Workplace safety and regulation
Workplace safety in the US history doesn’t have the best record. This has been improving work related deaths and injuries have been decreasing. This is due to better regulation. In the book Gomez stated that this could also be related to fewer hours worked. US federal government and state legislators have made laws and regulations to protect workers. Stating guidelines for hazardous work. These regulations provide workers compensation and benefits if there were to be an accident. This is fairly expensive for the employers. Some employers try to avoid these regulations and compensations in order to keep costs down. This can be done by under reporting employees or not insuring them. On the other side some employees might take advantage of these compensations by fraudulently claiming injuries even if they aren’t related to work. The Occupational Safety and Health Act of 1970 (OSHA) is put in place in order to hold employers for workplace hazards. According to this act employers should identify these issues and try to fix these hazards. On top of this the act states that employers should report workplace incidents even if no-one is injured. These rules are enforced by the “Occupational Safety and Health Administration”. This organisation sets safety standards and can conduct inspections. If issues arise they can give penalties to the employer.
Safety, health and behavioural issues and programs
Safety programs are put in into place to reduce the risk for injuries and accidents. These often responsibilities fall on the HR-departement. These safety programs include training and awareness. Employers don’t just do this for the benefit of their employees. These companies see the benefits in decreasing the costs of injuries. Besides look after physical welfare of the employees. Their mental health is also important. Workplace incidents aren’t just accidents. Bullying and other issues can cause harm to your staff. Mental issues also cause issues in the workplace. Burn-outs and depression can lead to employees being out for a long period of time. In order to combat mental issues caused by stress or other outside factors employers offer a wide range of benefits. Some companies offer a gym, laundry services, daycare and more. Well executed well-fare and safety programs are made with the help of employees. This isn’t management deciding the standards as people who do the more hazardous activities know where the issues are. In bigger companies you have safety and prevention officers who are in charge of employee wellbeing.
Case 1: “Exhausted’ Merrill Lynch intern died from epileptic fit…” (Thomas, E)
Moritz Erhardt was en intern at the Bank of America. He died of an epileptic attack in his shower after working long hours. The article stated that he worked three all nighters. Although this might very well be true the Daily mail isn’t a trust worthy source. Moritz Erhardt was known to have epilepsy and was taking medication. Long hours and high stress levels can cause attacks. The culture of the company he was working in was very competitive. Peer pressure and company culture led to interns working long hours and competing with each other in order to get a coveted job. The bank denies these accusations. They say they provide health-care onsite and other benefits. The employer also says that the hours he worked are unheard of. They won’t put in a system to monitor active hours worked but they could use entry cards to see when someone enters and leaves the building.
Case 2: Do Corporate Wellness Programs Really Work?(Morgain, 2018)
Wellness programs are beneficial for the employees and for the employers. corporate wellness programs can incentivise employees to live a healthier lifestyle and be more productive. The total savings for a company can be negligible, the success varies from company to company. It’s important not to look a these savings with a short-term vision. Secondly a wellness program should not be set-up with the goal of saving money. Instead creating a better company culture and working environment for the employee. Wellness programs can fail for a number of reasons. The first one is a lack of knowledge about the program if employees don’t know about the program they can’t participate. Secondly with health programs such as losing weight are ineffective. Programs where failing is being penalised aren’t well received and therefor not effective. Offering sports program can be effective as long as they are voluntary. Helping to reduce stress is a core component of a good welfare program.
References
Gómez-Mejía, L.R., Balkin, D.B., Cardy, R.L. 2016. Managing Human Resources. Eight edition, Global edition. Pearson. London
Morgaine, B. 2018. Do Corporate Wellness Programs Really Work? LivePlan. URL: https://www.liveplan.com/blog/does-corporate-wellness-work-the-surprising-truth-about-employee-wellness-programs/ Accessed 15.10.2020
Thomas, E. 2013. ‘Exhausted’ Merrill Lynch intern died from epileptic fit in shower after he ‘pulled three all-nighters at bank where employees compete to work the longest hours’. Daily Mail. URL: https://www.dailymail.co.uk/news/article-2511911/Moritz-Erhardt-exhausted-Merrill-Lynch-intern-died-epileptic-fit.html Accessed 15.10.2020
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