This document discusses the important roles and responsibilities of construction site supervisors to ensure workplace safety. It notes that many supervisors are not properly educated on their safety duties. Supervisors need to understand their role in managing people, equipment, hazards and subcontractors to prevent accidents. They act as competent persons, safety inspectors, communicators, decision-makers, enforcers of rules, investigators of incidents, and liaisons to regulatory agencies. The document provides details on the knowledge, authority, and leadership skills supervisors require to fulfill these critical safety functions.
The document discusses conducting a survey of construction workers' motives. It begins by defining intrinsic and extrinsic motivation. It then outlines Maslow's hierarchy of needs theory and Herzberg's two-factor theory as approaches to understanding motivation. The document goes on to describe developing and administering a questionnaire to survey construction workers' motivations, analyzing the results using SPSS, and determining the survey had high reliability. Key findings were that timely salary payments, innovation, and promotions were the top motivators. The conclusions call for future studies with improved questionnaire design and larger samples.
Strategic Use of Contracts, Policies & ProceduresRudner Law
This presentation discusses the strategic use of contracts, policies, and procedures in employment law. It notes that having written employment agreements and policies can help employers increase certainty, control costs, and protect their interests. The presentation provides examples of important policies and procedures around hiring, termination, accommodation, harassment, health and safety, and training. It emphasizes customizing documents to each workplace and properly implementing and enforcing policies.
03_RAWSO Combined Safety Program 5-2022 New Format 1.1 w TC (3) (1).pdfJake Munn
This document outlines the safety program and policies for a construction company. It includes sections on safety goals and responsibilities, planning and organization, company fleet policy, jobsite safety procedures, training programs, accident investigation and reporting, emergency procedures, and disciplinary actions. The program aims to prevent accidents and protect employee safety through organized planning, inspections, required training, and enforcing safety rules and policies. Management is responsible for implementing the program while supervisors and employees all have responsibilities to follow safety rules and report any issues.
This document discusses contractor safety and the legal duties owed to contractors. It provides examples from case law that establish that while principals cannot delegate their health and safety duties, they can fulfill them by ensuring contractors are competent. Principals are generally not liable for incidents caused by a contractor's work methods when the contractor is in control. The document advises principals to demonstrate due diligence in contractor selection, clearly define responsibilities, and not assume control over contractor work or safety systems unless issues arise.
In 2010 Sue Bottrell, after watching a Principal Contractor be found guilty for failing to manage the safety of expert contractors, wrote an article looking at the legal issues surrounding management of contractor safety, and the legal obligations imposed on employers under the health and safety legislation.
In that article, she challenged the obligations which were being placed on Principal contractors to take control over contractors safety arrangements requiring them to go to significant lengths to approve, monitor and supervise those arrangements.
The position proposed in that article pre-empted the land mark decision of the High Court in 2012 in Baiada Poultry v the Queen. That case set the scene to significantly change procedures adopted by employers and contractors when managing contractor safety, which should have reduced the associated administrative burden.
Sadly, the far-reaching implications of that decision have been poorly understood and largely ignored by the safety profession to the detriment of employers and contractors. Employers continue to implement complex and unnecessary contractor management systems which not only place a significant administrative burden on employers and contractors but which arguably increases the liability of employers in the event of an incident involving contractors they engage.
However, since the Baiada decision, State courts have increasingly adopted the principles laid down by the High Court and developed them further. This has clarified the duties owed to independent contractors and the actions required of Principal Contractors to meet their obligations. It has also clarified and significantly restricted liability owed to contractors under OHS, workers compensation and negligence law.
This presentation will summarise the case law up to and since the Baiada decision and provide practical guidance to safety practitioners on how to ensure they are providing the right advice to their employers and clients. It will challenge the status quo and will generate discussion and debate amongst participants.
Participants will gain an important understanding of the issues faced by principal contractors in confirming contractors safety arrangements whilst maintaining separation of responsibility between the parties to a contract. Practical advice will also be provided on how to demonstrate due diligence and limit liability, while acknowledging when it may be desirable to take greater control over contractor’s safety arrangements.
This document summarizes a training presentation on accident investigation. The presentation provides information on why accident investigation is important, defines accidents and incidents, outlines the steps in an effective accident investigation including securing the scene, interviewing witnesses, analyzing direct and root causes, and making recommendations. It emphasizes investigating both accidents and near misses to prevent future occurrences.
Accident Investigation Training by Construction Compliance Training CenterAtlantic Training, LLC.
