Tag Archives: employee

General Safety Issues

KEEPING OUR AGING WORKFORCE SAFE

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Who knows what age determines when a person becomes a member of the “aging workforce”, or what is sometimes referred to as the “chronologically-gifted workforce?”  Those “baby boomers” born after World War II should be getting ready to retire; however, times have changed. Americans are living longer and they are also working longer.  Regardless of the reasons to continue working, older workers bring knowledge, experience, and wisdom to many aspects of business.  Studies report that in general, there is lower turnover, more dedication to the workplace, more positive attitudes, and less absenteeism than from a younger workforce.

Employers must apply safety practices in the workplace to prevent significant injuries to all employees, not just the older workers.  However, there are some reasons that extra care should be taken to ensure the safety of those whose hearing, vision, or balance may slow them down a little.  Training may be different for older workers.  New skills should be explained in a way that they understand. Simply put, justification and logic- why you are doing what you are doing is the easiest message to get across to workers of any age.

According to the Texas Department of Insurance, these are some changes that happen as workers age:

  • Balance – Injuries involving falls are more common to older workers.  Slips and falls account for 14 to 40 percent of non-fatal occupational injuries to workers of all ages.  Work should be matched up to a person’s abilities.  The correct Personal Protective Equipment should be furnished to all workers.
  • Muscular – Older workers may lose muscle mass, which means they lose strength. They may tire more easily, and need to exercise daily to be fit and flexible.
  • Respiratory – Oxygen uptake declines after the age of 50, and physical activity is more difficult.  If the worker is not able to do strenuous tasks, they should be assigned a less physically demanding job.
  • Vision – Many folks in their forties sometimes begin to notice that they do not see as well as they did when they were younger.  Workers should be encouraged to have their eyes checked regularly.  Signs at workplaces should be easily seen and easy to read and follow.
  • Circulatory – We all know that in the summer, outside workers need more breaks and water to cope with heat stress.  These especially apply to the older worker.  All workers should be allowed proper consideration to accommodate what their bodies can withstand in cold or hot weather conditions.
  • Mental – Older persons are usually able to perform mental tasks just as well as their younger counterparts.  They are still able to learn to do new things, it might just take them a little longer.  Changes in mental ability and physical condition do not happen to everyone as they age.
  • Hearing – Employers should be aware that some older workers may be less able to hear verbal instructions if the background is noisy, and be sure that they understand what is being requested of them.

The older generations didn’t have all the technology exists now.  They did many things the old-fashioned way – the hard way!  We also need to appreciate the fact that they are willing to go out into this busy, fast-paced world and do their jobs with the pride and work ethics they were taught.  They can teach us all a thing or two!  Let’s keep them safe.

General Safety Issues

NEW OSHA CRACKDOWN

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(O.S.H.A.)-Occupational Safety and Health Administration’s role is to assure safe and healthful working conditions for working men and women.

Here is valuable information regarding seven significant OSHA standards that will have an impact on American employers:

1. Recordkeeping: On October 1, 2009, OSHA announced its national emphasis program on recordkeeping. This emphasis program will include greater scrutiny of employer maintained OSHA logs, whether employers are recording all workplace recordable injuries/illnesses, and more.

2. Annual verification of lockout/tagout procedures: OSHA will focus on whether employers are complying with the requirement to conduct periodic inspections (at least annually) of the energy control procedures as required by 20 CFR 1910.147 (c)(6)(i).

3. A general lockout/tagout policy does not comply with OSHA regulations: Employers must have a separate lockout/tagout procedure for each piece of different equipment.

4. Combustible dust standard: On April 29, 2009, OSHA announced it would initiate rulemaking on combustible dust hazards. OSHA will issue an Advanced Notice of Proposed Rulemaking and convene related stakeholder meetings to evaluate possible regulatory methods, and request data and comments on issues related to combustible dust.

5. Per employee penalties for PPE and training violations: OSHA has issued its final rule allowing OSHA to cite employers on a “per employee basis” for failure to wear/use required personal protective equipment (PPE). This rule went into effect January 12, 2009, and applies to PPE and training. As a result, an employer who has failed to properly train employees or who has employees not wearing or using PPE may receive a citation per employee.

