They say that hindsight is 20-20 — it’s always easier to look back and see the signs of impending problems after the fact. But how can Human Resources pros read those signs and take a more pro-active stance before a workplace tragedy occurs?
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Consider it a compelling argument why your company must have explicit policies governing drug testing — especially when someone’s been hurt — and why it’s critical all supervisors know and understand those policies. Otherwise, you can end up with a situation like this one.
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Sure, cell phones make it convenient for people outside of the office to stay in touch, and they save time (and money). But would they save you $24 million? That’s how much Coca-Cola paid when an employee talking on a cell phone while behind the wheel plowed into another car.
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The Department of Labor (DOL) has already tipped its hand that it’ll do a lot more sniffing around looking for businesses bungling how they report employees’ hours worked (see HR Daily Report, 5/17/12). Now the net has grown wider.
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When workplace drinking and injuries mix, the final decision on workers’ comp benefits doesn’t always come down to a drug test.
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Consider this the next time you climb aboard a plane or train: There’s a one-in-four chance the person in the driver’s seat is sleepy and it affects how they do their job, at least once a week.
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Using just three ideas can cut injuries and accidents, and save lots of money.
Any cost-control program for workers compensation will be tailored to your company’s individual needs, but you can establish the building blocks by using this checklist.
A federal agency has issued a new mandate: Employers are responsible for stopping workplace violence, and failure to do so will result in penalties.
How to recognize when a worker is a victim of domestic abuse, and what to do about it.
