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TRANSCRIPT
WH
AT’
S IN
SIDE
NFIB GUIDE TO FEDERAL EMPLOYMENT LAW
FairLaborStandardsAct(FLSA)
EqualPayAct(amendmenttoFLSA)
InterviewingDon’ts
TitleVIIoftheCivilRightsActof1964(TitleVII)»SexualHarassment(TitleVII)
»PregnancyDiscriminationActof1978(PDA)
»AgeDiscriminationinEmploymentAct(ADEA)
»GeneticInformationNondiscriminationActof2008(GINA)
AmericanswithDisabilitiesAct(ADA)
ImmigrationReformandControlAct(IRCA)(I-9)
FamilyandMedicalLeaveActof1993(FMLA)
OccupationalSafetyandHealthAct(OSHAct)
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$12.95
SEPTEMBER2010
WhatYouNeedtoKnowAbout
EmploymentLaw
DEVELOPED BY
Small BusinessLegal Center
DearNFIBMember:
Asasmallbusinessowner,youworkhardeverydayatyourdreamofrunningasuccessful
enterprise.Yetbeingasmallbusinessownermeansspendingcountlesshoursgoingoverevery
detailtomakesureyourbusinessisincompliancewithfederalandstatelaws.
Tohelpmakecompliancealittleeasier,wearepleasedtoprovideyouwiththisNFIB Guide to
Federal Employment Law.
Thisbookwillgiveyouthebasicsofemploymentlawsthatyouwillmostlikelyencounterat
yourbusiness,suchastheFairLaborStandardsAct,theOccupationalSafetyandHealthAct,
andseveralanti-discriminationlaws.
DevelopedbytheNFIBSmallBusinessLegalCenter,theNFIB Guide to Federal Employment
Lawwaswrittentobeyourfirststoptolearnwhichfederalemploymentlawsapplytoyour
businessandwhatyourbusinessmustdotocomply.TheNFIBSmallBusinessLegalCenter
isthevoiceforsmallbusinessinthenation’scourtsandthelegalresourceforsmallbusiness
ownersnationwide.
ThisguideisjustoneofthemanycomplianceguidesdevelopedbyourLegalCentertomake
yourjobjustalittlebiteasier.Tofindoutaboutalloftheguidesavailableinthisseries,call
1-800-NFIB-NOWorvisitwww.NFIB.com/legal.
Sincerely,
DanDanner
NFIBPresident
www.NFIB.com | NFIB GuIde to Federal employmeNt law 1
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ABOUT NFIB GUIDE TO FEDERAL EMPLOYMENT LAWTheNFIBSmallBusinessLegalCenterispleasedtoprovideyou
withthisFederalEmploymentLawHandbookforIndependent
Businesswhichdescribesvariousfederallawsthatregulateyour
businessandyourrelationshipwithyouremployees.
Ifyouwouldliketoknowmoreaboutanyoftheenclosedinfor-
mationyoushouldcontactanattorneylicensedtopracticelawin
yourstate.Ifyouwouldlikeassistancefindinganattorney,visitthe
American Bar Association Lawyer Referral Serviceatwww.abanet.
org/referral/home.htmlorcontact(800)285-2221foryourstate
orcountybarassociation.
Theinformationcontainedinthishandbookhasbeencompiledas
ahelpfulguideforindependentbusinesses.Thishandbookshould
notbeconsideredalegalresource.Whilewehaveattemptedto
provideaccurateandcompleteinformation,theauthorsandpub-
lishersofthishandbookcannotberesponsibleforanyerrorsor
omissionsinitscontents.Note: This handbook is provided with the understanding that neither the authors nor the publisher are engaged in rendering legal or professional advice.
ABOUT NFIBTheNationalFederationofIndependentBusinessisthenation’s
leadingsmallbusinessassociation,representingit’smembers
inWashington,D.C.,andall50statecapitals.NFIB’spowerful
networkofgrassrootsactivistssendtheirviewsdirectlytostate
andfederallawmakersthroughouruniquemember-onlyballot,
thusplayingacriticalroleinsupportingAmerica’sfreeenterprise
system.
