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Blood borne Pathogens OSHA

Blood borne Pathogens OSHA Blood borne Pathogens OSHA issued a stal\dard “to eliminate or minimize occupational exposure -to’ hepatitis B virus (HBV), human immunodeficiency virus (HIV), and other bloodbome pathogens.” This regulation was developed to protect employees who regularly are exposed to blood and other such substances from AIDS. Obviously, health-care laboratory workers, nurses, and medical technicians are at greatest risk.…

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Legal Requirements for Safety and Health

 Legal  Requirements for Safety and Health Employers must comply with a variety of federal and slate laws as part of their efforts when developing .and maintaining healthy, safe, and secure work forces and working environments. A look at some major legal areas follows next. Workers’ Compensation First passed in the early 1900 s, currently all states have worker overcompensation laws…

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Child Care

Child Care Balancing work and family responsibilities is a major challenge for many workers. Whether single parents or dual-career couples, these employees often experience difficulty in obtaiping high-quality, affordable child care. Employers are addressing the child-care issue in several ways. Some organizations provide on-site day-care facilities. Relatively few such facilities have been established, primarily because of costs and concerns about…

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Adoption Benefits

Adoption Benefits Many employers provide maternity and paternity benefits to employees who give birth to children. In comparison to those giving birth, a relatively small number of employees adopt children, but in the interest of fairness, a growing number of organizations provide benefits for employees who adopt children. For example, Microsoft gives a $5,000 cash benefit and four weeks of…

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Family-Care Benefits

Family-Care Benefits The growing emphasis on fancily issues is important in many organizations and for many workers. But those employees without families may feel some resentment against those who seem to get special privileges because they have families. Two. thirds of employees do not have children under the age of 18 and are offered fewer opportunities to use personal…

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Employer Reactions to FMLA

Employer Reactions to FMLA  Since the passage of the act, several factors have become apparent First, many employers havenot paid enough attention to the law. Some employers are denying leaves or failing to reinstate workers after leaves are completed. However, the law does not protect one from layoff duringor after leave. In fact, cutbacks are legitimate reasons for…

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FMLA Eligibility

FMLA Eligibility The law requires that employers allow eligible employees to take a total of 12 weeks’ leave during any 11-month period for one or more of the following situations: • Birth, .adoption, or foster care placement of a child • Caring for a spouse, child, or parent with a serious health condition • Serious health condition…

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Family and Medical Leave Act (FMLA)

Family and Medical Leave Act (FMLA) Passed in 192~the Family and Medical Leave Act (FMLA) covers all employers with 50 or more employees who live within 75 miles of the workplace and includes federal, state, and private employers. Only employees who have worked ” at least 12 months and 1,250 hours in the previous year are eligible forleaves underFMLA.

Family-Oriented Benefits

Family-Oriented Benefits The composition of families in the United States has changed significantly in the past few decades: The number of traditional families, in which the man went work and the woman stayed home to raise children, has declined significantly, while the percentage of two-worker families has more than doubled. The growth in dual-career couples. single-parent households, and increasing…

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Benefits Administration

Benefits Administration With the myriad of benefits and regulations, it is easy to see why many organizations must make coordinated efforts to administer benefits programs. how benefits administration responsibilities can be split between HR specialists and other managers. HR specialists play the more significant role, but managers must assume responsibility for some of the communication aspects of benefits administration.

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