Risk Management – Page 21 – Risk Management 365

Bloodborne Pathogens and Needlestick Prevention

What are bloodborne pathogens?

Bloodborne pathogens are infectious microorganisms in human blood that can cause disease in humans. These pathogens include, but are not limited to, hepatitis B (HBV), hepatitis C (HCV) and human immunodeficiency virus (HIV). Needlesticks and other sharps-related injuries may expose workers to bloodborne pathogens. Workers in many occupations, including first aid team members, housekeeping personnel in some industries, nurses and other healthcare personnel may be at risk of exposure to bloodborne pathogens.

via Safety and Health Topics | Bloodborne Pathogens and Needlestick Prevention.

Succession Planning – Protecting the Family Business

88% of current family business owners believe the same family or families will control their business in five years, but succession statistics undermine this belief. Only about 30% of family and businesses survive into the second generation, 12% are still viable into the third generation, and only about 3% of all family businesses operate into the fourth generation or beyond. The statistics reveal a disconnect between the optimistic belief of today’s family business owners and the reality of the massive failure of family companies to survive through the generations. Research indicates that family business failures can essentially be traced to one factor: an unfortunate lack of family business succession planning.

via Succession Planning.

2013 – the year of disease prevention and health promotion!

The New Year holds much promise for Total Worker Health™. In fact, 2013 may well become the year of disease prevention and health promotion! This abundance of opportunity can be credited to the Affordable Care Act and its provisions related to wellness programs.

The provision that focuses on employer wellness programs has the most potential to directly affect the Total Worker Health™ community. This proposed rule will expand the ability of employers to reward workers who achieve health improvement goals. Beginning in 2014, the health care law will allow employers to increase incentives for participation in programs that require an employee to achieve an agreed-upon wellness goal (health-contingent wellness programs). Specifically, employers will be able to increase incentives from the currently allowable 20% to as much as 30% of an employee’s insurance costs, and in some cases as much as 50%. Examples of health-contingent wellness programs include: programs that provide a reward to those who do not use, or decrease their use of, tobacco; programs that provide a reward to those who achieve a specified cholesterol level or weight. To protect employees from unfair practices, the proposed regulations will require health-contingent wellness programs to follow rules designed for employees who need wellness-related accommodations. Employers may continue to support “participatory wellness programs” which generally are available without regard to an individual’s health status. These include, for example, programs that reimburse for the cost of membership in a fitness center; that provide a reward to employees for attending a monthly, no-cost health education seminar; or that provides a reward to employees who complete a health risk assessment without requiring them to take further action.

via CDC – NIOSH – Total Worker Health™ in Action – January 2013.

Human Capital Importance in an Organization

Capital is defined as resource or the input into a business. Human capital can therefore be defined as an input in employees, the ability to perform a task with the aim of producing economic value. Human skills are needed to implement a business idea. Hence human capital importance is non-ignorable in a business. The ability to perform a task is gained by an individual through learning and experience.

via Human Capital Importance in an Organization.

The Employer’s Affordable Care Act – Your Pre-Game Warm-Up for “Pay or Play”

For many “large” employers, determining whether to “pay or play” may not be an easy process. The ACA’s employer shared responsibility provision goes into effect in 2014, making advance preparation even more important if you have part-time, seasonal or “variable hour” employees. Since you are only required to either potentially pay (a penalty for) or play (offer coverage to) those individuals who are considered your full-time employees, your ability to substantiate whether an employee is or is not “full-time” will be critical to successfully navigating the “pay or play” provisions of the ACA.

via The Employer’s Affordable Care Act (ACA) Compliance Playbook: Your Pre-Game Warm-Up for “Pay or Play” | Thorp Reed & Armstrong.

Protecting Your Eyes at Work

Eye injuries in the workplace are very common. The National Institute for Occupational Safety and Health (NIOSH) reports about 2,000 U.S. workers sustain job-related eye injuries that require medical treatment each day. However, safety experts and eye doctors believe the right eye protection could have lessened the severity or even prevented 90% of these eye injuries.

via Protecting Your Eyes at Work | American Optometric Association.

