Search Our Site

February 26, 2026 MIAMI  – The U.S. Department of Labor has cited a concrete manufacturer for exposing workers to hazards after an employee suffered fatal injuries after entering the unprotected area of a concrete block cubing machine in July 2025. The department's  Occupational Safety and Health Administration  cited Adonel Concrete Corp. – operating as Adonel Block Manufacturing Corp. – with nine serious violations for inadequate machine guarding, and for failing to ensure lockout/tagout procedures were used, electrical panels were marked and the locking mechanism operational, implement an effective hearing conservation program for workers exposed to high-noise levels, and incorporate silica hazards into the company's hazard communication program. OSHA assessed $58,604 in penalties.

February 19, 2026 A 53-year-old construction worker was killed Tuesday afternoon after being struck by a dump truck in a construction zone for a new subdivision in Manatee County, troopers said. According to the Florida Highway Patrol, the crash happened around 12:02 p.m. on Feb. 18 near Diamond Reef Drive and Bella Mar Trail. Investigators said a 2026 Kenworth dump truck, driven by a 46-year-old woman from Wesley Chapel, was backing east on Bella Mar Trail. The man, who was from Tampa, was assisting the driver as the truck backed up to unload when he tripped and fell to the ground, troopers said. The truck’s right-side tires then ran him over. Manatee County EMS pronounced the man dead at the scene. The crash occurred within an active construction area for a new subdivision. The Florida Highway Patrol Traffic Homicide Unit is continuing to investigate. As of February 19, there have been 593 crashes in Manatee County in 2026. Of those, there have been five deaths and 428 injuries, according to the Florida Crash Dashboard. In Sarasota County, there have been 692 crashes. Of those, there has been one death and 418 injuries.

January 23, 2026 Case File When a Florida bus driver made misrepresentations about an injury she experienced in 2021, she lost out on worker's compensation benefits for   it. But when she experienced another injury in 2022, for which the 2021 accident was the major contributing cause, was she left without a compensable injury?  Simply Research  subscribers have access to the full text of the decision. Case Pinellas County Transit Authority v. Jackson, No. 1D2024-1522 (Fla. Dist. Ct. App. 11/12/25) What Happened? A Florida bus driver reinjured her shoulder while turning the steering wheel at work and required medical treatment. The employer/carrier denied the driver's claims for benefits because doctors identified the driver's prior on-the-job shoulder injury as the major contributing cause of her need for benefits and because the driver had made misrepresentations related to the earlier claim that barred her from entitlement for benefits for that injury. The Judge of Compensation Claims awarded benefits, and the E/C appealed. Rule of Law Workers' Compensation benefits are available in Florida when an injury arises out of and in the course and scope of one's work. "Arises out of" is defined in terms of a "major contributing cause" analysis. Under that analysis, an occupational accident must be more than 50% responsible for the injury.   Workers' Comp 101:  In Florida, "major contributing cause," or "MCC," means the cause that is more than 50% responsible for the injury.   What the Court Said After pointing out that the E/C argued that because the driver lost her right to receive benefits for the earlier injury by making misrepresentations that were forbidden under the law, she was foreclosed from receiving benefits related to the later injury, the court found two problems with the E/C's argument.   Workers' Comp 101:  Under Florida law, claimants may not "knowingly make, or cause to be made, any false, fraudulent, or misleading oral or written statement for the purpose of obtaining or denying any benefit or payment." Florida law also bars benefits for an employee found to have "knowingly or intentionally engaged in any" false, fraudulent, or misleading statements "for the purpose of securing workers' compensation benefits."   First, the court noted that both of the driver's accidents and injuries stemmed from her work on the job. Thus, there was no injury unrelated to the driver's work involved with the case. Also, the driver did not fail to seek benefits after the first accident "as might have rendered that accident non-compensable and required an MCC analysis to be completed." Second, the E/C's misrepresentation defense argument conflated the concepts of "compensability" and "entitlement to benefits." The court explained that "compensability" involves the workplace-related existence and cause of an injury and not benefits-entitlement issues. "It is true that the E/C's successful misrepresentation defense on the 2021 injury claim foreclosed [the driver's]  entitlement to benefits  for that accident," the court wrote. "But that forfeiture of benefits did not render either the 2021 or 2022 accident  non-compensable  because, again, compensability analysis doesn't directly concern benefit-entitlement but whether a work-caused accident and injury occurred." Moreover, the E/C's misrepresentation defense did not foreclose the driver from qualifying for benefits stemming from the second, separate workplace accident because Paulson v. Dixie Cnty. Emergency Med. Servs., 936 So. 2d 1109 (Fla. Dist. Ct. App. 2006) held that the law's plain language applies the prohibition on benefits when a claimant makes a misrepresentation only "to a specific accident" in which fraud was committed and not a subsequent workplace accident. "Thus, the E/C's successful ... defense didn't affect the compensability status of either the 2021 or 2022 accidents, nor did it prevent [the driver] from qualifying to receive benefits corresponding to the distinct workplace accident and injury in 2022," the court wrote. Verdict : The court affirmed the JCC's decision. Takeaway In Florida, a misrepresentation regarding a workplace accident that forecloses a claimant's entitlement to benefits doesn't render that accident -- or a subsequent accident for which the first accident was the MCC -- non-compensable.

