Cause and Prevention of Fatal Construction Accidents

Although there is a decrease in the number of fatalities in the construction industry, it still has the highest number of deaths compared to any other industries in the private sector.

There are constant dangers that surround workers and one mistake can lead to a fatal construction accidents.

The most common fatal construction accidents are:

• Falls from different levels or elevated heights such as roofs

• Struck by nail

• Explosion because of improper use and storage of explosive devices and chemicals

• Crashed by falling wall

• Struck by falling object

• Trench cave in

• Crushed by malfunctioning machinery and equipment

• Electrocution

• Asphyxiation

There are a number of reasons for these accidents to happen. But most of the time, it is a result of negligent actions by other people and sometimes even the employers.

Here are some of the most common causes of fatal construction accidents:

• One of the most common cause of construction accidents are malfunctioning machines and equipment. This may be caused by a defective product, none or insufficient maintenance, and/or improper use.

• Another cause of construction accidents are unsafe working conditions. Employers have the responsibility to keep the working environment as safe as possible for workers. Lack of safety equipment like nets, harness, helmets or other gears could lead to death. Improperly constructed scaffoldings also contribute to hazardous conditions that can lead to more fatalities.

• Another cause of construction accidents is lack of training. Workers in the construction industry are operating potentially hazardous equipments and machineries like cranes, forklifts and tractors. Before operating such machineries, training should be provided to avoid accidents. The employer could also invest in safety trainings so as to avoid accidents and to inform employees on what to do in case an accident cannot be avoided.

• Last, as a result of employers trying to cut costs, some do not meet the standard set by the Occupational Safety and Health Administration (OSHA). They try to save money by not following the safety regulations set by OSHA that could result to unsafe working conditions.

Employers and workers should work hand in hand to ensure that the working conditions are safe to avoid any accidents.

Some of the most basic tips employers and employees can follow are the following:

• Employers and employees should observe and watch out for possible dangers in the workplace. If the dangers can be recognized, then proper measures can be taken. An example would be if you observed that chemicals are stored near explosive devices; once reported, the employer can take measures like storing the chemicals in much safer conditions that is far from the explosives.

• Invest in training. Train employees on the proper use of each equipment and machineries. Cranes, tractors and forklifts are special machines that need special instructions. Continuous safety trainings could also be provided to ensure that employees are informed and is always updated on what to do in case of an accident.

• Post the safety rules and regulations somewhere that is visible to everyone. Rules about proper clothes and gears inside the workplace should also be included.

Those are just some tips to help prevent fatal construction accidents.

If your family member is a victim of a fatal construction accident, you may be entitled to some compensation for their wrongful death.

Consult a wrongful death attorney who has experience in handling fatal construction accidents.

Employee Background Checks Security Checks On The Increase

In the aftermath of 9-11, and the growing problem of workplace violence, the demand and need for employee background checks and security checks are now greater than ever. Employers are turning to investigative companies in greater numbers to run employee background checks on new job applicants and existing employees, including positions where security may not have previously been given much consideration in the "pre 9-11" era. Many employers are now requiring security clearances for many non-defense related "high-tech" positions including computer programming. Employee background checks are required by Federal or State law for certain occupations such as jobs working with children, law enforcement, defense contractors, and any Federal employment.

Security clearances

Often, in employee background checks, especially where a security clearance is required, employers may run criminal records checks on the spouse of a job applicant as well and decide not to hire somebody based on their spouse's criminal record, even if the applicant has a squeaky clean record. In a traditional employee background check, only the applicant or employee is investigated while for a security clearance, the spouse and other family members are investigated as well. This holds true not just for top secret job positions within the US Military, or defense contractors, but now many "high-tech" civilian jobs such as programming as well. Unfortunately in some situations, whom one is married to can determine their employability. A dishonorable discharge from the US Military will automatically eliminate any chances of getting a security clearance.

In an employee background check, some things cannot be reported: Civil lawsuits, judgments older than 7 years, paid tax liens and collections paid after 7 years, bankruptcies older than 10 years. All over information except for criminal convictions older than 7 years. While employers are prohibited from requiring applicants to provide copies of their criminal records, they can obtain this information from other sources such as private agencies or public records.

Criminal histories or "rap sheets" are not public record in every state. In some states such as California, these are only available to certain employers where employee background checks are required by State and/or Federal law such as ie: public utilities, child care services, law enforcement, security companies, defense contractors.

Credit checks

A credit background check is very often part of an employee background check, however employers are required to obtain the employee's or applicant's written consent under the Fair Credit Reporting Act, FCRA (15 U.S.C. §1681). Many employers consider a person's credit habits a good judge of character. Following any decisions not to hire somebody based on their credit report, a copy of the report must be provided to the employee, or applicant, so they may have to option to challenge it. Employers cannot fire a current employee for filing bankruptcy, but potential employers can legally reject a job applicant. There are two different kinds of credit checks. A standard credit bureau report is obtained from any one of the 3 credit bureaus, Equifax, Experion, or Transunion. This reveals a person's credit worthiness, credit habits, credit capacity. An investigative consumer report is much more extensive and delves into a person's character, mode of living, reputation, etc. This is usually acquired by contacting associates, even neighbors or friends of the applicant to inquire as to their character.

