Monthly Archives: September 2018

Employment Law Laws That Protect Employees In The Workplace

In the nineteenth century and parts of the twentieth century, employees and employers were largely left to themselves to arrange a working agreement, including payment, work conditions, and so on. Employees had to trust that their employers would treat them fairly, and employers knew that if they didn’t treat their workers well, they might leave to work somewhere else. Although this arrangement worked well for many, during the industrial revolution, employees began to lose their leverage of leaving that kept employers in check.

During the industrial revolution, large factories rose up, employing workers by the thousands. Employers rarely had direct contact with their employees, and people akin to task masters oversaw the workers. Working conditions were harsh. If a worker showed up late to work, was in any way disorderly, or tried to unionize, he or she could be fired. Even children were hired and forced to work long hours in unhealthy environments.

And despite poor working conditions, long hours of arduous labor, and low wages, factory employees had nowhere else to go because most places of employment were the same. These difficulties were most often experienced by immigrants and the poor, and because they had no way to improve their situation, these workers had no choice but to work in these factories and other similar places.

Eventually, in the early twentieth century, the government passed a series of labor laws that helped rectify the poor working situation. These laws established minimum wages, work environment regulations, and union rights. And throughout the century, more laws were periodically passed that made illegal any discrimination (based on gender, religion, age, and so on) against employees.

Because of the sufferings of thousands in those prior years, employees today enjoy the benefits of being guaranteed certain rights. Unfortunately, some employers are still found guilty of disobeying these employee-protection laws.

Today, the most common breach of employee rights is discrimination. Some employers may even inadvertently discriminate against employees based on age, gender, race, religion, or disability. But inadvertent or not, discrimination in the workplace is illegal. One of the only exceptions is discriminating against disability. If a job cannot be performed with reasonable accommodation by a person with a disability, the employer retains the right to not hire that person. Of course what is considered “reasonable” is something of a gray area, but the exception is meant to ensure that employers aren’t forced to hire someone who can’t perform the job.

Another common type of discrimination is based on age. Many have the misconception that someone who is older may not be as good a worker as someone who is young. However, if an elderly person meets all of the requirements of job, he or she must be seriously considered on equal footing with other candidates.

In regards to the payroll, gender discrimination is quite common. In general, women are still paid less than men for performing the same jobs. Although this disparity in pay is becoming smaller and is not as bad as it was just a few decades ago, in general, women are still paid less. The problem in detecting this type of discrimination is that people are often prohibited from discussing income with their coworkers, and many people don’t know what is considered fair pay for their jobs.

Another all-to-common illegal occurrence in the workplace is sexual harassment, particularly toward women. Sexual harassment can range from derogatory or sexual comments to receiving promotions based on sexuality to unwanted forceful actions. And sexual harassment is illegal not only if it comes from an employer but from a coworker as well. Unfortunately, in many cases of sexual harassment, the victims are either too embarrassed or scared to come forward and take legal action against the guilty party.

And although discrimination and harassment are illegal, when people take legal action against their employers on the basis of discrimination, feelings of tension or anger may exist between the two parties. And although there may not be much a person can do to resolve the tense atmosphere, employees can rest assured that if an employer attempts to discharge our fire them because they filed a charge of discrimination, the employer will face additional legal charges.

Employers also cannot legally retaliate against those who take protected leave under the Family Medical Leave Act or who file a workers’ compensation claim. Such retaliation is illegal so that employees will not be threatened or discouraged from filing legal charges.

Sometimes employees find it difficult to prove that they are being discriminated against or they may not be entirely sure what legally qualifies as discrimination or unfair treatment. In these cases, an employment attorney can be helpful. Employment attorneys specialize in labor laws and are familiar with past employment law cases, which can help you better understand your rights and determine if you should take legal action against an employer. And whether you’re looking for a Houston employment attorney or one elsewhere, you should research the attorney’s qualifications and experience before hiring one to advise or represent you.

