Just how tricky is it to use tests to weed out injury-prone workers without getting dragged into court for alleged discrimination? Statistics from the U.S. Equal Employment Opportunity Commission spell it out.
Nearly seven out of ten employees surveyed by the National Safety Council report feeling tired at work.
It’s back to a trial court in a lawsuit against a manufacturing company’s employee screens for prescription medications. The company said it was only screening for meds with warnings about operating machinery. Employees say the tests violated federal law.
Fact: 16 states and Washington, DC, have laws that allow the medical use of marijuana for patients with fatal diseases or chronic pain. What’s not as clear: How these laws impact workplace drug policies. Now, another state court has weighed in.
A trucking company has agreed to pay $30,000 following its withdrawal of a conditional job offer. The applicant wasn’t able to provide a urine sample for a drug test due to a medical condition.
Slowly, more courts are dealing with the issues involving medical or recreational marijuana and the workplace. The most recent ruling can be seen as a win for employers.
In what’s being called a “significant win for whistleblowers,” a federal court has ordered Lear Corp. to stop retaliating against an employee for going to the media about workers’ chemical exposure.
This company required its truck drivers with Body Mass Indexes (BMIs) of 35 or greater to be screened for obstructive sleep apnea. Did that violate the Americans with Disabilities Act (ADA)?
Consider this Scenario: Your employee “Chuck” has had more than his share of minor safety incidents and near misses. Why is he more accident prone than others? A new study says he might have adult attention deficit hyperactivity disorder (ADHD).
Some employees adapt well to shift work. For others, it can create serious health and safety problems. How can you find those who will adapt better?
Is testing positive for pot enough to disqualify an injured employee from receiving workers’ comp benefits?
“Welcome to the company.” Could that phrase put you on the hook for workers’ comp?
OSHA recently released two interpretation letters about recording employee injuries. One involves an employee who fainted after seeing the blood from his own cut finger; the other involves companies that use staffing agencies to hire employees.
Fitness-for-duty exams that vary by gender may or may not be discriminatory, according to a federal judge. The judge ruled one exam used by the FBI is discriminatory.
A new poll reveals that significant percentages of American workers are reporting to work fatigued.
Anywhere there is machinery that requires maintenance, the potential exists for workers to be injured or killed by unexpected start-up. That includes amusement parks.
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