This document summarizes a training presentation on accident investigation. The presentation provides information on why accident investigation is important, defines accidents and incidents, outlines the steps in an effective accident investigation including securing the scene, interviewing witnesses, analyzing direct and root causes, and making recommendations. It emphasizes investigating both accidents and near misses to prevent future occurrences.
The document discusses conducting a survey of construction workers' motives. It begins by defining intrinsic and extrinsic motivation. It then outlines Maslow's hierarchy of needs theory and Herzberg's two-factor theory as approaches to understanding motivation. The document goes on to describe developing and administering a questionnaire to survey construction workers' motivations, analyzing the results using SPSS, and determining the survey had high reliability. Key findings were that timely salary payments, innovation, and promotions were the top motivators. The conclusions call for future studies with improved questionnaire design and larger samples.
Strategic Use of Contracts, Policies & ProceduresRudner Law
This presentation discusses the strategic use of contracts, policies, and procedures in employment law. It notes that having written employment agreements and policies can help employers increase certainty, control costs, and protect their interests. The presentation provides examples of important policies and procedures around hiring, termination, accommodation, harassment, health and safety, and training. It emphasizes customizing documents to each workplace and properly implementing and enforcing policies.
03_RAWSO Combined Safety Program 5-2022 New Format 1.1 w TC (3) (1).pdfJake Munn
This document outlines the safety program and policies for a construction company. It includes sections on safety goals and responsibilities, planning and organization, company fleet policy, jobsite safety procedures, training programs, accident investigation and reporting, emergency procedures, and disciplinary actions. The program aims to prevent accidents and protect employee safety through organized planning, inspections, required training, and enforcing safety rules and policies. Management is responsible for implementing the program while supervisors and employees all have responsibilities to follow safety rules and report any issues.
This document discusses contractor safety and the legal duties owed to contractors. It provides examples from case law that establish that while principals cannot delegate their health and safety duties, they can fulfill them by ensuring contractors are competent. Principals are generally not liable for incidents caused by a contractor's work methods when the contractor is in control. The document advises principals to demonstrate due diligence in contractor selection, clearly define responsibilities, and not assume control over contractor work or safety systems unless issues arise.
In 2010 Sue Bottrell, after watching a Principal Contractor be found guilty for failing to manage the safety of expert contractors, wrote an article looking at the legal issues surrounding management of contractor safety, and the legal obligations imposed on employers under the health and safety legislation.
In that article, she challenged the obligations which were being placed on Principal contractors to take control over contractors safety arrangements requiring them to go to significant lengths to approve, monitor and supervise those arrangements.
The position proposed in that article pre-empted the land mark decision of the High Court in 2012 in Baiada Poultry v the Queen. That case set the scene to significantly change procedures adopted by employers and contractors when managing contractor safety, which should have reduced the associated administrative burden.
Sadly, the far-reaching implications of that decision have been poorly understood and largely ignored by the safety profession to the detriment of employers and contractors. Employers continue to implement complex and unnecessary contractor management systems which not only place a significant administrative burden on employers and contractors but which arguably increases the liability of employers in the event of an incident involving contractors they engage.
However, since the Baiada decision, State courts have increasingly adopted the principles laid down by the High Court and developed them further. This has clarified the duties owed to independent contractors and the actions required of Principal Contractors to meet their obligations. It has also clarified and significantly restricted liability owed to contractors under OHS, workers compensation and negligence law.
This presentation will summarise the case law up to and since the Baiada decision and provide practical guidance to safety practitioners on how to ensure they are providing the right advice to their employers and clients. It will challenge the status quo and will generate discussion and debate amongst participants.
Participants will gain an important understanding of the issues faced by principal contractors in confirming contractors safety arrangements whilst maintaining separation of responsibility between the parties to a contract. Practical advice will also be provided on how to demonstrate due diligence and limit liability, while acknowledging when it may be desirable to take greater control over contractor’s safety arrangements.
This document summarizes a training presentation on accident investigation. The presentation provides information on why accident investigation is important, defines accidents and incidents, outlines the steps in an effective accident investigation including securing the scene, interviewing witnesses, analyzing direct and root causes, and making recommendations. It emphasizes investigating both accidents and near misses to prevent future occurrences.
Accident Investigation Training by Construction Compliance Training CenterAtlantic Training, LLC.
This document summarizes a training presentation on accident investigation. The presentation provides information on why accident investigation is important, defines accidents and incidents, outlines the steps in an effective accident investigation including securing the scene, interviewing witnesses, analyzing direct and root causes, and making recommendations. It emphasizes investigating both accidents and near misses to prevent future occurrences.
This accident investigation PowerPoint by CSCB breaks down the necessary steps to take when conducting an accident investigation in the construction industry.
