Operating multiple companies at the same time isn’t a suicide mission, unlike what other people might say. You need to be strategic and wise for you to know the do’s and don’ts of running two companies, and we’ve narrowed down some of the most popular, secure, and practical of them all.
Behind every successful company is a good set of employees you should reward. Rewarding your employees is simple, and you can offer the reward through better benefits. In today’s world, employee benefits are vital in keeping your employees loyal and trustworthy.
Finding a good diet routine or plan is often hard, and using what’s already provided on the internet is hard. Some of the diets out there are tailored fit for the specific type of persons, and it may not work for you. If you’re about to start your diet, here are some tips to help you choose what type of food to choose to fit your lifestyle.
Not all people are the same, and the same goes for your employees. Your employees come with different personalities, and you need to learn how to manage each one of them. It may be troubling at first, but knowing how to handle them will help you get through their personality and make them a productive employee.
Working from home is a way to accomplish a work-life balance. You can eliminate problems such as daily commute, bad weather, and even stressing about dressing up for work. It provides you with a sense of liberty to work in the comforts of your home.
Though working from home is ideal, you should have the right discipline and management skills to accomplish these tasks. More so, you need a reliable home office set up to succeed.
In building your home office, here are some of the things to consider:
Running a business entails duties, such as managing people. Whether they are freelancing, part-time, or regular employees, it is your responsibility to help them become productive. It, in turn, will help improve your business’ performance quality and performance.
One of the secrets to a successful business is having productive employees who are trustworthy and reliable, especially in handling big projects.
To motivate your employees and improve their productivity, here are some ideas you may consider:
Personal development is essential. It is important for you to invest in yourself and do greater things in life. We are often trained to strengthen ourselves and grow to influence others to do the same. We all know that heightening our sense of improvement can lead to a better career and life in general.
By focusing on your personal development, you can take advantage of some of its benefits:
On Oct. 16, 2018, the Occupational Safety and Health Administration (OSHA) launched a “site-specific targeting” (SST) plan that uses employer-submitted data from 2016 to select non-construction worksites for inspections. The plan, known as SST-16, is one of several OSHA initiatives that direct the agency’s enforcement resources to workplaces with high injury or illness rates in order to help ensure employers observe health and safety rules.
Under the SST-16, any non-construction establishment that was subject to OSHA’s electronic reporting requirements for 2016 may be selected for inspection. However, establishments that either reported high injury rates or failed to report in 2016 are particularly likely to be chosen.
Starting in 1995, OSHA conducted an annual SST plan that selected establishments for inspection based on data collected through a prior initiative. After that initiative expired in 2014, OSHA implemented a new data-collection mechanism through a final rule. Issued in May 2016, the final rule requires certain establishments to use OSHA’s Injury Tracking Application (ITA) to report workplace injury and illness information every year. For 2016 data, the initial submissions were due by Dec. 15, 2017.
OSHA’s SST-16, launched on Oct. 16, 2018, now uses that first set of electronic submissions to determine which establishments will be subject to comprehensive health or safety inspections under the program.
SST-16 Inspection Lists
The SST-16 uses software to generate inspection lists for each of OSHA’s area offices. These lists include random samples of the establishments described in the table below.
In general, each OSHA area office must inspect every establishment that appears on its SST inspection lists. However, an establishment is not subject to inspection under the program and will, therefore, be deleted from any SST-16 list, if it:
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Attracting more employees to work for your company could be crucial for the growth of your business. More workers are looking for more benefits to support their medical, physical, and emotional needs. They are more likely to put more effort into the craft if they receive good compensation.
A company that offers more perks to their employees are more likely to attract applicants and retain them. Unique benefits are appealing, so to give you some idea, here are some of the top benefits employees are searching for:
The Occupational Safety and Health Administration (OSHA) has issued a memorandum that reinterprets how its 2016 anti-retaliation rule applies to workplace safety incentive programs and drug testing policies.
Issued on Oct. 11, 2018, the memorandum eases some of the restrictions in OSHA’s previous enforcement guidance on the final rule. In that guidance, OSHA indicated that certain types of programs and policies would likely be considered violations if they involved specified circumstances.
The new memorandum takes a more permissive approach. It indicates that most types of workplace safety incentive programs and drug testing policies are allowable, as long as employers ensure that they do not discourage or penalize employees for reporting.
On May 12, 2016, OSHA issued a final rule that prohibits employers from retaliating against employees for reporting work-related injuries or illnesses. OSHA’s 2016 enforcement guidance indicated that employers must have an “objectively reasonable basis” for any adverse actions they take against employees who report work-related injuries or illnesses. The guidance also stated that certain employer actions, such as the following, would likely constitute violations of the final rule:
On Oct. 11, 2018, OSHA issued a memorandum that replaces any portions of the 2016 guidance that are inconsistent with it. In the 2018 memorandum, OSHA:
Workplace Safety and Health Incentive Programs
OSHA directly addresses two types of workplace safety incentive programs in the 2018 memorandum.
The first type of program is one that rewards employees for reporting near misses or hazards, or encourages them to get involved in a safety and health management system. According to OSHA, positive action taken under this type of program is always permissible under the final rule.
The other type of incentive program is one that is rate-based and focuses on reducing the number of reported injuries and illnesses. This includes programs that reward employees with a prize or bonus at the end of an injury-free month or evaluate managers based on their work unit’s lack of injuries.
According to OSHA, rate-based incentive programs are also permissible under the final rule as long as they are not implemented in a manner that discourages reporting. More specifically, an employer may avoid violating the final rule through a rate-based incentive program by:
Workplace Drug Testing Policies
The 2018 memorandum states that most instances of post-incident drug testing are permissible under the final rule and includes examples of allowable testing. Drug testing to evaluate the root cause of a workplace incident that harmed or could have harmed employees is one of the examples. This is significant because OSHA’s previous guidance indicated that a drug testing policy would have violated the final rule if it included automatic drug testing of an employee who reports a work-related injury or illness.
The new memorandum clarifies that if an employer chooses to use drug testing to investigate an incident, the employer should test all employees whose conduct could have contributed to the incident, not just employees who reported injuries.
Other examples of permissible drug testing that OSHA lists in the memorandum include:
Random drug testing;
Drug testing unrelated to the reporting of a work-related injury or illness;
Drug testing under a state workers’ compensation law; and
Drug testing under other federal law, such as a U.S. Department of Transportation rule.
For more information, contact First Iowa Insurance Agency, Inc. or visit OSHA’s website for more information regarding safety incentive and post-incident drug testing programs.
This Compliance Bulletin is not intended to be exhaustive nor should any discussion or opinions be construed as legal advice. Readers should contact legal counsel for legal advice.
© 2018 Zywave, Inc. All rights reserved.