1. Managing Workplace Safety and Health
Chapter 16
Managing Workplace Safety and Health
Managing workplace safety and health is an important initiative for organizations and an important role for HR specialists.
Copyright © 2016 Pearson Education, Inc.

2. Chapter Challenges
Explain the reasons for safety and health laws, as well the extent of the employer’s responsibility to fund a workers’ compensation system and maintain a safe and healthy work environment
Identify the basic provisions of the Occupational Safety and Health Act
After reading this chapter, you will be able to explain the reasons for safety and health laws, as well the extent of the employer’s responsibility to fund a workers’ compensation system and maintain a safe and healthy work environment. You will also identify the basic provisions of the Occupational Safety and Health Act.
Copyright © 2016 Pearson Education, Inc.

3. Chapter Challenges
Develop an awareness of contemporary health and safety issues, including AIDS, workplace violence, smoking in the workplace, cumulative trauma disorders, fetal protection, hazardous chemicals, and genetic testing
Describe the features of safety programs and understand the reasons for and the effects of programs designed to enhance employee well-being
Additionally, after reading Chapter 16 you will develop an awareness of contemporary health and safety issues, including AIDS, workplace violence, smoking in the workplace, cumulative trauma disorders, fetal protection, hazardous chemicals, and genetic testing. You will also describe the features of safety programs and understand the reasons for and the effects of programs designed to enhance employee well-being.
Copyright © 2016 Pearson Education, Inc.

4. Workplace Safety and Law
Bureau of Labor Statistics noted 3 million job injuries in 2011; in 2012, 4,383 workers died
Workers’ Compensation
Benefits of Workers Compensation
Cost of Workers’ Compensation
The Bureau of Labor Statistics noted 3 million job injuries in 2011, and in 2012, 4,383 workers died. However, the number of on-the-job fatalities and injuries has been decreasing in the United States. Part of the reason for the decrease is due to the improved safety and health conditions of the workplace. The Occupational Safety and Health (OSHA) Act of 1970 and workers’ compensation laws came about to regulate workplace safety. We’ll talk about these in detail.
Workers’ compensation is mandated through state laws and is based on a theory that work-related accidents and illnesses are costs of doing business that the employer should pay for and pass on to the consumer. The goals of the workers’ compensation laws are to provide prompt, sure, and reasonable medical care to victims and income to victims and their dependents. It also provides a “no-fault” system in which injured workers can get quick relief without undertaking expensive litigation or court delays. Additionally, it encourages employers to invest in safety and promote research on workplace safety.
The benefits of workers’ compensation include:
Total disability benefits
Impairment benefits
Survivor benefits
Medical expense benefits
Rehabilitation benefits
Each state has its own workers’ compensation laws
The costs to employees of workers’ compensation insurance are directly affected by accidents, with premiums that can increase dramatically and stay high for years as a result of a single injury. Workers’ compensation insurance is based on payroll, but premiums paid are modified by an organization’s safety record. Workers’ compensation insurance premiums average from around 2% to more than 4% per $100 of wages, but the rate can be much higher in some industries, such as construction.
Copyright © 2016 Pearson Education, Inc.

5. Occupational Safety and Health Act (OSHA)
OSHA’s Provisions
To provide a safe and healthy work environment
To comply with specific occupational safety and health standards
To keep records of occupational injuries and illnesses
The Occupational Safety and Health Act of 1970 (OSHA) is a federal law that requires employers to provide a safe and healthy work environment, comply with specific occupational safety and health standards, and keep records of occupational injuries and illnesses.
OSHA is fairly straight-forward and imposes three major obligations on employers:
To provide a safe and healthy work environment
To comply with specific occupational safety and health standards
To keep records of occupational injuries and illnesses
Copyright © 2016 Pearson Education, Inc.

6. Preventing Workers’ Compensation Fraud
Keep the workplace safe
Educate employees about workers’ compensation system
Communicate with the claimant and others
The number of workers’ compensation claims has been going down, but the percentage of claims considered questionable has increased. Questionable claims are those that are given closer review and investigation due to the possibility of fraud. As a manager, you have the responsibility to take steps to limit fraudulent workers’ compensation claims and assure that your workers perceive that there is a level playing field in regard to such claims. The following are some actions that managers can take to reduce fraudulent claims:
Keep the workplace safe.
Educate employees about the workers’ compensation system.
Communicate with the claimant and others familiar with the incident.
Stay in contact with employees on workers’ compensation leave.
Stay in contact with employees on workers’ compensation leave
Copyright © 2016 Pearson Education, Inc.

