Fit For Work Blog

Infographic: Guide to Preparing for an OSHA Inspection

Published Sep 20, 2018 3:02:21 PM posted in Workplace Injuries, Infographic

The best form of action regarding OSHA inspections is taking preventative measures to ensure your organization is within their set guidelines. Fortunately, OSHA has dictated the appropriate measures regarding inspection, saving your organization time by facilitating the process. Complying with every safety requirement and maintaining a safe work environment sets you on
your way to safely navigating
OSHA's analysis. 

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What is a High-Risk Industry?

Published Sep 18, 2018 12:22:46 PM posted in Safety, Risk Management

OSHA requires that certain high-risk industries report information on injuries and illnesses (from OSHA form 300A). Establishments (single physical locations where a firm does business) with 20-249 employees in high-risk industries are required to send reports to OSHA by March 2, 2019.

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OSHA Proposes Record Keeping Rule

Published Sep 11, 2018 1:17:02 PM posted in Workplace Injuries, OSHA

OSHA is proposing an amendment to their recordkeeping regulations to protect sensitive worker information from potential disclosure under the Freedom of Information Act (FOIA). They will be issuing a proposed rule in July of 2018 to revise the 2016 Improve Tracking of Workplace Injuries and Illnesses final rule to remove the requirement for employers with 250 or more employees to submit data from their OSHA 300 Logs and OSHA 301 Incident Reports. These employers would still be required to electronically submit their 300-A Summary data to OSHA.

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eBook: OSHA Injury Reporting Requirements Can Benefit Your Bottom Line

Published Sep 4, 2018 3:48:56 PM posted in Injury Reporting, ebook

Avoiding workplace injuries is at the very top of management's list—an obvious sentiment largely held within every organization. But the truth of the matter is injuries are bound to occur during an organization's time of operation, regardless of the industry. OSHA provides clear guidelines in the event of a workplace injury, keeping employees safe in the long run and potentially saving you millions in the process. The question is, are you prepared?

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EEOC Guidelines for the Use of Medical Examinations with Existing Employees

Published Aug 28, 2018 12:06:02 PM posted in Safety, Post-Offer Employment Testing

The Technical Assistance Manual on the Employment Provisions (Title 1) of the Americans with Disabilities Act (ADA), which became law in 1990, provides clear guidelines to employers regarding the use of medical examinations and non-discriminatory hiring practices of new employees. But what do the EEOC and ADA say about the use of medical examinations with current, existing employees?

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Infographic: Physical Ability Testing: Do's & Don'ts

Published Aug 23, 2018 3:13:52 PM posted in Employee Testing, Infographic

Ensuring each candidate for a job is physically up
to the task is on the mind of hiring managers everywhere. 
Physical Ability Testing (PAT) is the single best way to make sure this happens. Without it, you’re gambling with your schedule, your commitments, and your money. 

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What Does the EEOC Say About Job Analysis?

Published Aug 21, 2018 2:57:57 PM posted in Employee Testing, EEOC

Under EEOC rules about physical testing, when physical ability tests are to be used by employers, a job analysis must be performed to make sure that the physical demands of a given job are clearly and precisely understood. The test must then be designed to correspond to those demands. When the test is based on a valid physical demands analysis of the essential functions of the job, they are much less likely to be challenged by the agency as discriminatory against women, or any other group protected under the Civil Rights Act.

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The Foundational Piece of EEOC—Compliant Post-Offer Employment Testing

Published Aug 14, 2018 1:27:56 PM posted in Safety, Post-Offer Employment Testing

Post-offer employment testing, also known as physical abilities testing, gives employers the ability to ensure candidates are physically capable of performing the essential functions of a job. This is not a new concept, but some organizations avoid this type of testing due to the fear of being sued for discrimination. Case in point, just last month an organization paid $3.2 million as part of a lawsuit settlement as a result of a discrimination lawsuit filed against them by the U.S. Equal Employment Opportunity Commission (EEOC). This can easily be avoided, though.

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What is "Disparate Impact?"

Published Aug 7, 2018 1:45:15 PM posted in Ergonomics, Safety

When physical ability testing is challenged by the EEOC, it’s often on the grounds of the tests’ “disparate impact” on women.

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eBook: EEOC Compliance: Guide to Fairness in Physical Ability Testing

Published Aug 2, 2018 12:25:01 PM posted in ebook, EEOC

Making sure that all of your employees—male and female—are physically able to handle the jobs they’re responsible for is vital in avoiding injury and getting the jobs done. Physical Ability Testing (PAT) is the single best way to make sure this happens. Without it, you’re gambling with your schedule, your commitments, and your money. 

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