Employers have duties under health and safety law to assess risks in the workplace. Risk assessments should be carried out that address all risks that might cause harm in the workplace. Employers must give employees information about the risks in their workplace and how they are protected, also instruct and train their employees on how to deal with the risks. Employers must consult employees on health and safety issues. Consultation must be either direct or through a safety representative that is either elected by the workforce or appointed by a trade union. It is an employees duty to take reasonable care of their own health and safety. If possible avoid wearing jewellery or loose clothing if operating machinery. If the employee has long hair or wears a headscarf, make sure it's tucked out of the way (it could get caught in machinery). To take reasonable care not to put other people such as fellow employees and members of the public at risk by what they do or don't do in the course of their work. To co-operate with the employer, making sure the employee gets proper training and the employee understands and follows the company's health and safety policies. Not to interfere with or misuse anything that's been provided for their health, safety or welfare. To report any injuries, strains or illnesses they suffer as a result of doing their job (the employer may need to change the way they work). To tell their employer if something
The human resources process has to accompany both the employee and employer in regard to safety issues. An employee wants the assurance of safe and healthy working conditions; anything less exposes danger to their own wellbeing. In addition employees must take heed to precautions design by the organization. However an employer wants to avoid expenditures in overhead by cutting cost or corners often putting their employees at harmful risk. In addition, organizations also have a lawful obligation in which they have to provide a safe workplace by preventing accidents, hazards, serious injuries or accident-related deaths. Negligence on either behalf can result in determination, fines, citations, work-related
Being under the influence can be a result of many different things, such as drinking alcohol or taking drugs. While doing such things can be fine when an employee is at home, these substances have no business in the workplace. Being under the influence at work can cause accidents, less production, tardiness or absenteeism, poor decision making, theft, and much more (“Drugs”, 2015). Employers can combat these problems by utilizing drug testing programs, establishing anti-drug abuse policies, and establishing an Employee Assistance Program.
Employers are ethically bound to do all they can to ensure that employees do not suffer illness, serious injury or death. They are by law required to carry out risk assessments as any accidents and injuries occurred which have not been risk assessed could inflict significant costs on the company.
The economic climate surrounding a company can determine many things and can have financial implications as well as affecting the levels productivity. Economic growth can lead to a lack of employees available to fill positions because the labor market is saturated with jobs. A company will look to offer higher wages, more benefits and incentive programs to entice potential candidates and will invest in current employees with training and development to help retain the staff and promote succession planning throughout the company. A downturn in economic growth can have the opposite effect. Companies have a tendency to cut the workforce to maintain profit margins, thus applying extra pressure to the remaining employees, causing extra work loads, poor morale and a high
Illegal drugs and alcohol in the workplace puts employees and guests at danger. Illegal drugs and alcohol impair safety and undermines public confidence in our Company. All employees are prohibited from unlawful manufacturing, distributing, dispensing, possession, or using controlled substances or alcohol in the workplace. Furthermore, employees may not be under the influence of drugs or alcohol while at work or on the company premises. The only exception to the policy is over-the-counter drugs or prescription drugs. Any employee found violating this policy will be disciplined and or
According to the Bureau of Labor, statistics indicate that more than 4.1 million people were hurt or injured on-the-job in 2006 and 5,488 were killed in 2007 (Gomez-Mejia, Balkin, & Cardy, 2010, p. 511). Laws and regulatory requirements are currently in place to standardize and promote workplace safety. Organizations with extensive safety programs have reduced number of accidents, decreased workers’ compensation claims and lawsuits and lesser accident-related expenditures (Gomez-Mejia, et al, 2010, p. 511). This paper discusses the effects of legal, safety and regulatory requirements in
Keep in mind that alcohol and nicotine are legal substances, but are also considered drugs. Symptoms of substance abuse might include daily need or inebriation while on duty. Sleeping on duty, violence or irrational thinking; this makes them a high-risk employee.
People often question drug and alcohol testing in the work place. It is a controversial subject that has a range of mixed emotions. But where do you draw the line when it comes to crossing the boundaries of prying into one’s personal life? This report will explain the legal, and ethical issues surrounding the topic of drug and alcohol testing in the work place.
Should there be reason to believe that an employee’s job performance is being negatively affected by alcohol, illegal or prescription drugs, or that this policy is being violated in anyway, [Organization Name] is entitled to inquire as to the nature of the problem and to take appropriate action; which may include disciplinary
The effect that this has on employees will eventually work its way to the human resource department due to the safety issues in the workplace. When employees do not feel safe at work they can inform the human resource department to initiate an investigation but some employees do not do that because of the treatment that they may get after the fact. Instead, they take more time off, avoid the issues, performance goes down and it can cause
It is vital to have a safety program in the workplace and a prevention in the work-related accidents and the concerns of for social consequences, which has led the federal government to set forth legislation to regulate to prevent the work-related issues. Several like “Occupational Safety and Health Act,” the “Americans with Disabilities Act, and the Family and Medical Leave Act, are another two that play a major ingredient in the occupational fields. These rules have identified human resource and supervisors to be up to par with specific topics that pose federal and state regulations for organizations.
Part of the employer’s responsibility is to control potential workplace hazard and correct hazardous conditions or practices as they occur or are recognized. If an employer effectively identifies these or other red flags, he should begin and keep accurate documentation of the incident, investigate the accident adequately, and provide safety and health training annually.
Job performance refers to how successfully and employee meets the specifications set out in the job description 1 . Factors within the category of job performance that have an influence on job performance are “General mental abilities”, “organizational justice and interpersonal relations”, “stress”, “positive work attitudes”, and “personality”. 1