HRM Term paper
CHAPTER 14
Risk Management and Worker Protection
© 2017 Cengage Learning®. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part.
© 2017 Cengage Learning®. May not be scanned, copied or duplicated, or posted to a publicly accessible Web site, in whole or in part.
Learning Objectives
Understand risk management and identify its components
Discuss important legal areas regarding safety and health
Outline the basic provisions of the Occupational Safety and Health Act of 1970 and recordkeeping and inspection requirements
© 2017 Cengage Learning®. May not be scanned, copied or duplicated, or posted to a publicly accessible Web site, in whole or in part.
Learning Objectives
List three workplace health issues and highlight how employers are responding to them
Define workplace security concerns and discuss some elements of an effective security program
Describe the nature and importance of disaster preparation and recovery planning for HR
© 2017 Cengage Learning®. May not be scanned, copied or duplicated, or posted to a publicly accessible Web site, in whole or in part.
Risk Management
Risk management: Involves the responsibility to consider physical, human, and financial factors to protect organizational and individual interests
© 2017 Cengage Learning®. May not be scanned, copied or duplicated, or posted to a publicly accessible Web site, in whole or in part.
Risk Management
Health
Safety: Condition in which people’s physical well-being is protected
Security: Protection of employees and organizational facilities from forces that may harm them
© 2017 Cengage Learning®. May not be scanned, copied or duplicated, or posted to a publicly accessible Web site, in whole or in part.
Health: General state of physical, mental, and emotional well-being
Safety: Condition in which people’s physical well-being is protected
Security: Protection of employees and organizational facilities from forces that may harm them
5
Safety and Health Regulations
Major legal concerns:
Workers’ Compensation Legislation
Americans with Disabilities Act
Child Labor Laws
Occupational Safety and Health Act
© 2017 Cengage Learning®. May not be scanned, copied or duplicated, or posted to a publicly accessible Web site, in whole or in part.
Workers’ Compensation
Employers purchase insurance to compen-sate employees for injuries received while on the job
Require payments be made to an employee for:
Time away from work because of an injury
Payments to cover medical bills
Retraining if a new job is required as a result of the incident
© 2017 Cengage Learning®. May not be scanned, copied or duplicated, or posted to a publicly accessible Web site, in whole or in part.
Americans with Disabilities Act (ADA) and Safety Issues
When making accommodations for injured employees through restricted duty work, essential job functions are undercut
© 2017 Cengage Learning®. May not be scanned, copied or duplicated, or posted to a publicly accessible Web site, in whole or in part.
Employers try to return injured workers to work to reduce workers’ compensation costs
HR professionals understand ADA guidelines as they affect physical disabilities
It becomes difficult where mental illness is at issue
8
Child Labor Law Restrictions
Source: Adapted from Department of Labor, http://www.dol.gov/whd/childlabor.htm.
© 2017 Cengage Learning®. May not be scanned, copied or duplicated, or posted to a publicly accessible Web site, in whole or in part.
Fair Labor Standards Act (FLSA) set restrictions on work for younger workers
Penalties for violating restrictions can be costly
Work-related injuries of teenage workers is a significant issue
Proper training of managers and employees is critical
9
Legal Issues Related to Work Assignments
Reproductive Health - Employers should not prevent employees from working in jobs hazardous to reproductive concerns, but should:
Maintain the safest working methods
Comply with safety laws
Inform employees of risks
Document employee acceptance of risks
Employees can refuse unsafe work
© 2017 Cengage Learning®. May not be scanned, copied or duplicated, or posted to a publicly accessible Web site, in whole or in part.
Hazards that can reduce fertility in women
cancer treatment drugs, including antineoplastic drugs
lead
ionizing radiation, including x-rays and gamma rays
nitrous oxide (N2O)
Hazards that can disrupt the menstrual cycle and/or sex hormone production
a variety of pesticides
carbon disulfide (CS2)
polychlorinated biphenyls (PCBs)
organic solvents
jet fuel
shift work
10
Occupational Safety and Health Act
Enacted to ensure that the health and safety of workers is protected
Occupational Safety and Health Administration (OSHA) administers provisions of the law
© 2017 Cengage Learning®. May not be scanned, copied or duplicated, or posted to a publicly accessible Web site, in whole or in part.