Labor and employment laws were created after years of worker oppression and in response to employees’ demands for fair and equal treatment. Because of these laws, employees are no longer required to work obscenely long hours for little pay, work in unsafe environments, or suffer from harassment and other abuses. Because of these laws, working conditions have drastically improved, and with the current legal system, employees have a means to constantly evaluate, analyze, and continue to improve working conditions in a way that ensures they can do their best work without fear of oppression or discrimination.

Employment Law Advice That May Facilitate Your Business

Employment Law AdviceSeeking the advice of an employment law skilled may be a sensible idea if you are an employer in the UK. Employment law solicitors and advisors will help you to perceive the ever changing laws in the UK, which may, in turn, help keep you out of pricey lawsuits and other legal trouble that will arise.

Employers are legally accountable for his or her employee’s welfare and should abide by the typically complex employment laws of the UK. Invariably these laws modification throughout the course of the year and keeping latest should be a priority. Employment Law specialists will help to interpret the laws for you and apply them to your particular business. They can also offer regular training if you have got a department at intervals your company responsible for your employees.

There are many totally different laws governing personal leave, vacations, minimum wages, sick time, benefits, the grievance method, discrimination, harassment, and different workplace concerns that you would like to be familiar with and of course abide by. It can be troublesome for busy employers to stay track of all the laws and requirements also run their business.

You’ll find your business in trouble if you are doing not abide by all of these laws, even if the infraction is unintentional. Such an incidence will ruin the reputation of your business in addition to value large sums in legal fees, fines, and settlements. This is often where UK employment law advice from an employment solicitor is notably indispensable; to stay your business protected by keeping you recent and in compliance with the law.

With over one hundred employment laws introduced every year for the last four years in the UK, keeping track of all of your responsibilities as an employer can be challenging. More than 100,000 individuals took their employer to court last year alone over varied violations of those laws. With one third of employment disputes resulting in dismissal and compensation limits currently over ?sixty,000, businesses stand to loose a considerable amount from these disputes. Added to the actual fact that ninety eight% of employers who win their cases are unable to recover their legal fees, being incompliant with employment laws can be pricey and even devastating to a business.

UK employment law solicitors will facilitate your to remain abreast of revisions to employment laws and new ones that can have an effect on your business. They can help you to compile your employment handbooks, training materials, and workplace policies and ensure that they follow the laws. If you want to protect yourself as an employer and your business, consider a specialist employment law solicitor to help you create sense of it all.

The Equal Employment Opportunity (eeo) Act Benefits, Rights And Responsibilities

The Equal Employment Opportunity (EEO) Act, implemented by the federal government, applies to private employers, labor organizations, employment agencies, and educational institutions under states and federal governments. In this article, we briefly discuss the benefits, rights and responsibilities under the EEO Act.

EEO Equal opportunities and benefits to all employees

Equality with respect to employment opportunities is a fundamental right and must be implemented for every aspect of work life. Equal opportunity encompasses equality in access to jobs, promotions and other opportunities in associations, corporations and nonprofit organizations.

The EEO Act protects employees and job applicants against discrimination on the basis of an individuals national origin, color, race, religion, sex (including pregnancy), age (40 or older), disability, or genetic information.

Rights and responsibilities of executives, managers, directors
The EEO asserts certain responsibilities for personnel in businesses – executives, managers and directors.

Should ensure fair workplace practices

Executives, managers and directors are responsible for effective enforcement and management under the Act through company policies and practices.

Should consult employees about decisions that affect them

Executives, managers and directors should make sure that employees are aware of the implications of a decision that could affect them. Doing so will lead to clarity among the workers on these issues.

The aforesaid personnel should take the viewpoint of the employees. It will lead to the alleviation of fear and confusion occurring due to some issues between employees and their employers. It will also encourage employees to stay focused on their jobs.

Give equal rights to all employees

Employees at managerial and supervisory levels must be fair and award equal consideration to all employees. They must build a mechanism to judge the quality of performance and other attributes such as personal integrity, high level of skills, etc. so that discrimination of any sort is averted.

Provide opportunities for employees to brainstorm with diverse workforce

Employees may have different issues and concerns due to discrimination in the workplace. Managerial and supervisory personnel should create a platform to facilitate opportunities for different classes in the workforce. For this, employers should engage in interactive discussions with employees in designing the appropriate platform. This is likely to help both employers and employees to address issues without compromising the stake of either party.

