[{"data":1,"prerenderedAt":473},["ShallowReactive",2],{"document-checklist-ergonomics-D702":3},{"document":4,"label":23,"preview":11,"thumb":24,"description":5,"descriptionCustom":6,"apiDescription":5,"pages":8,"extension":10,"parents":25,"breadcrumb":29,"related":37,"customDescModule":174,"customdescription":6,"mdFm":175,"mdProseHtml":472},{"description":5,"descriptionCustom":6,"label":7,"pages":8,"size":9,"extension":10,"preview":11,"thumb":12,"svgFrame":13,"seoMetadata":14,"parents":15,"keywords":22},"CHECKLIST ERGONOMICS ISSUES \"Ergonomics\" is the study of physical work and it has never been more important to business owners and managers. As new technologies become available to help us do our jobs better, we hear reports that the same technologies can cause repetitive injuries or cumulative trauma. Employees who develop cumulative trauma or repetitive stress disorders may seek compensation from their employers who failed to heed early warning signs. Proactive attention to ergonomics when your employees are first placed at new workstations could prevent serious workplace injuries down the line - which will prevent your company facing citations, fines, or litigation. The following checklist can help you make sure every employee who uses a desktop computer is comfortable and healthy. This checklist can be downloaded to your firm's Intranet site for your employees to use. Can every employee answer \"yes\" to each of the following questions? It is easy for me to get in and out of my workstation. My chair adjusts so that my upper legs and lower legs form a right angle. My chair has armrests.",null,"Checklist Ergonomics","2",33,"doc","https://templates.business-in-a-box.com/imgs/1000px/checklist_ergonomics-D702.png","https://templates.business-in-a-box.com/imgs/250px/702.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#702.xml",{"title":6,"description":6},[16,19],{"label":17,"url":18},"Human Resources","/templates/human-resources/",{"label":20,"url":21},"Company Policies","/templates/company-policies/","checklist ergonomics","Checklist Ergonomics Template","https://templates.business-in-a-box.com/imgs/400px/702.png",[26,16,19],{"label":27,"url":28},"Templates","/templates/",[30,31,34],{"label":27,"url":28},{"label":32,"url":33},"Production & Operations","/templates/production-operations/",{"label":35,"url":36},"Workplace Safety","/templates/workplace-safety/",[38,42,46,50,54,58,62,66,70,74,78,82,86,104,123,136,148,160],{"label":39,"url":40,"thumb":41,"extension":10},"Checklist Equipment Inventory List","/template/checklist-equipment-inventory-list-D1133","https://templates.business-in-a-box.com/imgs/250px/1133.png",{"label":43,"url":44,"thumb":45,"extension":10},"Workplace Ergonomics Policy","/template/workplace-ergonomics-policy-D13803","https://templates.business-in-a-box.com/imgs/250px/13803.png",{"label":47,"url":48,"thumb":49,"extension":10},"Checklist Business Deductions","/template/checklist-business-deductions-D304","https://templates.business-in-a-box.com/imgs/250px/304.png",{"label":51,"url":52,"thumb":53,"extension":10},"Checklist For Establishing a Website","/template/checklist-for-establishing-a-website-D830","https://templates.business-in-a-box.com/imgs/250px/830.png",{"label":55,"url":56,"thumb":57,"extension":10},"Checklist Employment Agreements","/template/checklist-employment-agreements-D563","https://templates.business-in-a-box.com/imgs/250px/563.png",{"label":59,"url":60,"thumb":61,"extension":10},"Checklist Hiring Employees","/template/checklist-hiring-employees-D564","https://templates.business-in-a-box.com/imgs/250px/564.png",{"label":63,"url":64,"thumb":65,"extension":10},"Checklist Pre-Employment","/template/checklist-pre-employment-D567","https://templates.business-in-a-box.com/imgs/250px/567.png",{"label":67,"url":68,"thumb":69,"extension":10},"Checklist Choosing a Domain Name","/template/checklist-choosing-a-domain-name-D829","https://templates.business-in-a-box.com/imgs/250px/829.png",{"label":71,"url":72,"thumb":73,"extension":10},"Checklist Key Record Keeping","/template/checklist-key-record-keeping-D305","https://templates.business-in-a-box.com/imgs/250px/305.png",{"label":75,"url":76,"thumb":77,"extension":10},"Checklist Risk Management Essentials","/template/checklist-risk-management-essentials-D306","https://templates.business-in-a-box.com/imgs/250px/306.png",{"label":79,"url":80,"thumb":81,"extension":10},"Checklist Home-Based Employee","/template/checklist-home-based-employee-D565","https://templates.business-in-a-box.com/imgs/250px/565.png",{"label":83,"url":84,"thumb":85,"extension":10},"Checklist Routine Managerial Duties","/template/checklist-routine-managerial-duties-D568","https://templates.business-in-a-box.com/imgs/250px/568.png",{"description":87,"descriptionCustom":6,"label":88,"pages":89,"size":90,"extension":10,"preview":91,"thumb":92,"svgFrame":93,"seoMetadata":94,"parents":96,"keywords":95,"url":103},"CHECKLIST NEW EMPLOYEE ONBOARDING Preparation Before the First Day: Offer Letter and Employment Agreement Review and finalize the offer letter. Ensure the employment agreement is signed and returned. Welcome Email Send a welcome email with important information. Include details like the start date, time, location, and dress code. Workspace Setup Prepare the employee's workspace, including a desk, computer, phone, and any necessary supplies. Access and Accounts Request IT to set up computer and system access. Create email, software, and network accounts. Training Materials Prepare any training materials, manuals, or guides. Day of Arrival: Welcome Call or Meeting Schedule a welcome call or meeting to introduce the employee to your team and discuss their expectations and goals. Answer any initial questions they may have. Account Setup Help the employee set up their account or profile on your platform. Provide assistance with initial configuration and customization. First Day Orientation: Meet and Greet Welcome the employee and introduce them to the team. Company Overview Provide an overview of the company's history, culture, and values. HR Documentation Complete any remaining HR paperwork, such as tax forms and benefits enrollment. Office Tour Give a tour of the office and introduce facilities, restrooms, kitchen areas, etc. Training and Development: Company Policies and Procedures Conduct an orientation on company policies, including the employee handbook. Safety Training Provide safety guidelines and emergency procedures. Benefits and Compensation: Benefits Enrollment","Checklist New Employee Onboarding","4",513,"https://templates.business-in-a-box.com/imgs/1000px/checklist-new-employee-onboarding-D13617.png","https://templates.business-in-a-box.com/imgs/250px/13617.