How to Evaluate the Safety Performance of Contractorsbrowzcompliance
This document discusses evaluating the safety performance of contractors. It notes that lagging indicators like OSHA logs only show past performance, while leading indicators can predict future safety. The BROWZ OneView system allows tracking various leading indicators for each contractor, helping choose safe contractors. It also describes BROWZ's contractor safety assessment program which audits contractors' safety programs and management systems, providing a standardized evaluation to improve contractor safety.
The CSA 2010 program represents a new approach by the Federal Motor Carrier Safety Administration to evaluate truck driver safety performance. It will track drivers' crash and violation data over a three year period to determine safety ratings in seven behavioral analysis and safety improvement categories. Drivers and companies facing intervention for poor safety ratings will be subject to increased monitoring and enforcement such as warning letters, inspections, audits, and potential out-of-service orders, with the goal of improving compliance and preventing crashes. The CSA 2010 program aims to provide incentives for safe driving by weighting violations based on risk level and recency and considering inspection history, with the ultimate goal of reducing commercial motor vehicle accidents.
CODE OF CONDUCT MANUAL - PRESENTATION.pptxabid masood
The document outlines the agenda for a training on the Contracting and Trading Co.'s (C.A.T.) Code of Conduct and Saudi Aramco's Supplier Code of Conduct. The training will cover: 1) the purpose and requirements of each code; 2) summaries of the C.A.T. code which promotes ethics and compliance with laws/regulations; and 3) the Saudi Aramco code requirements regarding environmental practices, ethical business conduct, and prohibiting bribery. Non-compliance will result in disciplinary action for employees or termination of supplier agreements. The document emphasizes prompt reporting of any non-compliance.
The document discusses personal health and safety responsibilities in construction. It lists responsibilities such as working safely, wearing proper protective equipment like goggles and steel toe boots, keeping work areas tidy, and being respectful of others. It also discusses regulations, roles, and responsibilities related to health and safety, including common regulations, employer responsibilities, and employee responsibilities.
The document discusses occupational health and safety (OHS) management in the construction industry. It notes that over 2 million workers die annually from work-related accidents or illnesses. Construction sites pose risks such as falls and cuts. Poor OHS management can lead to losses from accidents including damage to public image, production losses, and increased insurance costs. Common causes of accidents include lack of training and protective equipment, and production priorities overriding safety. The document advocates implementing an integrated OHS management system based on the PDCA (plan-do-check-act) cycle per ISO 45001 standards to improve safety performance and compliance.
How to Evaluate the Safety Performance of Contractors Using leading & lagging...browzcompliance
Join BROWZ for a webinar discussing using both lagging and leading indicators to evaluate the safety performance of contractors. We will be discussing how to track a contractor’s safety statistics and OSHA/MSHA violations, auditing safety programs, and also performing safety management systems assessments.
This document provides an overview of contractor management for ensuring workplace safety. It discusses the obligations of principal contractors and other parties to manage safety for contractors working onsite. The key points are:
1. Principal contractors have a duty of care for contractor safety and must ensure workplaces are safe as far as reasonably practicable. This requires having systems in place to identify, assess and control risks.
2. Contractors and their workers are deemed workers under health and safety law. Principal contractors must consult, coordinate and cooperate with contractors on safety.
3. For large construction projects over $250k, additional safety obligations apply to the principal contractor under regulations.
4. Contractor management should occur before, during
The HSE has vowed to more closely scrutinize the health and safety management of small contractors and their clients due to an increase in construction accidents involving small companies. Statistics show that 65% of construction fatalities in 2010 could be traced back to companies with fewer than 10 employees, up from 30% a decade ago. Small contractors often have different characteristics than large firms that can influence their approach to health and safety, such as being family-owned businesses with little formal safety training and an informal approach. The HSE wants small contractors to improve their planning, risk assessment, and basic safety measures to better protect workers.
Mitigate Hidden Business Risk: Improving Safety by Pre-screening and Qualifyi...browzcompliance
When considering the biggest drivers of organizational safety and compliance, it’s not often that contractors enter the discussion. As a result, organizations may be overlooking an area of significant risk and opportunity.
Pat Cunningham, Director of Safety & Auditing Services at BROWZ, addresses the following questions:
-Why are businesses relying on contractors more than ever before?
-What does OSHA expect when it comes to contractors?
-What types of data should you be collecting about your contractors?
-What are elements of a good screening program?
-Who else from your organization needs to be involved?
-What are the different ways you can approach prequalification?
