Overview: An employer is required under the Occupational Safety and Health (OSH) Act to provide a safe and healthful workplace for its employees. In doing so, an employer may benefit from having more productive employees, less absenteeism and lower health care costs, to name but a few.
When it comes to managing employee health matters, there are different concerns that must be considered, including those related to everyday health issues, emergency medical situations, mental health, substance abuse and the environment. Having an employee health program that addresses the various health concerns will mean that the workplace is prepared for any contingency. An employee health plan may include training workers in CPR and the Heimlich Maneuver, installing an AED, teaching proper employee hygiene, having flexible work schedules, establishing Employee Assistance Programs and Wellness Programs and creating no-smoking environments.
When addressing the health concerns of employees, it is critical that an employer consider the Americans with Disabilities Act (ADA) and its obligations and responsibilities under the law. In addition, it is also important that an employer takes steps to protect the employee and avoid discrimination and retaliation claims as a result of any perceived or actual health issue.
Trends: Many states and municipalities ban smoking in the workplace. In recent years, some states are expanding the ban to include electronic cigarettes, pipes, hookahs, and vaping devices. However, regardless of whether state law allows smoking in the workplace, an employer should consider prohibiting smoking and limiting it to the outside or in a designated smoking area.
Author: Melissa Gonzalez Boyce, JD, Legal Editor
Enhanced to improve the scope of coverage regarding billing disputes over responsibility for medical treatments, lien filing fees and lien filing process.
Updated to reflect forthcoming amendments covering penalties and credits, medical reimbursement disputes, reporting requirements and selection of medical providers.
Updated to include prohibitions on the use of e-cigarettes in the workplace, effective July 1, 2016.
Updated policy and guidance to reflect the prohibition on the possession of lighted tobacco products and the use of tobacco substitutes in the workplace, effective July 1, 2016.
As mandated by the Equal Employment Opportunity Commission, an employer that offers a wellness program that collects employee health information must provide a Notice for Employer-Sponsored Wellness Programs.
Enhanced to improve the comprehensiveness, organization and scope of coverage and updated to reflect forthcoming requirements for employers to electronically report injury and illness data to OSHA.
Updated to reflect the expansion of state workplace smoking ban to include electronic smoking devices, effective June 9, 2016.
Updated to reflect the expansion of California's workplace smoking ban to include electronic smoking devices, effective June 9, 2016.
Updated policy and guidance to reflect expansion of state workplace smoking ban to include electronic smoking devices, effective June 9, 2016.
HR and legal considerations for employers regarding employee health programs. Support on keeping employees healthy and productive while at work.