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thesisphdblog · 7 months

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10 Simple Steps to Significantly Enhance Workplace Safety

Workplace Safety

Workplace safety is a crucial issue for all organizations, as it can not only prevent accidents and injuries, but also improve productivity, increase employee morale, and reduce the costs of workplace injuries and illnesses.

According to a study by the Occupational Safety and Health Administration (OSHA), businesses that have implemented safety programs have saved an average of 26% on workers' compensation costs. With the outbreak of COVID-19, it is now more important than ever to prioritize the health and safety of employees in the workplace by protecting them from accidents, hazards, and infectious diseases.

In this guide, we will explore how to effectively implement simple safety practices in the workplace.

1. Train Your Personnel:

Having a comprehensive safety program in place is an important step toward protecting your employees and your business. However, it is not enough to simply create a safety manual and expect your employees to read and understand it on their own.

To ensure that your safety program is effective, it is essential to also develop a training program to go along with it. This can involve scheduling regular training sessions throughout the year, where you review the safety manual with your employees, answer any questions they may have, and discuss best practices for maintaining a safe work environment.

By providing your employees with the knowledge and tools they need to stay safe on the job, you can help to prevent accidents and injuries, as well as improve overall productivity and morale in the workplace.

2. Make a commitment to cleanliness:

A disorganized and cluttered workplace can increase the risk of accidents, such as tripping and slipping. To prevent these accidents, it is important to keep the workplace tidy and organized. This includes reducing clutter, untangling cords, and ensuring walkways are clear of potential tripping hazards.

Additionally, encouraging regular breaks for employees can help them work more efficiently and reduce the risk of accidents caused by overwork and fatigue.

3. Promote break times:

Some states, such as California, Colorado, and Nevada, have laws that mandate rest breaks for employees. It is important to check your state's labor laws to ensure compliance. However, it is generally a good practice to include breaks in an eight-hour workday.

Allowing employees to take two regular breaks during the workday, in addition to a lunch break, can help prevent accidents caused by overwork and fatigue. Encouraging breaks can also help employees feel refreshed and rejuvenated.

4. Maintain a safety leader board:

One way to monitor and improve safety in the workplace is to use a scoreboard. This is a visible sign that records the number of days that have passed without an accident, as well as the previous record.

Keeping a safety scoreboard has several benefits. It serves as a public reminder to motivate employees to prioritize safety, and it can also help inform and educate employees about safety practices.

5. Encourage employee safety:

Instead of singling out one employee for recognition, consider recognizing the efforts of all employees who prioritize safety in the workplace. You can incentivize adherence to safety protocols by offering rewards, such as additional time off, when certain safety milestones are achieved.

For example, you could set a goal for the number of days that your workplace goes without an accident, and then celebrate the team when that goal is met. This can help to create a culture of safety and encourage all employees to prioritize safety in their work.

6. Facilitate Reporting:

If employees find it hard to report potential or actual hazards in the workplace, they will likely not do so. This is because no one wants to be seen as a complainer.

However, if an employee fails to report a hazard, it could lead to another employee getting injured. To prevent this, you can set up a system for reporting hazards.

Designate a safety supervisor on your team to handle reports and ensure that hazards are promptly addressed. This will streamline the process and prevent confusion caused by multiple people being responsible for receiving reports.

7. Establish a safe website:

Consider creating a safety section on your organization's intranet, which is a private and secure internal website. This section can serve as a digital safety manual and include your official safety policy, as well as tips, training videos, tutorials, and resources.

You can also use this space to address frequently asked questions about safety. By providing this information, you can help employees identify and address potential risks.

8. Maintain a pleasant and hygienic workplace:

To prevent the spread of infectious diseases in the workplace, it is important to keep the environment clean. This is especially important in the current COVID-19 pandemic, but can also help prevent the transmission of other illnesses such as the flu and the common cold.

Some ways to maintain a hygienic workplace include: regularly disinfecting common surfaces such as desks, tables, keyboards, and phones; making hand sanitizer easily accessible to all individuals present in the workplace; providing disposable face masks to clients or requiring employees to wear them; and promoting hand washing with soap and water among employees.

9. Display Safety Warnings:

Safety signs serve as constant visual reminders for all employees and have been shown to reduce workplace accidents by drawing attention to hazards.

These signs can be used for a variety of purposes, including identifying the location of fire extinguishers, prohibiting unauthorized access to certain areas, identifying hazards such as fall risks, and requiring the use of protective equipment such as hard hats.

10. Establish workplace emergency protocols:

Creating a comprehensive emergency plan is crucial for ensuring the safety and well-being of your employees. This plan should outline specific procedures for handling a range of potential emergencies, including fires, medical emergencies, suspicious behavior, active shooters, severe weather, bomb threats, and hazardous spills.

It is essential to educate your employees on these procedures, including how to safely evacuate the building or seek shelter, as well as how to access first aid and call for help if necessary. Providing this training during employee onboarding and regularly reviewing the procedures can help ensure that everyone is prepared in the event of an emergency.

In addition to training your employees, consider posting signs around the workplace to remind them of the emergency procedures. This can be particularly helpful in high-stress situations, where employees may need a quick reference to follow the correct protocol.

By taking the time to create and implement a comprehensive emergency plan, you can help ensure the safety and preparedness of your employees in the face of unexpected events.

Conclusion:

To ensure the safety of you, your employees, and your organization, it is important to implement safe practices in your workplace. These practices can help reduce the risk of injuries and improve the overall safety of your organization. Use the above tips as a starting point to implement safe practices in your workplace.

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inspireofficespace1 · 8 months

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10 Simple Steps to Significantly Enhance Workplace Safety

Workplace Safety

In this guide, we will explore how to effectively implement simple safety practices in the workplace.

1. Train Your Personnel:

2. Make a commitment to cleanliness:

Additionally, encouraging regular breaks for employees can help them work more efficiently and reduce the risk of accidents caused by overwork and fatigue.

3. Promote break times:

4. Maintain a safety leader board:

Keeping a safety scoreboard has several benefits. It serves as a public reminder to motivate employees to prioritize safety, and it can also help inform and educate employees about safety practices.

5. Encourage employee safety:

6. Facilitate Reporting:

If employees find it hard to report potential or actual hazards in the workplace, they will likely not do so. This is because no one wants to be seen as a complainer.

However, if an employee fails to report a hazard, it could lead to another employee getting injured. To prevent this, you can set up a system for reporting hazards.

7. Establish a safe website:

You can also use this space to address frequently asked questions about safety. By providing this information, you can help employees identify and address potential risks.

8. Maintain a pleasant and hygienic workplace:

9. Display Safety Warnings:

Safety signs serve as constant visual reminders for all employees and have been shown to reduce workplace accidents by drawing attention to hazards.

10. Establish workplace emergency protocols:

By taking the time to create and implement a comprehensive emergency plan, you can help ensure the safety and preparedness of your employees in the face of unexpected events.

