...Why Safety is important There are many reasons for which managers concern about safety and accident prevention, the utmost important one of this is the staggering number of workplace accidents. On 24 April 2013, an eight-story commercial building, Rana Plaza, collapsed in Savar, in the Greater Dhaka Area, the capital of Bangladesh. The search for the dead ended on 13 May with the death toll of 1,129. Approximately 2,500 injured people were rescued from the building alive. Statistics is actually underestimating the real number of injuries and illness by many times. However, injuries are just not the problems in dangerous industries like construction. For instance, manufacturers of computers and computer peripherals experiences reportable injuries or illnesses every year. Even commercial kitchens contain hazards like slippery floors and knives. ‘Sick building syndrome” like headaches and sniffles are the results of new computer technology which emit chemical fumes. Last but not the least, office work is at risk to other health problems which includes “repetitive trauma injuries that related to computer use, respiratory illness stemming from indoor air quality and also high levels of stress. The Hidden Story However the facts and figures do not tell us the complete story. As because this does not encompasses the human suffering incurred by the injured workers and their families or the real economic cost incurred y the employers. The 2012 Dhaka fire broke out on 24 November 2012...
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...2011). Millions of barrels of oil were believed to have leaked into the Gulf, damaging resources, causing health issues, and injuring wildlife. The primary law, in the U.S., for companies conducting deepwater drilling is outlined in the Oil Pollution Act of 1990 (OPA). The OPA “establishes a framework that addresses the liability of responsible parties in connection with the discharge of oil into the navigable waters of the United States, adjoining shorelines, or the exclusive economic zone” (Nichols, 2010). The OPA limits certain liabilities of the responsible party when an incident occurs in the previous mentioned areas. The OPA is limited based on the type of vessel or facility involved in the incident and the quantity of oil displaced by a discharge. Part of the OPA includes the claims for certain damages and removal costs. Claims for an incident must be presented directly to the responsible party, where the responsible party must pay appropriate claim within 90 days. If the responsible party fails to pay the claim during this timeframe, then the claimant can submit a claim directly to the Oil Spill Liability Trust Fund or file a suit in court. The OPA was not the initial protection for U.S. waters; initially, there was the Clean Water Act (CWA). When the OPA was established in 1990, it replaced the liability limitations in section 311 of the CWA. The newly established Act increased the liability “for tank vessels larger than 3,000 gross tons to $1,200 per gross...
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...chance these laws are not fallowed the business will face penalties. There are three employment acts that one should have insight about. The Occupational Safety and Health Act, the Age Discrimination in Employment Act of 1967, and Fair Labor Standards Act (FLSA). By acknowledging these acts and their importance to one’s business will prevent them from being penalized for not being compliance. The Occupational Safety and Health Act is administered by the Occupational Safety and Health Administration (OSHA). The Occupational Safety and Health Act is ordered by the Occupational Safety and Health Administration (OSHA). The law was ratified to that businesses provides organizations with a harmless and vigorous work atmosphere. “Every employer covered by the Occupational Safety and Health Administration (OSHA) who has more than 10 employees, except for employers in certain low-hazard industries in the retail, finance, insurance, real estate, and service sectors, must maintain specific records of job related injuries and illnesses” (Department of Labor, 2013). This act helps to make sure the work environment is safe enough for employees to not be killed or seriously injured while in working. Employees have the right to fill a complaint if they feel that their employer is out of standard with OSHA. The citations can range anywhere from a reprimand to a penalty of up to $20,000.00 fine. OSHA Act works in all 50 U.S. territories. It is best to make sure that the workplace is...
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...(Occupational Safety and Health Administration) officially formed on April 28, 1971, the date that the OSH Act became effective. George Guenther was appointed as the agency's first director. OSHA has developed a number of training, compliance assistance, and health and safety recognition programs throughout its history. The OSHA Training Institute, which trains government and private sector health and safety personnel, began in 1972. In 1978, the agency began a grant making program, now called the Susan Harwood Training Grant Program, to train workers and employers in reducing workplace hazards. OSHA started the Voluntary Protection Programs in 1982, which allows employers to apply as "model workplaces" to achieve special designation if they meet certain requirements. The Occupational Safety and Health Act allows OSHA to issue workplace health and safety regulations. These regulations include limits on chemical exposure, employee access to information, requirements for the use of personal protective equipment, and requirements for safety procedures. In its first year of operation, OSHA was permitted to adopt regulations based on guidelines set by certain standards organizations, such as the American Conference of Governmental Industrial Hygienists, without going through all of the requirements of a typical rulemaking. In 2000, OSHA issued an ergonomics standard. In March 2001, the Republican-controlled Congress voted to repeal the standard through the Congressional Review Act. The repeal...
