Learning Objectives

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Learning Objectives

• After studying this chapter, you should be able
  to
• State the purpose of the Occupational Safety and
  Health Act (OSHA) and discuss its major
  provisions.
• List the three major causes of accidents in the
  workplace.
• Define frequency rate and severity rate.
• Offer several suggestions for promoting safety in
  the workplace.
• Discuss the Hazard Communication rule.
• Differentiate between stress and burnout.

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Learning Objectives (cont.)

• Name several work-related consequences of alcohol
  and drug abuse.
• Offer several guidelines for implementing a
  drug-testing program.
• Discuss the legal requirements for terminating an
  employee with acquired immunodeficiency syndrome
  (AIDS).
• Explain the three basic types of employee
  assistance programs (EAPs).
• Explain what work/life programs and wellness
  programs are.
• List several specific things an organization can
  do to help reduce violence in its workplace.

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Occupational Safety and Health Act

• Occupational Safety and Health Act
• Federal law enacted in 1970 to ensure safe and
  healthful working conditions for every working
  person.

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Occupational Safety and Health Act

• General-duty clause
• Clause in the Occupational Safety and Health Act
  covering those situations not addressed by
  specific standards in essence, it requires
  employers to comply with the intent of the act.

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OSHA Responsibilities

• Encourage employers and employees to reduce
  workplace hazards and to implement new safety and
  health management systems or improve existing
  programs
• Develop mandatory job safety and health standards
  and enforce them through worksite inspections,
  employer assistance, and, sometimes, by imposing
  citations, penalties, or both

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OSHA Responsibilities

• Promote safe and healthful work environments
  through cooperative programs, partnerships, and
  alliances
• Establish responsibilities and rights for
  employers and employees to achieve better safety
  and health conditions
• Support the development of innovative ways of
  dealing with workplace hazards

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OSHA Responsibilities

• Support the development of innovative ways of
  dealing with workplace hazards
• Establish requirements for employers to keep
  records of injury and illness and, monitor
  certain occupational illnesses
• Establish training programs to increase the
  competence of occupational safety and health
  personnel

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OSHA Responsibilities

• Provide technical and compliance assistance and
  training and education to help employers reduce
  worker accidents and injuries
• Work in partnership with states that operate
  their own occupational safety and health programs
• Support the Consultation Programs offered by all
  50 states, the District of Columbia, Puerto Rico,
  the Virgin Islands, Guam and the Northern Mariana
  Islands

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OSHA Standards

• OSHA issues standards for a wide variety of
  workplace hazards including toxic substances,
  harmful physical agents, electrical hazards, fall
  hazards, hazardous wastes, infectious diseases,
  fire and explosion hazards, dangerous
  atmospheres, and machine hazards

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OSHA Standards

• Federal Register
• The official daily publication for rules,
  proposed rules, and notices of federal agencies
  and organizations.

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Workplace Inspections

• Marshall v. Barlows, Inc.
• 1978 Supreme Court decision that ruled that
  employers are not required to admit OSHA
  inspectors onto their premises without a search
  warrant
• also ruled that probable cause needed to obtain
  the search warrant is much less than that
  required in a criminal matter.

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Inspection Priorities

• Imminent danger
• Catastrophes and fatal accidents resulting in the
  death of any employee or the hospitalization of
  three or more employees
• Employee complaints involving imminent danger or
  an employee violation that threatens death or
  serious harm

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Inspection Priorities (cont.)

• Referrals from other individuals, agencies,
  organizations, or the media
• Planned, or programmed, inspections in industries
  with a high number of hazards and associated
  injuries
• Follow-ups to previous inspections

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Types of OSHA Violations
Table 16.1
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Reporting/Record-Keeping Requirements

• All employers must report to OSHA within eight
  hours of learning about
• the death of any employee from a work-related
  incident or
• the in-patient hospitalization of three or more
  employees as a result of a work-related incident.
  
• Also, employers must report all fatal heart
  attacks

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Reporting/Record-Keeping Requirements

• Three forms required
• OSHA Form 300, Log of Work-Related Injuries and
  Illnesses
• OSHA Form 300A, Summary of Work-Related Injures
  and Illnesses
• OSHA Form 301, Injury and Illness Incident Report.

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Reporting/Record-Keeping Requirements

• Forms 300, 300A
• Forms for recording all occupational injuries and
  illnesses.
• Each occurrence must be recorded within six
  working days from the time the employer learns of
  the accident or illness

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Reporting/Record-Keeping Requirements

• Form 301
• Form that requires much more detail about each
  injury or illness.
• Must be completed within six working days from
  the time the employer learns of an occupational
  injury or illness.

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Causes of Accidents
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Unsafe Conditions in theWork Environment
Table 16.2
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How to Measure Safety

• Frequency rate
• Ratio that indicates the frequency with which
  disabling injuries occur.
• Disabling injuries
• Work-related injuries that cause an employee to
  miss one or more days of work.

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How to Measure Safety

• Severity rate
• Ratio that indicates the length of time injured
  employees are out of work.