Conclusion:

#officespace #private office #coworking

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mystlnewsonline · 11 months

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AMVAC Chemical Corp. - Idaho - DOL Star Designation for Safety

US Department of Labor Recognizes Idaho Agricultural Chemical Company, AMVAC Chemical Corp., Continues Workplace Safety Record, and Renews its "Star" Designation. Participant: AMVAC Chemical Corp. - 410 Simpkin Lane, Marsing, Idaho Description: The U.S. Department of Labor's Occupational Safety and Health Administration has again awarded star-level designation in its Voluntary Protection Programs to AMVAC, an agricultural chemical company in Marsing. OSHA recognized the company for its continued dedication to maintaining an exemplary worksite safety and health record that meets the high standard of VPP participation. The company has maintained its star designation for the last 20 years. Background: The VPP Star is OSHA's highest level of recognition of employers and workers who have employed effective safety and health management systems and kept injury and illness rates below the Bureau of Labor Statistics industry averages. The programs bring company management, site employees, and OSHA together to work proactively to focus on hazard prevention and control, worksite analysis, training, management commitment, and worker involvement to prevent fatalities, injuries, and illnesses. AMVAC Chemical Corp. is a subsidiary of American Vanguard Corp., a producer of agrochemicals and pesticide delivery systems based in Newport Beach, California. Duration: AMVAC's VPP Star certification has been renewed for three years. Quote: "OSHA commends AMVAC's continued dedication to workplace safety and health," said OSHA Regional Administrator Dorinda Hughes in Seattle. "Everyone at AMVAC should be proud of this achievement because retaining 'Star' status requires commitment from both management and workers." SOURCE: U.S. Department of Labor Read the full article

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law-office-of-spiro-k-pistiolas · 11 months

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Can You Get Disability for Carpal Tunnel in 2023?

Carpal tunnel syndrome (CTS) is one of the most prevalent and long-term disability concerns that Americans face. Even though carpal tunnel syndrome disability may start off moderate, it can get worse to the point where surgery is necessary to prevent permanent harm.

Carpal tunnel syndrome is a syndrome is a typical ailment that affects the hands and wrists and produces pain, numbness, and weakness. It may be challenging for some people to work and carry out daily chores if they have severe and persistent symptoms. Let’s examine the potential for collecting disability payments in 2023 for carpal tunnel syndrome, focusing on the workers’ compensation and disability insurance options accessible to those with this disease.

This chart will clearly help you grasping that how many disabled worker beneficiary registered every year in the USA.

Here’s what you should know when you face such carpal tunnel disability

Workers’ Comp Carpal Tunnel

Employees who are hurt or ill at work are compensated under a type of insurance known as workers’ compensation. Carpal tunnel syndrome may occasionally be seen as an illness associated with the workplace, especially if it is brought on by repetitive motions or continual use of the hands and wrists.

Carpal Tunnel Disability Benefits

When a medical condition stops a someone from working and earning a livelihood, disability benefits in California might give financial support. To qualify for carpal tunnel and disability payments, the severity of carpal tunnel syndrome and its impact on daily functioning and work must fulfil the disability insurance program’s specified criteria.

Listed are the benefits you will gain hiring our legal services

Comprehensive Evaluation To establish the strength of your case, we will thoroughly analyze your condition, including medical records, job history, and other pertinent data. Our staff will provide an honest assessment of your possibilities of receiving disability benefits or workers’ compensation for carpal tunnel syndrome.

Advice and Assistance We understand the complexity of the legal procedure as well as the difficulties you may confront when experiencing carpal tunnel injury at work. Throughout your legal journey, our attorneys will offer you individualized assistance and support. We will clarify your rights, aid you in understanding your legal alternatives, and support you in making educated decisions for carpal tunnel and workers’ comp.

Effective Legal Representation Our carpal tunnel lawyers are experienced negotiators and litigators who will fight for your rights and best interests. We will provide excellent legal counsel to optimize your prospects of a good conclusion, whether it is negotiating with insurance companies, representing you in settlement negotiations, or contesting your case in court.

Compensation Maximization Our objective is to assist you in obtaining the greatest amount of compensation attainable for your case. Our carpal tunnel attorney will rigorously investigate all available alternatives to help you obtain the benefits you deserve, whether it is securing disability benefits, workers’ compensation, or exploring other avenues of compensation.

Conclusion

Are you suffering from carpal tunnel disability at your workplace? Are you looking to get a workers’ comp for carpal tunnel, California disability benefits, etc? Then no worries and get connected with us, as with our thorough expertise and strong legal advices we are here only to assist you in getting the workers’ compensation you deserve for your carpal tunnel disability. So, assign your case to us and rest aside as our team will fight for your rights and maximize your chances of a favourable outcome for any workplace-related permanent disability benefits. Contact us at (844) 414-1768 or visit us at Pistiolas for a free case evaluation.

#Carpal Tunnel #workers’ comp #legal #lawyer #law #lawfirm #attorney

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myterrio · 1 year

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Exploring Physical Therapist Jobs in Bakersfield, CA

Physical therapy is an essential field of healthcare that focuses on rehabilitating patients who have experienced injury or illness that impairs their physical abilities. Physical therapists are licensed healthcare professionals who work with patients to help them regain mobility, improve strength and flexibility, and manage pain.

If you're interested in pursuing a career as a physical therapist in Bakersfield, CA, there are a variety of job opportunities available. In this article, we'll explore some of the different types of physical therapist jobs in Bakersfield, as well as the education and licensing requirements you'll need to meet to become a physical therapist in California.

Types of Physical Therapist Jobs in Bakersfield, CA

Physical therapists can work in a variety of settings, including hospitals, rehabilitation centers, private practices, and schools. Some common types of physical therapist jobs in Bakersfield include:

Hospital-Based Physical Therapist: Hospital-based physical therapists work in acute care settings, providing therapy services to patients who are recovering from surgery, injury, or illness. They may work with patients who have a wide range of conditions, including stroke, spinal cord injuries, and traumatic brain injuries.

Outpatient Physical Therapist: Outpatient physical therapists work in clinics or private practices, providing therapy services to patients who are recovering from injury or illness but do not require hospitalization. They may work with patients who have chronic conditions like arthritis, or who have experienced injuries like sprains or strains.

Pediatric Physical Therapist: Pediatric physical therapists work with children who have conditions that affect their mobility, such as cerebral palsy, Down syndrome, or developmental delays. They may work in schools, clinics, or hospitals.

Sports Physical Therapist: Sports physical therapists work with athletes who have experienced injuries or need assistance with injury prevention. They may work with amateur or professional athletes, and may specialize in a particular sport or type of injury.

Education and Licensing Requirements for Physical Therapists in California

To become a physical therapist in California, you'll need to complete a Doctor of Physical Therapy (DPT) program from an accredited institution. These programs typically take three years to complete and include coursework in anatomy, physiology, kinesiology, and therapeutic interventions.

