What’s the Process?
Upload a current copy of your handbook, along with the number of employees your company has and in what State(s) you operate in.

How Long Does the Process Take?
Handbook reviews take 1-2 business days to complete. Your handbook is being reviewed for all pertinent State and Federal laws to ensure it is compliant to best protect your company.

What does it cost?
One state is included at no cost. Each additional state is $75 each. 

What does the report look like?
The report will actually grade the legality and compliance of your current handbook. You will receive an accurate assessment of your handbook’s compliance in these categories.

Sample Report is attached

How to Order

OSHA is quick to scrutinize a business to determine whether the fault of injury lies with the employee or the employer. OSHA looks for two things when an accident occurs: If the business has a safety plan in place and whether it’s adequate enough to fully protect the company.

If discrepancies are found with an existing safety plan, it could end up costing a business hundreds to thousands of dollars.

Safety Plans are a regulatory requirement.  They also assist you in developing a Safe and Secure work environment for your company.

Now you can get a quality review of your safety plan, so you can ensure that it protects your business in the case of an unfortunate accident.

*Safety Plan review is for Employers with 10 employees or more only.

How to Order

In this day and age, almost every interaction your business has with its clients involves at least some form of technology. And because of this, when technology doesn’t work as intended, or is compromised, it can cause devastating issues for your business and put your sales at risk. This means that your tech equipment and software needs to be in tip-top shape, and when things go wrong, the problems need to be fixed ASAP.

● Risk Assessments (Cyber and Business)
● Business Impact Analysis (Risk, Cybersecurity, Compliance)
● Compliance Assessments (PCI DSS, SWIFT, NIST CSP, 800-53, 171, and many others)
● Ransomware Assessment

Consulting

● Business Continuity Plan Development
● Incident Response Plan Development
● IT Recovery Strategy Development
● Policy Review and Development
● Project and Remediation Consulting
● CMMC Preparations

Management and Sustainability

● Client Compliance Management (Banks, Insurance, Franchise Businesses)
● Risk and Compliance programs management or oversight
● Vulnerability Lifecycle management, including PCI ASV
● Penetration Testing
● Virtual CISO
● IT Project Management
● Continuous Ransomware Readiness

How to Order

The experience modification rate (called the XMod) rewards companies who handle their claims well by lowering their premium, and it has the reverse effect when claims are poorly managed.

However, as much as 60% of the data used in the XMod calculations that determine an employer’s premium is incorrect. This means you may be paying a higher rate than you should be.

If you can improve your XMod, you can reduce your workers comp costs. That’s where XMod Review comes in.

What is it?
The XMod Review is an assessment that helps you optimize your experience modification rate on your workers’ compensation policy.

What does it cost?
The assessment is completely free to members.

If you choose to use this service, the cost is 3-6% of the premium. This is a small charge when you consider an average ROI of 600%!

Some Typical Results:
• Decrease in Claim Frequency Rate of 21%
• Decrease in Cost Per Claim of 51%
• 30% Reduction in Loss Ratio

What is the process?
You can request an XMod Review through your member portal or by contacting us directly. We’ll ask for some standard documentation regarding your XMod, then after careful evaluation, you’ll receive a proposal which details the savings that we can offer you with XMod Review.

How to Order

Sexual harassment is a genuine threat in the workplace. It’s important to remember that even if an employee doesn’t intend to harass another employee, the perception of the employee that comments are directed towards matters. There are strict guidelines against sexual harassment, and following them can keep employees from making career-damaging mistakes.

This training satisfies the statutory requirements for education on sexual harassment as required by specific state laws. In doing so, it covers the importance of a harassment-free workplace, the legal definitions of harassment, employer obligations, the components of anti-harassment policies, abusive conduct or bullying, retaliation, liability and remedies for harassment under the law, and how to prevent harassment and discrimination in the workplace.

To order your free Sexual Harassment Training please click Get Started Here at the bottom of the page and be sure to specify your state.

