The disappointing level of dismissal among people beside disabilities is a well agreed fact among vocational rehabilitation (VR) professionals. The National Health Interview Survey conducted from 1994 to 1995 revealed that 63% of general public with disabilities be unemployed. When asked why, over partly of the respondents stated that there be no appropriate jobs available (Loprest & Maag, 2001). One piece that has help to spur the employment of people next to disabilities is the use of computer based technology within the workplace (Anon, 1990; Lazzaro, 1986; Warren, 1984; Whitehouse, 1994). Today there are score of assistive technology (AT) devices to help accommodate assorted functional limitations related to computer access. As more and more companies find themselves with a computer on every desk, opportunity for employment of people beside disabilities begin to increase.
Recent decades own witnessed a similar trend toward the use of computer-based equipment in work. Automated manufacturing technology (AMT), such as computer numeric controlled (CNC) tool systems, use computer-generated parameters to control the motion of tools surrounded by machining or assembly processes (Spear, 2001; Sun, 2000). Many AMT machines, such as the MasterCAM[R] compatible systems by CNC Software, Inc. (l) operate using a standard Windows[R] PC-based operating system (MacDonald, 2004).
This move towards automation allows more opportunities for family with disabilities to aim employment in production because of the potential for reducing the physical requirements of machining and assembly operations. People employed contained by the manufacturing enclosed space are now required to own a different set of skills than they once were; logical and computer skills are becoming more important (Barnet, 1993). Furthermore, the National Association of Manufacturers is predicting a engineering labor shortage of as many as 10 million skilled workers by the year 2010, due to the aging population coupled near limited nouns in demonstrating the benefits of a business vocation to the subsequent generation of workers (Eisen, 2003).
Even though computer base technologies used near AMT may be similar in spirit to those used in organization environments, the tasks performed by the equipment operator and the environments in which they work are really different from the office environment. The potential for injury among production workers is significantly difficult than the potential for injury among office or clerical workers. The Bureau of Labor Statistics (BLS) reported that surrounded by 2003 the incidence rate (2) for non-fatal injuries and illnesses was more than five times greater for business employees (6.8) than for personnel of professional, scientific, and industrial services (1.3) (USDoL-Bureau of Labor Statistics, 2004b). The total number of fatalities for manufacturing body (420) was more than four times that of personnel of professional, scientific, and hi-tech services (97) (USDoL-Bureau of Labor Statistics, 2004a).
Risks in business environments exist in spite of the federal system's efforts to gross workplaces safer through the Occupational Safety and Health Act (OSH Act) of 1970. This act states that it is the responsibility of the employer to ensure a risk-free working environment for their employees. Gaining employment in a business environment therefore, provides challenge to people beside disabilities over and above just have the ability to operate the basic equipment or perform the called for production tasks. The worker must be able to achieve his or her job while protecting the sanctuary of co-workers, as well as their own safekeeping.
Furthermore, studies have shown that at hand is potential for discrimination against applicants next to disabilities due to barriers surrounded by the employer's selection processes and due to refusal stereotypes and myths about the ability of people near functional limitations (Stone & Williams, 1997). Building on these findings, Harcourt et al., discovered that facilities next to higher worker's compensation insurance rates tend to be more likely to discriminate against applicants beside disabilities in their screening process (Harcourt, Lam, & Harcourt, 2005).
Because safety is such a significant aspect of employment within a manufacturing environment, VR professionals must be prepared to address the sanctuary concerns of prospective manufacturing employer. Therefore, the goal of this quality newspaper is to consider the federal safety regulations from the perspective of employ people next to disabilities in industrial. The paper will describe the regulatory tidiness established by the OSH Act and will also describe resources available to help adjectives parties comply beside stated regulations and standards. The discussion section will underline the potential impact of these safety regulations on employment of general public with disabilities contained by manufacturing and will provide suggested movements to be taken by the VR professional or the consumer to improve employment potential.
Methodology
Information for this quality newspaper has be drawn largely from literature and resources made available through the Occupational Safety and Health Administration (OSHA). Much of the content is available on line at www.osha.gov. Additional information have been gather from conversations with learned OSHA employees and staff member working in support of OSHA's free consultation services. Industry based literature, relating to employment of family with disabilities and the use of AMT be located through online searches of databases such as Compendex, EBSCO, and Lexis Nexus using keywords relating to trade, disability, Americans with Disabilities Act (ADA), and OSHA. Searches for court cases cross referencing OSHA and ADA be limited to U.S. Supreme Court cases.