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#13617.xml",{"title":95,"description":6},"checklist new employee onboarding",[97,100],{"label":98,"url":99},"Business Plan Kit","business-plan-kit",{"label":101,"url":102},"Business Procedures","business-procedures","/template/checklist-new-employee-onboarding-D13617",{"description":105,"descriptionCustom":6,"label":106,"pages":107,"size":90,"extension":10,"preview":108,"thumb":109,"svgFrame":110,"seoMetadata":111,"parents":113,"keywords":112,"url":122},"INCIDENT REPORT ","Incident Report","1","https://templates.business-in-a-box.com/imgs/1000px/incident-report-D12621.png","https://templates.business-in-a-box.com/imgs/250px/12621.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#12621.xml",{"title":112,"description":6},"incident report",[114,116,119],{"label":17,"url":115},"human-resources",{"label":117,"url":118},"Motivation & Appreciation","motivation-appreciation",{"label":120,"url":121},"Staff Management","staff-management","/template/incident-report-D12621",{"description":124,"descriptionCustom":6,"label":125,"pages":126,"size":90,"extension":10,"preview":127,"thumb":128,"svgFrame":129,"seoMetadata":130,"parents":132,"keywords":131,"url":135},"CHECKLIST SAFETY INSPECTION General Workplace Safety: Emergency Exits Are emergency exits clearly marked and unobstructed? Do exit doors open easily, and are they functioning correctly? Are exit signs illuminated and in good working condition? Fire Safety Are fire extinguishers accessible and properly maintained? Are smoke detectors and fire alarms functional? Are employees trained in fire evacuation procedures? First Aid Stations Are first aid kits fully stocked and easily accessible? Is there a designated first aid area and trained personnel? Lighting Is there adequate lighting in all work areas, including walkways and storage areas? Are burnt-out bulbs promptly replaced? Housekeeping Are workspaces, aisles, and walkways kept clean and free from clutter? Are spills and tripping hazards addressed promptly? Ergonomics Are workstations designed ergonomically to reduce the risk of repetitive strain injuries? Are employees educated on proper ergonomic practices? Equipment Safety Are machines and equipment properly maintained and regularly inspected? Are safety guards and protective devices in place and functioning correctly? Electrical Safety Are electrical cords, plugs, and outlets in good condition? Are there any exposed wires or potential electrical hazards? Chemical and Hazardous Materials: Chemical Storage Are hazardous chemicals properly labeled and stored in accordance with safety regulations? Is a Material Safety Data Sheet (MSDS) available for each chemical? Personal Protective Equipment (PPE)","Checklist Safety Inspection","3","https://templates.business-in-a-box.com/imgs/1000px/checklist-safety-inspection-D13622.png","https://templates.business-in-a-box.com/imgs/250px/13622.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#13622.xml",{"title":131,"description":6},"checklist safety inspection",[133,134],{"label":98,"url":99},{"label":101,"url":102},"/template/checklist-safety-inspection-D13622",{"description":137,"descriptionCustom":6,"label":138,"pages":8,"size":90,"extension":10,"preview":139,"thumb":140,"svgFrame":141,"seoMetadata":142,"parents":144,"keywords":143,"url":147},"RETURN TO WORK FORM SUMMARY Employee Name: Department: File Number: Date: EMPLOYEE DETAILS This form must be completed after any period of absence, other than holiday, to cover all periods of sickness in the calendar year. Job Title: Employee Number: Contact Number: Manager: DAYS OF ABSENCE This section is to be completed by your manager with you. First Date of Absence: Date Returned to Work: Total Number of Working Days Absent: Reason for Absence (please specify the nature of your illness/symptoms): ","Return To Work Form","https://templates.business-in-a-box.com/imgs/1000px/return-to-work-form-D13036.png","https://templates.business-in-a-box.com/imgs/250px/13036.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#13036.xml",{"title":143,"description":6},"return to work form",[145,146],{"label":17,"url":115},{"label":117,"url":118},"/template/return-to-work-form-D13036",{"description":149,"descriptionCustom":6,"label":150,"pages":126,"size":90,"extension":10,"preview":151,"thumb":152,"svgFrame":153,"seoMetadata":154,"parents":156,"keywords":155,"url":159},"Employee Performance Review Standard Operating Procedure Department: Human Resources Purpose: Before doing the performance review, it's important that managers have already set up goals to their employees. Indeed, performance reviews are valuable for both the employee and the employer. It's a chance for managers to give praise for exceptional work and guidance for any shortcomings. Managers and supervisors should take this opportunity to have an open discussion about the future of the company and the potential for employee growth. Frequency: Quarterly Procedure: Set up goals for employees. Share with the employee how your organization will assess performance. Prepare the meeting. Establish the purpose of the performance review meeting conversation. Be specific and transparent in the meeting. Review the relevant parts of the performance review form. Discuss ideas for development/action plan. Agree upon specific actions to be taken by each of you. Summarize the performance review meeting conversation. Definition/Explanation: Goal: It is imperative that the employee knows exactly what is expected of his or her performance. Your periodic discussions about performance need to focus on these significant portions of the employee's job.","How to Review Employee Performance","https://templates.business-in-a-box.com/imgs/1000px/how-to-review-employee-performance-D12595.png","https://templates.business-in-a-box.com/imgs/250px/12595.