HR to Go

December 2006

Four Reasons Why Workers Fall From Ladders
There are many factors that can contribute to a fall from a ladder. It is possible to separate these risk factors into several groups, allowing safety supervisors to focus on training for each area.

First, there are risk factors in ladder selection even before a worker uses the ladder. There are appropriate uses for stepladders and for extension ladders, but if a worker tries to use one for an inappropriate task, he or she is at an increased risk for fall.

Second, positioning of the ladder is very important. The ladder can slip at the bottom if it is not properly secured. It can also slip at the top from whatever it is resting against.

Third, defective ladders can cause falls. Whether it is a rung giving out, or the ladder bowing or breaking, a defective ladder is a hazard.

Fourth, worker movement can cause a fall. Workers on ladders might overreach for something, causing them to slip. They might also slip on the rungs or steps.

When teaching workers how to use ladders safely to avoid falls, remember to touch on all four areas.

How to Handle Applicants with Hearing Problems Under the ADA, you cannot ask questions about an applicant's medical condition. Nor can you require applicants to take medical exams before you make a conditional job offer. Similarly, you can't ask applicants' certain medical questions. The EEOC's new guide on accommodating hearing impairments offers examples of off-limits questions. You cannot ask: * Whether the applicant has ever taken a test that revealed hearing loss. * Whether the person uses any assistive devices for hearing impairment (such as a hearing aid), or has done so. * Whether the person has any hearing loss due to an on-the-job accident or injury. What can you ask? Focus on job specifics. You can ask applicants if they'll need any reasonable accommodations. Further, when the applicant has an obvious disability, you can ask whether the applicant requires an accommodation. Once you make a conditional offer, you can ask about the employee health conditions and require a medical exam relevant to the job the person will be doing. But only do this if you do the same for every applicant for that job class. In other words, you can't simply require examinations of applicants who reveal a disability or those you suspect have a disability.

2007 IRS Mileage Rate
The Internal Revenue Service (IRS) has increased the standard mileage deduction for business use of a motor vehicle to 48.5 cents per mile in 2007. Employees or the self-employed may use this optional amount in computing the deductible cost of operating an automobile, van, pickup or panel truck for business purposes. The rate for 2006 is 44.5 cents per mile. Employers that use the IRS rate or lower may deduct that amount as a business expense. However, employees who are reimbursed at a higher rate may be required to pay taxes on the difference between their reimbursement rate and the IRS standard mileage deduction because the IRS considers that amount to be wages.

What Should You Do?

Review your policies to ensure you are not reimbursing employees at a rate higher than 48.5 cents per mile for 2007.

If you intend to change the reimbursement rate, notify your employees. Consult with your accountant to ensure you are in compliance with applicable tax laws.

Have a wonderful and safe holiday!!

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