All employers should be mindful of the Occupational Safety and Health Act’s (“OSH Act”) General Duty Clause. The OSH Act generally requires that employers implement sufficient safeguards to protect the health and safety of employees from recognized workplace hazards. The General Duty Clause requires that employers identify and assess safety risks, including those related to workplace violence, and implement proactive measures to prevent accidents and injuries. Failure to meet these obligations can result in legal consequences and citations issued by the Occupational Safety and Health Administration (“OSHA”). Recently, an Administrative Law Judge (“ALJ”...