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#12595.xml",{"title":155,"description":6},"how to review employee performance",[157,158],{"label":98,"url":99},{"label":101,"url":102},"/template/how-to-review-employee-performance-D12595",{"description":161,"descriptionCustom":6,"label":162,"pages":163,"size":90,"extension":10,"preview":164,"thumb":165,"svgFrame":166,"seoMetadata":167,"parents":169,"keywords":168,"url":173},"REMOTE WORK AGREEMENT This Remote Work Agreement (the \"Agreement\") is effective [DATE], BETWEEN: [NAME OF THE EMPLOYER], (the \"Employer\" or \"Company\"), a Company organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [COMPLETE ADDRESS] AND: [NAME OF THE EMPLOYEE], (the \"Employee\"), an individual with their main address located at: [COMPLETE ADDRESS] Collectively, the Employer and the Employee shall be referred to as the \"Parties.\" WHEREAS, the Company has made an offer to the Employee to work remotely in the capacity of [JOB TITLE] at the Company; NOW THEREFORE in consideration and as a condition of the Parties entering into this Agreement and other valuable considerations, the receipt and sufficiency of which consideration is acknowledged, the Parties agree as follows: APPOINTMENT The Company hereby offers the Employee appointment, and the Employee agrees to serve the Company to work remotely in the capacity of [JOB TITLE] as of [DATE] (the \"Effective Date\"). PROBATION PERIOD The Employee will be on a Probation Period for a period of [MONTHS/DAYS]. The Employee's confirmation as a permanent employee is subject to the Employee making a positive contribution to the Company and is further subject to meeting certain standards and qualifying criteria during the Probation Period. PLACE OF WORK The Employee shall perform their duties at the location of their choice. The Employee will report to the [SPECIFY THE DESIGNATION] on a needs basis in the following manner: [SPECIFY THE MANNER OF COMMUNICATION]. REMOTE WORK While working remotely, the Employee will remain accessible during the remote work. The Employee will check in with the supervisor to discuss status and open issues and be available for video/teleconferences, scheduled on an as-needed basis. The Employee will take rest and meal breaks while working remotely in full compliance with all applicable policies or collective bargaining agreements, and request supervisor approval to use vacation or sick leave. To ensure that the Employee's performance will not suffer in a remote work arrangement, the Employee is advised to choose a quiet and distraction-free working space, have an internet connection that is adequate for their job and dedicate their full attention to their job duties during working hours. Equipment. The Company will provide the Employee with equipment that is essential to their job duties, like laptops and headsets. The Employee will install VPN and company-required software when the Employee receives their equipment. The Employee must keep their equipment password protected, follow all data encryption, protection standards and settings, and refrain from downloading suspicious, unauthorized or illegal software. NOTICE PERIOD During the Probation Period, if the Employee's performance is found to be unsatisfactory or if it does not meet the prescribed criteria, the Employee's employment can be terminated by the Company with [NUMBER OF DAYS] day's notice or salary thereof. The Employee will be required to give [NUMBER OF MONTHS] months' notice or salary thereof in case the Employee decides to leave the Company. DUTIES The Employee shall perform all such duties as may be delegated by the Company and comply with all such directions as the Managing Director and/or his/her nominated deputies may from time to time assign or give to the Employee. [SPECIFY DUTIES] WORKING HOURS The total working hours will be [SPECIFY HOURS] hours on Mondays to Saturdays. It is expected that the Employee will be flexible with the working hours and work such additional hours as might be necessary to efficiently perform duties under this Agreement. The Company reserves the right to change the working days and the working hours. The Employee shall be entitled to leave and holidays as per the Leave Policy of the Company. In the event the Employee is absent from work and unable to perform duties satisfactorily by reason of any injury, illness or other reason acceptable to the Company, the Employee will be entitled to receive salary and other benefits for up to [NUMBER OF DAYS] consecutive working days during any such absence, within a period of 12 consecutive months. REMUNERATION The Employee's starting total monthly gross salary and during the Probation Period will be as per details in the annexure, hereinafter known as Exhibit A. Any bonus is subject to review in accordance with the Company's practice and policies from time to time, however, there shall be no obligation on the Company to increase the salary or award bonuses at any point of time, save and except at its sole discretion. The Company shall pay or refund