Human Resources & OSHAPresentationPresented by Kai WilliamsJanuary 29, 2013
Seminar Summary:Human Resources for Anyone with Newly Assigned HRResponsibilitiesHuman Resources servemany functions such ...
Essentials of Sound RiskManagement Tracking System Employee Handbook Job Descriptions Performance Evaluations Training
Employee Manual MustHaves Should include broad goal statement- who you are- what you do- how you do it Mostly right- kno...
Employee Manual MustHaves Should be updated regularly- improvements to manual Non-employee version*Note- employees shoul...
Equal Employment Opportunity(EEO)Laws to know•Title VII of the Civil Rights Act of 1964 (Title VII)•Lily Ledbetter Fair Pa...
What Not To Do• Refuse to hire person because being amember of protected class• Fire person because of being a member ofpr...
Forms of Discrimination Disparate Treatment- Different treatment due tomembership of protected class (intent) Disparate ...
Bona Fide OccupationalQualifications (BFOQ) Job Discriptions-standard-accurate- ADA and EEOC compliant- minimum requireme...
Protected Class Under TitleVII Race and Color Sex andPregnancy Religion andReligious Practices Age Disability Sexual...
Job Hiring Practices*Remember- Everything written down getscounted*Good Interview Procedure•Did everyone was asked the sam...
Job Hiring Practices Interview guides Rating system- best to rate questions rather thanwriting them down Questions shou...
Coaching, Counseling, andDisciplining Employees Provide employees with employeehandbook Explain general conduct requirem...
Coaching, Counseling, andDisciplining Employees Offer to assist the employee inimproving his/her conduct Advise the empl...
Record KeepingKeep informationseparate (locked)If on computer keepseparate frompersonnel files
Record KeepingEEOC exceptions to confidentiality requirements Supervisors and managers may be informedregarding necessary...
For further informationwww.eeoc.govwww.dol.govwww.ada.govOther siteswww.hrhero.comwww.shrm.org
Occupational Health and SafetyAct What is OSHA? Williams-Steiger Occupational Safetyand Health Act of 1970- Encourages e...
What is OSHA (continued)- Establish training programs- Develop mandatory job safety andhealth standard and enforce themeff...
Who is coveredEmployers of all 50 states Who is employer- “person engaged in a businessaffecting commerce who hasemployee...
Where the OSHA StandardsAre Federal RegisterOSAHA Websitewww.ohsa.gov Code of Federal Regulations29 CFR 1910.178(a)(2)(i...
What is an Employee Anyone who works on behalf of theemployer, whether paid or not*Student Assistants are protected under...
General Duty Clause Proactive measures- Hazard assessment-Written Plans- Effective Training*Effective Jan. 13, 2013 all e...
Training Four elements of training documentation1. Dates of training2. Name of worker3. Subject matter4. Name of trainer...
Hazard Assessment Inspection Requirements (generalexample)- Portable and fix dry chemicalextinguishers- Must be physicall...
Hazard Assessment Walk-through survey
Hazard Assessment Walk-through Survey will be lookingfor these key hazard categories:a. Impactb. Penetrationc. Compressio...
OSHA Top 10 Sources of motion Sources of hightemperature Sharp objects Rolling objects Harmful dust Falling objects...
Hazard Prevention andControl Good Housekeeping Use of appropriate personal hygiene Periodic inspection and maintenanceo...
Hazard Communication Employee Right to Know1. Hazard communication program2. Keep inventory of chemicals3. Collect Materi...
MSDS to SDS (Safety DateSheet) Administrative/Office1. White Out2. Copier Toner Cartridge3. Hand Sanitizer (non-alcohol b...
Bloodborne Pathogens Steps for prevention- Must have box for sharp objects- Hand washing policy www.cdc.org
RecordkeepingForm 300: Log ofWork-Related Injuriesand Illness
RecordkeepingOSHA 300A: Summaryof Work-RelatedInjuries and Illness(required)
RecordkeepingOSHA 301: Injuryand Illness IncidentReport
RecordkeepingWhen keeping records they are: Maintained on a calendar year basis Retained for five years May be kept ele...
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Human resources & osha presentation

  1. 1. Human Resources & OSHAPresentationPresented by Kai WilliamsJanuary 29, 2013
  2. 2. Seminar Summary:Human Resources for Anyone with Newly Assigned HRResponsibilitiesHuman Resources servemany functions such asRisk Management
  3. 3. Essentials of Sound RiskManagement Tracking System Employee Handbook Job Descriptions Performance Evaluations Training
  4. 4. Employee Manual MustHaves Should include broad goal statement- who you are- what you do- how you do it Mostly right- know difference between policy andprocedure- remove “unlivable” policies
  5. 5. Employee Manual MustHaves Should be updated regularly- improvements to manual Non-employee version*Note- employees should sign thismanual for every year they areemployed*
  6. 6. Equal Employment Opportunity(EEO)Laws to know•Title VII of the Civil Rights Act of 1964 (Title VII)•Lily Ledbetter Fair Pay Act of 2009•Title I of the Americans with Disabilities Act of 1990(ADA)•Section 501 and 505 of the Rehabilitation Act of 1973•Civil Rights Act of 1991•Pregnancy Discrimination Act of 1978•Genetic Information Nondiscrimination Act of 2008(GINA)
  7. 7. What Not To Do• Refuse to hire person because being amember of protected class• Fire person because of being a member ofprotected class• Fail to provide training because of memberof protected class• Retaliate because person filed charges• Print or publish ad with adverse affect onprotected class• Fail to post notice of law in an obviousplace or keep posted
  8. 8. Forms of Discrimination Disparate Treatment- Different treatment due tomembership of protected class (intent) Disparate Impact- Seemingly neutral policy orprocedure has an unequal effect onmembers of protected class(unintentional)
  9. 9. Bona Fide OccupationalQualifications (BFOQ) Job Discriptions-standard-accurate- ADA and EEOC compliant- minimum requirement by law- if government issued requirement,then it is a job requirement
  10. 10. Protected Class Under TitleVII Race and Color Sex andPregnancy Religion andReligious Practices Age Disability Sexual Orientation Gender Identity LifestyleThis that supersede EEOC:•Safety•Public Interest•Essescence of the job
  11. 11. Job Hiring Practices*Remember- Everything written down getscounted*Good Interview Procedure•Did everyone was asked the samequestions?•What questions were asked?•Were questions relevant?
