This document provides guidance to employers on addressing potential legal issues related to a swine flu outbreak. It discusses relevant laws including the Occupational Safety and Health Act, which requires employers to protect workers from recognized hazards. It may use general duty clause citations for swine flu. The document also addresses potential implications of the Worker's Compensation Act, Family and Medical Leave Act, Americans with Disabilities Act, and premises liability law. It recommends employers take steps like obtaining information on swine flu risks, instituting hygiene practices, informing employees, and documenting responses to potential exposures.
This lecture begins by defining OHS, its epidemiology, functions, the different sources of occupational hazards-broadly and in details, as well as the principles of OHS management.
Environmental and occupational disorders are an important aspect of clinical medicine. Physicians, employers, employees, and the general public need to be aware of epidemiological and clinical findings of these disorders and how to treat and prevent them. Environmental pulmonary diseases result from inhalation of various pollutants and the lungs are continually exposed. Pathologic processes can involve the airways, interstitium, and pleurae. Guidelines for diagnosing an occupational lung disorder include exposure to a known hazardous agent, appropriate latency between exposure and symptoms, symptoms consistent with the exposure-related disorder, and no other more likely explanation for signs and symptoms. Prevention focuses on reducing exposure through administrative controls, engineering controls, product substitution, and respiratory protection.
This document discusses the implications of the Mental Health Parity and Addiction Equity Act of 2008 for employer-provided health plans. It addresses whether moving mental health benefits to an employee assistance program (EAP) would avoid the Act's requirements and analyzes different types of excepted benefits that are not subject to the Act. The document also outlines potential cost exemptions and opt-out provisions for certain self-funded government plans.
Este documento discute los peligros comunes que enfrentan los adolescentes en el trabajo durante el verano y formas de prevenir lesiones. Señala que 70 adolescentes mueren cada año por lesiones laborales en EE. UU. y muchos más requieren tratamiento médico. Identifica posibles peligros en diferentes tipos de empleos de verano e incluye consejos sobre entrenamiento adecuado, supervisión, equipo seguro y cumplimiento de leyes laborales para la protección de los trabajadores menores.
This document provides a side-by-side comparison of major health care reform proposals from the Senate Finance Committee, Senate HELP Committee, House Tri-Committee, and President Obama. It summarizes key aspects of each including the date announced, overall approach, individual and employer mandates, Medicaid/CHIP expansion, a public option, and premium subsidies. The table is regularly updated to incorporate new proposals and changes to existing proposals.
Texas has extended its state continuation coverage program temporarily for small groups. Eligible employees whose coverage was terminated, except for cause, can now continue coverage for up to nine months. There is also a special enrollment period for those terminated between September 2008 and February 2009. This aims to allow access to the new federal premium subsidy under ARRA. However, eligibility is limited as an individual must not have been fired for cause. Employers must notify former employees of the new provisions by August 2009.
This document contains final regulations relating to employer contributions to Health Savings Accounts (HSAs) and excise taxes under several Internal Revenue Code sections. Specifically, it provides guidance on:
1) Employer "comparable contributions" to HSAs of employees as required by section 4980G to avoid excise taxes, including an exception for larger contributions to non-highly compensated employees.
2) The maximum HSA contribution permitted for employees who become eligible mid-year (December 1 for calendar year taxpayers).
3) Reporting and payment of excise taxes under sections 4980B, 4980D, 4980E, and 4980G, including a requirement to file a return accompanying tax payments.
The document provides an overview of recent changes to benefits laws as of June 15, 2009. It summarizes new laws regarding equal mental health and substance abuse benefits under the new health care reform law, coverage of medical leaves for students under Michelle's Law, the COBRA premium subsidy under the stimulus bill, changes to FMLA regulations, expanded FMLA leave for military families, an expanded definition of disability under the ADA, new Medicare reporting requirements, a ban on genetic discrimination, special enrollment rights under HIPAA, and changes to HIPAA privacy and security rules.
This lecture begins by defining OHS, its epidemiology, functions, the different sources of occupational hazards-broadly and in details, as well as the principles of OHS management.
Environmental and occupational disorders are an important aspect of clinical medicine. Physicians, employers, employees, and the general public need to be aware of epidemiological and clinical findings of these disorders and how to treat and prevent them. Environmental pulmonary diseases result from inhalation of various pollutants and the lungs are continually exposed. Pathologic processes can involve the airways, interstitium, and pleurae. Guidelines for diagnosing an occupational lung disorder include exposure to a known hazardous agent, appropriate latency between exposure and symptoms, symptoms consistent with the exposure-related disorder, and no other more likely explanation for signs and symptoms. Prevention focuses on reducing exposure through administrative controls, engineering controls, product substitution, and respiratory protection.
This document discusses the implications of the Mental Health Parity and Addiction Equity Act of 2008 for employer-provided health plans. It addresses whether moving mental health benefits to an employee assistance program (EAP) would avoid the Act's requirements and analyzes different types of excepted benefits that are not subject to the Act. The document also outlines potential cost exemptions and opt-out provisions for certain self-funded government plans.
Este documento discute los peligros comunes que enfrentan los adolescentes en el trabajo durante el verano y formas de prevenir lesiones. Señala que 70 adolescentes mueren cada año por lesiones laborales en EE. UU. y muchos más requieren tratamiento médico. Identifica posibles peligros en diferentes tipos de empleos de verano e incluye consejos sobre entrenamiento adecuado, supervisión, equipo seguro y cumplimiento de leyes laborales para la protección de los trabajadores menores.
