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Workplace Safety Laws

Accidents happen to good people, and many times it’s in the workplace. However many people are unaware of workplace safety rules and regulations. They tend to ask questions like what are workplace safety, workplace health and safety, and workplace safety laws. People may turn to Experts on for help. Listed below are five of the Top Workplace Safety Questions.

What is workplace safety?

Workplace safety is about preventing injury and illness to employees and volunteers in the workplace. Therefore, it's about protecting the nonprofit's most valuable asset: its workers. By protecting the employees' and volunteers' well-being, the nonprofit reduces the amount of money paid out in health insurance benefits, workers' compensation benefits and the cost of wages for temporary help.

What can someone do when there are safety concerns on their job?

Generally, the primary step is to report the unsafe situation to the manager. The individual should do this on a proper written form (to protect themselves). The individual can keep an updated personal record for themselves of their report, including the date reports that were made. This will count, as significant evidence in the case there is revenge against the individual. If the employee or individual feels that they are in an unsafe work condition and they do not feel that management has met or exceeded in trying to rectify the situation, then the employee should can get in contact with the Federal Occupational Safety and Health Administration (OSHA), straightforward. They will maintain the individual’s identity secret if they ask.

If someone is meeting with the company that they work for that is concerning safety in the workplace, and the lack of emphasis on it. The individual believes that they could be doing much better and safety should be a higher priority than it is. The individual would like to supply some facts and things that they could do to cut down on workers compensation costs. More importantly to educate the employees of the dangers and to have programs in place for prevention is there any ideas?

Analyzing OSHA policy for the kind of work completed at the corporation could give thoughts for upgrading safety in the workplace. Employers and large corporations often talk about such problems with their worker's comp insurer as well for thoughts on how work-related damages could be prevented.

In the state of Missouri, is there legal recourse an employee could take if they had been fired for reporting workplace safety issues?

They certainly have a legal recourse depending on the workplace safety issue that they reported. The Missouri Human Rights Commission can deal with such claims. You would be wise to quickly make your claim with them. If the ex-employee was also raising safety concerns under OSHA they would have to make that claim within 30 days. Workplace safety laws may vary by state, ask the Experts on JustAnswer for state specific questions regarding workplace safety.

Regarding Oregon Family Leave Act (OFLA) and Americans with Disabilities Act (ADA) if an employee has a serious health condition that is a previous workers comp injury, can the employer terminate employment.

Extra time could be asked for as an ADA rational accommodation. The company is required to meet this appeal for extended time only if it does not create an unnecessary hardship to the company. If the hardship does not exist then continued unpaid leave is granted. A severe health condition would go under ADA procedure. Workplace safety is a very diverse topic. It can span one question after another. There are additional questions that could come up. Such as: what is safety in the workplace, safe workplace laws, and workplace safety rules? Experts can help with any question fast and effectively.
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Recent Safety Questions

  • My spouse is a firefighter and the victim of a prank.

    My spouse is a firefighter and the victim of a nasty prank. It seems that a coworker ejaculated into his water bottle. He did drink some of the water before he noticed the smell and realized that it looked funny. My spouse contacted a friend at the local Sheriff Dept to see if forensics can confirm that it is semen and see if they can get a DNA sample from it without opening a case. At the very least we want to confirm our suspicions before opening a can of worms. This is a small Fire Dept in a small town. Unfortunately the previous Chiefs never held their employees accountable for their behavior and lack of professionalism. The board members and members of dept are all friends and neighbors and they to have not taken disciplinary action in the past. I am an RN and I am concerned r/t the health risks that come with the consumption of bodily fluid from an unknown source. I have advised my spouse to see a physician to find out what the risks are. Also, my spouse and I are humiliated, feel violated, and feel assaulted. I am concerned, because my spouse works 48 hour shifts and he eats, sleeps, and shares quarters with this person and I am concerned for his safety. Firefighters are in an honorable profession and it concerns me that this person is caring for people. I would like to know what actions to take to prevent this behavior in the future and to hold this person accountable when we find out who did it?
  • She was hired specifically to be a trail guide, client can

    She was hired specifically to be a trail guide, client can try and accommodate but other employees will have their hours cut back, she will be placed in gift shop but may not be qualifies to handle customers or cash handling and client will have to hire replacement to cover her shifts until she can
  • Have a client about 10 employees - it is a tourist horse riding

    Have a client about 10 employees - it is a tourist horse riding stable- clients employee gives visitors tours riding a horse through Florida woodlands- there is walking, trotting and running with the horses- the employee notified the client she is pregnant and her doctor doesn't want her riding the horses- we are also asking for a doctor note-my question is since her personal doctor doesn't want her riding the horses at work for apparent reasons- the employee is full time- the employer is going to try to accommodate the employee with some hours in the gift shop- however gift shop is fully staffed and will have to reduce other staffs hours to accommodate-
    The question is since she was hired as a horse guide riding horses and her doctor doesn't want her riding for her / baby's safety , do we have to accommodate her with work she may not be qualifies to do? She can have unpaid time off and return after baby is born but won't be protected by FMLA-
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