Rojgar Job News

A few weeks ago, I did an inital post about how the new OSHA guidance on masks only served to complicate efforts for employers to comply with any such rules. This week, my colleague Alfredo Fernandez (with only a little help from me — byline notwithstanding) posted a more thorough post on the ins and outs of masks, face coverings and personal protective equipment. You can read the entire post here.  Here’s a sneak peek: The U.S. Occupational Safety and Health Administration (OSHA) recently issued guidance to answer frequently asked questions (FAQs) about the proper use of cloth face masks “at work” during the COVID-19 pandemic. The OSHA guidance must be read in conjunction with any applicable state rules and orders, many of which currently mandate that employees wear a face covering with limited exceptions. Because face masks are an essential defense against the spread of COVID-19, understanding your employees’ respiratory health risks and establishing...

Mental health is clearly an important concern for all employers who wish to promote the wellbeing of their employees. UK employers are now facing costs of up to £45 billion per year because of their employees’ poor mental health, making this an important area for investment. This figure was revealed in the “Mental health and employers: Refreshing the case for investment” report published earlier this year by Deloitte and mental health charity Mind. The price paid by employers resulting from inadequate mental health support has been increasing over the past few years. For employees aged 18 – 29 years old, employers lose the equivalent of 8.3% of their salaries through the costs associated with their poor mental health. There are also other indirect effects which the Report identifies, such as the adverse impact on creativity, innovation and other employees. What causes these costs? Deloitte and Mind have identified two main contributing factors: not even the...

You can’t escape the panic spreading through mass and social media regarding the 2020 Wuhan Novel Coronavirus, a virus that has resulted in fatalities in China and infected thousands worldwide. Symptoms mimic that of influenza (fever, cough), but can include difficulty breathing, pneumonia, kidney failure, and death in severe cases. Despite the panic, there are only a handful of confirmed cases in the U.S., but this has done little to quell paranoia. With fear of the bug’s spread, many employers are bracing themselves the possibility of employee absences, either due to illness or fear of contagion in congested workplaces. Employers and human resources professionals can immunize themselves against some risk by implementing steps in advance. Familiarize yourself with state and local paid sick leave laws. Many U.S. states and municipalities now require that employers provide paid time off to employees to address their own illnesses or that of their family members. If you have...

What a difference a week makes. By now, businesses, offices and families all across the United Kingdom are coming to terms with the recommendation that (where possible) people self-isolate as the UK Government seeks to “spread the peak” of the Coronavirus pandemic. Ignoring the seismic impact this has had upon businesses and industries, there is a fundamental, human impact to this. This can be seen most easily in the form of deserted streets, train carriages, pubs, restaurants, shops and the like. But what about the people who are self-isolating? I am one of the lucky ones – I work from home once a week and have an office at home which is set up to mirror as closely as possible my office at work (with some added children). However, others are unable to work from home or, if they do work from home, have to do so using a laptop, sharing space with flatmates or partners and without the same calm working atmosphere they would otherwise have in a professional office. There ...

As California employers prepare for the gradual re-opening of business, they must now take into consideration Governor Gavin Newsom’s Executive Order N-62-20 executed on May 6, 2020, making any COVID-19 infection diagnosed within two weeks of an individual working outside of their home presumptively work-related. This has the effect for employers of reversing the burden of proof in workers’ compensation cases. Instead of the burden belonging to the worker to establish that they contracted COVID-19 on the job, this Order places the burden squarely on the shoulders of the employer to prove that the worker’s infection is not work-related. Importantly, however, the presumption does not apply if the employee worked from home. By its terms, the order will only apply to injuries which occur between March 19 and July 6, 2020. Covered Employees Qualified employees must either (1) test positive for COVID-19 within 14 days after performing work; or (2) be diagnosed with COVID-19...

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