National Institute for Occupational Safety and Health (NIOSH) develops safety standards
Occupational Safety and Health Review Commission (OSHRC) reviews OSHA actions
11
OSHA Enforcement Actions and Results
OSHA enforces safety regulations
Since 2003, incidences have declined
Employers must adhere to:
Provide safe and healthy working conditions
Notification and posters are required of employers
Report recordable cases
© 2017 Cengage Learning®. May not be scanned, copied or duplicated, or posted to a publicly accessible Web site, in whole or in part.
Determining Recordability of Cases under the Occupational Safety and Health Act
© 2017 Cengage Learning®. May not be scanned, copied or duplicated, or posted to a publicly accessible Web site, in whole or in part.
Categories of Injuries
Death
Injuries Causing Days Away from Work
Injuries or Illness Causing Job Transfer or Restricted Duty
Other Recordable Cases
13
Nonfatal Occupational Injury and Illness Incidence Rates, 2004–2013
Source: Adapted
from OSHA.gov.
© 2017 Cengage Learning®. May not be scanned, copied or duplicated, or posted to a publicly accessible Web site, in whole or in part.
Workplace Fatalities, 2004–2013
Source: Adapted from OSHA.gov.
© 2017 Cengage Learning®. May not be scanned, copied or duplicated, or posted to a publicly accessible Web site, in whole or in part.
OSHA Inspections
Compliance officers - Conduct on-the-spot inspections
Dealing with an inspection
Check inspector’s credentials
Initial conference with the compliance officer
Review of safety records
On-the-spot inspection
Citations issued for any violations
© 2017 Cengage Learning®. May not be scanned, copied or duplicated, or posted to a publicly accessible Web site, in whole or in part.
Citations and violations
Imminent danger - Reasonable certainty that the condition will cause death or serious physical harm if not corrected immediately
Serious - Condition could probably cause death or serious physical harm, and the employer should know of the condition
Other than serious - Impact employees’ health or safety but probably would not cause death or serious harm
De Minimis – Condition not directly and immediately related to employee safety or health
Willful and Repeated – Issued to employers that have been previously cited
Most common violations are related to fall protection, hazard communication, scaffolding, respiratory protection, and powered industrial trucks
16
Source: Based partly on http://www.fit2wrk.com/_ forms/ARTICLE_Fit2wrk_ ClinicalEd_vol1-16.pdf.
Costs of Accidents
© 2017 Cengage Learning®. May not be scanned, copied or duplicated, or posted to a publicly accessible Web site, in whole or in part.
Figure 14-7: Examples of Direct, Indirect, and Immeasurable Costs of Accidents
17
Safety Management
Steps to reduce accidents:
Organizational commitment to safety
Safety policies, discipline, and record keeping
Safety training and communication
Effective safety committees
Inspection, investigation, and evaluation
Accident reduction using ergonomics
© 2017 Cengage Learning®. May not be scanned, copied or duplicated, or posted to a publicly accessible Web site, in whole or in part.
Organizational Commitment to Safety
Top management support is critical
Safety Policies, Discipline, and Recordkeeping
Frequent reinforcing of safe behavior is important
Safety Training and Communication
Training and communicating procedures reduces accidents
Effective Safety Committee
Key best practices:
Senior leaders must endorse and managers must actively assist
Safety advocates should be on committees
Management and employees should be represented
Inspection, Investigation, and Evaluation
Regular inspections should be performed
Research on prevention should be arranged
18
Approaches for Effective Safety Management
© 2017 Cengage Learning®. May not be scanned, copied or duplicated, or posted to a publicly accessible Web site, in whole or in part.
Accident Reduction Using Ergonomics
Ergonomics: Study and design of work environment to address physical demands placed on individuals as they perform their jobs
© 2017 Cengage Learning®. May not be scanned, copied or duplicated, or posted to a publicly accessible Web site, in whole or in part.
