...sure you refer to the attachments. Assignment: You currently work in Human Resources as the Benefits Manager and part of your responsibilities is Workers’ Compensation. Anytime an employee is injured at work, they are to contact you to report it. You then have to report it using the attached OSHA Forms; however, first you have to determine if it is a reportable incident/injury. Read the reported injuries/illnesses below that you have received and based on the attached OSHA information, answer the questions. ------------------------------------------------- Question: 1. John Smith called at 8:35 am, while walking from his car into the building he works in (DAC building), he slipped on the ice and fell. He can’t put any pressure on his right foot and is in a tremendous amount of pain. You tell him that he needs to have it seen right away. John’s friend works right next to him and decided to drive John to the Walk-In-Clinic around the corner. A few hours later John Smith calls you to tell you that the doctor has confirmed he has sprained his right foot by the completed x-rays and that he should remain off the foot for the remainder of the day but can report back to work tomorrow on crutches. a. Is this a reportable injury/illness? (refer to pages 2-4 “Overview – Reporting Work-related injuries and illnesses) Why or Why not Yes, this scenario is a reportable injury. It is a reportable injury because John Smith was outside of his jobsite when he slipped and...
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...Pay Taxes on My Personal Injury Settlement? When you are injured in an accident, it may seem as if you will never receive the compensation you deserve for your losses, damages, and injuries. Some personal injury cases take years to settle while other cases must go to trial to resolve the matter. Your personal injury lawyer does everything within his power to settle your injury claim as quickly as possible for the maximum amount of compensation allowable by law. However, many factors are outside of your attorney’s control such as your rate of recovery, the insurance company, and the court system. Therefore, once your case is settled or a jury renders a verdict, you want to know how much money you will receive and when you will...
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...physical environments that promote good health for all. Promote quality of life, healthy development, and healthy behaviors across all life stages. Attain high-quality, longer lives free of preventable disease, disability, injury, and premature death. Achieve health equity, eliminate disparities, and improve the health of all groups. (Healthy People.gov) This is a field that I choose because I would like to give back in the communities. Each year they do a survey on different demographic new illnesses and injuries reported the nature of the disabling condition, and the event and source producing that condition for cases that involve one or more days away from work. Survey estimates of occupational injuries and illnesses are based on a scientifically selected probability sample of establishments, rather than a census of all establishments. Each January, an independent sample is selected for each state and the District of Columbia. Establishments in the sample are instructed to maintain lists of injuries and illnesses and to track days away from work, restricted, or transferred using the OSHA Summary of Work-Related Injuries and Illnesses. An occupational injury is any injury that results from a work-related event or from a single instantaneous exposure in the work environment. Another thing they have in common is how to prevent communicable diseases and to help people prepare and understand the importance of certain types of diseases in men, women, children and babies. It’s not only...
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...at the Liberty University School of Law presented a case in which it went before the United States District Court for the Northern District of Indiana. The case number is 82A04-8876-CV-285 Deborah White vs. Patrick Gibbs and Stand Alone Properties, L.L.C., d/b/a O’Malley’s Tavern. The purpose of the courtroom procedure is to argue the motion of summary judgment concerning the case of Deborah White vs. Patrick Gibbs and Stand Alone Properties, L.L.C., d/b/a O’Malley’s Tavern. Deborah White is the plaintiff. Amanda Babbitt and Jack Walsh are moot court attorneys represent Mrs. White. Patrick Gibbs and Stand Alone Properties, L.L.C., d/b/a O’Malley’s Tavern are the defendants. Two other moot court attorneys Benjamin Walton and Jordan Van Meter represent the defendants. There are certain requirements that a plaintiff must meet to recover damages. “The State of Indiana states: the defendant must have actual knowledge that the person to whom the alcoholic beverages was furnished was visibly intoxicated at the time the alcoholic beverage was furnished and the intoxication of the person to whom the alcoholic beverage was furnished was a proximate cause of the death, injury or damage alleged in the complaint” (Gumprecht). The courtrooms process is intended to challenge the State of Indiana law concerning material fact. The courtroom also wants to argue the defendant’s motion for summary judgment. The plaintiff wants the case to proceed to trial. Mr. Bruno and Mrs. Deborah...