Watch a video recording of the webinar here: https://vimeo.com/74964788
Five things every growing business owner should know about employment lawBlandsLaw
- Five things every growing business owner should know about employment law -
We’re not talking about your expanding waistline (you look great). We're talking about the five essential things that you need to know about employment law – your obligations as an employer, and protection for your business – as your business grows.
A sound understanding of these essentials will minimise your risk (and cost) of non-compliance with workplace laws.
This webinar, hosted by Christine Broad, covers:
- Contracts and policies – the different types of employment contracts and the must-have policies for any employer
- Performance management – regular review and ongoing management of performance make good business sense, and help minimise claims of bullying or unfair dismissal. Our top tips on how to do this and how the process changes as your business grows
- Termination / Unfair dismissal – how to manage termination of employment properly
- Recent case law that impacts employers around sham contracting, social media and others
Doing things correctly from the get-go means good business habits and employment procedures are in place as you expand. Upwards, not outwards ;)
For further details on BlandsLaw's 2013 series on workplace law issues, visit www.blandslaw.com.au
BlandsLaw webinar: Five things every growing business owner should know about...Jan Decomps
Five things every growing business owner should know about employment law
We’re not talking about your expanding waistline (you look great). We're talking about the five essential things that you need to know about employment law – your obligations as an employer, and protection for your business – as your business grows.
A sound understanding of these essentials will minimise your risk (and cost) of non-compliance with workplace laws.
This webinar, hosted by Christine Broad, covers:
Contracts and policies – the different types of employment contracts and the must-have policies for any employer
Performance management – regular review and ongoing management of performance make good business sense, and help minimise claims of bullying or unfair dismissal. Our top tips on how to do this and how the process changes as your business grows
Termination / Unfair dismissal – how to manage termination of employment properly
Recent case law that impacts employers around sham contracting, social media and others
Doing things correctly from the get-go means good business habits and employment procedures are in place as you expand. Upwards, not outwards ;)
For further details on BlandsLaw's 2013 series on workplace law issues, visit www.blandslaw.com.au
Employment Law Considerations for the FranchiseRudner Law
This document provides an overview of employment law considerations for franchises. It discusses how failing to meet workplace responsibilities can damage a brand and outlines best practices for managing leaves of absence and protecting competitive business information. The presentation notes that restrictive covenants in employment contracts and policies around social media use can help franchisors maintain brand integrity when employees leave. It emphasizes avoiding direct control of franchisee workplaces while assisting them to meet legal obligations.
The Quickly Changing Wage and Hour Landscape: Are You Ready For It?Human Capital Media
The immediate future will be especially challenging for employers. Changing Fair Labor Standards Act overtime rules, increased scrutiny of independent contractor classifications, new and amended state and local work laws, as well as other changing legal requirements are creating a never-ending compliance struggle for employers. While there is still much in flux and workloads and compliance risks are rising, there are strategies to better protect your business.
Join Paul Kramer, director of compliance at WorkForce Software, for this insightful webinar and gain the knowledge and practice tips you will need to stay compliant in an employment world where change is the only constant.
You can expect to come away with:
The latest on FLSA overtime rule changes.
Trends and events to watch in state labor laws.
New and re-emerging enforcement threats.
Techniques to minimize your risk.
This document appears to be a student project report on employee absenteeism at Sri Vignaraya Nama Industries in Coimbatore, India. The report includes an introduction that defines absenteeism and discusses its causes and impacts. It outlines the objectives and limitations of the study. The literature review discusses different definitions of absenteeism and prior research studying the relationship between absenteeism and factors like air conditioning, electromagnetic field exposure, and organizational dysfunction. The report appears to analyze absenteeism at Sri Vignaraya Nama Industries and provide findings and suggestions.
3) development of directors duties on skill, care & diligence final. siti f...Siti Azhar
The document discusses the development of directors' duties of skill, care, and diligence in company law. It traces the evolution from a subjective standard based on an individual director's qualifications to a more objective standard requiring a basic level of care and skill from all directors. Key developments included codifying directors' duties in the Malaysian Companies Act 1965 and introducing an objective test of reasonable care, skill and diligence in 2007 based on a director's position and responsibilities. The amendments aimed to encourage more proactive oversight from directors and establish minimum standards of conduct.
Clients in construction_best_practice_guidance (1)Mirela M
The document provides guidance for clients on their health and safety duties and responsibilities during construction projects. It outlines that clients must appoint competent designers, project supervisors, and contractors. It also explains that clients should assess these appointees' qualifications and experience to ensure safety is properly managed throughout the project. The document aims to help clients understand construction health and safety law and fulfill their legal obligations.