20
Substance Abuse
Alcohol and drug abuse
Greater risk for accidents, injuries, disciplinary problems, and involuntary turnover
© 2017 Cengage Learning®. May not be scanned, copied or duplicated, or posted to a publicly accessible Web site, in whole or in part.
By 2013, 25 million Americans are current illicit drug users https://www.drugabuse.gov/publications/drugfacts/nationwide-trends
40% of all industrial workplace fatalities are caused by substance abusers. https://bradfordhealth.com/workplace-accidents-drug-alcohol-abuse/
Estimated that companies lose over $7,000 per year for every employee who abuses alcohol or drugs
https://www.drugabuse.gov/publications/drugfacts/marijuana
21
Other Employee Health Concerns
Employee Health
Emotional/
Mental Health
Stress
Smoking
at Work
Employee Health
Emotional/
Mental Health
Stress
Smoking
at Work
© 2017 Cengage Learning®. May not be scanned, copied or duplicated, or posted to a publicly accessible Web site, in whole or in part.
Emotional/Mental Health
Affected employees can be referred to outside resources through employee assistance programs
© 2017 Cengage Learning®. May not be scanned, copied or duplicated, or posted to a publicly accessible Web site, in whole or in part.
Up to 25 percent of medical claims filed can be tied to mental and emotional illnesses
5.4 percent of American adults have a serious mental illness that substantially interferes with one or more major life activities
23
Stress
Stress: Harmful physical or psychological reaction that occurs when people are subject to excessive demands or expectations
Stress is most common reason for long-term work absence
© 2017 Cengage Learning®. May not be scanned, copied or duplicated, or posted to a publicly accessible Web site, in whole or in part.
24
Three Components of Stress
Includes three main components:
Some environmental force affecting the individual, which is called a stressor
The individual’s psychological or physical response to the stressor
In some cases, an interaction between the stressor and the individual’s response
© 2017 Cengage Learning®. May not be scanned, copied or duplicated, or posted to a publicly accessible Web site, in whole or in part.
Stress Management Programs or Interventions (SMIs)
Any activity, program, or opportunity initiated by an organization, which focuses on reducing the presence of work-related stressors or on assisting individuals to minimize the negative outcomes of exposure to these stressors
Stress management interventions (SMI) are popular
Two important issues have yet to be completely addressed:
The definition of stress
The effectiveness of SMIs
25
Organizational Stressors
Factors intrinsic to the job
Organizational structure and control
Reward systems
Human resource systems
Leadership
© 2017 Cengage Learning®. May not be scanned, copied or duplicated, or posted to a publicly accessible Web site, in whole or in part.
Factors intrinsic to the job
Role conflict or ambiguity
Workload
Insufficient control
Surgeon, lawyer, bartender, patrol officer…
Organizational structure and control
Red tape politics: Red tape is an idiom that refers to excessive regulation or rigid conformity to formal rules that is considered redundant or bureaucratic and hinders or prevents action or decision-making. It is usually applied to governments, corporations, and other large organizations.
Rigid policies
Reward systems
Faulty and infrequent feedback
Inequitable rewards
Human resource systems
Inadequate career opportunities
Lack of training
Leadership
Poor relationships
Lack of respect
26
Exercise: How Are You Dealing with Stress?
Fill out the survey.
Was this survey and the follow-up information helpful to you?
What has worked best for you in dealing with stress in your life?
© 2017 Cengage Learning®. May not be scanned, copied or duplicated, or posted to a publicly accessible Web site, in whole or in part.
Stress Management Programs or Interventions
Educational Interventions are designed to inform the employee about:
The sources of stress
What stress feels like
How the individual can better cope with stress
Skill-acquisition interventions are designed to
Provide employees with ways to cope with stressors
Help keep the effects of stress in check
© 2017 Cengage Learning®. May not be scanned, copied or duplicated, or posted to a publicly accessible Web site, in whole or in part.
Issues Guiding SMIs
Look for specific issues with employees—instead of talking generally about “stress,” determine what specifically is going on with employees
Assessment—What evidence is there of a problem, and how widespread is it?
Specific and focused solutions
What will work in a particular organization?
Where should the intervention be targeted?