or procure to be paid or refunded all reasonable travelling and other similar out of pocket expenses necessarily and incurred by the Employee wholly in the proper performance of duties, subject to production by the Employee of such evidence of the expenses as the Company may reasonably require. The Employee will be required to fill in the claims forms in which the Employee shall provide the correct information of the expenses incurred. CONFIDENTIALITY AND INTELLECTUAL PROPERTY If at any time during the Employee's employment under this Agreement, the Employee participates in the making or discovery of any Intellectual Property directly or indirectly relating to or capable of being used by the Company, full details of the Intellectual Property shall immediately be disclosed in writing by the Employee to the Company and the Intellectual Property shall be the absolute property of the Company. At the request and expense of the Company, the Employee shall give and supply all such information, data, drawings, and assistance as may be necessary or in the opinion of the Company desirable to enable the Company to exploit the Intellectual Property to the best advantage as decided by the Company. The Employee shall execute all documents and do all things which may, in the opinion of the Company, be necessary or desirable for obtaining copyright, design or other protection for the Intellectual Property and for vesting the same in the Company, as the Company may direct. As Confidential Information will from time to time become known to the Employee, the Company considers and the Employee agrees that the restraints set forth in this Agreement are necessary for the reasonable protection by the Company of its business or the business of the Group, the clients thereof or their respective affairs. The Employee shall not at any time, either during the continuance of or after the termination of Employment with the Company, use, disclose or communicate to any person whatsoever any Confidential Information which the Employee has or of which he may have become possessed during employment with the Company nor shall he supply the names or addresses of any clients, customers, vendors or agents of the Company or any company of the Group to any person except as authorised by the Company or as ordered by a court of competent jurisdiction. The Employee consents to the Company holding and processing, both electronically and manually, the data it collects relating to the Employee in the course of employment, for the purpose of the Company's administration and management of its employees, its business and to comply with applicable procedures, laws and regulations. ","Remote Work Agreement","8","https://templates.business-in-a-box.com/imgs/1000px/remote-work-agreement-D13282.png","https://templates.business-in-a-box.com/imgs/250px/13282.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#13282.xml",{"title":168,"description":6},"remote work agreement",[170,171],{"label":17,"url":115},{"label":20,"url":172},"company-policies","/template/remote-work-agreement-D13282",false,{"seo":176,"reviewer":188,"quick_facts":192,"at_a_glance":194,"personas":198,"variants":219,"glossary":241,"fields":272,"how_to_fill":323,"common_mistakes":359,"faqs":376,"industries":401,"comparisons":418,"diy_vs_pro":434,"related_template_ids_curated":447,"schema":459,"classification":461},{"meta_title":177,"meta_description":178,"primary_keyword":179,"secondary_keywords":180},"Ergonomics Checklist Template | Free Word Download","Free ergonomics checklist template to assess workstation setup, reduce injury risk, and meet safety compliance requirements.","ergonomics checklist template",[181,182,183,184,185,186,187],"workplace ergonomics checklist","office ergonomics checklist","workstation ergonomics checklist","ergonomics assessment form","ergonomics checklist word","ergonomics checklist free download","employee ergonomics assessment",{"name":189,"credential":190,"reviewed_date":191},"Bruno Goulet","CEO, Business in a Box","2026-05-02",{"difficulty":193,"legal_review_recommended":174,"signature_required":174},"easy",{"what_it_is":195,"when_you_need_it":196,"whats_inside":197},"An Ergonomics Checklist is a structured assessment form used to evaluate whether a workstation — office desk, computer setup, or production station — meets ergonomic standards that reduce the risk of musculoskeletal injury. This free Word download gives you a ready-to-use form you can edit online, print for on-site walkthroughs, and retain as a compliance record.\n","Use it when onboarding new employees, after any workstation change or relocation, following a reported discomfort or injury, or as part of a scheduled annual workplace safety audit.\n","Employee and workstation identification details, chair and seating adjustments, monitor and display positioning, keyboard and mouse placement, lighting and glare assessment, and a corrective action log with sign-off fields.\n",[199,203,207,211,215],{"title":200,"use_case":201,"icon_asset_id":202},"HR managers","Documenting workstation assessments during new-hire onboarding","persona-hr-manager",{"title":204,"use_case":205,"icon_asset_id":206},"Office managers","Conducting periodic ergonomic audits across open-plan workspaces","persona-office-manager",{"title":208,"use_case":209,"icon_asset_id":210},"Health and safety officers","Building an evidence trail for OSHA or WorkSafe compliance inspections","persona-safety-officer",{"title":212,"use_case":213,"icon_asset_id":214},"Remote work program managers","Assessing home office setups for employees working outside the office","persona-operations-director",{"title":216,"use_case":217,"icon_asset_id":218},"Facilities coordinators","Logging corrective actions after a workstation reconfiguration or move","persona-facilities-manager",[220,224,227,230,234,237],{"situation":221,"recommended_template":222,"slug":223},"Assessing