Government Regulation of Safety and Health In 2002 more than 4.7 million occupational injuries and illnesses occurred among the almost 109 million workers in the private sector. Many organizations recognize that safeguarding the well-being of employees is ethical and essential to attracting and keeping qualified personnel. McGraw-Hill/Irwin© 2006 The McGraw-Hill Companies, Inc. All rights reserved. 18-1

Industries with the Most Occupational Injuries and Illnesses, 2002 McGraw-Hill/Irwin© 2006 The McGraw-Hill Companies, Inc. All rights reserved. 18-2

OSHA Established by the Occupational Safety and Health Act of 1970 Charged with setting and enforcing standards for workplace health and safety Applies to factory-related issues as well as safety issues that arise in offices OSHA does about 85,000 inspections each year McGraw-Hill/Irwin© 2006 The McGraw-Hill Companies, Inc. All rights reserved. 18-3

NIOSH Established by the Occupational Safety and Health Act of 1970 National Institute for Occupational Safety and Health Responsible for conducting research related to workplace safety and health McGraw-Hill/Irwin© 2006 The McGraw-Hill Companies, Inc. All rights reserved. 18-4

The Supervisor’s Responsibility under the OSHAct Supervisors need to understand what kinds of practices are required to preserve health and safety in their departments. Supervisors must keep records of occupational injuries and illnesses. Supervisors may have to accompany OSHA officials when they conduct an inspection. Employees must be informed about the chemicals used where they work. McGraw-Hill/Irwin© 2006 The McGraw-Hill Companies, Inc. All rights reserved. 18-5

Accidents and Illnesses That Must be Recorded Under OSHAct McGraw-Hill/Irwin© 2006 The McGraw-Hill Companies, Inc. All rights reserved. 18-6

Health Hazards Physical hazards Noise Vibration Radiation Temperature extremes Improperly designed furniture and equipment Chemical hazards – may be present in: Dusts Fumes Gases McGraw-Hill/Irwin© 2006 The McGraw-Hill Companies, Inc. All rights reserved. 18-7

Health Hazards (continued) Biological hazards Bacteria Fungi Insects Stress-inducing hazards Risk taking Unpredictable supervisor Other McGraw-Hill/Irwin© 2006 The McGraw-Hill Companies, Inc. All rights reserved. 18-8

Safety Hazards Types of safety hazards Responses 1. Eliminate the hazard. 2. If the hazard cannot be eliminated, use protective devices such as guards on machinery. 3. If the hazard cannot be guarded, provide warnings, such as labels on the hot parts inside photocopiers. 4. If you cannot remove or guard the hazard on your own, notify the proper authority. McGraw-Hill/Irwin© 2006 The McGraw-Hill Companies, Inc. All rights reserved. 18-9

Common Concerns Smoking Alcoholism and drug abuse Problems related to computer use Repetitive-motion disorders AIDS McGraw-Hill/Irwin© 2006 The McGraw-Hill Companies, Inc. All rights reserved

Programs to Promote Safety and Health Benefits Characteristics of an Effective Program Role of the supervisor Training and hazard prevention Prompt responses Quality of work life Setting an example McGraw-Hill/Irwin© 2006 The McGraw-Hill Companies, Inc. All rights reserved

Low Cost Safety Guidelines 1. Be fanatic about health and safety. 2. Establish a safety committee. 3. Heighten work awareness. 4. Reward suggestions for improved health and safety measures. 5. Make cleanliness more than a virtue. 6. Distribute a safety and emergency procedures and instructions manual. 7. Post emergency phone numbers in prominent locations through the workplace. McGraw-Hill/Irwin© 2006 The McGraw-Hill Companies, Inc. All rights reserved

Low Cost Safety Guidelines (continued) 8. Conduct safety evacuation drills where appropriate. 9. Insist that all hazardous substances and materials be tightly sealed and properly stored. 10. When you say hard hats are required on the work site, mean it! 11. Install appropriate smoke detectors, alarms, and fire extinguishers. 12. Strictly enforce no-smoking and no-perfume rules. 13. Clearly mark all hazardous items and zones. 14. Never condone or encourage safety shortcuts. McGraw-Hill/Irwin© 2006 The McGraw-Hill Companies, Inc. All rights reserved

Labor Relations: The Supervisor’s Role The organization drive Collective bargaining The labor contract Working with the union steward Grievances Strikes The supervisor’s role in preventing strikes The supervisor’s role during a strike Notification about plant closings WARN McGraw-Hill/Irwin© 2006 The McGraw-Hill Companies, Inc. All rights reserved

Fair Employment Employers have to provide a workplace in which employees can do their work free of intimidation and with equal opportunities to advance according to their abilities. Laws concerning fair employment cover the requirement to avoid harassment and provide reasonable accommodation. The government has passed laws to help employees keep their jobs when family, medical, and military needs arise. McGraw-Hill/Irwin© 2006 The McGraw-Hill Companies, Inc. All rights reserved

Fair Employment (continued) Sexual or other harassment Responding to charges of sexual harassment Behaviors that may constitute sexual harassment: Suggestive remarks Teasing or taunting of a sexual nature Unwelcome physical conduct or sexual advances Continual use of offensive language Sexual bantering Bragging about sexual prowess Office or locker-room pinups “Compliments” with sexual overtones A demand for sex in return for retaining a job or being promoted Preventing sexual harassment McGraw-Hill/Irwin© 2006 The McGraw-Hill Companies, Inc. All rights reserved

Fair Employment (continued) Accommodation of disabled employees Family, medical, and military leave Family and medical leave act Uniformed services employment and reemployment McGraw-Hill/Irwin© 2006 The McGraw-Hill Companies, Inc. All rights reserved