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General – Page 5 – WorkCare

WorkCare

Category: General

  • Managing Stress in High-Pressure Work Environments

    Managing Stress in High-Pressure Work Environments

    Stress associated with high-pressure work environments like doing a physically demanding job, working on tight deadlines or completing a mentally challenging assignment can quickly take a toll on an employee’s health and productivity.

    Common signs of stress include increased restlessness, irritability, and difficulty concentrating. Physical symptoms can range from headaches, muscle tension and fatigue to digestive issues like stomachaches and nausea. Sleep disturbances, such as insomnia or frequent waking, are also prevalent. Additionally, employees in high-pressure settings often experience a sense of time pressure and a constant need to meet demanding deadlines, leading to heightened levels of exhaustion and burnout.

    Here are five tips for employers to help employees working in high-pressure work environments better manage stressors, reduce their risk for occupational injuries and work absences, and improve their overall well-being.

    1. Identify Stress Triggers: A stress trigger may be associated with deadlines, excessive workload, demanding clients or lack of autonomy. Employers can help employees manage stressors by being aware of root causes and taking steps to address them.
    1. Prioritize Tasks: Effective time management is crucial in high-pressure work environments. Tasks should be prioritized based on their urgency and importance to operations as a whole. When tasks are categorized as least to most urgent, it’s possible to allocate resources accordingly. Managers can delegate tasks to relieve pressure and promote efficient and timely completion of tasks.
    1. Set Realistic Goals: High-pressure work environments tend to produce unrealistic goals that lead to burnout and stress. It’s advisable to establish goals that are challenging yet achievable and reasonably based on employees’ capabilities. Rather than take on too much at once, breaking a complex project into smaller, manageable tasks with clear deadlines reduces stress and increases employees’ sense of accomplishment as each task is completed.
    1. Promote Stress-Relief Techniques: Incorporating stress-relief techniques into daily routines helps employees stay calm and focused. Encourage employees to get regular exercise, take short breaks during the workday and eat a healthy diet. In the high-pressure work environments, deep breathing exercises and mindfulness meditation have been shown to significantly reduce stress levels. Refer to our blog post on supporting remote and onsite employee health for valuable tips on incorporating mindfulness practices into daily life.
    1. Seek Support and Resources: Encourage employees with stress-related physical symptoms or behaviors to seek professional support. Discussing challenges and seeking advice can provide fresh perspectives and potential solutions. Read our blog post on Effective Workplace Communication for related insights.

    Managing stress in high-pressure work environments is crucial for long-term well-being and success. By identifying stress triggers, prioritizing tasks, setting realistic goals, practicing stress-relief techniques, and seeking support and resources when needed, employees can thrive in demanding situations. Stress is unavoidable. With the right strategies, it’s possible to navigate high-pressure work environments with confidence and resilience.

    Visit our blog and resource page for even more workplace tips and insights.

     

  • COVID Booster the Latest Disease Prevention Measure

    COVID Booster the Latest Disease Prevention Measure

    Recent spikes in COVID-19 cases and the rapidly approaching respiratory infectious disease season are compelling some employers to contemplate the possibility of re-introducing symptom screening, covid boosters  and testing for infection to protect employee health.

    WorkCare’s occupational health team helps employers evaluate the need for onsite and virtually monitored COVID-19 screening, testing and other potential protection measures in the context of industry type, work environment, workforce composition and company culture. However, fundamental airborne infectious disease prevention recommendations apply to everyone at risk of exposure to coronavirus disease, influenza (flu) and respiratory syncytial virus (RSV), which have the potential to create a “tripledemic” if precautions are not taken.