Dependent Verification: What You Don't Know Can Hurt YouHodges-Mace
Regardless of whether an employee’s intent is to defraud their employer, or whether the employee simply does not understand the plan rules, the time to correct an eligibility error is before a major health issue arises.
This accident investigation PowerPoint by CSCB breaks down the necessary steps to take when conducting an accident investigation in the construction industry.
How to Evaluate the Safety Performance of Contractorsbrowzcompliance
This document discusses evaluating the safety performance of contractors. It notes that lagging indicators like OSHA logs only show past performance, while leading indicators can predict future safety. The BROWZ OneView system allows tracking various leading indicators for each contractor, helping choose safe contractors. It also describes BROWZ's contractor safety assessment program which audits contractors' safety programs and management systems, providing a standardized evaluation to improve contractor safety.
The CSA 2010 program represents a new approach by the Federal Motor Carrier Safety Administration to evaluate truck driver safety performance. It will track drivers' crash and violation data over a three year period to determine safety ratings in seven behavioral analysis and safety improvement categories. Drivers and companies facing intervention for poor safety ratings will be subject to increased monitoring and enforcement such as warning letters, inspections, audits, and potential out-of-service orders, with the goal of improving compliance and preventing crashes. The CSA 2010 program aims to provide incentives for safe driving by weighting violations based on risk level and recency and considering inspection history, with the ultimate goal of reducing commercial motor vehicle accidents.
CODE OF CONDUCT MANUAL - PRESENTATION.pptxabid masood
The document outlines the agenda for a training on the Contracting and Trading Co.'s (C.A.T.) Code of Conduct and Saudi Aramco's Supplier Code of Conduct. The training will cover: 1) the purpose and requirements of each code; 2) summaries of the C.A.T. code which promotes ethics and compliance with laws/regulations; and 3) the Saudi Aramco code requirements regarding environmental practices, ethical business conduct, and prohibiting bribery. Non-compliance will result in disciplinary action for employees or termination of supplier agreements. The document emphasizes prompt reporting of any non-compliance.
The document discusses personal health and safety responsibilities in construction. It lists responsibilities such as working safely, wearing proper protective equipment like goggles and steel toe boots, keeping work areas tidy, and being respectful of others. It also discusses regulations, roles, and responsibilities related to health and safety, including common regulations, employer responsibilities, and employee responsibilities.
The document discusses occupational health and safety (OHS) management in the construction industry. It notes that over 2 million workers die annually from work-related accidents or illnesses. Construction sites pose risks such as falls and cuts. Poor OHS management can lead to losses from accidents including damage to public image, production losses, and increased insurance costs. Common causes of accidents include lack of training and protective equipment, and production priorities overriding safety. The document advocates implementing an integrated OHS management system based on the PDCA (plan-do-check-act) cycle per ISO 45001 standards to improve safety performance and compliance.
How to Evaluate the Safety Performance of Contractors Using leading & lagging...browzcompliance
Join BROWZ for a webinar discussing using both lagging and leading indicators to evaluate the safety performance of contractors. We will be discussing how to track a contractor’s safety statistics and OSHA/MSHA violations, auditing safety programs, and also performing safety management systems assessments.
This document provides an overview of contractor management for ensuring workplace safety. It discusses the obligations of principal contractors and other parties to manage safety for contractors working onsite. The key points are:
1. Principal contractors have a duty of care for contractor safety and must ensure workplaces are safe as far as reasonably practicable. This requires having systems in place to identify, assess and control risks.
2. Contractors and their workers are deemed workers under health and safety law. Principal contractors must consult, coordinate and cooperate with contractors on safety.
3. For large construction projects over $250k, additional safety obligations apply to the principal contractor under regulations.
4. Contractor management should occur before, during
The HSE has vowed to more closely scrutinize the health and safety management of small contractors and their clients due to an increase in construction accidents involving small companies. Statistics show that 65% of construction fatalities in 2010 could be traced back to companies with fewer than 10 employees, up from 30% a decade ago. Small contractors often have different characteristics than large firms that can influence their approach to health and safety, such as being family-owned businesses with little formal safety training and an informal approach. The HSE wants small contractors to improve their planning, risk assessment, and basic safety measures to better protect workers.
Mitigate Hidden Business Risk: Improving Safety by Pre-screening and Qualifyi...browzcompliance
When considering the biggest drivers of organizational safety and compliance, it’s not often that contractors enter the discussion. As a result, organizations may be overlooking an area of significant risk and opportunity.
Pat Cunningham, Director of Safety & Auditing Services at BROWZ, addresses the following questions:
-Why are businesses relying on contractors more than ever before?
-What does OSHA expect when it comes to contractors?
