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Lower employee benefits costs
Fewer work-related accidents
Lower training and monitoring costs
Lower workers' compensation costs
Supervisors and managers.
Monitoring the health and safety of employees daily
Monitoring the workplace for security problems
Developing the safety reporting system
Compliance with regulations
The integration of safety and security
Crisis management planning
Employees and Employers jointly
State and Local government
Payments to replace lost wages
Punitive damages against the bank if it has been lax in providing security for employees.
Payments to cover medical bills.
Retraining for another position is she has psychological impairment from the episode that makes her unable to work as a teller.
The escalation of serious on the job accidents.
Higher medical and litigation expenses.
Injuries to employees while working in foreign locations.
Employees injured while working at home.
Increase their workers' compensation premiums due to the increased risk of having an injured employee work.
Violate FMLA regulations which require leave time rather than accommodation.
Be liable for any accidents caused by the injured employee.
Undercut what really are the essential job functions as defined by the ADA.
It should be maintained separately from all other confidential files, with restricted access and security provisions.
Its been given to the employee. No copies may be made or kept by the employer.
It should be used only by the safety committee when deciding what accommodations can be made for the individual employee affected.
It should be filed with all other confidential information, with access restricted to a "need-to-know" basis.
Working as a humane killer in a slaughtering operation for organic beef.
Counter staff in a donut store in a high-crime neighborhood.
Working as a kiln-operator in an art pottery business.
Worker's compensation legislation.
The Occupational Safety and Health Act
The Fair Labor Standards Act
The Homeland Security Act
One or more.
10 or more.
25 or more.
50 or more.
Obey all rules and regulations developed by OSHA
Inform OSHA when there are no rules to apply in a specific situation
Provide safe and healthy working conditions, even in areas where there are no OSHA standards
Develop safety and health unique to each place of employment
Limit the amount of time that an employee can work in areas where the chemicals are in use or stored.
Evaluate, classify, and label these substances.
Provide supplemental medical insurance for all employees working with the chemicals.
Allow employees to "opt out" of jobs using these chemicals and to be transferred to jobs with equivalent pay.
Track the use of hazardous materials on the job.
Record employee accidents or injuries that result from using hazardous substances.
Collect data for scientific research concerning the long term affects on workers who are exposed to hazardous substances.
Provide employees with information about hazardous substances including antidotes.
Prevent accidental start up of defective machinery during repair or adjustment.
Deny access to the workplace by unauthorized individuals.
Ensure that hazardous substances are under lock and key when they are not being used.
Close down a work place judges unsafe by an OSHA inspector.
Infectious disease control
Material safety data sheets
Occupational safety and health
Repetitive trauma syndrome
Cumulative trauma disorder.
Put their hands through repetitive motion.
Spend most of their work days standing or leaning over a counter.
Work in places with constant loud noises.
Perform work that produces constant eye strain.
Refusing to include abortion services in its medical insurance plan.
Keeping women pf childbearing capacity out of jobs that might involve lead exposure.
Not providing Personal Protective Equipment for pregnant employees in hazardous jobs.
Not making reasonable accommodation for employees in the later stage of pregnancy.
They are not receiving hazardous duty pay.
Their fear is objectively reasonable.
The employees have tried to have the dangerous condition corrected.
Using normal procedures to solve the problem has not worked.
Long distance trucking
Those with good safety records in previous years and those with 10 or fewer employees.
Employers not engages in interstate or foreign commerce.
Those with fewer than 25 employees in specified non hazardous industries.
Employers with no government contracts or subcontracts.
Safety and health auditors
Lost-time or disability injury
Medical care injury
Other than serious injury
The CEO must allow the inspector to enter because the poultry processing industry has been identified by OSHA as a high-risk industry.
The CEO has the right to appeal to the regional OSHA office and reschedule the inspection.
The OSHA inspector must have probable cause to search the premises.
The OSHA inspector must leave, but she may return with a search warrant.
Interview a selection of employees.
Conduct an on-the-spot inspection of the workplace.
Use testing equipment to test the company's compliance with OSHA standards.
Examine the organizations safety records.
Does not have to report the incident since agnes missed no work.
Does not have to record this incident since a cold cloth is not a medical treatment.
Must record the incident because it would be an illness with loss of consciousness.
Must record the incident because the loss of air conditioning was not under the employer's control.
Other than serious
Employees not wearing personal protective equipment
Inadequate hazard communications programs.
Record keeping violations.
Non-complying gaurdrails or handrails.
Other than serious
Other than serious
An other than serous violation.
A situation not covered by OSHA.
A de minimus violation.
A recordable violation or privacy.
Willful and repeated