This document provides a side-by-side comparison of major health care reform proposals from the Senate Finance Committee, Senate HELP Committee, House Tri-Committee, and President Obama. It summarizes key aspects of each including the date announced, overall approach, individual and employer mandates, Medicaid/CHIP expansion, a public option, and premium subsidies. The table is regularly updated to incorporate new proposals and changes to existing proposals.
Texas has extended its state continuation coverage program temporarily for small groups. Eligible employees whose coverage was terminated, except for cause, can now continue coverage for up to nine months. There is also a special enrollment period for those terminated between September 2008 and February 2009. This aims to allow access to the new federal premium subsidy under ARRA. However, eligibility is limited as an individual must not have been fired for cause. Employers must notify former employees of the new provisions by August 2009.
This document contains final regulations relating to employer contributions to Health Savings Accounts (HSAs) and excise taxes under several Internal Revenue Code sections. Specifically, it provides guidance on:
1) Employer "comparable contributions" to HSAs of employees as required by section 4980G to avoid excise taxes, including an exception for larger contributions to non-highly compensated employees.
2) The maximum HSA contribution permitted for employees who become eligible mid-year (December 1 for calendar year taxpayers).
3) Reporting and payment of excise taxes under sections 4980B, 4980D, 4980E, and 4980G, including a requirement to file a return accompanying tax payments.
The document provides an overview of recent changes to benefits laws as of June 15, 2009. It summarizes new laws regarding equal mental health and substance abuse benefits under the new health care reform law, coverage of medical leaves for students under Michelle's Law, the COBRA premium subsidy under the stimulus bill, changes to FMLA regulations, expanded FMLA leave for military families, an expanded definition of disability under the ADA, new Medicare reporting requirements, a ban on genetic discrimination, special enrollment rights under HIPAA, and changes to HIPAA privacy and security rules.
The document provides a brief history of the Internet and an overview of the Domain Name System (DNS). It discusses the development of early packet networks like ARPANET and the invention of TCP/IP. It also describes the roles of organizations like ICANN and ARIN in managing domain names, IP addresses, and other Internet resources. Finally, it explains the basic functioning of DNS through record types like A, MX, NS, and PTR that map domain names to IP addresses and vice versa.
Ken Thompson and Dennis Ritchie created Unix in 1969 while working on the Multics project at Bell Labs. They developed it as a smaller and simpler alternative to Multics. Key developments included writing the kernel in C, making it portable across hardware, and releasing the source code, which led to various flavors of Unix spreading to universities and companies. Important early Unix creators and contributors included Brian Kernighan, Ken Thompson, Dennis Ritchie, Steve Bourne, and Bill Joy. Key features of Unix included being multi-user, multi-tasking, its portable kernel and modular tools approach.
The document summarizes new rules issued by the Department of Health and Human Services regarding breach notification requirements under HIPAA. Key points include:
1) The rules apply to unsecured protected health information and require covered entities like health plans and their business associates to provide notification if unsecured PHI is improperly used or disclosed.
2) Encryption and destruction are specified as methods to secure PHI to avoid a breach.
3) A breach is defined as an unauthorized disclosure of unsecured PHI that poses a significant risk of financial or reputational harm. Covered entities must assess risks to determine if a breach occurred.
This document contains questions and proposed answers from a Department of Labor staff meeting on employee benefits. Question 4 asks if a pension plan can refuse to qualify a domestic relations order (DRO) that would require the plan to pay more than it otherwise would. The proposed answer states that the plan can refuse because allowing benefits to be paid before the earliest retirement age would require paying more than the plan is obligated to pay under law. The DRO should name the alternate payee as the surviving spouse to avoid this issue after the earliest retirement age is reached.
This document summarizes two webinars hosted by ADP on new administration laws. The webinars covered legal challenges for HR professionals in the first 100 days of the Obama administration, the impact of COBRA on group health plans, ADP's COBRA services, and an overview of ADP's workforce management solutions. One webinar included a presentation on new laws impacting businesses, such as the Ledbetter Fair Pay Act, Employee Free Choice Act, unemployment benefits extensions, E-Verify, ADA amendments, and COBRA subsidies. Employers, employees, vendors, and providers all face challenges in responding to increased health care costs and utilization due to economic conditions and new regulations.
The philosophical system apply the scientific method to solve a puzzle built in the Gothic cloisters and abbeys, including Romanesque cathedrals, in which those warrior-monks had influence and power.
They were very effective because his ideas today reborn again and perhaps forever either.
In the Gothic cathedrals also included among the vaults a subliminal effect, consisting of a human face in outline.
After meeting this personal research, which is illustrated with photos and drawings, who has read it will not enter into a Gothic cathedral observing them differently he has looked like before.
Knowledge is power (starting with yourself).
