How Healthcare Employers Can Comply With OSHA’s Rules on Workplace Violence

By on October 24, 2019
Posted In Employment, Labor

OSHA’s general duty clause now applies to workplace violence in healthcare Sec. of Labor v. Integra Health Mgmt., Inc., OSHRC Docket No. 13-1124 (March 2019), requiring healthcare employers to maintain workplaces “free from recognized hazards that are causing or likely to cause death or serious physical harm.”

Abigail M. Kagan authored a primer for healthcare employers on the clause. In an article originally published on Bloomberg Law, she discusses:

  • The four criteria OSHA considers in determining whether a general duty violation has occurred
  • Engineering controls and administrative controls healthcare employers should take to protect workplaces
  • A checklist healthcare employers can utilize to begin protecting employees

Reproduced with permission from Copyright 2019 The Bureau of National Affairs, Inc. (800-372-1033) www.bloombergindustry.com.

Access the full article.

Abigail M. KaganAbigail M. Kagan
Abigail M. Kagan focuses her practice on employment law, with particular experience in conducting transactional due diligence, defending single-plaintiff, class and collective actions, second-chairing labor negotiations, and drafting personnel policies and other employment documents. She has advised clients on EEO concerns, the gig economy, data privacy, leaves of absence, reductions in force, wage and hour audits, unemployment insurance, short-term disability, restrictive covenants, and NLRA application to non-union members. Read Abigail Kagan's full bio.

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