Results
A comprehensive review of adjectives OSHA standards and regulations is beyond the scope of a single article. Therefore, this rag only provides an overview near respect to four distinct aspects of federally enforced safety regulations: the beginning and structure of OSHA; enforcement procedures and penalties; reputable standards; and OSHA training, outreach, and education resources.
Origin and Structure of OSHA
In the tardy 1960's, work-related deaths and injuries be on a rise (Fleming, 2001). In order to give a hand protect America's work force, the OSH Act was signed into legislation in 1970. Section 5(a)(1) of this conduct yourself explains that it is the employer's responsibility to provide an environment that is "free from well-known hazards that are cause or are likely to effect death or serious physical spoil to his employees" ("OSH Act", 1970). The OSH Act established three agencies that work to meet its stated goal: the Occupational Safety and Health Administration (OSHA), the National Institute for Occupational Safety and Health (NIOSH), and the Occupational Safety and Health Review Commission (OSHRC). In brief, OSHA sets and enforces the safekeeping and health standards, NIOSH conducts research on sanctuary and health issues contained by the workplace, and the OSHRC oversees appeals made by employers against enforcement appointments (Fleming, 2001).
In an effort to maximize resources, the OSH Act also encourage states to establish their own job sanctuary and health programs, which OSHA next monitors. Currently 22 states and territories enjoy complete state-based job safekeeping and health programs. Four extramural states have established programs to cover public force only. Because respectively of these programs must establish standards that are "at least as effective" as the federally predictable standards, this paper will focus largely on regulatory issues enforced by OSHA.
OSHA's mission is to assure undamaging working conditions for working men and women by; setting and enforcing standards; providing training, outreach, and teaching; establishing partnerships; and encouraging continual change in workplace safekeeping and health ("OSH Act", 1970). This tabloid is concerned primarily with OSHA's role within setting and enforcing standards and surrounded by providing training, outreach, and education. An awareness of the relevant standards and enforcement procedures is called for for the VR professional to understand the regulatory impact on the potential trade employer. Knowledge of available educational resources will also help out the VR professional be more prepared to help his or her client wish to pursue employment in engineering. Issues of partnership with OSHA and continual promotion in workplace sanctuary and health concord more with the employer or facility as a full, rather than the individual hand.
Overview of OSHA Enforcement Procedures and Penalties
OSHA requires employers to log store of workplace fatalities, injuries, and illnesses and to report directly to OSHA any accidents resulting in extermination of one or more employees or hospitalization of three or more team. The OSHA illness and injury logs must be kept by the employer for five years and be available for inspection by representatives of OSHA, Health and Human Services (HHS), or the BLS upon request. Some work establishments, such as financial institutions and background processing services, as well as services with smaller amount than 10 employees, are classified as "to a certain extent exempt," which means that they are not required to profess injury and illness history unless selected to play a part in OSHA's Data Initiative. The Data Initiative help OSHA identify areas of greatest need. If the incident rate for a company exceeds a specified height, it is more likely to be inspected ("Determination of Work-relatedness", 2001).
OSHA enforce compliance with identified standards by inspecting worksites. During the inspection, the Compliance Safety and Health Officer (CSHO) will document any hazard observed in the workplace and issue citations appropriately (USDoL-OSHA, 1994). The citation will inform the employer of the standards with which he or she is not complying, the amount of time the employer have in which to correct the noncompliance, and the proposed penalty associated with the citation. Because OSHA does not own the resources to inspect every worksite, inspections are conducted based on the following priorities:
Threat of forthcoming danger: The threat of in the near future danger is defined in Section 13(a) of the OSH Act as, "... any conditions or practices in any place of employment which are such that a vulnerability exists which could reasonably be expected to produce death or serious physical damage immediately or previously the imminence of such danger can be eliminate through the enforcement procedures otherwise provided by this Act."
Response to fatal accident or catastrophes: "Fatal accident," as the name imply, indicates that there have been an coincidence resulting in death of one or more body. A catastrophe is defined as three or more force being hospitalized as a result of a work-related incident.
