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Chapter 13
Health and Safety
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Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins Chapter 13, slide 2
Introduction
management has both legal and moralresponsibilities to provide a safe and healthyworkplace
work-related accidents, injuries, and illnesses arecostly cost of lost productivity to U.S. companies surpasses
$100 billion annually. Enter:
http://www.osha.gov/ -
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Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins Chapter 13, slide 3
The Occupational Safety and Health Act
OSHA
1970 federal legislation
established health and safety standards
authorized inspections and fines for violations
empowered OSH Administration to ensurestandards are met
requires employers to keep records of illnessesand injuries, and calculate accident ratios
applies to almost every U.S. business engagedin interstate commerce
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Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins Chapter 13, slide 4
The Occupational Safety and Health Act
1. imminent danger: where an accident isabout to occur
2. accidents that have led to serious injuries or
death: Employer must report within 8 hours
3. employee complaints: employees have rightto call OSHA
OSHAs Five Inspection Priorities
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Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins Chapter 13, slide 5
TheOccupational Safety and Health Act
4. inspection of industries with the highest injury
or illness rates
5. random inspectionSupreme Court ruled (Marshall v. Barlows Inc., 1978)that employers are not required to let OSHA inspectors enterwithout search warrants
most attorneys recommend companies cooperate withinspectors
meat processing
lumber and wood products
roofing and sheet metal
chemical processing
transportation
warehousing
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Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins Chapter 13, slide 6
The Occupational Safety and Health Act
industries with high incidences of injury (incidentrates) must keep records for OSHA
basis for record-keeping is Form 300
must report any work-related illness; reportinjuries that require medical treatment besidesfirst aid, involve loss of consciousness, restrictionof work or motion, or transfer to another job
incidence rate: number of illnesses, injuries orlost workdays per 100 full-time workers
OSHAs Record-Keeping Requirements
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The Occupational Safety and Health Act
Omnibus Budget Reconciliation Act of 1990allows fines up to $70,000 if violation issevere, willful and repetitive
fines can be for safety violations or failure tokeep adequate records
courts have backed criminal charges againstexecutives when they have willfully violatedhealth and safety laws
OSHA Punitive Actions
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The National Institute for Occupational Safety and Health (NIOSH)
is a government agency that researches and makes
recommendations to prevent work-related illness and injury.
OSHA: A Resource for Employers
1. fostering management and employee involvement
2. offering worksite analysis
3. teaching hazard prevention and control
4. training employees, supervisors, managers
OSHA also helps small businesses and
entrepreneurs by
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Contemporary Health and Safety Issues
workplaceviolence
indoorair quality
smoke-freeenvironment
repetitive
stressinjuries STRESS!
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Contemporary Health and Safety Issues
at-risk workers are those who exchange money and/or interactprimarily with the public, make deliveries, work alone or in small
groups, and work late-night or early morning hours
recommended HRMactions:1. develop a plan, including review of policies and employee treatment;
respect to workers is paramount2. train supervisors to identify and deal with troubled employees
3. implement stronger security mechanisms
4. prepare employees to deal with violent situations
workplaceviolence
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Contemporary Health and Safety Issues
a building is sick if it contains harmful airborne chemicals,
asbestos, or indoor pollution
suggestions for keeping the environment healthy:
1. make sure workers get enough fresh air
2. avoid suspect building materials and furnishings
3. test new buildings for toxins before occupancy
4. provide a smoke-free environment5. keep air ducts clean and dry
6. pay attention to workers complaints
indoor
airquality
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Contemporary Health and Safety Issues
Costs of smokers:
increased health premiums
absenteeism
lost productivity due to smoke breaks
maintenance costs
harm to coworkers by second-hand smoke
smoking bans should take a phased-in approach
smoke-freeenvironment
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Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins Chapter 13, slide 13
Contemporary Health and Safety Issues
smoke-free policies at work include banning
smoking or restricting it to properly ventilateddesignated areas
employees should be involved in phase-in ofprograms
some employers offer incentives and help foremployees to stop smoking
smoke-freeenvironment
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Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins Chapter 13, slide 14
Contemporary Health and Safety Issues
injuries resulting from continuous, repetitive
movements, such as typing also referred to as musculoskeletal disorders (MSDs)
the most frequent injury is carpal tunnel syndrome,which occurs in the wrist
ergonomics, or fitting the work environment to theindividual, can prevent repetitive motion injuries
See http://www.office-ergo.com/a.htmfor specific tips.
repetitive
stressinjuries
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Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins Chapter 13, slide 15
Contemporary Health and Safety Issues
we feel negative stress in the face of constraints,
demands, and pressure
stress costs U.S. corporations almost $300 billionannually
STRESS!
