Posts by: Michele Kennedy

Mandatory Change to West Virginia’s Human Rights Act, Fair Housing Act, and Pregnant Workers’ Fairness Act Notice

  • 19th May 2016

The West Virginia Human Rights Commission updated the Human Rights Act, Fair Housing Act, and Pregnant Workers’ Fairness Act notice. Persons with disabilities who utilize assistance animals have been added as an additional category under the Fair Housing Act. There is a new provision for the Pregnant Workers’ Fairness Act which prohibits discrimination in employment based on pregnancy, childbirth, or related medical conditions.

Effective date: 4/18/2016

The West Virginia All-In-One State and Federal Poster has been updated to include this new mandatory change on the required postings.


Coming Soon: Machine Guard Safety Training

  • 13th May 2016

Avoid injuries and fatalities in the workplace. Educate staff on the importance and proper use of machine guards and other safety devices. The “Machine Guard Safety” training program offered by Osha4less covers various topics and provides information on machine hazards, the different types of guards, and the proper ways to use them in order to prevent injuries. Contact us at 888.306.7377 to learn more.

Coming Soon: “Bloodborne Pathogens: HIV and Hepatitis” (in Healthcare, Industrial, or Commercial Industries)

  • 12th May 2016

OSHA’s Bloodborne Pathogens standards requires that businesses with employees who are occupationally exposed to blood or other potentially infectious materials to take certain measures to protect their employees. Osha4less offers three programs: “Bloodborne Pathogens in Healthcare Facilities,” “Bloodborne Pathogens in First Response Environments,” and “Bloodborne Pathogens in Commericial and Industrial Facilities” which provide up-to-date information on the risks of HIV and Hepatitis B and C. Covered topics include symptoms of the diseases, ways by which the disease is transmitted, the exposure control plan, and various preventive safety practices. Contact us at 888.306.7377 to learn more.

Coming Soon: Two New Programs on Bullying and Other Disruptive Behavior in the Workplace

  • 11th May 2016

Bullying can come in many forms and is not a subject to be taken lightly. It can be in the form of verbal abuse, threatening conduct, and/or intimidation and humiliation, which can interfere with not only workflow, but a person’s well-being. Familiarize your staff with being able to identify and prevent bullying in the workplace with Osha4less’s new “Bullying and Other Disruptive Behavior: for Employees” and “Bullying and Other Disruptive Behavior: for Managers and Supervisors” programs. The programs discuss effective ways to prevent bullying and/or disruptive behavior within each level of the organization. Contact us at 888.306.7377 to learn more.

Just Released: The Latest in Forklift/Powered Industrial Truck Safety Training

  • 10th May 2016

Powered Industrial Trucks, commonly known as forklifts or lift trucks, are primarily used to move materials. Utilizing forklifts can cause hazards to the person operating the forklifts and those near the site of operation. Federal law prohibits anyone under the age of 18 to operate a forklift or anyone over the age of 18 to operate one without proper training and certification.

Comply with OSHA training requirements with the Forklift/Powered Industrial Safety training program offered by Osha4less. Our program adheres to OSHA standard and provides all the information needed for a comprehensive employee training session. Each DVD program comes with an easy-to-use leader’s guide, scheduling and attendance form, and employee quiz and certificate. Subtitles are included along with menu playback options for ease of use.

Recommended Change to the Federal FMLA Notice

  • 6th May 2016

The United States Wage and Hour Division has updated the Family and Medical Leave Act. The revised notice has a new format and summarizes information from the previous February 2013 version. Content regarding the definition of what a serious health condition is has been removed along with the notice’s posting requirements. In addition, the Wage and Hour Division has stated that, “The February 2013 version of the FMLA poster is still good and can be used to fulfill the posting requirement.” The notice’s new revision date is April 2016.

Effective date: 4/1/2016

The Federal Poster has been updated to include this new recommended change on the required postings.


Employer Responsibilities on Sexual Harassment Prevention in California

  • 29th April 2016

As part of the approved amendments made to the Fair Employment and Housing Act Regulations which went into effect on April 1, 2016, the amendments clarify an employer’s affirmative duty to take reasonable steps to prevent and promptly correct discriminatory and harassing conduct in the workplace and the penalties for failing to do so (Gov. Code, § 12940(k)).

Pursuant to § 11023(b) of the Act, employers shall provide employees a workplace free from prohibited employment practices. In order to maintain a workplace free of harassment, discrimination, and retaliation, the Department’s DFEH-185 brochure on sexual harassment, or its equivalent, shall be distributed to all employees. Additionally, a written prevention policy on harassment, discrimination, and retaliation shall be developed to include information on prohibited conduct, protected categories, a proper complaint procedure (which ensures employee confidentiality, timely response to complaints, impartial and timely investigations by qualified personnel, documentation and tracking for reasonable progress, appropriate options for remedial actions and resolutions, and timely closures), and makes clear that employees shall not be retaliated against for lodging a complaint or participating in an investigation.

Employers shall disseminate said written policies to all employees by one or more of the following methods:

  • providing a printed copy with an acknowledgment form to which employee shall sign and return;
  • sending via email with an acknowledgment form to which employee shall sign and return;
  • posting on a company intranet with a tracking system to ensure all employees have read and acknowledged receipt of the policies;
  • discussing policies upon hire and/or during a new hire orientation session; and/or
  • any alternative method which ensures employees receive and understand the policies.

The written policy shall be provided in English and any language that is spoken by at least ten percent of the workforce.

The Department of Fair Housing and Employment (DFEH) may independently seek non-monetary preventative remedies for a violation of Gov. Code,  § 12940(k), regardless of whether it prevails or fails on an underlying claim of discrimination, harassment, or retaliation (Code Regs. title 2,  § 11023(a)(3)).

Stay in compliance by issuing the sexual harassment pamphlets to employees. Osha4less also offers workplace harassment prevention training options that meet federal and state requirements and can help your organization achieve a respectful work environment free from harassment and discrimination.

Recommended Change to Colorado’s Anti-Discrimination Notice

  • 28th April 2016

The Colorado Department of Regulatory Agencies has updated their Anti-Discrimination notice. Jennifer McPherson is the new Interim Director for the department. Additionally, the notice no longer lists the contact information for the Pueblo and Grand Junction locations. The new revision date for the notice is 4/2016.

Effective date: 4/1/2016

The Colorado All-In-One State and Federal Poster has been updated to include this new recommended change on the required postings.

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