Electrolux earns green recognition
Electrolux has this year been included in the Global 100 ranking of the world’s most sustainable companies, returning to the list for the first time since 2005. The company was also for the second year running named Sector Leader in the RobecoSAM 2013 global sustainability rating, and ranked as one of the world’s leading consumer goods companies in terms of addressing climate change.
“Sustainability is an integral part of everything we do at Electrolux, from improving the eco-efficiency of our appliances to reducing the carbon footprint of our manufacturing facilities,” said Henrik Sundström, VP group sustainability affairs at Electrolux.
The Global 100 list of the most sustainable companies in the world was presented on Jan. 23 at the World Economic Forum annual meeting in Davos, Switzerland. The ranking has been published by the Canadian research firm Corporate Knights since 2005. It is based on 12 key indicators, including energy use and gender diversity in the management team. Read more on global100.org.
The RobecoSAM Sustainability Yearbook is an annual assessment of how companies cope with sustainability trends and challenges that are likely to have an impact on shareholder value creation. Electrolux received a Gold Class label as the leader of the durable household products sector. Key differentiating factors in this sector, according to RobecoSAM, are innovation, quality and branding. Leading companies have also actively managed safety and environmental issues throughout the product life cycle. Read more on robecosam.com.
In December 2012, a ranking from the non-profit organization Climate Counts named Electrolux as one of the world’s leading consumer goods companies in terms of addressing climate change. Electrolux shared the third best score among 145 consumer brands. The companies were assessed on a 100-point scale based on 22 criteria. These criteria measured efforts to assess the companies’ climate footprint, reduce greenhouse gas emissions, support progress on climate legislation, and communicate their efforts clearly and comprehensively to consumers. Read more on climatecounts.org.
Retail sales rise 0.1% in January
Retail sales increased ever so slightly in January, up 0.1%, according to the tally from the U.S. Census Bureau released Wednesday morning.
The data show advanced estimates of U.S. retail and food services sales, adjusted for seasonal variation and holiday and trading-day differences, but not for price changes, were $416.6 billion. While the figure was essentially flat compared with the prior month, it’s up 4.4% compared with January 2012.
Retail trade sales were up 0.1% from December 2012 and 4.1% above last year. Nonstore retailers were up 15.7% compared with January 2012.
In the home channel’s overarching 444 NAICS classification of building material and garden equipment and supplies dealers, January sales were an estimated $25.031 billion. That’s up 0.3% from December 2012, and up 2.0% from January 2012.
Advice and action for a maze of medical rules
Can an employer call an employee’s doctor to ask about the documentation for an employee’s request for intermittent leave? Can the employer email the employee’s doctor with questions about the accommodation a disabled employee has requested?
“The answer is that employers — under a variety of different laws — can’t ask an employee’s doctor any questions that they can’t ask the employee,” said Robert Dustin, an employment and disability law attorney with Saul Ewing LLP in Washington, D.C. In other words, an employer can’t do indirectly what it can’t do directly.
Employers need to be aware of how their inquiries — which might involve the Americans with Disabilities Act (ADA), the Family and Medical Leave Act (FMLA), workers’ compensation, and short-term and long-term disability (STD and LTD) — interact with the privacy guarantees of the Health Insurance Portability and Accountability Act (HIPAA) and the Genetic Information Nondiscrimination Act (GINA).
HIPAA and GINA
Any question that an employer poses to a health care provider about employee medical information is subject to the HIPAA privacy rule, which controls when a covered entity — healthcare providers and healthcare plans — may disclose health information. A covered entity can’t give the employer any protected health information without having a signed HIPAA release from the employee. (This point is reiterated in a final rule published in the Jan. 25, 2013, Federal Register, which clarifies the definition of information “breach” under HIPAA by jettisoning a so-called “harm standard” and replacing it with a more objective four-part standard).
Additionally, GINA, which prohibits employers from discriminating against employees on the basis of genetic information, generally prohibits employers from requesting or acquiring an employee’s genetic information.
Under the ADA, an employer may ask employees about a disability only if the questions are job-related and consistent with business necessity. This means that the employer may seek information about when it has a reasonable belief that the employee will be unable to perform the essential functions of his or her job because of the medical condition or the employee will pose a direct threat because of the medical condition.
The ADA does not expressly prohibit direct questions to health care providers about employees’ medical information, but providers are restricted by HIPAA on what information they may divulge.
“There’s nothing in the law that prevents you from asking, but you won’t get the doctor to answer without a release from the employee,” said Dustin, “and if the employee says no to the release of information, there’s really no way to get the information.”
Action step: Ask the employee to sign a HIPAA release before calling the health care provider.
The FMLA has some very specific regulations that expressly prohibit — in most cases — an employer from getting information directly from the employee’s doctor even if the employee consents and signs a HIPAA release.
The regulations provide that an employer may contact the health care provider only when the information on the employee’s FMLA certification form needs clarifying and only after giving the employee a chance to complete or clarify the form. Only an HR professional, a leave administrator or a management official may make the request — never the employee’s direct supervisor.
Action step: Although a HIPAA consent form is not required for FMLA authentication, it’s certainly advisable to ask the employee to sign one before there is any contact with the health care provider.
Disability benefits and workers’ comp
HIPAA does not prevent an employer from asking an employee’s doctor for information about his or her health if the employer needs the information to administer workers’ compensation or disability benefits. In practice, however, with claims for workers’ compensation — where the parties on both sides have representation and insurers are involved — there may be procedural hurdles for an employer to directly question a doctor.
With regard to self-insured STD and LTD plans, inquiries about an employee’s medical condition are usually made by the insurer in trying to decide on the benefit claim, so it’s the insurer — not the employer — who’s asking for medical information.
Action step: Set the terms of a self-insured plan to allow information requests to a health care provider. Get a HIPAA release before contacting the health care provider.
HIPAA includes an exception for employer-sponsored wellness programs that allows employers to offer financial benefits to employees who participate and meet the goals of the program. The employer may ask health care providers about the employee’s ability to participate, but the health care provider will need a HIPAA release.
The ADA allows employers to ask medical- and disability-related questions as part of a voluntary wellness program, as long as they are job-related and consistent with a business need. Again, the health care provider will want the employee’s signed release.
Similarly, there is a broad exception for employer-sponsored wellness programs under GINA, which allows an employer to acquire genetic information about an employee or his or her family members when it offers health or genetic services under a wellness plan, with voluntary, knowing and written authorization from the employee.
Action step: Ask the employee to sign a HIPAA release before the health care provider is contacted.
Susan R. Heylman, J.D., is a freelance legal writer and editor based in the Washington, D.C., area.
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