February 2, 2026 What Do You Think? With states generally allowing individuals to carry guns, including at work, an interesting issue is whether a shooting accident at work can trigger a compensable claim. A case involving a claimant who estimated vehicle damage at an auto body shop and ended up damaging his own body sheds some light on that topic. The estimator always carried a gun. He had done so for several years for personal protection prior to taking the job. The job consisted of estimating the cost of repairs for the damaged vehicles that came in. He didn’t need the gun to do his job, and the company did not require him to carry one. But he said the area was dangerous due to the homeless population. The claimant’s manager knew the claimant had a gun and advised him not to carry it around at work. The manager also brought his own gun to work, but left it in his vehicle during work hours and said he never felt in danger. The estimator was in the area where they parked the damaged cars waiting to be repaired. While carrying out his duties, he decided to move a damaged pick-up truck. As he climbed into the seat, his gun went off and shot him in the leg. He filed a workers’ compensation claim. An ALJ denied the claim on the basis that it did not arise out of employment. The estimator appealed. To obtain workers’ compensation, a claimant must show that his injury arose out of and in the course of employment. To arise out of employment, an injury must result from some risk of the employment or be incidental to carrying out the worker’s duties. Did the claimant’s injuries arise out of his employment at the auto repair shop? A.   Yes . Because the area was so dangerous, he needed to carry a gun; thus, carrying the gun was related to a risk of his employment. B. No.  He didn’t have any work-related duties that required him to carry the gun. If you selected B, you agreed with the court in Goins v. Industrial Commission of Arizona, No. CA-IC 24-0021 (Ariz. Ct. App. 01/21/26), which ruled that the claimant’s injury did not arise out of employment. The court found no causal connection between the claimant’s job and the injury. This was largely because no part of the job required him to have a gun at work. While the claimant argued that he carried the gun to remain safe, the manager’s statements suggested that the area was not especially dangerous. Even if it were dangerous, the fact that he carried the gun for personal protection all the time and in many other places suggested he was not wearing it because his workplace in particular was dangerous. Further, he had no work duties that involved protecting himself or others from dangers. Thus, the risk of injury was not work-related. Rather, it was personal to the claimant. The court considered the claimant's introduction of a gun to the work environment an "imported danger." In Space Steel Corp. v. Jones' Dependents, 248 So. 2d 807, 809 (Miss. 1971), the Mississippi Supreme Court explained that "the doctrine of `imported danger' refers to that class of cases in which the source of the injury was a hazard brought onto the employment premises by the claimant himself. Workers' Comp 101:  Larson's Workers' Compensation Law  notes situations where "the imported-danger idea has been invoked: explosives, automobiles, food and drink, matches, and unsuitable clothing brought by the employee," and that such cases, "on the whole, confirm the basic rule that there must be some employment contribution to the risk when the initial source of harm is a distinctly personal danger." The court also rejected the claimant’s argument that the injury arose out of employment because his employer acquiesced in his carrying the gun at work. While the employer may have known about the gun, this was not enough to establish a causal relationship between the job and injury. “That [the employer] did not directly prohibit him from carrying a gun did not make it necessary for his employment, and there is no evidence [the employer] authorized or allowed [the claimant] to perform security duties as part of his job,” the court said. The court affirmed the ALJ’s denial of the claim.

