Compliance with OSHA rules about workplace safety requires employers to know exactly what potential hazards their hourly workers may be exposed to—at every stage of every task they perform. OSHA requires employers to identify hazards, prevent them if they can, and control them if they can’t.
A Job Safety Analysis (JSA) or Job Hazard Analysis (JHA) helps identify workplace hazards before they occur. But what does OSHA consider a workplace hazard, and what kinds of jobs are most hazardous under that definition?
- A Job Safety Analysis (JSA), also known as a Job Hazard Analysis (JHA), is a technique that focuses on job tasks as a way to identify hazards before they occur. It focuses on the relationship between the worker, the task, the tools, and the work environment. After you identify uncontrolled hazards, you should take these four steps to eliminate or reduce them to an acceptable risk level.
Compliance with OSHA rules about workplace safety requires employers to know exactly what potential hazards their hourly workers may be exposed to—at every stage of every task they perform. OSHA requires employers to identify hazards, prevent them if they can, and control them if they can't.
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.