Phone:  (586) 751-0200                                              Clinical Services & Consultations                                      E-mail:  occunet@aol.com
Let Us Partner With You As Your Corporate Medical Department ~ Our Business Is Caring For Your Business
Rules & Regulations
The OccuNET Advantage
The "OccuNET ADVANTAGE" is series of
publications, available to clients with
summaries of Health & Safety topics and
guidelines to help our clients remain in compliance
with various Rules & Regulations.  
Contact us for a
copy of an issue of the OccuNET ADAVANTAGE
regarding a topic of interest and to receive more
information about The Occupational Health Network.

Recent Topics in the OccuNET ADVANTAGE:
  • OSHA-MIOSHA Record-Keeping
  • Blood-Borne Pathogens Standard
  • Hearing Conservation
  • DOT - Commercial Driver Certification
  • Personal Protective Equipment
  • Hazardous Exposure Assessment & HAZMAT
    Medical Surveillance
Record-Keeping Quick Facts
Tracking Workplace Injuries & Illnesses
Who is covered?  
covered under
Part 1904 regulations concerning
record-keeping; however, many employers do not have
to maintain the logs unless they have 11 or more
employees or have been informed that they must keep
logs by OSHA or the Bureau of Labor Statistics (BLS).

What MIOSHA forms should be used?
OSHA 300, 300A, & 301

Which form must be posted?
Form 300A, summarizing the previous year's injuries.  
Even if no injuries occurred in the past year, you must
post a Form 300A with zeros in all of the categories.  

Which injuries need to be recorded?
You need to determine whether an injury or illness has
occurred, and whether only a "first-aid treatment" or a
full "medical treatment" has been provided. The rules
and guidelines for making this determination are
summarized in the "OccuNET Advantage", a publication
that is circulated to our clients with updates and
summaries of regulatory matters.

When does an injury become a lost-workday injury?  
Employees may be off for the remainder of the shift
during which the injury occurred without logging a lost
workday, as long as they return by the beginning of their
next scheduled shift.  Any additional time off requires
marking the "H" column on the OSHA 300 Log for that
injury.  
Also note, that even if an employee is off for the
remainder of the shift, the injury may not need to be
recorded on the OSHA 300 Log, unless a "Medical
Treatment" occurred.  A "First-Aid Only" treatment that is
only off for the remainder of the same shift is not
recorded on the 300 Log.

Other Questions?
Please feel free to CONTACT US at OccuNET and
speak to our staff.  Call or E-mail us today.
FMLA Quick Facts
The Family Medical Leave Act
What is the Family Medical Leave Act (FMLA)?
The FMLA is a federal law applicable in all states that
grants an eligible employee up to a total of 12
workweeks of unpaid leave during any 12-month
period for the birth and care of the newborn child of the
employee; for placement with the employee of a son
or daughter for adoption or foster care; to care for an
with a serious health condition; or to take medical
leave when the employee is unable to work because
of a serious health condition.

Which employers are covered by the FMLA?
FMLA applies to all public agencies, including state,
local, and federal employers, local education
agencies (schools), and to private-sector employers
who employed 50 or more employees in 20 or more
workweeks in the current or preceding calendar year
and who are engaged in commerce or in any industry
or activity affecting commerce — including joint
employers and successors of covered employers.

Which employees are eligible for FMLA leave?
To be eligible for FMLA benefits, an employee must
work for a covered employer; have worked for the
employer for a total of at least 12 months; have worked
at least 1,250 hours over the previous 12 months; and
work at a location in the United States or in any territory
or possession of the United States where at least 50
employees are employed by the employer within 75
miles.

How is FMLA administered by the employer, what
documentation is required from the employee, and
what are the rights and responsibilities of the both?
For a complete review of the proper procedures under
FMLA, employee and employer rights and
responsibilities, and definitions of "serious health
condition" and "medically necessary", you may refer to
the
FMLA Act at the U.S. DOL.  