Muchos pescadores de la costa catalana, que eran veneradores del toro, después de su naufragio en el mar Mediterráneo llegaron accidentalmente la isla de Menorca, debido a la extraordinaria violencia del viento llamado Tramontana que puede durar una semana. Muchos morían, pero las oleadas de pescadores sobrevivientes fueron numerosas, y a pesar de tener un sustrato común, sus creencias debieron superar conflictos
Al final, las TAULAS, que son monumentos prehistóricos exclusivos de la isla de Menorca, representaron la sobrevivencia después de una tempestad marina, de la misma forma que lo vemos reflejado en EL LIBRO DE LOS MUERTOS del Antiguo Egipto.(Libro de Ani). AVISO URGENTE:
Mis diversas investigaciones en síntesis publicadas en las redes sociales
fueron borradas por cierre de varios servidores. Actualmente las voy reponiendo en BLOGSPOT y BLOGGER, así como en WORDPRESS. La última se titula:
“EGIPTO CONFIRMA SU PASADO ALIENÍGENA” https://carademontserrat.wordpress.com/2021/01/22/egipto-confirma-su-pasado-alienigena/
En PPS trailer> https://www.slideshare.net/ramonetriu/egipto-confirma-su-pasado-alienigena-2020-243283991
Perdonen las molestias. Iré reponiéndolas desde la biblioteca cada dia poco a poco.
Tegile cloud integrations using atomsphere from dell boomi n veditsBala Ramachandran
Cloud Integration is and will be (perhaps in perpetuity) a mainstream IT value to business. This slide deck explores a case study in executing two cloud integrations. First one is related to Quote to Cash and the second one related to Return to Credit / RMA.
A cloud integration maturity model is presented based on the CMMI. The deck is supported by a number of discovery templates, playbook and run books. Ping me if you need any of them.
The document provides information on the 2019 novel coronavirus (2019-nCoV) including its origin in Wuhan, China, symptoms, how it spreads, current status, treatment recommendations, and guidelines for employers. It notes the virus is transmitted between people via respiratory droplets from coughs or sneezes within 6 feet. Employers should follow CDC guidance, maintain confidential employee medical information, provide leave as required by law, and prevent discrimination. They can ask employees about travel to affected areas but should do so discreetly and maintain privacy.
This document discusses the legal obligations and liabilities Florida employers face regarding contagious diseases like Ebola in the workplace. It covers requirements under OSHA to protect employees from recognized hazards. Employers must implement response plans if cited, including training, sanitation, and offering medical evaluation/treatment. The ADA is discussed in relation to disability and confidentiality. Employers must provide FMLA leave and may have premises liability if disease exposure occurs on site. Industries like healthcare are at higher risk and should take precautions to protect employees and establish procedures for those traveling to affected areas.
The document provides guidance for organizations on preparing for a potential resurgence of the H1N1 virus in the fall. It discusses the nature of the H1N1 virus and its symptoms. It also outlines legal considerations under OSHA, workers' compensation, FMLA, ADA, and FLSA. The document recommends that organizations develop pandemic plans that include education, risk evaluation, preparedness assessment, policy changes, communication strategies, and documentation practices. Organizations are advised to identify essential employees and prepare for potential staffing shortages during a pandemic.
This document provides guidance from OSHA and NIOSH for protecting workers from occupational exposure to the Zika virus. It outlines risks for outdoor workers, healthcare workers, and mosquito control workers. It recommends employing engineering controls, hygiene practices like handwashing, and personal protective equipment (PPE) like gloves, gowns, and insect repellent to prevent exposure to Zika virus through mosquito bites or contact with infectious blood and body fluids. The guidance emphasizes following standard precautions from OSHA's Bloodborne Pathogens standard and CDC recommendations.
This document provides information about preparing workplaces for an influenza pandemic. It discusses the potential impact of a pandemic on workers and businesses. It outlines the steps employers should take to reduce exposure risks, including conducting risk assessments, implementing infection control measures, communicating with employees, and training workers. Resources from OSHA and other organizations are recommended to help employers develop pandemic preparedness plans.
Here are the names of the personal protective equipment shown in the pictures:
1. Safety Goggles
2. Face Shield
3. Hard Hat
4. Ear Plugs
5. Respirator
6. Gloves
7. Safety Shoes
8. Coveralls
9. Apron
10. Dust Mask
The document discusses COVID-19 and proper donning and doffing of personal protective equipment during surgery. It describes the symptoms of COVID-19 such as fever, cough and shortness of breath. It identifies healthcare workers who are at very high, high, medium and lower risk of exposure to COVID-19 during surgical procedures based on their job tasks and level of interaction with known or suspected COVID-19 patients. It explains that COVID-19 spreads between people through respiratory droplets from coughing or sneezing or by touching contaminated surfaces. Proper use of equipment like masks, gowns, gloves and shoe covers is important to prevent the spread of COVID-19 during surgery.
This document provides dairy farmers guidance on preventing and managing coronavirus (COVID-19) on their farms. It outlines symptoms of COVID-19, recommendations for preventive measures like handwashing and social distancing, steps employers should take to protect workers, and answers to frequently asked questions. The recommendations are based on guidelines from organizations like the CDC and are aimed at minimizing risk to farmers, employees and others while still maintaining dairy farm operations.
This document provides answers to frequently asked questions about Ebola for employers. It explains that Ebola is transmitted through direct contact with bodily fluids from a sick person showing symptoms, and that there is no approved vaccine. It advises that employers cannot prohibit travel but may require medical exams depending on exposure risk. It also recommends educating nervous employees on low transmission risk and avoiding discrimination. Employers with at-risk workers should follow safety standards and allow refusal to work only if there is objectively imminent death or injury.
Case Study Essay Example Discussion Paper.docx4934bk
The document discusses COVID-19 procedures for healthcare providers. It outlines steps that would be taken if a patient is suspected to have COVID-19, including isolating them, informing relevant parties while maintaining confidentiality, and activating response plans. It also addresses notifying close contacts if a case is confirmed, the challenges this presents for family caregivers, and the uncertainty felt by both patients and healthcare workers during the pandemic.
