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7 Best Practices to Accelerate Employee Safety in the Workplace

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Research has shown there’s a direct link between worker productivity and workplace health and safety. These findings should be enough to motivate employers to accelerate the safety of all staff members in the workplace, and for many businesses, they have been. 

“Safety culture” is a phrase often repeated, and it refers to the concept of making high standards of occupational health and safety a core company value. By fostering such a culture, employees are not only physically protected; they feel like valued team members and are empowered to take initiative. As the workers are strengthened, so too is the organization – and vice versa.

The seven best practices listed below need to be an intrinsic part of a business owner’s vision. If your employer doesn’t actively strive to achieve them, the Occupational Safety and Administration (OSHA) recommends you bring the issue to their attention. If no resolution is reached, you can file a confidential complaint with the Administration. 

Take a closer look at the treatment you should be getting, and the conditions you’re within your rights to expect.

Inclusion in a Safety Task Force

As employees, you must be involved in health and safety initiatives at all stages. This creates a strong foundation, and creating a dedicated task force is a crucial element of this. 

You’ll need time to meet, plan, and execute activities during the workday rather than after hours – none of your own time or wages may be sacrificed. If you take on additional responsibilities as a result of being included in such a task force, you must be properly remunerated.

Engagement in Discussions 

As each business is different, the requirements for an effective health and safety program also vary. The OSHA provides several helpful resources on how to assess and maintain safety standards in diverse work environments. 

In discussions on how to maintain health and safety, staff should be treated as equals to executives, with as much to contribute to the conversation. After all, you have front-line experience of work circumstances and conditions. The number of employees, their various tasks, and the equipment used must all be considered. As part of best practice, these circumstances will be regularly reviewed.

Involvement in Developing Protocols

The discussions the worker-centric task force is involved in should result in the development of several protocols. Safety, inspection, training, and recording procedures, among others, would be developed by this team, and be reexamined on a scheduled basis. 

Any new practices or apparatus must be factored in, and protocols appropriately expanded or amended. The protocols will stipulate how frequently you receive training, and what specific issues are covered.

Regular Training Sessions

New employees must receive comprehensive training as part of their induction, along with further instruction when any new policies or procedures are introduced. Thereafter, sessions can be scheduled at regular intervals and assessments conducted to verify that your knowledge and skills are up to date.

Frequent Inspections of Working Conditions

The condition of all equipment and work environments, including offices, factory floors and outside areas, must be checked according to a list of requirements. In addition, you should be assessed according to KPAs (key performance areas) as developed in taskforce discussions. You know how to do your job well and giving this input in the discussions means you’ll know what to expect in the inspections too.

Proper Maintenance of Records

Meticulous records are essential in the case of injuries (or illness, as the current COVID-19 pandemic illustrates) that result in workman’s compensation claims. If you have a rightful claim, the proper documentation will make it easier for you to access your payout. In addition, your employer will require valid, in-date compensation insurance so that you are properly covered.

Records are also helpful in identifying positive or negative trends regarding health and safety standards and culture, so they can help prevent future incidents. Best practice recommendations are to keep detailed records that are easy to access and understand, and to review them at regular intervals.

Investigation of All Incidents

If something goes wrong in the workplace a thorough investigation needs to be conducted. By reviewing what happened, companies can take steps to avoid recurrences. This will accelerate your safety, and any employees who were on the scene or have knowledge of the situation must be consulted. 

You should also see clear evidence that changes have been made, to guard against the incident happening again. Executives are required to act – and if they don’t, you can remind them to.

About the Author: With a passion for writing, Megan is a freelance writer focusing on business, workplace compliance, and GRC topics. When she’s not typing away at her keyboard, Meg loves playing Broadway scores on the piano and enjoys roasting her own coffee.


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House of Representatives has a sexual harassment policy — but it’s designed to protect the harasser

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House lawmakers met on Capitol Hill Tuesday to review the chamber’s sexual harassment policies. This review process comes on the heels of sweeping allegations of sexual misconduct and harassment among some of the nation’s most powerful institutions and industries — including the U.S. Congress.

In her opening statement, Rep. Barbara Comstock (R-VA) told the story of a young female staffer who was subject to sexual harassment from a sitting Congressman.

“This member asked a staffer to bring them over some materials to their residence. And a young staffer — it was a young woman — went there and was greeted with a member in a towel. It was a male, who then invited her in. At that point, he decided to expose himself,” Comstock said. “She left, and then she quit her job.”

Over 1,500 former Hill staffers have signed a letter calling for a formal review of the “inadequate” congressional sexual harassment policies in the wake of such incidents.

Lawmakers like Rep. Jackie Speier (D-CA) have previously shared their own stories of sexual harassment from their years working as aides on the Hill.

Speier — who shared a story on Twitter back in October about a congressional chief of staff who had once “stuck his tongue down her throat” — testified before the panel on Tuesday and disclosed there are at least two sitting members of Congress, one Democrat and one Republican, who have engaged in sexual harassment. She stated some victims have admitted to having their “private parts grabbed on the House floor” by members. Speier didn’t disclose the names of the members and said these cases have not yet been reviewed.

The reason for that is likely that the process for reporting sexual harassment in the House is so extensive and geared towards protecting the harasser.

As Speier noted in the hearing, successful claims against a House employee require the victim to sign a non-disclosure agreement (NDA). Any settlements made to the victim are taxpayer-funded and never disclosed, the identity of the accused also remains anonymous. Additionally, interns and fellows do not have access to this process, leaving them with nowhere to turn should they be sexually harassed by a member of Congress.

Currently, there is no required sexual harassment training in the House of Representatives, but rather, individual offices may have their staff attend training sessions offered by the Office of Compliance. The head of that department said during testimony on Tuesday that they have made multiple recommendations to Congress to mandate sexual harassment training for all employees since 2010.

Just last week, the Senate passed a resolution that required mandatory sexual harassment training for all members, including staffers, interns, and the lawmakers themselves.

Following the Committee on House Administration hearing on Tuesday, House Speaker Paul Ryan (R-WI) released a statement calling for mandatory sexual harassment training in the chamber.

“Today’s hearing was another important step in our efforts to combat sexual harassment and ensure a safe workplace. I want to especially thank my colleagues who shared their stories. Going forward, the House will adopt a policy of mandatory anti-harassment and anti-discrimination training for all Members and staff. Our goal is not only to raise awareness, but also make abundantly clear that harassment in any form has no place in this institution. As we work with the Administration, Ethics, and Rules committees to implement mandatory training, we will continue our review to make sure the right policies and resources are in place to prevent and report harassment.”

This article was originally published at ThinkProgress on November 14, 2017. Reprinted with permission.
About the Author: Rebekah Entralgo is a reporter at ThinkProgress. Previously she was a news assistant and social media coordinator at NPR, where she covered presidential conflicts of interest and ethics coverage. Before moving to Washington, she was an intern reporter at NPR member stations WLRN in Miami and WFSU in Tallahassee, Florida. She holds a B.A in Editing, Writing, and Media with a minor in political science from Florida State University

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