PowerPoint Presentation by Charlie Cook Copyright © 2004 South-Western. All rights reserved.

Copyright © 2004 South-Western. All rights reserved. 12–2

ObjectivesAfter studying this chapter, you should be able to:

1. Summarize the general provisions of the Occupational Safety and Health Act (OSHA).

2. Describe what management can do to create a safe work environment.

3. Identify the measures that should be taken to control and eliminate health hazards.

4. Describe the organizational services and programs for building better health.

5. Explain the role of employee assistance programs in HRM.


Objectives (cont’d)After studying this chapter, you should be able to:

6. Indicate methods for coping with stress.


HRM 1

Test Your Safety Smarts1. What is the maximum fine for a nondeath OSHA citation?

a. $500 b. $750 c. $20,000 d. $70,000

2. Name one of the OSHA four-point safety and health guidelines.

3. What is the OSHA “general duty clause”?

4. What percent of the U.S. population will be affected by back injuries?a. 23 b. 47 c. 60 d. 80

5. In 2001, OSHA conducted __________ workplace inspections.a. 35,897 b. 12,260 c. 18,976 d. 29,436

6. T or F? Employees have the legal right to initiate a workplace inspection.

7. Which causes more accidents: unsafe acts or unsafe conditions?

8. List 5 areas for safety that should be covered in a new employee orientation.

9. OSHA standards reflect : a. Minimum standards c. State guidelinesb. Suggested requirements d. Both a and c

10. T or F? Carpal tunnel syndrome is the fear of enclosed areas such as silos, tanks, and hallways.

11. T or F? Employers are required to allow OSHA inspectors on premises for unannounced inspections.


General Provisions of OSHA

• Coverage of EmployeesAll nongovernmental employers and employees

• OSHA StandardsApply to general industry, maritime, construction, and

agricultureCover the workplace, machinery and equipment,

material, power sources, processing, protective clothing, first aid, and administrative requirements.


General Provisions of OSHA (cont’d)

• Enforcement of the ActThe Secretary of Labor is authorized by the Act to

conduct workplace inspections, to issue citations, and to impose penalties on employers.

Inspections have been delegated to the Occupational Safety and Health Administration of the U.S. Department of Labor.


Functions of OSHA

• Workplace inspections• Citations and penalties• On-site consultations• Voluntary protection programs• Training and education

Presentation Slide 12–1


OSHA’s System of Inspection Priorities

First First LevelLevelFirst First LevelLevel

Second Second LevelLevelSecond Second LevelLevel

Third Third LevelLevelThird Third LevelLevel

Fourth Fourth LevelLevelFourth Fourth LevelLevel

Inspection of imminent danger situationsInspection of imminent danger situationsInspection of imminent danger situationsInspection of imminent danger situations

Investigation of catastrophes, fatalities, and Investigation of catastrophes, fatalities, and accidents that result in hospitalization of five or accidents that result in hospitalization of five or more employeesmore employees

Investigation of catastrophes, fatalities, and Investigation of catastrophes, fatalities, and accidents that result in hospitalization of five or accidents that result in hospitalization of five or more employeesmore employees

Investigation of valid employee complaints of Investigation of valid employee complaints of alleged violations of standards or of unsafe or alleged violations of standards or of unsafe or unhealthful working conditionsunhealthful working conditions

Investigation of valid employee complaints of Investigation of valid employee complaints of alleged violations of standards or of unsafe or alleged violations of standards or of unsafe or unhealthful working conditionsunhealthful working conditions

Special-emphasis inspections aimed at specific Special-emphasis inspections aimed at specific high-hazard industries, occupations, or high-hazard industries, occupations, or substances that are injurious to healthsubstances that are injurious to health

Special-emphasis inspections aimed at specific Special-emphasis inspections aimed at specific high-hazard industries, occupations, or high-hazard industries, occupations, or substances that are injurious to healthsubstances that are injurious to health


Citations and Penalties

Other-Than- Other-Than- SeriousSeriousOther-Than- Other-Than- SeriousSerious

SeriousSeriousSeriousSerious

WillfulWillfulWillfulWillful

A violation that has a direct relationship to job safety A violation that has a direct relationship to job safety and health, but one unlikely to cause death or serious and health, but one unlikely to cause death or serious physical harm. OSHA may propose a penalty of up to physical harm. OSHA may propose a penalty of up to $7,000 for each violation.$7,000 for each violation.

A violation that has a direct relationship to job safety A violation that has a direct relationship to job safety and health, but one unlikely to cause death or serious and health, but one unlikely to cause death or serious physical harm. OSHA may propose a penalty of up to physical harm. OSHA may propose a penalty of up to $7,000 for each violation.$7,000 for each violation.

A violation where there is substantial probability that A violation where there is substantial probability that death or serious physical harm could result and the death or serious physical harm could result and the employer knew, or should have known, of the hazard. employer knew, or should have known, of the hazard. OSHA may propose a mandatory penalty of up to OSHA may propose a mandatory penalty of up to $7,000 for each violation.$7,000 for each violation.