The document provides information from the WHO about the coronavirus (COVID-19) including what it is, how it spreads, symptoms, differences from SARS and the common cold/flu, incubation period, prevention methods, and myths. Some key points covered are: coronaviruses can cause illness ranging from the common cold to SARS; it spreads through respiratory droplets from coughs/sneezes; common symptoms include fever, cough and difficulty breathing; prevention methods include hand washing, social distancing and mask wearing by those who are sick.
This document provides information about preparing for an H1N1 pandemic. It discusses symptoms of H1N1, how it spreads, treatment options, current statistics on cases in Wisconsin, and recommendations for businesses and individuals to prepare. Healthcare systems have been preparing for a pandemic by stocking supplies, planning vaccination efforts, and establishing incident command centers to coordinate response. Proper hand washing, covering coughs, and staying home when sick can help contain the virus.
This document discusses whether employees should get flu shots and if employers can require them. It notes that flu costs billions in lost productivity each year. While flu season peaks in February, getting vaccinated any time provides protection. The CDC recommends all people over 6 months get vaccinated annually. Employers may want employees vaccinated to reduce flu impacts, but some states have made mandatory vaccinations illegal due to religious exemption concerns. Employers should check state laws on mandating flu shots.
5203 Disaster and Climate Resilience, Occupational Health and SafetyMd. Abdullah-Al-Mahbub
This document discusses occupational health and safety topics including occupational health, occupational hazards, and common workplace hazards. It defines occupational health as promoting worker well-being and preventing work-related illness and injury. Workplace hazards can be biological, chemical, physical, safety-related, or ergonomic in nature. Biological hazards may include bacteria, viruses, or dusts that can cause respiratory illness. Chemical hazards include cleaning products, hair dyes, and other substances that can cause skin or respiratory issues if not handled properly. Identifying hazards is important for assessing and reducing risks to worker health and safety.
The document provides a brief history of the Internet and an overview of the Domain Name System (DNS). It discusses the development of early packet networks like ARPANET and the invention of TCP/IP. It also describes the roles of organizations like ICANN and ARIN in managing domain names, IP addresses, and other Internet resources. Finally, it explains the basic functioning of DNS through record types like A, MX, NS, and PTR that map domain names to IP addresses and vice versa.
Ken Thompson and Dennis Ritchie created Unix in 1969 while working on the Multics project at Bell Labs. They developed it as a smaller and simpler alternative to Multics. Key developments included writing the kernel in C, making it portable across hardware, and releasing the source code, which led to various flavors of Unix spreading to universities and companies. Important early Unix creators and contributors included Brian Kernighan, Ken Thompson, Dennis Ritchie, Steve Bourne, and Bill Joy. Key features of Unix included being multi-user, multi-tasking, its portable kernel and modular tools approach.
The document summarizes new rules issued by the Department of Health and Human Services regarding breach notification requirements under HIPAA. Key points include:
1) The rules apply to unsecured protected health information and require covered entities like health plans and their business associates to provide notification if unsecured PHI is improperly used or disclosed.
2) Encryption and destruction are specified as methods to secure PHI to avoid a breach.
3) A breach is defined as an unauthorized disclosure of unsecured PHI that poses a significant risk of financial or reputational harm. Covered entities must assess risks to determine if a breach occurred.
This document contains questions and proposed answers from a Department of Labor staff meeting on employee benefits. Question 4 asks if a pension plan can refuse to qualify a domestic relations order (DRO) that would require the plan to pay more than it otherwise would. The proposed answer states that the plan can refuse because allowing benefits to be paid before the earliest retirement age would require paying more than the plan is obligated to pay under law. The DRO should name the alternate payee as the surviving spouse to avoid this issue after the earliest retirement age is reached.
This document summarizes two webinars hosted by ADP on new administration laws. The webinars covered legal challenges for HR professionals in the first 100 days of the Obama administration, the impact of COBRA on group health plans, ADP's COBRA services, and an overview of ADP's workforce management solutions. One webinar included a presentation on new laws impacting businesses, such as the Ledbetter Fair Pay Act, Employee Free Choice Act, unemployment benefits extensions, E-Verify, ADA amendments, and COBRA subsidies. Employers, employees, vendors, and providers all face challenges in responding to increased health care costs and utilization due to economic conditions and new regulations.
The philosophical system apply the scientific method to solve a puzzle built in the Gothic cloisters and abbeys, including Romanesque cathedrals, in which those warrior-monks had influence and power.
They were very effective because his ideas today reborn again and perhaps forever either.
In the Gothic cathedrals also included among the vaults a subliminal effect, consisting of a human face in outline.
After meeting this personal research, which is illustrated with photos and drawings, who has read it will not enter into a Gothic cathedral observing them differently he has looked like before.
Knowledge is power (starting with yourself).
Muchos pescadores de la costa catalana, que eran veneradores del toro, después de su naufragio en el mar Mediterráneo llegaron accidentalmente la isla de Menorca, debido a la extraordinaria violencia del viento llamado Tramontana que puede durar una semana. Muchos morían, pero las oleadas de pescadores sobrevivientes fueron numerosas, y a pesar de tener un sustrato común, sus creencias debieron superar conflictos
Al final, las TAULAS, que son monumentos prehistóricos exclusivos de la isla de Menorca, representaron la sobrevivencia después de una tempestad marina, de la misma forma que lo vemos reflejado en EL LIBRO DE LOS MUERTOS del Antiguo Egipto.(Libro de Ani). AVISO URGENTE:
Mis diversas investigaciones en síntesis publicadas en las redes sociales
fueron borradas por cierre de varios servidores. Actualmente las voy reponiendo en BLOGSPOT y BLOGGER, así como en WORDPRESS. La última se titula:
“EGIPTO CONFIRMA SU PASADO ALIENÍGENA” https://carademontserrat.wordpress.com/2021/01/22/egipto-confirma-su-pasado-alienigena/
En PPS trailer> https://www.slideshare.net/ramonetriu/egipto-confirma-su-pasado-alienigena-2020-243283991
Perdonen las molestias. Iré reponiéndolas desde la biblioteca cada dia poco a poco.
