If an employee injury or illness is not recordable, but later becomes recordable, when should it be recorded? If you can’t identify a single event or exposure, the injury should be recorded on the date it becomes recordable, or on the date it is diagnosed by a physician or other licensed health care professional (PLHCP).
OSHA requires rapid reporting of the most severe work-related incidents, injuries, and illnesses. A fatality, for example, needs to be communicated to the agency within 8 hours, while inpatient hospitalizations, eye losses, and amputations must be reported within 24 hours.
But that doesn’t mean employees or employers should procrastinate recording and reporting less extreme injuries and illnesses. Most worker compensation plans allow for a 30-day window in reporting, and in some quarters, this grace period is seen as employee-friendly, since it allows employees to gauge the severity of their own situation and decide for themselves when to seek treatment.
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.
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?
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.
When physical ability testing is challenged by the EEOC, it’s often on the grounds of the tests’ “disparate impact” on women.
One of the simplest definitions of ergonomics is “fitting the job to the worker”. But how do you achieve good ergonomics if neither the job nor the worker is understood? Attention to physical risk factors, psychosocial risk factors, and work organization risk factors is required if a successful ergonomics program is to be achieved.
Repetitive tasks are often associated with manufacturing environments. However, it is important that repetition, as an ergonomic risk factor, is not overlooked in the non-manufacturing environment. Repetitive tasks can be seen in all walks of work (i.e., warehousing, retail, public utilities, construction, etc.)
As the new millennium approached, employees of Blue Cross Blue Shield Rhode Island (BCBSRI)
tasked with providing health insurance for others were undergoing the physical stresses of their own office work—mainly carpal tunnel and other repetitive strain injuries.