Chapter 14 - Risk Mngmnt & Worker Protection

Health

A state of complete physical, mental, and social well-being

Safety Management

Accidents can be costly for organizations because there are direct, indirect, and immeasurable costs associated with occupational safety incidents Well-designed and effectively managed safety programs can result in reduced accidents and associated costs Organizations with effective safety management programs take many of the following steps to reduce accidents: Organizational commitment to safety Safety policies, discipline, and recordkeeping Safety training and communication Effective safety committees Inspection, investigation, and evaluation Accident reduction using ergonomics

Obesity

Obesity is a fact of modern life and a concern to employers due to related economic costs, including doctor visits, diabetes, high blood pressure, higher health care premiums, and lost workdays Obesity affects employees both mentally and physically, so programs to combat it should address both aspects

Incivility

Rude behavior that offends other employees. Most employees do not find incivility serious enough to file a formal complaint.

Stress

The harmful physical or psychological reaction that occurs when people are subject to excessive demands or expectations. most common reason for long-term work absence is stress Absenteeism, reduced productivity, interpersonal conflict, and employee turnover are just a few of the negative outcomes when stress is not resolved

Organizational Commitment to Safety

an organizational commitment to a comprehensive safety effort that should be coordinated at the top level of management and include all members of the organization. The actions of managers should also support Enlightened managers adopt a long-term view by recognizing that safe operations also result in higher productivity and better organizational outcomes lead by example

Emotional/Mental Health

individuals are facing work, family, and personal life pressures many employees conceal these illnesses and fail to get the help they need. This only makes the problem worse, and their work performance and overall well-being can suffer as a result such as death of a spouse, divorce, or medical problems, can affect individuals who otherwise have been coping successfully with life's pressures Depression is another common emotional/mental health concern emotional/mental illnesses such as schizophrenia and depression are considered disabilities under the ADA

Refusing Unsafe Work

workers may challenge unsafe work assignments even if they don't belong to a labor union The employee's fear is objectively reasonable. The employee has tried to have the dangerous condition corrected. Using normal procedures to solve the problem has not worked.

Global Safety, Health, and Security Issues

workers on international assignments, special care must be taken to protect them from personal assault, theft, natural disasters, disease, poor health care, and other issues. includes family protections HR departments must also be aware of the tax and immigration risks that individuals potentially face when they travel abroad for shorter periods to conduct business.

Handling Substance Abuse Cases

ADA affects how management can handle substance abuse cases. Currently, users of illegal drugs are specifically excluded from the definition of disabled under the act alcohol and prescription drugs) are considered disabled under the ADA, as are recovering substance abusers firm choice option is usually recommended and has been endorsed legally supervisor or a manager confronts the employee privately about unsatisfactory work-related behaviors. Then, in keeping with the disciplinary system, the employee is offered a choice between help and discipline. Treatment options and consequences of further unsatisfactory performance are clearly discussed, including what the employer will do. Confidentiality and follow-up are important when employers use the firm choice optio

Legalized Marijuana

An organization might consider developing a zero-tolerance policy if it is not currently required by state regulations to make accommodations for users of medical marijuana. Consumption of the drug is still illegal under federal law. Another option involves placing users of medical marijuana on disability leave (or time off associated with the Family and Medical Leave Act) so that these individuals can assess their current situation in the company. companies might utilize fitness-for-duty tests to ensure that workers can safely and effectively perform their job duties. There may be liability if an employee who is known by the employer to be using marijuana is involved in an accident. Employers should continue to monitor legal decisions regarding the legalization of marijuana and adapt their policies as needed.