Tegile cloud integrations using atomsphere from dell boomi n veditsBala Ramachandran
Cloud Integration is and will be (perhaps in perpetuity) a mainstream IT value to business. This slide deck explores a case study in executing two cloud integrations. First one is related to Quote to Cash and the second one related to Return to Credit / RMA.
A cloud integration maturity model is presented based on the CMMI. The deck is supported by a number of discovery templates, playbook and run books. Ping me if you need any of them.
The document provides information on the 2019 novel coronavirus (2019-nCoV) including its origin in Wuhan, China, symptoms, how it spreads, current status, treatment recommendations, and guidelines for employers. It notes the virus is transmitted between people via respiratory droplets from coughs or sneezes within 6 feet. Employers should follow CDC guidance, maintain confidential employee medical information, provide leave as required by law, and prevent discrimination. They can ask employees about travel to affected areas but should do so discreetly and maintain privacy.
This document discusses the legal obligations and liabilities Florida employers face regarding contagious diseases like Ebola in the workplace. It covers requirements under OSHA to protect employees from recognized hazards. Employers must implement response plans if cited, including training, sanitation, and offering medical evaluation/treatment. The ADA is discussed in relation to disability and confidentiality. Employers must provide FMLA leave and may have premises liability if disease exposure occurs on site. Industries like healthcare are at higher risk and should take precautions to protect employees and establish procedures for those traveling to affected areas.
The document provides guidance for organizations on preparing for a potential resurgence of the H1N1 virus in the fall. It discusses the nature of the H1N1 virus and its symptoms. It also outlines legal considerations under OSHA, workers' compensation, FMLA, ADA, and FLSA. The document recommends that organizations develop pandemic plans that include education, risk evaluation, preparedness assessment, policy changes, communication strategies, and documentation practices. Organizations are advised to identify essential employees and prepare for potential staffing shortages during a pandemic.
This document provides guidance from OSHA and NIOSH for protecting workers from occupational exposure to the Zika virus. It outlines risks for outdoor workers, healthcare workers, and mosquito control workers. It recommends employing engineering controls, hygiene practices like handwashing, and personal protective equipment (PPE) like gloves, gowns, and insect repellent to prevent exposure to Zika virus through mosquito bites or contact with infectious blood and body fluids. The guidance emphasizes following standard precautions from OSHA's Bloodborne Pathogens standard and CDC recommendations.
This document provides information about preparing workplaces for an influenza pandemic. It discusses the potential impact of a pandemic on workers and businesses. It outlines the steps employers should take to reduce exposure risks, including conducting risk assessments, implementing infection control measures, communicating with employees, and training workers. Resources from OSHA and other organizations are recommended to help employers develop pandemic preparedness plans.
Here are the names of the personal protective equipment shown in the pictures:
1. Safety Goggles
2. Face Shield
3. Hard Hat
4. Ear Plugs
5. Respirator
6. Gloves
7. Safety Shoes
8. Coveralls
9. Apron
10. Dust Mask
The document discusses COVID-19 and proper donning and doffing of personal protective equipment during surgery. It describes the symptoms of COVID-19 such as fever, cough and shortness of breath. It identifies healthcare workers who are at very high, high, medium and lower risk of exposure to COVID-19 during surgical procedures based on their job tasks and level of interaction with known or suspected COVID-19 patients. It explains that COVID-19 spreads between people through respiratory droplets from coughing or sneezing or by touching contaminated surfaces. Proper use of equipment like masks, gowns, gloves and shoe covers is important to prevent the spread of COVID-19 during surgery.
This document provides dairy farmers guidance on preventing and managing coronavirus (COVID-19) on their farms. It outlines symptoms of COVID-19, recommendations for preventive measures like handwashing and social distancing, steps employers should take to protect workers, and answers to frequently asked questions. The recommendations are based on guidelines from organizations like the CDC and are aimed at minimizing risk to farmers, employees and others while still maintaining dairy farm operations.
This document provides answers to frequently asked questions about Ebola for employers. It explains that Ebola is transmitted through direct contact with bodily fluids from a sick person showing symptoms, and that there is no approved vaccine. It advises that employers cannot prohibit travel but may require medical exams depending on exposure risk. It also recommends educating nervous employees on low transmission risk and avoiding discrimination. Employers with at-risk workers should follow safety standards and allow refusal to work only if there is objectively imminent death or injury.
Case Study Essay Example Discussion Paper.docx4934bk
The document discusses COVID-19 procedures for healthcare providers. It outlines steps that would be taken if a patient is suspected to have COVID-19, including isolating them, informing relevant parties while maintaining confidentiality, and activating response plans. It also addresses notifying close contacts if a case is confirmed, the challenges this presents for family caregivers, and the uncertainty felt by both patients and healthcare workers during the pandemic.