-What types of data should you be collecting about your contractors?
-What are elements of a good screening program?
-Who else from your organization needs to be involved?
-What are the different ways you can approach prequalification?
Watch a video recording of the webinar here: https://vimeo.com/74964788
Five things every growing business owner should know about employment lawBlandsLaw
- Five things every growing business owner should know about employment law -
We’re not talking about your expanding waistline (you look great). We're talking about the five essential things that you need to know about employment law – your obligations as an employer, and protection for your business – as your business grows.
A sound understanding of these essentials will minimise your risk (and cost) of non-compliance with workplace laws.
This webinar, hosted by Christine Broad, covers:
- Contracts and policies – the different types of employment contracts and the must-have policies for any employer
- Performance management – regular review and ongoing management of performance make good business sense, and help minimise claims of bullying or unfair dismissal. Our top tips on how to do this and how the process changes as your business grows
- Termination / Unfair dismissal – how to manage termination of employment properly
- Recent case law that impacts employers around sham contracting, social media and others
Doing things correctly from the get-go means good business habits and employment procedures are in place as you expand. Upwards, not outwards ;)
For further details on BlandsLaw's 2013 series on workplace law issues, visit www.blandslaw.com.au
BlandsLaw webinar: Five things every growing business owner should know about...Jan Decomps
Five things every growing business owner should know about employment law
We’re not talking about your expanding waistline (you look great). We're talking about the five essential things that you need to know about employment law – your obligations as an employer, and protection for your business – as your business grows.
A sound understanding of these essentials will minimise your risk (and cost) of non-compliance with workplace laws.
This webinar, hosted by Christine Broad, covers:
Contracts and policies – the different types of employment contracts and the must-have policies for any employer
Performance management – regular review and ongoing management of performance make good business sense, and help minimise claims of bullying or unfair dismissal. Our top tips on how to do this and how the process changes as your business grows
Termination / Unfair dismissal – how to manage termination of employment properly
Recent case law that impacts employers around sham contracting, social media and others
Doing things correctly from the get-go means good business habits and employment procedures are in place as you expand. Upwards, not outwards ;)
For further details on BlandsLaw's 2013 series on workplace law issues, visit www.blandslaw.com.au
Employment Law Considerations for the FranchiseRudner Law
This document provides an overview of employment law considerations for franchises. It discusses how failing to meet workplace responsibilities can damage a brand and outlines best practices for managing leaves of absence and protecting competitive business information. The presentation notes that restrictive covenants in employment contracts and policies around social media use can help franchisors maintain brand integrity when employees leave. It emphasizes avoiding direct control of franchisee workplaces while assisting them to meet legal obligations.
The Quickly Changing Wage and Hour Landscape: Are You Ready For It?Human Capital Media
The immediate future will be especially challenging for employers. Changing Fair Labor Standards Act overtime rules, increased scrutiny of independent contractor classifications, new and amended state and local work laws, as well as other changing legal requirements are creating a never-ending compliance struggle for employers. While there is still much in flux and workloads and compliance risks are rising, there are strategies to better protect your business.
Join Paul Kramer, director of compliance at WorkForce Software, for this insightful webinar and gain the knowledge and practice tips you will need to stay compliant in an employment world where change is the only constant.
You can expect to come away with:
The latest on FLSA overtime rule changes.
Trends and events to watch in state labor laws.
New and re-emerging enforcement threats.
Techniques to minimize your risk.
This document appears to be a student project report on employee absenteeism at Sri Vignaraya Nama Industries in Coimbatore, India. The report includes an introduction that defines absenteeism and discusses its causes and impacts. It outlines the objectives and limitations of the study. The literature review discusses different definitions of absenteeism and prior research studying the relationship between absenteeism and factors like air conditioning, electromagnetic field exposure, and organizational dysfunction. The report appears to analyze absenteeism at Sri Vignaraya Nama Industries and provide findings and suggestions.
3) development of directors duties on skill, care & diligence final. siti f...Siti Azhar
The document discusses the development of directors' duties of skill, care, and diligence in company law. It traces the evolution from a subjective standard based on an individual director's qualifications to a more objective standard requiring a basic level of care and skill from all directors. Key developments included codifying directors' duties in the Malaysian Companies Act 1965 and introducing an objective test of reasonable care, skill and diligence in 2007 based on a director's position and responsibilities. The amendments aimed to encourage more proactive oversight from directors and establish minimum standards of conduct.
Clients in construction_best_practice_guidance (1)Mirela M
The document provides guidance for clients on their health and safety duties and responsibilities during construction projects. It outlines that clients must appoint competent designers, project supervisors, and contractors. It also explains that clients should assess these appointees' qualifications and experience to ensure safety is properly managed throughout the project. The document aims to help clients understand construction health and safety law and fulfill their legal obligations.