February 23, 2026 In 2023, 725 workers were killed after a fall to a lower level, according to Injury Facts – an online statistical database managed by the National Safety Council. Falls to a lower level, which includes ladder-related falls, is the third leading “fatal workplace event.” Are your workers properly trained in ladder safety? March is  Ladder Safety Month , so make ladder safety the focus of your next safety meeting. Remind workers that when they’re selecting a ladder to use, they need to ask these questions: Will the ladder hold my weight? Is it in good condition? Is it tall enough for the job at hand? Once the ladder is positioned: Is it fully opened and locked? Is it on a hard, flat non-movable surface? Does it lean against a secure, unmovable surface? Is it in front of a door? NSC says to remind workers about the 4-to-1 ratio: A straight or extension ladder should be positioned 1 foot away from its support surface for every 4 feet of ladder height. More tips: Windows and doors aren’t stable surfaces to lean a ladder on. Straight or extension ladders should be securely fastened to an upper support. Step ladders need to be completely open before climbing. Don’t climb higher than the third rung from the top. Maintain three points of contact (two feet and one hand or one foot and two hands) when climbing. Face the ladder as you climb.

February 23, 2026 How can workplaces reduce confusion and misinformation during emergencies through standardized response communication? The worst time to develop an emergency action plan is during an actual emergency. There’s simply no replacement for pre-planning.   Most employers know this but often don’t know where to start. The truth is that an EAP can be as simple or as in-depth as the amount of time and resources you want to invest. For anyone tasked with the health and safety of employees, though, the most important place to start is with the foundational pieces – and build from there. Although workplaces vary greatly across industries, functions and geography, all EAPs need to: Identify the most likely business interruptions that may occur. For some workplaces, it could be cyberattacks and ransomware, whereas for others it could be severe weather. Define ownership and authority and then assign them to specific people to own and communicate during emergency events. Assign backups as well to ensure no gaps. Create standardized message templates and responses for each scenario. Provide proactive education to staff on what they can expect. Maintain communication channel consistency and redundancy. It’s also important to have a multichannel communications strategy, because email and phone trees can fail in the chaos of an emergency, and often only SMS text messages can go through if telecommunication networks are overloaded. Define a balance of speed vs. accuracy. For example, early messages during a business disruption will focus on making employees aware of the danger and directing them to a safe location, and then follow-up notifications can provide more details and context. In these situations, sharing a “We don’t know but are working on it” message is better than no communications at all. If a plan hasn’t been put in place, all these components still apply to achieve the goal – only now they’ll happen under duress and be executed in real time. Not all emergencies can be prevented, but through fast, reliable communications, the risk to employees and vendors can be greatly mitigated. The first step always begins with proactively developing an emergency plan before disaster strikes. Embrace that it will be constantly updated and improved, but as long as you have the foundational pieces set and understand who will communicate how and when, there’s simply no replacement for pre-planning.

February 20, 2026 Takeaways Current work authorization remains valid for now. Employers should update Form I-9s with specific notations according to USCIS/E-Verify guidance (expiration “03-15-2026” and “as per court order”). Employers should handle E-Verify consistently and use the 03.15.26 date from the I-9 in E-Verify cases. Status of Haiti TPS Work Authorization A federal court in the D.C. District has  stayed the planned termination of Haiti’s Temporary Protected Status (TPS) , which was slated to end on Feb. 3, 2026. This stay preserves TPS protections and work authorization for Haitian TPS holders while litigation continues. USCIS and E-Verify have published coordinated employer guidance confirming how should handle I-9 and E-Verify compliance for current TPS beneficiaries. Form I-9 New Hire Instructions: Complete Section 1 and Section 2 on I-9s as follows: Section 1 (“Expiration Date”): Employee enters “as per court order.” Section 2 (“Expiration Date (if any)”): Employer enter “03-15-2026.” Existing Employees Instructions: Additional Information Box or Supplement B: Add a note referencing the court stay and USCIS guidance with the 03-15-2026 expiration date. These updates apply even if the EAD shows an earlier printed expiration date like Aug. 3, 2025, or older. The court’s order extends validity through the new date. Do not ask employees for updated documents unless a final court determination or new DHS/USCIS guidance changes the situation. Employers may attach a printed copy of the  USCIS Alert   and the  TPS Haiti page   to the I-9 file for documentation. E-Verify The  E-Verify update  echoes the I-9 approach for new hires: When creating or updating a case for a Haitian TPS holder, use the expiration date “03-15-2026” from the I-9 in the E-Verify case. Do not treat the earlier printed date on the EAD as the controlling expiration for E-Verify purposes. Do not run a second E-Verify case for existing employees. Practical Compliance Tips for HR Teams Track and document guidance – Save and attach the USCIS and E-Verify Alerts to your I-9 files for audit readiness. Litigation is ongoing – USCIS and E-Verify may revise instructions. Check TPS Haiti pages and subscribe to GovDelivery alerts. Avoid discriminatory practices – Do not initiate reverification or adverse action just because of the original termination date on the EAD. This can raise the risk of discrimination allegations under federal law. As Haiti TPS holders remain work authorized, employers must update existing I-9s and E-Verify cases according to the court and agency guidance — not revert to the old expiration dates printed on EADs. Proper notation and documentation now will help avoid compliance gaps if the legal landscape shifts later due to the litigation.