A violation where there is substantial probability that A violation where there is substantial probability that death or serious physical harm could result and the death or serious physical harm could result and the employer knew, or should have known, of the hazard. employer knew, or should have known, of the hazard. OSHA may propose a mandatory penalty of up to OSHA may propose a mandatory penalty of up to $7,000 for each violation.$7,000 for each violation.

A violation that the employer intentionally and A violation that the employer intentionally and knowingly commits, or a violation that the employer knowingly commits, or a violation that the employer commits with plain indifference to the law. OSHA may commits with plain indifference to the law. OSHA may propose penalties of up to $70,000 for each violation.propose penalties of up to $70,000 for each violation.

A violation that the employer intentionally and A violation that the employer intentionally and knowingly commits, or a violation that the employer knowingly commits, or a violation that the employer commits with plain indifference to the law. OSHA may commits with plain indifference to the law. OSHA may propose penalties of up to $70,000 for each violation.propose penalties of up to $70,000 for each violation.


Voluntary Protection Programs (VPPs)

• Programs that encourage employers to go beyond the minimum requirements of OSHA.Star, Merit, and Demonstration programsPurpose of VPPs:

Recognize outstanding achievement of those who have successfully incorporated comprehensive safety and health programs into their total management system.

Motivate others to achieve excellent safety and health results in the same outstanding way.

Establish a relationship among employers, employees, and OSHA that is based on cooperation rather than coercion.


Employer Responsibilities (OSHA)

• Provide hazard-free workplace.

• Be familiar with mandatory OSHA standards.

• Inform all employees about OSHA.

• Examine workplace conditions for conformity to applicable standards.

• Minimize or reduce hazards.

• Provide safe tools and equipment.

• Warn employees of potential hazards.

• Establish operating procedures to protect employee safety & health, and communicate them.

• Provide medical examinations where required by OSHA standards.

• Provide training required by OSHA standards.



Employer Responsibilities (OSHA) cont’d• Report major accidents and all

job-caused deaths to nearest OSHA office.

• Keep OSHA-required records of work-related injuries and illnesses.

• Post OSHA poster.

• Provide employee access to Log (OSHA Form 300)

• Provide employee access to employee medical/exposure records.

• Cooperate with OSHA compliance officer for inspections.

• Do not discriminate against employees who properly exercise their rights under the Act.

• Post OSHA citations at or near the worksite involved.

• Abate cited violations within the prescribed period.



Employee Responsibilities (OSHA)

• Read the OSHA poster at the jobsite.

• Comply with all applicable OSHA standards.

• Follow all employer safety and health rules and regulations.

• Wear or use prescribed protective equipment at work.

• Report hazardous conditions to the supervisor.

• Report any job-related injury or illness to the employer, and seek treatment promptly.

• Cooperate with OSHA compliance officer on inspections.

• Exercise employee rights under the Act in a responsible manner.



Computing the Incidence Rate

• The following equation computes the incidence rate, where 200,000 equals the base for 100 full-time workers who work forty hours a week, fifty weeks a year:


Hazardous Materials Regulation

• Right-to-Know LawsLaws that require employers to advise employees

about the hazardous chemicals they handle.

• Hazard Communication Standard (HCS)OSHA-published hazardous chemical regulations

known as the HCS prescribes a system for communicating data on health risks of handling certain materials.

• Material Safety Data Sheets (MSDSs)Documents that contain vital information about

hazardous substances.


Creating a Safe Work Environment

Safety Awareness Safety Awareness ProgramsPrograms

Safety Motivation Safety Motivation and Knowledgeand Knowledge

Enforcement of Enforcement of Safety RulesSafety Rules

Accident Accident Investigations Investigations and Recordsand Records

Elements in Creating a Safe Elements in Creating a Safe Work EnvironmentWork Environment



• Promoting Safety Awareness

The Key Role of the Supervisor

Communicating the need to work safely.

Proactive Safety Training Program

Information Technology and Safety Awareness and Training


Page From A Safety Awareness Pamphlet

HRM 3

Source: Used by permission of the National Safety Council, Itasca, Illinois.



• Typical Safety Rules

Using proper safety devices

Using proper work procedures

Following good housekeeping practices

Complying with accident- and injury-reporting procedures

Wearing required safety clothing and equipment

Avoiding carelessness and horseplay



• Actively encourage employee participation in the safety program by:

Jointly setting safety standards with management

Participation in safety training

Involvement in designing and implementing special safety training programs

Involvement in establishing safety incentives and rewards

Inclusion in accident investigations.


Investigating and Recording Accidents

• Recordable CaseAny occupational death, illness, or injury to be

recorded in the log (OSHA Form 300).Recordable accidents include: death, days away from

work, restricted work or transfer to another job, or medical treatment beyond first aid.