The document provides information from the WHO about the coronavirus (COVID-19) including what it is, how it spreads, symptoms, differences from SARS and the common cold/flu, incubation period, prevention methods, and myths. Some key points covered are: coronaviruses can cause illness ranging from the common cold to SARS; it spreads through respiratory droplets from coughs/sneezes; common symptoms include fever, cough and difficulty breathing; prevention methods include hand washing, social distancing and mask wearing by those who are sick.
This document provides information about preparing for an H1N1 pandemic. It discusses symptoms of H1N1, how it spreads, treatment options, current statistics on cases in Wisconsin, and recommendations for businesses and individuals to prepare. Healthcare systems have been preparing for a pandemic by stocking supplies, planning vaccination efforts, and establishing incident command centers to coordinate response. Proper hand washing, covering coughs, and staying home when sick can help contain the virus.
This document discusses whether employees should get flu shots and if employers can require them. It notes that flu costs billions in lost productivity each year. While flu season peaks in February, getting vaccinated any time provides protection. The CDC recommends all people over 6 months get vaccinated annually. Employers may want employees vaccinated to reduce flu impacts, but some states have made mandatory vaccinations illegal due to religious exemption concerns. Employers should check state laws on mandating flu shots.
5203 Disaster and Climate Resilience, Occupational Health and SafetyMd. Abdullah-Al-Mahbub
This document discusses occupational health and safety topics including occupational health, occupational hazards, and common workplace hazards. It defines occupational health as promoting worker well-being and preventing work-related illness and injury. Workplace hazards can be biological, chemical, physical, safety-related, or ergonomic in nature. Biological hazards may include bacteria, viruses, or dusts that can cause respiratory illness. Chemical hazards include cleaning products, hair dyes, and other substances that can cause skin or respiratory issues if not handled properly. Identifying hazards is important for assessing and reducing risks to worker health and safety.
The document provides information on preparing credit union staff for potential impacts of the H1N1 virus, including:
1) Educating staff on the virus, its symptoms, and high-risk groups.
2) Evaluating the virus spread locally and recommending preventative measures like handwashing, surface cleaning, and staying home when sick.
3) Communicating safety procedures to staff and members through various channels and encouraging vaccination when available.
This document discusses transmission-based precautions and bloodborne pathogens as risks to healthcare workers. It outlines three types of transmission-based precautions - airborne, droplet, and contact - that are implemented based on the pathogen and mode of transmission. Airborne pathogens can travel long distances while droplets do not travel far. Contact precautions involve wearing gowns and gloves. The document also discusses bloodborne pathogens like HIV, hepatitis B, C, and D that pose risks to healthcare workers through needlesticks or contact with broken skin. Employers must follow OSHA standards to protect workers by providing proper equipment, training, and limiting exposure risks.
U.S. Preps For Ebola Outbreak Cases May Exceed 100,000 By December “The Numbe...Hope Small
The article does not mention that a completely unrelated strain of ebola has broken out in the Congo. What are the chances of that?
Though news on the Ebola virus has been muted since two American health care workers were admitted to U.S.-based facilities last month, the deadly contagion continues to spread. According to the World Health Organization more than 40% of all Ebola cases thus far have occurred in just the last three months, suggesting that the virus is continuing to build steam.
Physicist Alessandro Vespignani of Northeastern University in Boston is one of several researchers trying to figure out how far Ebola may spread and how many people around the world could be affected. Based on his findings, there will be 10,000 cases by September of this year and it only gets worse from there.
OSHA Violence in the Workplace Regulations.ppsxshae28
This document from CareCo Medical discusses workplace violence prevention for home healthcare workers. It provides an overview of OSHA and its mission to ensure safe working conditions. Home healthcare poses hazards like violence, and the document outlines risk factors for violence and recommendations for an effective violence prevention program, including management commitment, hazard analysis and control, training, and evaluation. It emphasizes that prevention requires cooperation between workers and employers and a culture of respect.
The document provides an overview and guide on the 2019 novel coronavirus. It discusses the origin of the virus in Wuhan, China and how it has spread globally. The key symptoms of the virus are fever, cough and shortness of breath. While there is no vaccine or cure currently, treatment focuses on relieving symptoms and recovery support. The document emphasizes the importance of prevention measures like hygiene and being aware of one's environment to minimize risk of infection.
Similar to Week Of 2009 09 14b95244cb Af65 40fd A438 4816472c1849 Documentupload (20)
Coronavirus 2020, the essential guide to the Wuhan virus - Mark Bradley
Week Of 2009 09 14b95244cb Af65 40fd A438 4816472c1849 Documentupload
1. 131 South Dearborn Street
Suite 2400
Writer’s direct phone
Chicago, Illinois 60603
(312) 460-5877
(312) 460-5000
Writer’s e-mail
mlies@seyfarth.com fax (312) 460-7000
Writer’s direct fax www.seyfarth.com
(312) 460-7877
Swine Flu: The Employer’s Guide to the Legal and
Workplace Implications of a Swine Flu Outbreak
By Mark A. Lies II*
I. Introduction
By now, most people are familiar with the “Swine Influenza”, or “Swine Flu” virus (the
“virus” or “disease”) that has been reported in Mexico and most recently in the United States and
Europe. Given high density areas such as mass transportation systems, schools, hospitals and the
workplace, the potential is great for this widely circulating virus to spread from human-to-human
in a short period of time.
II. Background
A. What is Swine Influenza?
The Swine Influenza (also identified as H1N1), is an infection that usually affects swine.
