Directly supervise and coordinate activities of construction or extraction workers.

Directly supervise and coordinate the activities of clerical and administrative support workers.

Sell goods for wholesalers or manufacturers in technical or scientific fields, such as biology, engineering, chemistry, and electronics.

Plan, direct, or coordinate the operations of public or private sector organizations. Duties and responsibilities include formulating policies, managing daily operations, and planning the use of materials and human resources, but are too diverse and general in nature to be classified in any one functional area of management or administration, such as personnel, purchasing, or administrative services.

Operate pile drivers mounted on skids, barges, crawler treads, or locomotive cranes to drive pilings for retaining walls, bulkheads, and foundations of structures, such as buildings, bridges, and piers.

Identify, remove, pack, transport, or dispose of hazardous materials, including asbestos, lead-based paint, waste oil, fuel, transmission fluid, radioactive materials, or contaminated soil. Specialized training and certification in hazardous materials handling or a confined entry permit are generally required. May operate earth-moving equipment or trucks.

Collect and dump refuse or recyclable materials from containers into truck. May drive truck.

Results of a new survey, an in-depth social media assessment for the workers' compensation industry, suggests the workers' comp field is graying.

Summit County of Ohio recently agreed to pay $400,000 to settle charges that a sex-segregated job assignment system implemented at the Summit County Jail in Akron in 2012 discriminated against female deputies. A class of 21 female deputy sheriffs filed the lawsuit, which the U.S. Department of Justice (DOJ) later joined.

This week, the HR Daily Advisor discussed social media sourcing, FLSA compliance, and the results for BLR’s 2013 Training and Development Survey.

Bipartisan legislation was introduced in the U.S. House of Representatives to establish clear and consistent standards for an administrative process when workers' compensation overlaps with Medicare coverage that often causes delays in payment to injured workers and bureaucratic headaches for employers.

The Office of Federal Contract Compliance Programs (OFCCP) has posted a notice on its website to inform contractors that starting January 1, 2014, they must begin using the 2006-2010 Census EEO Tabulation in the development of their written affirmative action programs (AAPs).

The EEOC has issued revised documents addressing how the Americans with Disabilities Act (ADA) applies to applicants and employees with cancer, diabetes, epilepsy, and intellectual disabilities.

A recent study by Equilar explored the prevalence of outside board service among S&P 500 CFOs and the positive implications on professional development and succession planning processes.

What’s Google Glass? This was the most common response to a recent BLR poll about the new technology from the search engine giant.

Both the Equal Pay Act and Title VII of the Civil Rights Act of 1964 prohibit gender pay discrimination, so why does the gender wage gap persist? Surely most employers strive to ensure that men and women receive equal pay for equivalent roles. Yet it remains true that women earn an average of 77 cents for every dollar that men earn. What's the explanation?

A manager with 29 years of service was fired as part of a reduction in force (RIF) because his job function was “nonessential” and “budget savings” were necessary. Did the company’s RIF numbers tell a different story?

A majority of advertising and marketing executives (58%) interviewed for a recent survey said their agency or firm does not offer an internship program.

Most leaders put a great deal of time into crafting strategy, but according to a new study, only 6 percent are successful in influencing the behavior of the people who will have to execute on the big ideas—their employees.

Do you know how to write a job description that is legally compliant? It is critical to understand and mitigate risks as they apply to federal, state and local laws while writing an effective job description.

By January 1, 2014, any 'applicable larger employer' as defined by the Affordable Care Act (ACA) must decide if it wants to 'play or pay' under the employer responsibility provision of the health care reform law. In this video, BLR Legal Editor Jessica Webb-Ayer explains both the provision and the implications of the play or pay decision, including details about the penalties employers may face.

Under the ACA, 'applicable large employers' must decide whether they will 'play' by providing affordable, adequate health care coverage to their employees or 'pay' penalties instead. This infographic helps you determine whether you are an applicable large employer and whether you will be subject to either of the penalties.

Whether or not to allow guns in the workplace is certainly a polarized topic and employers are caught in the middle. On one hand, employers have an obligation to try to prevent violence in the workplace in general, and guns are certainly a component of that obligation. On the other hand, there is a Constitutional right to own a gun. The question then comes: 'Where does the right to carry a gun end, in the name of safety for all?'