ABOUT NFIB SMALL BUSINESS LEGAL CENTERThe NFIB SMALL BUSINESS LEGAL CENTER is a 501 (c)
(3),non-profitpublicinterestlawfirmdedicatedtotheprin-
ciplesofjusticeandequityforsmallbusiness.TheLegalCenter
protects the rights of America’s small business owners by
providingguidanceonlegalissuesandbyensuringthatthevoice
ofsmallbusinessisheardinthenation’scourts.Formorein-
formationontheLegalCenter’scourtroomactivityorhowto
supportthisworthycause,pleasecall(800)552-6342orvisit
www.nfiblegal.com.
CONTENTSone
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FairLaborStandardsAct(FLSA)....................................................................2
InterviewingDon’ts...............................3
FamilyandMedicalLeaveActof1993(FMLA)............................................9
AmericanswithDisabilitiesAct(ADA)..........................................................7
ImmigrationReformandControlAct(IRCA)(I-9).....................8
EqualPayAct(amendmenttoFLSA)................................3
eight OccupationalSafetyandHealthAct(OSHAct)..........................10
TitleVIIoftheCivilRightsActof1964(TitleVII)............................4»SexualHarassment(TitleVII)
»PregnancyDiscriminationActof1978(PDA)
»AgeDiscriminationinEmploymentAct(ADEA)
»GeneticInformationNondiscriminationActof2008(GINA)
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ApplicationTheFLSAappliestoallemployers.
MinimumWageTheFederalminimumwageis$7.25perhour.
Variationsofthisrateare:
• thehigherrateiffederalandstateminimumwageratesdiffer;
• employeesunder20yearsofagemaybepaid$4.25perhourduringtheirfirst90consecutivecalendardaysofemploymentwithanemployer;
• certainfull-timestudents,studentlearners,apprentices,andworkerswithdisabilitiesmaybepaidlessthantheminimumwageunderspecialcertificatesissuedbytheWage-HourofficeoftheDepartmentofLabor.
OvertimePayOvertimepayisat least11/2timesanemployee’sregularrateofpayandap-pliestoallhoursworkedovera40-hourworkweek.
Someexceptionstoovertimepayandminimumwageinclude:
• executive,administrative,andpro-fessionalemployees(“whitecollarexemption”);or
• outsidesalesemployees;or
• seasonalamusementorrecreationalestablishments;or
• casualbabysittersandcertainfarmworkers.
ChildLaborAnemployeemustbeatleast16yearsoldtoworkinmostnon-farmjobsandatleast18toworkinnon-farmjobsdeclaredhaz-ardousbytheSecretaryofLabor.Youths14and15yearsoldmaywork limitedhourswithstrictconditions.Forexample,workmaynotbeginbefore7a.m.orendafter7p.m.,exceptfromJune1through
Labor Day, when evening hours areextendedto9p.m.Differentrulesapplyinagriculturalemployment.
Record-keepingRequirementsIfanemployeeissubjecttotheminimumwageprovisionsorboththeminimumwageandovertimeprovisions,anemploy-ermustkeepextensivepayrollrecords.
NoticeThenotice,Your Rights Under the Fair Labor Standards Act, must be postedwhereemployeescanreadilyseeit.
The FLSA eSTAbLiSheSminimumwage
requirements,overtimepay,record-
keeping,andchildlaborstandards
forfull-andpart-timeemployees.
State minimum wage laws differ
widelyandshouldbeconsultedin
conjunctionwiththisguidance.
ADDITIONALINFORMATIONTolocateyourWageandHourDistrictOfficevisit:www.dol.gov/whd/america2.htm.Todetermineyourstate’sminimumwagelawsandmore,visit:www.dol.gov/whd/minwage/america.htm.