a standard office desk and computer workstation","Office Ergonomics Checklist","checklist-ergonomics-D702",{"situation":225,"recommended_template":226,"slug":223},"Evaluating a remote or home office setup","Remote Work Ergonomics Checklist",{"situation":228,"recommended_template":229,"slug":223},"Assessing a standing desk or sit-stand workstation","Standing Desk Ergonomics Checklist",{"situation":231,"recommended_template":232,"slug":233},"Reviewing a manufacturing or production floor workstation","Industrial Ergonomics Assessment Form","workplace-ergonomics-policy-D13803",{"situation":235,"recommended_template":236,"slug":233},"Logging a post-injury workstation modification","Corrective Action Ergonomics Log",{"situation":238,"recommended_template":239,"slug":240},"Conducting a company-wide annual safety audit","Workplace Safety Inspection Checklist","checklist-safety-inspection-D13622",[242,245,248,251,254,257,260,263,266,269],{"term":243,"definition":244},"Ergonomics","The science of designing workspaces and tools to fit the physical needs of the user, reducing strain and injury risk.",{"term":246,"definition":247},"Musculoskeletal Disorder (MSD)","An injury or pain affecting muscles, tendons, nerves, or joints — typically caused by repetitive motion, poor posture, or sustained awkward positions.",{"term":249,"definition":250},"Neutral Posture","A body position in which joints are naturally aligned and muscles are under minimal stress — the target posture for any ergonomic setup.",{"term":252,"definition":253},"Lumbar Support","A chair feature or accessory that supports the natural inward curve of the lower spine, reducing lower back strain during prolonged sitting.",{"term":255,"definition":256},"Viewing Distance","The horizontal distance between the user's eyes and the monitor screen, typically recommended at 50–70 cm for standard displays.",{"term":258,"definition":259},"Document Holder","A stand or clip positioned adjacent to the monitor to hold reference materials at eye level, reducing repeated neck rotation.",{"term":261,"definition":262},"Corrective Action","A specific, documented step taken to fix an identified ergonomic deficiency — such as raising a monitor or replacing a chair.",{"term":264,"definition":265},"Repetitive Strain Injury (RSI)","Cumulative damage to muscles, tendons, or nerves caused by repeated identical movements, commonly affecting wrists, shoulders, and elbows in office workers.",{"term":267,"definition":268},"OSHA General Duty Clause","A US federal requirement (Section 5(a)(1) of the OSH Act) that employers provide a workplace free from recognized hazards, which courts and OSHA inspectors have applied to ergonomic risks.",{"term":270,"definition":271},"Workstation Assessment","A structured review of a single employee's work environment to identify physical risk factors and document recommended adjustments.",[273,278,283,288,293,298,303,308,313,318],{"name":274,"plain_english":275,"sample_language":276,"common_mistake":277},"Employee and workstation identification","Records the employee's name, job title, department, and the physical location or ID of the workstation being assessed.","Employee Name: [FULL NAME] | Job Title: [TITLE] | Department: [DEPARTMENT] | Workstation ID / Location: [BUILDING, FLOOR, DESK NUMBER]","Omitting the workstation location identifier — without it, a completed checklist cannot be linked back to a specific desk for follow-up.",{"name":279,"plain_english":280,"sample_language":281,"common_mistake":282},"Assessment date and assessor name","Records when the assessment was performed and who conducted it, creating an auditable time-stamped record.","Assessment Date: [DATE] | Assessed by: [ASSESSOR NAME, TITLE]","Leaving the assessor field blank. Without an identified assessor, there is no accountable party if a corrective action is disputed or missed.",{"name":284,"plain_english":285,"sample_language":286,"common_mistake":287},"Chair and seating adjustments","Checks seat height, lumbar support position, armrest height, and seat pan depth against neutral-posture criteria.","Seat height adjusted so feet rest flat on floor or footrest: Yes / No / N/A | Lumbar support positioned at natural curve of lower back: Yes / No / N/A","Checking 'Yes' for lumbar support without verifying the employee actually knows how to adjust it — an incorrectly positioned support increases, not decreases, lower back strain.",{"name":289,"plain_english":290,"sample_language":291,"common_mistake":292},"Monitor position and display settings","Verifies monitor height, viewing distance, screen tilt, and brightness to minimize neck strain and eye fatigue.","Top of monitor at or slightly below eye level: Yes / No | Viewing distance 50–70 cm from eyes: Yes / No | Screen tilt adjusted to eliminate glare: Yes / No","Checking monitor height without accounting for bifocal or progressive-lens users, who need the screen 10–15 cm lower than the standard recommendation.",{"name":294,"plain_english":295,"sample_language":296,"common_mistake":297},"Keyboard and mouse placement","Confirms that the keyboard and mouse are positioned to keep wrists straight, elbows at approximately 90 degrees, and shoulders relaxed.","Keyboard positioned so elbows are at 90–110° and wrists are straight: Yes / No | Mouse within easy reach at same height as keyboard: Yes / No","Placing the mouse too far from the keyboard body — even 10–15 cm of extra reach shifts load to the shoulder and is a leading cause of rotator-cuff RSI in office workers.",{"name":299,"plain_english":300,"sample_language":301,"common_mistake":302},"Lighting and glare assessment","Evaluates ambient lighting levels, screen glare from windows or overhead lights, and the presence of a document holder.","No direct glare or reflection visible on monitor screen: Yes / No | Overhead lighting adequate without