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Managing the Modern Workplace
V&E International Labor & Employment Resources

  • 29
  • June
  • 2018

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Don’t Forget OSHA’s July 1, 2018 Filing Deadline

Any establishment with 250 or more employees that is required to keep OSHA injury and illness records — as well as establishments with between 19 and 250 employees in a broad range of industries (manufacturing, many types of retail establishments, hospitals, etc.) — must file their OSHA 300A forms for 2017 no later than July 1, 2018. A list of those industries can be found here.

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  • 21
  • June
  • 2018

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Don’t Be an Ostrich When Dealing with Your Subcontractors

A few weeks ago I spoke about the legal challenges of managing contractors at the Texas Chemical Council’s annual Environmental, Health & Safety conference in Galveston, Texas. While it is “black letter law” that employers are not liable for injuries to employees of subcontractors that they do not control, general contractors in reality are often sued by the employees of their subcontractors after being barred from suing their own employers by workers’ compensation statutes.

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  • 14
  • June
  • 2018

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Much of OSHA’s New Silica Standard Goes into Effect for Hydraulic Fracking Operations on June 23, 2018

As we discussed in previous posts (found here, here and here), after surviving legal challenges and a 9-month delay, OSHA’s new standard limiting respirable silica exposure goes into effect for all industries on June 23, 2018. As a reminder, the new standard reduces the permissible exposure limit (“PEL”) for respirable crystalline silica from 100 micrograms per cubic meter of air for general industry and 250 micrograms for the construction industry — which has been the standard for more than 40 years — to 50 micrograms per cubic meter of air for all industries.

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  • 12
  • June
  • 2018

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Reconsidering Workplace Rules That Your Lawyer Told You to Drop

Once upon a time, not so very long ago, employment lawyers like myself were warning our clients about certain policies and workplace rules that, despite being once considered common-sensical, had become potentially worrisome. Policies such as “Employees are not allowed take pictures or videos at our refinery”; “Do not disclose confidential financial data or other non-public proprietary information”; and “Employees may not make negative or disparaging comments about fellow workers” had suddenly become problematic because an employee might reasonably construe the rule to prohibit activities protected under the National Labor Relations Act.

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Cake Case Should Not Affect Employer Efforts to Eliminate Discrimination Against LGBT Employees

While the Supreme Court has not yet resolved the question of whether Title VII prohibits discrimination based on sexual orientation, I have previously noted in this blog that there are good legal — not to mention moral, and business, reasons — for employers to take steps to protect gay and lesbian employees and develop a culture that is welcoming to LGBT employees.

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Contributors

Thomas H. Wilson

Thomas H. Wilson Partner

Christopher V. Bacon

Christopher V. Bacon Counsel

Sean Becker

Sean Becker Partner

Stephen M. Jacobson

Stephen M. Jacobson Partner

Martin C. Luff

Martin Luff Counsel

Lawrence S. Elbaum Partner

S. Grace Ho

S. Grace Ho Counsel

Robert Sheppard

Robert Sheppard Associate