In today's increasingly security-conscious world, employers feel they have a responsibility for the welfare and safety of their employees, company reputation, and liability. Job seekers and employees can expect more employee background checks, and be placed under the microscope more than ever before.

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Hot Legal Issue Of The Day � Right To Privacy

While a number of topics are currently being discussed in the United States, one of the most controversial is that of the right to privacy. This hot button issue is made more complex in a post 9-11 environment. We struggle to find and maintain a balance between personal rights and public safety.

Most people would vigorously defend the right to privacy, feeling that the accessibility of too much personal information is not only an invasion, but morally wrong, and unconstitutional. After all, prior to September 11th, the United States had not been subjected to the overt terrorism that had plagued other countries.

The events of September 11th pervaded our false sense of security and caused us truly question if the enemy was in a far off country or our next door neighbor. In our post 09/11 world, the government’s responsibility to protect Americans has taken on new meaning. In an aggressive effort to protect us from the threat within, the government has adopted a “by any means necessary” approach even if that means listening in to phone calls, reading emails, reviewing library records or scouring through websites. The recent foiled plot of airline bombings in Britain is an example of how invasion of privacy can in fact keep us safe. The individuals stopped for this heinous crime were discovered first by a tip but second from police monitoring private activity which included phone calls.

In the instance where a terrorism plot is averted because of the invasion of privacy there can be no argument to the validity of the practice. Yet, we also know that innocent people have had their privacy invaded when they did not pose a threat to national security.

The national debate over privacy has repercussions on a smaller level as well. Corporations and employees struggle with privacy issues in the workplace. Companies also are seeking to protect themselves from a different kind of terrorism – that of legal and financial exposure caused by the actions of its employees, whether innocent or intentionally malicious.

Privacy is legally protected by the Constitution of the United States, and at the very core of America’s existence. As politicians, voters and special interest groups debate these constitutional issues, employees and employers seek to understand the rules of engagement within business.

Does an employee have privacy rights at work? How far can employers go in monitoring the activities of employees to ensure that they are protected from liability?

Employers not only have a right to monitor the activities of employees but a responsibility. Computer activity, including e-mails and phone calls can be monitored by the employer. In fact, some degree of monitoring is recommended. Emails are discoverable in legal action exposing employers to a great degree of risk. Even if the employer has a policy that expressly states that personal emails are allowable, the company still has a right to monitor individual emails.

Phone calls, except those placed on designated “for personal use” phones, can also be monitored. Call center and customer service employees are routinely monitored for quality assurance and training. There are however, federal and state regulations which must be adhered to which in many locations including notifying parties that the call is being monitored. Most employees will need to place or receive a personal call from work at some point in time. However, as a best practice, employees should use pay phones or cell phones when they must conduct personal business during the work day.

As we seek to balance privacy and protection on a national stage, we will undoubtedly make adjustments on a more personal level. We have already become accustomed to much of our lives being monitored through security cameras, electronic tracking and internet use so it is possible that what is now viewed as invasion will simply become normal. In the interim, it is wise to assume that what happens in Vegas, may not stay in Vegas!

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Stopping Waste Pollution by Profitable Bottle Recycling

With the urban development across the major cities of British Columbia, there is a fear of over-dumping of landfills and increased waste pollution. Especially, glass and plastic waste has been increasing in the recent times. We find a lot of waste comprising of plastic bottles, glass bottles, beverage cans and tins, alcohol containers etc.

This has led to a massive dumping of the landfills across different centers of British Columbia. The Vancouver city is no longer untouched of the menace of over-crowding landfills and waste dumps. In order to fight this present situation, recycling has become a sort after method. It can be used to curb the waste deposition and increase the reuse of various reusable waste material such as plastic and glass. More often than not, we tend to overlook the potential of waste as a potential commodity that can be reused after quality and professional recycling processes.

The latest to hit the recycling horizon is the concept of profitable recycling. There are many recycling centers and bottle depots across the BC region that offer the consumers to come and deposit their plastic and glass bottles, cans, beverage containers, alcohol bottles etc and earn some extra money. The initiative has been taken up by some BC bottle depots that are targeting the end users to become aware of the rising issue of waste pollution in their area and help in the environment cleaning procedures. And if you can earn some extra money in the process then nothing betters that.

Some of the important reasons identified for the need of recycling include the following:

Removal of wastes

An important aspect of recycling is removal of waste; harmful and otherwise. With the recycling of bottles and glass, we can clean the environment and keep it free from the effects of land and water pollution.

Conservation of Resources

The reuse of waste material for the benefit of the environment results in the conservation of resources that can be used for other vital processes.

Protection of landfills

The protection of landfills is also a crucial aspect for the promotion of recycling all around the globe. The landfills are getting over-dumped with the chances of harmful toxins being spread in your own neighborhood. Hence, it becomes our prime duty to protect them for better use.

Earn and don’t spend

The process of recycling is cost-effective and with the introduction of profitable recycling, one can also earn by deposition of wastes at the bottle depots and recycling centers in BC and earn some extra money for their efforts in conserving and protecting their Mother Nature.

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