Date archive: March 2015

OSHA Issues Proposed Changes to Eye and Face Protection Standard

OSHA has issued a proposed rule revising its eye and face protection standards applicable to a number of industries. The amended rule incorporates the recent versions of the American National Standards Institute (ANSI) Occupational and Educational Eye and Face Protection standard. The proposal also seeks to amend language in the construction eye and face protection standard to make it consistent with OSHA’s general industry. Comments on the proposal are due on or before April 13.

OSHA Interpretation Letter Allows Construction Contractors May Require Workers to Pay a Deposit for Company-Issued Personal Protection Equipment

On March 16, 2015, OSHA issued an Interpretation Letter allowing construction contractors to require workers to pay a deposit for company-issued personal protection equipment, such as fall prevention harnesses. The deposit requirement, however, cannot circumvent the requirement that employers provide protection equipment at no expense to the workers.

U.S. Supreme Court Rejects Challenge to DOL “Administrator’s Interpretation” That Mortage-Loan Employess Are Non-Exempt Hourly Employees

In 2004, the Department of Labor (“DOL”) updated its regulations addressing the various white collar overtime exemptions. In part, the DOL identified a number of employees which may be exempt under the “administrative exemption.” One of the specific examples listed in the regulations, 29 CFR § 541.203(b), were employees “in the financial services industry,” provided such employee did not have as his or her primary duty the selling of financial products.

Sharks in the Water: Employers Beware of Technical FMLA Violations

An employee who complained of a major headache left work and went to a local health care clinic where a physician assistant diagnosed the employee with high blood pressure. The physician assistant provided the employee with a signed note indicating he could return to work in four days.

FMLA: Pick A Year… Any Year

FMLA eligible employees can take up to 12 weeks of unpaid leave during a 12-month period. But, the question is – which 12 month period?

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