Top 5 Riskiest States for Employee Lawsuits

Four states – California, Illinois, Alabama and Mississippi – along with the District of Columbia, are the top five riskiest places in the country for employee lawsuits. Businesses in these states and jurisdictions face a substantially higher risk of being sued by their employees compared to the national average, according to study of employment practices litigation (EPL) data by specialist insurer Hiscox.

VIA: INSURANCE JOURNAL

1 in 10 Small Businesses Report Workers Under Influence of Alcohol, Drugs

“Business owners today are rightfully concerned about the use of illegal or judgment impairing substances in their workplaces. It’s a disturbing trend that we have seen developing over the past several years with the rise in prescription opioids and the increasing legalization of marijuana,” said Employers Chief Operating Officer Stephen V. Festa.

More than three-quarters of small business owners surveyed said they agree it is dangerous for their employees to be under the influence of marijuana, prescription painkillers, alcohol and illicit narcotics, such as heroin and cocaine, while at work. More than half said over-the-counter pain medications could also pose a danger to their employees.

VIA 1 in 10 Small Businesses Report Workers Under Influence of Alcohol, Drugs.

Can I? Sharing Medical Information Under the ADA

Generally, HR has to keep employees' medical information confidential. Do not keep medical information in employees' personnel files. Medical information can be shared with certain individuals in limited circumstances:

• Supervisors and managers can be told about restrictions on work or duties
• First aid and safety personnel can be told if the disability might require emergency treatment
• Government officials investigating ADA compliance, state worker's compensation offices, or workers' compensation insurance carriers

Even in these circumstances, reveal medical information only to those individuals who absolutely need to know.

VIA: HR Bullet Point

WORKPLACE VIOLENCE

Managers need to know how to handle dangerous and potentially violent situations at the workplace. Violence at the workplace can occur between employees or between an outsider (e.g. spouse, former employee) and an employee. As a manager, employees will rely on you to set an example during these difficult situations. 

Here are some basic guidelines on how to prepare for workplace violence. 

1. Educate subordinates about the organization’s zero tolerance policy. 
A good zero tolerance policy clearly establishes that violence or threats of violence won’t be tolerated at the workplace. Make sure that you take responsibility for communicating the policy to your subordinates. It’s critical that your subordinates understand that they can come to you to report any concerns regarding actual or potential incidences of workplace violence. 

2. Enforce the organization’s policy and report violations. 
It isn’t enough to just have a policy; the policy must be implemented and enforced. As the manager, you should take care to be aware of what’s happening in the workplace and if any employee is being bullied or threatened. 

3. Secure your workplace. 
Make sure to keep your employees as secure as possible. This may mean checking that all doors are properly locked or that security cameras are functioning. If you’re aware of any malfunctioning security equipment or any potentially vulnerable areas at the workplace, you should immediately report your findings to the appropriate person. 

4. Create a culture of respect and tolerance. 
Set the example. If you become easily outraged or yell at employees, then you should expect similar behavior from your subordinates. Be mindful to create the type of environment that doesn’t invite threats and violence. 

5. Have a plan. 
Are you prepared for a violent situation at work? Have you prepared your staff? If not, make a plan and share the plan with your subordinates. At a minimum, your plan should include the following: location of safety equipment and first aid, designated person(s) to account for members of their work group or department, easy access to a phone to contact emergency personnel, and a list of contacts for employees to refer to in case of an emergency. 

© 2014 ePlace Solutions, Inc.