    Recommendations include:

    • Getting vaccinated to develop antibodies that fight infection
    • Avoiding crowded indoor places, especially during a local outbreak
    • Wearing a mask when there is high risk/health vulnerability
    • Frequently washing hands or using hand sanitizer
    • Staying home when feeling sick
    • Testing for COVID and avoiding others when positive

    Vaccination helps the body build immunity to viruses, reducing the chance of getting sick or developing symptoms serious enough to require hospitalization, public health officials say. With regard to long COVID, vaccination may reduce the likelihood of developing persistent symptoms such as fatigue, joint pain, chronic cough, neurological deficits and digestive problems.

    In addition to the COVID booster, flu shots and vaccination against RSV, especially for older adults and children, is recommended before the winter respiratory infection season kicks into high gear. (Refer to WorkCare’s fact sheet on flu prevention in the workplace.)

    COVID Booster

    This week the U.S. Food and Drug Administration approved Pfizer and ModernaTx COVID-19 mRNA booster vaccines that the Centers for Disease Control and Prevention recommends for everyone over six months old. (The same age recommendation applies to flu shots, with some exceptions for specific conditions). Recipients who have already received one or more doses of COVID vaccine will get a “boost” of protection to compensate for waning immunity over time.

    The booster is particularly recommended for people with weakened immune systems, who have medical conditions such as diabetes, kidney disease, chronic lung disease or obesity, who are pregnant and those who are over age 65. The COVID booster is directed at XBB.1.5, an omicron subvariant that represented about 12 percent of cases in early August. Since then, other variants, including BA.2.86, have emerged, but the booster shot is expected to be effective against them, as well.

    Research conducted in Israel that was published Sept. 8 in JAMA Network Open suggests COVID-19 and flu vaccines can be safely administered together without a significant decline in antibody response. The researchers, who analyzed the co-administration of last year’s flu vaccine and bivalent COVID-19 booster among health care workers, said giving the shots together could help increase adherence, especially in more vulnerable populations. Some experts recommend getting the RSV vaccine separately.

    It’s considered safe for people who had their last COVID vaccination more than two months ago to get boosted. People who recently had COVID can wait at least three months before getting the booster shot because their body developed immunity while they were infected. Employees who are unsure about their vaccination eligibility should be advised to consult their medical provider or a pharmacist.

  • 22 Years Later: Reminder of Occupational Exposure Risks After 9/11

    22 Years Later: Reminder of Occupational Exposure Risks After 9/11

    Today marks the 22nd anniversary of the Sept. 11, 2001, terrorist attacks. On this day, Americans remember those who lost their lives and the sacrifices made by first responders, survivors, clean-up crews, medical providers and others who were exposed to serious occupational exposure risks. Many of these people continue to suffer from physical and mental health conditions due to exposure to toxins and trauma in the aftermath of the passenger jet crashes into the World Trade Center in New York City, the Pentagon in Arlington, VA, and into a field near Shanksville, PA.

    Last week the New York City Fire Department added the names of 43 firefighters who died of illnesses related to their work in the rescue and recovery efforts at the World Trade Center to its Memorial Wall. It was the second-largest group to be added to the memorial wall since it was created in 2011, when 55 names were added, according to a press release.

    The World Trade Center (WTC) Health Program administered by the National Institute for Occupational Safety and Health (NIOSH) provides medical monitoring and treatment for health conditions affecting qualified responders who were at the three sites as well as WTC survivors. There are more than 125,000 people enrolled in the program. In a related effort, the New York City Department of Health and Mental Hygiene has been tracking the effects of 9/11 on more than 71,000 responders and survivors via the World Trade Center Health Registry since 2003.

    Chronic rhinosinusitis is the most commonly occurring 9/11-related health condition, with 37,370 cases reported. More than 33,000 WTC Health Program members have been found to have some form of cancer. Other leading confirmed conditions include GERD, asthma and sleep apnea. Exposures have also been linked to cardiovascular disease. Among all program members, seven in 10 have multiple certified conditions.

    Best practices for the diagnosis and treatment of people with suspected 9/11-related conditions are available via the WTC Health Program website. Topics include respiratory and digestive conditions, cancer, depression, suicide prevention, post-traumatic stress disorder, substance use disorders and smoking cessation.

