Safety and OSHA News

The Top Safety Stories of 2009.5!


You have clicked, and we have listened!

Enjoy the fruits of your Web surfing labor by taking a look at your top choices from 2009!

While the year isn’t over yet, we couldn’t help but put together this list to give you a taste of what matters most to Safety Professionals.

Whether it’s killer laptops, violent snack machines, or the biggest PPE excuses, you’ll find them all here!

Top Safety Stories of 2009.5

  1. Co-worker’s perfume made her sick: Is company liable?
  2. Worker attacked by snack machine sues for comp
  3. Cell phone bans to reach new levels for safety?
  4. Fired employee sues, says co-worker tried to punch him
  5. OSHA fines newspaper for reporter’s fall down stadium stairs
  6. 5 keys to weed out injury-prone workers — legally
  7. Prescribed pot compromises safety: What can employers do?
  8. Best responses to 5 biggest PPE excuses
  9. Woman killed by her laptop computer
  10. Top 10 workplace injuries that affect the bottom line
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  1. Peter M. Gentles says:

    Your topics seem to direct blame towards workers rather than addressing & correcting the real root causes.

  2. If a person is in such pain that only medically prescribed pot will alleviate it, how can they be focused on work? It seems to me they’re a safety hazard either way, and not likely to be very productive. I don’t think employers should be forced to accomodate them and put other employees at risk.

  3. I understand there are many jobs where the use of medication for pain would cause a decrease in safety. Most of these medications have warning labels to that effect and many places of employment will not allow its employees to operate certain equipment while under the influence of these medications (marijuana would likely be included in this category). If a worker is working in an office environment and able to fulfill their job duties while on prescribed marijuana, I think we should let them (unless the company does not allow workers to work while on certain pain or mood altering drugs; morphine, codeine …). If the worker is “spacey” or unable to focus, then disciplinary action should be taken just like it would be taken with someone not on medication (or performance evaluations should be made and placed in their file.) If safety becomes an issue, the employee should be dealt with like any other employee who has become unsafe.

  4. Workers Comp? Wow and that is an example of what is wrong with this country.

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