Expert answer:Explain the significant differences between Person
Expert answer:ill upload it down here the 3 questions , please ask me anytime if you have any question :1.Explain the significant differences between Personnel Management (PM) and Human Resources Management (HRM). Discuss the relevance of why many employers are replacingoutdated personnel practices with new policies for human resource management. 2.Some employees are reluctant to seek assistance from EAP programs. As a manager, discuss how you will convince them of its usefulness? Discuss how might you use an employee assistance program to improve a decline in productivity? 3.The loss of life to workplace violence comes as no surprise these days, particularly in a declining economy. More than ever, the question about how safe is our workplace prevails in breaking news events. Discuss the workplace factors that may be leading to the increase in fatalities? Finally, is management to blame for these recurring events? Defend your position as it relates to OSHA.thanks
osha__at_a_glance.pdf
osha__workplace_violence..pdf
Unformatted Attachment Preview
AT-A-GLANCE
The Occupational Safety and Health Act of 1970 (OSH Act) was passed to
prevent workers from being killed or seriously harmed at work. This law
created the Occupational Safety and Health Administration (OSHA), which
sets and enforces protective workplace safety and health standards. OSHA
also provides information, training, and assistance to employers and workers.
Under the OSH Act, employers have the responsibility to provide a
safe workplace.
RIGHTS AND
RESPONSIBILITIES
Employers must:
• Follow all relevant OSHA safety and health
standards.
• Find and correct safety and health hazards.
• Inform employees about chemical hazards
through training, labels, alarms, color-coded
systems, chemical information sheets and other
methods.
• As of January 1, 2015, notify OSHA within
8 hours of a workplace fatality or within 24 hours
of any work-related inpatient hospitalization,
amputation or loss of an eye (1-800-321-OSHA
[6742]); www.osha.gov/report_online).
• Provide required personal protective equipment
at no cost to workers.*
• Keep accurate records of work-related injuries
and illnesses.
• Post OSHA citations, injury and illness summary
data, and the OSHA Job Safety and Health – It’s
The Law poster in the workplace where workers
will see them.
• Not retaliate against any worker for using their
rights under the law.
Employees have the right to:
• Working conditions that do not pose a risk of
serious harm.
• Receive information and training (in a language
workers can understand) about chemical and
other hazards, methods to prevent harm, and
OSHA standards that apply to their workplace.
• Review records of work-related injuries and
illnesses.
• Get copies of test results done to find and
measure hazards in the workplace.
• File a complaint asking OSHA to inspect their
workplace if they believe there is a serious
hazard or that their employer is not following
OSHA rules. When requested, OSHA will keep all
identities confidential.
• Use their rights under the law without retaliation.
If an employee is fired, demoted, transferred or
retaliated against in any way for using their rights
under the law, they can file a complaint with
OSHA. This complaint must be filed within 30
days of the alleged retaliation.
* Employers must pay for most types of required personal protective equipment.
OSHA
STANDARDS
OSHA standards are rules that describe the
methods employers are legally required to follow
to protect their workers from hazards. Before
OSHA can issue a standard, it must go through a
very extensive and lengthy process that includes
substantial public engagement, notice and comment. The agency must show that a significant
risk to workers exists and that there are feasible
measures employers can take to protect their
workers.
Construction, General Industry, Maritime, and
Agriculture standards protect workers from a wide
range of serious hazards. These standards limit
the amount of hazardous chemicals workers can
be exposed to, require the use of certain safe
practices and equipment, and require employers
to monitor certain workplace hazards.
Examples of OSHA standards include requirements to provide fall protection, prevent trenching
cave-ins, prevent exposure to some infectious
diseases, ensure the safety of workers who enter
confined spaces, prevent exposure to such
harmful substances as asbestos and lead, put
guards on machines, provide respirators or other
safety equipment, and provide training for certain
dangerous jobs.
