https://completemarkets.com/Article/article-post/1549/OCCUPATIONAL-EXPOSURE-TO-HAZARDOUS-CHEMICALS-IN-LABORATORIES/
...sure To Hazardous Chemicals In Laboratories
INFORMATION DATE 19901212 DESC...ndustrial, clinical, and academic laboratories. SCOPE AND APPLICATION Covers all laboratories engaged in the laboratory use o...
https://completemarkets.com/Article/article-post/1504/BLOODBORNE-PATHOGENS-FINAL-STANDARD-SUMMARY-OF-KEY-PROVISIONS/
...posures. HIV AND HBV RESEARCH LABORATORIES AND PRODUCTION FACILITIES Calls f...ted areas in HIV and HBV research laboratories and production facilities. INF...
https://completemarkets.com/Article/article-post/1548/OCCUPATIONAL-EXPOSURE-TO-FORMALDEHYDE/
...e as a preservative in medical laboratories and as an embalming agent in mortu...hing (19,125), furniture 12,643), laboratories (12,220) and foundries (10,594)...
https://completemarkets.com/Article/article-post/1536/MEDICAL-SURVEILLANCE/
... Currently, 15 states require laboratories and health care providers to repor...
https://completemarkets.com/Article/article-post/1540/Drug-Free-Workplace/
... ? For alcohol? For prescription drugs that may affect work performance?) How frequently will you test? (Weekly? Monthly? Once a year?) (What will you do if an applicant tests positive? (Refuse to hire? Tell the applicant why you are not hiring him or her? Allow the applicant to be retested? Allow the applicant to reapply after six months?) What will you do if an employee tests positive? (Fire all employees who test positive? Refer them to counseling and treatment after the first positive, but fire after the second? Allow them more than one chance to become drug-free before firing?) What tests will you use and what procedures will you follow? (Who will collect the specimens? Will you use a confirmation test? Which laboratory will you use? Will you use a medical review officer? How will you protect the employees' privacy and confidentiality?) Be sure your drug testing program is fair, accurate, and legally defensible. Remember, it should be undertaken only as part of a comprehensive drug-free workplace program. FEDERAL REGULATIONS If your company performs certain types of work or if it has certain types of contracts with the federal government, you may have to comply with federal regulations. UNDERSTANDING THE DRUG-FREE WORKPLACE ACT OF 1988 The Drug-Free Workplace Act is a federal statute requiring certain federal contractors and grantees to maintain a drug-free workplace. WHO IS AFFECTED? You are not covered by the Act unless: You have a single contract with the federal government of $25,000 or more. You receive a grant from ...
https://completemarkets.com/Article/article-post/1770/COMPUTER-VISION-SYNDROME/
... than mesh varieties, which can produce a moire pattern on screen (an interference pattern referred to as the screen door effect') . Glass and plastic filters have two drawbacks, though: They're more expensive and more reflective than mesh, so in extreme lighting, the filter may produce more reflections than the naked monitor. Casual users, people who don't want to spend much for a product, or users in harsh lighting conditions should consider mesh. The only way to know if a filter will meet your needs is to work with it on your computer for a few days. To help consumers make a more educated decision, the American Optometric Association (AOA) has begun a Seal of Certification and Acceptance program to judge the effectiveness of filters. So far only one company, Optical Coating Laboratory, Incorporated (OCLI), has submitted its products for review. All the OCLI filters have received the AOA seal. Virtually every filter manufacturer offers both mesh and glass products. Along with reducing glare, some filters are supposed to cut static, which means they prevent charged dust particles from collecting on the surface of the monitor. Others claim to block potentially harmful electromagnetic emissions. However, filters cannot block rays from the back of monitors, the greatest source of low-frequency emissions. The big question is: Do filters work? Many users report reduced glare and, often, reduced eye fatigue after installing their filters. With an effective filter, users can work at a terminal all day with virtually no eyestrain and without having to position the monitor away from the sun's path. And you ...
https://completemarkets.com/Article/article-post/1035/DOT-DRUG-AND-ALCOHOL-TESTING-REGULATIONS-ARE-YOU-READY/
... planning their testing programs even if they employ only one covered worker. HOW DO THE REGULATIONS WORK? Drug Testing-Employers must test employees for marijuana, cocaine, opiates, phencyclidine (PCP), and amphetamine (including methamphetamine) . Before hiring an individual for a safety-sensitive position. Within 32 hours after an accident has occurred. Randomly at a 50% frequency rate (25% for the aviation and railway industries) .& #160 Upon reasonable suspicion that an employee is using illegal drugs. Prior to an employee returning to duty in a safety-sensitive position after participating in a substance abuse treatment program. As follow-up to treatment based on the recommendation of a substance abuse professional (SAP) . All drug tests must be performed by a laboratory approved by the Substance Abuse and Mental Health Services Administration (SAMSHA) . Most SAMSHA labs will provide the materials necessary to collect the urine specimen and ship it to the lab for testing. All positive drug screens must undergo confirmation testing by gas chromatography/mass spectrometry. Employers often have to contract separately for collection. Collection can take place at a hospital, clinic, physician's office, or in the workplace. However, strict chain-of-custody procedures must be observed at all times, regardless of where the specimen collection takes place for the test to be considered valid. The DOT also requires employers to utilize the service of a medical review officer (MRO) . The MRO reviews drug test results for accuracy and assures that there is no reasonable explanation for a positive drug test, such as the ...
