Disaster doesn't wait for your family to be together to strike. In fact, it may well happen while children are at school or one or both parents are away at work.
​
Do you have a plan in place to take care of your family until you can reunite? Will you even be able to find them after a major disaster? Will your plan still work if many of the local cell towers are down?

While Fed-OSHA has not issued specific regulations regarding personal protective equipment for COVID-19, employers are still required under existing rules to conduct hazard assessments to determine Personal Protective Equipment (PPE) requirements for their worksite.

As we look into what the workplace will look like post-coronavirus, the reality for many employers may involve supporting a geographically distant workforce. Some employees may be returning to an on-site work location, while others will be working remotely longer-term, or even permanently. ​

As businesses across the country continue reopening and the threat of a second wave of COVID-19 cases looms, employers are facing difficult decisions regarding work-from-home arrangements. ​

​On July 20, 2020, the U.S. Department of Labor (DOL) announced the agency’s publication of additional guidance on applying federal employment laws in the context of the COVID-19 pandemic. The guidance is in the form of questions and answers added to sets of Q&As the agency issued earlier in the year about the operation of the federal Family and Medical Leave Act (FMLA), the Fair Labor Standards Act (FLSA) and the Families First Coronavirus Response Act (FFCRA) in workplace situations involving COVID-19. 

Failing to take ergonomics into account in many workplace situations can result in injuries, be they immediate or ones that develop over time.
​
Nowhere is this truer than in tasks that require pushing and pulling. An employee holding a heavy object incorrectly or positioning themselves poorly can have devastating consequences that can leave them in the emergency room and recovering for weeks, or longer. Here's how to avoid that kind of grim scenario.

​The coronavirus (COVID-19) pandemic has changed employees’ daily lives and routines, and even as businesses reopen, many employees are feeling the effects of the pandemic. As businesses reopen, employers must consider how the COVID-19 pandemic has affected employees, which in turn will affect their post-coronavirus return to work. 

The COVID-19 pandemic has tested the well-being of employees everywhere. In addition to the physical and mental stress the coronavirus has caused, many workers are experiencing a financial strain as well. As such, employers should continue to consider how their total rewards packages resonate with the current employment market.

Given that back pain is one of the most common reasons that U.S. employees give for missing work, it should be a major concern for employers. The American Chiropractic Association reports some 31 million Americans experience low-back pain at one point or another during a year.

​In response to the coronavirus (COVID-19) pandemic, many organizations have been faced with making tough decisions—often leading to layoffs, furloughed employees and reduced pay. Post-coronavirus, many employers find themselves torn between balancing fair compensation and the current financial realities of their business—while hoping to return to a new sense of normalcy.