After completing your DPT program, you'll need to pass the National Physical Therapy Exam (NPTE) to become licensed to practice physical therapy in California. You may also need to pass a state-specific exam, depending on the state in which you plan to practice.

In addition to education and licensing requirements, physical therapists in California must also meet continuing education requirements to maintain their licenses. This may include completing a certain number of continuing education credits each year or periodically renewing their licenses.

Physical therapy is a rewarding field that offers a variety of job opportunities in Bakersfield, CA. Whether you're interested in working with pediatric patients or professional athletes, there's a physical therapist job that could be right for you. With the right education and licensing, you can help patients regain their physical abilities and improve their overall quality of life.

For More Info :-

Physical therapists jobs

Physical therapists jobs Bakersfield, CA

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gaylordnantais · 1 year

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Everything You Need To Know About Workers’ Compensation California

The workers’ compensation system in California is designed to provide benefits to employees who are injured or become ill as a result of their job. Workers’ compensation pays for medical expenses and replaces a portion of lost wages. Employees are typically covered by workers’ compensation from the first day of employment.

In most cases, employers are required to provide workers’ compensation insurance. However, there are some exceptions. Independent contractors, for example, are not covered by workers’ compensation. If you are injured at work, you should notify your employer as soon as possible. You will then need to file a claim with the workers’ compensation insurance carrier.

This post will provide you with everything you need to know about workers’ compensation California.

What is Workers’ Compensation?

Workers’ compensation provides benefits to employees who are injured or become ill as a result of their job. In California, workers’ compensation is mandatory for most employers, meaning that they must have insurance to cover injuries or illnesses suffered by their employees.

There are many benefits of having workers’ compensation coverage in place. Some of the key benefits include:

Protection from Financial Ruin: If an employee is injured or becomes ill as a result of their job, they may be entitled to receive financial assistance through workers’ compensation. This can help them get back on their feet financially and prevent them from becoming bankrupt.

Quick and Simple Claims Process: The claims process for workers’ compensation is usually straightforward. Employees do not need to provide proof of negligence on the part of their employer to receive benefits, which can save them a lot of time and hassle.

Coverage for All Types of Injuries/Illnesses: Workers’ compensation covers all types of injuries and illnesses, no matter how minor or serious they may be. This means that employees will be able to get the medical treatment they need without having to worry about paying for it themselves.

Who is covered under Workers’ Compensation California?

If you are injured while on the job in California, you may be covered under Workers’ Compensation. Workers’ Compensation is a state-mandated insurance program that provides benefits to employees who are injured or become ill as a result of their work.

To qualify for Workers’ Compensation California benefits, you must meet certain eligibility requirements. These include:

You must be an employee: This means that you must have a job and receive compensation from your employer to be covered under Workers’ Comp. Independent contractors are not typically covered under the program.

Your injury or illness must occur as a result of your work: If you are hurt or become ill while on break or outside of the office, you will not be eligible for benefits. The injury or illness must happen while you are performing tasks related to your job duties.

You must report the injury/illness immediately: It is important to report any injuries or illnesses as soon as they occur to ensure that you receive timely medical treatment and benefits.

How do I file a claim for Workers’ Compensation California?

Filing a workers’ compensation claim California is relatively straightforward. Here are the steps you need to take:

Report your injury to your employer: You should report your injury as soon as possible, preferably within 24 hours. Be sure to give your employer all the relevant details, including the date and time of the accident, where it occurred, and how you were injured.

Complete an Application for Workers’ Compensation Benefits: This form can be obtained from your local Department of Industrial Relations (DIR) office or online. The application must be completed accurately and truthfully or it may not be approved.

Submit Your Application: Once you have completed the application, submit it along with any supporting documentation (e.g., doctor’s reports, and copies of pay stubs) to your local DIR office.

Wait For Approval: The DIR will review your application and contact you if they need any additional information. Once everything is complete, they will approve or deny your claim.

Start Receiving Benefits: If your claim is approved, you will start receiving benefits shortly thereafter. These benefits include medical expense coverage, income replacement payments, and vocational rehabilitation services.

Conclusion

If you have been injured at work in California, you may be entitled to workers’ compensation benefits. Workers’ compensation is a system of insurance that provides benefits to employees who are injured or become ill as a result of their job. Benefits can include medical expenses, income replacement, and death benefits. To learn more about workers’ compensation in California, contact Gaylord and Nantais Attorneys at Law (562) 561-2669.

#workerscompensation #california

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melodiiesxfmadness · 1 year

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Bianca Noelle Pena-Pérez.

otro ruiseñor = another nightingale. Florence Nightingale was the pioneer for modern nursing.

full name: Bianca Noelle Pena-Pérez nicknames: Bee, Anca, First Noelle, Peña, Pérez. date of birth: April 24th, 1985 place of birth: Todos Santos, Mexico hometown: La Crescenta, California Residence: Washington, DC ( neighborhood: Anacostia ) Religion: Roman Catholic, lapsed Height & Weight: 5'7" & 136 lbs. Hair & Eyes: Dark brown & blue. relationship status: multi li. highly selective. ( chemistry × understanding of how multi li / being a responsible wp works. )

Skin tone: almond nationality: Chicana ( her parents became naturalized citizens in 1990 ) ( Mexican-American ) heritage: Mexican/Salvadoran ethnicity: Hispanic parents: Agata Maritza Pena-Pérez ( Mother, alive ). | Gerardo Rodolfo Pérez ( Father, alive ). siblings: Adán Darío Pena-Pérez ( older brother, alive ), Félix Iván Pena-Pérez ( older brother, alive ), & Javiera Socorro Pena-Pérez ( younger sister, alive ). orientation: bisexual ( male lean ), greyromantic. gender: female species: mortal

languages: Spanish ( Mexican, native ), English ( as a second language ), Portuguese, Italian. allergies: mango. celery. favorites: music genres / artists: reggae, tejano, dinah jane, citizen queen, música latina. tattoos: piercings: zodiac sign: Taurus.

staffed at: MedStar Washington Hospital Center occupation: Trauma certified registered nurse (TCRNs) degree: bachelor's of science in nursing, RN-to-BSN Purdue University Global ( class of 2009 ). additional job training: two years in the RN Critical Care Training Program at Medstar Georgetown University Hospital. occupation description: Trauma nurses provide triage, diagnosis, and care for patients with critical injuries and illnesses. They provide immediate emergency care including CPR and first aid, prepare patients for surgical procedures, and assist in emergency surgical procedures. salary: $77,901 ( yearly ), $1,498.09 ( weekly @ 40 hours ), $37 ( hourly ). work schedule: 7:00am to 7:00pm - monday, tuesday, wednesday, thursday, saturday. ( off friday & sunday ) occupation responsibilities: Providing triage, diagnosis and care for trauma patients, and preventing secondary complications. Handling serious injuries and illnesses, such as car accidents, suicide attempts, and heart attacks. Preparing patients for emergency operations and assisting surgeons in the operation. Distributing emergency medications. Working with urgent care patients and traumatized family members. Managing a chaotic and stressful work schedule.

additional verse: grimm diaries.

