Compliance Stuff

The Occupational Safety and Health Administration (OSHA) has increasingly emphasized that stress, anxiety, and burnout can contribute to accidents and reduced productivity, making mental wellness a significant part of its modern safety framework since the agency released a fact sheet on workplace mental health in 2024. 0:00 4:40 Quick Hits OSHA is making mental wellness a significant part of its modern safety framework. Employers may want to ensure that their safety and health management systems include worker input to ensure psychologically safe environments. Psychological risk prevention may include employee assistance programs, leaves of absence accommodations, and other accommodations to prevent and mitigate risk exposure. Psychological safety refers to the mental and emotional well-being of workers in the workplace, including well-being following traumatic workplace events, high-stress work environments, and employee substance use disorders. Improved psychological safety is dir...

If your company was supposed to submit injury and illness data to OSHA’s Injury Tracking Application (ITA) by March 2 but didn’t, you’re not alone. We’re getting reports on an almost-daily basis from employers who are just now realizing that they missed this key deadline. The good news is that you can set things straight and fix the situation, but you need to act quickly. Here’s a practical breakdown of your exposure and your best six-step path forward. What’s Required and Who’s Covered Federal OSHA regulations require certain employers to electronically submit workplace injury and illness data each year through the ITA portal. The most recent March 2 deadline applied to three groups: Establishments with  20–249 employees  in designated higher-hazard industries Establishments with  250 or more employees  that are subject to OSHA’s recordkeeping rules generally Establishments with  100 or more employees in specific high-hazard industries  (per OSHA’s Appendi...

  When an employee stops showing up to the office, talks about wanting to give up, or appears impaired during work hours, managers and HR staff might feel unsure how to respond . But you can be supportive while also addressing legal obligations, safety, and business needs through a bit of planning, training, and resources. While employers are generally not mental health professionals, you can play a critical role in identifying warning signs and connecting employees with the support they need . Here are eight practical steps to help your managers and HR department respond in real time to serious and sensitive situations, as well as the key legal points to keep in mind. Call for Help Immediately in Emergencies First and foremost, you should call 911 in critical situations, such as when an employee expresses intent to self-harm imminently. You should also consider directing employees to 988, the National Suicide and Crisis Lifeline. When you have a specific concern about an employee’...

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...

The U.S. Department of Labor (DOL) launched a new  open data portal  to enhance agency alignment and public access to workforce information collected and maintained by DOL agencies. The portal includes over 40 categories of data from agencies such as OSHA, MSHA and the Wage and Hour Division. Federal contractors should be aware the portal includes company-specific data from  VETS-4212 Reports  previously filed with the Veterans’ Employment and Training Service (VETS). Under the Vietnam Era Veterans’ Readjustment Assistance Act (VEVRAA), covered federal contractors and subcontractors are required to annually report, via VETS-4212 Reports, information about the total number of employees and new hires by location, along with information about how many employees and new hires self-identified as protected veterans by location. In a Feb. 18, 2026, announcement, the Office of the Assistant Secretary for Administration & Management (OASAM) explained the portal was develo...

Icy, wintery conditions are currently rocking the East Coast, dumping several feet of snow in metro areas that usually don’t see such accumulation. The impending storms could have a bigger disruption on your operations than you may think if you aren’t prepared for the safety and leave demands that are also on the forecast. When snow or ice makes it difficult for staff to travel to work or forces you to close your operations altogether, you may be obligated to pay certain employees. And while there are no specific federal rules on keeping workers safe in the cold, employers still face legal obligations to maintain a safe workplace. Here are a few important reminders to help you weather the storm. Risks Rise When the Temperature Drops The lower average temperatures that come along with the winter season present health-related safety risks for employees that primarily work outside. There are currently no federal regulations requiring employers to take specific precautions due to cold wea...