Strategic intervention
How does this intervention relate to other HR and organizational practices?
Do other things in the organization need to change first?
Evaluation and feedback
What will be evaluated?
How will this guide future actions?
28
How to make stress your friend
© 2017 Cengage Learning®. May not be scanned, copied or duplicated, or posted to a publicly accessible Web site, in whole or in part.
Health Promotion
Employee assistance program (EAP): Provides counseling and other help to employees having emotional, physical, or other personal problems
© 2017 Cengage Learning®. May not be scanned, copied or duplicated, or posted to a publicly accessible Web site, in whole or in part.
EAPs help improve employee performance
Reduce expenses associated with benefits
Enhance organizational well-being
Most common employee issues dealt with in EAPs
Child care and elder care
Mental health and substance abuse
Relationship issues
Legal and financial problems
Career advice
30
Employee wellness programs or health promotion programs
Encourage individuals to adopt lifestyles that maximize overall well-being
© 2017 Cengage Learning®. May not be scanned, copied or duplicated, or posted to a publicly accessible Web site, in whole or in part.
Health promotion: Supportive approach of facilitating and encouraging healthy actions and lifestyles among employees
Wellness programs: Programs designed to maintain or improve employee health before problems arise
Level I Programs
Primarily cover educational activities
Level II Programs
Attempt to bring about direct behavioral change
Level III Programs
Try to create an organizational environment that helps employees maintain healthy lifestyles
31
Security Concerns at Work
Security Concerns
Security Management
Workplace Violence
Employee Screening and Selection
Security Personnel
© 2017 Cengage Learning®. May not be scanned, copied or duplicated, or posted to a publicly accessible Web site, in whole or in part.
Security Management
Security management involves:
Performing a security audit: Comprehensive review of organizational security
Controlling physical access to the facilities of the organization
Controlling access to HR data
Screening job applicants
Providing trained security personnel
© 2017 Cengage Learning®. May not be scanned, copied or duplicated, or posted to a publicly accessible Web site, in whole or in part.
Security Management
Violence prevention training – Managers, HR staff members, supervisors, and employees should be trained on:
How to recognize the signs of a potentially violent employee
What to do when violence occurs
© 2017 Cengage Learning®. May not be scanned, copied or duplicated, or posted to a publicly accessible Web site, in whole or in part.
Levels of Workplace Violence Warning Signs
Source: Adapted from DOL .gov, http://www.dol.gov/oasam /hrc/policies/dol-workplace- violence-program.htm.
© 2017 Cengage Learning®. May not be scanned, copied or duplicated, or posted to a publicly accessible Web site, in whole or in part.
Workplace incivility: Rude behavior that offends other employees
Bullying: Behavior that the victim perceives as oppressive, humiliating, threatening, or infringing that occurs over an extended time
35
Dealing with Workplace Violence
Develop policies and practices for trying to prevent and respond to it
Train managers, especially with examples
Create a violence response team
Develop post-violence response plans
CSU Policy On Workplace Violence
© 2017 Cengage Learning®. May not be scanned, copied or duplicated, or posted to a publicly accessible Web site, in whole or in part.
CSU Active Shooter Safety Training
© 2017 Cengage Learning®. May not be scanned, copied or duplicated, or posted to a publicly accessible Web site, in whole or in part.
Disaster Preparation and Recovery Planning
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
© 2017 Cengage Learning®. May not be scanned, copied or duplicated, or posted to a publicly accessible Web site, in whole or in part.
Elements of a Disaster Plan
© 2017 Cengage Learning®. May not be scanned, copied or duplicated, or posted to a publicly accessible Web site, in whole or in part.
Disaster Preparation and Recovery Planning
Disaster Training Topics
First Aid/CPR
Hazardous Materials Containment
Disaster Escape Means
Employee Contact Methods
Organization Restoration Efforts
© 2017 Cengage Learning®. May not be scanned, copied or duplicated, or posted to a publicly accessible Web site, in whole or in part.
https://www.ready.gov/wildfires
https://www.fema.gov/media-library-data/1527866703522-0c3242fc628e2979e6fd98e35d338cc2/Wildfire_May2018.pdf
40