A vice president's illicit affair with a subordinate employee inspired charges of "sexual favoritism." But was his conduct illegal?

This week, the HR Daily Advisor discussed wellness programs, pay for performance, and a new performance appraisal survey.

The federal Centers for Disease Control (CDC) recently reported that, nationwide, only about half of adults are getting the aerobic activity they should, and about 30 percent are getting enough strengthening activity.

CareerBuilder's annual study also finds that working moms continue to struggle with finding a good balance between the office and home, and often have to compromise quality time with their families.

May is Asthma Awareness Month.Work-related asthma is becoming one of the most commonly diagnosed occupational respiratory diseases. Discuss with your facilities manager what steps you can take to lessen causal factors in your workplace.

The U.S. Department of Labor’s Wage and Hour Division (WHD) and franchisor SUBWAY are collaborating to increase compliance with federal labor laws at locations nationwide. Although these restaurants are independently owned and operated, the franchisor is providing a forum and resources to assist the WHD in educating franchisees.

he US Court of Appeals for the District of Columbia Circuit has found the National Labor Relations Board’s (NLRB) posting requirement invalid.

Effective July 1, 2013, an amendment to the Delaware Domestic Relations Act gives same-sex couples the right to marry. Under the law, the same rights, benefits, protections, and legal responsibilities apply to married same-sex couples and opposite-sex couples.

A female worker complained about alleged conduct that her male supervisor and coworker engaged in, but did their behavior create a hostile work environment?

May is Employee Health and Fitness Month, an excellent time to the discover the benefits of a healthy workforce. Employee health is a powerful strategic component of an organization’s human capital management.

A new survey by the National Restaurant Association and ImmigrationWorks USA indicates there is growing support among business operators regarding the E-Verify mandate.

A sales manager was a top performer for a manufacturer of computer parts, generating enough revenue to develop a team of five employees. When sales began to decline, a new vice president of sales suggested he 'reenergize' his team, who ranged in age from 49 to 59. Within 2 months, he was let go. Was it a case of out with the old and in with the new?

Employers that support work-life balance have lower employee turnover compared to organizations that do not support it, according to a recent survey.

The annual health savings accounts (HSA) contribution limit will increase $50 to $3,300 in calendar year 2014 for an eligible individual with self-only coverage. The contribution limit for family coverage will increase $100 to $6,550, the IRS recently announced.

An Iowa jury today awarded the U.S. Equal Employment Opportunity Commission (EEOC) damages totaling $240 million--the largest verdict in the EEOC’s history--for disability discrimination and severe abuse.

A new survey from TD Bank has found that while more than half of small business owners feel their business is performing at expected levels so far in 2013, that increase in performance does not make them optimistic enough to begin hiring.

The EEOC is taking a close look at how employers respond to pregnancy-related disabilities in the workplace. In December 2012, the EEOC approved its Strategic Enforcement Plan (SEP) which outlines where the agency will focus its enforcement efforts over the next few years. One targeted enforcement area is accommodating pregnancy-related limitations under the Americans with Disabilities Amendments Act (ADAAA) and the Pregnancy Discrimination Act (PDA).

This May is the 50th anniversary of Older Americans Month. Ever This year’s theme, “Unleash the Power of Age,” acknowledges older Americans’ special abilities and know-how and encourages them to share them.

Beginning May 7, employers must only use the new Form I-9. Employers are held accountable for the accurate completion of these forms, so it is important to understand the process and ensure it is done correctly every time.

According to a recent survey conducted by Travelers, 57 percent of real estate owners and managers are operating without a business continuity plan.

BLR's 2013 Training & Development Survey Summary is available for download below. (Full data results also available.)

BLR's 2013 Training & Development Survey Data is available for download below. (Summary also available.)

From informing employees about their employer’s crisis management program to communicating with employees during a crisis to addressing compensation issues afterwards, HR plays a crucial role in a company’s preparation for—and response to—crises, says consultant Lucien G. Canton.

Without even realizing it, most leaders do and say things that send employees into their “critter state” where every decision they make is driven by fear, says Christine Comaford, author of the new book SmartTribes: How Teams Become Brilliant Together. And the consequences are more dire than you might realize.

