top of page
  • Writer's pictureBoss Consulting HR

What We're Watching | Marking Our Calendars

Updated: Mar 1

What We're Watching, a weekly summary from the team at Boss Consulting HR, to highlight the ever-moving parts that is Human Resources.


Federal Updates

Important 2023 Dates for Our Small Business Owners

This week we’ve got an extra special resource for you! Below are some important dates all employers should know about. Keep this list handy, or apply the dates and action items to your calendars now.

If you’ve got questions on any of the below, reach out to us at BCHR, we are here to help.


January 31 | RxDC Reports are Due

Yearly reporting of prescription drug data (RxDC) is required by the Department of Labor for group health plans. If you’ve got an employer-based health plan, it’s time to submit the required info (health care spending & prescription drug data). If your health plans are through an insurance company, they will be submitting those numbers for you.

February 1st | Time to Post that Report (OSHA) - Work-Related Illness & Injuries

If you’ve got over 10 employees, you are required by the Occupational Safety and Health Administration (OSHA) to keep a record of all serious work-related illnesses and injuries. With that requirement comes OSHA’s record-keeping rule.

February 1st is the day to post your summary in an easily visible place. It’s gotta stay up and visible until April 30th. Additionally, don’t forget to complete Form 301 (incident report) for each work-related incident on OSHA Form 300.

March 1st | Are You a Group Health Plan Sponsor? Time to Notify CMS

It’s time to notify two parties of their group health plan coverage status. Disclosure is due to both the Centers for Medicare and Medicaid Services (CMS) and Medicare Part D eligible individuals.

If this applies to you, there are certain requirements you need to know about. Learn more about those requirements here.

March 2nd | Time for Employees to Get those ACA Forms

Small business owners, you can sit this one out. This is for any of our biz owners out there with more than 50 full-time employees. Under the Affordable Care Act (ACA), employers of large companies are required to submit forms both to the IRS and distribute them to all employees by the 2nd.

March 9th | Expert Sexual Harassment Training with Us at BCHR!

Our first Sexual Harassment Prevention Training happened earlier this month. Did you miss out?

Not to worry, we’ve got you covered with more dates this year! If you’re ready to create positive people experiences and set your business up for success, then this training is for you. This is not the stuffy pre-rerecorded training you’re familiar with. Instead, we bring a whole lot of personality, interactivity, and the Quirky HR touch to this one-of-a-kind training.

Keep an eye on your inbox! Signups are opening soon.

May 2nd | Expert Sexual Harassment Training with Us at BCHR!

Our next date for our live, interactive training is May 2nd.

Keep an eye on your inbox! Signups are opening soon.

June 11th | Las Vegas Here We Come! It’s Time for the SHRM Conference.

We have recommended this incredible conference before. It’s a must for our HR professionals out there. The conference is an incredible opportunity to network, learn, and so much more. It is the world’s largest gathering of HR professionals after all. There are both online and in-person curated events from June 11th through the 14th.

If you want to learn more about why we recommend this event and why you need an HR community, we’ve got a great blog for ya → Read Up Here!

June 27th | New Law Takes Effect – Federal Pregnant Workers Fairness Act

Pregnant workers are now entitled to reasonable accommodations and workplace protections. The law also gives employers clearer direction around specific workplace accommodations to help employees safely remain in the workplace throughout pregnancy.

We’ve got some stuff to say on why it matters and how it affects your business. Read Up Here!

July 10th | Expert Sexual Harassment Training with Us at BCHR!

Sexual Harassment Prevention Training is just that, preventative. Don’t wait for a claim to be filed before giving yourself, your leaders, and your employees proper training. Education and information can make all the difference.

Keep an eye on your inbox! Signups are opening soon.


Workplace Violations Hold a Hefty Penalty. Yearly Increases are Here.

Last week, increased penalties took effect for workplace safety and health violations. Click here for fine specifics for first-time (and repeated) violations.

Let’s just say, you could be looking anywhere from $1k to $156k per violation. Yikes.

Why it Matters → As an employer, the burden of an Occupational Safety and Health Administration (OSHA) citation falls to you.

Inspections should not be taken lightly. The penalties have not only increased for 2023, but will continue to increase each year.

With more and more financial impact for serious violations, (and don’t even get us started on the cost of a repeated violation) it’s more important than ever that you understand OSHA citations.

Both how to contest them, and how to avoid getting them in the first place.

There’s a (Potential) New Safety Standard in Town. Are You Ready to Adjust Your Protocols?

The emergency standard for COVID-19 protocols in 2021 set temporary workplace procedures. Those have all but disappeared. But that doesn’t mean OSHA hasn’t been hard at work putting together a permanent rule.

The rule, while not yet final, is expected to take into account how the COVID-19 virus, and the health and safety standards surrounding it, have progressed to date.

Why it Matters → While the permanent rule isn’t expected to look exactly like the emergency standard, there will be protocols you need to follow.

This is a good time to look at your current standards. Prepare a plan to implement new or old (circa 2021) health and safety protocols in your own workplace.

Drug Use, Treatment, & Discrimination. The ADA is Cracking Down on Employers.

Addiction and treatment have always been a grey area in the Americans with Disabilities Act (ADA). But a current case is expected to set a new precedent. One that will begin to color in that grey area.

An employee was forced to resign after his employer discovered he was taking a (prescribed) medication used to treat drug addiction. A judge is expected to rule in the employee's favor. With over $100k in back pay owed, and a required revision of employment policies.

Why it Matters → While the ADA hasn’t always been firm on discrimination regarding drug use and treatment, this has changed in recent months. New guidelines were released less than a year ago. Now, this landmark case is being heard at the federal level.

We expect to see more and more of these types of decisions, as mental health continues to be at the forefront of employment law.

As an employer, it is important to keep up with these developments and adjust your policies when needed. We will be sure to continue to update you as they come.


Connecticut Updates

These are Worth Keeping Your Eye On CT. Significant Updates Below.

As a Connecticut employer, you may be getting a tad overwhelmed by the onslaught of new legislation affecting businesses in recent months. Asking yourself questions like:

What has changed to date? What changes are coming up? And am I keeping up with all of them?

Why it Matters → While we can applaud Connecticut for spearheading employment measures, it can be a lot to keep up with. Here’s a summary of what’s new and what’s on the docket.

2019 → Enacted the Paid Family and Medical Leave Act & Time’s Up Act

2021 → New laws around pay transparency & recreational marijuana workplace protections

2022 → “Captive Audience” ban to expand free speech protections

Coming up → Everything from limiting non-competes, employee compensation for shift schedule changes, and disclosing those salary ranges to applicants… To unions, work-life balance, and emotional injuries.

For more details on specifics, click here or reach out to us directly below.

8 views0 comments
bottom of page