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

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.

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Workplace Violence

by Heather Egan Sussman, Arthur G. Sapper and Bethany K. Hatef During the holiday season, stress can run high.  Holidays can bring less sleep, increased pressures and even family tension.  This can affect the workplace and increase the risk of confrontation or even violence.  The Occupational Safety and Health Administration (OSHA) recently issued its first guidance directive regarding how OSHA will enforce the Occupational Safety and Health Act against workplace violence hazards.  Over the past 15 years, OSHA notes, workplace violence has remained among the top four causes of occupational death.  According to the Bureau of Labor Statistics, workplace homicide was responsible for more than 3,000 occupational deaths between 2006-2010. The directive defines “workplace violence” as “violent acts (including physical assaults and threats of assaults) directed toward persons at work or on duty.”  OSHA states...

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