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October 9, 2025 Philadelphia — Overuse injuries on the job can lead to elevated inflammation levels, mood changes and chronic pain, results of a recent study suggest.   A team led by Temple University researchers trained a group of rats to reach and pull a lever for a food reward until they reached 55% of their maximum voluntary pulling force. The rats were then placed into two groups. One performed high-repetition, low-force tasks for six weeks with a goal of four reaches per minute at 15% of maximum pull. Meanwhile, the other group rested.   Findings show that certain cytokines, a type of signaling protein, increased 200% to 500% in the flexor muscles, forearm bones and median nerves of the repetitive reach group. Those tasks “triggered a multilevel inflammatory cascade” that matched lasting pain-like and sickness behaviors.   By week six, the rest group had partially recovered from losing about 20% of baseline grip force, but grip weakness lingered. The task group remained 25% weaker than the rest group.   The researchers see the rise in inflammation as the link to weakness, hypersensitivity, fatigue and social withdrawal that workers often report after overuse injuries. They recommend therapies, which can accelerate the rehabilitation process, limit sick leave and lower the costs of work-related musculoskeletal disorders.   The study was published in the journal Frontiers in Physiology.

October 8, 2025   A new survey finds that small business employers and employees differ in their workplace safety priorities.   Notable gaps in perception regarding training, communication and safety priorities were uncovered in Pie Insurance’s 2025 Employee Voice on Workplace Safety Report.   The InsurTech’s survey of over 1,000 small business employees shows alignment on core safety goals, with both employers and employees agreeing that approximately half of workplace injuries were reported as preventable and that building safer workplaces is a top priority. But the research also revealed that 67 percent of employees have safety concerns at work, with more than half of employees (58 percent) having witnessed workplace injuries in the past year.   Almost 43 percent report feeling pressured to work through unsafe conditions.   The report reveals a fundamental shift in safety priorities, with 32 percent of employees citing mental health as their primary workplace safety concern, surpassing physical injury (20 percent), environmental hazards (9 percent), or equipment safety (4 percent).   Though 91 percent of employers previously surveyed expressed confidence in their ability to address mental health issues, only 62 percent of employees shared that confidence.   Workplace stress affected employees’ personal lives, with 36 percent of employees reporting that it led to reduced motivation, increased anxiety, and sleep difficulties.   The report identifies key opportunities to build stronger safety cultures through improved communication and training.   Most employees (83 percent) feel comfortable reporting safety concerns, but 17 percent hesitate to speak up, with more than a third concerned about retaliation (35 percent). Others reported not wanting to seem difficult (33 percent) or doubted that action would be taken (31 percent).   More than half (63 percent) of employers believe they provide structured safety training, but only 29 percent of employees report receiving it regularly, with 28 percent never having received formal workplace safety training.   Employees want practical solutions to safety, like flexible work hours or remote options (19 percent), and mental health day allowances (17 percent), the survey found.   Safe spaces to voice concerns without fear of retaliation are also important, and 22 percent of employees want more participation in safety decision-making, indicating they want to be part of the solution.   “What I find most meaningful about this data is that it shows the gap between what employers think they’re providing and what employees actually experience, and that’s where the real opportunity lies,” said Carla Woodard, SVP of Claims at Pie. “Small businesses that close this divide by genuinely engaging employees in safety decisions won’t just prevent injuries, they’ll build modern safety cultures that attract top talent and deliver measurably safer outcomes. That’s the kind of competitive advantage you can’t buy.”   “Closing the safety divide between employers and employees isn’t just about new programs; it’s about ensuring existing efforts actually reach and resonate with workers,” the report noted. “Small businesses that bridge these perception gaps stand to improve both employee well-being and their bottom line.”