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...6.0 Se Factor 6 - Safety Program XXXXX Safety Program is described in this section as required by the RFP. Copies of any documents not included with this proposal as an Attachment, Appendix or Exhibit will be provided immediately upon request. 6.1 Required Safety Forms and Data and Experience Modification Rate (EMR): XXXXX’ and its significant subcontractors’ Safety Forms and Data are included in this section as required by the RFP. 6.1.1 XXXXX Experience Modification Rate (EMR) (Insert Form Here) 6.1.2 OSHA Form 300A Summary of Work-Related Injuries and Illnesses Reports (Insert Form Here) 6.1.3 OSHA Total Recordable Cases Incidence Rate (TCIR) (Insert Form Here) 6.1.4 Days Away from Work, Job Transfer, or Restriction (DART) Rate (Insert Form Here) 6.1.5 Data and Trends Narrative (Need whatever explanation SME’s are going to use to explain away our “High Risk” to “Extremely High Risk” rating in these categories) 6.2 Significant Subcontractors’ Experience Modification Rate (EMR) (Insert Form Here) 6.2.1 Significant Subcontractors’ OSHA Form 300A (Insert Form Here) 6.2.3 Significant Subcontractors’ OSHA (TCIR) Rate (Insert Form Here) 6.2.4 Significant Subcontractors’ (DART) Rate (Insert Form Here) 6.2.5 Significant Subcontractors’ Data and Trends Narrative (Insert Form Here) 6.3 Safety Program and Procedures XXXXX approach to Safety on all worksites includes adherence to contract-specific safety requirements...
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...to the company. Legal Encounter 1: Pat vs. NewCorp The legal principals related to this encounter are, what does the policy hand book states, what is employment at will, and was Freedom of Speech violated. Pat would be the plaintiff because of wrongful discharge by NewCorp. NewCorp did not follow the employee policy hand book when terminating Pat as a manager. NewCorp will be the only defendant in this case because Pat’s manager is a representative of NewCorp. Terminating Pat without following the employee handbook was not the correct action that should have been taken. According to the employee policy handbook, Pat should have been written up and given a plan to correct his wrong actions as a manager. If Pat did not correct his wrong actions as a manager within a specific and reasonable amount of time, then NewCorp would have the rights to terminate Pat from his position as a manager. According to Moynihan, K, (2005)“Focuses on the ruling of the Vermont Supreme Court that a contract provision allowing an employer to terminate an at-will employee with or without cause does not insulate the employer from a claim based on the violation of public policy in LoPresti vs. Rutland Regional Health Services Inc. Allegation of primary care physician Leigh LoPresti that Rutland terminated his employment because he did not make referrals to the three specialists employed by the company; Reversal of a summary judgment decision dismissing the plaintiff's claim of wrongful discharge in...
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...Respondent/Insurer. Workers' Compensation Court of Montana. Submitted: December 28, 2010 Submitted: December 29, 2010. December 30, 2010. ORDER DENYING PETITIONER'S MOTIONS FOR CLARIFICATION AND NEW HEARING JAMES JEREMIAH SHEA, JUDGE. Summary: Petitioner has filed a "Motion for Clarification" and a "Motion for New Hearing." The motion for clarification was submitted on December 28, 2010. The motion for new hearing is not fully briefed. On December 29, 2010, Petitioner filed a Notice of Appeal. Held: The Court lacks jurisdiction to consider the merits of the motions because jurisdiction over the case passed to the Montana Supreme Court when Petitioner filed her Notice of Appeal. Accordingly, the motions are denied. ¶ 1 Petitioner Allison Chapman moves this Court for clarification of its findings of fact, conclusions of law, and judgment1 regarding her claim.2 Chapman also moves the Court for a new hearing.3 ¶ 2 Chapman's motion for clarification was deemed submitted for consideration on December 28, 2010, when her time for filing a reply brief under ARM 24.5.316 expired. Chapman's motion for a new hearing is not yet fully submitted. However, on December 29, 2010, Chapman filed a Notice of Appeal, asserting that she has appealed this case to the Montana Supreme Court.4 ¶ 3 When notice of appeal has been filed, jurisdiction passes from this Court and vests in the Montana Supreme Court.5 Since Chapman has filed a notice of appeal, this Court no longer retains the jurisdiction...
