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This section outlines the worksite injury reporting/documentation process. Following tis process exactly enables AdvanStaff HR to properly manage the claim process to ensure the employee receives the highest quality treatment possible. It is EXTREMELY important work-site managers follow the process outlined in this article.
Please contact Corrine (ext 222) in the Human Resource Department with ANY questions.
The following is a list of injuries that should be reported to AdvanStaff HR immediately:
- Death
- Loss of consciousness
- Injuries that cause missed days of work or restricted work activity
- Any needle injury or cut from a sharp object that is contaminated with another person’s blood or any other potentially infectious material
- Injuries that require an employee to be medically removed under the requirements of an OSHA health standard
- Injuries that require any medical treatment beyond first aid (refer to the “Medical Treatment” vs. “First Aid” form)
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Read more...
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AdvanStaff HR is committed to fostering a safe work environment for all
employees. Therefore, the following post-accident/illness drug and
alcohol testing policy has been established.
AdvanStaff HR will require a post-accident/illness drug and alcohol
test for any employee involved in a reported accident if the following
applies:
- The accident involved a vehicle or any machinery
- The accident resulted in property damage
-
The accident resulted in another individual’s death
AdvanStaff HR will coordinate all testing, assist in investigations
and searches as privately as practical and permitted by applicable
federal and/or state laws and regulations. All results from drug and
alcohol testing will be treated as confidential information.
If you employ commercial vehicle drivers, your substance abuse testing
program must comply with the requirements of the U.S. Department of
Transportation (DOT). The DOT regulations specify when and how drivers
must be tested and require certain consequences for violations. If
your company is DOT regulated, you are fully responsible for
compliance.
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If an employee misses work due to a work-related injury or illness,
they must obtain return-to-duty authorization from their attending
physician in order to return to work. This authorization must be
submitted to the worksite employer for verification. Once verified,
the employee may be scheduled for work. The employee may not return to
work prior to receiving this notification from the physician, no matter
how minor the injury appears to be.
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In our continued effort to help you provide the safest work environment for your employees and customers, AdvanStaff HR can coordinate safety training programs for your employees.
For additional information regarding safety training programs, please contact the AdvanStaff HR Human Resources Department at (702) 598-0000.
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Upon your request, an AdvanStaff HR Safety Manager will
conduct an OSHA compliance assessment of your worksite (s). Depending
on the results, the safety manager may then provide guidance and basic
content format suggestions for the creation of a working safety
program, manual and protocol for your organization
For additional information regarding worksite safety or to schedule
an OSHA compliance assessment, please contact the AdvanStaff HR Human
Resources Department at (702) 598-0000.
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You are responsible for U.S Department of Labor Occupational Safety and Health Administration (OSHA) regulatory compliance, which includes the posting of correct information as well as the maintenance of required injury and illness data for your company. AdvanStaff HR will provide you with a completed OSHA Form 300A at the beginning of every calendar year. You are then responsible for signing and posting the completed form in accordance with OSHA regulations. In addition, you are required to retain these records for 5 years.
For additional information regarding OSHA requirements, please contact the AdvanStaff HR Human Resources Department at (702) 598-0000 or visit the OSHA website at www.osha.gov.
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