Employers must also comply with the General
Duty Clause of the OSH Act. This clause requires
employers to keep their workplaces free of serious
recognized hazards and is generally cited when no
specific OSHA standard applies to the hazard.
INSPECTIONS
Inspections are initiated without advance notice,
conducted using on-site or telephone and facsimile investigations, performed by highly trained
compliance officers, and based on the following
priorities:
• Imminent danger.
• Catastrophes – fatalities or hospitalizations.
• Worker complaints and referrals.
• Targeted inspections – particular hazards, high
injury rates.
• Follow-up inspections.
On-site inspections can be triggered by a complaint from a current worker or their representative
if they believe there is a serious hazard or that
their employer is not following OSHA standards
or rules. Often the best and fastest way to get a
hazard corrected is to notify your supervisor or
employer.
When an inspector finds violations of OSHA
standards or serious hazards, OSHA may issue
citations and fines. A citation includes methods
an employer may use to fix a problem and the
date by when the corrective actions must be
completed.
Employers have the right to contest any part of
the citation, including whether a violation actually
exists. Workers only have the right to challenge
the deadline for when a problem must be resolved.
Appeals of citations are heard by the independent
Occupational Safety and Health Review
Commission.
HELP FOR EMPLOYERS
OSHA offers free confidential advice. Several
programs and services help employers identify
and correct job hazards as well as improve their
injury and illness prevention programs.
Free On-Site Consultation
OSHA provides a free service, On-Site Consultation, for small businesses with fewer than 250
workers at a site (and no more than 500 employees nationwide). On-site Consultation services are
separate from enforcement and do not result in
penalties or citations. Each year, OSHA makes
more than 29,000 consultation visits to small
businesses to provide free compliance assistance. By working with the OSHA Consultation
Program, certain exemplary employers may
request participation in OSHA’s Safety and
Health Recognition Program, SHARP. To locate
the OSHA Consultation Office nearest you, visit
www.osha.gov/consultation or call 1-800-321OSHA (6742).
Compliance Assistance
OSHA has compliance assistance specialists
throughout the nation who can provide general
information about OSHA standards and
compliance assistance resources. Contact your
local OSHA office for more information or visit
www.osha.gov/dcsp/compliance_assistance/
cas.html.
Cooperative Programs
OSHA offers cooperative programs to help prevent
fatalities, injuries, and illnesses in the workplace.
Alliance Program – OSHA works with groups
committed to worker safety and health to develop
compliance assistance resources and educate
workers and employers. OSHA Strategic Partnerships (OSP) – Partnerships are formalized through
tailored agreements designed to encourage,
assist, and recognize partner efforts to eliminate
serious hazards and achieve model workplace
safety and health practices. Voluntary Protection
Programs (VPP) – The VPP recognize employers
and workers in private industry and federal agencies who have implemented effective safety and
health management programs and maintain injury
and illness rates below the national average for
their respective industries. In VPP, management,
labor, and OSHA work cooperatively and proactively to prevent fatalities, injuries, and illnesses.
INFORMATION AND EDUCATION
OSHA Training Institute
The OSHA Training Institute (OTI) Education Centers are a national network of nonprofit organizations authorized by OSHA to deliver occupational
safety and health training to private sector
workers, supervisors, and employers.
Educational Materials
OSHA has a variety of educational materials and
electronic tools available on its website at These
include utilities such as expert advisors, electronic
compliance assistance, videos and other information for employers and workers. OSHA’s software
programs and eTools walk you through safety and
health issues and common problems to find the
best solutions for your workplace.
OSHA’s extensive publications help explain OSHA
standards, job hazards, and mitigation strategies
and provide assistance in developing effective
safety and health programs.
Visit www.osha.gov/publications or call 1-800321-OSHA (6742).
QuickTakes
OSHA’s free, twice-monthly online newsletter,
QuickTakes, offers the latest news about OSHA
initiatives and products to assist employers and
workers in finding and preventing workplace
hazards. To sign up for QuickTakes, visit
www.osha.gov/quicktakes.