FAIR LABOR STANDARDS ACT (FLSA)
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INTERVIEWING DON’TSWheninterviewingjobcandidates,toavoidliabilityit’simpor-
tantyourquestionsfocusexclusivelyontheskillandexperienceneededfortheposition.
Here’salistofquestionsyoushouldnotaskapplicants.
DOn’t ask aBOut:1. Age: Howoldareyou?Whendidyougraduate?Whenwereyouborn?
2. MAriTAL/FAMiLy STATuS:Whatisyourmaritalstatus?Doyouplantohaveafamily?When?Howmanychildrendoyouhave?Whatareyourchildcarearrangements?Whatisyoursexualorientation?
3. OrgAnizATiOnS: Towhatclubsorsocialorganizationsdoyoubelong?
4. PerSOnAL: Howtallareyou?Howmuchdoyouweigh?
5. ArreST recOrd:Haveyoueverbeenarrested?
6. nATiOnAL Origin/ciTizenShiP:AreyouaU.S.citizen?Whatisyournativelanguage?
7. reLigiOn: Whatisyourreligiousaffiliation?Doesyourreligionpreventyoufromworkingweekendsorholidays?
8. MiLiTAry recOrd: Wereyouhonorablydischarged?Requestmilitaryrecords.
9. diSAbiLiTieS:Doyouhaveanydisabilities?Haveyouhadanyrecentorpastillnessesoroperations?Howisyourfamily’shealth?Pleasecompletethefollowingmedicalhistory.
ApplicationTheEqualPayActappliestoallemployers.
PermittedActsTherearelimitedexceptionsforpaydiffer-entialswhenanemployercanshowthat:
• thedifferenceisduetoaseniorityormeritsystem;or
• thedifferenceisduetoanemployees’education,training,andexperience.
Record-keepingRequirementsEmployersshouldretain:
• payrollrecordsforatleastthreeyears;and
• allrecords(includingwagerates,jobevaluations,seniorityandmeritsystems,andcollectivebargainingagreements)foratleastoneyearafteranemployee’stermination,thatexplainthebasisforpayingdifferentwagestoemployeesofoppositesexesinthesameestablishment.
NoticeThenotice,Equal Employment Opportunity is the Law,mustbepostedwhereemploy-eescanreadilyseeit.
ADDITIONALINFORMATIONFormoreinformation,pleaserefertotheEqualEmploymentOppor-tunity Commission’s (EEOC)websiteatwww.eeoc.govorcontact(800)669-4000tolocateanEEOCfieldofficeinyourarea.
EQUAL PAY ACT
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The 1963 AcTprohibitswageandbenefitdiscriminationbetweenmenand
womeninsubstantiallyequaljobswithinthesameestablishment.
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ApplicationTitleVIIappliestobusinesseswith15ormoreemployees.
ExamplesofDiscriminationBelow are some examples of discrimination covered underTitleVII:
• Harassingapersonbecauseoftheirfriends’,relatives’,orassociates’race,skincolor,religion,gender,nationalorigin,age,ordisability.(SeealsoSexualHarassmentsection.)
• Treatingpeopleinsimilarjobsdifferently.
• Makingassumptionsabouttheabilitiesofpersonsbasedonstereotypes,physicalcharacteristics,orage.
• Retaliatingagainstapersonbecauseacomplaintwasfiled.
TiTLe Vii PrOhibiTSemploymentdiscriminationonthebasisofrace,color,religion,sex,ornationalorigininhiring,
employment(allterms,conditions,andbenefits),andtermination.
TITLE VII OF THE CIVIL RIGHTS ACT OF 1964 (TITLE VII)
RemediesAvailableIfacomplainantissuccessfulinaTitleVIIcauseofaction,rem-ediesthatmaybeavailable includereinstatement,backpay,damagesforfuturelossofearnings,emotionalpainandsuffer-ing,mentalanguish,andattorneys’fees.
NoticeThenotice,Equal Employment Opportunity is the Law,shouldbepostedwhereemployeescanreadilyseeit.