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...plan is being created to ensure the success of this particular business. There are certain employment laws that are important to Mr. Stonefield’s Limousine business and will execute it away from penalties. Every business should always comply with the employment laws in order to not get penalized with high unaffordable fines. Some of these are laws are specifically applied to businesses in Texas, and other laws are Federal which means that they are applied to any business located in the United States. The federal laws are known as The Americans with Disabilities Act of 1990, The Age Discrimination in Employment Act of 1967, The Immigration Reform and Control Act of 1986, and The Occupational Safety and Health Act. The most important law established in Texas is known as The Texas Minimum Wage Act in 1993. The Americans with Disabilities Act of 1990 was passed by Congress in 1990 (ADA), is the nation's first complete civil rights law that delivers the needs of people with disabilities; prohibits unfairness in employment,...
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...for Industrial Occupational Health and Safety Management in India and abroad. - The norms/directives as being followed in India and abroad. - Existing infrastructural/institutional mechanism in the country and abroad. - The socio-techno-economic aspects related to the subject. - The compensation for the loss of life and injury as practiced in the country and abroad. - Inherent class differences (based on the earning capacity of the individual) reflected in differential compensation being offered for the same injury. - The issues related to organized and unorganized sectors. The sectors where the Industrial Occupational Health and Safety Acts do not apply. - The workman compensation acts. - The safety standards for machinery, plant and equipment etc. “Safe fail design” (Not fail-safe) aspect to minimize the industrial occupational health and safety hazards. - Role being played by infrastructure and institutional mechanisms. - Identification of factors to enhance the implementation and the impact of Industrial occupational health & safety management directives/ policies. - At management level. - At workman level. - At institutional mechanism level - The recommended action plan towards “Self-Enforcing Environment” identifying the agencies involved. Indian Legislative Measures A large number of labour legislations have been enacted for the promotion and protection of worker’s welfare. The factories Act, 1948 and the Workmen’s Compensation Act, 1923, are specifically directed...
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...threatening or actual interference with person, his family, or property to force him to join union, strike against his will, or leave job; conspiracy to induce persons to refuse to work with nonmembers; agreements which exclude person from employment because of nonmembership in union. Penalties are that any act/agreement in violation of article is illegal and void; damages; injunctive relief. (Arizona Right to work Laws, n.d.) Fair Labor Standards Act (FLSA) states that it is a violation to fire or in any other manner discriminate against an employee for filing a complaint or for participating in a legal proceeding under FLSA. Penalties Willful violations may be prosecuted criminally and the violator fined up to $10,000. A second conviction may result in imprisonment. Violators of the child labor provisions are subject to a civil money penalty of up to $10,000 for each employee who was the subject of a violation. Employers who willfully or repeatedly violate the minimum wage or overtime pay requirements are subject to a civil money penalty of up to $1,000 for each violation. The FLSA prohibits the shipment of goods in interstate commerce which were produced in violation of the minimum wage,...
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...Abstract Ethics and Corporate Responsibility in the Work Place and the World provides insight on who the stakeholders of an organization are and who takes on the overall responsibilities of the organization. The importance of the decisions made by mid-level management are discussed and answered. The ability to make changes to support a more ethical work environment. The ability to improve operations and turn a profit are explained by discussing management’s requirements to abide by regulations governed by the Occupational Safety and Health Administration, Federal Drug Administration, Environmental Protection Agency, Equal Employment Opportunity , Comprehensive Environmental Response Compensation and Liability Act and other regulatory policies. The stakeholders within PharmaCARE are all the individuals and groups that are affected by the company’s decisions. The employees that may suffer from the lack of environmental safety or abuse of the production location allowing the organization to payless to workers for their hard work. The consumers of the organization’s products that may purchase bad goods that cause a negative reaction. The investors and stockholders who will lose any monetary investment due to the company’s loss of profits which would be an effect of inappropriate management of the organization. Due to the inappropriate management employees may lose their jobs which effects them as the stakeholders of the organization. At first glance PharamaCARE...