February 19, 2026 Four construction workers were hospitalized after a scaffolding collapse in West Palm Beach Thursday morning, according to police. A little after 7 a.m., West Palm Beach Police and Fire Rescue responded to the 300 block of Lakeview Avenue, where they found that construction scaffolding had collapsed, injuring four workers, police said in a news release. Paramedics took all four workers to a nearby hospital with life-threatening injuries. The collapse took place at the site of Mr. C Hotel and Residences, where construction is underway on a luxury condo tower downtown. Officials have not said what triggered the collapse, but “everything from the third floor came down to the first,” WPFD Battalion Chief Robert Chyle told WPEC-Ch.12. As of later Thursday morning, three of the workers were in stable condition and the condition of the fourth was unknown, according to West Palm Beach Police spokeswoman Rachel Leitão. The Occupational Safety and Health Administration has been notified. The investigation shut down the 300 block of Lakeview Avenue but the road reopened later in the morning. Police have not provided further information about identities of the workers or other details about the accident as of late Thursday afternoon.

If you run a construction business, you know the job site is full of hazards. Falls, heavy equipment, tight deadlines, every day brings risk. And when something goes wrong, workers’ comp claims can hit your bottom line hard. Here’s the reality: even with solid safety rules, accidents happen. That’s why workers’ compensation isn’t just a legal requirement, it’s your safety net. But what if you could cut down on claims before they start? Fewer injuries mean fewer headaches, lower premiums, and a stronger crew. We’ve broken down the five most common workers’ comp claims in construction and the practical steps you can take to prevent them. These aren’t complicated or expensive fixes. They’re smart moves that protect your people and your profits. 1. Falls from Heights According to the Bureau of Labor Statistics , falls from heights are the leading cause of death in construction, accounting for roughly 38% of all construction fatalities. Working on ladders, scaffolds, and rooftops is part of the job, but one slip can lead to broken bones, head injuries, or severe back trauma. These accidents don’t just hurt workers; they can derail projects and drain your budget. How to prevent them: Provide fall protection gear like harnesses, self-retracting lifelines, and shock-absorbing lanyards. Inspect ladders, scaffolds, and PPE regularly to ensure stability and compliance. Train your team to recognize fall hazards and use equipment correctly. A single fall can cost tens of thousands in claims and downtime, investing in prevention is far cheaper than paying for recovery. 2. Struck by Objects Construction sites are busy places with tools, materials, and machinery moving constantly. It only takes one dropped wrench or swinging load to cause a serious injury. OSHA reports that “struck-by” hazards account for about 15% of construction-related deaths. How to prevent them: Hard hats aren’t optional, make sure everyone wears one. Secure tools with lanyards and store materials properly so they don’t fall. Keep pathways clear and set up designated routes for equipment. Struck-by injuries often lead to head trauma or fractures, simple steps like tool lanyards and clear zones can save lives and lawsuits.   3. Overexertion and Repetitive Motion Injuries Construction is tough on the body. Heavy lifting, bending, and repetitive tasks can lead to strains, joint pain, and long-term injuries. Studies show that 23% of non-fatal construction injuries are directly related to overexertion. How to prevent them: Use equipment like forklifts, carts, and wheelbarrows to move heavy loads. Teach proper lifting techniques. Rotate tasks so workers aren’t doing the same motion all day. Encourage stretching and warm-up routines before shifts. These injuries creep up over time, addressing them early keeps your crew healthy and your projects on schedule.   4. Caught-In/Between Accidents These are some of the scariest accidents on a job site. Getting trapped by machinery, pinned between equipment, or buried in a trench can be fatal. Caught-in/between hazards rank among OSHA’s “Fatal Four,”  causing about 5% of construction fatalities. How to prevent them: Train workers to recognize these hazards and stay alert. Use machine guards and lockout/tagout procedures during maintenance. Follow trench safety rules, never let anyone enter an unprotected trench. These incidents often result in catastrophic injuries; strong safety protocols can mean the difference between life and death.   5. Slips, Trips, and Falls Even on the ground, slips and trips are a big problem. Wet surfaces, cluttered work areas, and uneven terrain cause injuries every day. In 2022, construction accounted for almost half of all fatal slip, trip, and fall incidents. How to prevent them: Keep work areas clean and organized. Require sturdy, slip-resistant footwear, and consider reimbursing workers for quality boots. Make sure lighting is good and warning signs are posted where needed. Slips and trips may seem minor, but they’re among the most common and costly claims in construction. Good housekeeping pays off.   Construction is risky, but smart safety practices can cut down on accidents and claims. Workers’ compensation is essential; it protects your employees and your business when things go wrong. But the fewer claims you have, the better for everyone.   Ready to protect your team and your bottom line?   Work Comp Associates, Inc.  is here to guide you through workers’ comp compliance and cost-saving strategies.  Contact us today for a free quote.   📞 Contact Information:   Phone: (561) 500-3592   Email:  Mail@WorkCompAssociates.com   Hours: Monday–Friday, 9:00 AM – 12:00 Noon & 1:00 PM – 4:45 PM (Eastern Time)