causing eye strain: Yes / No | Document holder in use if reference materials are needed: Yes / No / N/A","Assessing lighting only at the time of inspection — glare from windows changes with the time of day and season, so the checklist should note the time of assessment.",{"name":304,"plain_english":305,"sample_language":306,"common_mistake":307},"Desk height and work surface","Confirms that the work surface height allows a neutral elbow position and that there is adequate clearance for legs and knees.","Work surface height allows 90–110° elbow angle: Yes / No | Adequate knee and leg clearance under desk: Yes / No | Frequently used items within arm's reach: Yes / No","Ignoring leg clearance when employees use CPU towers or storage under the desk — blocked leg space forces forward-leaning posture that compounds lower-back risk.",{"name":309,"plain_english":310,"sample_language":311,"common_mistake":312},"Phone and accessories","Checks that the telephone is within easy reach and that a headset is available if the employee spends significant time on calls.","Phone within easy reach without excessive trunk or shoulder rotation: Yes / No | Headset or speakerphone available for calls exceeding 10 minutes: Yes / No","Skipping this section for employees who 'rarely use the phone' — workers who cradle a handset between ear and shoulder even infrequently accumulate cervical-spine load quickly.",{"name":314,"plain_english":315,"sample_language":316,"common_mistake":317},"Corrective actions and follow-up","Documents each identified deficiency, the corrective action required, the person responsible, the target completion date, and a sign-off field when resolved.","Issue: [DESCRIPTION] | Action Required: [ADJUSTMENT / EQUIPMENT] | Assigned to: [NAME] | Due Date: [DATE] | Resolved: Yes / No | Resolved Date: [DATE]","Recording the issue without assigning a named responsible party and due date — open items without ownership are rarely resolved, leaving the employer exposed in the event of a subsequent injury claim.",{"name":319,"plain_english":320,"sample_language":321,"common_mistake":322},"Employee acknowledgment","A field for the employee to confirm they participated in the assessment, understand the recommendations, and will notify their manager if discomfort persists.","I confirm that this workstation assessment was conducted in my presence and that the recommended adjustments have been explained to me. Employee Signature: [SIGNATURE] | Date: [DATE]","Treating the acknowledgment as optional. An unsigned acknowledgment field eliminates the evidentiary value of the document if the employee later claims they were never informed of corrective steps.",[324,329,334,339,344,349,354],{"step":325,"title":326,"description":327,"tip":328},1,"Record employee and workstation details","Enter the employee's full name, job title, department, and the unique identifier or physical location of the workstation before starting the walkthrough.","Assign workstation IDs in advance — a consistent naming convention (e.g., B2-F3-D14 for Building 2, Floor 3, Desk 14) makes follow-up audits faster.",{"step":330,"title":331,"description":332,"tip":333},2,"Observe the employee seated in their normal working position","Ask the employee to sit as they normally would before you evaluate the setup. Do not let them adjust their posture for the assessment — you need to see their habitual position.","Arrive unannounced or ask the employee to continue working for two minutes before you begin — this reveals their default posture, not a staged one.",{"step":335,"title":336,"description":337,"tip":338},3,"Assess chair and seating adjustments","Work through each chair criterion — seat height, lumbar support, armrest level, and seat depth — marking Yes, No, or N/A. For each 'No', note the specific adjustment needed in the corrective action log.","Have the employee demonstrate how they currently adjust the chair. Many ergonomic chairs have adjustment levers that employees have never used.",{"step":340,"title":341,"description":342,"tip":343},4,"Check monitor, keyboard, and mouse positioning","Measure or estimate viewing distance, confirm the top of the monitor is at or slightly below eye level, and verify wrist and elbow angles with the keyboard and mouse in use.","A simple right-angle guide cut from cardboard is faster and more accurate than estimating elbow angles by eye.",{"step":345,"title":346,"description":347,"tip":348},5,"Evaluate lighting, glare, and accessories","Note the time of day on the form, check for screen glare from windows and overhead fixtures, and confirm that a headset is available for phone-heavy roles.","Rotate 180 degrees from the monitor and look back at it from the employee's eye height — this is the fastest way to spot glare sources that are invisible from a standing position.",{"step":350,"title":351,"description":352,"tip":353},6,"Log all corrective actions with ownership and due dates","For every 'No' response, enter a specific corrective action, assign it to a named individual (facilities, IT, or the employee), and set a realistic due date — typically within 5 business days for equipment adjustments.","Photograph issues with your phone and attach them to the follow-up ticket so the responsible party can act without a return visit.",{"step":355,"title":356,"description":357,"tip":358},7,"Obtain employee acknowledgment and file the completed form","Have the employee sign the acknowledgment field, provide them with a copy, and file the original in the employee's safety record or your workplace safety management system.","Set a calendar reminder for the due date of each open corrective action — unclosed items are the most common audit finding in ergonomics programs.",[360,364,368,372],{"mistake":361,"why_it_matters":362,"fix":363},"Conducting the assessment without the employee present","An empty-chair assessment cannot