Bullying

Behavior that the target perceives as oppressive, humiliating, threatening, or infringing on the target's human rights and that occurs over an extended period of time. Bullying, especially by supervisors, can result in damage to the employee and to the organization, leading to increased turnover. Bullying can lead to serious physical and emotional damage to targets and result in lost time from work and lower productivity.Footnote Both supervisors and coworkers have been found to bully, and targets typically quit their jobs rather than stay and attempt to work things out through the organization's complaint mechanisms Instituting effective policies, training employees and supervisors, and providing a confidential reporting process can help reduce workplace bullying

Child Labor Laws

Child labor provisions in the Fair Labor Standards Act (FLSA) set the minimum age for most employment at 16 years, with some exceptions for individuals who are 14 or 15 years old. Penalties for violating these provisions can be costly; a single charge may result in a minimum fine of $8,000

Security Audit

Comprehensive review of organizational security. Sometimes called a vulnerability analysis, such an audit uses managers inside the organization (e.g., the HR manager and the facilities manager) and outsiders (e.g., security consultants, police officers, fire officials, and computer security experts) to assess security issues and risks. security audit begins with a survey of the area around the facility include lighting in parking lots, traffic flow, location of emergency response services, crime in the surrounding neighborhood, and the layout of the buildings and grounds may also include a review of the security available within the firm, including the capabilities of guards. Another part of the security audit reviews disaster plans, which address how to deal with events such as earthquakes, floods, tornadoes, hurricanes, and fires.

Access to HR Data

Coordinating with information technology staff to change passwords and access codes, and otherwise protect company information are important steps to secure IT resources. Threats to business data include hackers breaching computer systems, remotely installed malware, theft of laptops and mobile storage devices, and insider threats. Preventing access and downloading capabilities decreases the chance of employees either intentionally or accidently exposing company data.

Disaster Preparation and Recovery Planning

Effectively managing a crisis that a company faces can be detailed in three basic steps:Footnote Pre-crisis: Identify how crises can be avoided through proper preparation, risk assessment, and disaster prevention. Crisis: Craft a plan that enables the firm to adequately identify and respond to a crisis. Post-crisis: Identify how the organization can better respond to the same or a similar crisis if it were to happen again.

OSHA Enforcement Actions and Results

Enforcement includes creating guidelines and rules, investigating, inspecting, and levying fines Experts believe that language barriers, fear of speaking out, and working in more dangerous occupations (such as construction) all contribute to their higher rates of fatal injury. Twenty percent of all workplace fatalities occur in the construction industry; include falls, being struck by an object, and electrocution temporary workers have a higher

Safety Policies, Discipline, and Recordkeeping

Frequently reinforcing the need for safe behavior and frequently supplying feedback on positive safety practices are also effective ways of improving worker safety good recordkeeping about accidents, causes, and other details is necessary without records, an employer cannot track safety performance or compare benchmarks against other employers, and the employer may not even realize the extent of the safety problems

Risk Management

Involves the responsibility to consider physical, human, and financial factors to protect organizational and individual interests. "heat maps" risk factors and "traffic light" diagrams convey levels of risk intensity (color-coded as red, yellow, and green).

Employee Screening and Selection

Legal constraints somewhat limit what HR management can do, particularly regarding the use of psychological tests and checking references firms that do not screen employees adequately may be subject to liability if an employee later commits crimes. employers must be careful to use only valid, job-related screening means and to avoid violating federal equal employment opportunity (EEO) laws and ADA.

OSHA Recordkeeping Requirements

Most organizations must complete OSHA Form 300 to report workplace accidents and injuries and retain it for five years

Cumulative trauma disorders (CTDs)

Musculoskeletal injuries that occur when workers repetitively use the same muscles when performing tasks. Carpal tunnel syndrome - injury common to people who put their hands through repetitive motions such as typing, playing certain musical instruments, cutting, and sewing repetitive and cumulative injuries occur in a variety of work settings. The meatpacking industry has a very high level of CTD; grocery cashiers and office workers Workstation design that encourages proper posture, assistive devices, and job rotation may alleviate some of these repetitive motion injuries. Ergonomic solution too.