Figure 16.1
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Organizational Safety Programs

• Four basic elements are present in most
  successful safety programs
• It must have the genuine (rather than casual)
  support of top and middle management
• It must be clearly established that safety is a
  responsibility of operating managers
• A positive attitude toward safety must exist and
  be maintained
• One person or department should be in charge of
  safety program and responsible for its operation

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Promoting Safety

• Make the work interesting
• Establish a safety committee
• Feature employee safety contests
• Publicize safety statistics
• Use bulletin boards and the company intranet
• Encourage employees to have high expectations for
  safety
• Periodically hold safety training programs and
  meetings

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Establishing a Safety Training Program

• Assess training needs by examining accident and
  injury records and talking to department heads
  about their perceived needs
• Gauge level of employees safety skills
• Design a program to solve the program
• Get line managers on board
• Evaluate the programs effectiveness
• Fine-tune the safety process

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Employee Health

• The U.S. Department of Labor currently uses five
  major categories to classify occupational
  illnesses
• occupational skin diseases or disorders,
• respiratory conditions due to toxic agents,
• poisoning (systemic effects of toxic materials),
• hearing loss, and
• all other occupational illnesses

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Hazard Communications

• Right-to-know rule
• purpose of the rule is to ensure that employers
  and employees know what chemical hazards exist in
  their workplace and how to protect themselves
  against those hazards

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Hazard Communications

• Hazard Communication Standard
• Standard issued by OSHA in the early 1980s that
  established uniform requirements to ensure that
  the hazards of all chemicals imported into,
  produced, or used in the workplace are evaluated
  and that the results of these evaluations are
  transmitted to affected employers and exposed
  employees.

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Stress in the Workplace

• Stress
• Mental and physical condition that results from a
  perceived threat of danger (physical or
  emotional) and the pressure to remove it.

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Common Sources and Suggested Causes of
Job-Related Stress
Table 16.3
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Burnout

• Burnout
• Occurs when work is no longer meaningful to a
  person can result from stress or a variety of
  other work-related or personal factors.

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Burnout

• Myth 1 Burnout is just a new-fangled notion that
  gives lazy people an excuse not to work
• Myth 2 As long as people really enjoy their work
  they can work as long and hard as they want and
  never experience burnout
• Myth 3 Individuals know when they are burning
  out and, when they do, all they need to do is
  take off for a few days or weeks and then theyll
  be as good as new

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Burnout

• Myth 4 Individuals who are physically and
  psychologically strong are unlikely to experience
  burnout
• Myth 5 Job burnout is always job-related

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The Path to Professional Burnout
Figure 16.2
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Alcoholism and Drug Abuse

• Compared to most employees, substance abusers
• Are late 3 times more often
• Request time off 2.2 times more often
• Have 2.5 times as many absences of eight days or
  more
• Use 3 times the normal level of sick benefits
• Are 5 times more likely to file a workers
  compensation claim
• Are involved in accidents 3.6 times more often

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Alcoholism and Drug Abuse

• Does not strike any particular group
• Approximately 80 percent of all adult binge and
  heavy drinkers are employed
• Estimated that economic loss to employer of an
  alcoholic employee amounts to 25 percent of the
  employees wages
• Compared to nonalcoholic employees, alcoholics
  incur twice the rate of absenteeism caused by
  illness
• Alcoholics are also two to three time more likely
  to be involved in a work-related accident
• Some estimate that as many as 50 percent of all
  problem employees in industry are actually
  alcoholics

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Drug Testing

• Establish a routine, uniform, organizationwide
  policy for substance abuse and adhere to it in a
  consistent and nondisciplinary manner
• Assume employees are drug-free until proven
  otherwise
• Make negative test scores a bona fide
  occupational qualification whenever possible

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Drug Testing

• Include testing in uniform preemployment
  agreements and have them signed by new employees
• Train supervisors to detect and refer problem
  employees for testing
• Use a high-quality type of urinalysis, not just
  the cheapest method

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Drug Testing

• Use monitored laboratories that employ blind
  testing to ensure the integrity of the testing
  procedures
• Use appropriate supervision and custody
  arrangements to ensure that the samples tested
  are valid

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Drug Testing

• Require tested employees to list all legal
  over-the-counter drugs they are taking at the
  time of testing
• Develop and maintain profiles of well-employee
  urinalysis results that can later be used for
  comparative purposes
• Keep all results confidential

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Potential Benefi t of AIDSEducation in the
Workplace
Table 16.4
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Employee Assistance Programs (EAPs)

• Employee assistance programs (EAPs)
• Company-sponsored programs designed to help
  employees with personal problems such as alcohol
  and drug abuse, depression, anxiety, domestic
  trauma, financial problems, and other
  psychiatric/medical problems.

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Organization Involvement

• Studies show that EAPs help in reducing
• Absenteeism
• On-the-job accidents and grievances
• Increased workers compensation premiums
• Increased sickness and accident benefits
• Increased trips to infirmary

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Ten Critical Elements of an EAP
Table 16.5
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Wellness Programs
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Specific Company Benefi tsof Wellness Programs
Table 16.6
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Violence in the Workplace

• Workplace violence includes homicides, physical
  attacks, rapes, aggravated and other assaults,
  all forms of harassment, and any other act that
  creates a hostile environment
• The FBI estimates that each year 1 million people
  in the United States are exposed to some form of
  workplace violence.

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Avoiding Violent Incidents

• Hire carefully, but realistically
• Draw up a plan and involve employees in it
• As part of the plan, adopt a zero tolerance
  policy
• Enlist the aid of professionals with an eye on
  the cost