capture the employee's actual sitting height, reach habits, or existing discomfort — making most findings inaccurate.","Schedule the assessment during the employee's normal working hours and observe them seated in their habitual position before completing any checklist item.",{"mistake":365,"why_it_matters":366,"fix":367},"Logging issues without assigning ownership or due dates","Open corrective actions without a named responsible person and deadline are almost never resolved — leaving the employer with documented evidence of a known hazard that was ignored.","Assign every corrective action to a specific individual by name and set a due date of no more than 5 business days for low-cost adjustments like chair height or monitor repositioning.",{"mistake":369,"why_it_matters":370,"fix":371},"Skipping the employee acknowledgment signature","Without a signed acknowledgment, the employee can credibly claim they were never informed of the assessment findings or recommended adjustments — weakening the employer's defense in a subsequent injury claim.","Make the acknowledgment signature a mandatory final step before filing, and provide the employee with their own copy of the completed form.",{"mistake":373,"why_it_matters":374,"fix":375},"Filing completed checklists with no follow-up verification","A checklist that records corrective actions but never confirms they were completed provides no actual risk reduction — it only documents that a problem was known.","Conduct a brief re-inspection within two weeks of the original assessment to verify each corrective action was implemented and mark it resolved in the form.",[377,380,383,386,389,392,395,398],{"question":378,"answer":379},"What is an ergonomics checklist?","An ergonomics checklist is a structured assessment form used to evaluate whether a workstation meets ergonomic standards — chair height, monitor position, keyboard placement, lighting — that reduce the risk of musculoskeletal injury. It documents the current state of a workstation, identifies deficiencies, and records corrective actions with ownership and due dates.\n",{"question":381,"answer":382},"Who should complete an ergonomics checklist?","A trained HR manager, health and safety officer, or facilities coordinator typically conducts the assessment. In smaller organizations, a line manager or the employee themselves can complete a self-assessment version. The key requirement is that the employee being assessed is present during the walkthrough so their actual working posture and habits can be observed.\n",{"question":384,"answer":385},"How often should an ergonomics assessment be completed?","At a minimum, conduct an assessment when a new employee starts, after any workstation change or office relocation, and following a reported injury or discomfort complaint. Best practice is an annual review for all employees, with immediate re-assessment if an employee reports persistent pain or discomfort.\n",{"question":387,"answer":388},"Is an ergonomics checklist required by law?","In the US, OSHA does not have a specific ergonomics standard, but the General Duty Clause requires employers to address recognized hazards — which regulators and courts have applied to ergonomic risks in many industries. Several states, including California and Washington, have specific ergonomics regulations for certain industries. In the UK and EU, the Display Screen Equipment (DSE) regulations explicitly require workstation assessments for computer users. Maintaining completed checklists demonstrates due diligence regardless of jurisdiction.\n",{"question":390,"answer":391},"Can employees complete an ergonomics checklist for their own home office?","Yes — a self-assessment version of the checklist is an effective tool for remote employees. The employee works through each criterion independently, photographs any issues, and submits the form to HR or their manager. The employer should then review the completed form and fund any necessary equipment adjustments within a reasonable timeframe.\n",{"question":393,"answer":394},"What equipment issues does an ergonomics checklist typically uncover?","The most common findings are monitors positioned too low or too far from the user, chairs with unused or incorrectly set lumbar support, keyboards placed too high causing wrist extension, and inadequate lighting causing glare on screens. In most cases, corrections cost nothing — they involve adjusting existing equipment — with monitor risers and wrist rests accounting for most minor hardware spending.\n",{"question":396,"answer":397},"How is an ergonomics checklist different from an incident report?","An ergonomics checklist is a proactive assessment conducted before an injury occurs to identify and correct risk factors. An incident report is a reactive document completed after an injury or near-miss has already happened. In practice, a completed ergonomics checklist on file can significantly reduce employer liability if an injury claim is subsequently filed by demonstrating that reasonable preventive steps were taken.\n",{"question":399,"answer":400},"How long should completed ergonomics checklists be retained?","Retain completed checklists for at least 5 years, or longer if your jurisdiction has extended record-retention requirements for workplace safety documents. If an employee later files a workers' compensation claim, the checklist is a primary piece of evidence showing the employer assessed and addressed ergonomic risks. Store them in a secure location alongside other employee safety records.