https://completemarkets.com/Article/article-post/1623/INDOOR-AIR-QUALITY-AND-HOW-TO-IMPROVE-IT/
... can be caused by two types of building problems: sick or tight building syndrome and building-related illnesses. Sick Building Syndrome is a condition associated with complaints of discomfort including headache; nausea; dizziness; dermatitis; eye, nose, throat, and respiratory irritation; coughing; difficulty concentrating; sensitivity to odors; muscle pain; and fatigue. The specific causes of the symptoms are often not known but sometimes are attributed to the effects of a combination of substances or individual susceptibility to low concentrations of contaminants. The symptoms are associated with periods of occupancy and often disappear after the worker leaves the worksite. Building-Related Illnesses are those for which there is a clinically defined illness of known etiology. They include infections such as legionellosis and allergic reactions such as hypersensitivity diseases and are often documented by physical signs and laboratory findings. TOBACCO SMOKE Tobacco smoke can irritate the respiratory system. In allergic or asthmatic persons, it often results in eye and nasal irritation, coughing, wheezing, sneezing, headache, and related sinus problems. People who wear contact lenses often complain of burning, itching, and tearing eyes when exposed to cigarette smoke. Tobacco smoke is a major contributor to indoor air-quality problems. Tobacco smoke contains several hundred toxic substances. MICROORGANISMS Microorganisms and other biological contaminants (microbials) include viruses, fungi, mold, bacteria, nematodes, amoebae, pollen, dander, and mites. Sources: water-damaged materials, high-humidity indoor areas, damp organic material and porous wet surfaces, humidifiers, hot-water systems, outdoor excavations, plants, animal excreta, animals, insects, food, and food products. ...
https://completemarkets.com/Article/article-post/912/DRUG-TESTING-AND-EMPLOYEE-ASSISTANCE-PROGRAMS/
... commonly used illegal drugs? For all illegal drugs? For alcohol? For prescription drugs, which may affect work performance? How frequently will you test? Weekly? Monthly? Once a year? What will you do if an applicant tests positive? Refuse to hire? Tell the applicant why you are not hiring him or her? Allow the applicant to be retested? Allow the applicant to reapply after six months? What will you do if an employee tests positive? Fire all employees who test positive? Refer employees to counseling and treatment after the first positive but fire after the second? Allow employees more than one chance to become drug-free before firing? What tests will you use and what procedures will you follow? Who will collect the specimens? Will you use a confirmation test? What laboratory will you use? Will you use a medical review officer? How will you protect employees' privacy and confidentiality? How will you be sure your drug-testing program is fair, accurate, and legally defensible? Remember, drug testing should be undertaken only as part of a comprehensive drug-free workplace program. Federal Regulations If your company performs certain types of work or if it has certain types of contracts with the federal government, you may have to comply with federal regulations. The Drug-Free Workplace Act of 1988 is a federal statute requiring certain federal contractors and grantees to maintain a drug-free workplace. You are not covered by the Act unless you have a single contract with the federal government of $25,000 or more or you receive a grant from the federal government. Subcontractors and subgrantees are not ...
https://completemarkets.com/Article/article-post/1663/HEALTH-INSURANCE-MODULE-V-H/
... thoroughly before making any presentations, or you may call in a Health insurance specialist. Benefits Whether an insured plan, a pre-paid plan, an HMO, or a PPO, an individual Health coverage contract should provide coverage for most of the following, as appropriate for each client: Accidents Alcohol and drug abuse Allergy testing-serum treatment Ambulance and transportation Ambulatory surgery (aka outpatient surgery) Anesthesia Annual physical Assistant surgeon Blood/plasma transfusions Burn ward benefits Chemotherapy Chiropractic (with limitations) Complications of pregnancy Congenital defects benefit Coronary Care Unit (CCU, a.k.a. Coronary Care and Monitoring Unit or CCMU) Dental surgery Dental tumors Family planning benefit Foot care Hemodialysis (limited benefit) Hospital miscellaneous charges Hospital room and board Impacted wisdom teeth Inhalation therapy Intensive Care Unit (ICU, aka Critical Care Unit or CCU) Laboratory tests Mental and nervous disorders Normal maternity benefits (1 ) (1 ) May be optional or not available in individual plans and some small Group plans. If included, the benefit may be limited as to how long a covered participant must have been covered by the plan, and may announce a dollar limit for normal pregnancy, subject to a special deductible. Occupational therapy Organ transplant Orthopedic training (exercises) Outpatient benefits Physical therapy Pre-admittance testing Prescription drugs, in/out of the hospital Private hospital room (only if required by law) Prosthetic devices Radiation therapy Speech therapy Substance abuse Surgery Surgery-second and third opinions Testing Well baby care X-rays A good Group Health insurance contract should provide the aforementioned benefits, plus a Group Life benefit and Group Accidental Death and Dismemberment coverage if mandated by law. ...