On March 12, 2021, the Occupational Safety and Health Administration (OSHA) launched a National Emphasis Program (NEP) that signalled a new enforcement agenda, targeting establishments in industries that have an increased potential for employee exposure to the Coronavirus 2019 (COVID-19) disease, including healthcare institutions. Employers should particularly take heed of the increased funding to OSHA for enforcement actions, which could indicate a potential increase in the number of audits and inspections, as well as additional scrutiny of whistle-blower claims. The ARPA also extends voluntary COVID-related paid leave benefits, so eligible employers need to consider whether they will continue to offer these benefits on a voluntary basis.
Finally, employers should note that the ARPA extends unemployment benefits, provides for COBRA subsidies, and delivers a new round of direct payments to Americans. Absent from the final law are a hike in the minimum wage, a paid leave mandate and the elimination of the tip credit, which were part of the original bill.
What was the previous goal of OSHA regarding COVID-19 enforcement in the workplace
How does the new OSHA focus impact Employers when it comes to COVID-19 vaccine programs
What is the NEP and how does that impact how Employers mitigate COVID-19 safety in the workplace
What industries are impacted by the New Enforcement Guidance
How does the Whistle-blower Protection impacted by the new guidance
Learn how Employers should ensure safety in the workplace based on the new guidance
What are the enforcement penalties that need to be addressed
What other workplace inspections need to be addressed
Is there a different recording process in the new guidance
How does the new guidance compare to the OSHA Workplace Guidance for COVID-19
Why You Should Attend:
The National Emphasis Program (NEP) provides a formalized structure for OSHA to implement inspections, including unprogrammed, programmed, and follow-up inspections, in workplaces where employees have a high frequency of potential COVID-19 exposures. Since the start of the pandemic, OSHA has handled most enforcement work remotely, without in-person inspections. Under the NEP, more inspections will involve on-site visits. All employers, particularly those in what OSHA considers to be high-risk industries, should be prepared for the heightened OSHA enforcement activity related to COVID-19 exposures to avoid fines, penalties and criminal sanctions.
The federal Occupational Safety and Health Administration (OSHA) has adopted an Updated Interim Enforcement Response Plan(ERP) for Coronavirus Disease. Now, as states begin reopening their economies, the revised ERP will “ensure employers are taking action to protect their employees.”
Who Should Attend:
*You may ask your Question directly to our expert during the Q&A session.
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Margie Faulk, a senior level human resources professional with over 14 years of HR management and compliance experience. A current Compliance Officer for HR Compliance Solutions, Margie has worked as an HR and Compliance advisor for major corporations and small businesses in the small, large, private, public and Non-profit sectors. This includes Federal Contracting in the defense, military, anti-Terrorism and Apache Helicopter Training Simulations with Federal Acquisition Regulations (FAR), Federal Sentencing Guidelines (FSG) and Office of Federal Contract Compliance Program (OFCCP). Margie is bilingual (Spanish) fluent and Bi-cultural.
Margie’s focus has expanded to Global Workplace Compliance in International, multi-state, multi-National, state and local workplace compliance which includes workplace compliance in other countries like the UK, Canada, France, Brazil, China, Africa, Mexico and India, just to name a few. Margie has created and presented seminars/webinars for many compliance institutes. These national training providers, offer compliance training to HR professionals, business owners and companies interested in having their company compliant with workplace and industry regulations.
Margie holds professional human resources certification (PHR) from the HR Certification Institution (HRCI) and SHRM-CP certification from Society for Human Resources Management. Margie is a member of the Society of Corporate Compliance & Ethics (SCCE).
Edupliance is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for 1.5 PDCs for the SHRM-CPSM or SHRM-SCPSM. For more information about certification or recertification, please visit www.shrmcertification.org.
This webinar has been approved for 1.5 HR (General) re-certification credit hours toward California, GPHR, HRBP, HRMP, PHR, and SPHR recertification through the HR Certification Institute. The use of this seal is not an endorsement by the HR Certification Institute of the quality of the activity. It means that this activity has met the HR Certification Institute’s criteria to be pre-approved for re-certification credit.