  12. 12. Job Hiring Practices Interview guides Rating system- best to rate questions rather thanwriting them down Questions should come from jobdescription and policy manual
  13. 13. Coaching, Counseling, andDisciplining Employees Provide employees with employeehandbook Explain general conduct requirements Orient employees in specific conductrequirements of their position Counsel subordinate employees in atimely manner
  14. 14. Coaching, Counseling, andDisciplining Employees Offer to assist the employee inimproving his/her conduct Advise the employee of the EAP Document, Document, Document
  15. 15. Record KeepingKeep informationseparate (locked)If on computer keepseparate frompersonnel files
  16. 16. Record KeepingEEOC exceptions to confidentiality requirements Supervisors and managers may be informedregarding necessary restrictions on work orduties First aid and safety personnel may be informed Government official investigating compliancewith ADA and other federal and state lawsprohibiting discrimination State workers’ compensation Insurance companies
  17. 17. For further informationwww.eeoc.govwww.dol.govwww.ada.govOther siteswww.hrhero.comwww.shrm.org
  18. 18. Occupational Health and SafetyAct What is OSHA? Williams-Steiger Occupational Safetyand Health Act of 1970- Encourages employers andemployees to reduce workplacehazards-Provide research to develop wayswith dealing with occupational safetyproblems-Maintain a reporting and
  19. 19. What is OSHA (continued)- Establish training programs- Develop mandatory job safety andhealth standard and enforce themeffectively- Provide for the development,analysis, evaluation, and approval ofstate occupational safety and healthprograms
  20. 20. Who is coveredEmployers of all 50 states Who is employer- “person engaged in a businessaffecting commerce who hasemployees but does not include theUnited States or political subdivision ofa State”- All employees in any field within theUnited States, its territories underfederal control
  21. 21. Where the OSHA StandardsAre Federal RegisterOSAHA Websitewww.ohsa.gov Code of Federal Regulations29 CFR 1910.178(a)(2)(ii)(A)
  22. 22. What is an Employee Anyone who works on behalf of theemployer, whether paid or not*Student Assistants are protected underOSHA*
  23. 23. General Duty Clause Proactive measures- Hazard assessment-Written Plans- Effective Training*Effective Jan. 13, 2013 all employeesmust have 4 hours of safety training*
  24. 24. Training Four elements of training documentation1. Dates of training2. Name of worker3. Subject matter4. Name of trainer Ask each employee about specificstandard to enable them to meetcompliance Archive safety documents and keepthem for 3 years
  25. 25. Hazard Assessment Inspection Requirements (generalexample)- Portable and fix dry chemicalextinguishers- Must be physically checked- Must be signed, no initials
  26. 26. Hazard Assessment Walk-through survey
  27. 27. Hazard Assessment Walk-through Survey will be lookingfor these key hazard categories:a. Impactb. Penetrationc. Compression (roll-over)d. Chemicale. Heatf. Harmful dustg. Light (optical) radiation
  28. 28. OSHA Top 10 Sources of motion Sources of hightemperature Sharp objects Rolling objects Harmful dust Falling objects The layout of theworkplace Chemical exposure Electrical hazards Slippery surfaces
  29. 29. Hazard Prevention andControl Good Housekeeping Use of appropriate personal hygiene Periodic inspection and maintenanceof process and control equipment Use of proper procedures to performtask Provision of supervision to ensure theproper procedures are followed Use of administrative controls
  30. 30. Hazard Communication Employee Right to Know1. Hazard communication program2. Keep inventory of chemicals3. Collect Material Safety Data Sheet(MSDS)4. Explain labels5. Provide training*Note- Must have MSDS, have bothelectronic and hard copy, and must keepfor 30 years*
  31. 31. MSDS to SDS (Safety DateSheet) Administrative/Office1. White Out2. Copier Toner Cartridge3. Hand Sanitizer (non-alcohol based)4. Cleaning Products
  32. 32. Bloodborne Pathogens Steps for prevention- Must have box for sharp objects- Hand washing policy www.cdc.org
  33. 33. RecordkeepingForm 300: Log ofWork-Related Injuriesand Illness
  34. 34. RecordkeepingOSHA 300A: Summaryof Work-RelatedInjuries and Illness(required)
  35. 35. RecordkeepingOSHA 301: Injuryand Illness IncidentReport
  36. 36. RecordkeepingWhen keeping records they are: Maintained on a calendar year basis Retained for five years May be kept electronically 7 days of arecordable injury or illness Must be kept for each establishment Entries must be made within

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