Certain of these viruses that primarily affect swine are genetically indistinguishable from the
influenza viruses that are contracted by humans. H1N1 has contributed to the largest number of
detected cases and severe disease and death in humans.
B. What are the Symptoms of Swine Influenza and Who are Most at Risk?
Once a human contracts the virus, the symptoms have ranged from typical human-like
influenza symptoms such as fever, extreme fatigue, coughing, sore throat, muscle and joint aches
to eye infections, pneumonia, severe respiratory diseases and other potentially life-threatening
complications. Symptoms usually begin within 2 to 3 days of exposure and depend upon the
specific subtype and strain causing the infection. Only a laboratory test can confirm the virus in
humans.
Those at risk of contracting the virus are mainly individuals who work with swine, health
care professionals, frequent travelers, and airline/transportation industry personnel. It should be
*
Mark A. Lies II is an attorney in the Environmental, Safety and Toxic Tort Group in the Chicago office of Seyfarth
Shaw LLP. Mr. Lies is a partner who focuses his practice in the areas of occupational safety and health, workplace
violence and related personal injury and related employment litigation. Mr. Lies can be contacted at
mlies@seyfarth.com (312/460-5877).
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2. noted that the virus does not seem to discriminate in the sense that healthy, sick, young and old
people all have a significant chance of infection.
C. How is Swine Influenza Transmitted?
Direct contact with infected swine, or surfaces and objects contaminated by them is
considered the main route of human infection. To date, many people that have contracted the
virus live in rural/periurban areas where many households keep swine herds, which often roam
freely around human habitations. It cannot be spread by contact with or consumption of properly
handled and prepared pork food products.
Once a human contracts the virus, there is a potential for it to spread from person-to-
person when a person talks, coughs or sneezes. It can also spread through hand or face contact
or through coming in contact with something that an infected person has already touched.
III. What are the Legal Ramifications that Employers Should Consider?
There are several employment and other laws which may be directly involved with this
disease and must be considered by employers. These are as follows:
A. Occupational Safety and Health Act
Under the Occupational Safety and Health Act (“Act” or “OSHA”), the employer has a
legal obligation to provide a safe and healthful workplace. One of the agency’s enforcement
mechanisms is the ability to issue citations with monetary penalties to employers. According to
Section 5 of OSHA, commonly referred to as the “General Duty Clause,” it requires that an
employer protect its employees against “recognized hazards” to safety or health which may
cause serious injury or death.
Given that OSHA does not have a specific regulation which deals with the Swine Flu, the
Occupational Safety and Health Administration (the “Agency”) will utilize the General Duty
Clause. In order to determine the scope of the employer’s obligation under the General Duty
Clause, OSHA is empowered to utilize outside nationally recognized consensus standards or
other authoritative sources. In this case, OSHA would rely upon recommendations issued by the
Centers for Disease Control (“CDC”), the National Institute for Occupational Safety and Health
(“NIOSH”) or other similar resources. If the Agency can establish that employees at a worksite
are reasonably likely to be “exposed” to the Swine Flu (e.g., through handling swine, working in
the transportation industry requiring travel to affected countries, serving as healthcare providers,
etc.), OSHA will likely require the employer to develop a plan with procedures to protects its
employees.
Under the Act, the employer may also have additional legal obligations to the employees
of another employer who may come to the workplace and may potentially be exposed to the
hazard (in this case to Swine Flu carriers). OSHA may utilize its authority under the “multi-
employer workplace doctrine” to issue citations to the host employer when personnel of another
employer are exposed. In these instances, citations can be issued by the Agency to the host
employer if another employer’s staff members are exposed or if the host employer created the
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3. hazard or exposed the other employees to the hazard. The host employer or the controlling
employer at the site will ultimately be held responsible to correct the hazard.
OSHA will expect the responsible employer to develop a program based upon a “hazard
assessment” of potential exposure at the worksite (provided in more detail below), such as
conduct employee awareness training regarding the hazard; develop procedures, including the
use of personal protective equipment (e.g., masks) if necessary to prevent infection and
transmission; develop a means of reporting infection and providing medical surveillance for
employees who contract the disease; maintain appropriate documentation of the foregoing;
preserve of medical records; and maintain an OSHA 300 Log for illnesses which are
occupationally related.
B. Worker’s Compensation – Disability Benefits
In the event that an employee contracts Swine Flu as a result of occupational exposure,
(in other words, the illness “arises out of and in the course of employment” which the employee
must prove with competent medical evidence), the employee is entitled to receive temporary
total disability benefits in lieu of wages, reasonable and necessary medical treatment and an
award for any resulting permanent disability (e.g., reduced respiratory capacity, etc.). An
employer should evaluate whether it has adequate worker’s compensation insurance coverage
and coverage limits that include occupational diseases.
If an employee contracts the disease and it is not occupationally related, the employee
may be entitled to disability benefits if the employer provides such benefits. Again, the extent of
such benefits and any exclusions should be carefully evaluated by the employer. The employer
must consider that the Swine Flu is going to involve significant medical issues, such as
determining (1) whether the employee is infectious, (2) what type of treatment is necessary, (3)
whether the employee presents a health risk to others and, (4) when the employee can safely
return to work. Therefore, it is essential that the employer identify a competent medical
professional with expertise in infection control who can advise it on all medically-related issues,
including worker’s compensation.
