what is a none permite confined space osha?
443188
It is a space such as a pit that has been declared to be non-hazardous for human occupation.  A worker can enter without getting a permit.  I occasionally enter confined spaces and it is a big deal.  We call the local fire department and they have a crew to stand by at the fire house in case they are needed.  To declare a space "non permit" it helpful to avoid this.
812387
it's probably refering to either:\n\n1)  non-compete:  whereas you won't work for a competitor for a set period of time after begining employment with the employer\n\n2)  confidentiality agreement:  whereas you won't disclose in any way any of the business practices/secrets/services/products/etc. of the employer
275617
No.  Violates OSHA regulations, not to mention common decency.  Look up OSHA in the phone book under government institutions and report them.  Call your local newspaper too!  Oh, and if you have any health problems related to bowel or bladder function, you might want to see an attorney about violation of the Americans with Disabilities Act!
881262
Look at the OSHA approved label on the bottle?  \n\n;-)
1118503
Classification depends on who is asking. This one sounds like a Controlled Substance classification - the answer lies somewhere in the volatility/toxicity/flammability index. You should be able to find most substances in an OSHA manual.
520353
an employer can not stop employees from organizing. I don't know the law though.
166689
Keep records of every instance when the union fails to protect its members.\n\nThen call the NLRB (National Labor Relations Board).
407935
No. An employer can counsel and discipline an employee for not following safety rules and procedures that the employee has received instruction in. For example, if the employee was trained or informed to use a crosswalk and not walk on the road because it is dangerous and the employee did it anyway, she can be disciplined.\n\nOn the other hand, if your friend tripped on a pothole in the road then it is the employer's responsibility to correct the hazard if it has been reported to him.\n\nAdditionally, an employee can not be discriminated against or discharged for reporting safety violations or concerns. OSHA (Occupational Safety and Health Administration) enforces these rules.\n\nFinally your employer must report all accidents that result in medical treatment or lost time to OSHA. Most companies require employees to report all accidents in-case the injury gets worse and later requires medical treatment.\n\nYou can report these violation directly and anonymously to OSHA.
230966
Go to the OSHA web site.  You can send an email - without revealing your identity- on this site.
431808
What you just said would be good enough reason. If there are unsafe work condition, then that gives the potential for people to get hurt. That is a lawsuit waiting to happen. How bad are the work conditions? If I were I would take it up with the Better Business Bureau if it is serious enough..but if you have already quit, I don't understand why you need another reason?
334920
They have to prove you weren't allowed to use the saw, plus if you weren't it was their obligation to keep it locked up. Contact the office and get worker's compensation papers. This will pay for your medical. Do this!! THEY CANNOT FIRE YOU!!!!!
133840
-Proceed to a lower floor level or interior hallway or corridor (center core). \n-Seek shelter under sturdy or heavy furniture, tables or desks. \n-Avoid elevators, top floors of the building, areas with glass windows or doors, the cafeteria and unsecured objects. \n-Assist persons with disabilities to the safest area on the same floor. \n-If possible, take a flashlight, radio or cellular telephone with you.
537053
OSHA monitors work places to make sure employers provide a safe and healthy environment.  If you have any concerns, contact them and they can have it corrected or give large fines and/or jail time to an employer.
84983
Consult with your human resources department or your safety department concerning ergonomics in your work space. They should supply with you information and hand-outs about proper positioning. Also try this website http://www.seating-ergonomics.com/\nhttp://www.oehc.uchc.edu/ergo/commonergoproblems.htm\nhttp://www.purdue.edu/physicalfacilities/rem/safety/ergo.htm
611278
Title I of the Americans with Disabilities Act of 1990 prohibits private employers, state and local governments, employment agencies and labor unions from discriminating against qualified individuals with disabilities in job application procedures, hiring, firing, advancement, compensation, job training, and other terms, conditions, and privileges of employment. The ADA covers employers with 15 or more employees, including state and local governments. It also applies to employment agencies and to labor organizations. The ADA's nondiscrimination standards also apply to federal sector employees under section 501 of the Rehabilitation Act, as amended, and its implementing rules. \n\nAn individual with a disability is a person who:\n\nHas a physical or mental impairment that substantially limits one or more major life activities; \nHas a record of such an impairment; or \nIs regarded as having such an impairment. \nA qualified employee or applicant with a disability is an individual who, with or without reasonable accommodation, can perform the essential functions of the job in question. Reasonable accommodation may include, but is not limited to:\n\nMaking existing facilities used by employees readily accessible to and usable by persons with disabilities. \nJob restructuring, modifying work schedules, reassignment to a vacant position; \nAcquiring or modifying equipment or devices, adjusting or modifying examinations, training materials, or policies, and providing qualified readers or interpreters. \nAn employer is required to make a reasonable 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.\n\nAn 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.\n\nTitle I of the ADA also covers:\n\nMedical Examinations and Inquiries\nEmployers may not ask job applicants about the existence, nature, or severity of a disability. Applicants may be asked about their ability to perform specific job functions. 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. \nDrug and Alcohol Abuse\nEmployees and applicants currently engaging in the illegal use of drugs are not covered by the ADA when an employer acts on the basis of such use. Tests for illegal drugs are not subject to the ADA's restrictions on medical examinations. Employers may hold illegal drug users and alcoholics to the same performance standards as other employees. \nIt is also unlawful to retaliate against an individual for opposing employment practices that discriminate based on disability or for filing a discrimination charge, testifying, or participating in any way in an investigation, proceeding, or litigation under the ADA.\n\nYou would report it to the EEOC, but has he talked to the company about this first?  Is there an H.R. person there? Why do they make him sleep at work?
1103446
safe place=outside away from buildings, bridges and  rocks\nsafe CA city=none
264340
you got me confused on programs?\n\nDo you mean their guidelines or saftey requirments?\n\nHere's one of their sites http://www.osha.gov/comp-links.html\n\nI know we got written up yesterday for our ladder not being high enough and the dumb... said we had one to many squares of shingles stacked on the peek. Little did he know we would of stacked more if we wouldn't of put way to many extra on the higher roof.