ADDITIONALINFORMATIONTo locate your Equal Employment OpportunityCommission(EEOC)fieldofficecall(800)669-4000orvisittheirwebsiteatwww.eeoc.gov.
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ApplicationTitleVIIappliestobusinesseswith15ormoreemployees.Stateandlocallawsmaycoverallbusinesses.
ExamplesofSexualHarassmentSexualharassmentcoversbehaviorthatcreatesahostileworkenvironment.Examplesare:
• unwelcomesexualadvances.
• requestsforsexualfavors.
• verbalorphysicalconductofasexualnature.
• sexuallysuggestiveoroffensivepersonalreferencesaboutanindividual.
Note:
• thevictimorharassermaybemaleorfemale.
• thevictimdoesnothavetobeoftheoppositesex.
• theharassercanbethevictim’ssupervisor,anagentoftheemployer,asupervisorofanotherarea,aco-worker,oranon-employee.
• thevictimdoesnothavetobethepersonharassedbutcanbeanyoneaffectedbytheoffensiveconduct.
• unlawfulsexualharassmentmayoccurwithouteconomicinjurytoordischargeofthevictim.
NoticeThenotice,Equal Employment Opportunity is the Law, shouldbepostedwhereemployeescanreadilyseeit.
TitleVIIprohibits sexdiscriminationand sexual
harassmentintheworkplace.
ADDITIONALINFORMATIONFor more information, please refer to EqualEmploymentOpportunityCommission’s(EEOC)websiteatwww.eeoc.govorcall(800)669-4000tolocateanEEOCfieldofficeinyourarea.
ApplicationThePDAappliestoemployerswith15ormoreemployees.
ProhibitedActsAnemployershouldnot:
• refusetohireawomanbecausesheispregnantaslongassheisabletoperformthemajorfunctionsofherjob;or
• refusetohireapregnantwomanbecauseitsprejudicesagainstpregnantworkersortheprejudicesofco-workers,clientsorcustomers;or
• fireorforceaworkertoleavebecausesheispregnant;or
• takeawaycreditforpreviousyears,accruedretirementbenefits,orsenioritybecauseofmaternityleave;or
• fireorrefusetohireawomanbecauseshehasanabortion.
NoticeThenotice,Equal Employment Opportunity is the Law, shouldbepostedwhereemployeescanreadilyseeit.
The1975Actprohibitsdiscriminationonthebasisof
pregnancy,childbirthorrelatedmedicalconditions.
Womenwhoareaffectedbypregnancyorrelated
conditionsmustbetreatedinthesamemanneras
otherapplicantsoremployeeswithsimilarabilities
orlimitations.
ADDITIONALINFORMATIONFor more information, please refer to the EqualEmploymentOpportunityCommission’s(EEOC)websiteatwww.eeoc.govorcontact(800)669-4000tolocatetheEEOCfieldofficeinyourarea.
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(TITLE VII)SEXUAL HARASSMENT
(PDA)PREGNANCY DISCRIMINATION ACT
(ADEA)AGE DISCRIMINATIONIN EMPLOYMENT ACT
ApplicationADEAappliestoemployerswith20ormoreemployees.TheADEAappliestobothemployeesandjobapplicants.
ProhibitedActsEmployersshouldnotdiscriminateagainstapersonbecauseofhis/heragewithrespecttoanyterm,condition,orprivilegeofemployment,includinghiring,firing,promotion,layoff,com-pensation,benefits,jobassignments,andtraining.
Employersmustnotincludeagepreferences,limitations,orspecificationsinjobnoticesoradvertisements.
Record-keepingRequirementsEmployersshouldretain:
• allpayrollrecordsforatleastthreeyearsafteranemployee’stermination;and
• anyemployeebenefitplanwhileineffectandforatleastoneyearaftertermination;and
• anywrittenorseniorityormeritsystemwhilethesystemwasineffectandforatleastoneyearafteranemployee’stermination.