Responses to a complaint or referral: Complaints and referral can originate from virtually any personage wishing to report an alleged see. If a complaint is received, which meets guaranteed conditions related to lower-priority hazards, the CSHO may elect to conduct an off-site investigation (also specified as a phone/fax investigation). In this case the CSHO will headset the employer and follow up with a fax or epistle, explaining about the alleged hazard. In order to avoid an on-site inspection, the employer must respond inwardly five days, to the satisfaction of the CSHO and the complainant, in connection with any problems and noting any corrective schedule taken or planned (USDoL-OSHA, 1994).
Programmed inspection of a worksite: Programmed inspections are based on aspiration or neutral inspection criteria, according to national scheduling plans or special emphasis programs. Programmed inspections crop up on the basis of notes collected by the BLS through industry logs of recorded injuries and illnesses.
Follow-up/Monitoring inspections: Follow-up/Monitoring inspections are conducted to ensure that previously cited violation have be corrected or, as in cases where on earth a long period of time is needed for the facility to come into compliance, conditions are in the process of person corrected.
After receiving a citation, the employer have an opportunity to contest the inspection results with the OSHA Area Director. Following any formal or informal conferences next to the employer, the final penalty amount is contracted by the OSHA Area Director in a final report, issued no more than six months after the inspection. Types of violation, in direct of severity are listed surrounded by Table 1 together with the maximum allowable fine for that offense.
Because the investigations must be conducted by individual representatives in potentially adverse conditions, at hand are also penalties that may be applied to individuals who attempt to interfere near the CSHO's investigation. These violations are shown contained by Table 2.
Overview of OSHA Standards
Now that the enforcement process and potential penalties own been outlined, the press remains, "what must an employer do to avoid such action?" As mentioned above, OSHA sets and enforce the minimum safety and vigour standards by which U.S. industry must comply. It would not be possible within the latitude of this one document to describe all of the standards OSHA regulates among the diverse industries. Instead, this paper will describe the source of OSHA standards as very well as categories defining different types of standards.
OSHA uses a mixture of federal mandate, standards that were within place prior to its formation, and current consensus standards to regulate safety and strength hazards. Standards from organization such as the American National Standards Institute (ANSI), the National Fire Protection Association (NFPA), and other industry associations are referred to as voluntary standards unless referenced directly in the OSH Act or related legislation.
OSHA standards are codified in the Code of Federal Regulations (CFR) 29. In addition to the Occupational Safety and Health Standards for General Industry (CFR29-1910), OSHA have also established separate standards for Construction (CFR29-1926) and Maritime (CFR29-1915, - 1917, &- 1918) industry operations. OSHA standards may be categorized as any horizontal (applicable to all types of industry) or vertical (applied to a clear in your mind type of industry) (USDoL-OSHA, 1994). OSHA standards may also be described as performance or specification standards. Specification standards provide the exact procedure or length to be applied in a trustworthy circumstance, whereas performance standards allow the employer to choose the method of protection for his or her personnel as long as it meets the actions requirements of the standard. To get a flavor for the different descriptors used surrounded by specification or performance standards for horizontal or vertical category respectively, Table 3 shows examples of the various types of standards.
When no standards are within place specifically explaining a safety procedure, employer must still comply with the General Duty Clause (GDC) found contained by Section 5(a)(1) of the OSH Act, which states that the employer must, "... furnish to each of his personnel employment and a place of employment which are free from recognized hazard that are causing or are predictable to cause annihilation or serious physical harm to his team." The GDC is used to cite recognized hazard when there is no specific standard near which the employer is not complying. Under the GDC, recognized hazard can be identified in three ways:
1. The employer's industry recognize it as a hazard (e.g. through voluntary standards not otherwise referenced within OSHA regulations),
2. The employer recognizes it as a menace, or
3. Any reasonable individual would recognize it as a peril (USDoL-OSHA, 1994). According to OSHA's Field Inspection Reference Manual (FIRM). (This third condition is also termed "Common Sense Recognition.")
For employer detection to be cited as a reason for violate a recognized jeopardy there must be evidence that the employer be aware of the hazard and did zilch to protect his or her employees against it. Common sense naming of the hazard is one and only used in flagrant cases where on earth industry recognition or employer discovery cannot be established (USDoL-OSHA, 1994).
Sometimes the employer must seek clarification for, or exclusion from, a fastidious regulation via letters of interpretation or requests for variance, respectively. Letters of interpretation explain how OSHA standards entail to be applied to the workplace.
