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As a national leader in employee safety, workers' compensation claims and human resources law, Don Dressler brings nearly four decades of expertise and experience to help employers wade through the constantly changing and complex world of human resources.
We offer a series of check lists, forms and hand outs for use in meeting OSHA requirements and maintaining a safe work force.
Don Dressler Consulting
2030 Main Street, Suite 1300
Irvine, CA 92613
Below find an example of a Heat Illness Prevention Plan. If you would like a customized plan, please contact us.
Personalize A Heat Illness Prevention Plan For YOUR COMPANY NAME HERE ...
This plan applies to all employees of the company who work outdoors when there is a risk of heat illness. In general, there is a significant risk of heat illness for employees when the air temperature for the day is 80 to 90 degrees F or above. With high humidity and temperatures close to 80 degrees F, the concern arises.
A. Water: Employees shall have access to potable drinking water at all times. Sufficient water shall be supplied to ensure that one quart of water is provided per employee per hour for drinking for the entire shift. A work group of employees may begin the shift with smaller quantities of water if their supervisor has effective procedures for replenishment during the shift as needed. The frequent drinking of water shall be encouraged.
B. Shade: Employees suffering from heat illness or believing a preventative recovery period is needed, shall be provided access to an area with shade that is either open to the air or provided with ventilation or cooling for a period of no less than five minutes. Such access to shade shall be permitted at all times.
It is the responsibility of the supervisor to ensure that if trees, buildings or other permanent shade is not available at a work site, that canopies, umbrellas and other temporary structures or devices are used to provide shade. Open or moving air is important for cooling.
Every employee has the right to request access to shade for a recovery period at any time if they feel heat distress. Employees have a responsibility to report to the supervisor any other employee they observe showing signs of heat distress. No discipline or retaliation will be taken for an employee requesting recovery from symptoms of heat illness or for providing information to a supervisor about the health condition of another worker.
C. Training: On the first day of employment, and at the start of every warm weather season of work for the company, every employee shall be provided training in this Heat Illness Prevention Plan, including:
- The environmental and personal risk factors for heat illness;
- The company's Heat Illness Prevention Plan;
- The importance of frequent consumption of small quantities of water, up to 4 cups per hour, when the work environment is hot and employees are likely to be sweating more than usual in the performance of their duties;
- The importance of acclimatization;
- The different types of heat illness and the common signs and symptoms of heat illness;
- The importance to employees of immediately reporting to their supervisor any symptoms or signs of heat illness in themselves or in co-workers;
- The company’s procedures for responding to symptoms of possible heat illness, including how emergency medical services will be provided should they become necessary;
- The company’s procedures for contacting emergency medical services, and if necessary, for transporting employees to a point where they can be reached by an emergency medical service provider;
- The company’s procedures for ensuring that, in the event of an emergency, clear and precise directions to the work site can and will be provided as needed to emergency responders.
Articles on practical answers to safety and HR problems. There are 7,000 federal code sections, 40,000 pages of federal employment regulations, and thousands of state & local employment laws. Get answers TODAY!
Links to Government Forms and Resouces on benefits, compensation, health and safety, workers' compensation and other important topics.
HR Kits for Safety and Convenience
These kits were originally developed when an employer got into trouble when he fired an employee and failed to give the terminated employee a booklet about unemployment insurance-a legal requirement. He ended up having to pay a hefty fine.
Smaller employers in particular-and even larger ones-can't possibly remember every single legal requirement, and can get into costly trouble, even when they have the best of intentions.
Avoid Sexual Harassment Lawsuits & Complaints
As an employer, you have a responsibility to maintain a workplace that is free of sexual harassment. This is your legal obligation, but it also makes good business sense. If you allow sexual harassment to flourish in your workplace, you will pay a high price in terms of poor employee morale, low productivity, and lawsuits.
Did you know. anywhere between 40-70% of women and 10-20% of men have experienced sexual harassment in the workplace? (Actually, according to the EEOC, the number of sexual harassment complaints filed by men has more than tripled in recent years).
Did you know. there no employer too small to be exempt from sexual harassment or sexual discrimination law, and that liability can apply to a supervisor or owner personally and to the business?
Employers Bill of Rights
Employers' Workers' Compensation Bill of Rights
- You have the right not to be pushed around or ignored
- You have the right to complete information about a claim
- You have a right to (and should) attend the deposition of your injured worker if fraud is a possibility
- You can (and should) require an injured worker to come back to work when appropriate
If you file a written objection to a claim with your insurer and the Workers Compensation Appeals Board, the insurance carrier cannot settle a claim without your approval and notice, and you're entitled to a hearing on the validity of the claim.
If you win, you get back all the money paid on the claim, including increases in experience modifications and attorneys' fees (brokers and carriers never tell employers this!)