Three examples of a flexible work schedule might be: are adjustments to the employee's regular worksite on short-notice or on a recurring basis to respond work/life needs of an employee and/or operational needs of the organization.The alternate location schedule must continue to support the needs of the organization and allow for appropriate oversight of the employee's work.Introduction Ergonomics is a scientific discipline, which is concerned with improving the productivity, health, safety and comfort of people, as well as promoting effective interaction among people, technology and the environment in which both must operate.Responsibility Departments are encouraged to purchase adjustable equipment for the reasonable accommodation of users.With the changing demographics of our workforce, economic challenges, volatile fuel prices, and transportation challenges for employees, flexible work schedules may be an option that can meet the needs of both the department and the employee.Departments may be as flexible as possible, but must continue to offer full services during the core business hours of the university ( AM to PM Monday through Friday), in allowing for alternative work schedules when it is determined to be in the best interests of the employee and the University.The standard requires that PPE be "appropriate." PPE will be considered "appropriate" only if it does not permit blood or other potentially infectious materials (OPIM) to pass through to, or reach, employees' skin, underlying garments, eyes, mouth, or other mucous membranes under normal conditions of use and for the duration of time that the PPE will be used.
Ergonomically designed furniture can reduce pain and injury, increase productivity, improve morale, and decrease complaints.
After a work-related needlestick or other exposure incident, the employer must make available a post-exposure evaluation and follow-up at no cost to the worker.
This includes documenting the route(s) of exposure and the circumstances under which the exposure occurred; identifying and testing the source individual, if known, unless the employer can establish that identification is not feasible or is prohibited by state or local law.
The source individual's blood must be tested as soon as feasible, after consent is obtained, in order to determine HIV and HBV infectivity.
The information on the source individual's HIV and HBV testing must be provided to the evaluating healthcare professional and to the exposed employee.