Compliance Stuff

  Ergonomics and musculoskeletal disorders are the subject of a recent U.S. Government Accountability Office (GAO) study that portends an even greater focus by the Occupational Safety and Health Administration (OSHA) on the warehousing and distribution center sector. Quick Hits A recent GAO report includes several recommendations for how OSHA should evaluate its national emphasis program on warehousing and distribution centers to “more fully protect workers” from ergonomic hazards. The GAO found that three major hazards—falls, slips, and trips; objects and equipment; and overexertion/bodily reaction—were the leading causes of most injuries and illnesses in general warehousing and last-mile delivery services. The GAO recommendations include revising the OSHA Form 300 to include a column for musculoskeletal injuries to help compliance officers more easily identify when such injuries occurred. On July 13, 2023, OSHA announced a national emphasis program (NEP) directed at  warehou...

A friend of mine was recently allowed to resign from her job instead of being terminated. I run a small business and have had to terminate employees for various reasons. Are there instances where allowing an employee designated for termination to resign is preferable? —Davison  T ermination is never an easy task, but handling it the right way can pave the best possible path forward for both the employer and employee. Allowing an employee designated for termination to resign voluntarily can be preferable in certain situations. “Resignation in lieu of termination” can offer a more dignified exit for the employee and potentially reduce legal risks for the employer . There are some factors to consider when determining if resignation in lieu of termination is appropriate. If the termination is not due to gross misconduct or a major policy violation, offering the option to resign can be a respectful alternative. This approach is suitable for cases involving failure to meet performance o...