October 8, 2025            Two cases before the Tenth Circuit Court of Appeals could place limits on the Occupational Safety and Health Administration’s (OSHA) ability to cite employers for failing to prevent workplace violence. Both cases involve psychiatric hospitals where staff reported assaults by patients, and OSHA issued citations under the Occupational Safety and Health (OSH) Act’s “General Duty Clause,” which requires employers to provide workplaces “free from recognized hazards … likely to cause death or serious physical harm. ”The cases, appealed by the hospitals to the Tenth Circuit, are part of a trend of the Occupational Safety and Health Review Commission (OSHRC) affirming General Duty Clause citations in workplace violence cases. Specifically, OSHRC has consistently found that workplace violence is a foreseeable hazard for which there are feasible means of abatement that would materially reduce risk. Quick Hits Two cases before the Tenth Circuit Court of Appeals could limit OSHA’s ability to cite employers for failing to prevent workplace violence, particularly in psychiatric hospitals where staff have reported patient assaults. OSHRC has consistently affirmed General Duty Clause citations in workplace violence cases, contrasting with its rulings in heat-stress cases, where feasible abatement measures were harder to establish. Employers are closely watching the Tenth Circuit’s upcoming decisions in cases involving workplace violence cases, which could either uphold OSHRC’s precedent or impose stricter requirements with respect to OSHA’s burden of proof, influencing future workplace safety enforcement. This stands in contrast to how OSHA has fared in General Duty Clause citations involving heat stress/heat-related illness. In  Secretary of Labor v. United States Postal Service , decided in 2023, OSHRC vacated citations, finding that the secretary had failed to establish that feasible and effective means existed to abate the hazard. In  Secretary of Labor v. A.H. Sturgill Roofing Inc. , decided in 2019, OSHRC vacated a citation, concluding that simply defining a hazard as “excessive heat” was impermissibly vague to provide sufficient notice to the employer. The lack of a clear hazardous threshold for all workers, given the many variables, such as humidity, wind, workload, personal protective equipment (PPE), and acclimatization, as well as the physical attributes of each employee, made heat a difficult hazard to define under the General Duty Clause. (OSHA does provide  guidance  on exposure to outdoor and indoor heat-related hazards for employers with temporary workers.) Read More

October 8, 2025   Arlington, VA — Third-party ratings for safety equipment shouldn’t be viewed as a replacement for compliance or regulatory standards, the International Safety Equipment Association cautions in a Sept 29 statement.   The Virginia Tech Helmet Lab on Sept. 22 published its inaugural assessment of 17 construction safety helmets for their reduction in “linear and rotational head acceleration” during a range of falls considered to be “severe but survivable.”   ISEA President and CEO Cam Mackey says: “We appreciate the work Virginia Tech is doing to advance understanding of head protection. Their new construction helmet ratings provide some interesting data about certain types of fall impacts. But OSHA compliance with ANSI/ISEA Z89.1 is where employers and workers must start. Ratings like Virginia Tech’s can be helpful as additional information, but they don’t replace the standard or the rigorous testing process behind it.”   OSHA standards require head protection to comply with the Z89.1 standard, which is expected to be updated early next year.   ISEA advises employers to first conduct a job hazard analysis to determine the right type of head protection for the task.   “As safety equipment professionals, our top priority is ensuring workers are protected with the right equipment for the hazards they face,” Stacey Simmons, chair of ISEA’s Head Protection Product Group and strategic account manager at Bullard, said in the statement. “ANSI/ISEA Z89.1 exists to provide that assurance. It’s critical that employers and workers understand the differences between helmet types and select products that comply with OSHA regulations and are suited to the jobsite’s specific risks.”

October 7, 2025 Arlington, VA — Good worksite housekeeping can significantly reduce miners’ exposure to respirable dust and silica, the Mine Safety and Health Administration says in a recently published health alert.   The agency warns that “dusty work clothes are a significant source of secondary exposures” to dirt and dust, which can also be tracked into work areas from miners’ boots.   Best practices for keeping work areas clear of dust and silica include:  Regularly wash work clothes. Don’t use compressed air to blow dust off them. Install and use cleaning stations and booths, including boot-washing stations near production areas. Place boot brushes outside of equipment cabs, control rooms and offices. Use leather and vinyl chairs in equipment, break rooms and offices. Wipe down chairs on a regular basis. Wash equipment and floors regularly. Use floor sweeping units and HEPA vacuums in high-traffic areas and sweeping compounds when dry sweeping.

