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WORKPLACE VIOLENCE

What about guns in cars in the parking lot?

By Lynne Curry Question: Our office takes threats of violence seriously. We prohibit any act or threat of violence by or against any client, staffer, supplier, or visitor. Our policy applies to all employees, whether on or off company property. We specifically state that we prohibit any use or possession, whether legal or illegal, of weapons on company property or while on business for our practice. In our rural practice some of our employees use their personal vehicles for office business. We pay them $200 a month to compensate them. Can we enforce the no firearms policy for their vehicle while travelling for our office? Answer: According to Perkins Coie Senior Counsel Michael O’Brien, “Your company can enforce a no firearms policy while your employees are on company time. Because your… . . . read more

QUIZ

Who has OSHA responsibility for the health & safety of a temp?

What are your OSHA duties to temporary workers (“temps”) whom you hire from a temp agency to work at your firm? Stated differently, are you or the temp agency responsible for the temp’s health and safety? Here’s a set of scenario quizzes that illustrate how the rules work. SCENARIO 1: RESPONSIBILITY FOR HAZCOM TRAINING The Temps R’Us Agency (Agency) assigns an employee to temporary work at XYZ Company (Company). Agency is perfectly aware that knows that Company’s workers handle and use hazardous chemicals. But the temp has no Hazcom training whatsoever. As a result, he suffers an injury as a result of exposure to a toxic chemical while working for Company. QUESTION Who’s responsible for providing the temp the required Hazcom training? Agency Company Both Neither ANSWER Both the Agency… . . . read more

WORKPLACE SAFETY

Most of your law office employees are vaccinated. Now what?

By Lynne Curry bio Most of your office staff have received vaccines. Those who remain unvaccinated either haven’t decided whether they will or have refused to get vaccinated. What’s next? Can you relax your workplace protocols? New CDC guidance In recent weeks, the Centers for Disease Control and Prevention (CDC) provided new COVID-19 guidance for fully vaccinated individuals.1 Fully vaccinated individuals may interact indoors with other vaccinated individuals without wearing masks or physical distancing. Fully vaccinated individuals, except for those who live in a group setting or themselves experience COVID-19 symptoms, no longer need to quarantine and test if they’ve been around someone who has COVID-19.2 Fully vaccinated individuals do need to wear a well-fitted mask, physically distance and practice other prevention protocols when interacting with unvaccinated individuals from multiple… . . . read more

COMPLIANCE

How to create an enhanced cleaning and disinfection policy for your office

In the age of COVID-19, complying with the rigorous hygiene requirements of OSHA and other standards may not be enough. That’s because the U.S. Centers for Disease Control and Prevention (CDC) and public health guidelines mandate that work facilities still in operation undertake special enhanced cleaning and disinfection measures. Here are the rules and how to comply. There’s also a Model Policy you can adapt for use at your own facility. What’s at Stake SARS-CoV-2, the virus that causes coronavirus, spreads by human-to-human contact and can live on a surface or object for up to seven days. The virus can be killed but it takes the right products and procedures. That’s why public health agencies are requiring employers to implement special cleaning and disinfection procedures as part of their workplace… . . . read more

TOOL

Model Law Office Enhanced Cleaning and Disinfection Policy

The U.S. Centers for Disease Control and other public health organizations mandate that employers take additional cleaning and hygiene measures during the pandemic. Here’s a Model Policy you can adapt for your own use based on your specific circumstances and applicable local and specialty rules.

WORKPLACE SAFETY

Mandatory COVID vaccination: new guidance & update

By Lynne Curry bio Can employers require their employees to receive COVID-vaccinations? While vaccination is one of an employer’s best tools for preventing COVID-19 outbreaks at their worksites, requiring employees to be vaccinated and disciplining them if they refuse comes with legal risks. Although the federal Equal Employment Opportunity Commission (EEOC)’s December 2020 guidelines stated that employers could implement and enforce mandatory COVID-19 vaccination policies for certain jobs and with certain exceptions1, the U.S. Food and Drug Administration (FDA) requires that recipients of vaccines under an “emergency use authorization” (which includes the current COVID vaccines) must be informed that they have the option to accept or refuse the vaccination. For more detail on this federal agency contradiction, see https://workplacecoachblog.com/2021/01/covid-vaccination-update-in-light-of-the-vaccines-emergency-use-authorization-status/ “The current problem,” says Perkins Coie Senior Counsel Michael O’Brien, “is that many employees… . . . read more

TOOL

Voluntary COVID-19 vaccination policy

It is important for you to ensure that your law office workers get vaccinated against COVID-19 to protect not only themselves but also co-workers, clients and others at your facility. But what if employees neglect or just plain refuse to be vaccinated? There are two basic options: Option 1: Require workers to be vaccinated Option 2: Encourage workers to be vaccinated voluntarily Here’s a Model Policy you can use to implement Option 2.

TOOL

Worker’s acknowledgement of decision to decline COVID-19 vaccination

It is important for you to ensure that law office workers get vaccinated against COVID-19 to protect not only themselves but also co-workers, patients and others at your facility. But what if workers neglect or just plain refuse to be vaccinated? There are two basic options: Option 1: Require workers to be vaccinated Option 2: Encourage workers to be vaccinated voluntarily If you select Option 2, require workers to sign a form acknowledging that they were offered the vaccine and voluntarily declined to accept it and list the reasons for doing so. Here’s a Model Policy you can adapt.

TOOL

Mandatory COVID-19 vaccination policy

It is important to ensure your law office workers get vaccinated against COVID-19 to protect not only themselves but also co-workers, clients and others at your office. But what if employees neglect or just plain refuse to be vaccinated? There are two basic options: Option 1: Require workers to be vaccinated Option 2: Encourage workers to be vaccinated voluntarily Here’s a Model Policy you can use to implement Option 1.

MANAGING STAFF

Disciplining employees for not following COVID-19 restrictions when they are off-duty

Picture this: COVID-19 cases are surging. Your state or city is in full lockdown mode. That means, among other things, that outdoor gatherings of more than 50 people aren’t allowed. So, it disturbs you to turn on the Sunday news and see hundreds of people crowding together to demonstrate right in the middle of downtown. And then it gets personal. You recognize one of those demonstrators. She’s one of your office’s employees! What the heck is she doing there?! And, gulp, you also notice that she’s not wearing a mask! Now what? Can you discipline the employee for participating in the illegal demonstration and not wearing a mask? Off-duty conduct, employee discipline and COVID-19 The statement that what employees do when they’re away from work is none of your business… . . . read more


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