KRS Draft V3 pdf new by Unknown

Author:Unknown
Language: eng
Format: mobi
Published: 2018-01-10T20:05:27+00:00

Workplace Safety

The Occupational Safety and Health Act (OSH Act) provides requirements to ensure your employers are I

working in healthy and safe conditions. Although the OSH Act may apply to your business, you may qualify for a partial exemption if you have 10 or fewer employees. With exceptions, the partial exemption would exclude you from the requirement of keeping injury and illness records. One way to find out if certain OSH Act requirements apply to your business is to take advantage of resources offered by the

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Occupational Safety and Health Administration. OSHA administers the OSH Act and provides tools (such as a small business handbook) to guide you on their website.

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Federal Contractors and Subcontractors

If you plan to conduct business with the federal government, you should review the requirements enforced by the U.S. DOL Office of Federal Contract Compliance Programs (OFCCP). The OFCCP

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enforces federal laws that require federal contractors and subcontractors with contracts valued over $10,000 to take steps to ensure equal employment opportunities.

The laws enforced by the OFCCP include the following:

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Executive Order 11246 - prohibits federal contractors from discriminating based on color, race, V

religion, sex, or national origin and mandates the creation of an affirmative action plan to guard against discrimination.

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Section 503 of the Rehabilitation Act of 1973 - prohibits discrimination against qualified VI

individuals with disabilities and mandates the creation of an affirmative action plan to protect those individuals from discrimination.

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The Vietnam Era Veterans’ Readjustment Assistance Act of 1974 - prohibits discrimination against certain categories of veterans and mandates the creation of an affirmative action plan to VII

protect veterans from discrimination.

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Certain requirements may apply to various types of contractors and may include the following:

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Posting equal employment opportunity (EEO) posters

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Recordkeeping

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Reporting

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Creating affirmative action plans

The OFCCP offers specific guidance to small businesses. For more information about which requirements may apply to your business, you may review the OFCCP website or contact a KRS Talent representative

Record Retention

As an employer, you are required to follow federal and state laws regarding the retention of employment-related documents. Retention requirements will vary depending on the type of record and number of employees. Once the retention time frames have expired, you should ensure that obsolete records are discarded in a manner that protects confidential employee information. An effective way to ensure compliance with federal and state record retention regulations is by creating and implementing a record retention schedule. You may contact a KRS Talent representative for more information regarding enhanced state requirements and record retention schedules.

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