The Americans with Disabilities Act (ADA) of 1990 is a law that prohibits discrimination against people with disabilities. For employers, this means that job offers, terminations, and workplace accommodations must be compliant with standards of accessibility. The ADA prohibits discrimination against a “qualified individual”, but within that qualification is the requirement that the employee can perform the essential functions of the job. Vigilant has extensive resources on Disability in the Workplace, and has been working with the ADA since its inception. Contact Vigilant to learn more today!
Affirmative Action Plans (AAPs) are the vehicles for employers with federal contracts to annually document their progress toward equal employment opportunity. Besides reporting voluminous data on workforce composition and personnel activities, these plans outline the practices and procedures in place to ensure equal employment opportunity. AAPs are generally organized by location, but may also be organized by business unit. Check out Vigilant’s Affirmative Action Services to learn how we can help you!
The Consolidated Omnibus Budget Reconciliation Act (COBRA) is a federal law that gives employees and their family members the ability to continue health insurance coverage under their employer-sponsored plan for a limited period of time by self-paying after they experience a COBRA-qualifying event such as termination of employment. An employer’s failure to send a COBRA notice within the required deadlines can result in substantial penalties as well as liability for uninsured medical costs.
Equal Employment Opportunity (EEO) is an umbrella term covering federal and state laws that prohibit job discrimination based on a protected status. Examples of protected statuses include age, disability, genetic information, national origin, race, color, religion, sex (including pregnancy), and military service. EEO laws apply to most, but not all, employers, and can be interpreted differently depending on the circumstances. Learn more about Workplace Harassment & Discrimination and Hiring Best Practices on our blog.
The Family and Medical Leave Act (FMLA) is a federal law that requires employers to provide employees with a qualifying life event up to 12 weeks of unpaid, job-protected leave. This includes the birth or adoption of a child, caring for an immediate family member with a serious health condition, or the employee having a serious health condition themselves. Additional leave may be available if the employee needs time off to help a family member who is in the military. Ensuring that your business is compliant with FMLA rules can be tricky, so browse our blog posts on Leave Laws and contact your Vigilant representative with questions today.
The Department of Labor and Industries (L&I) is the Washington state regulatory body in charge of employment law enforcement. L&I makes the rules for injury reporting, workplace safety, and workers’ comp, among other things, that impact all businesses operating in Washington. Learn more about all our Washington news on our blog.
The Occupational Safety and Health Administration (OSHA) is the federal department in charge of ensuring that all employees are provided with a safe workplace. For employers, this means informing workers of medical hazards, keeping records of work-related injuries, and posting OSHA information around the workplace, among other things. If employers do not find and correct safety issues, they may be subject to fines in excess of $100,000. Learn more about Safety and Health on our blog.
The Office of Federal Contract Compliance Programs (OFCCP) is the federal agency in charge of ensuring federal contractors comply with affirmative action requirements and follow appropriate non-discrimination rule. Vigilant has been working with OFCCP and its predecessor agency since at least 1972, and we are on top of all the latest news. Contact your Vigilant representative today to learn more about how the OFCCP relates to your business.
Washington’s Retrospective Rating (Retro) Program is an initiative from L&I to incentivize workplace safety. By joining a retro group with other businesses, employers can earn a refund from L&I just by preventing injuries and avoiding time loss claims. Vigilant has our own retro group, ensuring that you get the safety, claims management, and employment law help you need to reduce your workers’ comp costs. To learn more about our Retro Program, read our Retro FAQ.
Wrongful termination occurs when an employee is fired for a reason that is illegal. Most employment is “at-will,” meaning an employee may be terminated at any time for any reason, but even at-will employees may have a case for wrongful termination, depending on the circumstances. If an employer breaks a promise of continued employment, discriminates against an employee based on a protected status, or retaliates against an employee for protected activity, the employee may have grounds for a lawsuit. For resources on Termination and tips to protect you and your business, contact Vigilant today!