NoticeThenotice,Equal Employment Opportunity is the Law, shouldbepostedwhereemployeescanreadilyseeit.
ADEAprohibitsagediscriminationagainstindividu-
alswhoare40yearsofageorolder.
ADDITIONALINFORMATIONFor more information, please refer to EqualEmploymentOpportunityCommission’s(EEOC)websiteatwww.eeoc.govorlocatethenearestEEOCfieldofficeinyourareabycalling(800)669-4000.
ApplicationGINAappliestoemployerswith15ormoreemployees.GINAappliesbothtoemployeesandjobapplicants.
ExamplesofDiscriminationBelowaresomeexamplesofdiscriminationcoveredunderGINA:
• Harassingapersonbecauseoftheirgeneticinformationorbecauseofthegeneticinformationoftheirrelative.
• Makinganyemployment-relateddecisionbasedongeneticinformation,suchashiring,firing,pay,jobassignments,promotions,layoffs,training,fringebenefits,oranyothertermofemployment.
• Retaliatingagainstapersonbecauseheorshefiledaclaim,participatedinadiscriminationproceeding,oropposeddiscrimination.
NoticeThenotice,Equal Employment Opportunity is the Law, shouldbepostedwhereemployeescanreadilyseeit.
The 2008 law prohibits discrimination based on
geneticinformation.
ADDITIONALINFORMATIONFor more information, please refer to EqualEmploymentOpportunityCommission’s(EEOC)websiteatwww.eeoc.govorlocatethenearestEEOCfieldofficeinyourareabycalling(800)669-4000.
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(GINA)GENETIC INFORMATIONNONDESCRIMINATION ACT OF 2008
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ApplicationTheADAappliestoemployerswith15ormoreemployees.Independentcon-tractorsarenotcovered.Stateandlocalhumanrightsorhandicapdiscriminationlawsmayapplytoallemployers.
RequirementsTheADArequiresthatanemployermakereasonableaccommodations incertaincircumstances foradisabledemployeewhoisotherwisequalifiedforthejob.Apersonmaybeotherwisequalifiedforthejobif:
• thepersonmeetstheeducational,experience,skill,andotherjob-relatedrequirements;and
• thepersoncanperformtheessentialjobfunctions(withorwithoutreason-ableaccommodations).
Note: It isagood idea to identify theessentialjobfunctionsandproposeajob-descriptionbeforebeginningthehiringprocess.
Ifanemployeeisotherwisequalifiedfortheposition,therearethreeareaswhereanemployershouldprovidereasonableaccommodations:
• topermittheemployeetoperformtheessentialjobfunctions
• testingandapplicationprocedures
• topermittheenjoymentofgeneralworkprivilegessuchasaccesstorestroomsandcustomaryemployeework-relatedactivities
Examples of Reasonable Accommodations Include:
• part-timeormodifiedworkschedule
• acquisitionormodificationofequipment
• makingfacilitiesaccessibletodisabledpersons
• reassignmentofmarginaljobfunction
Note: Anemployermaynothavetopro-videreasonableaccommodationsiftheycanestablish“unduehardship”i.e.,thatitwouldbeundulyexpensive,disruptive,oraffectthebusiness.
NoticeThenotice,Equal Employment Opportunity is the Law, shouldbepostedwhereem-ployeescanreadilyseeit.Acopyofthisnotice is provided in this handbook’sAppendix.
The AdA PrOhibiTS employersfromdiscriminatingagainstqualifiedindividualswithdisabilities.Anindividualwith
adisabilityissomeonewho:
• hasaphysicalormentalimpairmentthatsubstantiallylimitsoneormoremajorlifeactivities;or
• hasarecordofsuchanimpairment;orisregardedashavingsuchanimpairment.
Personsdiscriminatedagainstbecausetheyhaveaknownassociationorrelationshipwithadisabledindividual
arealsoprotected.