\n",[402,406,410,414],{"industry":403,"icon_asset_id":404,"specifics":405},"Professional Services","industry-professional-services","High screen-time roles make monitor positioning and wrist alignment the dominant risk factors, with assessments typically triggered at onboarding and after office relocations.",{"industry":407,"icon_asset_id":408,"specifics":409},"Technology / SaaS","industry-saas","Distributed and remote-first teams require a self-assessment home-office version, with IT and HR coordinating equipment stipends for identified deficiencies.",{"industry":411,"icon_asset_id":412,"specifics":413},"Healthcare","industry-healthtech","Administrative and nursing station assessments must account for standing and variable-height work surfaces, with special attention to repetitive charting and documentation tasks.",{"industry":415,"icon_asset_id":416,"specifics":417},"Manufacturing","industry-manufacturing","Production floor assessments focus on workbench height, tool grip, and sustained awkward postures rather than monitor position, and are often required under specific OSHA or WorkSafe standards.",[419,422,426,430],{"vs":239,"vs_template_id":420,"summary":421},"D{WORKPLACE_SAFETY_INSPECTION_ID}","A workplace safety inspection checklist covers the full physical environment — fire exits, spill hazards, electrical safety, equipment guards, and more. An ergonomics checklist focuses exclusively on workstation setup and injury-prevention posture. Use the safety inspection for facility-wide compliance audits and the ergonomics checklist for individual workstation assessments.",{"vs":423,"vs_template_id":424,"summary":425},"Incident Report Form","D{INCIDENT_REPORT_ID}","An incident report documents injuries and near-misses after they occur. An ergonomics checklist is a preventive tool completed before injury to identify and correct risk factors. The two documents complement each other — a completed ergonomics checklist on file is the employer's best evidence that ergonomic hazards were proactively managed if an incident report is later filed.",{"vs":427,"vs_template_id":428,"summary":429},"Employee Onboarding Checklist","D{ONBOARDING_CHECKLIST_ID}","An employee onboarding checklist covers the full set of administrative, IT, and procedural steps required to set up a new hire. An ergonomics checklist is a single specialized step within onboarding, focused entirely on workstation safety. Many organizations embed the ergonomics assessment as a required item on the onboarding checklist, but each document serves a distinct purpose.",{"vs":431,"vs_template_id":432,"summary":433},"Return-to-Work Form","D{RETURN_TO_WORK_ID}","A return-to-work form manages the administrative and medical clearance process for an employee returning after illness or injury. An ergonomics checklist is typically completed as part of the return-to-work process to ensure the workstation has been modified to accommodate any restrictions — but the two documents address different steps in the process.",{"use_template":435,"template_plus_review":439,"custom_drafted":443},{"best_for":436,"cost":437,"time":438},"HR managers, office managers, and safety officers conducting standard office workstation assessments","Free","15–30 minutes per workstation",{"best_for":440,"cost":441,"time":442},"Organizations with reported MSD injuries or those preparing for a regulatory inspection","$200–$800 for a certified ergonomist spot-check or review session","1–2 days",{"best_for":444,"cost":445,"time":446},"Manufacturing, healthcare, or high-injury-rate environments requiring a tailored assessment protocol","$1,000–$5,000 for a full ergonomics program design by a certified professional ergonomist","2–6 weeks",[448,449,240,450,451,452,453,454,455,456,457,458],"checklist-new-employee-onboarding-D13617","incident-report-D12621","return-to-work-form-D13036","how-to-review-employee-performance-D12595","remote-work-agreement-D13282","health-and-safety-policy-D13493","employee-handbook-D712","barista-job-description-D13535","checklist-internal-audit-D13920","checklist_new-employee-orientation-D566","accounting-policies-and-procedures-D12681",{"emit_how_to":460,"emit_defined_term":460},true,{"primary_folder":462,"secondary_folder":463,"document_type":464,"industry":465,"business_stage":466,"tags":467,"confidence":471},"production-operations","workplace-safety","checklist","general","all-stages",[468,464,469,463,470],"compliance","ergonomics","workstation-assessment",0.92,"\u003Ch2>What is an Ergonomics Checklist?\u003C/h2>\n\u003Cp>An \u003Cstrong>Ergonomics Checklist\u003C/strong> is a structured assessment form used to evaluate whether a workstation meets the physical setup standards that reduce the risk of musculoskeletal injury for the employee using it. It guides an assessor — or the employee themselves — through a systematic review of chair height and lumbar support, monitor and display positioning, keyboard and mouse placement, lighting conditions, and desk clearance, recording the status of each item and logging any corrective actions required. By capturing both the findings and the follow-up steps in a single dated document, the checklist functions as both a preventive health tool and a compliance record.\u003C/p>\n\u003Ch2>Why You Need This Document\u003C/h2>\n\u003Cp>Musculoskeletal disorders are among the most common and costly workplace injuries, accounting for a significant share of workers' compensation claims in office and production environments alike. Without a documented assessment process, employers have no evidence that ergonomic risks were identified and addressed — leaving them exposed to regulatory scrutiny under OSHA's General Duty Clause in the US, DSE regulations in the UK, and equivalent standards in other jurisdictions. Beyond liability, unresolved workstation problems compound quietly: a monitor that is 5 cm too low causes neck strain that becomes a cervical injury claim 18 months later. This template gives HR managers, safety officers, and facilities teams a consistent, repeatable process that takes under 30 minutes per workstation and produces an auditable record showing exactly what was found, what was corrected, and when.\u003C/p>\n",1779808992119]