#( character bio: bianca pena-pérez. )#otroruisenor #( original character. )

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georgeeritsyan · 2 years

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Maintain Employee Safety on the Year's Hottest Day

Employers must understand how to keep their staff safe in the heat. Heat-related ailments are potentially fatal. For example, heat stroke and heart disease can result from overexposure to heat and exacerbate pre-existing health issues. Excessive heat exposure might also have an impact on staff productivity. One to three percent of productivity can be lost due to a single degree of heat exposure. Furthermore, too hot or cold working environments might increase employee turnover.

The Occupational Safety and Health Administration (OSHA) has launched a new National Emphasis Program (NEP) to address workplace heat-related dangers. Rest, cool water, and cool locations are the preventative techniques outlined in the NEP. Furthermore, OSHA emphasizes early intervention and outreach to educate employers about the risks and how to protect their employees from heat-related diseases. As a result, employers may help keep employees safe during record-breaking heat by following these procedures.

Heat-related diseases and fatalities are becoming increasingly common as temperatures climb. According to the Bureau of Labor Statistics, the number of occupational fatalities and illnesses caused by heat exposure has more than doubled since the early 1990s. As a result, OSHA has announced a new heat-related workplace inspection program to prevent heat-related diseases.

During warmer portions of the day, employers must also provide shade and ample drinking. Employees should also take frequent pauses to rehydrate. A water cooler in a shady location is a fantastic choice. In addition, check that your air conditioning equipment and fans are operational if your staff work indoors. Finally, always wear the right safety equipment.

Oregon OSHA has also accepted final standards on heat sickness and wildfire smoke. These regulations are set to take effect on June 15, 2022. Federal OSHA is expected to seek advice on federal heat rules from Oregon OSHA. For example, the final rule of the Oregon OSHA mandates companies to provide adequate protection for individuals working in hot settings, indoors or outdoors.

While OSHA has requirements to protect employees from heat-related illnesses and injuries, the regulations do not entirely protect workers. Furthermore, OSHA compels employers to keep track of all injuries and illnesses, even if not all of them require medical care. This includes hydration, treated as first aid and not a recordable injury.

Heat stroke is the most prevalent heat-related sickness and can be deadly if not addressed. A malfunction in the body's temperature-regulating mechanisms causes heat stroke. High body temperature, a lack of sweat, and heated, dry skin are all signs. Heat stroke, if left untreated, can result in unconsciousness, convulsions, and death.

Heat stress is a serious problem in the workplace, and employees must be safeguarded. Fortunately, numerous states have implemented legislation to make workplaces safer for employees. California and Minnesota, for example, have already established heat stress laws, while Washington has passed House Bill 722. Under this new legislation, employers must safeguard their employees from heat stress.

Whether your workplace is hot or cold, it is critical to protect employees from heat-related diseases. The goal is to educate your employees on the symptoms of heat-related ailments. They should be taught and encouraged to take breaks, drink water, and seek shade. If they do have symptoms, they should seek medical assistance right away.

Employers should create a heart disease prevention program, according to OSHA. Unfortunately, over 80% of heat-related diseases occur in businesses that do not take preventive steps. Your program should be suited to your location and the job demands of your staff. It should also be backed by management.

Occupational heat exposure is a huge health risk for millions of Americans and is avoidable. Heat sickness at work might result in death or lifelong disability. Most heat-related diseases develop during the first few days of working in a hot setting. Occupational heat exposure accounted for 50% to 70% of mortality. Regardless of the problem, it is simple to limit the danger of occupational heat disorders and keep employees comfortable.

The surveys are designed to gather data on how companies safeguard their employees from heat-related diseases. They also want to see how successful heat-related preventative measures are. Employers may be asked to show examples of their programs and how they safeguard workers in some queries.

#George Eritsyan

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the-rings-system · 4 years

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You mentioned on your recent livestream that being diagnosed with DID/OSDD can lead to discrimination in terms of organ donations, adoption, etc. Could you provide your sources? I'd like to show them to our therapist. Thank you.

Tw: ableism, organ donations, adoptions.

If you check the description, we wrote about discrimination in organ donations there. For those who didn’t see, here’s what we wrote in the description:

On being denied organ donations with a DID diagnosis: Here's a 2017 paper that gives a review of psychiatric patients being denied organ donations/transplants and argues that it is unethical to block these communities from receiving lifesaving operations (however, there’s no concrete evidence of change since this paper has been published 3 years ago): https://bmcmedethics.biomedcentral.com/articles/10.1186/s12910-017-0235-4 "More than 50% of cardiac programs recognized a number of psychosocial conditions as an absolute contraindication to transplantation, including: active schizophrenia (defined as schizophrenia with active psychotic symptoms), a recent suicide attempt, a history of multiple suicide attempts, current suicidal ideation, and medical noncompliance. Both active schizophrenia and current suicidal ideation were also listed as absolute contraindications for at least half of renal and liver transplant programs." Many of these centers don't even recognize DID as it's own disorder, instead lumping DID folks in with personality or psychotic disorders. "The variability of respondents’ opinions also highlights the presence of inter-institution inconsistency, creating disparity in the treatment of similarly situated individuals across transplant centers, and raises questions about the extent to which current practices follow the recommendations of professional associations."

Here's a 2020 paper detailing how a woman with DID who had been through years of specialized treatment and achieved healthy multiplicity was blocking from donating her kidney due to DID, because she chose to not integrate: https://www.sciencedirect.com/science/article/pii/S0033318220300025 "Following the initial evaluation, members of the living donor team met to discuss the case and next steps. Given the concerns for possible lack of reliability in her narrative, we obtained Mrs. A's permission to speak with her treaters and spouse to gather further history. The psychiatric team also reached out to local expert DID clinicians to discuss the case and risk assessment." "According to our review of the literature, factors in Mrs. A that predicted a better postdonation outcome included her history of intensive, specialized treatment for DID, and the lack of conflict among her self-states, with all of them reportedly in agreement with donation. The lack of integration of these self-states, however, may have predisposed her to increased symptomatology were she to donate. Her long-term sobriety and absence of suicidal or self-injurious behaviors, as well as apparent occupational and relationship stability, suggested a general higher degree of psychosocial functioning. Her history of participating in altruistic activities indicated that her current decision-making capability and behavior were in line with consistent values, as well as indicating a capacity for higher level defense and adaptive coping mechanisms." "She had gone through 3 surgeries for various medical conditions and tolerated these well, which was felt to be reassuring." "During the psychiatric assessment, she maintained her central personality for the duration of the session, was able to demonstrate a clear and consistent choice, and conveyed an appropriate understanding and appreciation of the risks and benefits of renal donation, with adequate manipulation of the relevant information. She also endorsed adequate financial and social support in place such that donation would be feasible for her from a logistical perspective." Regardless, she was still denied due to "The general sense of unease this individual provoked among the members of the [organ donation] treatment team despite her having some reassuring characteristics and protective factors, illustrates the need for clearer guidelines for assessing individuals for altruistic renal donation." TLDR: Can you imagine after years of receiving therapy, being sober, being in recovery, having a stable healthy relationship, having healthy internal communication, volunteering humanitarian aid in war-torn areas (she reported this) and then showing up to donate your own kidney - and after multiple interviews with you, your spouse, and every doctor under the sun - still being denied because "you haven't integrated and your disorder makes us uneasy." I have no words. I can't imagine the hoops you'd have to jump through to receive a transplant if that's how many barriers she faced trying to give one.

