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Is Your Safety Incentive Program Violating OSHA?

Safety incentive programs have long been used by organizations worldwide to promote safe working conditions and encourage safety at the workplace. But a recent memorandum by David Michaels, Assistant Secretary of Labor for the Occupational Safety and Health Administration (OSHA), states that “Section 11(c) of the OSH Act prohibits an employer from discriminating against an employee because the employee reports an injury or illness. Reporting a work-related injury or illness is a core employee right, and retaliating against a worker for reporting an injury or illness is illegal discrimination under section 11(c).”

This has raised a big question in the minds of Safety Managers whether to continue, modify or abandon their Safety Incentive Programs. After this memo, OSHA will be closely monitoring the safety programs that reward the lowest number of accidents reported. With recent news of jail sentence for falsification, an American court has sentenced a former engineering safety manager Walter Cardin to 78 months in prison for deliberately falsifying workplace injury records to collect safety bonuses of over $2.5 million from the (TVA) Tennessee Valley Authority, a U.S. government corporation. There is a thin line between an effective incentive program and a misleading reward program which encourages workers to hide injuries.

Consider the following 10 tips to make your safety program OSHA compliant and more effective.

  1. First, a safety program should be behavior-based rather than being injury-rate-based. It means employers should provide incentives to workers practicing safe operating procedures and practices instead of incentivizing schemes based on number of accidents.
  2. Reporting near miss, hazardous behavior should be focused which will prevent future occurrences of accidents. (Leading vs. Lagging Indicators)
  3. Praise and recognize employees through top management in a timely manner and in front of others to acknowledge their safe behavior and encourage others to follow suit.
  4. Avoid monetary reward for safety programs and use other awarding schemes such as score points, safety bucks, certificates, days off, safety pins and recognition boards.
  5. Reward employees for a wide variety of safety activities such as providing a safety suggestions, guiding a co-worker with a safe operating procedure or identifying a hazards or participating in Safety committees.
  6. Involve employees in a dynamic safety program which encourages them to take part in periodic activities such as writing slogans, painting competitions and safety talks which hold their interest in otherwise boring seeming safety discussions.
  7. Include workers in safety committees and meetings, and encourage them  to think of ways to prevent accidents and perform root cause analysis. Open communication between managers and workers will ensure safety conscious work environment.
  8. Ensure management commitment by demonstrating that the organization’s leaders care about safety, by having leaders give presentations.
  9. Establish safety as a core value of the company. Believe that all injuries are preventable, and zero incidents are possible.
  10. Allow employees to set safety goals for themselves. This will motivate them to ensure their own safety and work towards achieving them.

Adopting these suggestions will surely empower your safety program, minimizing incidents and at the same time prevent OSHA violations.

 

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