Maintaining a safe work environment is a major requirement for all businesses, per the Occupational Safety and Health Act (OSHA). This includes keeping facilities up to code, training workers for dangerous tasks, clearly posting warning labels, and much more. Most injury lawyers cite improper fall protection on scaffolding or ladders as typical examples of employer negligence that could lead to safety incidents.
A company is also obligated to build and preserve a fair system for its employees. Beginning with equal-opportunity hiring practices, this responsibility extends to all aspects of an employer’s business. For example, an employer must use language that is easy to understand for safety training, and worker rights must be overtly displayed on company premises. Of course, fair wages are also required.
When an organization hires an individual, there is often a transfer of confidential information from employee to employer. This is especially true in cases that require an employee to disclose medical records. Federal laws stipulate storage requirements and who can and cannot access such documents. Furthermore, tax information and background checks, while not as strictly controlled by regulations, cannot be used to discriminate against workers.
This information is far from exhaustive, and laws are always subject to change. In addition, standards vary based on company size and type, and each state has a unique set of laws to regulate businesses that operate under its auspices. However, the general purpose of these protections is to benefit both employees and employers, promoting healthy working relationships in every organization, whether its staff consists of one person or thousands.