C. Family and Medical Leave Act
Under the Family and Medical Leave Act (“FMLA”), employers who have more than 50
employees are required to provide up to twelve (12) weeks of unpaid leave to a qualified
employee who has a “serious health condition.” An employee is also eligible under the FMLA
in the event of a “serious health condition” affecting its spouse, child or parent(s).
If an employee contracts the Swine Flu, this disease will most likely be considered a
“serious health condition” under the FMLA warranting the unpaid leave. Similarly, if an
employee’s parent, spouse or a child contracts the disease, this will likely be a qualifying event
entitling the employee, with physician’s documentation, to utilize leave time to care for such an
immediate family member.
It is certain that issues may arise if the employee contracts the disease but is able to
continue working while potentially exposing other employees to infection. Since the CDC
appears to recommend removal of such individuals from the workplace to prevent transmission
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4. of the disease, the employer may have to consider placing the employee on an FMLA leave or
providing some other form of leave despite the employee’s desire to continue working.
If the employee exhausts the entire twelve weeks of FMLA leave, and is unable to return
to work at that time, the employer may wish to consider additional unpaid leave for the
employee, although such leave would be outside of the FMLA required reinstatement rights.
D. Americans with Disabilities Act
The Americans with Disabilities Act (“ADA”) provides certain protections to employees
who may have physical, mental or emotional “disabilities” but who are otherwise qualified to
perform the essential functions of their jobs. Typically, a disability is an impairment which
substantially limits one or more of the major life activities of an individual (e.g., breathing,
working, speaking) which is chronic in nature. Thus, Swine Flu, which is expected to involve
temporary infection, and hopefully recovery, would not appear to qualify as a “disability.”
The ADA may become a factor, however, if an employee develops a disability as a result
of the disease and cannot return to their former work duties because of such impairment. The
employer must then be prepared to engage in an “interactive process” with the employee which
involves a case-by-case dialogue regarding the employee’s ability to return to work, any work
restrictions, what accommodations may be available which do not cause undue hardship to the
employer or whether the employee’s disability presents a direct threat to the health or safety of
the employee or other employees. Again, it is recommended that employers engage competent
medical advice regarding any accommodations which may be warranted as a result of the long
term effects of this disease.
E. Premises Liability
Under general common law principles in most jurisdictions, a landowner (sometimes the
employer) who allows third parties to enter upon its premises for business or related purposes
(such as clients, vendors, contract employees), owes these individuals a duty of “reasonable
care” to protect them against hazards at the premises which are not “open and obvious.” In the
case of Swine Flu, if the landowner is (or should be) aware that there are infectious persons at
the premises (whether its own employees or tenants) who may create a health hazard to these
third party entrants, there may be a duty to warn such third parties, or to prevent access to certain
facility areas. In the event that the building ventilation system or washroom facilities may
become contaminated with Swine Flu, the landowner may have an obligation to prevent such
contamination through enhanced measures.
In many cases, the legal duty of the landowner for site security and sanitation will be
defined by contractual documents, such as leases. The landowner should make sure to review
such documents to confirm its obligations regarding third parties who may have access to the
property.
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5. IV. Where Can I Find Additional Information on the Swine Flu?
A. Informational Websites
Center for Disease Control - www.cdc.gov/swineflu/
OSHA – www.osha.gov
U.S. Department of Health and Human Services – www.pandemicflu.gov
The World Health Organization - www.who.int
CDC Emergency Response Hotline for health employers - (770) 488-7100
V. Recommendations
Unfortunately, it appears that this new health hazard has already and will continue to
impact the workplace. It is recommended that the employer take the following steps to preplan
for such a hazard.
• Obtain information on the disease from the local Department of Public Health, the
Centers for Disease Control and Prevention (CDC), or the employer’s local health
provider so that the employer can determine whether there is a Swine Flu health
risk in the community and/or within the particular groups which may be within
the workplace.
• Institute a program to require employees to comply with recognized personal
hygiene practices, including hand washing, cleaning of surfaces that may have
been contaminated due to sneezing, coughing or other contact with disinfecting
agents and avoid spreading of disease by coughing or sneezing without covering
the mouth and nose.
• Inform its employees that the employer is committed to providing a safe and
healthy workplace (required under the OSHA Act) and that it wants to protect its
employees against potential exposure to any disease whether or not work-related,
including Swine Flu, within the workplace. Provide information to employees,
such as the CDC Key Prevention Messages discussed above.
• Advise employees that they are required to report immediately to the employer
any communicable diseases (including Swine Flu) so that the employer can
institute appropriate action with public health authorities to control the spread of
the disease within the workplace and ensure that an adequate medical response is
occurring.
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6. • Inform employees that all such medical information will be maintained as
confidentially as possible and that no employee will be subjected to retaliation for
reporting such information.
• Ensure that the employer documents its actions to respond to any actual, reported
infection or other information involving Swine Flu, including recommendations
from the DPH, medical providers and to the affected employees as the situation is
resolved.
• Follow the employer’s policies relating to documenting any requests for FMLA or
other leaves which may be required to treat Swine Flu and resulting chronic
health conditions.
• Document any employee requests for an accommodation and the interactive
process with the employee for any Swine Flu related “disability”.
VI. Conclusion
If the employer becomes informed of the facts relating to Swine Flu and responds in a
reasonable manner as outlined above, the employer will be able to properly respond to this health
hazard to protect the health of its employees, as well as to limit its potential legal liability.
**The author acknowledges source material on the disease, including the Centers for Disease
Control and Prevention (CDC); American Medical Association; Mayo Foundation for Medical
Evaluation and Research.
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