Bloodborne Pathogens and Infectious Diseases

OSHA has established a standard regarding exposure to bloodborne pathogens such as the hepatitis B virus (HBV) and the human immunodeficiency virus (HIV developed to protect employees who are regularly exposed to blood and other such substances from contracting AIDS and other serious diseases Workers at particular risk may include those in the health care, mortuary and death care, airline, and other travel service industries

Determining Recordability of Cases under the Occupational Safety and Health Act

Occupational fatalities and hospitalizations of three or more employees must be reported directly to OSHA within eight hours of the occurrence injuries that result in amputation, loss of an eye, or one employee being hospitalized must also be reported directly to OSHA within 24 hours of their occurrence OSHA officials are focusing on these severe incidents that lead to major human loss because they indicate that serious hazards are likely to be found in such workplaces companies can fail to report injuries resulting in millions of dollars in fines. Worries of worker anonymity and and underreported accidents are major concerns after a rule that made all of OSHA 300 logs publicly available on their website. companies should carefully review manager performance assessment and reward programs to ensure that managers are not motivated to inaccurately report accident occurrences in order to earn a bonus or other reward

Approaches for Effective Safety Management

Organizational Approach: Safety committees can be used to increase awareness and involve employees in safety issues. Guidelines for accident investigations can help managers identify the causes of safety incidents. Finally, reward and recognition programs Engineering Approach: Providing safety equipment and guards on machinery, installing emergency switches and safety rails, keeping aisles clear, and installing adequate ventilation, lighting, heating, and air conditioning can all help make work environments safer. The use of ergonomic techniques further advances injury prevention through workstation design Individual Approach: Engineers approach safety from the perspective of redesigning the machinery or the work area. Industrial psychologists and human factors experts see safety differently. They address the proper match of individuals to jobs and emphasize employee training in safety methods, fatigue reduction, and health awareness Behavior-based safety (BBS) approaches are efforts to reduce risky behavior and increase safe behavior by defining unsafe behavior and attempting to change it most effective safety management program is one that is consistent with the organization's culture and management philosophy.

Employee Assistance Programs

Program that provides counseling and other help to employees having emotional, physical, or other personal problems. Employees who have problems may then contact the agency, either voluntarily or by employer referral, for assistance with a broad range of problems. often provide help for troubled employees, identifying problems, allowing for short-term interventions, and referring employees who need more complex services can help lower absenteeism/turnover Other areas commonly addressed by EAPs include mental health and substance abuse problems, relationship issues, legal and financial problems, and career advice. Companies can encourage employees to use these resources when needed and protect individuals' confidentiality so that they feel safe in using the EAP

Wellness Programs

Programs designed to maintain or improve employee health before problems arise. Employer-sponsored support groups have been established for individuals dealing with health issues such as weight loss, nutrition, and the need to break unhealthy habits. An alternative to incentives is penalizing employees who don't undergo screenings or fail to follow prescribed treatment regimens for chronic health problems

Safety Training and Communication

Regular sessions with supervisors, managers, and employees can be coordinated by HR staff members Communicating about safety procedures, reasons accidents occurred, and what to do in an emergency is critical without safety communication, training is insufficient should make efforts for those of special needs training approaches might be needed to enhance individual learning, including the use of role-playing and other active practice exercises, behavioral examples, and extensive discussion

Smoking at Work

Some companies refuse to hire smokers or nicotine users because they want to improve job performance, reduce health-related expenses, and promote healthier lifestyles e-cigarettes do not produce smoke, the vaporized liquids contain nicotine, and federal agencies have not yet agreed on their legal status. Food and Drug Administration does not consider them a drug or medical device, and they are therefore not subject to FDA oversight. The Department of Transportation prohibits their use on airplanes. Several states (e.g., New Jersey, North Dakota, and Utah) and municipalities (e.g., Chicago) have banned e-cigarettes in public places and places of employment.

Ergonomics

Study and design of the work environment to address physical demands placed on individuals targeting repetitive motion problems.