Dependent Verification: What You Don't Know Can Hurt YouHodges-Mace
Regardless of whether an employee’s intent is to defraud their employer, or whether the employee simply does not understand the plan rules, the time to correct an eligibility error is before a major health issue arises.
Dependent Verification: What You Don't Know Can Hurt You
Construction Supervisors
1. 21st Annual Virginia Occupational Safety and
Health Conference
10/19/2016
Anna Jolly, JD, CHMM
Circle Safety & Health Consultants, LLC 1
CONSTRUCTION
SUPERVISORS
What They Need to Know
Anna E. Jolly, JD, CHMM
Managing Director
Circle Safety & Health Consultants, LLC
SUPERVISION
▪ The “art” of controlling the performance of
persons and to the extent of authority,
controlling the conditions of their
environment.
THE PROBLEM
▪ Many construction
employers do not
educate their site
management personnel
about how to address
the site safety
responsibilities of their
jobs.
2. 21st Annual Virginia Occupational Safety and
Health Conference
10/19/2016
Anna Jolly, JD, CHMM
Circle Safety & Health Consultants, LLC 2
SO WHAT HAPPENS?
▪ Depends on a number of factors
▪ Luck is probably the most
important.
▪ Supervisor’s attitude and beliefs
toward safety.
▪ Whether they have effective
internal and/or external support for
safety.
COULD HAVE BEEN PREVENTED IF:
▪ The Supervisor had a
clear understanding
of his role in the
management of the
people, equipment,
and management of
the project site.
TYPES OF SITE SUPERVISION
▪ Site Superintendent
Responsible for running a project;
may or may not have trades or may
hire all subcontractors.
▪ Foreman
Run a crew for the general contractor
or be the main supervisor for a
subcontractor.
Often responsible for other
subcontractors.
3. 21st Annual Virginia Occupational Safety and
Health Conference
10/19/2016
Anna Jolly, JD, CHMM
Circle Safety & Health Consultants, LLC 3
FACE OF THE COMPANY IN THE FIELD
▪ OSHA considers them “Management Officials”
▪ Play the most critical role in safe operations
▪ Principal implementers of the company safety
program.
▪ Can make or break the company’s safety program
▪ Make decisions every day about whether their
employees will take risks with safety or not.
THE SITE SUPERVISOR
▪ Everything that everyone else does with regard
to safety is worthless without the knowledge
and commitment of this team member.
▪ WOW! That’s a lot of power and a lot of
responsibility!!!!!!!
SO WHAT DO THEY NEED TO KNOW
▪ But they need to know the following:
▪ What is their role in managing physical site safety on the project?
▪ What are the true costs of accidents to the company?
▪ What is their role in managing employee safety?
▪ What is their role in managing subcontractors?
▪ Or being managed by General Contractors?
▪ Supervisors need to understand these roles before they go
out there.
4. 21st Annual Virginia Occupational Safety and
Health Conference
10/19/2016
Anna Jolly, JD, CHMM
Circle Safety & Health Consultants, LLC 4
BASIC FOUNDATION
KNOWLEDGE
▪ The Supervisor must have the knowledge necessary
to complete the job to the extent of their duties.
▪ A through understanding of the operations and hazards
expected and how to control them
▪ Company safety policies and procedures
▪ OSHA requirements of the job.
AUTHORITY
▪ Have full authority to require all workers on the job
site to comply with work rules, including
subcontractors.
▪ Know that they may use that authority when needed
to discipline employees and or subcontractors when
they fail to comply.
5. 21st Annual Virginia Occupational Safety and
Health Conference
10/19/2016
Anna Jolly, JD, CHMM
Circle Safety & Health Consultants, LLC 5
THE SUPERVISOR’S
ROLES
#1 THE COMPETENT PERSON ROLE
▪ One who is capable of identifying existing & predictable hazards in the
surroundings or working conditions which are unsanitary, hazardous, or
dangerous to employees, and who has authorization to take prompt
corrective measures to eliminate them.
▪ The Supervisor is generally the best choice as competent person, but
not for all situations.
▪ Competent persons are responsible for creating a safe work
environment. The job site may not be altered except under the direct
supervision of a competent person.
▪ Management must assess the supervisors competency and designate
the supervisor as a competent person
#2 THE SAFETY INSPECTOR ROLE
▪ OSHA requires frequent and regular inspections of the worksite.
▪ 1926.20(b)(2)
▪ Need to know what that means in accordance with company
specifications.