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...regulations of OSHA. OSHA is an Occupational Safety and Health Act that has been put into place to ensure the safety of employees while on the job. These regulations are put into place to help reduce the number of on the job injuries and death. In this case, Williams Construction was put under investigation after a trench collapse, which resulted in the death of one employee and a serious injury in another. After the investigation Williams was charged with four OSHA violations that all resulted in expensive fines. What was the legal issue in this case? This case is followed by the laws and regulations of OSHA. OSHA (Occupational Safety and Health Act) is an organization that has been put into place to ensure the safety of employees while on their jobs In this case with Williams Construction the company was put under investigation after a trench collapse, which resulted in the death of one employee Jose Aguiniga and a serious injury to another employee Adam Palomar. After the investigation, OSHA charged Williams Construction with four violations that all resulted in expensive fines. The violations found from the investigation included; 1. The failure to instruct employees and managers on how to recognize and avoid hazardous work conditions. 2. The failure to ensure that employees did not have to travel more than twenty five feet to a safe zone. 3. The failure to have a “competent person” that was specifically trained in trench safety. It is the belief of OSHA that if these...
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...Occupational Safety and Health Administration Azinna Kimball HCS/430 February 6, 2012 Norman Greene Occupational Safety and Health Administration Occupational Safety and Health Administration (OSHA) is an agency in the United States Department of Labor. Many of the health care facilities were acquiring health and safety issues that led to the creation of OSHA. OSHA main mission is to ensure employees and employers reduce the job injuries, illnesses, death, drug exposure, blood borne pathogens, and safety. Enforcing OSHA regulations followed throughout health care facilities protects American workers. Every employee, employer or member who works should understand what OSHA is about. History of Agency The history of OSHA dates back into the 19th century. The act was signed into law December 29, 1970 by President Richard M. Nixon (Reflections on osha, 2009). OSHA main role is assuming safe and healthy working conditions for the men and woman exposed to any type of issues that could affect his or her safety or health. The OSH Act became effective April 28, 1971 (Reflections on osha, 2009). It was estimated that in 1970 around 14,000 workers were killed on- the-job (Shach, 2011, para. 4). OSHA has lowered the number in people killed because of their safety and regulations. OSHA covers all employees and their employers in the 50 states and territories and jurisdictions under federal authority (What does OSHA do? para. 2). OSHA began the start up phase in the most dangerous...
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...Patient’s Privacy and a Physician’s Loss HCS/335 October 21, 2013 Linda Hagler-Reid, MBA Introduction Physicians take an oath to do no harm and to place the welfare of their patients above all else; they vow to act with integrity, in accordance with the law, and within ethical guidelines. While individuals can perceive human behavior differently, there is no excuse for misconduct, degradation, or violation of a patient’s human rights. Ethically, it is not immoral to disagree about what is right and what is wrong, in some societies this is viewed as normal behavior. Despite differences in opinion, most will agree that there are certain standards of conduct that must be upheld, especially when it involves the human rights of others. Violation of a patient’s privacy is an act punishable by law, violation of a patient’s dignity is outright reprehensible, and what is considered to be unbecoming behavior of a medical professional. Although freedom to act as one pleases is a human right that is afforded us; to act without regard for others is morally wrong. Health care practitioners are often privileged to extremely personal information regarding their patients whether that information is health related or personal. All to frequently, physicians, nurses, and other health care professionals are witness to events that can be disturbing in nature. At times, these events can be unnerving and sometimes entertaining, but nevertheless should be kept confidential. Dr.X, was the chief resident...
