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.
Tuesday, April 21, 2009
Thursday, April 16, 2009
Personal Protection Against Workplace Violence
Workplace health and safety training is one of the important contents in the safety training for workers. Each year, there are many workers injured in assaults in the workplace.
Workplace violence incidents include many aspects, such as verbal assault, robbery and homicide. Anyone has the possibility to become the victim of a assault in the workplace, so it is crutial to learn more about the risk factors.
The factors that could increase the risk of workplace violence cover the following aspects: contact with the public; the exchange of money and delivering valuable property.
If you are at risk for workplace violence, you should learn about and follow the safety guards in your workplace. So, follow the requirements in the workplace will help you prevent the injuries.
Workplace violence incidents include many aspects, such as verbal assault, robbery and homicide. Anyone has the possibility to become the victim of a assault in the workplace, so it is crutial to learn more about the risk factors.
The factors that could increase the risk of workplace violence cover the following aspects: contact with the public; the exchange of money and delivering valuable property.
If you are at risk for workplace violence, you should learn about and follow the safety guards in your workplace. So, follow the requirements in the workplace will help you prevent the injuries.
Friday, March 20, 2009
New Oregon Food Server Break Law
Recently, BOLI (Bureau of Labor and Industries) updated the state meal break regulations. The Oregon BOLI issued new regulations that food servers can opt to waive their unpaid meal breaks, but not their paid rest breaks. Tipped food service workers in Oregon who are over 18 years of age may opt out of their required 30-minute meal breaks if they like.
According to the new regulations, employers cannot require an employee to waive breaks, or force employees to do so. Either the employer or the employee can revoke the waiver at any time by written notice. However, the employee can be excused from taking the meal breaks if the employer has a signed, non-revoked waiver on file.
In addition, when it would be an undue hardship for an employee to be relieved from all work duties for the 30 minute meal break, employers are permitted to always waive the required meal breaks. If employers want to use the exception, they must issue a BOLI waiver to all affected employees by March 16, 2009.
The break must be longer than 20 minutes and shorter than 30 minutes. The employee must be relieved of all work duties during the breaks. However, the law does not affect the requirement that an employee must have 10 minute uninterrupted rest breaks for each 4-hour work period.
In the U.S., there are nineteen states requiring meal breaks for virtually all employees. Oregon is one of these states. California and Illinois are also included.
According to the new regulations, employers cannot require an employee to waive breaks, or force employees to do so. Either the employer or the employee can revoke the waiver at any time by written notice. However, the employee can be excused from taking the meal breaks if the employer has a signed, non-revoked waiver on file.
In addition, when it would be an undue hardship for an employee to be relieved from all work duties for the 30 minute meal break, employers are permitted to always waive the required meal breaks. If employers want to use the exception, they must issue a BOLI waiver to all affected employees by March 16, 2009.
The break must be longer than 20 minutes and shorter than 30 minutes. The employee must be relieved of all work duties during the breaks. However, the law does not affect the requirement that an employee must have 10 minute uninterrupted rest breaks for each 4-hour work period.
In the U.S., there are nineteen states requiring meal breaks for virtually all employees. Oregon is one of these states. California and Illinois are also included.
Stimulus Plan Includes COBRA Subsidy
Obama administration’s stimulus plan offered COBRA subsidies and was signed into law on February 17, 2009. Many employers have questions about the subsidies. The subsidy applies beginning March 1, 2009.
The ARRA (American Recovery and Reinvestment Act of 2009) included a provision to subsidize extended health insurance coverage under COBRA for some eligible employees. These eligible employees referred to as “assistance eligible individual” (AEI) is laid off through no fault of his or her own, or is a dependent of a laid-off employee.
According to the ARRA, the COBRA subsidy does not apply to flexible spending accounts. The maximum time for each assistance eligible individual is nine months. Employee can get 35 percent of the COBRA premium. Every AEI qualifies for the subsidy. However, according to the individual tax returns, high-income individuals and their spouses will be required to repay the subsidy.
If the AEI does qualify as a high-income individual her or she may waive the subsidy voluntarily and must pay 100 percent of the COBRA premium.
The ARRA (American Recovery and Reinvestment Act of 2009) included a provision to subsidize extended health insurance coverage under COBRA for some eligible employees. These eligible employees referred to as “assistance eligible individual” (AEI) is laid off through no fault of his or her own, or is a dependent of a laid-off employee.
According to the ARRA, the COBRA subsidy does not apply to flexible spending accounts. The maximum time for each assistance eligible individual is nine months. Employee can get 35 percent of the COBRA premium. Every AEI qualifies for the subsidy. However, according to the individual tax returns, high-income individuals and their spouses will be required to repay the subsidy.
If the AEI does qualify as a high-income individual her or she may waive the subsidy voluntarily and must pay 100 percent of the COBRA premium.
D.C. Mandatory Sick Leave Rules
The controversial Accrued Sick and Safe Leave Act of 2008 have been effective in 2008 in the District of Columbia. Recently, this new act requires employers to provide mandatory paid sick leave.
The new law mandates that paid sick leave for any absences must be given to all the eligible employees working in the D.C. area. Whether mental or physical illnesses, employees must be given the paid sick leave. Also, employees must be given paid time off for what is called preventative medical care or for family care.
Recently, the DOES (D.C. Department of Employment Services) released the details to clarify some of the details of the proposed new Accrued Sick and Safe Leave Act. That may also help end some of the confusion surrounding the legislation.
Eligible workers must also have accumulated one year of continuous service and a minimum of 1,000 hours of work during the previous 12-month period. Workers were unable to start using the sick leave until February 11, 2009.
The new law mandates that paid sick leave for any absences must be given to all the eligible employees working in the D.C. area. Whether mental or physical illnesses, employees must be given the paid sick leave. Also, employees must be given paid time off for what is called preventative medical care or for family care.
Recently, the DOES (D.C. Department of Employment Services) released the details to clarify some of the details of the proposed new Accrued Sick and Safe Leave Act. That may also help end some of the confusion surrounding the legislation.
Eligible workers must also have accumulated one year of continuous service and a minimum of 1,000 hours of work during the previous 12-month period. Workers were unable to start using the sick leave until February 11, 2009.
Thursday, February 12, 2009
Tips for Safe in Workplace Holiday Parties
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.
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.
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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