State and Local Government Workers
State and local government workers are not
covered by Federal OSHA, but they do have
protections in states that operate their own
programs. The following states have approved
state programs: AK, AZ, CA, CT, HI, IA, IL, IN, KY,
MD, MI, MN, NC, NJ, NM, NV, NY, OR, SC, TN, UT,
VA, VT, WA, WY, Puerto Rico and the Virgin Islands.
Connecticut, Illinois, New Jersey, New York and the
Virgin Islands programs cover public sector (state
and local government) workers only. Federal OSHA
covers private sector workers in these jurisdictions.
Federal Government Workers
OSHA’s protection applies to all federal agencies.
Although OSHA does not fine federal agencies, it
does monitor federal agencies and responds to
workers’ complaints.
Not Covered by the OSH Act:
Self-employed workers; and workplace hazards
regulated by another federal agency (for example,
the Mine Safety and Health Administration,
the Department of Energy, or Coast Guard).
CONTACT OSHA
For questions or to get information or advice, to
report an emergency, report a fatality or catastrophe, order publications, sign up for OSHA’s
e-newsletter QuickTakes, or to file a confidential
complaint, contact your nearest OSHA office, visit
www.osha.gov or call OSHA at 1-800-321-OSHA
(6742), TTY 1-877-889-5627.
For assistance, contact us.
We are OSHA. We can help.
It’s confidential.
WHO DOES OSHA COVER
Private Sector Workers
U.S. Department of Labor
www.osha.gov
OSHA 3439-B-12R 2014
OSHA covers most private sector employers and
workers in all 50 states, the District of Columbia,
and other U.S. jurisdictions either directly through
Federal OSHA or through an OSHA-approved state
program. State-run safety and health programs
must be at least as effective as the Federal
OSHA program.
What is workplace violence?
Workplace violence is violence or the threat of
violence against workers. It can occur at or
outside the workplace and can range from
threats and verbal abuse to physical assaults and
homicide, one of the leading causes of job-related
deaths. However it manifests itself, workplace
violence is a growing concern for employers and
employees nationwide.
Who is vulnerable?
Some 2 million American workers are victims
of workplace violence each year. Workplace
violence can strike anywhere, and no one is
immune. Some workers, however, are at
increased risk. Among them are workers who
exchange money with the public; deliver
passengers, goods, or services; or work alone or
in small groups, during late night or early
morning hours, in high-crime areas, or in
community settings and homes where they have
extensive contact with the public. This group
includes health-care and social service workers
such as visiting nurses, psychiatric evaluators,
and probation officers; community workers such
as gas and water utility employees, phone and
cable TV installers, and letter carriers; retail
workers; and taxi drivers.
what to do if they witness or are subjected
to workplace violence, and how to protect
themselves.
■
Secure the workplace. Where appropriate
to the business, install video surveillance,
extra lighting, and alarm systems and
minimize access by outsiders through
identification badges, electronic keys, and
guards.
■
Provide drop safes to limit the amount of
cash on hand. Keep a minimal amount of
cash in registers during evenings and latenight hours.
■
Equip field staff with cellular phones and
hand-held alarms or noise devices, and
require them to prepare a daily work plan
and keep a contact person informed of their
location throughout the day. Keep employerprovided vehicles properly maintained.
■
Instruct employees not to enter any location
where they feel unsafe. Introduce a “buddy
system” or provide an escort service or
police assistance in potentially dangerous
situations or at night.
■
Develop policies and procedures covering
visits by home health-care providers. Address
the conduct of home visits, the presence of
others in the home during visits, and the
worker’s right to refuse to provide services in
a clearly hazardous situation.
What can these employers do to help
protect these employees?
The best protection employers can offer is to
establish a zero-tolerance policy toward
workplace violence against or by their employees.
