In the workplace, employees and employers often get together to celebrate special events. If the drinks include alcohol, the potential for unfortunate consequences greatly increases. If alcohol is used improperly, it may expose employers to liability under tort, workers' compensation or other laws.
According to the National Highway Traffic Safety Administration's (NHTSA), each year employers loset more than $9 billion as a result of accidents by employees who are under the influence of alcohol. Employers should check the Liquor liability laws in their state.
Many employers are cutting back on holiday parties this year as a cost-saving measure. The U.S. Department of Labor offers a series of tips for workplace celebrations to reduce the risk for employers. These guidelines include extending the workplace substance abuse policy under any work-related situations.
There is also good news for employers. They can protect their businesses by educating employees about the harmful effects of impaired driving. By doing so, employers do more than just safeguard their business assets—they contribute to the nationwide campaign to eliminate and reduce a preventable crime and play an important part in making their communities safer for their friends and families and those of their employees.
Thursday, February 12, 2009
2009 Federal Healthcare Regulations
According to a recent news release by the Society of Human Resource Management (SHRM), the U.S. Department of Labor has issued final rules under the Newborns’ and Mothers’ Health Protection Act of 1996. The new regulations, taking effect on December 19, 2008, apply to health insurance plans issued on or after January 1, 2009.
The rules were issued in conjunction with the U.S. Department of Health and Human Services and the Treasury Department. They apply to group health plans and health insurers, including businesses that are self-insured. The new rules from the U.S. Department of Labor regulate, among other things, the length of time mothers and newborn babies may stay in the hospital.
Under the “general rule”, employers can restrict the hospital stay after a cesarean to 96 hours – but cannot require that mothers leave the hospital sooner. The new federal regulations do not require that new mothers stay in the hospital that long. The regulations contain a long list of restrictions to ensure that an early discharge does not endanger the health of mother or infant. In particular, the insurance company cannot provide financial incentives to healthcare providers to require mothers leave the hospital earlier.
The rules were issued in conjunction with the U.S. Department of Health and Human Services and the Treasury Department. They apply to group health plans and health insurers, including businesses that are self-insured. The new rules from the U.S. Department of Labor regulate, among other things, the length of time mothers and newborn babies may stay in the hospital.
Under the “general rule”, employers can restrict the hospital stay after a cesarean to 96 hours – but cannot require that mothers leave the hospital sooner. The new federal regulations do not require that new mothers stay in the hospital that long. The regulations contain a long list of restrictions to ensure that an early discharge does not endanger the health of mother or infant. In particular, the insurance company cannot provide financial incentives to healthcare providers to require mothers leave the hospital earlier.
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