AMERICANS WITH DISABILITIES ACT(ADA)
ADDITIONALINFORMATIONFormoreinformationcalltheDepartmentofJusticeADAInformationLineat(800)514-0301orvisittheirwebsiteatwww.ada.gov.
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ApplicationTheIRCAappliestoallemployers,withthefollowingexceptions:
• employerswithbetweenfourand14employees(whowouldnotbecoveredbyTitleVIIanti-discriminationprovisions)maynotdiscriminateonthebasisofnationalorigin;and
• employerswithatleastfouremployeesmaynotdiscriminateonthebasisofcitizenship.
ProceduralandRecord-keepingRequirementsAllemployersshouldensurethatemployeesandtheemployercompleteanEmploymentEligibilityVerificationForm(I-9)whenanemployeebeginswork.EmployeesmustkeepI-9sonfileforallcurrentemployees.The ircA OF 1986prohibitsanyemployerfromhiring
anypersonwhoisnotlegallyauthorizedtoworkinthe
UnitedStatesanditrequiresthatemployersverifythe
employmenteligibilityofallnewemployees.
TheIRCAalsomakesitunlawfulforemployerstodis-
criminateinhiringanddischargebasedonnational
origin(asdoesTitleVII)andoncitizenshipstatus.
IMMIGRATION REFORM AND CONTROL ACT (IRCA)
ADDITIONALINFORMATIONFormoreinformation,contacttheU.S.CitizenshipandImmigrationServices(USCIS)at(800)375-5283orvisittheirwebsiteatwww.uscis.gov.Ifyouneedaparticularform,pleasecall(800)870-3676.
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LeaveRequirementAnemployeeisentitledtounpaidleaveforanyofthefollowingreasons:
• tocarefortheemployee’schildafterbirth,orplacementforadoptionorfostercare;
• tocarefortheemployee’sspouse,sonordaughter,orparent,whohasaserioushealthcondition;or
• foraserioushealthconditionthatmakestheemployeeun-abletoperformtheemployee’sjob.
Anemployermayrequire30daysadvancenotice(whentheneedisforeseeable)andmedicalcertification.
EmploymentandBenefitProtectionsUponreturnfromleaveunderFMLA,anemployeeshouldberestoredtotheiroriginaloranequivalentpositionwithequivalentpay,benefits,andotheremploymentterms.
Anemployee’suseofleaveunderFMLAmaynotresultinthelossofanyemploymentbenefitthataccruedpriortothestartofanemployee’sleave.
Employersmustmaintaintheemployee’shealthcoverageunderany“grouphealthplan”duringtheemployee’sFMLAleave.
NoticeEmployersshouldpost,Your Rights Under the Family and Medical Leave Act of 1993,whereemployeescanreadilyseeit.
FAMILY AND MEDICAL LEAVE ACT OF 1993 (FMLA)
ADDITIONALINFORMATIONFormoreinformationvisitwww.dol.gov/compliance/laws/comp-fmla.htm.
Anemployermayrequire30daysadvanceleavenoticeandmedicalcertification.
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The FMLA reQuireS employerswith50ormoreemployeestoprovideeligibleemployeeswithupto12weeksofunpaid,
job-protectedleaveina12-monthperiodforspecifiedfamilyandmedicalreasons,orforany“qualifyingexigency”
arisingoutofthefactthatacoveredmilitarymemberisonactiveduty,orhasbeennotifiedofanimpendingcall
orordertoactiveduty,insupportofacontingencyoperation.TheFMLAalsoallowseligibleemployeestotakeup
to26workweeksofjob-protectedleaveina“single12-monthperiod”tocareforacoveredservicememberwith
aseriousinjuryorillness.
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ApplicationAllemployersarecoveredbytheOSHAct,except:
• partners;
• self-employedpersons;or
• farmswhereonlyimmediatemembersofthefamilyareemployed.