Health Promotion

Supportive approach of facilitating and encouraging healthy actions and lifestyles among employees. efforts can range from providing information and increasing employee awareness of health issues to creating an organizational culture supportive of employee health enhancements

Reporting Injuries and Illnesses

The log is not sent to OSHA unless specifically requested by the agency required information recorded on the log includes: Employee's name and job title Date and place of injury Description of injury or illness Injury classification (as explained later in this discussion) Employees have the right to review these records. employers are also required to summarize data from the log and post it in the workplace from February 1 through April 30 Injuries to direct and indirect (temporary, contract, and other contingent workers) workers must all be recorded Categories of recordable injury include: Death: Fatality at the workplace or caused by work-related actions Injuries causing days away from work: Job-related injuries or disabling occurrences that cause an employee to miss regularly scheduled work on the day following the accident Injuries or illnesses causing job transfer or restricted duty: Job-related injuries or illnesses that lead to an employee working in a job outside his or her normal assignment Other recordable cases: Injuries that require treatment by a physician but do not cause an employee to miss a regularly scheduled work turn

Disaster Training

This training should cover a wide range of topics, including the following: First aid/CPR Hazardous materials containment Disaster escape means Employer contact methods Organizational restoration efforts training is not sufficient without conducting exercises or simulations that allow managers and employees to use the training Much like public schools have fire evacuation exercises, employers may have site evacuation drills. Regular tests to ensure that information technology and databases are securely accessible away from the main location should occur.

Substance Abuse

Use of illicit substances or misuse of controlled substances, alcohol, or other drugs. Drug testing companies report an overall decline; however, they also report a rise in the use of heroin and painkillers. alters work behaviors, causing increased tardiness and absenteeism, lower productivity, a higher rate of mistakes, and more industrial accidents. cause an increase in withdrawal (physical and psychological) and antagonistic behaviors, which may lead to workplace violence companies have instituted drug screening programs that include pre-employment testing and testing after workplace accidents, along with zero-tolerance policies that address employees' use of alcohol and drugs employee assistance program (EAP) for support and counseling related to substance abuse HR professionals get involved in substance abuse issues by taking actions such as training supervisors to identify and help prevent problems. They also work with supervisors and managers to institute progressive discipline for substance abusers that provides them with a chance to seek assistance. The U.S. Department of Transportation requires drug testing for transportation workers in aviation, trucking, railroad, mass transit, pipeline, and commercial vessel operations The U.S. Department of Labor provides extensive guidance on its website to help employers implement legal and effective drug testing programs. Key points include careful selection of a certified testing lab, proper policy and notification to applicants and employees, precise chain of custody, and confirmatory testing of positive results

Dealing with Workplace Violence

Utilizing case studies and providing definitions and examples are more effective than simply training employees on the company's policy. Establishing a supportive, respectful organizational climate can also mitigate concerns about workplace bullying and other counterproductive behaviors violence response team. Composed of security personnel, key managers, HR staff members, and selected employees, this team functions much like a safety committee, but with a different focus. Such a team conducts analyses, responds to and investigates employee threats, and may even help calm angry, volatile employees. Employers must be careful because they may face legal action for discrimination if they discharge employees for behaviors that often precede violent acts Post-violence response is another aspect of managing workplace violence. Whether the violence results in physical injuries or death, or just intense interpersonal conflicts, it is important that employers have plans to respond afterward response must reassure employees who may be fearful of returning to work or who experience anxiety and sleeplessness, among other reactions. Providing referrals to EAP resources, allowing employees time to meet with HR staff, and arranging for on-site trained counselors are all possible elements of post-violence response efforts.

Dealing with an Inspection

When an OSHA compliance officer arrives, managers should ask to see the inspector's credentials the company HR representative or safety professional should insist on an initial conference with the compliance officer compliance officer may request that a union representative, an employee, and a company representative be present while the inspection is conducted During the inspection, the officer checks organizational records to see if they are being maintained and to determine the number of accidents that have occurred officer conducts an on-the-spot inspection and may use a wide variety of equipment to verify compliance with standards. After the inspection, the compliance officer can issue citations for any violations of standards and provisions of the act.