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...change promotion offer by the owner of the car dealership. Jake hurt his thumb while working on a car; he said, “I tried to tighten my thumb with a torque wrench.” (Drama of Law, n.d.) The overtime that Jake worked caused him to be overly tired and not as alert as he normally would which caused him to injury his thumb while working on a vehicle. This injury occurred while Jake was at working fulfilling his job duties as an auto mechanic. Herman is offering free oil changes to all previous customers to bring in business for his car dealership. Jake who is the newly appointed service manager is doing a complete work up on all the cars that come through his garage, along with the free oil change. What Jake is doing is apart of his job and when car owners normally go in to have their oil changed there are other services included. An oil change includes “fluid levels checks and top up of the brake fluid, antifreeze, power steering and essential cheeks of the lights, charging system and tire tread and pressure.” (Type of service, n.d.) By Jake doing a doing his job does not complicate the free oil change promotion it is apart of the service. Is Herman responsible for Jake's injury? Herman has started a free oil change promotion at his car dealership, this offer is supposed to bring in previous buyers to look at the new cars on the lot. Herman only wants...
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...Executive Statistics 2011/12 KEY FACTS WORK-RELATED ILL HEALTH WORKPLACE INJURY ENFORCEMENT OTHER TOPICS www.hse.gov.uk SOURCES AND DEFINITIONS Ill health 1.1 million people who worked during the last year were suffering from an illness (long-standing as well as new cases) they believed was caused or made worse by their current or past work. 0.5 million of these were new conditions which started during the year. A further 0.7 million former workers (who last worked over 12 months ago) were suffering from an illness which was caused or made worse by their past work. 2347 people died from mesothelioma in 2010 and thousands more from other occupational cancers and diseases such as COPD. Injuries 173 workers were killed at work, a rate of 0.6 fatalities per 100 000 workers. 111 164 other injuries to employees were reported under RIDDOR, a rate of 445.4 per 100 000 employees. 212 000 injuries leading to over-3-day absence occurred, according to the Labour Force Survey, a rate of 750 per 100 000 workers. 1 Key facts Working days lost 27 million days were lost overall (17 days per case). 22.7 million due to work-related ill health and 4.3 million due to workplace injury. Economic costs to Britain Workplace injuries and ill health (excluding cancer) cost society an estimated £13.4 billion in 2010/11. Enforcement 551 cases were prosecuted by HSE in England and Wales. 95 cases were prosecuted by local authorities in England and Wales. 34 cases were prosecuted by the Procurator Fiscal...
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...Findings and Recommendations of the John Craftsman Workplace Injury Case Study Rebecca K. Decker University of Maryland University College TurnItIn Originality Score: 3% INTRODUCTION A recent workplace injury in the International Building Materials Company’s truss construction production shop has raised concerns among employees regarding shop safety and the integrity of the equipment used in daily work activities. At the request of Executive Management, an investigation of the accident was conducted to determine what is known and not know about the incident. The goal of this investigation was to ascertain the root cause of the accident and to identify the appropriate course of action by the Company going forward that will ensure future worksite accidents are prevented. This case study will provide a discussion of the case background and will analyze the facts and opinions provided by individuals directly and indirectly involved. The discussion will provide a critical analysis of the information presented as facts to determine its relevance and impact. BACKGROUND FACTS OF THE CASE John Craftsman sustained a serious hand injury using a table saw located in the truss construction production shop. He sustained this injury while using equipment owned and maintained by company and in the performance of his job. John claims he followed all the company’s safety procedures. John’s manager, David Waffler, contends that the machine was in safe working condition...
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...ABSENCE MANAGEMENT Public sector summary in partnership with 2014 ABSENCE MANAGEMENT ABSENCE MANAGEMENT puBliC SECTor SuMMAry Overall summary of findings The findings of the CIPD’s 2014 Absence Management survey, conducted in partnership with Simplyhealth, show that the average level of employee absence has fallen compared with last year from 7.6 to 6.6 days per employee. Moreover, there is some indication of a fluctuating downward trend over the last few years. Positive findings suggest that organisations that actively engage in absence management and make changes to improve their approach do evaluate their efforts and generally report positive outcomes on absence levels. Our findings also imply that investments in well-being pay off. There has also been an increased focus on developing line manager capability to manage absence, an important finding given that line managers have primary responsible for short-term absence in two-thirds of organisations as well as long-term absence in half of organisations. Nevertheless, many of those who report line managers have responsibility for absence do not provide them with training and even fewer provide them with tailored support. Some organisations are clearly more proactive than others in their approach to managing absence and promoting well-being. While the vast majority have an absence management policy, record their employee absence rate, collect information on the causes of absence and provide one or more wellbeing...