The American Institute of Stress, www.stress.org, offers a wealth ofinformation, including this questionnaire that assesses stress levels:
http://www.stress.org/topic-workplace.htm
http://www.stress.org/http://www.stress.org/topic-workplace.htmhttp://www.stress.org/topic-workplace.htmhttp://www.stress.org/topic-workplace.htmhttp://www.stress.org/topic-workplace.htmhttp://www.stress.org/ -
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Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins Chapter 13, slide 16
Contemporary Health and Safety Issues
Common Causes of Stress
organizational personal
Task demands -job design,working conditions,
physical layout, work quotas.
Role demands -conflicts,overload and ambiguity.
Interpersonal demands
-lack of social support
and poor interpersonalrelationships.
Organizational structure
Organizational leadership
Family issues
Personal economic problems
Inherent personality
characteristics
type A / type B dichotomy
organizational personal
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Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins Chapter 13, slide 17
Contemporary Health and Safety Issues
physiological(increased blood pressure, headaches,increased pulse rate) are the most difficult to observe
psychological(increased tension and anxiety, boredom,procrastination) can lead to productivity decreases
behavioral(increased smoking or substance
consumption, sleep disorders) also affect theorganization
What HR Can Do
1. match individuals to their jobs2. clarify expectations3. redesign jobs4. offer involvement and participation
Symptoms of Stress
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Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins Chapter 13, slide 18
Contemporary Health and Safety Issues
Dilemmas for HRMinclude:
1. balancing the need to energize people with
the need to minimize dysfunctional stress
2. deciding how much an employer canintrude on employees personal lives
Reducing Stress
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Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins Chapter 13, slide 19
Four techniques HR can use to reduce burnout:
1. identification2. prevention
3. mediation4. remediation
Contemporary Health and Safety Issues
Burnout is a function of three concerns:
chronic emotional stress with emotional and/or physicalexhaustion
lowered job productivity
dehumanizing of jobs
Take this quiz if you think you are approaching burnout at work:http://stress.about.com/library/burnout/bl_job_burnout_quiz.htm
Burnout
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Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins Chapter 13, slide 20
Employee Assistance Programs
extension of 1940s programs to help employees with
alcohol-related problems
cost-effective counseling to help employees overcome
problems such as:1. substance abuse
2. bereavement
3. child-parent problems
4. marriage problems
A Brief History of EAPs
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Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins Chapter 13, slide 21
The Employee Assistance Program
provides employees visits with counselors atcompany expense; usually visits are off-site
help control rising health insurance costs
employees and supervisors must be familiar
with and trust the program and perceive EAPsas worthwhile
confidentiality is guaranteed
for every dollar spent on EAP programs,
studies estimate a return of $5.00 to $16.00 insavings
EAPs Today
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Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins Chapter 13, slide 22
The Employee Assistance Program
programs to keep employees healthy; include smokingcessation, physical fitness, weight control, etc.
designed to cut employer health costs and lower
absenteeism
employees must view programs as having value must have top management support
should also provide services for employees families
need opportunities for employee input
Wellness Programs
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Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins Chapter 13, slide 23
International Safety and Health
1. an up-to-date health certificate providing records ofemployee vaccinations
2. a general first aid kitshould include over-the-counter andprescription medications and other supplies that might notbe available to U.S. workers abroad
3. emergency plans help expatriates anticipate medicalneeds and locate resources
4. U.S. Department of State hotline provides travel alertsabout such issues as terrorist activity or disease
outbreaks5. security concerns prompt recommendations regarding
travel modes, attire, and blending in
International Health Issues/Needs
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Fundamentals of Human Resource Management 10/e DeCenzo/Robbins Chapter 13 slide 24
True or False?
1. Its not managements responsibility to provide a safe and healthyworkplace.
False!
2. OSHA applies to almost every U.S. business engaged in interstatecommerce.
True!
3. Most attorneys recommend companies cooperate with OSHA inspectors.
True!
4. Smoking bans work best when they take a cold turkey approach.
False!
5. HR should clarify expectations of employees in an effort to reduce worker
stress.True!
6. EAPs give employees visits with counselors at the companys expense.
True!