October 6, 2025 A toxic cloud of chemicals was released from an industrial site near Cocoa Beach last week, but authorities said no one was seriously injured, and the leak has been repaired.   Florida Today and other news outlets reported that about 10 gallons of bromine and sodium cyanide escaped from the FAR Chemical research facility in Palm Bay, causing an orange mist that was seen in photos taken by nearby residents and news crews.   Both of the chemicals are considered toxic to people and animals in high enough concentrations. A bleach-like smell was reported. Three people at the research plant were taken to a nearby hospital, the newspaper noted. Local hazardous-material crews tested the area and found no lingering air-quality issues, authorities said. An official with FAR Chemical, a CPS company, said the company is investigating and would not restart the system until a cause is determined. A pressure valve at the site may have opened as intended, relieving pressure buildup, a fire department chief said. The plant was the site of an explosion and fire in 2020 that left no one injured, the news outlet reported.

October 6, 2025                                                       Boca Raton, FL — Motor vehicle crashes are the most expensive type of workers’ compensation lost-time claim, costing over 70% more than the average lost-time claim, a  new report  reveals. Using National Council on Compensation Insurance’s Statistical Plan data from 2002 to 2022, report author Brian Stein, an assistant actuary at NCCI, found that motor vehicle crashes account for just 5% of lost-time workers’ comp claims. However, the average cost of these claims exceeds $100,000. “Large losses are one part of the story,” Stein adds. “The share of claims costing over $1 million due to motor vehicle accidents has more than tripled in the past two decades.” One reason: Motor vehicle crashes are more than twice as likely as other claims to result in multiple injured body parts. Other reasons include involvement of heavier vehicles for workplace use, higher speeds in crashes, and multiple workers or claimants involved. “According to the U.S. Bureau of Labor Statistics, almost one-third of jobs require some amount of driving, meaning the workforce has significant exposure to motor vehicle accidents,” Stein says. Transportation incidents were the leading cause of workplace deaths in 2023, accounting for 1,942 deaths, or nearly 37% of total workplace fatalities, according to the most recent BLS data available. The National Safety Council offers  driver safety training .

October 2, 2205   The U.S. Labor Department cited a Florida painting contractor for willfully exposing employees to fall and drowning hazards after a worker fell into a river near Savannah, Georgia, and drowned.   Investigators with the department’s Occupational Safety and Health Administration looked into the April 7 incident, in which bridge painters with Seminole Equipment “were removing scaffolding from the southbound (Interstate 95) bridge on the Ogeechee River when one worker fell into the river and drowned.”   OSHA concluded that Seminole Equipment did not ensure that employees used fall protection and life jackets while working on the bridge section. The agency cited the company, based in Tarpon Springs, Florida, for five willful and three serious violations and proposed $877,220 in penalties. It also issued two serious violations to the controlling employer for the site, The L.C. Whitford Co., and proposed a $26,480 penalty. The companies have 15 days from notice to appeal.

