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Archive for Risk management

Tips for Promoting a Safe and Healthy Work Environment

In California, every employer with 10 or more employees is required by the State (Cal/OSHA) to have an effective Injury and Illness Prevention Program (IIPP).  This program must be a written plan that includes policies and procedures on topics such as safe work practices, periodic inspections, what to do in the event of an accident, safety training, workplace threats, and recordkeeping.

The plan should be periodically updated and communicated to employees on a regular basis.

In addition to the plan, and in light of these stressful times, there are a number of preventive actions employers can take to promote a safe and healthy work environment for employees.

Here are some tips:

Offer mental health awareness and resources. Many employees are struggling to adjust to being back in the office. Commute woes (and gas prices), childcare issues, change in routine, rusty social skills, in some cases a change in job role or management, fear of another COVID wave, etc. 

Recognize this and provide resources, e.g., a Lunch & Learn where a wellness expert speaks to employees about general mental health awareness and ways to relieve stress. In many cases, your Employee Assistance Program (EAP) can provide access to wellness experts at a low cost or no cost to the employer. If your insurance plan offers an EAP, be sure employees know about it and encourage them to take advantage of it. As a leader, let your employees know that you are available if they need a sounding board. Be flexible in adapting work schedules/workloads as they work through it.

Also, there is information on the EEOC website about medical accommodations under the ADA. 

Promote camaraderie. One of the major causes of stress for employees is the sense of isolation that has built up over the past couple of years during COVID. Research has shown that when people have strong social connections at work they are happier and healthier which can translate into higher motivation and engagement.  Many companies offer new hires a buddy to assist them during the on-boarding process.  This is especially important for employees who will be working remotely.

Build connections via non-work-related group activities, such as a walking group.  Walking is a no-cost, accessible activity that requires no equipment and has the added benefit of the great outdoors.   Promoting these connections is especially important for those employees who may have started with the organization via Zoom.  Walking, as an example, is something that any employee can do whether working remotely or in the office.

Watch for signs. If you notice changes in the behavior of one of your employees – e.g., lashing out at others, isolating, frequent tardiness or absence, deteriorating performance – initiate a conversation to determine the cause and find out whether, and how, you can help. Sometimes all the person needs is someone to listen and/or a referral to available resources.  And other times, it could be more than that. 

Remember, an employer is obligated to begin the interactive process and possibly provide a medical accommodation under the ADA for anyone who may become disabled due to their mental health condition and is under their doctor’s care.  It’s important to check in with your employees to see whether stress is impeding their ability to perform their work. So, if you see something, say something. Don’t wait.

For additional ideas on how you can support employee wellness, check out this Fast Company article.

If you need help implementing these or other preventive measures, please contact me at michelle@connecttohr.com

Podcast: Best Practices for Keeping Employees Safe and Healthy

Protecting the health and safety of employees, not just during a crisis but at all times, is a key responsibility of business leaders in both for-profit and nonprofit environments. This means putting practices in place to protect both the physical health and safety of employees, as well as their emotional and mental health.

Tune in to my recent “Inspired Nonprofit Leadership” podcast with Mary Hiland, PhD, president of Hiland Consulting, to learn some tips and best practices for keeping your employees safe and healthy. 

Mary Hiland created Inspired Nonprofit Leadership to provide nonprofit leaders with information, inspiration, and encouragement so they can be even more effective. Throughout the series, guest experts and nonprofit leaders share insights, useful strategies and lessons learned.

I was thrilled to have the opportunity to share my experience as an HR leader and consultant with her listeners.

I hope you’ll tune in.

If You See Something, Say Something

We think it can’t happen here until it does.

The deadly shooting at the Gilroy Garlic Festival – an annual event meant to celebrate summer, food and community – and this past weekend two more mass shootings in El Paso, Texas and Dayton, Ohio.

These three incidents have been added to a growing list of tragedies perpetrated by disturbed, angry or just plain evil individuals.

It calls on us all to be more aware of our surroundings – whether at large public events or at the smaller venues where we play, where we worship, where we work.

I’ve been pondering what we can all do.  Today, while I was watching the news, an FBI agent shared that in deadly shootings in the past there were warning signs.  If you see something, say something. You may prevent someone from harming others or from harming his or herself.

A situation comes to mind that happened several years ago when I was working in corporate. A manager who was beloved by all lost two people close to him within a matter of months. He still came to work and he still got things done, but he just didn’t seem to be himself.

Then one day he didn’t come to work. He didn’t call in and he didn’t answer his phone. His leader sent two staff members to his home (bad idea, but more on that later). When no one answered his door, the staff members called police (good idea). Tragically, the manager had taken his own life.

I share this to emphasize the importance of being aware. Pay attention when a coworker’s behavior or demeanor suddenly changes. Check in with them. Isolation can be another warning sign.  Maybe they just need someone to talk to.  If you’re not comfortable doing that or they resist, consult with your manager or HR. If you see behaviors that are particularly alarming – bullying, threats (verbal or in writing), etc. – contact HR immediately. If you perceive that you or others are in imminent danger, call your security team or the police immediately.

The hotline number for Workplace Violence Prevention and Response is: 1.877.987.3747.

Often we get so busy with the multiple obligations we have – work, home, family – we don’t notice the human interactions around us. Pay attention.

And for leaders (back to my story) if faced with a similar situation, send security or someone trained to deal with such incidents rather than putting staff members in that position.

Please contact me if you need help dealing with any employee issues.

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