U.S. Department of Labor Cites Florida Health Facility for Exposing Employees to Workplace Violence

BRADENTON, FL – The U.S. Department of Labor’s Occupational Safety and Health Administration (OSHA) has cited Premier Behavioral Health Solutions of Florida Inc. and UHS of Delaware Inc., the operators of Bradenton-based Suncoast Behavioral Health Center, for failing to protect employees from violence in the workplace. Proposed penalties total $71,137.

OSHA responded to a complaint that employees were not adequately protected from violent mental health patients. OSHA cited Premier Behavioral Health Solutions of Florida Inc. and UHS of Delaware Inc., subsidiaries of Universal Health Services Inc., for failing to institute controls to prevent patients from verbal and physical threats of assault, including punches, kicks, and bites; and from using objects as weapons. Another UHS subsidiary was cited in 2016 for a deficient workplace violence program.

“This citation reflects a failure to effectively address numerous incidents over the past two years resulting in serious injuries to employees of the facility,” said Les Grove, OSHA Tampa Area Office Director.

Premier Behavioral Health Solutions of Florida Inc. and UHS of Delaware Inc. have 15 business days from receipt of its citations and proposed penalties to comply, request an informal conference with OSHA’s area director, or contest the findings before the independent Occupational Safety and Health Review Commission.

Under the Occupational Safety and Health Act of 1970, employers are responsible for providing safe and healthful workplaces for their employees. OSHA’s role is to ensure these conditions for America’s working men and women by setting and enforcing standards, and providing training, education, and assistance. For more information, visit http://www.osha.gov.

All in One Poster Company has developed he 8-in-1 Healthcare Safety Poster, one of the most important safety posters applicable to the healthcare industry.


This poster describes various risks and safety precautions to be observed by an employee for a healthcare organization which includes the following topics:
· Emergency First Aid
· Fall Prevention
· Patient Lifting
· Latex Allergy
· Bloodborne Pathogens
· Safe Vehicle Operation
· Workplace Violence
· Hand Wash Notice

This poster is ideal for: In-Home Care Providers, Skilled Nursing or Convalescent Homes, Home Health Agencies, Assisted Living Facilities, Medical Clinics and Laboratories, Hospitals, Sanitariums, Institutions for Individuals with Mental and Developmental Disabilities, etc.


New Florida Law Bans Discriminating Against Pregnant Women At Work and In Public

Florida legislature has passed a bill this year banning discrimination against pregnant women at work as well as in public places like restaurants or hotels.Pregnancy_Discrimination_Act

The bill amends the state’s Civil Rights Act by adding pregnancy to race, sex, and physical disability as protected classes.

As a result of this law, the State of Florida just released today a mandatory change in the state’s notice of discrimination, which is required to be posted at all workplaces, adding pregnancy as a protected class. The new Florida Civil Rights Act (FCRA) actually takes effect July 1, 2015.

Lawmakers introduced the bill to codify the state’s Supreme Court ruling last year in favor of plaintiff Peggy Delva, a front desk manager at a condominium building who sued her employer for barring her from covering other workers’ shifts after she became pregnant and firing her when she returned from leave. The court ruled that she was discriminated against on account of her pregnancy and that violated Florida’s law against sex discrimination, overturning lower courts who ruled against her.

Federal law, including the Pregnancy Discrimination Act and the Americans with Disabilities Act, is also supposed to protect pregnant women, but they still experience widespread discrimination. An estimated quarter million women every year are denied their requests for employers to give them accommodations at work so that they can stay on their jobs throughout their pregnancies, so they end up pushed onto unpaid leave or suffering health complications such as miscarriages if they stay. The United States Supreme Court recently ruled in favor of Peggy Young, who had sued UPS for refusing to give her light duty after she became pregnant, forcing her onto unpaid leave without benefits.

What this Means for Employers with Florida Employees

The 2015 amendment to the Florida Civil Right Act (FCRA) specifically provides that an employer may not discriminate against a woman affected by pregnancy, provided that the discriminatory act constitutes an unlawful employment practice. Such unlawful employment practices continue to include the following:

  • Discharging or failing to hire an individual, or otherwise discriminating against an individual with respect to compensation, terms, conditions, or privileges of employment;
  • Limiting, segregating, or classifying employees or applicants for employment in ways that would deprive such individuals of employment opportunities or adversely affect an individual’s status as an employee;
  • Failing or refusing to refer an individual for employment;
  • Excluding or expelling an individual from membership in a labor organization or limiting, segregating, or classifying the membership of a labor organization;
  • Discriminating in admission to, or employment in, any program established to provide apprenticeship or other training for a profession, occupation, or trade;
  • Discriminating in licensing, certification, credentials, examinations, or an organizational membership required to engage in a profession, occupation, or trade; and
  • Printing or publishing ads related to membership in certain labor organizations or employment that indicate a preference, limitation, specification, or discrimination.
  • 760.10, Fla. Stat.

Employers in Florida should prepare for the FCRA amendment by considering pregnancy-related conditions that the amendment may implicate, reviewing their current policies, and training their supervisors to be mindful that Florida law now expressly prohibits employers from discriminating based on pregnancy.

For the convenience of our customers, All in One Poster Company has included the revised discrimination notice containing the pregnancy verbiage for all labor law poster orders placed on or after July 27, 2015.