Ensure diversity in employment

Employers should be aware that diversity in the workforce is good. Make diversity one of the principles of hiring and build a hiring strategy accordingly.

Make sure that employees are aware (as a matter of fact) that hiring criteria is based on merit, skills, competence and no other consideration. Make the norms clear to avoid confusion and give clarity to employees.

Ensure legal compliance while hiring

It is important to be in compliance with the rules under the EEO Act while hiring. Failing to do so constitutes noncompliance.

Personnel at the managerial/supervisory level must not show any discrimination while hiring applicants. For example, assume a woman applies for a job. Rejecting the womans application based on the concern that she may eventually take family and maternity leave, would be a violation under the act.

Benefits of EEO to businesses

Staff retention
Diversity policies adopted in consideration of the EEO Act lead to trust between employers and employees and encourage committed and loyal employees.. This helps employers retain skilled and competent workers.

Greater business productivity
EEO compliance leads to mutual trust between employers and employees. Because of this, employees will stay focused on their jobs, in turn increasing productivity.

Better way of recruitment
Transparent hiring policies coupled with compliance of the laws help employers attract higher quality workers from different sections of society based on merit. Encouraging diversity among the workforce ensures that people belonging to one particular race, color, national origin, etc., would not be dominant.

The EEO Act is beneficial to both employees and employers. By ensuring compliance with this law, employers can boost employees’ trust and goodwill, and make the workplace more productive.

Pre-employment Screening Of Doctors

Employment 2Verification Of Professional Degrees

Among other things, doctors as a profession and Healthcare as an industry share a common need a good reputation. For doctors their good name is as important as their medical skills and abilities. For hospitals, an excellent reputation is as desirable as modern equipment and the best facilities.

A good name, like good will, is got by many actions and lost by one.. Lord Jeffery

When the good name is brought into disrepute it is the hardest of tasks to remedy. That is precisely the predicament in which Delhi hospitals find themselves.

Over the last few months there has been a spate of reports in various media about unscrupulous people practicing medicine and masquerading as doctors. They have been carrying on their wicked work without the education, training or qualifications to do so. These quacks have even infiltrated the sanctums of private hospitals and are no more confined to the narrow lanes and backstreets of crowded slums and unauthorized colonies.

Reports reveal that the problem is rather large and widespread. Large enough to be alarming. The, now dissolved, Medical Council of India had estimated that the number of quacks operating in the Delhi region would be about 40,000! Now compare that number with 45,000 (DMC database), which is the number of genuine registered doctors.

The erstwhile Medical Council of India (MCI) and the Delhi Medical Council (DMC) have been working hard to get a grip on the problem and clean out the Augean stables. As a result of their efforts some 25 fake doctors were discovered working in respected private hospitals. These quacks have been suspended – with police cases filed against them – and are now enmeshed in the judicial process.

The lesson to be taken from these findings is that hospitals should wake up quickly to the vital necessity of verifying the educational and medical qualifications and antecedents of the medical staff they hire. They cannot afford being tarnished by the bad reputation that comes with hiring quacks and other unqualified medical personnel.

Background Screening and authentication of education qualifications should be rigorously carried out along with checks of professional degrees and references. These checks are especially crucial in an industry such as healthcare where the price of wrong hiring could be the loss of a life.
In a recent AuthBridge study, Background Screening Trends: October 08 July 09 it was found that 69% of discrepant cases relating to education were due to fake/forged documents. The bigger picture is even more disquieting. They show that 30% of all the cases we handled were discrepant – for a variety of reasons. Of these the majority pertained to false and fake qualifications. While these statistics do not directly relate to the medical profession, it is a pointer to what could be the magnitude of the problem facing it.

While hospitals of all hues and sizes need to be alive to the seriousness of the problem, it is also important for the various medical governing bodies to conduct checks of their own. They too have to retain their good name and integrity of their associations. The reconstituted Medical Council of India has to work, now and in its future avatar, to safeguard its international reputation too.