Work Assignments and Reproductive Health

Women who are able to bear children or are pregnant are primary concerns the Civil Rights Act and the Pregnancy Discrimination Act, employers should not prevent women (or men) from working in hazardous jobs because of reproductive concerns employers should: Maintain a safe workplace for all by seeking the safest working methods. Comply with all state and federal safety laws. Inform employees of any known risks. Document employee acceptance of any risks.

Workplace Violence

Workplace violence consists of violent acts directed at someone who is at work or on duty. physical assault, threats, harassment, intimidation, and bullying all qualify as violent behaviors at work Criminal: A crime is committed in conjunction with the violence by a person with no legitimate relationship with the business (e.g., robber, arsonist, trespasser). Customer: A person with a legitimate relationship with the business becomes violent (e.g., patient, student, inmate, customer). Coworker: A current or past employee attacks or threatens another employee (e.g., contractor, temp). Domestic: A person who has no legitimate relationship with a business but has a personal relationship with the victim commits some form of violence against an employee (e.g., family member, boyfriend). violence in the workplace can be committed by employees inside the firm, as well as those outside the firm, all workers should be trained to identify signs that might indicate an impending violent act

Americans with Disabilities Act and Safety Issues

accommodations for injured employees for an extended period of time may require employers to make similar accommodations for job applicants with disabilities. Therefore, limiting the duration of restricted duty work may help the company avoid future ADA issues

Workplace Safety Standards

all companies must adhere to two key provisions: General duty: The act requires that the employer has a general duty to provide safe and healthy working conditions, even in areas where OSHA standards have not been set. Employers that know or reasonably should know of unsafe or unhealthy conditions can be cited for violating the general duty clause. Notification and posters: Employers are required to inform their employees of OSHA safety and health standards. OSHA posters must also be displayed in prominent

Controlling Workers' Compensation Costs

costs can represent 2%-1-% of payroll for employees companies should focus on accident prevention

Controlled Physical Access

employees who are most vulnerable, such as taxi drivers and convenience store clerks, can be protected with bulletproof partitions and restricted access areas limit access to facilities and work areas by using electronic access or keycard systems. Access controls can also be used in elevators and stairwells to prevent unauthorized people from entering designated areas within a facility.

Worker's Compensation

employers purchase insurance to compensate employees for injuries received while on the job higher accident rate employers pay a higher Most state laws also set a maximum weekly amount for determining workers' compensation benefits if an employee is injured while doing employer-related work at home, the employer is likely liable for the injury

Occupational Safety and Health Act 1970

enacted to ensure that the health and safety of workers would be protected Every employer that is engaged in commerce and has one or more employees must comply with the act Farmers with fewer than 10 employees are exempt. Employers in specific industries, such as railroads and mining, are covered under other health and safety acts. Federal, state, and local governments are covered by separate statutes and provisions. The Occupational Safety and Health Administration, known as OSHA, administers the provisions of the law, conducts workplace inspections, and works with companies to improve worker safety. The National Institute for Occupational Safety and Health (NIOSH) is a supporting body that conducts research and develops safety standards. The Occupational Safety and Health Review Commission (OSHRC) reviews OSHA enforcement actions and addresses disputes between OSHA and employers that are cited by OSHA inspectors.

Accident Reduction Using Ergonomics

ergonomic studies look at factors such as fatigue, lighting, tools, equipment layout, and placement of controls. Ergonomics can provide economic value to employers by reducing injuries. OSHA has voluntary guidelines that identify industries with serious ergonomic problems and give employers tools to help highlight and control ergonomics hazards industries receiving guidelines are nursing homes, poultry processors, and retail grocery stores analysis includes reviewing physical, environmental, and psychological stressors and finding ways to reduce their impact industries receiving guidelines are nursing homes, poultry processors, and retail grocery stores analysis includes reviewing physical, environmental, and psychological stressors and finding ways to reduce their impact Management must commit to reducing injuries caused by repetition and cumulative trauma, along with poor workstation design and workflow

