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人因工程职业健康标准
中英文资料外文翻译文献
The role of human factors engineering in establishing occupational fitness standards Abstract
Human factors engineering (HFE) is the study of the impact of workplace design, and workplace environment, on people and includes those issues that have an impact on the body's structure and functioning. The goal of HFE is to assure the personal health, wellness and safety of people in their workplace, while enhancing their productivity. In recent history there have been cases in which an employee has been dismissed from their job for failing the physical requirements test portion of the job. This is particularly prevalent in industries that require significant strength capacities which until recently have been traditionally male dominated. There is still a need to implement test procedures, which define task requirements in terms of psychomotor ability and physiological capacity rather than the limited measures of aerobic power or muscular strength. This paper examines the current practices used to develop job task requirements in the traditionally male-dominated occupations of firefighter, police officer and armed forces personnel and the role of task analysis. A case study of a local firefighting unit is presented in the context of task analysis. ©2004 Elsevier B.V . All rights reserved. Keywords: Human factors engineering; Occupational fitness standards; Task analysis; Employment equity
1 .Introduction
In 1994, Tawney Meiorin, who had successfully worked as a forest firefighter in British Columbia for more than 2 years, was dismissed from her job for marginally failing one of four parts of an aerobic fitness test. The Government of British Columbia argued that the fitness standard was a bona fide occupational requirement (BFOR) of the firefighter position. However,on appeal, the Supreme Court of Canada determined that the standard was not a BFOR and that the standards for this test had not been shown to be an accurate indicator of ability to perform the duties of a firefighter safely and efficiently. She was subsequently rehired and compensated.
The Canadian Human Rights Act was passed in 1978 and has undergone several changes since. The Meiroin case, along with other cases of discriminatory practice, caused
the Supreme Court of Canada to clarify BFOR and the bona fide justification (BFJ) and required that employers impose |
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