Update Applicable to:
All employers with employees working in heat-hazardous locations.
On July 26, 2022, the Biden administration, through the interagency National Integrated Heat Health Information System (NIHHIS), launched Heat.gov, a new website to provide the public and decision-makers with clear, timely, and science-based information to understand and reduce the health risks of extreme heat.
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What are the details?
Heat.gov is intended to meet the growing demand for an authoritative heat and health tool from heat resilience officers, doctors, nurses, first responders, researchers, and the general public. It integrates maps, data, and information from the National Oceanic and Atmospheric Administration’s National Weather Service, the Climate and Health Outlook developed by the Department of Health and Human Services, the Center for Disease Control and Prevention’s Heat and Health Tracker, and other governmental and nonfederal resources.
This access to information enables communities to make informed decisions daily, as well as plan for the heat weeks and months ahead.
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For more information, please see the links below:
What do employers need to do?
Employers should review the links provided above and do their best to ensure the safety of their workers.
This communication is intended solely for the purpose of conveying information. The present post might incorporate hyperlinks directing readers to websites managed by third-party entities. The inclusion of any links within this communication is meant to serve as points of reference and could encompass opinion articles from various law firms, articles from HR associations, official websites, news releases, and documents of government agencies, and other relevant third-party sources. Vensure has no authority over these external websites and bears no responsibility for their content. Furthermore, Vensure does not endorse the materials present on these websites. The contents of this communication should not be interpreted as legal advice or as a legal standpoint concerning specific facts or scenarios. Nor should it be deemed an exhaustive compilation of facts potentially pertinent to federal, state, or local laws. It is strongly advised that employers solicit legal guidance from an employment attorney when undertaking actions in response to any legal updates provided. This is due to the possibility of future alterations occurring in federal, state, and local laws, regulations, as well as the directives and guidelines issued by governing agencies. These changes may transpire at any given time, potentially rendering certain portions of the content within this update void or inaccurate.