Other problems include loss of consciousness or diagnosis of a significant injury or illness by a healthcare professional.


Guide to Recording

Cases under OSHA

Figure 12.1

Results from a work accident or from an exposure in the work environment and is

Results from a work accident or from an exposure in the work environment and is

Does not result from a work accident or from an exposure

in the work environment

Does not result from a work accident or from an exposure

in the work environment

A death An illnessAn injury which

involves


Indoor Air Quality

Proliferating Chemicals

Cumulative Trauma Disorders

Health Hazards and Issues

AIDS

Video Display Terminals


Creating a Healthy Work Environment

• Recognizing and Controlling Health Hazards Related to Hazardous Materials and Processes

Use substitutes for hazardous materials.

Alter hazardous processes and engineering controls.

Enclose or isolate hazardous processes.

Issue clothing to protect against hazards.

Improve ventilation.




• Problems with Video Display Terminals (VDT)Visual difficulties, muscular aches and pains, job

StressSolutions:

Place the computer screen four to nine inches below eye level. Keep the monitor directly in front of you.

Sit in an adjustable-height chair and use a copyholder that attaches to both the desk and the monitor.

Use a screen with adjustable brightness and contrast controls.

Use shades or blinds to reduce the computer-screen glare created by window lighting.


Key Elements for a Successful Ergonomics Program

• Provide notice and training for employees.• Conduct pre-injury hazard assessment.• Involve employees.• Plan and execute.• File injury reports.• Evaluate and assess the ergonomics program.

Figure 12.2



• Health Services

First aid

Medical diagnosis and treatment

Physical exams

• Employee Assistance Programs

Personal crises

Emotional problems

Alcoholism and drug abuse

• Health-Improvement

Physical fitness programs

Health bonuses

Wellness programs

Help employees manage stress



OSHA Workplace Violence Prevention

• Reducing Violence in the WorkplaceCommitment to prevent violence Identify areas of potential violenceDevelop violence prevention policiesProvide violence prevention trainingEvaluate program effectiveness


Building Better Health

Alternative Approaches Wellness Programs

Health Services Focus on Nutrition


Tips for Starting a Successful Wellness Program1. Conduct a health risk assessment of employees.

2. Create incentives for employees to achieve a healthy lifestyle.

3. Create opportunities for regular physical activities during the day or before or after work.

4. Provide nutritional advice from a registered dietitian.

5. Include healthy, low-fat choices among snacks and meals provided in cafeterias and through vending machines.

6. Eliminate smoking from the work setting.

7. Negotiate discounts from area health clubs.

8. Start a health and fitness newsletter.

9. Focus on reducing one or two high-risk factors among employees.

Figure 12.5Source: Adapted from “The Surgeon General’s Call to Action to Prevent and Decrease Overweight and Obesity 2001.” See http://www.surgeongeneral.gov/topics/obesity.


Employee Assistance Programs

Emotional Problems

AlcoholismAbuse of Illegal

Drugs

Personal Crises

Abuse of Legal Drugs


Abuse of Illegal Drugs

• The Drug-Free Workplace Act of 1988Requires federal contractors and

recipients of federal grants to ensure a drug-free work environment. Department of Defense (DOD) and

Department of Transportation (DOT) specify that employers entering into contracts with them certify their intention to maintain a drug-free workplace.


What Is Stress?• Depression

Negative emotional state marked by feelings of low spirits, gloominess, sadness, and loss of pleasure in ordinary activities.

• StressAny adjustive demand caused by physical, mental, or

emotional factors that requires coping behavior.

• Alarm ReactionA response to stress that involves an elevated heart

rate, increased respiration, elevated levels of adrenaline in the blood, and increased blood pressure.


Job-Related Stress

• EustressPositive stress that accompanies

achievement and exhilaration.

• DistressHarmful stress characterized by a

loss of feelings of security and adequacy.

• BurnoutMost severe stage of distress,

manifesting itself in depression, frustration, and loss of productivity.


Coping with Stress

• Major Stressors:Responsibility without authority Inability to voice complaintsPrejudice because of age, gender, race, or religionPoor working conditions Inadequate recognition Lack of a clear job description or chain of command Unfriendly interpersonal relationships


Tips for Reducing Job-Related Stress1. Build rewarding relationships with co-workers.

2. Talk openly with managers or employees about job or personal concerns.

3. Prepare for the future by keeping abreast of likely changes in job demands. Don’t greatly exceed your skills and abilities.

4. Set realistic deadlines; negotiate reasonable deadlines with managers.

5. Act now on problems or concerns of importance.

6. Designate dedicated work periods during which time interruptions are avoided.

7. When feeling stressed, find time for detachment or relaxation.

8. Don’t let trivial items take on importance; handle them quickly or assign them to others.

9. Take short breaks from your work area as a change of pace.

Figure 12.6

PowerPoint Presentation by Charlie Cook Copyright © 2004 South-Western. All rights reserved.

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