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Occupational health hazard control
Occupational health hazard control
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Recommended: Occupational health hazard control
Megan Staton
OSHRC Case Study
Secretary of Labor v. Garden Ridge, Store #46
SAFE 4025
Case Introduction- On February 17, 2010, OSHA’s area office was obligated to send a compliance officer, David Bryan, to inspect a small home decor retail store named Garden Ridge, which was located on Chenal Parkway in Little Rock, Arkansas. The Occupational Safety and Health Administration had received an employee formal complaint in regards to a number of safety violations within their store. Bryan and his team had arrived at the store and was unfounded by the employee's complaints and did not notice any serious conditions at first site. Bryan made an opening conference with the General Manager named Michael McCullough, to introduce and explain
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The Secretary stated that “under citation No. 1, Garden Ridge contends 1910.212 (a)(1) does not apply to the cited conditions. The company asserts OSHA’s Lockout/Tagout standard, at 1910.147, is the applicable standard. Garden Ridge also argues the Secretary establish its employees were exposed to a hazard while operating the garbage compactor. Under Citation No. 2, Garden Ridge concedes it violated 1904.40(b)(2), but contests the proposed penalty”( Secretary of Labor v. Garden Ridge pg. 2). Garden Ridge argued to the judge that they believed that the Lockout/Tagout standard was being intertwined with the issue that Bryan had on the guarding of the compactor. There was proof of the LOTO standard shown to McCollough that states that if there is any type of servicing or maintenance on equipment then there is a possibility that there could be an injury to the employees. Bryan had then began to testify to the court that he had asked McCollough for a copy of the LOTO for the garbage compactor and McCollough proceeded to tell him that they did not have a LOTO procedure in place for employees because the employees did not do any maintenance work on that specific piece of equipment and so this is why OSHA’s Secretary cited Garden Ridge for the guarding standard rather than the LOTO procedure/standard. McCollough later testified in court that he did not state that there was not LOTO procedure in their store to Bryan and that it was posted on the door near the machinery. “Garden Ridge is correct when it states the Secretary has “intertwined” the issues of LOTO and machine guarding. This intertwining began with the Secretary’s inartfully drafted alleged description violation for item 1 of Citation No. 1. Generally, machine guarding violations create conditions that expose employees to injuries from points of contact during the machine’s normal production
(Cheeseman2013) In the National Labor Relation Board v Shop Rite Foods case some employees of Shop Rite Foods of Texas elected a worker union as a Bargaining agent for a collective bargaining agreement for over 3 months the agreement was still not settled. Then ShopRite began to notice a lot of it merchandise being damaged in the warehouse. They determined that the damage was being intentionally being caused by dissident employees as a pressure tactic to secure concessions from the company in the collective bargaining negotiations.
...e terms and conditions the job entailed. I believe that Wal-Mart did accommodate Pam Huber’s disability needs by suggesting to her a different position to work in due to her downfall. If the company caused for her accident then they should accommodate for her disability and keep Pam Huber in her position but due to the fact that the accident happened on her own terms I do not think the company should be reliable for her disability and therefore Pam Huber should either accept and make the most out of her situation or leave the company. Based on all these factors I am defiantly in agreement with Wal-Mart and the district courts decision on ruling summery judgment in favor of Pam Huber.
A rehabilitation clinic dismissed two drug rehabilitation counselors for using peyote in a religious ceremony. The two counselors, including Smith, sought unemployment benefits. Possessing peyote is a criminal offense in the State of Oregon. The rehabilitation clinic denied the counselors unemployment on grounds of misconduct. Smith filed suit again the clinic. The Oregon Supreme Court overruled the rehabilitation clinic’s verdict. The court stated that Smith’s religious use of peyote was protected under the First Amendment's freedom of religion. The Employment Division, Department of Resources appealed the case to the United States Supreme Court on the grounds that possession and use of peyote is a crime. The Supreme Court returned the case back to Oregon State Courts to determine if Oregon law prohibits the use and possession of peyote for religious purposes. Oregon State court ruled that consumption of illegal drugs for religious purposes was still considered illegal; however, they were also aware that this ruling also violated the First Amendment. The main issue is whether the government can prevent the religious use of peyote under the Free Exercise Clause of the First Amendment, even if a law prohibits it for everyone else. In addition, can the state deny unemployment benefits to someone who has been fired for using peyote for religious purposes?