The right for employment and the criminal record

criminal records?

Chances are that there are criminals who pose themselves as a different person either using another name or just made himself someone out of thin air to get into employment or lives of others. From fake names to fake IDs or even fake college degrees, it is now possible to forge documents. These however are the real criminals. There maybe those who do this out of desperation yet a wrong doing can never be right. For those however who see themselves inline with -second chance-, what others has first set wrongly can greatly affect them. This is one hard throw for those who want to start in a clean turf.

It is indeed a pity for someone who wishes to start anew, throw his first chance of having one. A criminal record seems to be a billboard on neon lights posted on ones head. It’s hard to look past it yet it seems inhuman to not give a chance when it is being asked. Consideration-can it be given or not? This is one question that each of us must answer. “> Once convicted of crime, a person, after detained in prison, is usually given the benefits as allotted to them by the government supported by law. However, this freedom is bounded by the decision of an employer as to whether give them the consideration for employment or not. Is this discrimination or not?

It cannot be blamed that a persons with criminal records are given the benefit of the doubt when it comes to employment. Those under probation are usually the ones gravely faced with this problem than those who have gone out of jail for quite some time. It seems that trust is being questioned rather than the potential or talent one can offer for the affectivity of the job. People can not help but be careful nowadays when anyone can be suspected of even being a terrorist. A bag that was left, even if it was unintentional, in front of the store alerts the bomb squad or any swat team. If things can pull the alarm trigger what more a person whose face has been laid in criminal records?

Chances are that there are criminals who pose themselves as a different person either using another name or just made himself someone out of thin air to get into employment or lives of others. From fake names to fake IDs or even fake college degrees, it is now possible to forge documents. These however are the real criminals. There maybe those who do this out of desperation yet a wrong doing can never be right. For those however who see themselves inline with -second chance-, what others has first set wrongly can greatly affect them. This is one hard throw for those who want to start in a clean turf.

It is indeed a pity for someone who wishes to start anew, throw his first chance of having one. A criminal record seems to be a billboard on neon lights posted on ones head. It’s hard to look past it yet it seems inhuman to not give a chance when it is being asked. Consideration-can it be given or not? This is one question that each of us must answer.

Most Common Office Work Injuries

Most people would likely agree that offices are relatively safe work environments. Unlike other industries, individuals who work in a corporate or professional office are not expected to handle the same types of heavy-duty equipment as those who work in manufacturing or construction fields. Despite all expectations, there are still a number of injuries that occur in offices around the United States each year-such as broken bones, strained muscles, headaches, and bruises/lacerations. Office workers who wish to avoid these injuries should have a better idea of the risk and how it can be prevented.

Broken Bones

Broken bones are perhaps one of the most serious types of injuries faced by individuals who work in an office. Unfortunately, they are also relatively abundant-in fact, some research suggests that at least 10% of all office employees can expect to suffer from a work-related broken bone at some point in their career. In most cases, these breaks occur as a result of a slip, trip, or fall, though other causes can also be to blame. Remaining vigilant about office safety can be an effective way for employees to ensure optimal results when it comes to the prevention of broken bones.

Strained Muscles

According to WebMD, musculoskeletal injuries, such as strains and sprains, are the most common types of injuries suffered by office workers. While strained muscles can be caused by a number of issues, improperly adjusted work stations and incorrect body mechanics are most often to blame. For example, a computer chair that does not fit the body type of a specific employee can often lead to significant amount of lower back strain and subsequent inflammation. Similarly, lifting heavy boxes or other types of office equipment without the proper form can cause serious musculoskeletal injuries.

Eyestrain/Headaches

Though office workers may be required to perform a number of different tasks over the course of a day, computer work often plays a substantial role. It should come as no surprise, then, that headaches, eyestrain, and other injuries associated with long-term computer use often occurs in people who work in these types of positions. To avoid the development of these conditions, most experts agree that computer use should be limited to two to three hours at a time. Taking a break from staring at an electronic screen every so often is essential for those who wish to maintain their health and avoid potential burn-out when it comes to a career in a business office.