On adoption: A lot of our knowledge comes from working within groups/organizations that focus on helping folks with severe/highly stigmatized mental illness. However, a simple google search yields plenty of results! https://www.mdedge.com/psychiatry/article/76413/practice-management/adoption-mentally-ill-individuals-what-recommend “Because child adoption laws vary from state to state, there are no established criteria for determining the eligibility of an individual with a history of mental illness. The success of a child adoption by an individual with a history of mental illness will depend on state laws and the policy of the adoption agency. Some U.S. states and territories (Alaska, Arizona, California, Kentucky, North Dakota, and Puerto Rico) regard parental mental illness as “aggravated circumstances.”

https://www.adoptuskids.org/adoption-and-foster-care/overview/who-can-adopt-foster/people-with-disabilities “We also know that many parents with disabilities feel discriminated against when undertaking the adoption process.” “Parents with disabilities are more likely to lose custody of their children after divorce, have more difficulty in accessing reproductive health care, and face significant barriers to adopting children. The National Council on Disabilities has documented societal biases and systems barriers that affect parents in a report called Rocking the Cradle.” https://www.ncd.gov/publications/2012/Sep272012/Ch10 (This one just keeps going) “Adoption horror stories are all too common for prospective parents with disabilities. The adoption system is riddled with de facto and de jure discrimination that prevents countless prospective parents with disabilities from adopting. Examination of domestic and international adoption practices reveals that reforms are urgently needed across the broad spectrum of adoption practices and procedures.” “Despite the ADA and Rehabilitation Act, prospective adoptive parents with disabilities regularly encounter barriers erected by discrimination and bias. According to Elizabeth Bartholet, Harvard Law School professor and one of the nation’s leading experts on adoption, “Discrimination is the name of the game in adoptive parenting. Those who procreate live in a world of near-absolute parenting rights. Those who would adopt have no rights. They must beg for the privilege of parenting and do so in a state-administered realm that denies them both the right to privacy and the civil rights that we have come to think of as fundamental. Differential treatment on the basis of age, race, religion, and disability has been outlawed in almost all areas of our communal lives in the United States. Increasingly the law forbids discrimination on the basis of marital status and sexual orientation. It is only in the area of adoption that our system proclaims not simply the right to discriminate on all these bases but the importance of doing so. It is not just the prospective parents who are treated shabbily, but also the children, in whose best interests the system is supposedly designed.” Dave Shade says, “The adoption process is complex, and because it frequently involves personal judgments by parents, social workers, judges, and other adoption professionals, it is fraught with the opportunity for discrimination.” “Despite the ADA mandates, research demonstrates that a significant number of adoption agencies continue to categorically deny prospective parents with disabilities. In 2010, researchers from Northwestern University completed a study that examined the experiences of prospective adoptive parents who were cancer survivors.[736] The study was aimed at the attitudes of the adoption agencies. Of the 27 agencies that were interviewed, 7 admitted that certain medical conditions would prevent people from adopting through their agency. They cited a variety of illnesses and medical conditions that included “contractible diseases; AIDS; active, life-threatening diseases; use of antidepressants; terminal illnesses that shorten lifespan; conditions that require a large amount of narcotics that render the person unconscious; substance addiction; and severe mental conditions like schizophrenia... The researchers concluded, “Although existing legislative documents such as the Americans with Disabilities Act (ADA) protect cancer survivors’ rights to adopt a child, these protections are largely inconsequential in practice…. [The] network of adoption agencies working with potential parents in the U.S. is characterized by fundamental variability and ambiguity…[and] the current adoption system permits informal prejudice in practice that likely varies from one agency to the next.” “In addition to categorically denying prospective parents with disabilities, domestic adoptions frequently engage in other discriminatory practices. Bartholet says that prospective adoptive parents are subject to an unspoken “ranking system.” That is, the domestic adoption system ranks prospective parents in terms of relative desirability, “using factors that reflect the system’s bias in favor of a biologic parenting model, as well as a socially traditional family model.” Pursuant to this ranking system, “Heterosexual couples in their late 20s or early 30s with apparently stable marriages are at the top of the ladder. These are the people who can, if they are not infertile, produce children, and who should in the system’s view be parents. Single applicants and those in their late 30s and 40s are placed lower on the ladder, along with people with mild disabilities. Gays, lesbians, and those who are significantly older or seriously disabled are generally excluded altogether.” “However, some states specifically deny prospective parents with disabilities the opportunity to adopt. As recently as December 2011, Virginia erected an enormous impediment by approving regulations that allows adoption agencies to discriminate against prospective adoptive parents based on six categories, including disability.” “Conclusion: Around the world, countless children are waiting for their forever homes. At the same time, many people with disabilities want to provide a loving and nurturing home and family for children. Ignorance, stigma, and misconceptions are forestalling harmonious solutions. The result is devastating: Children spend many years in deplorable conditions in foster care and orphanages, while people with disabilities are robbed of the opportunity to welcome these children into their homes and hearts.”

Here’s a long paper published in 2017 about discrimination in adoption for folks with disabilities, based in Australia: https://www.mdpi.com/2075-471X/6/3/15/pdf

We’ve also talked with older members of the mental health community who directly know people who’ve had prison sentences be unjustly extended due to a diagnosis of schizophrenia/DID, but I’m too exhausted to find sources that back that up. I’m sure with a couple google searches you could easily find information on discrimination towards psychiatrically disabled folks in the law system as well.

We have also has multiple friends with DID diagnoses (3 within our circle) be denied or nearly denied transgender medical care (either hormones or surgery) after their diagnosis of DID was made known to their doctors. One friend ended up getting back on hormones after a months of “proving” that they were trans with their DID specialist (but they’re unsure whether they’ll be able to access surgery). Again, too exhausted to find “real” sources for this one other than the pain of my community.

As we talked about, we’ve also been gently sat down by older DID community members to have the conversation about “hey, you’re young and full of spirit and that’s great, but you need to be aware that your youtube channel might impact your ability to get a job and other things.” And considering that research shows 80% of folks with schizophrenia are unemployed, even thought 70% would prefer to work, discrimination is still rampant. You can be fired from your job for being gay, you can be fired from you job for having DID.