    Many studies have been conducted on post-9/11 health effects. The findings highlight the value of disaster preparedness, medical surveillance programs, consistent use of personal protective equipment and accessible mental health interventions. A disaster the magnitude of the 9/11 attacks is a rare occurrence. However, workers are at risk of exposure to toxic substances, overexertion, repetition, extreme temperatures, storms, noise, infectious diseases, emotional trauma and other job-related hazards every day on the job. Employers have a duty to protect these employees from harm.

    WorkCare believes that work matters, health counts and prevention saves. Visit our services webpages and contact us to learn more about our occupational health, wellness and absence management solutions.

  • Honoring Workers on Labor Day

    Honoring Workers on Labor Day

    WorkCare’s mission is to protect and promote employee health. Our commitment to occupational health, workplace safety and personal wellness is especially poignant on Labor Day.

    Labor Day is associated with a three-day weekend and the rite of passage from summer to fall, but its origins are traced to workers’ rights and the labor union movement of the late 19th century. Regardless of one’s political views or opinions of organized labor, the holiday is a time to reflect on how work impacts quality of life, and to recognize the achievements of the American workforce.

    A public opinion poll released by Gallup on Aug. 30 shows that 67 percent of Americans approve of labor unions because of a “strong belief in the benefits they offer workers, businesses and the economy.” Along political party lines, 88 percent of Democrats and 47 percent of Republicans surveyed said they approve of unions.

    U.S. Treasury Reports on Unions

    It’s worth noting on this Labor Day that the U.S. Treasury Department’s Office of Economic Policy last week released Labor Unions and the Middle Class, a first-of-its-kind report on ways labor unions may impact the U.S. economy and “improve the well-being of middle-class workers.”

    In a related press release, the Treasury Department reports that “unions play an important role in addressing long-standing challenges faced by the middle class, including stagnant wages, high housing costs and reduced intergenerational mobility. In doing so, unions contribute to a more robust and resilient economy.” A companion article on Labor Unions and the U.S. Economy notes that unionization has the potential to close wage gaps, broaden health care benefits coverage, and promote workforce diversity and equality.

    The economic policy report includes this historical perspective:

    In 1935, the National Labor Relations Act (NLRA) provided federal protections to most private-sector workers seeking to improve working conditions by forming or joining unions. Union membership spiked following passage of the NLRA, from 11 percent of the non-agricultural labor force in 1934 to 28 percent in 1939. Unionization rates continued to rise through the 1940s and then leveled off through the mid-1950s at around a third of U.S. workers.

    Since the 1950s, union membership has steadily declined. In 2022, the private sector unionization rate was lower than it was in 1935 due to several factors, including changes in the legal framework protecting workers’ rights. Now, a growth trend appears to be occurring: In 2022, union election petitions bounced back from COVID-19 pandemic levels to their highest level since 2015.

    What’s on the Agenda?

    According to the Treasury press release, the Biden Administration’s agenda includes prioritizing passage of the Protecting the Right to Organize (PRO) Act and the Public Sector Freedom to Negotiate Act. Other actions include, but are not limited to:

    • Signing Executive Order 14063, which requires the use of project labor agreements on federal construction projects of $35 million or more.
    • Signing Executive Order 14003 to promote the rights of federal employees to collectively bargain.
    • A rule to raise construction industry wage standards by updating regulations to require payment of locally prevailing wages and fringe benefits to workers.
    • Requiring employers to abide by apprenticeship requirements to claim the full value of clean energy tax incentives in the Inflation Reduction Act.

    With the national election on the horizon, labor relations are expected to remain a topic for debate.

    WorkCare wishes you a thoughtful and restful Labor Day!