Bruises and Lacerations

Finally, people who work in an office may suffer from bruises and lacerations from time to time. In most cases, these injuries occur as a result of bumping into a desk or piece of furniture, improper use of office equipment, or other similar mishap. While these injuries are not life-threatening, they can still be painful and cosmetically unappealing. Individuals who wish to avoid bruises or lacerations while working in an office should be sure to familiarize themselves with their environment and the pieces of equipment with which they will be working.

Discover How To Legally Do Employment Screen

Have you been assigned to do pre employment screening for your company? Many companies don’t even do any type of employee screening and leave themselves open to unwanted employees. Your company and it employees need to be safe in their environment from individual that could harm them. Use the following tips to uncover unwanted employees.

Make sure you employee application obtains plenty of information to start your background check. Missing information that helps you learn more about the applicant will make your checking more difficult. Look over your application form and create one that will help you in your background check.

Your first check is to look into the persons Social Security information. This is the starting point for your employment screening check. This check is done to make sure the Social Security belongs to the individual. It also gives you information on his past addresses and alias identity. Many people hide their own status by using other people’s Social Security.

Once you have new addresses or alias, you can check the employment criminal background check and driving record with the new address or new names. This gives you a more accurate picture of what the prospective employee is like.

After you have gathered the information from the Social, Criminal, and Driving Records compare it to the application filled out by the individual. If some things don’t match, then you should talk to the individual and ask why the difference. Many times they will not remember that they had made some changes in their past with names or addresses.

The next thing to do is a pre-employment credit check. This part of the employment screening is where you look at credit report, which is not the typical credit report. You are not allowed by law to see their actual credit report with all of their financial data. You will see their report with many items blanked out.

To do an employment criminal background check you will need the applicant’s birth date. The law does not permit you to ask for a birth date on the initial employment application. What you have to do is to hire the person and make his employment status based on passing the criminal check.

One thing most screeners miss is getting past co-workers names and phone numbers. Usually they will get supervisor’s names but also fail to get their phone numbers. So get these names and phone numbers so that you can call and get more information on the prospective individual than would be provided by Human Resources.

There you have it a good outline to start your employment screening. You first start with a good application form. Move on to do the Social Security check and then do a driver’s license and employment criminal background check. End with a credit check. If you want more screening consider using a pre employment screening services.

Fired After a Work Injury

Donna* is an assistant in a senior assisted living facility. Most of the residents are highly mobile and rarely need help getting in and out of bed or assisted with walking. Donna’s work duties include light housekeeping for residents, assistance with getting dressed for outings, assistance with food prep and other basic needs. One afternoon, when she was walking to the outdoor garden with Mrs. May, Donna noticed another resident, Mrs. Adams, struggling to get off the ground. Mrs. Adams was weeding around the perimeter of the garden and while she had been advised to ask for help, she rarely complied. Donna helped Mrs. Adams up, but as she backed away, she tripped on the pile of Mrs. Adams’ weeds and twisted her ankle. She was able to slowly walk back to the nurse’s station for an ice pack and elevation, but Donna’s ankle got progressively worse after she returned home. When she went to the doctor the next morning, x-rays showed that she had a torn ligament and a hairline fracture in an “old injury.”

Her doctor prescribed pain meds, a walking cast, specific exercises, a week and a half off of work and light work duty once she returned to work. Donna expressed her worry that she would be permanently demoted if she took time off or requested a lighter work load, but her doctor insisted that she must if she wants to heal faster. She was also concerned that she may be fired, but her doctor told her that she shouldn’t be due to her work injury. When Donna returned to work, her supervisor was helpful, agreeable, and created light work for Donna. A couple of days later, 5 residents in the facility came down with the flu and needed lots of attention and assistance. Donna tried the best she could, while sticking to doctor’s orders, but sensed her supervisor was frustrated. After a particularly trying day, Donna’s supervisor told Donna that she should stay home until the residents get back on their feet; as they needed someone who could do more physical assistance.

Donna immediately sensed her job was at risk, but followed her supervisor’s orders. Donna checked in, via phone, every day. After a week, Donna got a call from her supervisor who told her that they were going to “let her go” because her recent job performance was not satisfactory. Donna filed for workers’ compensation and began looking for other work, additionally; she consulted with a workers’ compensation lawyer.

