Workplace Safety and Accommodations
There are various regulations that employers must comply with to provide a safe and healthy work environment for all of their employees. The Occupational Safety and Health Act of 1970 (OSHA), state workers compensation laws, and the Americans with Disabilities Act (ADA) all provide requirements that employers must observe to help ensure the safety of their employees. It is also advisable that employers have an Emergency Preparedness Plan. These informational resources can help you ensure that your employees are safe and ready for an emergency.
Occupational Safety and Health Act (OSHA)
The Occupational Safety and Health Act of 1970 contains requirements for all employers "engaged in a business affecting commerce who has employees" with exceptions for governmental entities and those involving mining, transportation, nuclear energy, and nuclear weapons manufacturing.
Americans with Disabilities Act (ADA)
The Americans with Disabilities Act of 1990 (ADA) protects qualified individuals with a disability from discrimination in employment. A disability is defined as a physical or mental impairment that substantially limits one or more major life activities; a record of such impairment; or being regarded as having such an impairment.
This website from the National Institute for Occupational Safety and Health (NIOSH) provides links to several resources, including planning guides from the Red Cross and the Federal Emergency Management Agency (FEMA), to help your business develop a comprehensive plan for preparing for a disaster or emergency.
In addition, the Department of Health and Human Services (HHS) and the Centers for Disease Control and Prevention (CDC) have developed the following checklist for large businesses to plan for pandemic influenza. It identifies important, specific activities large businesses can do now to prepare, many of which will also help you in other emergencies.
The above links are provided for your information only. NFP does not endorse, nor accept any responsibility for the content, products and/or services provided at non-NFP sites. Some information contained in the NFP site is provided by third parties. We do not independently verify this information, nor do we guarantee its accuracy or completeness. Information provided from governmental agencies is subject to change.