Additional rules and guidelines for applying the FMLA
are summarized in the "OccuNET Advantage", a
publication that is circulated to our clients with
updates and summaries of regulatory matters.Please
feel free to
CONTACT US at OccuNET and speak to
our staff.  Call or E-mail us today.
Rules & Regs
Quick-Links
ADA Quick Facts
Americans with Disabilities Act
private employers, state and local governments,
employment agencies, and labor unions from
discriminating against qualified individuals with
disabilities in job applications procedures, hiring,
firing, advancement, compensation, job training, and
Who is an individual with a disability?  
A person with a disability is defined as anyone who
has a physical or mental impairment that substantially
limits one or more major life activities; has a record of
impairment; or is regarded as having an impairment.

Which employers are covered by the ADA?
All employers with 15 or more employees are covered
under the provisions of the ADA.  The U.S. Equal
Employment Opportunity Commission (EEOC) issues
the regulations and enforces the ADA.  

What can be asked of an applicant for hire during
the application and interview process?
Applicants may be asked about their ability to perform
specific job functions.  They may not be asked about
the existence, nature, or severity of a disability.  A job
offer may be conditioned on the results of a medical
examination but only if the examination is required for
all entering employees in similar jobs. Medical
examinations of employees must be job related and
consistent with the employer's business needs.

Who is a qualified employee or applicant with a
disability?
A qualified employee or applicant with a disability is an
individual who can perform the essential functions of
the job in question, with or without reasonable
accommodations.  

What are reasonable accommodations?
A reasonable accommodation may include, but is not
limited to, making existing facilities used by
employees readily accessible to and usable by
persons with disabilities; job restructuring, modifying
work schedules, and reassignment to a vacant
position; and acquiring or modifying equipment or
devices, adjusting modifying examinations, training
materials, or policies, and providing qualified readers
or interpreters.  An employer is not required to lower
quality or production standards to make an
accommodation, nor is an employer obligated to
provide personal use items such as glasses or
hearing aids.

Are there limits to the accommodations that an
employer is obligated to make?
An employer is required to make an accommodation
to the known disability of a qualified applicant or
employee if it would not impose an "undue hardship"
on the operation of the employer's business. Undue
hardship is defined as an action requiring significant
difficulty or expense when considered in light of factors
such as an employer's size, financial resources and
the nature and structure of its operation.

Other Questions?
Please feel free to CONTACT US at OccuNET and
speak to our staff.  Call or E-mail us today.  You may
also refer to the
ADA of 1990 at the U.S. DOL.
Employee Right to Know Quick Facts
Federal & State Labor Law Posters
workplace.  Beginning with the federal HAZCOM
(Hazard Communications Standard) and the Michigan
Right to Know legislation requiring the MSDS's and
other chemical and hazardous materials information
be posted, there are a number of labor law
notifications required federally and by each state.

Each business must post notifications for laws that
are applicable to its workplace.  Hence postings may
vary between employers.  The more common postings
that are required by most employers are available
from a number of vendors as large, all-encompassing
posters that every employer should keep updated and
post in an area that is accessible and prominent for all
employees to see and read.  Following is a list of the
most common Labor Law Postings divided into
Federal and Michigan Requirements:  

Federal Posting Requirements:
  • USERRA - Uniformed Services Employment and
    Reemployment Rights Act
  • Equal Employment Opportunity is the Law
  • Federal Minimum Wage
  • Employee Polygraph Protection Act
  • Family and Medical Leave Act
  • OSHA-Job Safety & Health Protection

Michigan Posting Requirements:
  • OSHA- Health and Safety Protection
  • Wage Deviation
  • Discrimination Notice
  • Unemployment Insurance
  • Overtime Compensation Rules
  • Minimum Wage (parts 1 - 3)
  • Child Labor
  • Workers' Compensation
  • Whistleblowers' Protection Act
  • Right-to-Know/MSDS

MIOSHA Workplace Posters

OccuNET   Occupational Health Network
Occupational & Environmental Medicine Specialists
for
All of Your Health & Safety Needs
11477 East Twelve Mile Road, Warren, Michigan  48093
Clinical Services: (586) 751-0200                                                                                                                       Email:  occunet@aol.com
Let Us Partner With You As Your Corporate Medical Department ~ Our Business Is Caring For Your Business