These letters are generate in response to specific question raised by employer, employees, or others artificial by the regulations. They do nothing to expand or alter OSHA policy, but communicate how the current regulations should be interpreted (Swanson, 2002).
A variance is vitally an exception to a standard for a specific situation; it cannot be applied uniformly across all workplace settings, society, or even across similar machines. A variance can be either:
1. Temporary: until the critical resources are available for the employer to meet the required standard or regulation,
2. Permanent: if the employer can prove that their work environment is as risk-free and healthful as they would be if the employer complied with the existing standard, or
3. Experimental: beside approval from either the Secretary of HHS or the Secretary of Labor (US Department of Labor), if the employer is working to develop alien job safekeeping and health technique.
In order to request a variance, the employer must show that the place to stay will be equally as safe or safer than the existing standard. OSHA will review the request considering the employer's evidence and possibly visit the workplace to confirm the validity of the statements made contained by the request. If OSHA determines that the request is merited, it can grant the variance. The employer responsibilities and the ways the variance diverges from the OSHA standards will be documented (USDoL-OSHA, 2002). Historically, variances are much smaller amount common than correspondence of interpretation.
Figure 1 gives a apposite indication of the number of permanent variances still contained by effect approved each year and the number of junk mail of interpretation that are answered each year. This confirms that OSHA is impressively cautious something like letting employers operate outside of the typical standards of practice, but also very moving in assisting employer to understand the safekeeping and health standards. VR professionals may document that the peak within 1992 occurs surrounded by the same year that the Americans next to Disabilities Act (ADA) came into effect. However, this increase in correspondence of interpretation is due largely to a concurrent implementation of an OSHA standard regulating the job exposure to blood borne pathogens.
[FIGURE 1 OMITTED]
Overview of OSHA Training, Outreach, and Education
This brief overview of the OSHA regulations and enforcement practices demonstrates how seriously the issue of occupational safekeeping and health is regard by the Federal government and how much energy is required on the part of the employer to aver and document a safe work environment. OSHA's perfect goal is to fall work-related injuries, illnesses, and fatalities to zero. As such, OSHA does not merely enforce the standards but, they also provide a little educational materials, training events, and partnership programs to help out employers and force to better understand and implement undisruptive working practices. Resources include on-line assistance via the Internet, access to Compliance Assistance Specialists or free OSHA Consultation Services, and communication with OSHA through parcels of interpretation as described earlier.
OSHA On-line assistance: OSHA maintain a very adjectives website at www.osha.gov. The website includes information about the agency itself as capably as links to the OSH Act, standards and regulations, the recordkeeping and reporting forms, training materials in print and multimedia formats, compliance assistance materials, FAQ's, OSHA report bulletins, and a number of other resources. Through the E-tools function, people gain access to interactive, web-based training modules related to specific recognized hazard and safety technique. Through the Electronic Compliance Assistance Tools visitors can also subscribe to regular OSHA newsletters and customize the OSHA website to put emphasis on their main topics of interest.
Compliance Assistance (CA) Specialists: CA specialists are located in OSHA nouns and regional offices and are typically former Compliance Safety and Health Officers. The CA specialists provide broad information about OSHA standards and compliance
assistance resources to assorted local groups. The CA specialists work to promote cooperation with OSHA and are available to speak at seminar or local conferences. These OSHA employees assist local employer in setting up sanctuary and health running systems for their respective workplaces. For more comprehensive assistance, the CA specialist may refer the employer to the OSHA consultation services ("OSHA Compliance Assistance: Compliance Assistance Specialists", 2004).
OSHA Consultation Services: OSHA offers free consultation services to small business employer (3) seeking assistance with sanctuary and health issues at their facility. These services are run by the state government and have to be requested by the employer. Upon request, OSHA consultants will travel to the workplace at no cost to the employer, help the employer identify workplace hazard, and also assist the employer in correcting the existing hazard. The OSHA consultants are not CSHO's and will not cite the employer for any violations uncovered during this time and will not refer violation to OSHA inspectors, provided that the employer corrects any serious hazards identified by the consultant ("Consultation: Free On-Site Safety and Health Services", 2004).
