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

The latest changes to your labor law posters

As of today 7/18/2017 here are the most recent changes that have occurred:

  1. Missouri Workers Compensation Notice
  2. Wisconsin Unemployment Insurance
  3. California IWC Wage Orders in English and Spanish
  4. Nevada Pregnant Workers Fairness Act
  5. Oregon Minimum Wage
  6. Utah Workers Compensation Notice
  7. New Hampshire Legislative Protection Notice
  8. Virginia OSHA Notice
  9. USERRA updated logos and colors
  10. E-verify updated
  11. Colorado anti-discrimination Notice
  12. Delaware Industrial Affairs
  13. District of Columbia Minimum Wage

Don’t worry you can always purchase our subscription plans and we send you a free poster for the entire length of coverage! http://www.allinoneposters.com/Combination-State-Federal-Poster-Plans/

Utah: New Law Excludes Franchisors as Employers Under Certain State Labor Laws

Law Effective May 10, 2016

Under a new law in Utah, a franchisor is generally not considered to be an employer of a franchisee—or a franchisee’s employee—under certain state labor laws, including:

  • Payment of wages;
  • Minimum wage;
  • Workers’ compensation;
  • Employment discrimination; and
  • Unemployment insurance.

However, employers should note that the rule above does not apply to a franchisor under a franchise that exercises a type or degree of controlover the franchisee (or the franchisee’s employee) not customarily exercised by a franchisor for the purpose of protecting the franchisor’s trademarks and brand.

Note: The new measure also amends certain other laws. As such, affected employers are advised to read the law in its entirety and consult a knowledgeable employment law attorney with any questions regarding the law’s impact on workplace policies and practices.

The law is effective May 10, 2016. Click here to read the text of the law.

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