If dental work is the result of a work related injury, then as a medical procedure beyond first aid it may be OSHA recordable. Consult a specialist who is aware of all the specifics surrounding the event.
OSHA is a US agency and has no authority in the UK. The Health and Safety Executive is the agency in the UK that performs similar functions.
A good TRIF is 0.
Everything you do, should strive for that result.
OSHA stands for Occupational Safety and Health Administration and is an agency of the United States Department of Labor. It was created in the early 1970s with the goal of preventing and minimizing work-related injuries, illnesses, and occupational fatality.
As OSHA has issued and enforced standards for workplace safety and health, it has cut down on the negative incidents. OSHA keeps up on safety by inspecting businesses whenever there are worker complaints or accidents. Businesses have increased their awareness of worker safety as a result and have trained their managers and workers to promote a safe environment.
The document AR 385-10 incorporates OSHA requirements into the US Army Safety Program.
An insect bit may be OSHA recordable if it occurs as a result of you performing your work assignment and you are hospitalized or loose a day or more from work as a result, or you receive medical attention beyond first aid for the bite.
An OSHA recordable is an injury, illness, or death that OSHA deems to be recordable under its recordkeeping regulations.Answer
The answer to your question is that giving a medication, dose or a treatment that "requires a prescription" makes an injury "recordable" under OSHA guidelines. Therefore a "prescription" for 200mg ibuprofen is not recordable unless you tell the patient to take 3 pills at a time (a prescription dose of a non prescription medication.) Now, 400mg ibuprofen is not a prescription dose but is not available over the counter so likely would be considered a "prescription" medication. Confusing, huh?
So when you gave that injured worker 400mg of ibuprofen that night that did not cause the injury to be listed as recordable but prescribing the antibiotic did. (I hope it was more than a scratch.)
Next, duty status: Restricting duty will usually make an injury recordable under OSHA guidelines but not in all cases.
First you may restrict the workers duty for the balance of his shift on the "day of injury" without incurring recordability. The "day of injury" is defined by OSHA as well and occasionally subject to interpretation. If the injury results from trauma, the day of injury is the day of the trauma and the subsequent shift. So our night workers who are injured before midnight may be restricted after midnight without penalty if the restriction is limited to the current work shift. The TX DWC 73 form in this case would have both the restricted and unrestricted boxes checked with the appropriate dates clearly noted. It is a good idea to write "balance of shift only" in the notes section of restrictions.
A worker who reports his traumatic injury occurred on a prior date establishes that date as the "date of injury" and may not be restricted balance of shift without triggering recordability. (Remember that this worker may have been doing full duty up to the time of the visit and may deserve a trail of treatment without restrictions initially.) Be aware that we all will use the date of injury for identification and tracking so it should be consistent with the employers and insurers records as well so document the incident carefully. You may be asked to defend your choice of DOI.
When a worker reports symptoms that have appeared gradually and the medical determination is that the injury is a result of "cumulative trauma" the date of the first medical visit and diagnosis becomes the "date of injury." Work related soreness is not always "an injury" but when an employee is brought to us it becomes an injury. Be sure to counsel workers that when the work is hard, soreness can be a daily fact of life especially during an adjustment period when the work or the pace is changing.
Restrictions that do not impact the "essential functions" of an employee's job do not trigger recordability. For example, a secretary who is told not to lift 50 pounds would not generally trigger recordability. Putting that restriction onto her duty slip might trigger an unpleasant response from her safety supervisor if he does not understand OSHA very well (and many do not.)
"Lost time" under OSHA results when restrictions are so consequential that the employee should not be at work. This is rarely a medical determination with the injuries we treat and applies more to patients that have required hospitalization or surgery. Even so, many workers can undergo day surgeries and return to restricted duties without lost time if the consultants understand how to work with the system. Employees may even be in a safer and more supervised environment than they would be at home.
"Death" in the workplace is the highest level of recordability and usually OSHA will be onsite within 24 to 48 hours to investigate the circumstances surrounding these tragedies.
OSHA Standard 29 CFR 1910.146, Permit Required Confined Spaces
OSHA has no dress code requirements for any workplace. OSHA does require that each employer assess the hazards of each work location and require the use of appropriate personal protective equipment, which might include hard hats, safety shoes and other pieces of apparel.
Using dermabond is not an injury, it is a treatment of an injury. Any treatment that goes beyond first aid would make the injury OSHA recordable, always assuming that it met the other criteria for OSHA recordability.
No, the Army does that.
1-800-321-OSHA (6742) ; see related link below for additional information .
OSHA (the Occupational Safety and Health Administration) is a part of the US Department of Labor that establishes, issues, and enforces national workplace safety regulations. These are designed to make job areas and practices safer for US workers.
OSHA was created by the Occupation Safety and Health Act of December 29, 1970. It is mandated to prevent on-the-job accidents and injuries in US factories and other industries.
OSHA has the legal authority to enforce only those standards it issues. It has no authority to enforce ASME Standards, unless they have been incorporated by reference in a Standard issued by OSHA.
An injection is medical treatment beyond First Aid. Therefore if it is given as treatment for a work related injury or condition, it is OSHA recordable
OSHA does not have standards for headphones (devices that bring sound to the ears). OSHA standards focus on how load the noise is that you are exposed to at work. Depending on how they are adjusted and used, headphones can result in severe overexposure or no over exposure.
Self employed persons are not covered under OSHA regulations nor are individuals working on there own property as long as they are an owner of record and not an employee.
OSHA is for jobsite regulations not building code.
OSHA does not have the authority to impose penalties on individual employees, only on employers. Therefore, there are no OSHA OSHA penalties for operating machinery while under the influence. If you operate machinery while under the influence of drugs or alcohol and place yourself or others at risk as a result, the penalties to you will come from your employer, who may go so far as to fire you. If your employer does not take action to prevent such improper employee conduct, the employer may be subject to fines and citations from OSHA.
OSHA is a US Federal Agency in the Department of Labor charged with regulating the minimum requirements for health and safety in the workplace.
ASME is a professional engineering society that has no regulatory authority but gathers the expertise of engineering professionals to make recommendations, among its other functions..
OSHA and ASME do work together in making sure that health and safety is prioritized in a lot of workplaces.
Chiropractic adjustment is OSHA Recordable if it used as the result of a workplace accident or injury.