Legal Case Brief: Bland v. Roberts (4th Cir. 2013). Olivia Johnson JOUR/SPCH 3060 April 1, 2014. Bland v. Roberts, No. 12-1671, Order & Opinion (4th Cir., Sept. 18, 2013), available at:http://www.ca4.uscourts.gov/Opinions/Published/121671.pdf (last visited Apr. 4, 2014). Nature of the Case: First Amendment lawsuit on appeal from the U.S. District Court for the Eastern District of Virginia, at Newport News, seeking compensation for lost front/back pay or reinstatement of former positions. Facts: Sheriff B.J. Roberts ran for reelection against opponent, Jim Adams, in 2009.
This is a complex case, involving multiple parties and several variables that need to be examined thoroughly. The parties mentioned include Knarles operator of the facility maintenance company, his son Barkley, their employee, a licensed plumber, and Mr. Chetum. Although in the end Chetum is suing the facilities maintenance firm for a breach of contract, all factors must be examined to determine proper fault.
The plaintiffs, Bosse and Griffin, sued Chili’s for negligence seeking compensatory damages claiming a patron who pursued them following their skipping out on a restaurant bill was acting as agent for Chili’s at the time the patron caused the plaintiff’s car accident and that Chili’s was, therefore, responsible for the crash.
Keller claims to have unlocked doors, turning on lights, turning on the air compressor, reviewing employee schedules, and distributing fabric to other workstations. The district court did not hear from the plaintiff’s sister and co-worker. She stated that her sister didn’t work before the start of the shift. The district court found that Kellar’s pre-shift activities were non-compensable preliminary activities under the Portal-to-Portal Act of
The plaintiff in this action, Mr. Bell, is requesting from the Commission, to award compensation for his injury under the Worker’s Compensation Act. Mr. Bell, will be referred to as Bell, filed a workers’ compensation claim against defendant, Safe Place Children’s Home, which will be referred to as the Safe Place. Bell subsequently submitted a claim to the Safe Place human resources department and was denied. Bell’s injury is compensable because Safe Place mandated Bell’s physical presence and participation in a football game at an annual picnic which benefited Safe Place by socializing, boosting morale, and team building. An injury arises out of employment when the employee is expressly mandated at the recreational and social event and the
I have done an extensive search on the internet finding much of your needed information for the upcoming OSHA audit. You should find it helpful in answering all of the questions you had. I have attached the first page of every website in case you would like to check them out in more detail.
Nielsen, Ronald P. OSHA Regulations And Guidelines : A Guide For Health Care Providers. Albany, NY: Delmar,
The Fair Labor Standards Act The Fair Labor Standards Act (FLSA) was passed by Congress on June 25th, 1938. The main objective of the act was to eliminate “labor conditions detrimental to the maintenance of the minimum standards of living necessary for health, efficiency and well-being of workers,”[1] who engaged directly or indirectly in interstate commerce, including those involved in production of goods bound for such commerce. A major provision of the act established a maximum work week and minimum wage. Initially, the minimum wage was $0.25 per hour, along with a maximum workweek of 44 hours for the first year, 42 for the second year and 40 thereafter. Minimum wages of $0.25 per hour were established for the first year, $0.30 for the second year, and $0.40 over a period of the next six years.
U.S. Labor History Unionism can be described as "a continuous association of wage-earners for the purpose of maintaining or improving the conditions of their employment" (Smelser). This means that a group of workers can unite to gain more power and leverage in bargaining. The bargaining process may include many aspects but usually consists of wages, benefits, terms and conditions of employment. The notion of union came about in the 1700's. In the beginning, as it is today, workers united to "defend the autonomy and dignity of the craftsman against the growing power of the company" (Montgomery).
Even though his firm was only required to do civil engineering work, Giffels concluded that there was an unacceptable risk to the firefighters who would use the facility with the unresolved issues, so he began contacting other firms with experience handling similar contract projects, part of exercising due care to ensure they could enhance safety. The training facility met the minimum requirements of the law, but Giffels felt that it would be shirking the responsibility his firm has to the public by not callin...
If you are like the majority of managers operating within labor contracts then you can relate to the frustration that accompanies the labor grievance process. For the most part, grievance policies are set to be mediating faucets that allow for a clarification or even a compromise between employer and employees. Yet, what takes place absent a clear understanding of the true purpose of the grievance process may be a whirlwind that brings about much aggravation and frustration between both parties. What follows are three effective methods in ensuring that your company’s approach in dealing with grievances is not distorted or manipulated.
The term ‘occupational health and safety’ (often abbreviated to OHS), is used describe work practices that will keep employees safe. The absence of OHS can be detrimental to a company and its workers alike, as there is a high risk of serious injury. Safety on many worksites must be the top priority for any corporation. Though at our walk-around of Juggernaut Industries, we noticed it wasn’t monitored at all. The following is a list of possible effects and laws that will remind you of the consequences.