Discussion
OSHA's mission is to assure the safekeeping and health of America's workers, including workers next to disabilities. In light of the potential fines described sooner in this dissertation, it is not surprising that manufacturing employer may be hesitant to hire a person beside a severe disability if doing so could lead to unnecessary safekeeping and health violation. Because the OSH Act puts the burden of ensuring a risk-free working environment on the employer, a potential employee beside a disability applying for a job within a potentially hazardous environment, must not only know how to demonstrate to the employer that he or she is capable of fulfilling the essential functions of the position ("Americans with Disabilities Act", 1990), but must also be capable of demonstrate to the employer that he or she is able to achieve the essential functions safely inwardly the safety and form regulatory framework.
The employer may not be knowledgeable more or less the abilities of potential personnel with disabilities. Even though the hand may be able to demonstrate an skilfulness to operate the necessary equipment, the employer's "adjectives sense" may signal a potential risk. For example, in the U.S. Supreme Court crust of EEOC v. Murray, a forklift operator, who have been operating a forklift for over twenty years, be fired following a company-mandated medical screening for all forklift operator. The company's policy stated that workers with solid diagnosed medical conditions, including insulin-dependant diabetes, would be prohibited from operating a forklift. The company held that, "the operation of forklifts in this picky plant by persons near specific medical conditions, such as insulin-dependent diabetes, posed a hazard plausible to cause disappearance or serious physical harm to its organization." The company therefore determined that they be obligated, under the GDC to purloin steps to eliminate the potential jeopardy. In this case, the court ruled that the GDC could singular be used to preclude an individual from a specific type of employment if an elevated risk of a direct threat can be proven for the individual in question, and not merely base on their medical diagnosis ("EEOC v. Murray", 2001).
In this case, the hand had be an insulin-dependant diabetic for nearly the entire time that he was operating the forklift. He be able to control his condition near the use of appropriately applied medication. In the same road, other workers with disabilities may use assistive technology to oblige compensate for functional limitations without compromising their safekeeping. It is important for the VR professional and the consumer to sustain make this clear to the prospective employer.
Employment of race with disabilities habitually requires the presence of an accommodation to the equipment or workspace. Despite the incentives that are currently in place to assist employer in making such accommodation, the presence of OSHA's regulatory requirements may provide disincentives for this practice. For example, before an farmhouse can be made, the employer must be sure that the accommodation not lone provides for the necessary functional aptitude, but that it also does not introduce any new hazard into the work environment for new or existing human resources. Job Hazard Analyses (4) are used to explore the possible effects of an accommodation. If the quarters creates new hazard, those must be addressed formerly any change can crop up. The VR professional should be prepared to assist the employer in explanation the functional ability of the prospective hand as well as assistive technology issues related to the Job Hazard analysis.
As stated before, OSHA regulations reflect the minimum fitting standards for safety and condition in the workplace. For this origin, OSHA is not in a position to provide employer with much guidance related to the special safekeeping needs of team with disabilities. For example, within a letter of interpretation asking roughly requirements to provide accessible exit signs for people next to disabilities, OSHA responded,
"Nothing in the OSH Act or its standards prohibit or preclude an employer from adopting the [extra] measures ... described. However, as previously noted, the Agency have no specific standards that would require an employer to adopt these measures. Absent a specific standard, OSHA cannot mandate an employer to take steps that may foster job safety and form unless the Agency can demonstrate that such steps are necessary to furnish employment and a place of employment that are free from agreed hazards that are cause, or are likely to mete out, death or serious mar to the employer's employees" (Fairfax, 2002).
In other words, OSHA is limited contained by its ability to mandate specific measures unless a standard of practice can be established and adopt. Therefore, it is important for the VR professional to be aware of the regulatory burden explicitly placed on the employer of manufacturing services if new employment opportunity are to be created for people near disabilities. It is also important for VR professionals to play a role surrounded by helping to educate employer about the ability of prospective employees beside disabilities and the effectiveness of assistive technology surrounded by enhancing those abilities. This may require a significant try on the part of VR professionals to identify specific hazard related to the employment of people beside disabilities in industrial work environments.
For example, in constant circumstances such as protection against exposure to blood borne pathogens ("OSHA Standards-Bloodborne Pathogens", 2001), injuries from machines with stored gusto ("OSHA Standards--The Control of Hazardous Energy (Lockout/Tagout)", 1996), or exposure to hazardous materials ("OSHA Standards--Hazard Communication", 1996), OSHA requires that employers use written documentation to communicate sanctuary information to employees. For nation who have disabilities related to written communication, the written documentation will not serve to protect the hand. Therefore, the employer must exceed the existing standard by providing the required information in an accessible format in order to ensure a comparable plane of safety for inhabitants with disabilities.
