government regulation of safety and health in 2002 more than 4.7 million occupational injuries and...

Government Regulation of Safety and Health

In 2002 more than 4.7 million occupational injuries and illnesses occurred among the almost 109 million workers in the private sector.

Many organizations recognize that safeguarding the well-being of employees is ethical and essential to attracting and keeping qualified personnel.

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Industries with the Most Occupational Injuries and Illnesses, 2002

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OSHA

Established by the Occupational Safety and Health Act of 1970

Charged with setting and enforcing standards for workplace health and safety

Applies to factory-related issues as well as safety issues that arise in offices

OSHA does about 85,000 inspections each year

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NIOSH

Established by the Occupational Safety and Health Act of 1970

National Institute for Occupational Safety and Health

Responsible for conducting research related to workplace safety and health

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The Supervisor’s Responsibility under the OSHAct

Supervisors need to understand what kinds of practices are required to preserve health and safety in their departments.

Supervisors must keep records of occupational injuries and illnesses.

Supervisors may have to accompany OSHA officials when they conduct an inspection.

Employees must be informed about the chemicals used where they work.

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Accidents and Illnesses That Must be Recorded Under OSHAct

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Health Hazards

Physical hazardsNoiseVibrationRadiationTemperature extremesImproperly designed furniture and equipment

Chemical hazards – may be present in:DustsFumesGases

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Health Hazards (continued)

Biological hazardsBacteriaFungiInsects

Stress-inducing hazardsRisk takingUnpredictable supervisorOther

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Safety Hazards

Types of safety hazards Responses

1. Eliminate the hazard.

2. If the hazard cannot be eliminated, use protective devices such as guards on machinery.

3. If the hazard cannot be guarded, provide warnings, such as labels on the hot parts inside photocopiers.

4. If you cannot remove or guard the hazard on your own, notify the proper authority.

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Common Concerns

SmokingAlcoholism and drug abuseProblems related to computer useRepetitive-motion disordersAIDS

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Programs to Promote Safety and Health

BenefitsCharacteristics of an Effective ProgramRole of the supervisor

Training and hazard preventionPrompt responsesQuality of work lifeSetting an example

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Low Cost Safety Guidelines

1. Be fanatic about health and safety.

2. Establish a safety committee.

3. Heighten work awareness.

4. Reward suggestions for improved health and safety measures.

5. Make cleanliness more than a virtue.

6. Distribute a safety and emergency procedures and instructions manual.

7. Post emergency phone numbers in prominent locations through the workplace.

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Low Cost Safety Guidelines (continued)

8. Conduct safety evacuation drills where appropriate.

9. Insist that all hazardous substances and materials be tightly sealed and properly stored.

10. When you say hard hats are required on the work site, mean it!

11. Install appropriate smoke detectors, alarms, and fire extinguishers.

12. Strictly enforce no-smoking and no-perfume rules.13. Clearly mark all hazardous items and zones.14. Never condone or encourage safety shortcuts.

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Labor Relations: The Supervisor’s Role

The organization driveCollective bargainingThe labor contract

Working with the union stewardGrievances

StrikesThe supervisor’s role in preventing strikesThe supervisor’s role during a strike

Notification about plant closingsWARN

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Fair Employment

Employers have to provide a workplace in which employees can do their work free of intimidation and with equal opportunities to advance according to their abilities.

Laws concerning fair employment cover the requirement to avoid harassment and provide reasonable accommodation.

The government has passed laws to help employees keep their jobs when family, medical, and military needs arise.

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Fair Employment (continued)

Sexual or other harassmentResponding to charges of sexual harassmentBehaviors that may constitute sexual harassment:

Suggestive remarks Teasing or taunting of a sexual nature Unwelcome physical conduct or sexual advances Continual use of offensive language Sexual bantering Bragging about sexual prowess Office or locker-room pinups “Compliments” with sexual overtones A demand for sex in return for retaining a job or being promoted

Preventing sexual harassment

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Fair Employment (continued)

Accommodation of disabled employeesFamily, medical, and military leave

Family and medical leave actUniformed services employment and

reemployment

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