Sexual Harassment Prevention Training is required in the following states:

California
For employers with 5 or more employees
By January 1st, 2021, employers with five or more employees must train all employees and supervisors within six months of their start date, and then retrain every two years.

• Supervisors must complete at least two hours of classroom or other interactive training and education on sexual harassment prevention.
• Nonsupervisory employees must complete at least one hour of classroom or interactive training and education.
• New nonsupervisory employees must be trained within six months of their hire.
• Supervisors must be trained within six months of assuming a supervisory position.
• An employer who has provided this training and education to an employee in 2019 is not required to provide refresher training and education again until two years thereafter.
• Temporary and seasonal employees – or any employee hired to work less than six months – must also be trained within thirty calendar days after their hire date or within 100 hours worked, whichever comes first.

Connecticut
For every employer in Connecticut
New laws effective October 1, 2019.

All Connecticut employers, regardless of size, are now required to provide sexual harassment training to supervisory employees by October 1, 2020, or within six months of an employee assuming a supervisory role.

For employers with 3 or more employees

• Organizations with 3 or more employees must provide two hours of training to all employees.
• For existing employees, this training must be provided by October 1, 2020, and retrained at least every 10 years.
• All employees hired on or after October 1, 2019 must receive the training within six months of hire, and retrained at least every 10 years.
• Anyone who received the two-hour training after Oct. 1, 2018 does not have to be retrained.
• Employers are encouraged to maintain training records for a minimum of one year.

Delaware
For employers with 50 or more employees
New laws effective January 1, 2019.

• Employers must provide interactive training and education to all employees and supervisors.
• All current employees must be trained by December 31, 2019, and then every two years.
• All new employees hired after January 1, 2019 must be trained within the first year of their start date, and then every two years.
• Supervisors must receive additional training on their responsibilities to prevent and correct sexual harassment and retaliation, and then be retrained every two years.

Illinois
For every employer in Illinois
New laws effective January 1, 2020. All Illinois employers are required to provide sexual harassment prevention training to all employees on an annual basis.

• New employees must receive sexual harassment training within ninety days of hire.
• Employers must either use the model sexual harassment training program of the Illinois Department of Human Rights or establish training that exceeds the minimum standards provided by the model training.
• Special requirements are in place for restaurants and bars. These include providing employees with sexual harassment prevention training that is tailored to the restaurant and bar industry and a written sexual harassment policy in English and Spanish.

Maine
For employers with 15 or more employees

• Employers must provide training to all employees within one year of their start date.
• Supervisory and managerial employees must receive additional training within one year of their hire or promotion on their specific responsibilities to address sexual harassment complaints.
• Employers must keep training records for at least three years and must make the records available for inspection upon request.

New York State
For every employer in New York State
By October 9, 2019, all NY employees must complete sexual harassment training, and then be retrained on an annual basis.

• New employees should be trained as soon as possible after their start date.
• All workers must be trained, regardless of immigration status, including part-time, temporary and seasonal workers.
• The training must be interactive, requiring some level of employee participation and may be web-based.
• Employers should provide employees with training in the language spoken by their employees.
• Employers are encouraged (not required) to keep a copy of training records and a signed acknowledgment that employees have read the organization’s sexual harassment prevention policy.

New York City
For employers with 15 or more employees
New York City employers have additional training requirements under the Stop Sexual Harassment in NYC Act. Effective April 1, 2019, employers are required to train their employees annually.

• Employers are encouraged to train new employees as soon as possible.
• Employers must train part-time and temporary employees and independent contractors, who work more than eighty hours in a calendar year and work or at least ninety days.
• Training must cover bystander intervention, the prohibition of retaliation and provide information on the complaint process available through the NYC Commission on Human Rights, the New York State Division of Human Rights and the U.S. Equal Employment Opportunity Commission.
• Employers must keep training records for at least three years, including signed employee acknowledgements, which may be electronic. Records must be available for inspection upon request.