A switch component to ensuring safekeeping for employees next to disabilities in the production workplace is understanding the human resources' abilities. According to Title I of the ADA, employer can utilize medical examinations to determine if the placement of an employee is appropriate, but with the sole purpose after an initial offer have been extended to the individual and only if adjectives candidates for similar job are required to undergo a medical nouns ("Americans with Disabilities Act", 1990). Post-offer screening help employers determine a baseline of the ability of the employee related to pre-existing conditions, which is also esteemed for record-keeping purposes.
By definition, a pre-existing condition (the person's disability within this case) is not recordable as a work related injury or illness unless it is significantly aggravated due to an event within the workplace ("Determination of Work-relatedness", 2001). Post-offer screening will ensure that employers enjoy a clear understanding of the human being's abilities prior to their employment at the company, which will hopefully prevent safekeeping or health related hazard. Here again, it may be necessary for the VR professional to assist contained by providing the necessary AT (if AT is to be used at the workplace) so that the prospective hand can adequately demonstrate his or her capability during a post-offer screening. In cases where post-offer screening may not be required by the employer because candidate for similar jobs hold not been examined, it may be appropriate for the VR professional, together beside the prospective employee, to explain the personnel' functional abilities within order to maximize member of staff safety.
OSHA training, outreach, and coaching resources are available to VR professionals who wish to assist employer in accommodating ethnic group with disabilities contained by manufacturing. Letters of interpretation can provide costly insight into understanding how a soul's disability might impact employment decisions. The process presents an opportunity for employer, VR professionals, or consumers to inquire how issues related to disability are incorporated into the existing safety standards. Furthermore, if an member of staff needs an cottage that would not be in compliance beside the existing safety standards, but provides an environment i.e. equally as safe, later employers can hope a variance from OSHA for the necessary bedsit.
The VR professional may also help to smoothness concerns about hand safety by date with and informing the CSHO and CA specialist in the order of the abilities of their consumers beside disabilities. Once a particular industrial employment opportunity has be identified, the VR professional can meet next to local OSHA representatives to gain a better understanding almost the particular condition and safety hazard found in that industry. Where a fastidious consumer is concerned, the VR professional will then know how to discuss with the OSHA representative possible workplace accommodation and their potential impact on workplace safety. This will enhance the usefulness of the workplace accommodation and, if the prospective employer is prepared to participate, it may also abet to ease the employer's concerns in the region of hiring a person next to a disability.
These discussions with OSHA representatives will allow the VR professional and the consumer to better represent himself or herself to the prospective employer. The discussions will also serve to school the OSHA representative about the ability of employees next to disabilities and the appropriateness of various workplace accommodation and assistive technologies. That increased erudition will make the OSHA representative better at forming conclusions in the order of potential GDC violations base on "Common Sense Recognition."
Conclusions
In order for VR professionals to receive use of opportunities for employment surrounded by manufacturing, they must work to follow the regulatory requirements for work in the facility, even apart from the member of staff's primary workspace. In doing so, they must be able to demonstrate to the prospective employer that the consumer is competent to perform the essential functions of the career, while working safely surrounded by the manufacturing environment.
This document have just scratched the surface of the safekeeping and health regulations that may apply to potential workers with disabilities within a specific industry. The VR professional is encouraged to investigate the resources mentioned here paper beside special attention to standards relating to industries indigenous to their geographic location.
Due to the overlap in type of technology, much work has already be accomplished related to computer access for population with disabilities. However, the increased risk associated near working in a manufacturing environment warrant taking the research to the next height by analyzing potential safety and condition hazards when such accommodation are applied in a trade setting. Therefore, further research by VR professionals, related to accommodation of race with disabilities within manufacturing environments is compulsory to identify safe and efficient accommodations.
In charge to minimize the potential for safety and strength violations, VR professionals should aim ways to educate common employers and OSHA representatives in relation to the abilities of nation with disabilities. Where possible, this instruction should contain quantifiable characteristics for conventional populations in instruct to help the employer sort sound personnel decision and to help the OSHA representative accurately assess member of staff safety and strength risks. The VR professional may also seek to involve yourself in in the nouns of training materials and consensus standards used by OSHA. By carefully considering the wording used in existing standards and regulations, improvements may be made to ensure equal access to protection and training for body in trade, with or in need disabilities.
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