Temp Worker - Recordable Injury? A temporary worker's job-related injury requiring restricted duty is a recordable injury for the client company (the employer on whose premises the temp was injured). Usually the client company has to track the restricted time until the temp's condition improves to allow him/her to return to full-duty. QUESTION : If the temp's assignment ends, does the client company have to continue to track the temps restricted duty until the temp is able to return to full-duty

Our company provides industrial cleaning services to power plants, paper mills, etc. The nature of the work requires our employees to spend the vast majority of their time working at numerous customers' facilites in several different states. These employees rarely come to the home office. Most of the incentive programs I have seen suggested seem to work in a central workplace, not service or construction . Has anyone had success with incentive programs for employees in these types of jobs? Thanks

Stephanie, I took a look around and did not see much. OSHA seems to cover the subject based upon the specific chemical involved. In general, you're going to have to examine each chemical in use to determine if is a mutagen or teratogen and then make a decision on its use. Also, don't forget sources of ionizing radiation. There are definitely additional exposure limits if you use radioactive materials. Also, talk to your HR department. You're going to have to address potential discrimination issues

I have some knowedge in this area due to working in the petrochemical industry for 12 years and having a couple of timekeepers and other office staff having pregnancies. And it can get really sticky here. What little OSHA says on the subject is confusing, however EEOC is very clear. My suggestion to you is to determine the chemicals the pregnant employee may be exposed to and which ones can harm a fetus. Sit the employee down and go over worst case senarios explained as such. Then do your best to

OSHA doesn't have a minimum -- You need to evaluate your work environment and make a determination. The company you plan to contract with may be able to advise you. Another resouce is the risk manager with your workers compensation insurance carrier

for filing a workers' compensation claim. Make sure your documentation is in order. The individual will still be entitled to his workers' compensation benefits, regardless of current employment or not. He may be subject to a 50% decrease in wage compensation while out of work due to testing

information for any chemical or other Haz. which has been involved in any workers injury..., it's easier to just print this information and hold it in safekeeping along with the medical or workers' compensation forms. This information MUST BE RETAINED for 30 years. Hope this helps. Dan R

in the game?Second....were the workers who participated in the game paid for the time they spent in the game?If none were required to participate and if there was no compensation I would not believe that this would be a workers comp injury and if not, then certainly not recordable. However; whether

Construction workers (electrictians, welders, fitters, carpenters, etc.) routinly work 6' above the floor (and much higher). A common secenior is a pipefitter and welder will have to walk/crawl/scoot... field welds. Workers are properly tied-off when they are at their specfic work location but may need

as this can lead to an unecessary workers' compensation claim. Disposable gloves, sissors, tweezers