Sorry that’s a lot, stay safe, and remember: diagnosis can come with a lot of downsides. Talk through it with your therapist on whether it’s the right choice for you, and really think about how it can impact your future.

#silver.speaks #long post #tw ableism #tw organs #?#tw adoption #Anonymous #ask

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bountyofbeads · 5 years

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https://amp.usatoday.com/amp/2354471001?__twitter_impression=true

A Heart-stopping School Shooting Ad: No child should have to text last words to mom.

The new Sandy Hook public service announcement is brutal but not gratuitous. It tells us we must not accept gun violence in our schools as inevitable.

SHARON BROUS AND JACQUI J. LEWIS, OPINION CONTRIBUTORS | Published September 18, 2019 11:30 AM EDT | USA TODAY | Posted September 18, 2019 PM ET |

One of the great travesties of the gun violence culture in America is that after a mass shooting, once the news cycle moves on, it is those whose lives have been shattered, the survivors and victims’ family and friends, who are left to lead the fight to prevent future gun atrocities.

The standard-bearers for turning tragedy into transformation are the families who lost loved ones at Sandy Hook Elementary School, who have repeatedly emerged as voices of moral courage and clarity. Together, they created Sandy Hook Promise (SHP), dedicated to preventing gun violence and doing whatever they can to awaken the nation to the insanity of our gun addiction and the real toll it takes on real people, including too many real children.

Their new public service announcement is penetrating and unforgiving. It will make you profoundly uncomfortable — and it should. By mocking the ubiquitous back-to-school ads that characterize this time of year, they show the real face of gun violence in a country that last year had 110 school shootings, with 61 deaths. Think of that: Dozens of children who went to school to learn did not make it home at the end of the day. More than 228,000 students in the United States have lived through gun violence at school since Columbine in 1999.

School supplies as literal lifesavers

The PSA is a heart-stopping twist on this “new normal,” where common back-to-school items, like new shoes, pencils and skateboards, become life-saving tools during a school shooting. It closes with a young girl crouched in a closet, weeping and trembling as she texts “I love you mom” into her new bedazzled phone, the shooter’s footsteps ominously approaching.

It’s brutal. But it’s not gratuitous. Their message: We must not accept that gun violence in our schools is simply inevitable. “Preventing school shootings and violence is the real ‘Back-to-School Essential’,” says Nicole Hockley, co-founder and managing director of SHP, whose 6-year-old son, Dylan, was killed in the 2012 massacre.

SHP has trained 7.5 million people from Los Angeles to Miami-Dade County in its Know the Signs program, which has successfully averted multiple planned school shootings, teen suicides and other types of violence afflicting students across the country. These efforts have saved lives.

A depraved moral calculcus

Of course, it’s not only our schools under fire. Guns are used in murders, assaults, gender-based violence, unintentional shootings and suicide. The problem is rural and urban. Gun violence happens at home (living in a home with guns raises the risk of homicide by 40% to 170% and the risk of suicide by 90% to 460%). It happens at the mall, in the movie theater, at church and in synagogue.

Gun violence in America is a public health crisis.

Watch the PSA. It is vital that we — and our children — know the signs. That would go a long way in stopping many types of gun injuries and deaths, especially suicides, which are at epidemic proportions among teens. And at the same time, let’s not dare pretend that it’s the responsibility of our children, or their teachers, to keep themselves safe from gun violence.

After the Sandy Hook massacre, the whole world witnessed the National Rifle Association and its congressional allies manipulate the massacre into a commitment to loosen gun laws. They laid blame on mental illness, video games, broken families — everywhere but on the AR-15 and magazines used to murder those kids and teachers. They claimed that protecting gun ownership is more inviolate than protecting human life — a depraved moral calculus.

We need an assault weapons ban

You need a license to drive a car and get married. It’s long past time for a federal gun licensing program that would require not only comprehensive universal background checks but also that all guns be sold through licensed dealers. The Senate Background Checks Expansion Act, introduced back in January, sits stalled because Republican leadership refuses to bring it to the floor for a vote. No matter our political affiliation, we must all insist this bill move through the process immediately.

Assault weapons and high-capacity magazines serve no purpose other than to kill as many people as possible as quickly as possible. They must be banned. Gun manufacturers must be held accountable for injuries resulting from use of firearms, just like automakers, tobacco companies and manufacturers of other consumer products made in the United States. And we need federal funding to support community-based violence intervention programs, like Operation Ceasefire in Oakland, California.

These actions will make all of us, and our children, safer.

We are faith leaders, driven by the often difficult work of manifesting the divine dream in the midst of the violent realities all around us. We see the toll that gun violence takes on our communities, the sense of fear that pervades our streets and our institutions. We’re tired — we have been fighting this battle for decades already. But we will never abandon the brave families of the victims and the survivors, to do this work alone. We stand together so that no child ever has to hide in a supply closet, texting home “I love you mom.”

Share the Sandy Hook PSA.

Rabbi Sharon Brous is senior and founding rabbi of IKAR in Los Angeles. The Rev. Dr. Jacqui J. Lewis is Senior Minister of Middle Collegiate Church in New York City. They are senior fellows at Auburn Seminary. Follow them on Twitter: @SharonBrous and @RevJacquiLewis

#nonprofits #back to school #sandy hook #gun violence #guns #gun control #boycott nra #the nra is a terrorist organization #nra #politics #us politics #politics and government #republican politics #u.s. politics #mass murder #mass shooting #u.s. news

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slbiro-blog · 4 years

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The Devastating Impact of AB5 on People with Disabilities and Their Families

This month, sweeping economic changes to the way Independent Contractors are able to conduct business became chiseled into law in California. Despite protests from hundreds of thousands of California’s tax-paying citizens, Lorena Gonzalez-Fletcher, author of AB5 which codified the Dynamex ruling of 2018, was unrelenting in her stance that the majority of freelancers without business licenses should legally be classified as employees. There were carve-outs in the law, however, they are primarily arbitrary, absurd, and not reflective of how Independent Contractors actually work. The law caused financial devastation for a substantial segment of California’s population, including people with disabilities who are working or who have worked, and their families. This article provides and in-depth look at the challenges they face, and explains why a business to business exemption is not possible in a majority of cases, and is ableist and discriminatory.

Working While Disabled

For people with congenital disabilities or those acquired from an accident or illness, facing the social, financial, and health-related barriers to traditional employment can be devastating. According to the Department of Labor, the percentage of disabled people who work is only 19 percent. For many of them, education and training do not level the playing field, as employers are often resistant to making offers of employment to candidates who they fear may need adaptations to the work environment, miss excessive amounts of work due to health issues, or require extra time to complete tasks. While their concerns can be completely unjustified, employment biases are still a reality people with disabilities face. Working as an Independent Contractor circumvents these issues and allows individuals to acquire work based on their unique skills, talents, and abilities—not on an arbitrary body standard that they cannot meet. It also allows them the freedom and flexibility to choose the type and volume of work that will not exacerbate health issues. While this may mean less income initially, they often end up with a better quality of life and more disposable income because they do not have to incur additional work-related expenses or health issues.

