Case Study : New Era Consulting

Working as a loss control consultant for XYZ manufacturing company, various aspects of information need to be acquired prior to visiting. Assessing procedures for safety awareness and loss prevention practices, while reporting outcomes, and then deliberating with the underwriters. Within XYZ manufacturing company these areas include the following topics: record logs, the number of workers, ergonomics, the hazard level, training and orientation plans, and previous work recovery programs. Developing a new policy for XYZ manufacturing company will be produced through evaluation and modification of these areas.

Upon review of the information provided, it is clear that a vision set forth by Upper management, President and CEO Edgar Bronfman, Jr. had not been implemented and there is much work that needs to be completed to fulfill his legacy. Bronfman’s statement was clear and concise with a vision to be sought after no matter the cost. His vision, according to Jick & Peiperl, 2011 is for Seagram’s to be the “best managed beverage company” (p. 255). Bronfman had an idea/image of how he wanted Seagram’s to be viewed by the world and its employees. His vision offered a baseline for all employees to follow which in turn offers a one company initiative. Offering this baseline for the corporation leaves no chance for deviation from the cause. This company with deep roots in diversity and was losing ground due to changes in the new ideas of sobriety, increases in taxes on liquor, the 1990s recession, increased government regulation and social criticism (Jick & Peiperl, 2011). To define this project is to give direction and purpose to Bronfman’s word by backing them with actual progress towards his vision. This vision for Seagram’s is to not be confused with the need of the newly acquired MCA Corporation. This company should have its own visions and values.

Communicating to employees regarding launching a new Wellness Program in the workplace can be tricky. Sometimes companies may have wellness programs however,

Wellness benefits can be offered as part of employee assistance programs or as separate benefits.

Employee involvement has been the key contributor to the decrease in the number of injuries on Tinker AFB. The Tinker AFB Safety Office has stated they believe the number of injuries each year has decreased due to the level of employee involvement achieved by the implementation of the Star VPP in FY2010. The first fiscal year of data does not support this conclusion, but the subsequent years do. It can be understood however the first year would not see a change, because of the amount of time it takes for a program to be implemented in an organization the size of the AFMC portion of Tinker AFB.

Create an audit follow up plan to ensure the safety plan is working and potential dangerous situations are being avoided (Gomez-Melia et al., 2011).

Wellness in the workplace needs to be taken seriously by all employers, and employees. There has been evidence that making sure employees eat healthier leads to lower call out rates and more savings on health plans. In an article in Employee Benefits magazine it states that “Wellness management does not need to be complicated, or costly. A few simple steps could help to mitigate long-term problems, such as introducing early intervention activities that red flag cases identified via an absence reporting mechanism, the proactive management of musculo-skeletal conditions and stress, introducing a smoking cessation program or running regular health wellbeing days. “Workplace wellness as a concept has been used extensively in recent years by management in business and industry, health professionals, fitness experts, and others. This is a policy that should be implanted in all jobs. Wellness may not

This memo recommends that Whirlpool Corporation announce a new expansion to the Employee Wellness Program: the inclusion of spouses of employees. By offering annual physicals to employees and their spouses, Whirlpool hopes to see a decrease in company insurance spending and an increase in employee productivity and

Research indicates that employers can increase employee retention, increase employee productivity, and reduce employee healthcare costs by implementing a workplace wellness program.

Setting the stage for starting a workplace-based wellness program will be the most difficult part. The program can be achieved by getting upper management support and forming a wellness/health services unit to help plan, promote, implement and maintain the program.

There are a vast number of types of workplace wellness programs. In general, workplace wellness programs encourage people to take steps to prevent the onset or worsening of a health condition or sickness and to adopt lifestyles that are healthier. Businesses may implement many types of workplace wellness programs, from onsite gyms to simple workplace wellness newsletters. While some corporations have instituted very comprehensive workplace wellness

As a result of healthcare reform initiatives organizations are emphasizing outcomes-based programs in order to reduce costs and litigation while increasing access to quality care for injured workers within the workers’ compensation system. Although organizations spend substantial amounts of money on Workers ' Compensation insurance, there are fundamentals organizations can consider where appropriate to drive down Workers ' Compensation costs while improving employee health and safety.

Our company is active in developing and tailoring return to work plans in order to meet our needs as well as your own. Light- modified duty assignments can appeal to temporary issues, extensive time frames will be evaluated by employer. The light-modified duty assignment may require employees to work alternative job duties. These duties will hold value to the company. Employees that are unsatisfied with their alternative job they may contact our human resource manager to review other options. This return to work plan lessens the emotional and economic expenses of injuries to our employees. Vescio’s Book Binding Inc. may provide a light-modified duty policy plan for employees that have been given permission by their medical examiner to return to work with some restrictions. The following outlines this incorporation’s policy regarding light-modified duty.

In Canada each year, the 28th of April is dedicated to the remembrance of those who lost their lives, suffered injury or illness on the job or due to work-related tragedy (Canadian Centre for Occupational Health and Safety, 2017). Beyond the scope of tragedy and injury, what are the effects of these occurrences? According to Legal Professional Brent D. George (2014), the impact of on-the-job accidents can be categorized into financial costs, physical effects, psychological effects and effect on the employer-employee relationship. Perhaps the most obvious would be the financial costs arising from salary expenditure, medical expenses, compensation benefits and productivity losses. One cannot deny the overall impact that this would have on the economy if organizations have to allocate substantial amounts of their financial resources towards the needs of employees arising from health and safety breaches. This affects business owners’ hiring practices as well as their ability to pay wages and provide benefits (Dessler & Chhinzer, 2016, p. 16) which are key elements that attract and retain talented employees. For those workplace accidents that are not fatal, there are also physical effects to be considered which normally include loss of mobility, retirement due to permanent injury and persistent headaches and pains. For the remaining coworkers, there are psychological effects

Answer The costs incur for inadequate standard of workplace Health and safety include lost production, time dealing with the subsequent investigations; plant damage and replacement and clean up activities; paying those involved during absences as a result of accident or ill-health, having to recruit and train replacement labour and redeployment and/or rehabilitation costs on return to work; costs by fines from the enforcement authorities or by a civil claim from the injured, rise in insurance premiums, poor staff morale which could lead to industrial unrest and high staff turnover, the damage to the organization’s reputation which could lead to a loss of orders and a subsequent decrease in its profitability.