  • Root Causes of Workplace Injuries and Illnesses

    Root Causes of Workplace Injuries and Illnesses

    Workplace injuries and illnesses that resulted in at least five days of absence cost U.S. businesses more than $1 billion per week in medical expenses and lost productivity in 2020, according to the newly released 2023 Liberty Mutual Workplace Safety Index. That amount doesn’t include the incalculable physical and emotional toll occupational injuries have on employees, their dependents, and the communities where they live and work.

    Top Causes

    The annual index identifies the top-10 causes of the nation’s most serious workplace injuries and illnesses. For the 2023 index, Liberty Mutual blended its workers’ compensation claims data with other data obtained from the U.S. Bureau of Labor Statistics and the National Academy of Social Insurance (NASI). Events were ranked by workers’ compensation costs and scaled to NASI results to determine total costs.

    The top-10 causes listed in order by cost in billions of dollars per year are:

    1. Overexertion involving outside sources ($12.84B)
    2. Falls on same level ($8.98B)
    3. Falls to lower level ($6.098B)
    4. Struck by object or equipment ($5.14B)
    5. Other exertions or bodily reactions (awkward postures) ($3.67B)
    6. Exposure to other harmful substances (3.35B)
    7. Roadway incidents involving motorized land vehicles (vehicle crashes) ($2.58B)
    8. Caught in or compressed by equipment or objects (running equipment or machines) ($1.98B)
    9. Slip or trip without fall ($1.92B)
    10. Pedestrian vehicular incidents ($1.61B)

    In a related analysis, Liberty Mutual reports that:

    • “Overexertion involving outside sources,” (e.g., sprains and strains related to manual material handling), consistently retains the number-one spot on the index year after year.
    • “Falls on the same level’’ have held the number-two position for at least the last five years.
    • Two causes made the list for the first time: “Exposure to other harmful substances,” which includes COVID-19 and other contagious diseases, and “pedestrian vehicular accidents.”
    • Eight types of industries accounted for 87 percent of workers’ compensation losses, with construction topping the list.
    • Back injuries were the most costly, followed by incidents involving multiple body parts and injuries to the torso, shoulders or knees.
    • “Repetitive motions involving microtasks” and “struck against an object or equipment” both fell off the top-10 list.

    Some Lessons

    What lessons have WorkCare’s occupational health and safety professionals gleaned from this information? Here are some thoughts:

    1. Even with the best efforts to prevent them, workplace injuries and illnesses still occur. That’s why we encourage immediate employee reporting of any non-emergency, work-related injury, illness or physical discomfort to our telehealth triage team. When our experienced occupational health practitioners can evaluate an employee’s condition and provide care guidance at onset, outcomes improve, costs decline and absence rates decrease. (Refer to our Incident Intervention program.)
    2. A comprehensive understanding of exposure risk is essential to workplace injuries and illness prevention. You may have noticed that the leading causes of the most costly injuries have intertwined roots. A cause may be easy to identify, such as not wearing recommended protective equipment, or it may involve a complex web of environmental, behavioral, cultural and personal health factors. WorkCare’s expert team helps employers identify root causes, schedules industry-specific medical surveillance exams and drug testing services, and provides fitness-for-duty and return-to-work evaluations performed by occupational physicians. (Refer to Medical Exams & Travel.)
    3. Efforts to prevent and relieve musculoskeletal discomfort caused by overexertion during material handling are worth the investment. Consultations with WorkCare’s industrial injury prevention specialists who are trained in sports medicine, first aid, ergonomics and wellness have been shown to reduce recordable injuries and expedite recovery while improving employee satisfaction and quality of life. (Refer to our Industrial Athlete Program.)
    4. The findings suggest that interventions aimed at preventing musculoskeletal disorders (MSDs) associated with repetitive micro-tasks and compliance with certain worksite safety controls have a favorable effect. Conversely, efforts to prevent MSDs caused by overexertion, fall-related injuries, sickness due to exposure to viruses, and safeguards for people working in close proximity to moving vehicles could be more robust. (Refer to WorkCare’s Onsite Services & Clinics and Consulting M.D. teams.)
    5. Preparedness is a justifiable use of resources. Contagious disease outbreaks, extreme weather, natural disasters, wars and economic upheaval can occur at any time. We support clients who employ workers in public safety, health care, power/utilities, communications, oil and gas, food production, water supply, waste management and other essential occupations. (Refer to Wellness Solutions to learn more about how we support first responders.)
  • Choosing the Right Backpack for School and Work