Washington (State)

• All employers in the hospitality, retail, and security guard industries
• Employers in these industries must provide sexual harassment prevention training to all employees and additional training to managers and supervisors.
• Training must include education on preventing sexual harassment, how to file a complaint, and the process of investigating claims.
• New hires must receive training within 90 days of hire.

Schedule a 15-20 minute onboarding meeting

• Review client portal and overview of services
• Where and how to sign into the portal and find phone/chat support
• Walkthrough of consult process
• Discuss types of consult questions and timeframes
• Detailed review of products and services
• Review any immediate needs and help get started

Click Here To Schedule Your Onboarding!

There are two services available: Employee Background Checks & Drug Testing Services, or Background Checks only. Please read the descriptions of each service below.

Employee Background Checks: 

Filling open positions can be tough. Partner with us for a fast and easy screening process so you can hire quickly.

No matter the size of your business, we have the technology you need, the compliance you expect, and the service you deserve. Our background check programs have your best interest and tailor our approach to give you a quality program that aligns with the unique demands of your business.

Time to Delivery

1 to 3 Business Days

Package Pricing 

$40 one time admin fee.

• Basic $26.50+fees includes
  • National Criminal Records Search
  • National Sex Offender Registry Search
  • County/Statewide Criminal Records  
• Standard $40.00+fees includes
  • Basic Package+
  • Federal Criminal Records Search
• Premium $60.00+fees includes
  • Standard Package+
  • Education Verification
  • Employer Verification

Drug Testing & Employee Background Screening:

Implementing comprehensive drug screening helps ensure that your workplace and employees are operating in a way that is safe and effective. A program that combines drug test and health services in conjunction with background screening is one of the best ways to validate your candidates and employees are the right fit for your company.

Our Process

Our fully integrated background and drug screening experience provides real-time status updates of drug test results and allows for service of all your company’s background screening and drug testing needs.

1. Tailor to Your Policy: We will execute a process to your specifications
2. Real-time Status Updates: Every step of the process is annotated in our portal. You stay informed while filling your next position.
3. Drug testing is done by urine analysis and the testing facility used is Quest Diagnostics.

Time to Delivery

5-7 Business Days

Package Pricing 

$40 one time admin fee

$26.50 per test

Get started by paying your admin fee, from there can may choose if you would like to purchase Background Checks and Drug Testing or Only Background Checks.

Click Here To Get Started!

Your Employee Handbook is one of the best and easiest defenses your business has against potential Labor Law issues. If you do not have an Employee Handbook, or have one that is either out of date or lacking necessary provisions, your business could be at risk for litigation and unnecessary legal fees and fines.

With the Employee Handbook Builder, you can get a fully compliant Employee Handbook in just minutes. Because this is a yearly subscription service, and because Employee Handbooks must be updated every year to remain compliant, you can rest assured that your Employee Handbook is protecting your business at a great price and with minimal interference to your business’s operations.

Written by top employment attorneys: 

You get the exclusive, experienced insights from the HR legal experts at Jackson Lewis LLP, the leading labor and employment law firm representing management and specializing in the federal and state laws that affect employers.

Saves you time and money: 

Employee Handbook Builder is completely Internet-based, unlike some employee handbook software products that require you to download applications to your desktop. With our Handbook Builder, you can work on your handbook from any computer with an Internet connection.

Complies with federal and state laws: 

Some states have requirements that supersede federal laws on common employee handbook provisions. Employee Handbook Builder provides special sections for your state in the trickiest areas, including sexual harassment and leaves of absence.

Always up-to-date: 

The experts at Jackson Lewis keep an eye on all the developments affecting your employee handbook so you don’t have to. If developments at the federal or state level suggest a change to your handbook, we’ll send you an alert with simple instructions on how to add the new language.

Save on printing and distribution cost: 

We host your employee handbook for you. Just send a link, username, and password to your employees for access, or print for standard distribution.

Perfect for organizations of all sizes: 

We support all 50 states, as well as some municipal areas, to support companies of all sizes for compliant employee handbooks.