Hazard Communication

established process safety management (PSM) standards that focus on hazardous chemicals require manufacturers, importers, distributors, and users of hazardous chemicals to evaluate, classify, and label those substances using standardized symbols must make information about hazardous substances available to employees, their representatives, and health professionals information is contained in material safety data sheets (MSDSs), which must be readily accessible to those who work with chemicals and certain other dangerous substances MSDSs indicate antidotes or actions to be taken should someone be exposed to the substances should be available in the necessary languages lockout/tag-out regulations. Firms must control hazardous energy such as electrical or hydraulic power by providing mechanics and tradespeople with locks and tags to make equipment inoperable during repair or adjustment to prevent accidental start-up of defective machinery

Measuring Safety Efforts

firm's safety efforts should be audited periodically as well. Accident and injury statistics should be compared with previous accident patterns to identify any significant changes Common metrics are workers' compensation costs per injury/illness; percentage of injuries/illnesses by department, work shifts, and job categories; and incident rate comparisons with industry and benchmark targets. incidence rate = (number of injuries and illnesses x 200,000) / employee hours worked Lower employee benefits costs for health care, fewer work-related accidents, lower workers' compensation costs, and more productive employees can all result from employer efforts to stress health and safety

Health Promotion Levels

first level of health promotion (information and awareness) leaves much to individual initiatives for following through and making changes in actions and behaviors second-level efforts, such as more comprehensive programs and actions that focus on employees' lifestyle and wellness. The third level requires a commitment to wellness that is seldom seen in employers

Pandemic Guidelines

help employers prepare for a pandemic such as West Nile virus, bird flu, or swine flu guidelines are provided to help a company continue operations with a depleted workforce

Human Impact Planning

impact of events on people should be assessed and contingency plans put in place. Issues such as having backup databases along with employee contact information are key considerations of such planning. Identifying who will take responsibility for various duties and how these efforts will be coordinated must also be determined

Organizational Assessment

includes establishing a disaster planning team, often composed of representatives from HR, security, information technology, operations, and other areas purpose of this team is to conduct an organizational assessment of how various disasters might affect the organization and its employees a disaster recovery plan is developed to identify how the organization will respond to various situations.

Citations and Violations

inspectors can issue citations for violations of the act, whether a citation is issued depends on the severity and extent of the problems, and on the employer's knowledge of them depending on the nature and number of violations, monetary penalties can be assessed against employers range from most severe to minimal Imminent danger: When there is reasonable certainty that the condition will cause death or serious physical harm if it is not corrected immediately, an imminent danger citation is issued, and the inspector posts a notice. handled on highest priority. Serious: When a condition could probably cause death or serious physical harm, and the employer should know of the condition, OSHA issues a serious violation citation and may impose a fine up to $7,000 per violation. Examples of serious violations are the absence of a protective screen on a lathe and the lack of a blade guard on an electric saw. Other than serious: Violations that could impact employees' health or safety but probably would not cause death or serious harm are called other than serious. Violators may be fined up to $7,000 per violation. Having loose ropes in a work area might be classified as an other than serious violation. De minimis: A de minimis condition is one not directly and immediately related to employees' safety or health. No citation or fines are issued, but the condition is mentioned to the employer. Lack of doors on toilet stalls is a common example of a de minimis violation. Willful and repeated: Citations for willful and repeated violations are issued to employers that have been previously cited for violations. If an employer knows about a safety violation or has been warned of a violation and does not correct the problem, a second citation is issued. The penalty for a willful and repeated violation can be high, ranging from $5,000 to $70,000 per violation. most common violations are related to fall protection, hazard communication, scaffolding, respiratory protection, and powered industrial trucks

Common Signs of Substance Abuse

majority of companies require some or all applicants to take a drug test before they are hired. Using these tests can improve employee productivity and attendance, and reduce injuries and workers' compensation claim costs

Security Personnel

mployers contract with firms specializing in security. If security is provided in-house, security personnel must be selected and trained to handle a variety of workplace security problems, ranging from dealing with an employee's violent behavior to taking charge in natural disasters. Many states require security guards to be registered and often require ongoing training to maintain that status skills for a security guard include decision-making skills, patience, observation skills, and physical strength.