    Choosing the Right Backpack for School and Work

    It’s back-to-school time in most parts of the U.S. You may be shopping for a new backpack – it might be a child’s very first one, a replacement for a teenager’s thrashed pack or one for yourself.

    Studies also indicate that the design of a backpack can make a difference in terms of balance, muscle activation and energy expenditure. Studies show there is a statistically significant relationship between wearing a backpack and the prevalence of musculoskeletal injuries and pain among adolescents. When comparing an ergonomically designed backpack with side pockets and extra straps to commercially available backpacks worn by college students, researchers found the ergonomic design reduced force on the shoulders and back.

    We asked Kála Earley, a certified athletic trainer and regional Industrial Athlete Program manager at WorkCare, for some tips to select a backpack that support good posture and helps prevent musculoskeletal discomfort. The same principles apply to children and adults, including employees who routinely wear packs. Here’s what she advises:

    1. Choose an ergonomically designed model with the wearer’s height, weight and what they will be carrying in mind. The pack should be the same length as the person’s torso.
    2. A backpack full of books, lunch, a jacket and other stuff is heavy, especially for a smaller child. Have the user try different packs on in the store and walk around with some weight added. A rule of thumb for a loaded backpack is no more than 15 percent of a child’s body weight.
    3. The backpack should have:
      • A padded back to increase comfort and reduce the likelihood of being poked by objects in the pack.
      • Wide, padded shoulder straps that rest comfortably on the shoulders and can be adjusted for a comfortable fit against the back – neither too loose nor too tight.
      • A wide hip belt with an easy-to-use slide release buckle to shift weight from the shoulders to the hips and reduce strain on the back. Hips should carry most of the weight.
      • Chest strap with release buckle to prevent shoulder straps from sliding down, distribute weight across the upper body and improve overall stability.
    1. When loading the pack, put heavier objects at the bottom of the bag and toward the back. Put lighter items on top and toward the front. Select a pack with compartments and/or pockets with zippers.
    2. When putting on, wearing and taking off a full pack:
      • Bend the knees and lift with the legs; try to avoid bending or twisting at the waist.
      • Use both shoulder straps. Do not carry the pack on one shoulder.
      • Check to make sure the pack is centered and not sagging low or riding high. The bottom should rest in the curve of the lower back. If the fit is not right, adjust the straps. This also help prevent the load from swaying back and forth.
      • When taking off the pack to get into or exit a vehicle or toss it onto a seat or in the trunk, be aware of awkward movements.
    1. Over time, adjust the straps as the backpack stretches with use.

    It’s important to take time to adjust a backpack to ensure the right fit for comfort and safety. If you’re unsure, it’s advisable to ask an authorized retailer or medical professional for guidance. WorkCare’s Industrial Injury Prevention Specialists are available to clients to advise them on all types of ergonomic solutions to reduce risk of injury and physical discomfort.

  • Protecting Employees with Visual Disabilities

    Protecting Employees with Visual Disabilities

    Millions of Americans are blind or have vision loss that cannot be completely corrected by wearing glasses or contact lenses, taking medication or having surgery. The number of people with visual disabilities is expected to significantly increase as the population ages and rising diabetes case rates continue to be a serious public health concern.

    Leading causes of visual impairments include diabetic retinopathy, which is caused when high blood sugar damages the retina, cataracts, macular degeneration and glaucoma, a diverse group of eye diseases that affect the optic nerve. Other common eye conditions include amblyopia (the brain favoring one eye over the other), strabismus (eye misalignment), monocular vision (one “good” eye) and injuries, most of them preventable.

