Invitation to a Free Basic Florida Lien Law Continuing Education Credit Course - Florida Construction Licensing Board Approved Course

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What is Next If your Employee Tests Positive for COVID-19?

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  What is Next If your Employee Tests Positive for COVID-19? OSHA ( Occupational Safety and Health Administration ) and the CDC ( Center for Diseases Control ) have published and revised guidelines on how to proceed if an employee shows symptoms or tests positive for COVID-19. I.                    Immediate Response   If an employee shows symptoms or has tested positive with COVID-19, employer should require employee to self-isolate and monitor symptoms as well as consult with his/her doctor immediately. In most situations you do not need to shut down the workplace. However, do close off any areas that could be contaminated or were used for an extended period of time by infected persons. The CDC recommends waiting 24 hours before cleaning and disinfecting to minimize others from being exposed to respiratory droplets. Any member or staff who has a COVID-19 patient in his home ...
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The Notice of Commencement: More Important Than You Might Think

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CONSTRUCTION PRACTICE GROUP                                                           Legal Information for the Construction Industry                                                              June 2015   THE NOTICE OF COMMENCEMENT: MORE IMPORTANT THAN YOU MIGHT THINK Every construction project (should) begin with the recording of a Notice of Commencement. The notice is required to be signed by the owner of the project and recorded in the public records for the county in which the project is located. The notice should also be posted at the job location. What does it tell you? The notice typical...
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A SUBCONTRACTOR’S HOSTILE WORK ENVIRONMENT CAN BE A GENERAL CONTRACTOR’S LIABILITY

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     In December 2013, the Sixth Circuit Court of Appeals held that a general contractor could be liable under Title VII for a hostile work environment claim brought by a subcontractor’s employee under a “joint employer theory.” EEOC v. Skanska USA Building, Inc. , No. 12-5967 (6 th Cir. Dec 10, 2013). In Skanska , the subcontractor’s employees complained directly to the general contractor about the hostile work environment, alleging that they were the subject of racial slurs and epithets including “the n-word” and were subjected to graphic depictions such as a picture of a Caucasian person shooting an African-American posted in the port-a-potty. The alleged offenders were employees of the general contractor, other subcontractors, and third parties. Despite having knowledge of the complaints, the general contractor took no action to remedy the problem, instead directing the subcontractor to fire the complaining employee due to them being a “poor fit.”     ...
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