If you run a small business in Florida’s hospitality, service, or entertainment industries, you’ve probably known about the new “No Tax on Tips” law signed on July 4, 2025. It’s a federal tax change that lets employees deduct up to $25,000 in qualified tip income from their federal taxes between 2025 and 2028. It’s a win for your team, but here’s the catch: it doesn’t change how you handle payroll or workers’ comp reporting. Here’s how this law works and what doesn’t change. What Is the “No Tax on Tips” Law? This law allows employees in one of the 68 occupations identified by the IRS , primarily in tipped roles, like servers, bartenders, stylists, delivery, valets, and casino workers, to deduct a portion of their voluntary, reported tips from their federal income taxes. To qualify, tips must be: Voluntarily given by customers or through a mandatory or voluntary tip-sharing arrangement, such as a tip pool. Paid in cash, card, digital form such as mobile payment application readily exchangeable for a fixed amount in cash. Properly reported to the employer or IRS   What doesn’t count? Mandatory service charges (like auto-added gratuities) Pre-negotiated or required payments Non-cash items like gifts or tickets   Key IRS Reporting Rules for 2025 Employees can only deduct qualified tips (voluntary tips only). Employers must track and report qualified tips on Form W-2; employees may only deduct the amount shown there. No W-2 update for 2025; a revised form will be released in 2026, so the IRS suggests employers may report cash tips in Box 14 or on a separate statement; employees can use that amount for deductions. If not reported in Box 14, employees can determine qualified tips using: o   Box 7 (Social Security tips) on Form W-2. o   Tips reported on Form 4070 or a similar substitute.   Does This Change Workers’ Comp Reporting? No.  Even though employees get a tax break, you still have to report tip income when calculating workers’ compensation premiums. Here’s what stays the same : Reported tips are part of gross wages Tips are still subject to Social Security, Medicare, and payroll taxes You must include tips in your workers’ comp payroll totals   Florida Workers’ Comp Rules Still Apply In Florida, workers’ comp premiums are based on total payroll, which includes: Hourly wages Overtime Bonuses and commissions Reported tips So even if your employee deducts their tips on their tax return, you still need to count those tips when reporting payroll to your insurance carrier.   What You Should Do as an Employer The “No Tax on Tips” law is great news for employees, but it doesn’t change your responsibilities as an employer. Continue tracking and reporting all tip income accurately. Educate your employees about the difference between tax deductions and payroll reporting. Work with your workers’ comp insurance agent to ensure your payroll data is complete and compliant. Including tip income in your workers’ comp payroll calculations is still required under Florida and Federal laws. Accurate reporting isn’t just a requirement; it directly affects your workers’ comp premium costs. Need help navigating this change?   Work Comp Associates, Inc. is here to guide you through workers’ comp compliance and cost-saving strategies. Contact us today for a free quote. 📞 Contact Information: Phone: (561) 500-3592 Email: Mail@WorkCompAssociates.com Hours: Monday–Friday, 9:00 AM – 12:00 Noon & 1:00 PM – 4:45 PM (Eastern Time)