    People with visual disabilities have certain rights under the Americans with Disabilities Act (ADA), which is enforced by the Equal Employment Opportunity Commission (EEOC). On July 26, the ADA’s 33rd anniversary, the EEOC published a document to answer questions about how these rights apply to job applicants and employees with vision impairments.

    Visual Disability Rights

    According to the EEOC, many people with visual impairments can work safely, either with or without reasonable accommodations that do not cause an undue hardship to an employer. For example, an undue hardship would be a measure that is determined to be too costly or disruptive to implement.

    The EEOC document explains:

    • When an employer may ask an applicant or employee questions about a vision impairment and how an employer should treat voluntary disclosures.
    • Types of reasonable accommodations applicants or employees with visual disabilities may need.
    • How an employer should handle safety concerns about applicants and employees with visual disabilities.
    • Ways an employer can ensure that no employee is discriminated against because of a visual disability.

    Here are a few key points:

    Glasses: Individuals who wear “ordinary eyeglasses or contact lenses” to fully correct their vision are usually not considered to have a visual disability. To determine impairment, vision should be assessed without considering the positive effects of mitigating measures such as using low-vision devices to enhance or magnify an image.

    Hiring: An applicant is not required to disclose any type of visual impairment except when requesting a reasonable accommodation. An employer may not ask about eye health or a vision impairment, or require an examination before making a conditional job offer. It is permissible to ask whether an applicant can perform essential functions such as reading small print or operating equipment.

    Post-offer: When an applicant discloses a vision impairment after receiving a conditional job offer, the employer may inquire about how long the applicant has had the impairment, the nature and extent of visual limitations, and reasonable accommodations that may be needed.

    Reasonable accommodations: Examples of reasonable accommodations cited by the EEOC include assistive technology; braille or large-print materials; modification of workplace/employer policies or procedures, such as guide dogs; alterative forms of training and testing; bright lighting; and sighted assistance.

    Safety: An employer may exclude an individual with a vision impairment from a job for safety reasons only when there is a significant risk of substantial harm to the health or safety of the individual or others that cannot be eliminated or reduced through reasonable accommodations.

    Protective Prescription Eyewear

    There were 18,510 eye-related injury or illness cases that resulted in at least one day away from work in 2020, with an incidence rate of 1.7 cases per 10,000 full-time workers, according to U.S. Bureau of Labor Statistics data released in March 2023. In addition to the human toll, OSHA reports that eye injuries cost an estimated $300 million a year in lost productivity and medical care.

    Many employees who wear corrective lenses but do not qualify as visually disabled are covered by OSHA regulations. WorkCare partners with SafeVision to provide prescription safety eyewear programs in workplaces with eye injury exposure risks.

    Most eye injuries occur when safety glasses or goggles are not consistently worn or are not properly fitted. People who wear glasses to correct their vision need prescription safety eyewear to protect their eyes and have clear vision on the job. The style and type of protection worn must be selected and fitted based on specific workplace hazard exposure risks.

    SafeVision, a division of Hoya Vision, makes referrals to local eye care professionals for exams and prescriptions at over 3,500 locations nationwide. To learn more, contact WorkCare’s business development team: info@workcare.com; 800-455-6155.

  • Tips to Support Remote and Onsite Employee Health

    Tips to Support Remote and Onsite Employee Health

    In the post-COVID world, employers are faced with the challenge of ensuring the occupational health and safety of employees with constantly evolving work arrangements. Employers must address the needs of workers in remote and hybrid settings and also protect and promote the health of employees whose jobs require them to be present onsite or in the field.

    Meeting Needs Where Employees Are

    According to a Pew Research report, 35 percent of full-time employees work from home, while 41 percent work a hybrid model. Regardless of where they are, employees need support in the form of regular communication and feedback channels, resources for skill development, and reliable access to necessary tools and platforms to safely perform their tasks.