October 2, 2025   The president’s campaign promise of no taxes on tips and no taxes on overtime pay was fulfilled with the signing of the tax law, H.R. 1, in July 2025. With only four months left in the year, employees who receive this additional compensation and employers who need to understand their requirements are starting to ask how this will be put into action.   The IRS began providing guidance on the types of jobs that are covered by this provision in the law, and the law also offers details. However, additional guidance on what taxpayers will do in 2025 remains unclear.   This article helps level set what is known to offer some clarity.   Will Employee Checks Be Bigger With No Taxes on Tips and OT? Initially, in general, there will not be more money in an employee’s paycheck each pay period for the new deduction, given there is no specific adjustment to the federal W-4 in 2025 to accommodate for these new deductions. Individuals who receive tips and overtime pay will have to pay taxes on that money. There are FICA taxes (an employee’s share of Social Security and Medicare), plus taxes based on your income tax bracket, as well as state taxes in applicable states.   In 2026, the draft W-4 makes changes to reflect the new law, including factoring in these new deductions on the deduction worksheet. Once the 2026 W-4 is finalized, if an employee fills out a new W-4 to account for these deductions, their federal income tax withholding may be reduced translating into a potential increase in each paycheck.   Are No Taxes on Tips and OT a Tax Deduction or Tax Credit? The no taxes on tips and overtime pay are tax deductions. These are applied to one’s gross income at the time taxes are filed (prior to April 15 each year), which lowers the adjusted gross income and ultimately the tax owed in accordance with an individual’s tax bracket.   If, for example, an employee in the 24% tax bracket gets a $5,000 deduction, then taxes would be reduced by $1,200 (assuming $5,000 is all taxed at the 24% marginal rate).   So, an employee might see a refund after filing taxes, but it doesn’t necessarily equate to paying no taxes on the money from tips and overtime.   Is There a Specific Form to File for the Deduction? The IRS released a draft Form Schedule 1-A on Sept. 30 that may be used by individuals who want to claim one of several deductions when filing taxes in 2025. The form is not official yet and could be changed by legislation.   The new form could be used to claim a deduction on: Qualified tip income Qualified overtime pay Car loan interest Loan must be taken out in 2025 to buy a new car assembled in the United States. An enhanced deduction for qualified seniors ages 65 and older There is a phase out that begins for gross incomes of $75,000 (filing single). These are below-the-line tax deductions, which means an individual will be able to lower their taxable income but not their adjusted gross income with these deductions. All income thresholds of the federal law remain in place.   The IRS has announced that it will not make changes to the existing Form W-2, Forms 1099, and Form 941 nor to the withholding tables for Tax Year 2025. Employers are instructed to continue using current reporting and withholding procedures for qualified tips and overtime compensation. The agency has released a Form W-2 draft, but it is for Tax Year 2026.   Employers still need to know where to report tips and indicate the employee’s occupation, as well as where to show the amount of qualified overtime paid to an employee during the year.   For employers with tipped employees who use the FICA tip credit, the new law changed the Internal Revenue Code (IRC) as to what tips are eligible for the credit, expanding beyond those received for providing, delivering and serving food to include those tips received in the beauty services (e.g., barbers, hair care, nail care).   There also are questions about how to handle tipped employees who also receive overtime, so businesses avoid double-dipping with their calculations.   Are Their Limits on How Much Tips and OT Can be Claimed? Yes, the law places a cap on how much of an employee’s tips and qualified overtime pay can be used toward the deduction. From 2025 to 2028, individuals who receive qualified tips may deduct up to $25,000 annually from their federal taxable income.   There also is a phase-out in place for individuals making an adjusted gross income of $150,000 (for married couples filing jointly, it’s $300,000), which is a reduction of $100 for every $1,000 over the cap.   The annual deduction limit for individuals who have received overtime pay is $12,500 (and $25,000 for joint filers). There are also phase-out limits for adjusted gross incomes (individuals $150,000; married couples filing jointly $300,000), which will lower the benefit.   What Jobs Qualify for No Tax on Tips? On Sept. 3, 2025, the U.S. Treasury Department released a preliminary list of almost 70 occupations that customarily received tips (prior to Dec. 31, 2024) and may qualify for the deduction. Official guidance, when released, might change some of this, but this is what is known as of now. The preliminary list contains obvious jobs that might qualify:   Bartenders, wait staff, and many roles related to food and beverage prep Gambling-related roles (e.g., dealers) Entertainment (e.g., DJs, ushers) Hospitality/guest services (e.g., bellhops, concierges) Others, including influencers, digital content creators, and Uber drivers However, some questions have arisen, including verbiage in the law that states “tips must be paid voluntarily” and “are determined by payor.” Guidance is needed on that because questions exist about instances where a gratuity automatically is added to a bill, meaning it wasn’t voluntary nor did the payor determine the amount.   What are the Eligibility Rules for Claiming No Tax on Overtime? There are income threshold eligibility rules (as stated above) to be able to claim no tax on overtime pay. Additionally, these rules apply:   Eligible W-2 employees, as well as eligible 1099 workers (e.g., hairdressers) could claim this benefit. An individual cannot claim the benefit with a tax filing status of Married Filing Separately. Recipients of overtime pay must have a valid social security number. Overtime worked by employee must be required under the Fair Labor Standards Act. Only the excess portion (the half portion of time and a half) qualifies. With a cap of $12,500 annually ($25,00 if married filing jointly), all overtime compensation above that threshold is subject to federal taxes.   Guidance is still required on how qualified overtime compensation will be defined, adjustments needed to Form W-4, and what will transition relief be for taxpayers claiming the deduction in Tax Year 2025.   How Could State Tax Filing Be Impacted? Employers and employees must give attention to state laws when reporting and filing taxes, respectively, under the no taxes on tips and overtime provision in the new federal law.   For example, in 2025, California employees must report their full tip and overtime earnings as taxable income because there is currently no state-level deduction.   Employers must ensure they only report the employee’s eligible overtime, and not OT owed under state law that requires payment of overtime after working more than eight hours.   California’s overtime laws are more expansive than the federal FLSA, and only overtime worked required under FLSA qualifies for the eventual deduction under the tax law. Therefore, the portion of a California worker's overtime pay earned between 8 and 12 hours in a day might not qualify for the new federal deduction if those hours are not required overtime pay under the FLSA.   Employers and employees also need to be ready to respond if a state sets up a different treatment concerning state income taxes for overtime and tips earnings. Take, for example, Colorado, that passed a law in May 2025 that decouples it from the federal tax law. The state law requires the inclusion of all overtime pay, including such pay that might qualify for the federal deduction, in an individual’s taxable income.   Keep in mind that states could choose to follow the changes to federal law or decouple from these provisions if they currently follow the IRC.