6. Liability of general contractors for hazards they did not create and/or where their own employees were not exposed: In February 2009, the Eighth Circuit Court of Appeals a certain case held that OSHA regulations do not preclude OSHA from issuing citations to a general contractor under the multi-employer citation policy simply based on the fact that the general contractor “controls” the worksite regardless of whether or not the general contractor created the hazard or had its own employees exposed to the hazard.

7. OSHA settlement agreements and additional employer obligations: Employers should be aware that OSHA is mandating uniformity in the language of ALL settlement agreements. Additionally, OSHA is including in all settlement agreements language that seeks to use the settlement process as a way to get employers to agree to undertake additional obligations.

Safety should be the #1 priority chosen by all employers.  Taking the time for proper safety meetings and training for on-the-job accident prevention is not nearly as costly as just one tragic accident.

Source: ProfessionalDevelopmentUniversity.com

General Safety Issues

NEW EMPLOYEES

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Do you remember your first day on the job, wishing you understood what everyone else was doing?  You want to fit in, and it seems as though there’s a mountain of information being tossed your way.  No one can absorb everything they are told, but the main thing one needs to pay attention to is safety on the job.  With the summer season beginning, a whole new workforce will begin.  Those younger employees need to have a mentor for a few months, just to ensure their safety and the safety of others.

It is the responsibility of the employer to provide proper training beginning from Day One.

Bureau of Labor Statistics show that 40% of on-the-job injuries are workers experiencing their first year of work.  The first thing employers should do is start orientation on the first day.  Co-workers can be of assistance if they notice the new employee is doing something unsafe; they need to speak up and warn them before they get injured.  They also can tell the new employee who to talk to if they have concerns about safety.  Personnel need to respect the equipment they are working with, and be aware that their wellness can be an issue if they don’t use caution.

In most of our experiences, we gradually find out what to do:  a good example is a Fire Drill.  Every company has their own policy and procedures and new employees should be told where the exits are and what to do upon exiting the building.  Many times, we don’t find out until there is a fire drill and then someone says, “Oh, yeah, do such and such, then return to work when the all clear is given.”

New employees, remember this:

  • Don’t take shortcuts
  • Use what you learn all the time
  • Be sure you understand; don’t hesitate to ask questions
  • Respect and follow warnings
  • Be sure you know what to do in emergency situations
  • As for safety materials and instructions if you have not received them

Remember the TEAM mantra applies to all of us:
Together Everyone Accomplishes More!

Think Safety and Work Safely.

General Safety Issues

INCENTIVES FOR WELLNESS PROGRAMS US GOVERNMENT

Employers and insurers are now limited on what they can offer in their incentives for wellness programs due to a maze of federal rules.  Congress is considering giving employers new authority to reward their employees for healthy practices, such as exercise, better diet, weight loss and smoking cessation.  Senators on both side of the aisle are working on comprehensive health legislation.  They agree that prevention and wellness should be the centerpiece of healthcare reform.  Democrats Tom Harkin, Iowa, and Max Baucus, Montana, as well as Republicans John Cornyn, Texas, and Orrin Hatch, Utah, are taking the lead to create such motivations.

Companies have found that by building wellness programs, health costs have decreased, and created an increase in worker productivity.  Under the proposals of members of Congress, companies could obtain tax credits or subsidies for programs that offer periodic screenings for health problems or counseling for employees to understand the benefits of healthier lifestyles. There could also be financial rewards or penalties to encourage healthy behavior of their workers.

Some of the benefits that are already in place in many large companies are:

  • Free Immunizations
  • Employee Assistance Programs
  • Physical Fitness Programs
  • Exercise
  • Wellness Newsletters
  • Weight Management

Programs such as this help people control blood pressure, fight obesity, and manage other chronic conditions, such as diabetes.

Critics that are opposed to government involvement feel that employees should be rewarded for the job they do, and not be penalized if they don’t exercise, eat properly, or maintain healthy life styles.  However, federal officials feel that the rewards and penalties can be used in an ethical way.  Unhealthy behavior of some employees may affect their co-workers, such as driving up health care costs for the whole group.

If the lawmakers are successful in passing this legislation, it will enable employers to establish better health practices for their employees.  It will be interesting to see if employers’ participation grows, resulting in a healthier workforce.

Source: NYTimes