This sample HR Alcohol and Drugs form, “Drug Screening and Inspection Consent Form,” can be used in the workplace to address performance & termination issues. Download this Alcohol and Drugs sample form to your computer or print it out.

Does your state have special requirements for employers to provide paid sick leave or other paid time off?

Does your state have laws that interfere with an employer’s right to ban employees from bringing weapons on the premises?

Does your state require employers to pay earned vacation and/or sick days upon separation? Is there a “use it or lose it” policy? Does your state have any special restrictions on the use of paid leave to account for partial-day absences for exempt employees?

Does your state have its own minimum wage? Does your state have exemptions to its minimum wage requirement?

How do your state courts or statutes address noncompete agreements? Find out using this state-by-state comparison chart.

Does the state have requirements on family and medical leave that differ from federal law? Find out using this state-by-state comparison.

What records retention requirements are mandated by state law or regulation?

What are your state’s rules for hiring minors?

Does state or local law require employers to offer spousal benefits to same-sex partners or common-law spouses?

Does your state have laws that interfere with an employer’s right to ban employees from bringing weapons on the premises? Find out using this state-by-state comparison chart.

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For in-depth analysis of this topic, see Violence in the Workplace.

Does your state restrict employers from making payroll deductions? Does your state prohibit firing employees because of wage garnishments? Find out using this state-by-state comparison chart.

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For in-depth analysis of this topic, see Deductions from Pay or Garnishment.

What records retention requirements are mandated by state law or regulation? find out using this state-by-state comparison chart.

View this chart in HTML.

For in-depth analysis of this topic, see Records.

What are your state’s rules for hiring minors? Find out using this state-by-state comparison chart.

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For in-depth analysis of this topic, see Child Labor.

Does state or local law require employers to offer spousal benefits to same-sex partners or common-law spouses? Find out using this state-by-state comparison chart.

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For in-depth analysis of this topic, see Domestic Partner Benefits.

Note: NY information being updated.

Does your state have special requirements for employers to provide paid sick leave or other paid time off? Find out using this state-by-state comparison chart.

View this chart in HTML.

For in-depth analysis of this topic, see Sick Leave.

Does your state have laws permitting the use of marijuana for medical purposes?

Is preference required to be given to particular classes in public employment? Find out using this state-by-state comparison chart.

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For in-depth analysis of this topic, see Affirmative Action.

Does your state have laws permitting the use of marijuana for medical purposes? Find out using this state-by-state comparison chart.

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For in-depth analysis of this topic, see Alcohol and Drugs.

Does your state have laws regarding pregnant employees that go beyond federal law? How does your state address breastfeeding in the workplace? Find out using this state-by-state comparison chart.

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For in-depth analysis of this topic, see Maternity and Pregnancy.

Does your state have its own minimum wage? Does your state have exemptions to its minimum wage requirement? Find out using this state-by-state comparison chart.

View this chart in HTML.

For in-depth analysis of this topic, see Minimum Wage.

Does your state have special occupational safety and health requirements that differ from federal law?

To help employers, employees, and the public better understand the new healthcare reform law, the Employee Benefits Security Administration (EBSA) is issuing a series Affordable Care Act (ACA) Implementation frequently asked questions.

Does your state have laws regarding pregnant employees that go beyond federal law? How does your state address breastfeeding in the workplace?

Does your state have special occupational safety and health requirements that differ from federal law? Find out using this state-by-state comparison chart.

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For in-depth analysis of this topic, see OSHA.

Does the state have requirements on family and medical leave that differ from federal law? Find out using this state-by-state comparison chart.

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For in-depth analysis of this topic, see Leave of Absence (FMLA).

Frontline responsibility for compliance with the FMLA often rests with supervisors and managers. Therefore, they need to be trained to recognize whether an employee’s absence—including leaving early, coming in late, or not coming in at all—is covered under the FMLA provisions. Use this FMLA--What Supervisors Need to Know handout to train your workers on leave of absence (FMLA).