    Here are some suggestions to help support remote, hybrid and field workers:

    1. Ergonomics: Encourage remote employees to set up bio-ergonomic adjustments at home to increase comfort. Provide guidelines and resources to help them optimize their physical setup, including proper desk and chair height and monitor placement.
    2. Mental health: Prioritize mental health by offering resources such as virtual counseling services, wellness programs and regular check-ins to ensure employees’ emotional well-being. Work in remote and field locations can lead to feelings of isolation and increased stress.
    3. Communication and collaboration: Foster open and regular communication channels. Use virtual collaboration tools to ensure seamless connectivity, encourage team-building activities, and facilitate virtual meetings to maintain a sense of belonging and collaboration.

    Many people were required to be onsite for work during the pandemic, and more being asked to return to workplaces in person every day. Ergonomic interventions, access to mental health services and ongoing communications are necessary for them, as well. Here are some additional reminders for onsite team members:

    1. Regulatory compliance: Ensure strict adherence to health and safety regulations and guidelines. Implement necessary measures such as sanitation protocols, medical surveillance exams based on existing hazards and providing personal protective equipment.
    2. Training and education: Conduct training sessions to educate employees about hazard awareness and emergency protocols, and regularly update employees on safety guidelines and best practices.
    3. Workplace adjustments: Adapt physical workspaces to minimize potential exposure to contagious diseases such as colds, the flu and COVID-19. This might include rearranging workstations, installing protective barriers, and regularly changing filters in heating and cooling systems.

    WorkCare helps employers support remote and onsite employees. Our Industrial Athlete Program features onsite and virtual consultations with industrial injury prevention specialists who have training in ergonomics, sports medicine, first aid, safety and wellness. We staff with physicians, nurses, mid-level practitioners, first responders and other clinical personnel, and we manage to ensure regulatory compliance and employee health protection. Contact us to learn more.

  • Fairness Act Protects Pregnant Workers and New Moms

    Fairness Act Protects Pregnant Workers and New Moms

    A new law gives employers a push to accommodate the health care needs of working women during pregnancy and after childbirth.

    The U.S. Equal Employment Opportunity Commission (EEOC) is now accepting charges of employment discrimination under the federal Pregnant Workers Fairness Act (PWFA) that went into effect on June 27. The law requires employers to provide reasonable job accommodations for known limitations related to  pregnancy, childbirth or related physical or mental health conditions. It does not specify the types of conditions that qualify as limitations.

    Under the law, employers cannot compel covered workers to take a leave of absence when a reasonable accommodation is feasible. Conversely, covered employers are not required to provide accommodations that create an undue hardship, such as a change in work practices that would be significantly difficult, disruptive or expensive to execute.

    Background

    While the Pregnancy Discrimination Act (PDA) of 1978 and the Americans with Disabilities Act (ADA) of 1990 provide some protections, the PWFA closes a gap. It specifically addresses requests for job accommodations to prevent health complications and allow affected employees to work safely and continue to earn a living.

    Under the PDA, pregnant workers are entitled to temporary job modifications only if their employer provides them to others “similar in their ability or inability to work,” which has placed a burden of proof on women. The ADA protects people from discrimination due to a disability. Pregnancy is not a disability under the ADA, although some impairments related to pregnancy may be considered as a protected disability in a discrimination claim.

    Who is Covered?

    The PWFA protects employees and job applicants with known limitations related to pregnancy, childbirth or related medical conditions. Covered employers include private and public sector employers with at least 15 employees, the U.S. Congress, federal agencies, employment agencies and labor organizations.

    “For workers and job applicants, the PWFA will help ensure economic security at a critical time in their lives,” said EEOC Chair Charlotte A. Burrows. “The EEOC stands ready to support employers as they carry out the PWFA’s directives and to support workers in receiving the accommodations they are entitled to under the PWFA.”

    What is Reasonable?

