Walk around any shopping mall, food court, hotel or sporting arena and you’ll see a defibrillator or two built into the wall. Defibrillators deliver a therapeutic dose of electrical energy to the heart of someone who is under cardiac arrest. This “shock” depolarizes a critical mass of the heart muscle, terminates the dysrhythmia, and allows normal rhythm to be re-established.
Sounds high-tech doesn’t it? Because it is! These devices save people’s lives every day. But as a business owner or HR professional you probably can’t help but get anxiety over the thought of having one in the workplace.
What if the pads are applied in the wrong spot? What if the defibrillator malfunctions? What if a bystander or person trying to help is injured in the process? Am I held liable because it’s my place of business?
Fortunately, the federal Cardiac Arrest Survival Act was enacted in 2000. This Act has a Good Samaritan clause to protect anyone that attempts to aid an individual suffering from sudden cardiac arrest by using an Automatic External Defibrillator (AED) and performing CPR. This person is free from any liability if the victim becomes injured or dies so long as they delivered CPR correctly and utilized the device correctly.
Any organization that purchases an AED is free from liability as long as it has notified the proper authorities of the medical equipment, and has maintained and performed tests on the medical equipment. Most defibrillators go unused for years, but still only have a 5-10 year lifespan.
According to OSHA, about 10,000 cardiac arrests happen at work each year. If you do decide to install one in the workplace, training all workplace employees how to correctly utilize one is mandatory under the Cardiac Arrest Survival Act. It’s also very important to pay attention to details surrounding this act that may or may not concern you in an emergency situation. For specifics on this act, click here.
If you have questions about compliance, contact our team at HR Shield today.
Are you trying to piece together an employee benefits package for the first time? Perhaps you’re a growing business looking to cut costs yet still provide your team with highly desired benefits. In either one of these scenarios, voluntary benefits could be the solution for you!
Voluntary benefits are insurance products that are not paid for by the employer, but are offered to employees at rates that are lower than they could obtain on their own. A few examples of voluntary benefits are dental, vision, supplemental health, cancer insurance, life and disability.
Many employers prefer voluntary benefits versus offering full-suite employer-sponsored packages for the following reasons:
- Employers can offer extremely robust benefits packages with little to no employer costs.
- Additional administrative costs can be offset by the payroll tax savings the employer gains from Section 125.
- Employees also enjoy low costs when set in comparison to individual plans (by utilizing the purchasing power of your group, the employees get access to benefits at low group rates).
- Customization: Employees choose from options that fit their individual health care situations and don’t pay for the extra products they do not want or need.
- Voluntary benefits offered through your organization may provide employees with insurance products they otherwise would not be able to obtain at all (especially if the select product is only offered through employer sponsored plans and not on an individual basis).
Need some help putting together a plan that makes financial sense for both you and your employees? Your HR Advisor can point you in right direction! Get immediate assistance by calling (877) 636-9525.
If you’re a business owner or hiring manager you’re likely aware of who the U.S. Equal Employment Opportunity Commission (EEOC) is. This government organization processes about 80,000 job discrimination complaints each year, many of which turn into lawsuits against employers. Your business may be at risk for having discriminatory practices without even knowing it!
For example, did you know the following about interviewing and hiring a disabled individual?
- You can NOT ask a job applicant to answer any medical questions, take a medical exam or identify a disability during the application and interview stage. The law places strict limitations on employers and if you do this, you could face a complaint, or even worse, a lawsuit. You can however ask an applicant whether or not they are capable of performing a specific job function with or without reasonable accommodation.
- After the position has been offered to a candidate, you can then ask certain medical questions or ask the candidate to pass a medical exam. However, you are only permitted by law to do this if you require that all other new employees (disabled or not) with the same job type also answer the questions or take the exam.
- Once an employee is hired, you cannot ask medical questions or require a medical exam unless you need medical documentation to support a request for a certain accommodation within the workplace, or, you are concerned about the employee’s ability to safely or successfully perform their job.
Does your workplace need help with specific hiring situations? A second opinion is almost always worth it. As employers, it is better to be safe than sorry when it comes to compliance. HR Shield’s expert team is ready to help; just contact our team at (877) 636-9525.
A CEO is always tight with his/her Board of Directors, Executive Vice President, Director of Operations, Chief Financial Officer and others on the leadership team.
It’s good to be close with as many people as possible… After all, it is YOUR responsibility to know about each and every component of your organization. By any chance, are you close with your HR Manager and/or HR Department? Or are they more of an administrative function operating in the background?
We ask, because you may not know that HR should be “your best friend,” and should never operate in the background. No, you don’t need to spend weekends on the golf course or dining with one another’s families, but you need to work in sync with one another.
Here’s what HR is capable of (it’s not just employee management and administration):
- Taking the Reins on a Cultural Shift: Are you a new CEO or President in the process of trying to transform your organization? What better place to start than with HR? They have access to each and every employee, know all of them, and can assist with the design and implementation of a new corporate culture.
- Cost Reduction: You may rely on your Chief Financial Officer to tell you which budgets need to be reviewed or reconsidered. But, think about this: HR has direct access to all wage and hour information, benefits, corporate spending, programs, expenses and more. Ask for their input – it’s important!
- Compliance: As a President or CEO, compliance better be your business if it’s not already. Avoiding criminal charges, building a positive reparation, ensuring workplace safety, and promoting employee morale are extremely important and they’re all part of compliance. Since HR normally manages and oversees compliance, it only makes sense to work closely with this department!
Today, with countless employment laws and regulations, the constant need to limit unnecessary spending, and the desire to shift toward a more positive culture, it is critical that Presidents and CEOs partner up and become “best friends” with HR. In working together, stronger, more efficient strategies for improving your organization are born!
For more tips and best practices concerning HR, visit our blog each week! If you’d like to speak with an HR Advisor, call us today at (877) 636-9525, or contact us for more information.
“Assessment Tool” is a vague term used to describe a product that evaluates potential candidates for your company. After all, avoiding bad hires is important! People aren’t always who they appeared to be during that great interview.
Scan the web and you’ll find countless assessment tools from free-downloads to expensive multi-faceted platforms. As a hiring manager, how do you know which one is going to yield the best results? Which one is the best tool for your particular organization?
The following 5 tips are brought to you by the Omnia Group, HR Shield’s preferred provider of behavioral assessment and employment consulting services.
- Make sure you can speak with someone. If it’s an online-only solution, you don’t really know who or what is behind the tool. Are there real people to evaluate the results and offer advice if necessary? Or is it a standardized and automated process?
- Do they provide customized questioning? No two companies are alike. Just like people, each company has its own personality, culture, way of doing things, preferences, and more! Why should your tool for finding “the perfect fit” be exactly the same as the company down the street?
- Is the vendor’s assessment tool EEOC & ADA compliant?
- How long does the assessment take? Studies show that drawing out assessment tests for hours on end actually discourage candidates, frustrate them, and can bring out the qualities you DON’T want to see! By the time they’ve reached “Question #78” they aren’t even being honest anymore; they just want to finish your never-ending test!
- How quickly can results from the assessment test be provided? If the turnaround time is 3-5 days and you need to hire someone tomorrow, it may not be the right product for you!
Do you want to learn more about the Omnia Group? Visit our two previous blogs, Introducing the Omnia Group and Avoiding Bad Hires with HR Shield and the Omnia Group.