Workplace violence is any act or threat of physical violence, harassment, intimidation, or other threatening disruptive behavior that occurs at the work site. It ranges from threats and verbal abuse to physical assaults and even homicide. Homicide is currently the fourth-leading cause of fatal occupational injuries and it can affect and involve employees, clients, customers as well as visitors.
Unlawful harassment is a form of discrimination that violates Title VII of the Civil Rights Act of 1964 and other federal authority. Unwelcome verbal or physical conduct based on race, color, religion, sex (whether or not of a sexual nature and including same-gender harassment and gender identity harassment), national origin, age (40 and over), disability (mental or physical), sexual orientation, or retaliation (sometimes collectively referred to as “legally protected characteristics”) can constitute harassment.
The vast majority of drug users are employed and when they arrive for work they don't leave their problems at the door. Research indicates that between 10% - 20% of the workers who die on the job test positive for alcohol or other drugs. In fact, industries with the highest rates of drug use are the same as those at a high risk for occupational injuries such as construction, mining, manufacturing, and wholesale.
Having an action plan is an important part of emergency preparedness and merely writing one isn’t enough; you also have to make sure it works properly. This training is designed for emergency response for employees who are involved in developing an effective emergency planning system. This course offers training in the fundamentals of the emergency planning process, including the rationale behind planning.
This program explains guidelines for a Short Service Employee Program to appropriately supervise, train and monitor new experienced and inexperienced employees. The Occupational Safety and Health Administration (OSHA) does not specifically require discipline for an employee who violates company safety rules or OSHA regulations, but they do encourage disciplinary enforcement of employee safety violations. Some jurisdictions have their own safety, health laws and enforcement agencies that may have a requirement for disciplinary action and you should verify in your local jurisdiction. Government worker compensation laws may have a penalty for employees who are injured as a result of violating a known, posted safety rule and this varies by jurisdiction.
Your workforce is its most valuable asset and when an employee can't work due to illness or injury, it impacts not only an organization's productivity; but also its morale when an employee is returning to work.