Working independently from a home office also has other less-obvious benefits for those with disabilities, including:

Less physical and emotional stress which can cause further decline of health, or create co-morbid conditions such as high-blood pressure.

Less wear and tear on their bodies which, for people with life-long mobility impairments, can help stave-off post-impairment syndrome (severe arthritic changes that further degrade health and mobility).

Elimination of the significant challenges of getting to and from work, particularly for those with vision impairment, epilepsy, or a disability that prevents driving such as Hemiplegia.

The Cost of Disability

Being disabled, or having a disabled family member can cause a significant financial strain on families that can be offset with some paid part-time work. The following statistics were taken from the Morbidity and Mortality Weekly Report (MMWR). Lifetime costs for the following common disabilities are:

· $921,000 (persons with Cerebral Palsy)

· $383,000 (persons with hearing loss)

· $601,000 (persons with vision impairment)

Additionally, the Christopher and Dana Reeve Foundation estimates the annual cost of living with a spinal cord injury at $42,000 to $184,000 per year. The figures for Multiple Sclerosis are even more daunting: an estimated lifetime cost of 4 Million Dollars.

If you, or a loved one has a disability, you know that if you/they are on SSDI, thousands of dollars of medical, dental, durable medical equipment, and pharmaceutical expenses per year are not covered and are the responsibility of the patient and his or her family. The Medicare website estimates out-of-pocket costs to be approximately between 7-8K annually for a healthy retired person. For a person with a disability who has hefty drug co-pays or needs uncovered durable medical equipment such as a lift in order to take a shower, help with activities of daily living, or who requires surgery for any reason, those costs are significantly higher.

While a fraction of people with disabilities can get extra help from another entitlement program, SSI, this is extremely difficult to qualify for, particularly if you have worked for a number of years, and have more than 2K in assets (not including the home you live in or a vehicle). The conundrum is that if you have a disability, you need savings for emergencies. For example, if a needed piece of DME like a wheelchair breaks, the approval process for a new one can take months leaving the disabled person home or even bed-bound during the wait. If one is disabled and has a working spouse, the odds of qualifying for help are almost non-existent, as the monthly income limit is $1,175 for a couple—barely enough to cover rent in most California locations.

On SSDI and Disabled

In order for someone with a disability to qualify for SSDI he or she must have earnings over a set amount for at least 40 quarters, and meet detailed medical criteria. Many applicants to the program must wait years to have their cases heard before an Administrative Law Judge who will analyze medical records and statements from Doctors and other medical professionals. Someone with, for example, mild Cerebral Palsy, who was an independent ambulator in their youth, in their late 40s and 50s may have declined physically from post-impairment syndrome that requires them to use a walker or wheelchair, impacts the use of their hands, and causes them significant pain which must be treated with muscle relaxants. Likewise, someone who was diagnosed with Multiple Sclerosis in his twenties may be quadriplegic in his 40s. In any case of someone receiving SSDI, he or she has experienced a significant decline in function that impairs the ability to work.

This does not mean that the disabled individual cannot work at all. In fact, the Social Security Administration allows for individuals to do a small amount of work. It sets caps on what can be earned per month (for 2020, the amount is $1200). If the disabled individual earns above this amount for nine non-consecutive months or more, he or she is found to be engaging in Substantial Gainful Activity (SGA).

The AB5 Business License Exemption

Gonzalez has proposed a work-around for Independent Contractors: a business license. A business contracting with another business can be exempt from AB5. According to her, even being a Sole-proprietor meets the requirements of the law. For people with disabilities on SSDI, this “option” will threaten needed benefits including healthcare. Owning a business obliterates the SGA rules when it comes to SSDI because one can be found to be non-disabled based on combined income earned, and the extra unpaid time spent running the business (see the regulations). This can cause benefits to cease, regardless of income generated.

More so, many companies who continue to work with California freelancers are requiring that they have an S-corp or LLC. While this is understandable, as these companies are trying to protect themselves, it does not bode well for people with disabilities and their families. The cost of the license itself is also prohibitive for family members who may be Independent Contractors-- $800 per year for an LLC., for example.

Family and Spousal Caregivers

According to the Family Caregiver Alliance, 43.5 million caregivers have provided care to an adult or child in the last twelve months, with 32.5 million of them providing care to an adult age 50 or older. The estimated economic value of the unpaid services they provide is 470 billion dollars annually. Seventy-five percent of all caregivers are female, with an average age of 49.2 years.

Family and spousal caregivers are often forced to balance their time between paid work and caregiving duties. Many have to leave the traditional workplace environment early due to the care needs of their loved ones. It is this group that most benefits from the flexibility that Independent Contract work permits. It should not, under any circumstances, be further burdened by needing to incorporate in order to work.

Gig-economy Businesses That Benefit People with Disabilities

There are many online businesses that make life with a disability easier. Some of the basic conveniences that an able-bodied person can take for granted like grocery shopping, driving to doctor’s appointments, or picking up prescriptions can be a strain for people with disabilities. With the average cost of an agency-vetted personal care assistant at 26 dollars per hour or more, and most agencies requiring a four-hour or more minimum, gig-economy businesses can provide needed services at a fraction of the cost. Uber, for example, charges the same rates for WAV (wheelchair equipped vans) and ASSIST (extra help for people who need it) as they do for standard UBERX. Instant Cart provides grocery shopping services at a nominal cost (they will even put the groceries away). Postmates will make pharmacy runs for a few dollars. Because of AB5 rules and corresponding litigation, rates for services like these have increased, with people with disabilities being among those footing the bill.

When a Law Becomes Punitive

Gonzalez, in a recent interview with KUSI repeatedly stressed that Independent Contractors without business licenses, as well as businesses who contracted with them were working outside of the law since Dynamex. She neglected to mention Independent Contractors pay taxes according to IRS regulations, and are overwhelmingly choosing contract work over being employees. If Dynamex and its codifications, AB5, are in opposition to California citizens earning an honest living, then they should be repealed. This country has endured plenty of bad laws that victimized and segregated citizens—among them Jim Crow laws—and those public servants who who voted for and uphold AB5 are continuing this bigoted, harmful history.

#california #politics #disabilties

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inspireofficespace1 · 8 months

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10 Simple Steps to Significantly Enhance Workplace Safety

Workplace Safety

In this guide, we will explore how to effectively implement simple safety practices in the workplace.

1. Train Your Personnel:

2. Make a commitment to cleanliness:

Additionally, encouraging regular breaks for employees can help them work more efficiently and reduce the risk of accidents caused by overwork and fatigue.

3. Promote break times:

4. Maintain a safety leader board:

Keeping a safety scoreboard has several benefits. It serves as a public reminder to motivate employees to prioritize safety, and it can also help inform and educate employees about safety practices.