According to OSHA, workplace fires and explosions kill 200 workers and injure more than 5,000 workers each year, at a cost of $2.3 billion annually. Employers are responsible for ensuring that employees know what to do in an emergency and how to evacuate the workplace if disaster strikes. Use this Emergency Action and Fire Prevention handout to train your workers on emergencies.

FLSA rules regulate the exempt and nonexempt status of employees by defining “white collar” exemptions for executive, administrative, professional, outside sales, and computer employees. It is critical that supervisors and HR professionals understand the new FLSA regulations so they can properly classify their employees and compensate them in accordance with the law, reducing the potential for costly litigation. Use this FLSA--What Supervisors Need to Know handout to train your workers on Fair Labor Standards Act (FLSA).

Perform any combination of light cleaning duties to maintain private households or commercial establishments, such as hotels and hospitals, in a clean and orderly manner. Duties may include making beds, replenishing linens, cleaning rooms and halls, and vacuuming.

This is a position that involves limited independent judgment. Duties include performing clerical work requiring application of various work methods and procedures, and familiarity with departmental functions, policies, and practices. May report to Clerk-Typist H, Clerk HI, or the departmental head or elected official. Does not supervise any employees.

This sample HR Military Service (USERRA) policy, “Military Leave (Standard),” can be used in an employee handbook or as a standalone policy addressing benefits & leave issues in the workplace. Download this Military Service (USERRA) sample policy to your computer or print it out.

This sample HR Alcohol and Drugs policy, “Drugs and Alcohol II,” can be used in an employee handbook or as a standalone policy addressing performance & termination issues in the workplace. Download this Alcohol and Drugs sample policy to your computer or print it out.

During this training session, you'll learn about continuation of healthcare coverage after termination, as required by COBRA, and privacy, security, and coverage requirements, as mandated by HIPAA. Use this Understanding COBRA/HIPAA for Supervisors PowerPoint presentation to train your workers on COBRA and HIPAA.

Frontline responsibility for compliance with the FMLA often rests with supervisors and managers. Therefore, they need to be trained to recognize whether an employee’s absence—including leaving early, coming in late, or not coming in at all—is covered under the FMLA provisions. Use this FMLA--What Supervisors Need to Know PowerPoint presentation to train your workers on leave of absence (FMLA).

FLSA rules regulate the exempt and nonexempt status of employees by defining “white collar” exemptions for executive, administrative, professional, outside sales, and computer employees. It is critical that supervisors and HR professionals understand the new FLSA regulations so they can properly classify their employees and compensate them in accordance with the law, reducing the potential for costly litigation. Use this FLSA--What Supervisors Need to Know PowerPoint presentation to train your workers on Fair Labor Standards Act (FLSA).

According to OSHA, workplace fires and explosions kill 200 workers and injure more than 5,000 workers each year, at a cost of $2.3 billion annually. Employers are responsible for ensuring that employees know what to do in an emergency and how to evacuate the workplace if disaster strikes. Use this Emergency Action and Fire Prevention PowerPoint presentation to train your workers on emergencies.

Use this Understanding COBRA/HIPAA for Supervisors quiz to train your workers on COBRA and HIPAA.

Use this Understanding COBRA/HIPAA for Supervisors quiz to train your workers on COBRA and HIPAA.

Frontline responsibility for compliance with the FMLA often rests with supervisors and managers. Therefore, they need to be trained to recognize whether an employee’s absence—including leaving early, coming in late, or not coming in at all—is covered under the FMLA provisions. Use this FMLA--What Supervisors Need to Know quiz to train your workers on leave of absence (FMLA).

According to OSHA, workplace fires and explosions kill 200 workers and injure more than 5,000 workers each year, at a cost of $2.3 billion annually. Employers are responsible for ensuring that employees know what to do in an emergency and how to evacuate the workplace if disaster strikes. Use this Emergency Action and Fire Prevention quiz to train your workers on emergencies.

During this training session, you'll learn about continuation of healthcare coverage after termination, as required by COBRA, and privacy, security, and coverage requirements, as mandated by HIPAA. Use this Understanding COBRA/HIPAA for Supervisors PowerPoint presentation to train your workers on COBRA and HIPAA.