▪ Need to know how to do inspections
▪ Often use weekly inspection checklists, but:
▪ Supervisors should look for safety violation every
time they go on the site. This should be early in the
morning and after lunch at least.
6. 21st Annual Virginia Occupational Safety and
Health Conference
10/19/2016
Anna Jolly, JD, CHMM
Circle Safety & Health Consultants, LLC 6
#3 THE GREAT COMMUNICATOR
▪ Clear and Proper Communication
▪ Communicate the Company’s safety expectations
▪ Hold Safety Meetings with employees and or subcontractors.
▪ Use as a forum to discuss safety issues relevant to the site.
▪ Use to remind workers of rules and safe work procedures
▪ Communicate safety issues and concern back to upper management.
▪ Coach employees and subcontractors when necessary.
▪ Discipline employees and subcontractors when necessary.
#4 THE DECISION MAKER
▪ In order to make good decisions regarding safety, supervisors need to
understand the true costs of accidents.
▪ Share the dollar value the accidents that occur throughout the
operation so that they understand that taking that risk to save time and
money, is not a good decision.
#5 THE POLICE OFFICER
▪ When necessary, the supervisor
needs to discipline both workers
and/or subcontractors.
▪ Needs to know how to do this
properly in accordancewith company
policy.
▪ Needs to feel confident that the
companywill back him or her up.
▪ Needs to make sure that
unsatisfactory procedures or
conditions should be corrected
immediately.
▪ When not possible, makesure to
follow-up till the item is corrected.
7. 21st Annual Virginia Occupational Safety and
Health Conference
10/19/2016
Anna Jolly, JD, CHMM
Circle Safety & Health Consultants, LLC 7
#6 THE CLIENT
WORKING WITH SUBCONTRACTORS
RULES OF CONSTRUCTION
▪ The Prime Contractor can not be relieved of Overall safety
responsibility for the work to be performed under the
contract.
▪ 1926.16(b)
▪ Subcontractor of any tier agrees to perform any part assumes
the responsibility of safety for that part and shares jointly
with the Prime.
▪ 1926.16(c)
BOTTOM LINE
▪ Using subcontractors instead of employees can not absolve the
Company from their responsibility for a safe worksite.
8. 21st Annual Virginia Occupational Safety and
Health Conference
10/19/2016
Anna Jolly, JD, CHMM
Circle Safety & Health Consultants, LLC 8
ACCOUNTABILITY
▪ Pre-job orientation for workers
▪ Frequent and regular inspections by the
subcontractor and your supervisor.
▪ Requirement for reporting accidents to site
management.
▪ Established procedures for disciplinary action against
the subcontractor up to and including termination.
#7 THE ROLE OF INVESTIGATOR
▪ The Supervisor can be an obstacle to the reporting of accidents because
of their attitude.
▪ The Supervisor completes the first report of the accident and for minor
accidents incidents does the investigation.
▪ Most experience construction supervisors have no idea how to do this.
They think it is just a form that they fill out. Generally, the employee
caused it.
▪ This is a critical component of the safety process and requires
education.
#8 THE GOVERNMENT LIAISON
▪ Who is on the site when the
VOSH/OSHA inspector arrives?
▪ Generally, that scares people.
▪ The Supervisor must know:
▪ The Company’s procedures for
handling
▪ The Company’s rights
▪ What to expect during an
inspection.
11. 21st Annual Virginia Occupational Safety and
Health Conference
10/19/2016
Anna Jolly, JD, CHMM
Circle Safety & Health Consultants, LLC 11
#9 THE SAFETY LEADER
▪ The critical part of
leadership is not just
knowing where you are
going, but getting
people to follow you
there.
BASIC SAFETY LEADERSHIP
▪ Know the Company Safety Rules
and Policies.
▪ Always follow those rules
personally when on the job site.
▪ Know the VOSH/OSHA
requirements for your routine
tasks.
▪ Always be on the lookout for
hazards on your site.
MORE SAFETY LEADERSHIP
▪ Always correct hazards as soon as they are observed.
▪ Perform a self-audit of the worksite at the beginning
of each shift.
▪ Always have the appropriate equipment for the job.
▪ Make sure your employees know and follow the
safety rules.
12. 21st Annual Virginia Occupational Safety and
Health Conference
10/19/2016
Anna Jolly, JD, CHMM
Circle Safety & Health Consultants, LLC 12
MORE SAFETY LEADERSHIP
▪ Use the disciplinary policy for safety when
appropriate.
▪ Never use the saying “not my problem” when dealing
with safety hazards on a work site.
ANY QUESTIONS?