A bad hire for a physically demanding job results in decreased productivity, higher turnover and greater risk of workplace injury. Physical Abilities Testing makes the hiring process much simpler for those charged with the task of hiring new employees, especially in physically demanding industries like transportation, logistics and distribution, utilities, manufacturing and construction.
Although the new recordkeeping requirements for workplace injury and illness set forth by the Occupational Health and Safety Administration (OSHA) have been delayed until further notice, keeping a close eye on workplace injuries means employers will be ready when the changes take effect.
The Occupational Safety and Health Administration (OSHA) issued several new regulations in the last months of 2016, set to go into effect in January 2017. Since they were announced, the regulations have been subject to more than a little misinterpretation and confusion. Many employers are left wondering, for example, if they can still drug test employees who are injured on the job (they can). We share the following information, of course, with the understanding that the incoming Trump administration’s staunch anti-regulation stance may change things after the inauguration.
Just as the pedometer took over the workplace wellness initiatives of recent years, wearable technologies continue to make their way into the industrial workplace. In 2015, we reviewed some of the latest tools to be developed in an effort to increase workplace safety. As with everything else technology-related these days, the creation of these tools moves fast and furious, and there is already a slew of new tech-based tools appearing in factories worldwide, as recently noted by the Wall Street Journal.
MAY 2017 UPDATE: OSHA has suspended the e-recordkeeping rule. Read more about this change from OSHA.
In May 2016, the Occupational Safety and Health Administration (OSHA) passed down a final rule to revise workplace injury recordkeeping practices in an effort to improve safety for U.S. workers.
Ever wondered what slips, trips and falls injuries are costing employers annually? Billions of dollars. $17.92 billion to be exact. That is the amount of direct workers’ compensation costs related to slips, trips and falls (STFs) injuries in the U.S. according to the 2016 Liberty Mutual Workplace Safety Index of the top ten disabling workplace injuries that are nonfatal.
Slips, trips and falls (STFs) can result in dangerous (even fatal) and costly outcomes. While these types of injuries can occur in many workplaces, there are certain industries that experience a higher incidence of STF’s:
Under most circumstances, if your employees are covered by workers' comp, they are not allowed to sue for workplace injuries. However, there are exceptions to that rule. For example, in many states, employers can be sued if they can be shown negligent in addressing hazards in the workplace that have lead to injuries, and litigation can become an issue if an employee's workers' comp claim is contested. Of course, if you do not provide workers' comp coverage to your employees, there is no prohibition against their filing suit regarding workplace injuries.
Here we'll go over the top 3 workplace injuries that result in lawsuits, issues that can lead to legal action, and workplace injury prevention tips that can help your company avoid these problems altogether.
If you’re looking to prevent warehouse workplace injuries, an ergonomically designed workplace and structured ergonomics training for employees is a great place to start. However, if your injury prevention program begins and ends right there, you're missing out on a key strategy that has been proven to reduce workplace injuries and the expenses that go with them: Physical Abilities Testing.
Before offering a job to a prospective employee, most employers have reviewed the candidate’s resume, completed a thorough background check, completed a drug test, and perhaps even had a conversation with a reference or two. Each of these steps are taken in order to gain a true sense of how well the individual will meet the academic and character demands of the position. This knowledge is valuable, as it affirms that the investment in hiring this new employee is less of a risky move.