7. Workplace Safety and Law
Hazard Communication Standard
Three agencies administer and enforce:
Occupational Safety and Health Administration (OSHA)
Occupational Safety and Health Review Commission (OSHRC)
National Institute for Occupational Safety and Health (NIOSH)
Employees also have responsibilities under OSHA in that they must comply with the relevant safety and health standards. Employees should report all hazardous conditions, injuries, or work-related illnesses to their employer. Employee rights under OSHA include the right to file safety or health grievances and complaints with the government, participate in OSHA inspections, and request information on safety and health hazards without fear of discrimination or retaliation by the employer.
Under both OSHA and state “right-to-know” regulations, employers must provide employees with information about hazardous substances in the workplace.
The Hazard Communication Standard is an OSHA standard that gives employees the right to know about hazardous chemicals in the workplace.
Three agencies that administer and enforce OSHA are:
1. The Occupational Safety and Health Administration (OSHA)
2. The Occupational Safety and Health Review Commission (OSHRC): Operates independently of OSHA and reviews its citations.
3. The National Institute for Occupational Safety and Health (NIOSH): Exists mainly to research safety and health problems and to assist OSHA in the creation of new health and safety standards.
Copyright © 2016 Pearson Education, Inc.

8. Occupational Safety and Health Administration
Occupational standards
Variances
Workplace inspections
Citations and penalties
The Occupational Safety and Health Administration has the primary responsibility for enforcing OSHA. It develops occupational standards, grants variances to employers, conducts workplace inspections, and issues citations and penalties.
Occupational standards, which cover hazards ranging from tools and machinery safety to microscopic airborne matter, can be exceedingly complex and detailed. Although many standards are clearly reasonable and appropriate, OSHA has frequently been criticized for adopting infeasible standards or standards whose costs exceed their benefits. Combustible dust is high on the list of needing more standards.
Variances: Employers may ask OSHA for temporary variance from a standard when they cannot comply with a new standard by its effective date.
Workplace inspections: OSHA has the power to conduct workplace inspections to make sure that organizations are complying with OSHA standards. Priority includes (1) imminent danger, (2) incidents resulting in fatalities or hospitalization of five or more employees, (3) follow-up of employee complaints, and (4) high-hazard industries and occupations.
Citations and penalties: OSHA may issue citations and impose penalties for any violations of OSHA standards. The exact penalty varies with the employer’s good faith attempts to comply with OSHA regulations, its history of previous violations, the seriousness of the infraction, and the size of the business.
Copyright © 2016 Pearson Education, Inc.

9. OSHA’s Free Consulting Services
The employer must contact OSHA consultant to get things started
An opening conference is scheduled at the work site
Employer and consultant examine the workplace conditions
Consultant reviews the findings
Consultant provides a written report
OSHA offers a free consultation service that works with small businesses to help them identify potential workplace hazards and improve safety management systems. In this slide, we see the basic procedures:
The employer must contact OSHA consultant to get things started.
An opening conference is scheduled at the work site.
Employer and consultant examine the workplace conditions.
Consultant reviews the findings.
Consultant provides a written report.
Copyright © 2016 Pearson Education, Inc.

10. Key Components of OSHA’s Bloodborne Pathogens Standards
Effectively managing workplace safety and health requires far more than reducing the number of job-related accidents and injuries.
Among the issues facing employers today are dealing with HIV and AIDS in the workplace.
Dealing effectively with workplace concerns arises when an employee contracts acquired immunodeficiency syndrome. A report stated that two-thirds of organizations with more than 2,500 employees had already experienced an employee with HIV.
There are federal guidelines regarding AIDS that require organizational compliance. The major sources of these guidelines are OSHA and the ADA.
In 1992, OSHA issued the Bloodborne Pathogens Standards (as seen in this slide) as a means to lower the accidental occurrence of bloodborne infections, such as HIV and hepatitis.
According to ADA guidelines, having HIV infection or AIDS does not necessarily prevent people from performing the essential functions of most jobs.
Copyright © 2016 Pearson Education, Inc.