The employer should establish a workplace
violence prevention program or incorporate the
information into an existing accident prevention
program, employee handbook, or manual of
standard operating procedures. It is critical to
ensure that all employees know the policy and
understand that all claims of workplace violence
will be investigated and remedied promptly.
In addition, employers can offer additional
protections such as the following:
■
Provide safety education for employees so
they know what conduct is not acceptable,
How can the employees protect
themselves?
Nothing can guarantee that an employee will
not become a victim of workplace violence. These
steps, however, can help reduce the odds:
■
Learn how to recognize, avoid, or diffuse
potentially violent situations by attending
personal safety training programs.
■
Alert supervisors to any concerns about
safety or security and report all incidents
immediately in writing.
■
Avoid traveling alone into unfamiliar locations
or situations whenever possible.
■
Carry only minimal money and required
identification into community settings.
What should employers do following
an incident of workplace violence?
■
Encourage employees to report and log all
incidents and threats of workplace violence.
■
Provide prompt medical evaluation and
treatment after the incident.
■
Report violent incidents to the local police
promptly.
■
Inform victims of their legal right to prosecute
perpetrators.
■
Discuss the circumstances of the incident with
staff members. Encourage employees to
share information about ways to avoid similar
situations in the future.
■
Offer stress debriefing sessions and posttraumatic counseling services to help workers
recover from a violent incident.
■
Investigate all violent incidents and threats,
monitor trends in violent incidents by type or
circumstance, and institute corrective actions.
■
to prevent or abate a recognized violence hazard
in the workplace can be cited. Failure to
implement suggestions in this fact sheet, however,
is not in itself a violation of the General Duty
Clause.
How can you get more information?
OSHA has various publications, standards,
technical assistance, and compliance tools to help
you, and offers extensive assistance through its
many safety and health programs: workplace
consultation, voluntary protection programs,
grants, strategic partnerships, state plans,
training, and education. Guidance such as
OSHA’s Safety and Health Management
Program Guidelines identify elements that are
critical to the development of a successful safety
and health management system. This and other
information are available on OSHA’s website at
www.osha.gov.
■
For a free copy of OSHA publications, send a
self-addressed mailing label to this address:
OSHA Publications Office, P.O. Box 37535,
Washington, DC 20013-7535; or send a
request to our fax at (202) 693-2498, or call
us at (202) 693-1888.
■
To file a complaint by phone, report an
emergency, or get OSHA advice, assistance,
or products, contact your nearest OSHA
office under the “U.S. Department of Labor”
listing in your phone book, or call us toll-free
at (800) 321-OSHA (6742). The teletypewriter (TTY) number is (877) 889-5627.
■
To file a complaint online or obtain more
information on OSHA federal and state
programs, visit OSHA’s website.
Discuss changes in the program during
regular employee meetings.
What protections does OSHA offer?
The Occupational Safety and Health Act’s
(OSH Act) General Duty Clause requires
employers to provide a safe and healthful
workplace for all workers covered by the OSH
Act. Employers who do not take reasonable steps
This is one in a series of informational fact sheets highlighting OSHA programs, policies, or standards. It does not impose
any new compliance requirements or carry the force of legal opinion. For compliance requirements of OSHA standards or
regulations, refer to Title 29 of the Code of Federal Regulations. This information will be made available to sensory-impaired
individuals upon request. Voice phone: (202) 693-1999. See also OSHA’s website at www.osha.gov.
U.S. Department of Labor
Occupational Safety and Health Administration
2002
…
Purchase answer to see full
attachment
How it works
- Paste your instructions in the instructions box. You can also attach an instructions file
- Select the writer category, deadline, education level and review the instructions
- Make a payment for the order to be assignment to a writer
- Download the paper after the writer uploads it
Will the writer plagiarize my essay?
You will get a plagiarism-free paper and you can get an originality report upon request.
Is this service safe?
All the personal information is confidential and we have 100% safe payment methods. We also guarantee good grades