Essentials of Nursing Leadership and Management, 5th Edition

174 unit 3 | Professional Issues

Centers for Disease Control and Prevention

The Centers for Disease Control and Prevention
(CDC) is the lead federal agency for protecting the
health and safety of citizens both at home and
abroad. The CDC partners with other agencies
throughout the nation to investigate health prob-
lems, conduct research, implement prevention
strategies, and promote safe and healthy environ-
ments. The CDC publishes continuous updates of
recommendations for prevention of HIV transmis-
sion in the workplace and universal precautions
related to blood-borne pathogens; it also publishes
the most recent information on other infectious
diseases in the workplace, such as tuberculosis and
hepatitis. Currently, the CDC is targeting public
health emergency preparedness and response relat-
ed to biological and chemical agents and threats
(cdc.gov/). Information can be obtained by con-
sulting the Mortality and Morbidity Weekly
Report (MMWR) in the library, via the Internet
(cdc.gov/health/diseases), or through the toll-free
phone number (800-311-3435). Interested health-
care workers can also be placed on the CDC’s
mailing list to receive any free publications.

NIOSH

The NIOSH is part of the CDC and is the feder-

al agency responsible for conducting research and

making recommendations for the prevention of

work-related disease and injury. Occupational

hazards for health-care workers continue to be

enormous health and economic problems.

According to statistics from the NIOSH, more

than 6.1 million illnesses and injuries occur in the

workplace yearly, with more than 2.9 million lost

workdays attributed to occupational illnesses and

injuries (cdc.gov/niosh/about).

Box 12-1 lists the most important federal laws

enacted to protect individuals in the workplace.

ANA

When looking at agencies that are instrumental in

dealing with workplace safety, the ANA must be

included. The ANA is discussed more completely

in Chapters 10 and 15. The ANA’s history embod-

ies advocacy for the nurse.

In 1999 the Commission on Workplace

Advocacy was established as part of the ANA. The

Commission consists of nine members, appointed

box 12-1

Federal Laws Enacted to Protect the Worker in the Workplace

• Equal Pay Act of 1963:Employers must provide equal pay for equal work, regardless of sex.


• Title VII of Civil Rights Act of 1964:Employees may not be discriminated against on the basis of race, color, religion, sex,
  or national origin.


• Age Discrimination in Employment Act of 1967:Private and public employers may not discriminate against persons
  40 years of age or older except when a certain age group is a bona fide occupational qualification.


• Pregnancy Discrimination Act of 1968:Pregnant women cannot be discriminated against in employment benefits if they
  are able to perform job responsibilities.


• Fair Credit Reporting Act of 1970:Job applicants and employees have the right to know of the existence and content of
  any credit files maintained on them.


• Vocational Rehabilitation Act of 1973:An employer receiving financial assistance from the federal government may not
  discriminate against individuals with disabilities and must develop affirmative action plans to hire and promote individuals
  with disabilities.


• Family Education Rights and Privacy Act—Buckley Amendment of 1974:Educational institutions may not supply
  information about students without their consent.


• Immigration Reform and Control Act of 1986:Employers must screen employees for the right to work in the United
  States without discriminating on the basis of national origin.


• Americans With Disabilities Act of 1990:Persons with physical or mental disabilities or who are chronically ill cannot be
  discriminated against in the workplace. Employers must make “reasonable accommodations” to meet the needs of the
  disabled employee. These include such provisions as installing foot or hand controls; readjusting light switches, telephones,
  desks, tables, and computer equipment; providing access ramps and elevators; offering flexible work hours; and providing
  readers for blind employees.


• Family Medical Leave Act of 1993:Employers with 50 or more employees must provide up to 13 weeks of unpaid leave for
  family medical emergencies, childbirth, or adoption.


• Needlestick Safety and Prevention Act of 2001:This act directed the OSHA to revise the blood-borne pathogens stan-
  dard to establish in greater detail requirements that employers identify and make use of effective and safer medical devices.
  Adapted from Strader, M., & Decker, P. (1995). Role Transition to Patient Care Management. Norwalk, Conn.: Appleton and
  Lange; osha.gov/needlesticks/needlefact