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On Aug. 24, 2020, the U.S. Department of Labor (DOL) issued Field Assistance Bulletin No. 2020-5 to remind employers of their obligation to accurately account for the number of hours their employees work away from the employer’s facilities.

While the bulletin was issued in response to the high number of employees working remotely because of the COVID-19 pandemic, the DOL is also reminding employers that the underlying principles apply to other telework or remote work arrangements.

The U.S. Food and Drug Administration is drawing attention to two big national food recalls to prevent salmonella outbreaks. The advisories are focused on frozen shrimp and both bagged and bulk peaches.

As of Aug. 19, 2020, the salmonella outbreak linked to peaches has sickened 68 people in nine states. So far, there are no reports of anyone getting sick from the shrimp. Both investigations are ongoing.

When planning how to address challenges and create an environment for successful remote teams, leaders will focus on best practices that support organization and team dynamics—but also, each individual employee. This toolkit provides considerations for having employees and teams succeed in a remote environment, and how...

The U.S. Department of Labor (DOL) has issued questions and answers (Q&As) on when federal contractors must include Service Contract Act (SCA), Davis- Bacon Act (DBA) or Executive Order (EO) 13706 fringe benefits—or their monetary equivalent—for workers taking leave under the Families First Coronavirus Response Act (FFCRA).

According to the Q&As, federal contractors whose work is covered by the SCA, the DBA or EO 13706 generally do not have to pay the health and welfare fringe benefit rate that those laws and the executive order would normally require when employees take FFCRA paid sick leave or expanded family and medical leave.

The Centers for Disease Control and Prevention (CDC) recommends isolation to separate people infected with COVID-19 from people who are not infected.

This article compiles important information from the CDC. Visit www.cdc.gov/covid-19 for more information.

Who Needs to Isolate?

People who are in isolation should stay home until it’s safe for them to be around others. In the home, anyone sick or infected should separate themselves from others by staying in a specific “sick room” or area, and using a separate bathroom, if available.

Managing a fleet and drivers can be a challenge, particularly given the potential for accidents, employee injuries, liability concerns and increased costs associated with vehicle upkeep.

Nevertheless, your fleet—whether it be a handful of cars or dozens of commercial vehicles— plays a major role in the success of your organization. As such, it’s crucial to take a proactive approach to fleet management. To help accomplish this, many businesses have started to equip vehicles with devices known as telematics. These devices can help reduce numerous fleet risks, improve efficiency and promote safe driving behaviors. This Risk Insights provides an overview of telematics and the benefits that this technology can provide for your organization. For detailed information on the telematics solutions available to your fleet, contact us today.

Everyone knows that name-calling, teasing and other bullying behavior is unwelcome in the workplace.

But what if the comments are veiled in humor? Jokes about “old farts” or “screen-obsessed millennials” might seem like acceptable office banter to some, but these comments may amount to ageism and could seriously impact an organization—and should be quickly snuffed out when noticed.
This article explains some of the ways offhand comments can affect a workplace and outlines steps employers can take to combat their spread.

As the coronavirus pandemic continues to evolve, one guideline that is likely to last beyond this year is social distancing.

Employers have a responsibility to keep employees healthy and safe, and that duty is informing their return-to-work strategies. For instance, some organizations are keeping employees at home to work remotely for the foreseeable future. Other organizations are reconfiguring office layouts to lower capacity and considering safety measures like temperature checks and staggered shifts. No matter what an organization decides, its initiatives should be true to the company’s mission and values. As employers deliberate on new policies or procedures in response to the pandemic, it’s important to consider how those efforts might impact company culture and vice versa.

This article compiles important information from the Centers for Disease Control and Prevention (CDC) regarding cloth face coverings. Employers should use this expert guidance to inform their workplace policy decisions. As always, employers must also comply with state and local laws, so they should speak with legal counsel before finalizing any decisions related to mandatory face coverings.

Cloth face coverings are recommended as a simple barrier to help prevent respiratory droplets from traveling into the air and onto other people when the person wearing the cloth face covering coughs, sneezes, talks or raises their voice.

This is called source control. This recommendation is based on what we know about the role respiratory droplets play in the spread of the virus that causes COVID-19, paired with emerging evidence from clinical and laboratory studies that show cloth face coverings reduce the spray of droplets when worn over the nose and mouth.

When workplace health and safety incidents happen, it’s important to respond appropriately—that’s where incident investigations can help.

Conducting an investigation allows employers to identify potential health and safety failings that led to the incident and make necessary workplace adjustments to help prevent future incidents. Review this guidance for more information on what workplace health and safety incidents are, the incident investigation process and the importance of having an effective investigation policy.