More than a dozen times over a two-month period, employees made notations in logs about a crane cable that needed to be repaired. But a court said the company “utterly failed to take steps to discover violations.” What happened when the company appealed a $56,000 OSHA fine?
A new job can seem a bit overwhelming, and it’s common for a recent hire to feel uncomfortable. That discomfort may prevent the worker from speaking up about a potentially unsafe environment.
Marijuana (cannabis) is the most frequently used illicit drug of abuse in the United States and worldwide. Moreover, it is second only to alcohol as the most prevalent psychoactive substance seen in cases of driving under the influence of drugs. It is also by a wide margin, the drug most often detected in workplace drug-testing programs. The primary psychoactive substance in marijuana is delta-9-tetrahydrocannabinol, known simply as THC. Present in steadily increasing concentrations in street-purchased, smokeable plant material, the THC content in marijuana averaged 3% in the 1980s, but by 2012 it had increased to 12%. (Read entire article)
Substance use negatively affects U.S. industry through lost productivity, workplace accidents and injuries, employee absenteeism, low morale, and increased illness. U.S. companies lose billions of dollars a year because of employees’ alcohol and drug use and related problems.1 Research shows that the rate of substance use varies by occupation and industry.2 The National Survey on Drug Use and Health (NSDUH) gathers information about substance use and dependence or abuse. NSDUH defines illicit drugs as marijuana/hashish, cocaine (including crack), inhalants, hallucinogens, heroin, or prescription-type drugs used nonmedically.3 Heavy alcohol use is defined as drinking five or more drinks on the same occasion (i.e., at the same time or within a couple of hours of each other) on 5 or more days in the past 30 days. NSDUH also includes a series of questions to assess symptoms of dependence on or abuse of alcohol or illicit drugs during the past year. These questions are used to classify persons as dependent on or abusing substances based on criteria in the fourth edition of the Diagnostic and Statistical Manual of Mental Disorders (DSM-IV).4 In this report, dependence on or abuse of alcohol or illicit drugs is referred to as a “substance use disorder.” (Read more: source: samsha.gov)
Is it time for your company to go beyond standard employee drug testing?
A lawyer says the growing problem of prescription painkiller abuse in the U.S. makes expanded drug testing something companies should consider.
A top OSHA official recently gave an overview of where the agency stands with creating new and updating existing regulations.
OSHA deputy administrator Jordan Barab updated attendees at a U.S. Small Business Labor Safety Roundtable. An attendee gave an overview of Barab’s presentation in The National Law Review.
A company used two arguments to deny workers’ comp to an injured, undocumented worker: He can’t work legally in the U.S., and he lied to get the job. How did a court rule?
Mario Arellano provided a fake Social Security card to L&L Enterprises in Wyoming when he applied for a job and was hired.
Sometimes the best tool for a complex problem can be right in front of us. But does that principle apply in the case of something as complex and urgent as a serious injury or fatality (SIF)? For years, organizations have sought to understand the growing gap between incident rates that have steadily declined across industry and fatality rates that have not. The answers have challenged the conventional wisdom on accident causation.
Can you fire an employee for testing positive for marijuana?
That question becomes more difficult to answer with every passing election. So far, 23 U.S. states have legalized medical marijuana, with Colorado and Washington voting to legalize recreational marijuana as well.