2017 Form 300A Electronic Data Submission Requirement by July 1 2018 Now Applies in All States

Employers in 7 States Lose Exemption

The federal Occupational Safety and Health Administration (OSHA) recently announced that covered establishments in all states—including establishments in California, Maryland, Minnesota, South Carolina, Utah, Washington, and Wyoming—must electronically submit data from their 2017 OSHA Form 300A to OSHA by July 1, 2018. Previously, employers in those seven states were deemed exempt.

As a reminder, the following establishments—if currently required to comply with OSHA’s recordkeeping requirements—are required to electronically submit data from their 2017 Forms 300A to OSHA:

Click here to read the OSHA announcement. To submit your establishment’s data, click here.

Posted by HR360

Maryland Releases Updated Sick and Safe Leave Poster and Model Policies Under Healthy Working Families Act

Maryland has released an updated poster and model policies regarding its sick and safe leave law, which is currently in effect. The newly updated poster will be included in our Maryland All-In-One posters beginning March 16, 2018. For customers who have already purchased 2018 Maryland posters earlier this year, you may download, print, and post this bilingual notice beside your existing poster.

Updated Poster and Model Policies
An employer must notify its employees that they are entitled to earned sick and safe leave under the law. The state has released an updated poster (in English and Spanish) for employer use. Additionally, model policies for employee handbooks or other employee benefits documents are available.

Note: These documents (as well as the FAQs discussed below) are intended to provide general guidance about the law’s requirements and may be subject to change. The state is expected to release final guidance documents in the future.

Updated FAQs and Additional Resources
The state has also released updated FAQs that address various topics (e.g., applicability, accrual, use, verification) regarding the sick and safe leave law.

Additional resources (including guidance and executive orders) are available by clicking here.

Background
Under the law, an employer with 15 or more employees generally must provide an employee with paid earned sick and safe leave, while an employer with 14 or fewer employees must (at least) provide an employee with unpaid earned sick and safe leave. The law does not apply to an employee who (among other things) regularly works less than 12 hours a week.

Originally posted by HR360

Maryland Healthy Working Families Act Information – Earned Sick and Safe Leave

The Maryland Healthy Working Families Act has gone into effect on February 11, 2018.

However, official and final policies and posters have not yet been completed at this time. The Maryland Department of Labor has created a draft sample employee notice that you may download, print and post in the meantime. You may access this bilingual notice by clicking HERE. This draft sample notice WILL NOT be included in our combination posters at this time as this is only a draft sample.

You may read more about this here: http://dllr.state.md.us/paidleave/

heathly-working-families

Minimum Wage Rate in Maryland (MD)

  • Effective July 1, 2016, Maryland’s minimum wage rate is $8.75 per hour and $3.63 per hour for tipped employees.

Special Update: The minimum wage in Maryland will rise over the next several years, according to the following schedule:

  • $9.25 per hour beginning July 1, 2017; and
  • $10.10 per hour beginning July 1, 2018.

Effective as of July 1, 2014, an employer’s tip credit may not exceed the state minimum wage less $3.63.

Special Notes Regarding Tipped Employees: A tipped employee customarily and regularly receives more than $30 per month in tips. If the employee’s tips and the cash wage do not equal the minimum wage, the employer must make up the difference. A tipped employee who spends more than 20% of his or her work time performing non-tip producing duties directly related to his or her tipped occupation must be paid at least the minimum wage for that time. Maryland generally prohibits employers from:

  • Requiring a tipped employee to reimburse the employer or pay the employer an amount equivalent to a customer’s charge for food or beverages if the customer leaves the employer’s place of business without paying; or
  • Making a deduction (subject to applicable law) from the wage of a tipped employee to reimburse the employer for an amount equivalent to a customer’s charge for food or beverages if the customer leaves the employer’s place of business without paying.

Employers must conspicuously post a printed notice of the provisions of the law in a place where a tipped employee is employed. 

Please Note: The state laws summaries featured on this site are for general informational purposes only. In addition to state law, certain municipalities may enact legislation that imposes different requirements. State and local laws change frequently and, as such, we cannot guarantee the accuracy or completeness of the information featured in the State Laws section. For more detailed information regarding state or local laws, please contact your state labor department or the appropriate local government agency.

ORIGINALLY POSTED BY HR360

Maryland: Workers’ Comp Insurers May Provide a Premium Discount to Employers with Certain Alcohol- and Drug-Free Workplace Policies

Law Effective October 1, 2016

Under a new law in Maryland, a workers’ compensation insurer may file a rating plan that provides for a premium discount for appropriate classifications (or sub-classifications) of a risk of up to 4% to an insured employer that has an alcohol- and drug-free workplace policy that may include one or more of the following programs:

  1. An alcohol and drug testing program;drug-and-alcohol-free-workplace-english-thumb
  2. An employee education program on alcohol and drug abuse;
  3. A supervisor education program on alcohol and drug abuse;
  4. An employee assistance program that includes referrals of employees for appropriate diagnosis, treatment, and assistance;
  5. A program requiring an employee who has caused or contributed to an accident while at work to undergo alcohol or drug testing; and
  6. Any other program that the insurer deems effective to encourage an alcohol- and drug-free workplace.

Note: An insurer is not required to provide a premium discount under the new state law if the insured is required under federal or state law to test its employees for drugs or otherwise provide an alcohol- and a drug-free workplace.

The law is effective October 1, 2016. Click here to read the text of the law.

ORIGINALLY POSTED BY WWW.HR360.COM