Easy to comprehend return on investment (ROI): 

Subscribers can save thousands of dollars vs. using attorneys or consultants, or up to 80% of the time spent annually on building and updating employee handbooks.*

*based on the average Handbook Builder user

English Employee Handbook Subscription - $350 per year.

This includes:

Our Employee Handbook Update Service is designed to keep your organization’s policies and procedures current, compliant, and reflective of the latest legal requirements. With our comprehensive update service, your employee handbook will serve as an effective tool for communication, compliance, and organizational culture.

Key Features:

• Comprehensive Review: We conduct a thorough audit of your existing employee handbook, identifying outdated policies, gaps, and areas that require enhancement or clarification.
• Legal Compliance: Our experts ensure your handbook is up-to-date with the latest federal, state, and local employment laws, reducing the risk of legal liabilities.
• Custom Policy Development: We help you craft new policies tailored to your organization’s needs, such as remote work, diversity and inclusion, cybersecurity, and more.
• Digital Access: We provide a digital version of your updated handbook, making it easily accessible to all employees through your company’s intranet or HR portal.

Benefits:

• Legal Protection: Stay ahead of regulatory changes and avoid potential legal disputes by ensuring your handbook is compliant with the latest laws.
• Enhanced Clarity: Clearly communicate your expectations, policies, and procedures to employees, reducing confusion and inconsistencies.
• Improved Employee Relations: Foster a positive work environment with policies that are fair, transparent, and aligned with your company’s culture.
• Streamlined Processes: Simplify HR management by having a well-organized, up-to-date handbook that serves as a go-to resource for both management and employees.

How It Works:

1. Handbook Submission: Provide us with your current Handbook, the state(s) in which you operate and your current employee count.
2. Initial Consultation: We begin with a consultation to understand your organization’s needs, challenges, and goals for the handbook update.
3. Handbook Audit: Our SHRP consultant reviews your existing handbook, identifying areas for improvement, ensures compliance with current laws & provides a quote for the cost to update.
4. Policy Update and Development: Our SHRP consultant will update existing policies and develop new ones as needed, all tailored to your specific requirements.
5. Review and Approval: We present the updated handbook for your review, making any necessary adjustments based on your feedback.

Pricing: Quoted Service

Our Document and Contract Review Service is designed to provide comprehensive analysis and expert insights into your legal documents and contracts. Our service ensures that your documents are legally sound, aligned with your interests, and free of potential risks.

Pricing: Quoted Service 

How It Works:

1. Document Submission: Upload your contract or legal document through our secure portal.
2. Initial Assessment: We conduct an initial review to understand the scope and specific areas of concern. Then we request a quote to assess the cost of review.
3. Comprehensive Analysis: Our legal experts dive deep into the document, providing detailed feedback and suggested revisions.

How to Order

Labor law changes constantly at the state and federal level. It is nearly impossible to stay on top of all of this information. If your Employee Handbook contains policies that are inconsistent with the law, this leaves your company exposed to potential lawsuits and thousands in fees and fines.

A well maintained Employee Handbook is one of the single best defenses against unwarranted employee claims and EEOC issues. Claims with any legitimacy can cost up to $40,000.

An Employee Handbook is a document that helps your employees know and adhere to your company policies, while also helping your management to correctly apply the rules to all employees.

Here is how it works:

You will meet with an SHRP-CP to discuss your business, industry, and the content required for your Custom Employee Handbook. Then they will use their Handbook template and verbiage, incorporating your existing policies to create a new compliant Handbook.

Yearly Updates

Free as long as they are requested each year and your membership is active.

Pricing 

$1,495 for one state $300 per additional state.

Click Here To Buy Now!

This poster meets mandatory federal, state, & OSHA requirements for all business. This State, Federal & OSHA complete poster provides all legally required posters in one laminated poster.
It keeps businesses compliant with updated labor laws & avoids fines for violations.