Hurt on the Job: Can you be Fired?

According to the Bureau of Labor Statistics, in 2011 alone, there were a total of 2,986,500 reported nonfatal injuries and/or illnesses in the workplace. Of those reported cases, 908,300 involved days away from work. Workers’ Compensation Laws protect people who are injured on the job and are designed to ensure that employees, who are injured or disabled on the job, are provided with benefits without needing to take legal action.

In several states, an injured employee is entitled to receive weekly temporary total benefits if the employee misses more than seven days from work. During the time that an employee misses work, however, there is no law preventing an employer from dismissing the worker. While it is unlawful to fire someone for their work related injury, it is still legal to fire the injured worker for other reasons.

While Donna’s supervisor fired her for “unsatisfactory work”, Donna strongly suspects it was due to the injury she suffered while on the job. Because she missed over seven days from work, Donna is eligible for workers’ compensation benefits and because she was fired, she may be able to have an extension of workers’ compensation benefits until she finds another job. Donna’s choice to consult a workers’ compensation lawyer was wise as Workers’ Compensation Law can be confusing and is rarely “cut and dry”.

If you were injured on the job, make sure you report the injury. You are entitled to benefits, but you are unable to receive them if you’re too afraid to file because you might get fired. Would you rather struggle, financially, after a work related injury or have the assistance you deserve?

The Recruiting Revolution

The Recruiting Revolution simply recognizes that throwing technology at the age-old resume problem is not the right solution. The bigger the job aggregators and job marketplaces get, the less likely it becomes that the right person will be matched with the right job. Real world experience shows that screening and judging candidates according to resumes and similar information has the same success rate as a coin toss.

So, what’s the answer then? The right answer is the one that addresses the fact that employers would like to not have to advertise their jobs and job seekers would like to not have to search through job postings to find employment. Both wish for nothing more than to be magically connected with the perfect match of a job or employee. Can technology create this reality? Is it simply wishful thinking? A dream? Actually, no. It is the future of hiring and we see it emerging today in something called job matching.

To be effective, job matching must involve the true predictors of job success, which include both sides of the hiring equation: expertise, experience and knowledge on the one hand, and corporate culture match, personality, and motivation on the other. This means that job matching has to go beyond what the resume provides.

Big Data allows all of us to identify the right talent through all of the social media platforms and be able to tell (by data) who is the most qualified, who is looking, and when people are likely to make a change in employment. So, if everyone can identify the right talent quickly, where does that leave the recruitment industry?

We know that recruiters are not going away. The recruitment industry has just gotten lazy and now we are all a part of the new recruiting revolution. Recruiting will go back to the basics. The recruiters that will succeed will be the ones that have the two things we all had 20 years ago-a phone and the ability to cold call. A salesperson who relentlessly calls the right person.

REVIEW THE FOLLOWING STATS AND THINK OF HOW THEY WILL AFFECT YOU AND YOUR BUSINESS

86% of active candidates use their smart phone to start a search.
70% of candidates want to apply via mobile.
55% want to upload a ‘resume’ to your career site.
80% of organizations don’t have a mobile optimized career site and job postings.
Roughly 10,000 Baby Boomers will turn 65 today – and every day for the next 15 years!
College Grads will fall short by 20 Million by 2025!

HOW RECRUITERS CAN PREPARE FOR THE NEW RECRUITING REVOLUTION

(1) Recruiters must become gurus in their industry so that they become the ‘go-to guy’ for industry insights, information and hiring needs for prospective clients and candidates.

(2) They must be tech savvy and start using mobile as well as email for first contacts – always following up with meaningful phone calls.

(3) They must build long-term relationships with as many top talents in their industry as possible – allowing for just-in-time staffing solutions when the right job opening occurs.

(4) Recruiters must be relentless in building AND BEING ABLE to access their contact database – it represents your link to future $$.

