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With a lot more mobile phones and Palm Pilots being used in today's environment, We are increasingly finding ourselves encountering people that are on the phone and driving. they appear to be oblivious to their surroundings and create a hazard on the road. You know the individuals who we all encounter, traversing lanes without looking, Running stoplights and just driving carelessly. Employers now have a new concern by way of employees using these mobile communication devices while driving.

Laws are being passed regulating the usage of cell phones while driving. this applies up to the state level with states such as New York passing a usage law. in some cases, cities have restricted the use of the cell phone when driving. With the law as it pertains to cell phone usage still in its infancy, There are two cases that every employer should take note of and take the correct steps to control this situation when employees are working. One case has been settled the other is still pending.

The first case involved an employee of Solomon Smith Barney who was on the cell phone on a Saturday night speaking with a client. tends to make it working time. A motorcyclist was struck and killed by member of staff while on the cell phone. settlement $500,000. The employer was alleged to be a partly critical to the crash.

The second case is still pending in California where legal advice, on Cooley Goodard, Was involved in a hitandrun death of a teenager. The claim is for $30 million ponds. The attorney was on her cell phone throughout the accident [url=http://www.aandbbeverage.com/line.html]wholesale jerseys[/url] talking with a client.

The law in this region is new to many courtrooms but many of the principles and legal theories covering claims by injured individuals is not. The danger that a deep pocket employer can held vicariously liable for injuries caused by an employee will touch all vocations. on top of, in the case of many employers, It is expected that workplace [url=http://stadiumartandwinewalk.com/the.html]nfl jerseys from china[/url] will check in while "off the mark, This is definitely not a policy that you would want published or made common knowledge. consider [url=http://www.bluewatertrails.com/totes.html]www.bluewatertrails.com/totes.html[/url] the liability tied to the policy.

exactly what do an employer do to limit the threat of lawsuits? Many attorneys are suggesting lot of methods to combat the problem. The following material covers a number of the ideas. Is a necessary aspect in the application of safety rules as well as proper procedures. The safety issue is by far easier to show negligence by the employee and then show that the employer has done nothing to educate and train employees in the proper use of these devices.

in case of Verizon and Merck, They have provided their employees with handsfree sets to use while in their vehicles. in other cases, The policy has been distributed and a separate realization sign off sheet has been required.

regardless of the you think about this incursion into the use of wireless devices, This is an area that will still be a problem area for employers. The laws are far behind the periods although; Some areas of the US have banned the use of telephones while driving. It may even be possible that your insurance coverage for liability could have a clause in it [url=http://www.cheyneconstruction.com/from.html]cheap chinese jerseys[/url] that excludes coverage for injury caused by the failure of the company to provide a policy for or for an injury caused by an employee while operating a vehicle in an unsafe manner. It would be wise to verify the language in your insurance policy.

employers should check their current company policies, methods and assess the risk of employees and their mobile communication device pose.

2002 By erika A. Holzschu

michael A. Holzschu is the managing main in the firm of Holzschu, Jordan Schiff Associates devoted to Human Resource Systems, With a special focus on employee hand books, Job sorts, effort appraisal formats, preparation and quality issues. He can be emailed at (248) 4766907 or by electronic at



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