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...This organization also prohibits any act of retaliation and any form of harassment (“Laws & Guidance”, n.d.). Organization’s Position in Response to Non-discrimination Issues We do not tolerate any offensive behavior or intimidation of an employee based on the above types of discrimination. Any employee should avoid conducting themselves in a manner that could subject their fellow employees to any act of humiliation or embarrassment. Any employee who believes he/she is being subjected to any violation of this policy should immediately contact any trusted member of management. It is also appropriate for the employee to tell the person engaging in such conduct to stop if he/she feels comfortable doing so. Once this organization receives a report of discrimination or harassment, a thorough investigation will be conducted. Appropriate action will be taken. It is against this organization’s policy for any employee to retaliate against another employee if a report of discrimination or harassment has been made. All complaints will be taken seriously and all information and interviews will be handled as confidentially as possible and all information regarding the complaint will be formally documented. Interviews will include the questions of who, where, when, and if any witnesses were present. There will not be any assumptions made as to the validity of the reports made in the complaint. If a report is concluded and it is proven that an act of discrimination or harassment has been...
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...Protecting patient privacy is in vital in today society. One of the largest problems in the health care industry is patient privacy. The Health Insurance Portability and Accountability Act of 1996 (HIPAA) Privacy, Security, and Breach Notification Rules are the main Federal laws that protect your health information. The Privacy Rule gives you rights with respect to your health information. The Privacy Rule also sets limits on how your health information can be used and shared with others. The Security Rule sets rules for how your health information must be kept secure with administrative, technical, and physical safeguards. ( ) Many different and potentially serious issues can arise from violating a patient’s privacy. The recent outbreak of Ebola has the country on edge. As health care officials struggle to contain the world’s biggest-ever Ebola outbreak, their efforts are being complicated by another problem protecting patient rights. The issue and its impact on the population is protecting the patient’s information, giving the patient that sense of peace. The third American affected with Ebola was only know as “mystery patient” he elected to stay private for the safety of his family. December 8, 2014 the mystery patient came forward and explains to the NY times why he kept his name confidential. The day he arrived at the hospital Dr. Ian Crozier told his mother that he didn’t want his name to be release until after his death. Dr. Ian Crozier biggest fear...
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...Employment Law December 1, 2013 R. Williams Construction Co. V. OSHRC Safety has been on the top of the list since many can remember. Having safety work practices can make or break a company. It did just that for R. Williams Construction Company. OSHA (Occupational Saftey and Health Act) was put into place to help protect employers and employees. When regulations are not followed it could cause employers money and employees injury. In this paper it will review the case of R. Williams Construction Company V. OSHRC, discuss the legal issues in the case, and analyze why R. Williams construction Company was fined for over three safety violations. What was the legal issue in this case? The legal issue in the case R. Williams Construction Company v. OSHRC was the result after a trench collapsed, which resulted in the death of one employee from the construction company, Jose Aquiniga and serious injury of another employee, Adam Palomar. After close investigation, OSHA charged R. Williams Construction Company with four violations that all resulted in expensive fines. The violations included failure to instruct employees and managers on how to recognize and avoid hazardous work conditions. The next is the failure to ensure that employees did not have to travel more than twenty-five feet to safe zone. (Walsh, 2010) Third was the failure to have a competent person who was specifically trained in trench safety. Last was the “failure to ensure that the walls of the excavation be either...
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...memo will identify federal and state labor laws that address the minimum wage, required job postings, occupational safety and health, immigration reform and legal workers as well as possible consequences of noncompliance and recommendations on how to be compliant as they pertain to Clapton Commercial Construction. State of Arizona Minimum Wage Act Effective January 1, 2014, Arizona’s minimum wage became $7.90 per hour and every employer covered under the Act is now required to pay each employee’s wages no less than this amount (Arizona's Official Web Site, 1987). According to the U.S. Department of Labor, the federal minimum wage is currently $7.25 (n.d.). Regardless of the $.65 difference in the hourly rate, you must ensure that every employee is paid $7.90 for each hour of work. As the State of Arizona's Official Web Site (1987) states, "an employer who fails to pay the minimum wage is required to pay the employee the wages owed with interest and an additional amount equal to twice the underpaid wages. An employer who retaliates against an employee is required to pay penalties sufficient to compensate the employee and deter future violations, but not less than $150 for each day that the violation continued or until legal judgment is final. The Commission and courts have the authority to order other appropriate legal or equitable relief for violations of the Act." Being aware of these specific and legal issues are an...
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