11. Violence in the Workplace
Reducing Assaults and Threats
Half of U.S. firms with 1,000 or more employees report workplace violence
70% of U.S. firms have no policies
26% of domestic violence victims are women
Reducing Threats from Sabotage
Statistics on workplace homicides indicate that it is a relatively infrequent occurrence. According to the Bureau of Labor Statistics, 463 homicides occurred in the workplace in However, workplace homicides have decreased since 1994 (1,080).
Reducing assaults and threats: Approximately half of the U.S. organizations with 1,000 or more employees report the occurrence of workplace violence. However, approximately 70% of U.S. companies do not have policies regarding workplace violence. Proactive management that assesses risks and puts a policy in place should prevent the occurrence of violence in the workplace.
Domestic violence is probably viewed by many people as a private issue, but it can impact the workplace. Approximately 26% of women in the workplace identify themselves as victims or survivors of domestic violence.
Domestic violence can adversely affect an employee’s performance through absenteeism, tardiness, poor performance, and mistakes on the job.
Reducing threats from sabotage: Another form of workplace violence is sabotage. Sabotage is not physical violence; but just the same, it is a violent act. Acts of sabotage can be directed either at a person, such as attempts to damage someone’s career, or at an organization, such as attempts to damage equipment or reputation. Most sabotage includes an aspect or motive of revenge.
Managers should take steps to avoid negligent hiring, such as properly screening job candidates and performing background checks.
Copyright © 2016 Pearson Education, Inc.

12. Management Suggestions Domestic Violence
This slide lists some management suggestions when there is an identifiable domestic violence threat.
Copyright © 2016 Pearson Education, Inc.

13. Managing Workplace Health and Safety
Cumulative Trauma Disorders
Hearing Impairment
Fetal Protection, Hazardous Chemicals, and Genetic Testing
Cumulative trauma disorders (CTDs) are also called repetitive stress injuries. These are occupational injuries that occur from repetitive physical movements, such as assembly-line work or data entry. Managers can reduce injuries by altering physical workspace arrangements.
Hearing impairment: It is widely recognized that loud noises can lead to hearing loss. However, consistent exposure to loud noises 95 decibels has been found to be related to elevated blood pressure and various digestive, respiratory, allergenic, and musculoskeletal disorders. Efforts to preventing hearing loss should not be limited to getting employees to protect their hearing. Firms should also reduce the amount of noise in the workplace.
Fetal protection: During the 1970s and 1980s, policies emerged designed to prevent pregnant employees from exposure to hazardous chemicals that might damage the fetus. Reproductive health concerns are also an important workplace issue. Firms are looking into ways to prevent chemical exposure that may lead to hazardous results to reproductive health and pregnancies.
Hazardous chemicals: Many thousands of workplace accidents and injuries reported each year have been attributed to exposure to toxic chemicals. Determining whether a substance might have hazardous effects can be difficult. However, a Haz-Map (online decision support system) is available to help determine hazardous chemicals and chemical reactions.
Genetic testing: A form of biological testing that identifies employees who are genetically susceptible to illness or disability. The courts prohibit discrimination on the basis of results of genetic information.
Copyright © 2016 Pearson Education, Inc.

14. Safety and Health Programs
Safety Programs
EAPs
Wellness Programs
Safety programs: A safe work environment does not just happen—it must be created. Companies with comprehensive safety programs are likely to be rewarded with fewer accidents, fewer workers’ compensation claims and lawsuits, and lower accident-related costs. Safety committees are usually created within firms to help evaluate the adequacy of safety procedures and monitor the workplace in general.
EAPs: We have already discussed EAPs in an earlier chapter. However, one of the main purposes of an EAP is to help employees whose job performance is suffering due to physical, mental, or emotional problems. Many firms create EAPs for ethical and legal obligations to protect their workers’ physical health and mental health as well.
Burnout is a stress syndrome characterized by emotional exhaustion, depersonalization, and reduced personal accomplishment. Burnout can lead to serious health issues, and employers are recognizing the importance of understanding burnout and dealing with it by providing help to the employee and possibly reworking the employee’s work arrangement, when feasible and reasonable.
Wellness programs: Wellness programs are company-sponsored programs that focuses on preventing health problems in employees. These types of programs are becoming more popular and are on the rise. The primary purpose of these programs is to (1) help employees identify potential health risks, (2) educate employees about health risks, and (3) encourage employees to change their lifestyle through exercise, good nutrition, and health monitoring.
Copyright © 2016 Pearson Education, Inc.

15. Summary and Conclusions
Workplace Safety and the Law
Managing Contemporary Safety, Health, and Behavioral Issues
Safety and Health Programs
To summarize, it is important to maintain a safe workplace and create a safety culture. We have just reviewed workplace safety and the law;
managing contemporary safety, health, and behavioral issues; and safety and health programs.
Copyright © 2016 Pearson Education, Inc.

16. Pearson Education, Inc. Copyright
Copyright © 2016 Pearson Education, Inc.