October 1, 2025   As of September 30, 2025, Florida’s minimum wage has increased to $14 per hour for non-tipped employees and $10.98 for tipped workers.   Many believe it’s a significant step toward the $15 target set for 2026 by the state’s 2020 constitutional amendment. This Florida minimum wage increase has compelled HR professionals across industries to update their payroll systems and ensure compliance with the Fair Labor Standards Act (FLSA).   To help employers, we’ve created a concise and actionable checklist to address key questions like, “What is Florida’s minimum wage in 2025?”.   Why the $14 minimum wage in Florida matters now The recent increase in minimum wage in Florida affects over 1 million workers. It’ll particularly provide a financial boost to workers in hospitality, retail and gig industries. While the state hasn’t hit $15 hike per hour yet, it’s slated for September 30, 2026, with annual inflation adjustments thereafter.   For now, the 2025 minimum wage increase demands immediate HR actions in order to maintain compliance and support employees. Here’s what you need to do to integrate the new change.   HR compliance checklist for Florida’s minimum wage increase There are plenty of things to cover in order to make this transition smoother for employees. First things first:   Update payroll systems for $14 minimum wage increase in Florida HR professionals will need to adjust payroll software to reflect Florida’s 2025 minimum wage of $14 per hour for non-tipped employees and $10.98 for tipped workers. Both, the FLSA and Florda law require accurate wage payments as errors can lead to fines up to $1,000 per violation or employee lawsuits.   Tip: Use tools like ADP or QuickBooks to catch glitches on payroll system. Verify tipped employee compliance Employers will need to ensure that tipped employees earn at least $14 an hour when combining the $10.98 base wage with tips. The minimum wage in Florida for tipped workers relies on trip credits. However, employers must cover any shortfall in order to meet the $14 floor.   Tip: Use a tip-reporting template and train supervisors to monitor compliance.   Post updates wage notices As required by the Florida Department of Economic Opportunity, it is imperative to display the 2025 Florida minimum wage notice in break rooms and online employees portals. Failure to post notices may result in penalties.   Tip: Download the official notice from the Florida DEO website and distribute digital copies via email to remote workers by October 10, 2025.   Audit overtime calculations Employers will need to recalculate overtime rates for non-exempt employees working over 40 hours per week. The Florida minimum wage increase raises overtime costs that’ll impact budgeting for small businesses employing 60% of the state’s low-wage workforce.   Tip: Use a spreadsheet to project overtime costs for Q4 2025 and train staff to minimize overtime reliance.   Communicate changes to employees Send a company-wide email notifying the Florida minimum wage increase and its impact on paychecks. This transparency will help boost morale.   Tip: Include an FAQ addressing “Is Florida’s minimum wage $15 an hour?” in order to clarify the $14 rate and 2026 timeline.   Why act on the Florida minimum wage increase now? It’s clear that non-compliance may risk DOL audits, employee grievances or reputation damage across the company. By following this simple checklist, employers can turn compliance into an opportunity to build transparency and trust.