CIEE Legal, Safety, & Regulatory Compliance 2

Question 1

Under OSHA's General Duty Clause (Section 5(a)(1)), employers are required to provide a workplace free from recognized hazards. Which ergonomic condition would most likely trigger a General Duty Clause citation?

Accepted Answer

A production line requiring sustained pinch grip with high repetition causing documented MSDs

Answer

OSHA uses the General Duty Clause to cite ergonomic hazards when there is evidence of a recognized hazard causing or likely to cause serious harm, such as documented MSDs from high-repetition pinch grips.

Question 2

Which OSHA standard specifically mandates ergonomic controls for tasks involving hand-arm vibration exposure in certain industries?

Accepted Answer

There is no specific federal OSHA standard; the General Duty Clause applies

Answer

OSHA currently has no specific standard for hand-arm vibration; enforcement relies on the General Duty Clause (Section 5(a)(1)) of the OSH Act.

Question 3

An ergonomic evaluator discovers that a state-plan state has an ergonomics regulation more stringent than federal OSHA requirements. What is the correct legal interpretation?

Accepted Answer

The state standard applies because state plans may exceed federal OSHA requirements

Answer

State-plan states are authorized to have standards that are 'at least as effective' as federal OSHA, and they may be more stringent; employers in those states must comply with the stricter state rule.

Question 4

Which document does OSHA use to describe ergonomic best practices for a specific industry when no formal standard exists?

Accepted Answer

OSHA Industry-Specific Ergonomics Guidelines (e.g., nursing homes, poultry processing)

Answer

OSHA has published voluntary, industry-specific ergonomics guidelines (e.g., for nursing homes and poultry processing) to provide guidance when no mandatory standard exists.

Question 5

Under the Americans with Disabilities Act (ADA), an employer is required to provide reasonable accommodation for an employee with a work-related MSD. Which action would NOT qualify as a reasonable accommodation?

Accepted Answer

Eliminating the core essential functions of the position

Answer

The ADA requires reasonable accommodation but does not require an employer to eliminate the essential functions of a job; removing core duties fundamentally alters the position.

(CIEE) Certified Industrial Ergonomic Evaluator Practice Test

(CIEE) Certified Industrial Ergonomic Evaluator Practice Test

CIEE Legal, Safety, & Regulatory Compliance 2