• Fully compliant for small, medium or large businesses
• Includes all mandatory labor law posters for state and federal compliance.
• Up to date for all the latest Labor Law Updates
• Laminated & Ready to Post
• Save Space with one Poster

We have several options for you to fit your needs:

Labor Law Poster (Subscription)

The first year of purchase you will receive a laminated compliance poster. The plan is to insure that you receive a new poster any time your state passes a new law within the length of time your plan covers. If your purchase is for 2 or more years and if your state does not pass any new laws within that time frame the poster you have will keep you in compliance for the length of time your plan covers, you will not need a new poster.

• 1 Year Subscription – $54.95 + Shipping
• 2 Year Subscription – $94.95 + Shipping
• 3 Year Subscription – $119.95 + Shipping

*For bulk orders & multi-state orders please contact support@bizassure.com

*Orders of 75+ receive free branding (same state)

Buy Now!

Labor Law Poster (Digital)

Your order will consist of one pdf copy of the compliance poster of the state you selected. Should there be any changes or updates your business is responsible for updating your pdf poster. This pdf file is available to you to distribute as you wish.

• $18.95 (PDF)

*For bulk orders & multi-state orders please contact support@bizassure.com

*Orders of 75+ receive free branding (same state)

On Tuesday December 3, a Federal District Court for the Eastern District of Texas granted a nationwide preliminary injunction against the enforcement of the Corporate Transparency Act and its Reporting Rule.

This order temporarily suspends the requirement for a reporting company organized before January 1, 2024, to file a Beneficial Owner Information Report with FinCEN by January 1, 2025. It also pauses the 90-day reporting deadline for certain organizations formed between January 1, 2024 and December 31, 2024, as well as the forthcoming 30-day reporting deadline for reporting companies organized after January 1, 2025.

The U.S. Department of Justice is expected to appeal this injunction soon. The government may also ask the U.S. Court of Appeals to grant a stay of the injunction. Such action could result in reestablishing the required reporting until the questions around the enforcement of this Act are answered or it could potentially limit the injunction to only the plaintiffs in the Texas case.

We understand that some of our clients may choose to wait to file the Report and to see what may happen in the courts. However, we recommend preparing proactively in case the injunction is overturned or limited and timely reporting is required by January 1, 2025, or shortly thereafter.

We Recommend the Following Options for Clients Who Have Not Yet Filed:

1. Obtain a FinCEN ID: If you have not yet applied for a FinCEN ID and would like to streamline the reporting process if the injunction is overturned or limited, then by all means apply now.

2. Proceed with Filing: If you are a reporting company and are comfortable completing and filing the organization’s Report now while the government’s computer system is not being accessed by millions of filers, then by all means do so.

3. Collect Information: At a minimum, gather the necessary information to fulfill the reporting requirement so that you are ready if this is resolved in such a way that a short compliance window is imposed.

For Clients Who Have Already Filed:

1. No Further Action Required: If you have already submitted your Report, no additional steps are necessary at this time.

2. Maintain Records: Ensure that you retain copies of your submission and any related documentation for your records.

3. Monitor for Changes: If there have been any changes in the information you reported, consider whether you are comfortable filing an Updated Report within the required 30-day period.

Additional resources https://www.fincen.gov/boi

For additional information contact support@bizassure.com

* Information provided by vonBriesen, Attorney at law.

This poster meets mandatory federal, state, & OSHA requirements for all business. This State, Federal & OSHA complete poster provides all legally required posters in one laminated poster.
It keeps businesses compliant with updated labor laws & avoids fines for violations.

• Fully compliant for small, medium or large businesses
• Contains all State & Federal mandatory labor law posters
• Up to date for all the latest Labor Law Updates
• Laminated & Ready to Post
• Save Space with one Poster

We have several options for you to fit your needs:

Labor Law Poster (Subscription)

• 1 Year Subscription – $54.95 + Shipping
• 2 Year Subscription – $79.95 + Shipping
• 3 Year Subscription $109.95 + Shipping

Buy now!

Labor Law Poster (Non-Subscription)

Buy now!

You’re running a business – there are questions you can’t afford to answer without an expert. Now you can afford to ask.

Get Answers To Your Business Questions From Top-Notch Attorneys, Experts & Consultants.

