BHR 3352 Unitec VII CSU Satefy Policies

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BHR 3352 Human Resource Management


Unit VII Assignment

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Safety Policies

Recall your chosen firm and industry you have been using throughout the course. For this assignment, you will identify the top three major safety and health issues in your firm, and write a policy on each, consistent with Occupational Safety & Health Administration (OSHA) standards. There is a minimum requirement of 300 words for each of the three job policies.

Each of the five domains of OSHA must be considered when writing these three policies:

  1. Hazard communication: How will you notify people of potentially dangerous or unhealthy work conditions?
  2. Blood-borne pathogens: How will you protect employees from blood-borne pathogens such as AIDS?
  3. Personal protective equipment (PPE): What equipment or tools will your employees in this job require to work safely?
  4. Cumulative trauma disorders (CTDs): How will you prevent CTDs that come from repetitive movement (e.g., carpel tunnel syndrome)?
  5. Work assignments: How will you handle potentially dangerous work assignments, especially to protect unborn babies?

NOTE: This is a three-part assignment. All three of the policies (300 words each) you write should go on one document. This one document is what will be uploaded to Blackboard.

Any sources used, including the textbook, must be referenced; paraphrased and quoted material must have accompanying citations in APA format.

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UNIT VII STUDY GUIDE Organizational Safety and Health Course Learning Outcomes for Unit VII Upon completion of this unit, students should be able to: 7. Analyze the roles and responsibilities of organizational leaders in the safety and health of employees. Reading Assignment Chapter 3: Ensuring Equal Employment Opportunity and Safety Unit Lesson Over the years, with new laws and regulations, HR has become somewhat of a “catch all” for building policies and procedures. Although a distinct academic and practical pursuit, health and safety often falls to HR professionals to plan, resolve, and execute actions. With this in mind, here are a few statistics about organizational safety: 1. One in four employees report being harassed, threatened, or attacked at work. 2. One million crimes are committed at work each year. 3. 16% of assaults occur at work. This last one is somewhat scary! 4. Workplace homicide victims are 80% male; however, it is the leading cause of occupational death among women. The last statistic above says that if someone is murdered at work, most of the time it is a man. However, if you are a woman and you die on-the-job, the number one most common way you die is murder! Wow! When any of the above happens, the “workplace” issue immediately becomes a “human resource” issue. These are the types of scenarios that come to your office when you are an HR professional. The questions are challenging to address: 1. 2. 3. 4. 5. Who should you notify? How will you investigate? Is this an internal issue or a legal issue where you have the responsibility to call the police? What could have been done to prevent this? How will you change your organizational policies and practices to ensure it never happens again? Health and safety practices can be categorized into two domains: reactive and proactive. As with most aspects of HR, the more proactive work you do, the less reactive work you will have to do, although it will never actually eliminate the reactive component. Proactive health and safety behaviors are those in which you analyze trends or data and derive an organizational policy to prevent problems. For instance, we know the most common jobs experiencing homicide are cab drivers, security guards, hotel clerks, convenience store clerks, and hospital workers. What do they have in common? They are all open to the public and conduct operations at night when, statistically, more heinous crimes occur. Think about your own organization, and even if you are not in one of those industries, you might consider your company and determine the extent to which you may have some of those same risk factors. Furthermore, if you see a risk in your firm, build a plan to prevent a safety-related incident before it happens. This is both a legal and moral obligation. BHR 3352, Human Resource Management 1 UNITHealth x STUDY This proactive behavior is the philosophy underlying the Occupational Safety and Act ofGUIDE 1970. It was passed to assure safe and healthy working conditions and applies to all organizations Title with at least one person (so all of them). The Occupational Safety and Health Administration (OSHA) administers provisions of the Act and can engage in site visits and investigations on the physical premises of your company. These site visits have to do with OSHA enforcement standards that regulate equipment and working environments, and they will consider what precautionary measures the employer takes in regards to the safety of its employees. It is important to know that you can refuse an OSHA visit without a search warrant; however, it is highly recommended that you do not. Why? The investigators will simply go to the nearest judge, acquire a search warrant, and then return, often with a vengeance, and provide even more fines and punitive citations. When you are involved in an OSHA site visit, it is nearly always for at least one of three reasons. First, you are a large company with many employees, and thus, if an OSHA site visit and investigation produces a change in the work environment for safety, they (OSHA) are actually helping many people/workers to be safer. This is why a local, small “mom and pop shop” with only a few employees is rarely visited by OSHA. The second reason is someone called and made a complaint or allegation. If this occurs, and you think you know who the complainant was, do not engage in any kind of action against that person. If you do, the next visit will be when you are served with a retaliation lawsuit. The third most common reason for an OSHA visit is a series of work accidents or a high profile accident reported by media. During the visit, they will be looking for anything that falls within the five domains of OSHA, which may include hazard communication, safe equipment operation, personal protective equipment, work assignment safety, and consideration for unborn babies and blood-borne pathogens. A file should be kept of all reported accidents and responses to them. According to, OSHA may administer citations for the following reasons:      imminent danger—immediate concern of death or physical harm; serious—probability of death or serious physical harm; other than serious—impact health and safety, but unlikely death; de minimis- not directly related to employees health and safety (e.g., no doors on t oilet stalls); and willful and repeated—citations for things organizations have been cited for in the past. OSHA is usually not on a hunt to fine every company and should be cooperated with to the full extent. Keep in mind as a firm, OSHA may be an inconvenient government regulatory organization, but their role is to provide safety for your most expensive asset. On a final note in this lesson, an important component of safety and accident prevention is how you will handle substance abuse (drug or other) in the workplace. Substance abuse refers to the usage of illicit substances or the misuse of controlled substances, alcohol, or over-the-counter or prescription drugs. An addict is covered under the American’s with Disabilities Act. Even with more states l egalizing recreational use of marijuana, many organizations use random drug testing and have a zero tolerance policy (yes, even for legal marijuana and alcohol). Even in states where marijuana is legal or the user has a medical prescription for marijuana, the organization can fire the employee immediately for testing positive (even for alcohol) based on safety and business necessity. The logic is simple: Certain jobs have high safety risks such as machine operators, laborers, pilots, and truck drivers, and a firm cannot take the risk of an employee under a chemical influence damaging property or injuring other employees. Learning Activities (Nongraded) Nongraded Learning Activities are provided to aid students in their course of study. You do not have to submit them. If you have questions, contact your instructor for further guidance and information. For additional information regarding the topics discussed in this unit, please see the following videos. These videos visually demonstrate the concepts discussed in the unit lesson and readings. GabbettMachinery. (2009). SawStop finger demonstration – move over hot dog [Video file]! Retrieved from BHR 3352, Human Resource Management 2 UNITRetrieved x STUDYfrom GUIDE Oshasafetytraining. (2011, November 4). Introduction to OSHA video [Video file]. Title BHR 3352, Human Resource Management 3
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