What Is Hearing Loss at Workplaces – Causes and Prevention

There are many ways in which hearing problems can occur, other factors such as age or an underlying medical condition can also cause this. However, the Health and Safety Executive (HSE) shows that an LFS survey carried out between the years of 2009/10 to 2011/12 the average number of hearing loss cases either caused or made worse by working conditions was at 19,000.

Causes

There are many different ways in which deafness and hearing impairment can occur such as age, exposure to constant excessive loud noise and a medical condition which may have occurred since birth. There are two main types of hearing loss, the first of which is conductive hearing loss and the other is sensorineural
hearing loss.

Conductive hearing loss- this type of hearing loss most commonly occurs when there is a blockage within the ear as a result of a hold-up of a wax, fluid in the middle layer, an ear infection, perforation eardrum drum are many different forms of ear infections. The most common cause way people noticed that they suffer from this type of hearing loss is that they hear sounds to be muffled and quieter than usual. If the cause is due to ear wax, fluid or an ear infection then these are often temporary and can be resolved with medical treatment. If the condition is more serious, such as a perforated eardrum or a condition which affects any of the small middle ear bones,then this cansometimes lead to deafness and a more permanent hearing impairment.

Sensorineural hearing loss- this type of hearing loss is when there is a problem within the inner ear. This is the most common type of hearing loss and people who suffer from sensorineural deafness and hearing impairment will quite often require hearing aids in order to assist them with their day-to-day life. The most common causes of this type of hearing loss are: age, circulation issues within the inner ear, various diseases, genetics and exposure to excessive noise.

If you are working have been working in an employment is where you are exposed to excessively loud noise that may be possible that you are suffering from sensorineural hearing loss. However, if you have noticed any symptoms of deafness and hearing impairments than it is important that you consult with your
GP or a trained audiologist as soon as possible so that you can get your hearing assessed.

Prevention

Prevention is always better than the cure, although deafness and hearing impairment cannot always be prevented, for example when there is an underlying condition which affects your inner ear. It is important to ensure that any prevention methods which can be taken are used where relevant. For example, it is best to ensure that you avoid a constant exposure to excessively loud noise such as music or machinery with in a workplace so that your hearing is not damaged over time.

If exposure to excessive loud noise is something which is unavoidable for you, such as working in a noisy environment for your job, then it is advisable that you take any relevant steps in order to protect your hearing and therefore reduce the risks of deafness and hearing impairment. This can be done simply by wearing the relevant hearing protection which may be available to you within your employment such as earplugs or ear defenders. The Health and Safety at Work Act 1978 states that your employer will have a duty of care towards you and if the levels of noise within your workplace exceed the recommended limit then they should provide you with any protection which is recommended and take any preventative steps to best protect your health and safety at work.

What to do if you already suffer from deafness and hearing impairment.

Hearing problems can go undiagnosed for many years as people ignore the symptoms that have or they may simply not realise that they have a hearing impairment. The most common symptoms include:

• Constantly asking people to repeat themselves as bit louder.
• Having to turn your television up rather than you would normally have to.
• Having an intermittent or constant ringing in your ears, known as tinnitus.
• You speak louder in general to people as you struggle to hear your own voice.
These are just a few simple ways in which people will notice that they are suffering from a form of deafness and hearing impairment. If you have noticed that you suffer from any of the symptoms above or that people simply make the comment that you have not heard them on a regular basis then the best course of action is for you to seek medical advice from your GP who can refer you to a specialist audiologist for hearing tests.

Following a hearing test you will then be placed on a scale usually between 1% and 100% and shown a graph which dictates your level of hearing loss. From these results the medical adviser will then be able to make a professional decision on what course of action is best for you such as providing you with hearing aids or any other treatment which may help you.

If you believe that you have suffered any form of hearing problems as a result of your work within a noisy environment or any work you have carried out in the past, then you may be eligible to make a compensation claim against the employer. It is important to do this as soon as possible to ensure that you do not miss out on any deadline which could stop you from making a claim. It is highly advisable that you consult with a specialist industrial disease compensation claim solicitors who work on a no win no fee basis as this will ensure that, should your claim for compensation be unsuccessful, you are not then required to pay any large solicitors fees.