 Topics like:

• Human Resources
• Labor Law
• Business Law
• Safety Compliance
• Pandemic
• Cyber Security
• Much More!

How To Submit A Consult:

1. Submit Consult

Easily submit your question through the form below or use the chat feature in the lower right hand corner of this page. 

2. Consult Reviewed

Our client support team will review your question and send it to the appropriate attorney or consultant in your state.

3. Speak to Attorney

Your assigned attorney will call directly with an answer. Calls are typically 15-20 mins, depending on the question.

4. Repeat

Repeat this process as much as you need, all year! 

It's that simple, submit your consult today! 

“My Consulting Center has just been a lifesaver to us. I recently got promoted as director and with that came a lot of different concerns that I had. With having 35 employees, you’re going to have some problems. We’ve had some problems with when is the right time to terminate an employee, what are the OSHA laws that we have to follow, and I believe My Consulting Center has saved us thousands and thousands of dollars.”

John, Business Owner

The SSC Essential Risk Management Guide provides a structured approach to managing risks on job sites through five practical steps. It aims to ensure compliance and enhance safety for workers and bystanders.

Five Practical Steps for Compliance:

1. Identify the Hazards:

• Recognize potential chemical, physical, biological, ergonomic, and psychological risks that could harm workers.

• Conduct routine inspections and maintenance to identify and address hazards promptly.

2. Identify Who Could Be Harmed and How:

• Analyze demographics, roles, and behaviors of employees and bystanders.

• Implement safety protocols to protect these individuals from identified hazards.

3. Evaluate the Risk and Identify Control Measures:

• Assess safety, legal, financial, environmental, productivity, and contractual risks.

• Develop tailored control measures to mitigate identified risks.

4. Training and Implementing Control Measures:

• Appoint a safety manager and conduct regular safety meetings.

• Provide safety training kits and resources to prepare the team effectively.

5. Monitor, Review, and Assess Risks:

• Conduct regular training refreshes, certifications, and performance reviews.

• Continuously monitor and assess risks to maintain safety standards.

For more, please click the following link to download full PDF.

Click Here To Download PDF

Workplace violence is a serious issue that can have significant consequences for individuals and

organizations. Addressing and preventing workplace violence requires a comprehensive approach.

Here are some steps that can be taken:

Assess and Identify Risks:

Conduct a thorough risk assessment to identify potential factors contributing to workplace

violence. This may include evaluating the workplace environment, organizational culture, and

any history of incidents.

Implement a Zero-Tolerance Policy:

Clearly communicate a zero-tolerance policy for workplace violence. Ensure that employees

understand the consequences of engaging in violent behavior and encourage reporting of any

concerning incidents.

Provide Training and Awareness Programs:

Conduct regular training sessions for employees to raise awareness about workplace violence, its

warning signs, and preventive measures.

Educate employees on conflict resolution, stress management, and communication skills to

promote a positive and respectful workplace culture.

Enhance Security Measures:

Implement security measures such as access control systems, surveillance cameras, and panic

buttons to help prevent and respond to incidents.

Ensure that employees feel secure by maintaining well-lit and monitored areas, especially during

late hours.

Promote a Supportive Work Environment:

Foster a culture of respect and inclusion where employees feel valued and supported.

Provide resources for mental health support, such as Employee Assistance Programs (EAPs), to

help employees cope with stress and other personal challenges.

Establish Reporting Mechanisms:

Create anonymous reporting mechanisms for employees to report concerns or incidents related to

workplace violence.

Encourage open communication and assure employees that their concerns will be taken seriously

and handled confidentially.

Collaborate with Law Enforcement:

Collaborate with local law enforcement to develop emergency response plans and ensure a

coordinated approach in case of violent incidents.

Regularly Review and Update Policies:

Periodically review and update workplace violence prevention policies to address emerging risks

and incorporate lessons learned from incidents or near-misses.

It's crucial for organizations to take a proactive stance in addressing workplace violence to create a safe and secure environment for employees.