    Examples of reasonable accommodations include:

    • Being allowed to sit while working
    • Breaks to drink water, eat and use the restroom
    • Time off for medical appointments
    • Having a nearby parking space
    • Remote work options or flex schedules
    • Appropriately sized apparel and safety gear
    • Temporary reassignment to reduce exposure risks
    • Being excused from strenuous physical activity
    • Protected time off to recover from childbirth

    Reproductive Health Considerations

    Reproductive health hazards exist for both men and women in certain workplaces and occupations. The health of the fetus and newborn baby is also a concern. According to the National Institute for Occupational Safety and Health, pregnant women may need added protections on the job due to:

    • Metabolic changes that can increase absorption of chemicals and metals
    • Poorly fitted protective clothing and safety equipment as the baby grows
    • Changes in their immune system, lung capacity and ligaments
    • Risk of a developing fetus being exposed to toxic substances via the mother

    After childbirth, workers who are breastfeeding may need to consider risk of exposure to substances that can be absorbed in breast milk, such as lead, mercury and other heavy metals, organic solvents and radioactive chemicals used in health care settings. The PUMP Act (Providing Urgent Maternal Protections for Nursing Mothers Act) enforced the Department of Labor includes workplace protections for employees who express breast milk at work.

    NIOSH encourages women and their employers to collaborate on measures they can take to ensure safe pregnancies and healthy outcomes for babies and their parents. WorkCare’s occupational medicine physicians provide informed recommendations on reproductive exposure risks, protective measures and reasonable accommodations to help women stay healthy, safe on the job. Contact us to learn more.

  • Keeping Fireworks Safety Top of Mind

    Keeping Fireworks Safety Top of Mind

    Thousands of preventable, recreational fireworks-related injuries are treated annually in U.S. emergency departments. These incidents have consequences for employers who care about occupational health and safety. Employees with fireworks-related injuries often need to take time off to recover from serious accidents. In some cases, mishandling of fireworks can cause permanent disability or death.

    There are important reasons why consumers are urged to purchase “safe-and-sane” fireworks. In a 2023 study, about 18 percent of fireworks tested by the U.S. Consumer Products Safety Commission (CPSC) were found to be non-compliant due to faulty fuses, use of prohibited chemicals or pyrotechnic materials overload. Even hand-held sparklers are not harmless. Burning at up to 2,000°F, they can melt some metals, ignite clothing and scorch bare feet if they are dropped.

    Most fireworks-related injuries are to the hands, fingers or eyes. The CPSC received reports of eight non-occupational, fireworks-related deaths in 2023, and it is believed more fireworks-fatalities occurred. Fireworks were associated with an estimated 9,700 injuries treated in U.S. hospital emergency departments last year. Consumer studies show a statistically significant upward trend in fireworks-related injuries since 2008, increasing by an average of 561 injuries per year. Firecrackers and other types of fireworks also annually cause fires that are costly in terms of injuries and property damage.

    What Can You Do?

    Demonstrate that you care about employee and public health and safety by sharing this information:

    1. If purchasing fireworks, be selective about what you buy. Follow the instructions.
    2. Light one at a time in a clear, outdoor space. Never light fireworks in a container or indoors.
    3. Wear eye protection and keep water nearby to fully extinguish fireworks that are not spent.
    4. Instead of sparklers, give kids safer options such as glow sticks, confetti poppers or streamers.
    5. Do not shoot off fireworks while under the influence of substances that impair judgment.
    6. Check applicable state, county and municipal laws and consequences for fireworks-use violations.
    7. Remember that you may be held personally liable for a fireworks-related injury on your property.
    8. Keep pets indoors; outfit them with a tag or microchip in case they get startled and run away.

    Over-the-counter first-aid remedies can be used to treat mild burns. Emergency medical care should be sought for severe burns and hand injuries. For eye injuries, do not apply ointment or attempt to remove foreign objects from the eye before seeking emergency care.

    Recommended Resources