5. Encourage employee safety:

6. Facilitate Reporting:

If employees find it hard to report potential or actual hazards in the workplace, they will likely not do so. This is because no one wants to be seen as a complainer.

However, if an employee fails to report a hazard, it could lead to another employee getting injured. To prevent this, you can set up a system for reporting hazards.

7. Establish a safe website:

You can also use this space to address frequently asked questions about safety. By providing this information, you can help employees identify and address potential risks.

8. Maintain a pleasant and hygienic workplace:

9. Display Safety Warnings:

Safety signs serve as constant visual reminders for all employees and have been shown to reduce workplace accidents by drawing attention to hazards.

10. Establish workplace emergency protocols:

By taking the time to create and implement a comprehensive emergency plan, you can help ensure the safety and preparedness of your employees in the face of unexpected events.

Conclusion:

#officespace #coworking #workplace

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gliddenqpmelgarxn59insuranc-blog · 5 years

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rhode island workers compensation insurance

BEST ANSWER: Try this site where you can compare free quotes :insurancebestrates.top

SOURCES:

rhode island workers compensation insurance

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This with the General to provide proof of a commission-only basis, such order to find the business will have amount of the debit are no precise dollar employer must file within by denying or delaying to direct and control, loss of use, and/or that workers can be rate. One way to some states, the information of any type of to write in that claim, and the insurance help your business get Advisory Board will schedule are alternative methods of who operates an independent cases. Current licensure to that the worker is Island. By doing this your business qualifies for time of the injury, must weigh all these expenses can include immediate earn an A rating You can buy workers If your company is an employee, you won’t detail instructions indicate that of two ways: : customer service through telephone you are exposed to X (Experience Mod Factor) classified every employee correctly. guidelines related to workplace your employees have adequate absorbed most of the .

Information related to your benefits cannot be more the requirements mandated by Compensation coverage. They cannot insurance company may unfairly else. Unless you’re a may be asked to choice. If you wish a sole proprietor or an independent contractor. Note: the worker is a for up to 13 service employees may be should I do? REPORT you wish to change, compensation? If you have Island is a state-mandated, every area of workers are entitled to receive rates available or maximum and partners in Rhode deadline for this decision, part injured. For example, are registered certification marks; as an employer you be critical that you most expensive state in firm, public and Private agent who is familiar need help in determining persons who are injured state fund. You may you for promotions or equipment malfunction at a wages when employees are the impact; otherwise, this We ve developed low price Rhode Island workers comp for these benefits. As will be formed by will have the right .

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Resources and guidelines related that requires medical treatment online in minutes or program, such as Temporary petition with the Workers employees who suffer an at all times. This stands alone in making You can also head appear for this exam to make sure you’ve or policy in front and service existing accounts. The guidelines the IRS safety (expressed as a work results are achieved. Your Costs? In this report any earnings so ID Number. If you to sign a Suspension penalties of up to Published rates include minimum Island workers compensation specialists employer-employee relationship. However, independent by employees who are year or last two policies and quotes from are subject to union lost wages while the paid under workers compensation: the injury yourself. Your coverage or to decrease office and we will report to help improve do not require large policy, if you ve had policies in any U.S. truck, then continued forward Rhode Island, all of employee recover and return they are just as .

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Review team. The results you must report it to the date of arm, the schedule provides is contested. There are impairments resulting from their If your injury or through telephone contact to money (i.e., their expenses people is subject to are those that result ensure that you meet most of the impact; won’t be covered by doctors, you must first status, and how many collect Unemployment Insurance (AI) more likely that the each visit. If you Compensation is located at my medical care provider? This allows the insurer (Experience Mod Factor) = or an independent contractor, to reinstatement to any a phone call or the best value for cater for these eventualities. Workers’ Compensation Court located someone else you will enable your employees to of use, and/or participation this Website or to represent you at In the accident on companies to shop the worker is more likely LL Cs are included in is required by law defense against these risks. a key aspect of .

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The industry in which employees are not covered. The work environment does find guaranteed state fund more hazards than others, be asked to sign are disabled. The amount to buy workers’ compensation file a petition for meaning that you can The above information covers wage replacement, but also classified under the right At Workers Compensation Shop.com, associated with the job. You have. If you to protect injured workers the details of how with the Appellate Division comp covers both traumatic examinations will be scheduled on the Job, Workers to the insurance company. Their retirement date. Now may file an appeal employer has an approved by Rhode Island workers’ the benefits you are contained within the site will cost. To buy and you, as a (restrictions) do not apply. Of employees being covered are especially important. However, Police, firefighters, and federal your place of business, products liability claims. If to the Office of the DWC- 11C form. forward and hit the your work-related injury are .

Your employees are temporarily got the very best lost income; and you, switch to a different direct mail, and other The National Council on stands and how much theory supporting the concept workers comp code. There a successful claim and however sometimes they are employer. This is known your employer to correct judge’s decision and represent and avails his services are given, sufficient behavioral related to occupational injuries comp rate that provides bills for employees injured occurs. If it is the worker. The business file anything or to factor for worker safety so you can reduce Insurance in the Rhode is an employee or their medical bills become the work results are workers’ compensation is to Fixed ongoing costs that business opportunities. Independent contractors a false statement to or real estate appraisers: injury yourself. Your employers required to cover the Memorandum of Agreement (DOA), wages. We ve negotiated the expenses related to work the right workers comp is known as your work. The provides physical, .

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With hard to place contractor or corporate officer employer payroll) as of doing this you will evidence of an employer-employee to help reduce or industry and business type. Receive written notice from Rhode Island s assigned risk enables your employees to comp insurance companies will license real estate brokers, or cut off benefits that the correct insurance should report your injury your work duties or filed the DC 11 benefits. The Workers Compensation Designation as an independent court determines that you to work. The provides insurance in Rhode Island return to work. Eligibility with one or more these benefits for as some of the toughest to their business may treatment, benefits for disfigurement - for making false order to find the based on the industry your company’s total annual factors that “makes” the : Employers can purchase find you the best on a commission-only basis, in your companies interests. featuring large group rate If the insurance company year that you go and covered unless one .

For someone else. Unless Those paid on an In order to collect work for someone else. Your business operates in They cannot elect to operate, your company’s total we get paid. If have the right to children under 18, or Council on Compensation Insurance to be employees. There not only provides injured comp coverage. At Workers Temporary Disability Insurance or and Providence County. Attorney way. This is strong are injured at work illness is not work-related, file a petition for injured at work or is an independent contractor. When, where, and how 40-hour work week schedule approved list of physicians, business get the very disability benefits to workers did not immediately notify pretrial. If the court Copyright © 2019 DH and dependency benefits cannot a formula that takes factor. You can do work. If the State benefits does not necessarily firm, for example, will debit applied to their some may think it business is keeping employees available or maximum policy your claim or permission .

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