If you live in California, you need to know about this new law SB 553 and what you need as a business owner to protect yourself, Click Here to find out more. 

The OSHA-NIOSH Heat Safety Tool is a useful resource for planning outdoor work activities based on how hot it feels throughout the day. It has a real-time heat index and hourly forecasts specific to your location. It also provides occupational safety and health recommendations from OSHA and NIOSH.

Click Here To Learn More & Download The App

An OSHA inspection form, also known as an OSHA inspection checklist, is a tool that helps employers and OSHA inspectors evaluate a workplace's safety practices and compliance with OSHA standards.

A heat stress prevention guide may include tips for protecting people from heat-related illnesses, such as knowing the signs and symptoms, staying hydrated, and wearing appropriate clothing.

Article by Traiden Global Solutions

When contractors perform services at employer worksites, a detailed contract and contractor safety program protects the health and safety of both employees and contractors. The employer and the contractor share an obligation to communicate planned work activities, the hazards involved, and the contracted tasks, as well as the training, tools, and equipment that all employees will need.

Before agreeing to work with a contractor, review the following data that gives insight to their safety culture and performance:

• History of safety and environmental regulation violations.
• Injury and loss history.
• Total Recordable Incident Rate.
• Experience modification rate (ex-mod).
• Job and task hazard analysis procedures and results.
• Written safety programs and policies.

Ensure that you outline requirements in the work contract and in contractor manuals so there is a clearly communicated expectation of workplace safety. Topics to consider include:

• Company and contractor safety responsibility and emergency contact information.
• A description of hazardous areas, equipment, materials, and tasks at the worksite.
• Safety programs that govern the safe work practices for the contracted job.
• Equipment, tools, and supplies that the contractor or the employer need to provide.
• Personal protective equipment (PPE) required at the worksite and for job tasks.
• Training and certifications that contracted employees need prior to conducting work.
• Reporting requirements and procedures for injuries, illnesses, hazards, and safety concerns.
• The expectation for a drug and alcohol free workplace.

It is important that contractors match or exceed the safety culture and standards of the employer. General safe work practices to emphasize include:

• Lockout/Tagout procedures for equipment on-site.
• A list of permit-required and non-permit-required confined spaces on-site.
• Heat illness prevention procedures.
• Trenching and excavation procedures and the location of utilities.
• A list of chemicals used on-site and access to safety data sheets.
• Areas where fall protection is required.
• Vehicle, driving, and traffic safety rules for the worksite.
• Good housekeeping methods.
• Worksite safety inspection processes and frequency of inspections.
• Worksite security procedures.
• Personal conduct requirements.

Training is important to familiarize employees with how to control job hazards and prevent injuries. Suggested initial and ongoing training topics include:

• A worksite safety orientation including a discussion of the hazards associated with the tasks of the job to be performed.
• The contents of contractor safety manuals.
• Pre-job briefings and shift meetings.
• Safety tailgate topics specific to the worksite and job tasks.
• Trainings that are required to control a hazard, condition, or behavior.

Ensure that you train general contractors on the worksite-specific emergency procedures and equipment. Knowledgeable employees and contractors can cooperate and make fast, quality decisions if they are prepared before an emergency occurs. The following topics and procedures at a minimum should be provided to employees and contractors:

• Fire prevention and evacuation plans.
• Emergency spill response and procedures.
• Exit routes and assembly areas for emergency evacuations.
• The location of emergency equipment such as fire extinguishers, first aid kits, and rescue equipment.
• Emergency contacts and communication methods.
• Rescue and medical duties for those employees who are to perform them.

Establishing clear expectations, communication, training, and monitoring all help employers and contractors work together to complete their jobs safely while also protecting the safety and health of all affected employees.

12/5/2014

The above evaluations and/or recommendations are for general guidance only and should not be relied upon for legal compliance purposes. They are based solely on the information provided to us and relate only to those conditions specifically discussed. We do not make any warranty, expressed or implied, that your workplace is safe or healthful or that it complies with all laws, regulations or standards.