Effective Safety Committees

often composed of workers from a variety of levels and departments. generally meets at regularly scheduled times, has specific responsibilities for conducting safety reviews, identifying risks, and making recommendations for changes necessary to avoid future accidents at least one member is HR. Some best practices for utilizing safety committees include: Leadership involvement: Senior leaders need to endorse and support safety committee efforts. Middle managers and front-line supervisors must actively assist the committee and address concerns. Committee selection: To ensure commitment, employees who are already safety advocates should be assigned to the committee. Member terms should be staggered to provide a fresh perspective and continuous energy. Committee structure: Typically, equal representation from management and employees keeps the committee in balance. Smaller committees (up to 12 members) normally function better than do larger committees.

OSHA Inspections

provides for on-the-spot inspections by OSHA compliance officers or inspectors Inspections may also occur as part of an investigation of a complaint or as part of targeted enforcement in high-hazard industries Marshall vs. Barlow's, Inc., the U.S. Supreme Court held that safety inspectors must produce a search warrant if an employer refuses to voluntarily allow the inspectors into the facility also ruled that an inspector does not have to show probable cause to obtain a search warrant A warrant can be obtained easily if a search is part of a general enforcement plan

Inspection, Investigation, and Evaluation

regular inspections can be performed Problem areas should be addressed immediately to prevent accidents and keep work productivity at the highest possible levels OSHA inspects organizations with above-average rates of lost workdays more frequently reducing accidents can lower the frequency of on-site OSHA visits. Identifying why an accident occurred is extremely important to determine the workplace conditions and worker behaviors that led to the incident. Talking with the injured worker and witnesses helps establish the facts and time line so that the root cause of the accident can be determined

Personal Protective Equipment

require that employers analyze job hazards, provide adequate PPE to employees in hazardous jobs, and train them in the use of PPE items PPE items include safety glasses, hard hats, and safety shoes. should be provided at no cost PPE items include safety glasses, hard hats, and safety shoes.

Return to work plans

restricted duty is less physically demanding until they are able to perform their full range of job duties Injured workers may be entitled to time off under the FMLA while recuperating from injuries sustained on the job. many states includes emotional impairment that may have resulted from physical injury, as well as job-related strain, stress, anxiety, and pressure fraud is an expensive problem Employers must continually monitor their workers' compensation expenditures Fraud may also be committed by employers who underreport injuries or misclassify employees to avoid paying high premiums

Workplace Violence Warning Signs

the perpetrator of a violent act exhibits signs well before committing the act. Fears of litigation cause some HR professionals and managers to wait for clearer evidence that an employee will act violently Taking threats seriously and acting proactively if an employee poses a threat are appropriate steps to take. employees should receive awareness training to emphasize the shared responsibility for maintaining a safe workplace. Supervisors should observe and document odd behavior. Involving HR staff and mental health experts along with law enforcement personnel when situations escalate can help contain a potentially violent incident. Balancing the rights of individual employees with the right for all to work in a safe and secure worksite is not easy, and companies must work to establish policies and procedures that reduce threats of violence

Violence Prevention Training

training requires observers to notice individuals' verbal and nonverbal reactions that may indicate anger or hostility and to listen to individuals who are exhibiting such reactions Suggestions for dealing with violent employees: Ask questions requiring explanations and longer answers that allow the individual to vent. Respond calmly and nonthreateningly to the individual's emotions, acknowledge concerns, and demonstrate understanding about how the individual feels. Get assistance from others, perhaps a manager not directly affected by the situation being discussed. Indicate the need for time to respond to the concerns voiced and then set up another time for follow-up. Notify security and HR personnel whenever an employee's behaviors change dramatically or when a job disciplinary action may provoke significant reactions from an employee.

Types of Drug Tests

urinalysis, radioimmunoassay of hair, surface swiping, and fitness-for-duty testing. fitness-for-duty tests can be used alone or in conjunction with focused drug testing. tests can identify individuals under the influence of alcohol or prescription drugs to the extent that their abilities to perform their jobs are impaired