InspectionsEverybusinesscoveredbytheOSHActissubjecttoinspection.Belowaresomehelpfulguidelinesfortheinspection:
• AnythingsaidtoOSHAbyasupervisorormanagerwillberecorded,andifitisadversetotheemployer’spositionitwillbeconstruedasanadmissionofliabilityintheeventofacitationproceedingorcriminalprosecution.
• Theemployer’srepresentativesneednotsayanythingtoOSHAabouttheworkplaceconditions;therepresentativeneedonlyprovidelogsandotherdocumentsrequiredtobekept.
• BefamiliarwiththeformsusedbyOSHAtorecordinforma-tiongainedfrominspectionssothatanswerstoquestionswillberecordedonthoseformsasfavorablyaspossible.
• Immediatelycorrectanyapparenthazardsdisclosedduringtheinspection;thiswillnotprejudicetheemployer’srightlatertocontestacitation,andmayenhancetheemployer’sabilitytoobtaincreditforgoodfaithandlessenthechanceforissuanceofa“willful”citation.
• Afteraninspection,givetheinspectoraname,title,andaddresstowhomanycitationsshouldbesent;otherwise,valuabletimewillbelostwhilemailtravelswithinthecompany.
• Donotexaggeratethequalityofsafety/healthconditionswhendescribingthemtoanOSHAinspector.
Record-keepingRequirementsTherearefiveimportantstepsrequiredbytheOSHAct:
1. Obtainareportoninjuriesrequiringmedicaltreatment(exceptfirstaid);and
2. Recordinjuriesinthelog(OSHAForm300)accordingtotheinstructions;and
3. Prepareasupplementaryrecord(OSHAForm301)ofoc-cupationalinjuriesandillnessesforrecordablecases;and
4. Everyyear,preparetheannualsummary(OSHAForm300A);postitnolaterthanFebruary1,andkeepitposteduntilApril30(AgoodplacetopostitisnexttotheOSHAworkplaceposter);and
5. Keeptheserecordsforatleastfiveyears.
ExemptionsSmallemployers:AlthoughsubjecttotheOSHActregulations,employerswith10orfeweremployeesareexemptfromtherecord-keepingrequirements(unlessrequiredbyyourState).A listofexempt industriescanbe foundat:www.osha.gov/recordkeeping.
OCCUPATIONAL HEALTH AND SAFETY ACT (OSHA) The OSh AcT reQuireSthatemployersprovide
asafeandhealthyworkplace.
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Exceptions: Employersexemptfromtherecord-keepingrequire-mentsshould:
• Reportfatalitiesormultiplehospitalizationaccidents;and
• MaintainalogofoccupationalinjuriesandillnessesandmakereportsifnotifiedinwritingbytheBureauofLaborStatisticsthatyouhavebeenselectedtoparticipateinastatisticalsurvey.
Standards• Walkingandworkingsurfaces,ladders,platforms,scaffolds,
andmeansofegress
• Ventilation,noise,radiation,andhazardousortoxicliquidsandaircontaminants
• Personalprotectiveequipmentuseandmaintenance
• Hazardousmaterialssuchasacids,corrosives,explosives,flammableandtoxicsubstances
• Workplacesanitation
• Medicalfacilities
• Materialshandlingandstorage
• Use,maintenanceandconstructionofcranesandindustrialvehicles
• Weldingequipmentandprocedures
• Equipment,tool,andmachineguarding
• Electricalapparatus
• Carcinogens
• Hazardcommunication
• Accesstorecords
• Processsafetymanagement
• Bloodbornepathogens
• Confinedspaces
• Asbestos
• Controlofhazardousenergy
• Fallcontrol
NoticeEmployersshouldpostthefollowingnoticeswhereemployeescanreadilyseethem:
• JobSafetyandHealthProtectionsworkplaceposter(OSHA3165),ortheirstate’sequivalent;and
• Annualsummaryofinjuriesandillnesses(Form300byFebruary1).
ADDITIONALINFORMATIONFormoreinformationvisitwww.dol.gov/compliance/laws/comp-fmla.htm.
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