Frontline responsibility for compliance with the FMLA often rests with supervisors and managers. Therefore, they need to be trained to recognize whether an employee’s absence—including leaving early, coming in late, or not coming in at all—is covered under the FMLA provisions. Use these FMLA--What Supervisors Need to Know speaker's notes to train your workers on leave of absence (FMLA).

FLSA rules regulate the exempt and nonexempt status of employees by defining “white collar” exemptions for executive, administrative, professional, outside sales, and computer employees. It is critical that supervisors and HR professionals understand the new FLSA regulations so they can properly classify their employees and compensate them in accordance with the law, reducing the potential for costly litigation. Use these FLSA--What Supervisors Need to Know speaker's notes to train your workers on Fair Labor Standards Act (FLSA).

According to OSHA, workplace fires and explosions kill 200 workers and injure more than 5,000 workers each year, at a cost of $2.3 billion annually. Employers are responsible for ensuring that employees know what to do in an emergency and how to evacuate the workplace if disaster strikes. Use these Emergency Action and Fire Prevention speaker's notes to train your workers on emergencies.

Frontline responsibility for compliance with the FMLA often rests with supervisors and managers. Therefore, they need to be trained to recognize whether an employee’s absence—including leaving early, coming in late, or not coming in at all—is covered under the FMLA provisions. Use this FMLA--What Supervisors Need to Know guide to train your workers on leave of absence (FMLA).

According to OSHA, workplace fires and explosions kill 200 workers and injure more than 5,000 workers each year, at a cost of $2.3 billion annually. Employers are responsible for ensuring that employees know what to do in an emergency and how to evacuate the workplace if disaster strikes. Use this Emergency Action and Fire Prevention guide to train your workers on emergencies.

FLSA rules regulate the exempt and nonexempt status of employees by defining “white collar” exemptions for executive, administrative, professional, outside sales, and computer employees. It is critical that supervisors and HR professionals understand the new FLSA regulations so they can properly classify their employees and compensate them in accordance with the law, reducing the potential for costly litigation. Use this FLSA--What Supervisors Need to Know guide to train your workers on Fair Labor Standards Act (FLSA).

Frontline responsibility for compliance with the FMLA often rests with supervisors and managers. Therefore, they need to be trained to recognize whether an employee’s absence—including leaving early, coming in late, or not coming in at all—is covered under the FMLA provisions. Use this FMLA--What Supervisors Need to Know exercise to train your workers on leave of absence (FMLA).

Frontline responsibility for compliance with the FMLA often rests with supervisors and managers. Therefore, they need to be trained to recognize whether an employee’s absence—including leaving early, coming in late, or not coming in at all—is covered under the FMLA provisions. Use this FMLA--What Supervisors Need to Know exercise to train your workers on leave of absence (FMLA).

According to OSHA, workplace fires and explosions kill 200 workers and injure more than 5,000 workers each year, at a cost of $2.3 billion annually. Employers are responsible for ensuring that employees know what to do in an emergency and how to evacuate the workplace if disaster strikes. Use this Emergency Action and Fire Prevention exercise to train your workers on emergencies.

According to OSHA, workplace fires and explosions kill 200 workers and injure more than 5,000 workers each year, at a cost of $2.3 billion annually. Employers are responsible for ensuring that employees know what to do in an emergency and how to evacuate the workplace if disaster strikes. Use this Emergency Action and Fire Prevention exercise to train your workers on emergencies.

FLSA rules regulate the exempt and nonexempt status of employees by defining “white collar” exemptions for executive, administrative, professional, outside sales, and computer employees. It is critical that supervisors and HR professionals understand the new FLSA regulations so they can properly classify their employees and compensate them in accordance with the law, reducing the potential for costly litigation. Use this FLSA--What Supervisors Need to Know exercise to train your workers on Fair Labor Standards Act (FLSA).

FLSA rules regulate the exempt and nonexempt status of employees by defining “white collar” exemptions for executive, administrative, professional, outside sales, and computer employees. It is critical that supervisors and HR professionals understand the new FLSA regulations so they can properly classify their employees and compensate them in accordance with the law, reducing the potential for costly litigation. Use this FLSA--What Supervisors Need to Know exercise to train your workers on Fair Labor Standards Act (FLSA).