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Accommodating workers video

The ODEP report suggests three essential parts to an emergency evacuation plan: plan development, plan implementation and plan maintenance [4].includes identifying the potential hazards, the accommodation needs of persons with disabilities, and key personnel who will be involved in an emergency.The plan must also include the types of evacuation to be used in emergency circumstances.The employer must review the plan with each employee covered by the plan when it is developed, whenever the plan changes and upon an employee's initial assignment.Hearing-impaired workers also face routine workplace safety and health challenges.In particular, hearing-impaired workers may have difficulty understanding audible warning signals and alarms designed to indicate the approach of motorized vehicles.Approximately 28 million Americans have some degree of hearing loss [1,9].Hearing loss can result from a variety of factors, including: heredity, disease, physical trauma, and exposure to loud noises.

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The nature of the workplace has changed since the standard took effect; many workers in the United States are aging and have some degree of hearing loss.In developing a plan, employers should ask their employees for their input, and workers with disabilities should take responsibility for their safety by offering their ideas and input.The plan should address after-hours situations, and include a method to identify visitors with special needs.The National Institute for Occupational Safety and Health (NIOSH) estimates that 10 million American workers have permanent hearing loss resulting from exposure to excessive noise at work [2].The number of American workers with hearing loss from all sources is expected to increase over time as the workforce ages.This Safety and Health Information Bulletin is not a standard or regulation, and it creates no new legal obligations.The Bulletin is advisory in nature, informational in content, and is intended to assist employers in providing a safe and healthful workplace.Employers must consider employees with disabilities in the development of an emergency action plan when such a plan is required by a specific OSHA standard.The plan must be in writing, kept in the workplace, and available to employees for review.When the plan is required, it must describe the actions employees should take to ensure their safety if a fire or other emergency situation occurs.At a minimum, the plan must include: emergency escape procedures; procedures for employees who remain to operate critical plant operations before they evacuate; procedures to account for all employees after emergency evacuation; and procedures for reporting fires and other emergencies.


  1. Reasonable accommodation is available to qualified applicants and employees with disabilities. Reasonable accommodations must be provided to qualified employees regardless of whether they work part- time or full-time, or are considered "probationary." Generally, the individual with a disability must inform the employer.

  2. Under the law, EEOC must provide reasonable accommodation to qualified employees or applicants with disabilities,1 unless to do so would cause undue hardship. The EEOC is committed to providing reasonable accommodations to its employees and applicants for employment to ensure that individuals with disabilities.

  3. Mar 3, 2016. Accommodating Employees with Allergies Situations and Solutions will begin at 2 pm ET. 1. window, change the font size, and save the transcript arrow points to the "cc" icon in the audio and video panel. 4. accommodations when a co-worker is allergic to a service animal? ▫ Eliminate in-person contact.

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