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...Summary: The Aluminum Company of America (Alcoa) had a very strong value based- culture. Every decision and every action an employee made must be aligned with the company’s values. Fred Fetterolf the president of the company in 1985, decided the company needed to document the values that all employees must live by: Integrity; Environment, Health and Safety; Customer; Accountability; Excellence; People; and Profitability. Alcoa had implemented a global ethics and compliance program, and the focus on health and safety was interwoven through the company’s program. This program included all the basic elements specified in the U.S Federal Sentencing Guidelines and Sarbanes-Oxley Act. The company made it clear that the program’s tools must be understandable by all employees, must support the company’s strong value system, and must be continually reinforced by management. A normal Alcoa day started out all business meetings with an identification of exits, the evacuation plans in the event of an emergency, and other safety procedures. However, some safety procedures differed among Alcoa’s various business, corporate headquarters required all of its units to meet the same overall goal: zero work-related injuries and illnesses. Alcoa’s management team supported the ethical principal that no employees should leave work in a worse condition than when they arrived. In 1996, one of Alcoa’s Mexican facilities had deteriorated, allegations coming from activist shareholders at the annual meeting...
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...CENTRE : IPTHO / OUM BATU PAHAT REPORT ON THE PROBLEMS TO THE HEALTH AND RECOMMENDATIONS TO IMPROVED SAFETY STANDARD OF AM CONSTRUCTION & HARDWARE SDN BHD Prepared for Hamzah bin Kahar ( Managing Director ) AM Construction & Hardware Sdn Bhd 28-30 , Jalan Pt Jalil 83000 Batu Pahat , Johor By Suhaily bt Heait ( Occupational Health Director ) AM Construction & Hardware Sdn bhd 28-30 , Jalan Pt Jalil 83000 Batu Pahat , Johor 16th October 2012 LETTER OF TRANSMITTAL The Managing Director , AM Construction & Hardware Sdn Bhd , 28-30 , Jalan Pt Jalil , 83000 Batu Pahat , Johor . Dear Mr Hamzah bin Kahar , Enclosed is the report you requested in September on the problems related to the health and safety standards in AM Construction & Hardware Sdn Bhd . After the recent tour of the company , it was discovered that the operators were blatantly ignoring the safety standards of the company . The problems are stated as follow : 1. Manual handling of hand tools 2. Sharp objects and rubbish: syringes, broken glass and rusty metal 3. tripping or slipping. 4. Violation of rules / Improper working behavior . I have identified the solutions to overcome the problems . The solutions are as follow : 1. Teach and remind volunteers of correct lifting and carrying techniques. Rotate tasks. 2. Wear gloves. Remove sharps from site when found and use correct sharps handling...
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...Summary Stress is a term we all are aware of, and it is experienced by people in their different workplaces. Stress in the workplace is detrimental to human health and organization when it comes to productivity, performance standards and job satisfaction. Organizations whose workers are stressed are likely to be successful in a competitive market. Workers who are stressed are more likely to be unhealthy, poorly motivated, less productive and less safe at work. Stress can be destructive in a way that, after reaching a certain point, the performance of the employees begins to reduce also which prevents fulfillment of work and various assignments. The following are the causes of stress in the workplace; Exhaustion (weakens the employees mentally and physically), moral injury (destructive of self-esteem of employees or lack of confidence in their abilities, discrimination), illness of the employees (feeling of irritation, uncertainty, guilt or mistrust), violence (damage to the property of the employees or organization), long hours, lack of rewards or incentives by the managers and managers lackadaisical attitude to employees. Stress can be brought to a minimal level; to prevent stress, we have to identify, know the causes and prevent it. The reduction or elimination of stress are the employee’s participation in the management, improvement of communication skills of managers, adequate training should be given to employees in other to prevent negligence of training which...
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...everyone enjoys the same degree of protection from environmental and health hazards and equal access to the decision-making process to have a healthy environment in which to live, learn, and work.” ("Environmental Justice". U.S. EPA. http://www.epa.gov/environmentaljustice/. Retrieved 2012-09-23) This definition provides a clear summary of Barbara Johnston’s perspective on social justice environmentalism. According to Johnston, “environmental justice” addresses environmental problems that mainly affect low-income and minority communities. The basic premise of the environmental justice movement is that minority and economically disadvantaged populations assume greater risks from exposure to environmental hazards than do others. These compromised populations are known to have poorer health status than the overall population and have higher rates of a variety of diseases. Many complex factors interact to produce health disparities among minority and low-income populations. Behavioral choices, nutrition, access to medical care, genetic predisposition, and environmental and occupational exposures, over which individuals have little control, all contribute and are related. Where one lives and works is often less a matter of choice than the result of socioeconomic status. It is usually the case that people in the lower socioeconomic strata are more likely...
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