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Compliance Newsletter
Welcome to the April 2007 Edition of the ODL newsletter. Please find below some of the latest articles and information we hope will help you in your everyday compliance and safety endeavors.
ABOUT
ODL
OSHA Defense League, Inc. is a full service independent safety and regulatory consulting firm in business since 1978, providing a full range of services in areas of loss control, workers' compensation claim reduction and management, of OSHA * E.P.A.* AQMD * DOT * & DOL * compliance and appeals mediation.
THE
LATEST SAFETY NEWS
Washington -- The Bureau of Labor Statistics has reported that the incidence rate for on-the-job injuries and illnesses declined from 6.1 cases per 100 equivalent full-time workers in 2003 to 5.7 in 2004. The rate for 2004 was the lowest since the Bureau began reporting this information in the early 1970s.
A total of 5.2 million injuries and illnesses were reported in private industry workplaces during 2001. Employers reported a 1-percent decrease in hours worked and nearly an 8-percent decrease in cases compared with 2003.
Labor Secretary Comments on Injuries
WASHINGTON -"Today's announcement of continued decline in workplace injuries and illnesses is good news for America's working men and women, their families, and their employers." said U.S. Secretary of Labor Elaine L. Chao. "Workplace injuries and illnesses have dropped for the ninth consecutive year, reaching an all-time low. Construction injuries are down. And there has been a 10% reduction in repeated trauma injuries, such as carpal tunnel syndrome and other musculoskeletal disorders."
"There were 500,000 fewer job related injuries in 2001 than the year before, according to the Bureau of Labor Statistics. This year's rate of 5.7 injuries per 100 full-time employers reflects an eight percent drop in cases from the previous year.
"While we are encouraged by this news, much remains to be done. One injury or illness is one too many. As we approach the coming year, we are renewing our commitment to reducing workplace injuries and illnesses even further. And we are asking our partners -- employers, trade associations, labor unions, safety and health professionals and others -- to join in renewing their commitments as well. Together we will make the coming year the safest and most healthy ever for our nation's workers."
EMPLOYER
ALERT!
OSHA REVISES EXIT ROUTES STANDARD
WASHINGTON -- Requirements for exiting buildings quickly during an emergency have been rewritten in a user-friendly format that is easier to understand, the Occupational Safety and Health Administration announced today. The revised Exit Routes, Emergency Action Plans, and Fire Prevention Plans Standard becomes effective on December 7, 2004.
"Having a clear plan and procedure for exiting a building as safely as possible, if necessary, is one of the most basic and important safety precautions," said OSHA Administrator John Henshaw. "OSHA's standard was over 30 years old and in need of updating. The changes to the language in this rule will make it more clear and consistent, and aid workers and employers alike in understanding the requirements of the standard."
The requirements for exit routes have been rewritten in simple, straight- forward, easy to understand terms. For example, Means of Egress will now be referred to as Exit Routes. The text has been reorganized and inconsistencies and duplicative requirements have been removed. The revised rule has fewer subparagraphs and a smaller number of cross-references to other OSHA standards than the previous version.
Employers now have the option of adopting the National Fire Protection Associations' Life Safety Code, instead of the OSHA standard for exit routes. OSHA evaluated the NFPA standard and concluded that it provides comparable safety.
The revised standard, which offers more compliance options for employers, does not change the regulatory obligations of the employer or the safety and health protections provided to the employees of the original standard.
TIP
OF THE MONTH
The rise in lawsuits involving employment references, and the resulting legal complications has many companies changing their reference policies, which can frustrate both job seekers and employers seeking full reference information, Miami Daily Business Review reports.
One lawsuit claimed defamation related to a reference that included information that the former employee was allegedly an alcoholic and dated a drug dealer, according to the Business Review. Other lawsuits center on employers not giving enough information.
In an attempt to save employers from opening themselves up to similar lawsuits, employment lawyers in South Florida have been holding training seminars on what is permissible to say in a reference. In Florida, employers have some immunity from such lawsuits as long as statements are true and don't violate a person's civil rights, according to Business Review.
To prevent exposure to a lawsuit stemming from references, some companies have adopted policies that prohibit references outright. Others have adopted rules that human resources will handle all requests for an employee reference, giving only dates of employment, job title and salary.
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