​On January 29th, OSHA posted new guidance for employers with updates on how to keep workplaces safe from the COVID-19 virus. 

Key information includes;
·      Steps to follow to provide a safe and healthy workplace   
·      Ways to  limit the spread of COVID-19
·      Best ways to handle COVID-19 cases
 
Important steps for employers include;
·      Communicating a COVID-19 policy, including a vaccine policy
·      Designating an employee or team of employees to administer the policies
 
Due to the complexity of the COVID-19  issues, employers may see employment claims related to leave of absences, safe working environments and retaliation. A strong COVID-19 policy is essential for employers. We can help design a COVID-19 policy that will work for your business.
 

The first of the year is a great time to organize and clean out files, documents, etc.  Before starting this process, make sure you know the Federal and State guidelines  on record retention. To make record retention easy, most employment law attorneys recommend keeping all employment-related records for at least seven years.  This time frame would cover the Federal and State statues.  To request a chart on the time frames required for record keeping, send your request to info@humanresourcesolutionsllc.com
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​In the latest relief package, Democratic lawmakers included a bill that would gradually raise the national minimum wage to $15 an hour by 2025. However, Sen. Joni Ernst, R-Iowa, recently introduced a nonbinding amendment excluding a wage increase from the relief package, making it difficult to pass in the Senate. Small businesses, who have been devastated by the pandemic, are struggling to stay in business and increasing the minimum wage would add another challenge. Employers need to really keep an eye on this impactful legislation and let representatives know how businesses could be affected. 

Now that the COVID-19 vaccine is available, employers will need to decide if employees will be required to take the vaccine. Before making the vaccine a requirement, employers need to consider the following;
·      Religious Accommodations
·      Disability Accommodations
·      Union Contracts
·      Employees that refuse to get the vaccine
 
A thorough, objective policy should be communicated based on business necessity and the policy should be applied consistently. We will be glad to help develop a policy for your company. Contact us at info@humanresourcesolutionsllc.com