Program evaluation- three years after the standard goes into effect. Given that OSHA has traditionally limited its protection to physical hazards the discussion of ergonomics was limited to MSDs without mentioning cognitive issues. The approach was based on the input the Agency received from stakeholder meetings. Establishing a program to address ergonomics does not preclude cognitive issues, while the Agency's purpose is to reduce MSDs, many employers have found that the ergonomics program has been useful for detecting and resolving quality issues that stem from cognitive issues. The purpose of MRP is to get employees to report early and thus prevent serious physical harm.
Workers can recover from many MSDs in a matter of days if they are able to rest the injured area.
Often restricting work activity or putting the injured employee on light duty allows the employee to rest the injured area while continuing to be productive during the recovery period. Sometimes, particularly if no light duty jobs exist, an injured employer may require the employee to go home to recover, but does not pay the employee for time away from work. In those situations the employer or physician has imposed work restrictions on the employee and the employee should not bear the costs. WRP continues until the employee is able to return to work or the MSD hazards are eliminated or 6 months have passed- whichever comes first. IF employees receive other income, such as workers' compensation payments, insurance payments, or wages from other employment made possible because the employee can't work at his or her regular job, the employer can offset WRP payments against these payments.