How can I find out about workplace regulations for co-workers who openly dress their wounds?
374677
If it concerns you maybe you can check with your local health department. Just call them and tell them about the situation and maybe they can help you.
25989
Unfortunately, you can't LEGALLY tell your boss about your co-worker's illness. However, when it comes to stuff like this, I personally tend to throw legality out the window and leave an anonymous note on my supervisor's desk. Make sure it's anonymous. The government provides for the person, people provide for the people. My instinct says your duty is to yourself and your fellow workers who are not infected.\n\nHow sure are you his mouth has pus-filled blisters in it?
1061711
Talk to your union's Health and Safety Rep about what you should do. Hospitals isolate people with MRSA and nurses and visitors wear masks and gloves and avoid contact, If you have any open wounds on your body, even a grazed knee or cut finger, you are at risk.
1109108
Depends on the state and the number of employees the business has.  Some states require all businesses to have Workers Compensation (WC) coverage.  Other states exempt certain types of employers (i.e. agricultural) or employers who have a very small number of employees (perhaps 2 or 3 at the most).\n\nIf, in your state, you were required to carry WC but did not, some states require you to pay what WC would pay out of your own pocket.  Others would expose you to the risk of a lawsuit like I mention in the next paragraph.\n\nIf you were not required to carry WC (for one of the reasons mentioned above), your employee could sue you in court alleging negligence and seek damages just like an auto accident.  The employee would only recover if the jury found you at fault.  But the concept of "comparative negligence" does not apply in these cases.  If an employee is partly at fault for their own injury, they can still collect the full award without it being reduced because they were partly at fault.\n\nConfusing???
662238
Go to your states labor laws website, usually under Dept of employment security. With your state name plus a ".state" or a ".gov"
323202
Dress codes are not considered harassment. If you are unwilling to comply with a company dress code, then prepared to get fired, which the company is well within its right to do as long as they provide you the dress code in writing. Falsifying time sheets is, however, against the law. If you have proof, take it to your labor board and see what repercussions exist. But keep in mind, you will probably have to sue the company in civil court at your expense. Not getting your way is not harassment. If you're unhappy with the company, then find another.
372557
You need to call the labor relation board in your state and see if that is legal. It doesn't sound like it but they would know the answers. You can do it without stating what company you work for.
716396
When you injure yourself in any way.It is advisable to discus the situation with your doctor and employer.If you had a work related injury the company would'nt want you to aggravate that injury and would generally put you to work(light duties)out of harms way.Now a non related injury(work)is a difficult situation for the employer As if you aggravate the injury,no matter what your duties are they(employer)are fully liable.So they do have the right to deny you work.In fact they can direct you to get medical clearance from thier doctor or a medical pratitioner acting on thier behalf
444099
Fabjobs.com has most of the information you are seeking.  Good Luck! There is a need for designers who design stuff people actually want to wear!
296865
Don't contact anybody in the company to do something about it, save that for the attorney. HR is there to protect the company not to help the employee. They will start "shredding", getting stories right, conduct a token investigation, etc... The longer they are unaware the better. Let them drown in their own ego's. DON'T speak about it to ANYONE at work(the company has spies).  As instances happen,or shortly after, like on break, document what happened (who,what,when,where)(with who witnessed). Obtain names and contact info for all coworkers you can,and break it down into category's (victims, witnesses, offenders). \nContact some GOOD attorney with as much info you can give.\n\n\nAre the people being harassed of a certain class? (race,gender, age, disability, religion,sexual orientation,etc) if so its discrimination.\nIt has to be about money: it talks the loudest!, when it starts costing the company $ it gets the big people involved.\nStress may be a workers comp illness claim. $$\nI loath this typ of behavior. (victom)
348849
I agree that if what she wears is not up to code with the office dress code, then it should be brought to her attention. Without involving the district manager. Unfortunately, the bare-midriff styles have been in for too long a time (okay, I wore a tube top in the 70's and 80's too)and a blurred image of what is proper and not proper for work has come out of it.\nI would suggest striking up a conversation (more than a few in this forum have suggested it) and while praising her work, if applicable, then bring up gently that you've noticed her wardrobe violates company policy. Admit that if the manager had to handle it he/she would be very likely to embarrass you coworker. If she tells you to bugger off, then let things alone and let them take their inevitable course. Make certain you're doing it for the reason of her well being and not because she's on the pudgy side.
550477
What you need is a health risk appraisal. This is a standardized assessment tool that asks just the kind of questions you are interested in. You can see one example at infotech.com. Another source for learning about worksite health and injury issues is WELCOA.com. It is full of free "white papers" on a variety of worksite issues.
684964
You should be aware that OSHA Has adopted regulations to avoid accidental needlesticks to prevent the transmission of disease between patients and health staffs.  There are now many competing designs.
242360
http://www.findlaw.com/\nSearch for Employment Law in your state.
268680
Contact your nearest employment security office, they should be able to give you an answer.
102373
Depending on where you live, you should be able to go to your state's workers' compensation commission website.  There also may be notice posting requirements you should downloand and post (like in a break room or side office).\n\nIn AR, if you have more than 2 employees, you have to have WC insurance. (Certain fields of employment may require WC insurance with only 1 employee!)  And it can be a class D felony for the failure to do so.
135806
You CAN sue them civilly. However, making your supervisor aware of the situation may be a better option. This is the person you need to care about as far as your work ethic and responsibilities. Your supervisor is also responsible to make sure the rules of your employment place are followed. Plus, if you sue you will also have it documented that you spoke to your employer and the situation was not remedied. There's also a little thing called the Americans With Disabilities Act.\n\nBesdies, who cares what the hens think? One thing we have to face when being a Fibromite is that it's an invisible disability. It would probably be easier and you would be treated kinder if you had a third eye or an amputation. \n\nDon't let anyone get you more down. You control your reaction to the situation, not them.