Vacation Safety

Before Leaving, Secure Your Home

Have good locks on all doors and windows and double check them before you leave.
Ask a neighbor to watch your home while you are gone. Leave as much information about your vacation with them as possible, including emergency contact information in case something happens.
Arrange for a neighbor or family member to gather your mail and newspaper deliveries.
Plug in timers to turn lights on and of to simulate that the house is being used.
Create the illusion that someone is home. For example, attach a television or radio to a timer to occasionally turn on and off.
Ask a neighbor to park in your driveway if you will be taking your vehicle with you. If you leave your car at home, park it as you normally would.
Arrange for someone to mow your lawn and maintain the yard should you be gone for a long period of time. During winter, make arrangements to have your snow shoveled.

While On Your Trip

Trust your instincts and speak up if you think or feel something is dangerous.
Confirm your reservations before leaving home.
Keep a record of all traveler’s check numbers and your credit card numbers in a safe place. Have a record of all of hte numbers to your credit card companies in case they become lost or stolen.
Do not carry large amounts of cash. If you must carry large sums, do not display it openly to others.
Be aware of your surroundings and do not advertise your travel plans to strangers.
Do not carry your airplane tickets or passport in open view. Secure these important documents in a safe place. FEMALES – if you carry these in a purse, place your purse across your body rather than just over your shoulder. MALES – carry these documents in a safe container or in the front pocket of your pants instead of your back pocket.

via Vacation Safety.

Why You Need A Crisis Communication Plan?

A crisis is any situation that threatens the integrity or reputation of your company, usually brought on by adverse or negative media attention. These situations can be any kind of legal dispute, theft, accident, fire, flood or manmade disaster that could be attributed to your company. It can also be a situation where in the eyes of the media or general public your company did not react to one of the above situations in the appropriate manner. This definition is not all encompassing but rather is designed to give you an idea for the types of situations where you may need to follow this plan. If handled correctly the damage can be minimized.One thing to remember that is crucial in a crisis is tell it all, tell it fast and tell the truth. If you do this you have done all you can to minimize the situation.When a situation arises that may be a crisis the first thing you should do is contact your CEO and the chief of your public relations department. The sooner you get those two organizations involved the sooner you can implement this plan.

via Crisis Communication Plan.

The Generation Gap – How To Motivate Generation X

Generation X

Roughly born between the 1960’s and 1980’s
General Attitude: “Whatever…” Enigmatic
Characteristics: Pragmatic, Individualistic, Arrogant, Risk Taking
Likes: Sharing, Chilling, Being individualistic, Being with friends, Change
Dislikes: Bossiness, Corporate culture.

Famous Xers include Lance Armstrong, Tiger Woods, Mark Shuttleworth, Jerry Yang, Jeff Bezos and Michael Dell.

The biggest generation gap exists between the Xers and the Baby Boomers. Unlike the Baby Boomers, they arrived almost unnoticed.

The Xers are defined more by what they are not, than by what they are. They arrived on the scene just as the economic boom was flattening.

For a generation who invented the term “Whatever…” it is no wonder that some people often described them as the cynical generation.

They grew up in a time when broken families were common. By the 1970’s, 40 percent of all couples living in major cities were divorced. So many of these kids spend every second weekend with a different set of parents.

A lot of them find comfort in close friends and peers, who they chose for their closeness, loyalty and dependable relationships

They also saw their parents being retrenched by the big corporations. So in general, they are sceptical about company loyalty. Like I have mentioned, the biggest generation gap exists between this generation and the previous ones

Xers feel that the promises made by the visionary Boomers about a brave new working world have fallen apart. Economies and organizations have shrunk, leaving them struggling to find work.

They feel caught in the middle of transition. They know that most companies need to make changes, but it is going way to slow for the naturally impatient Xers.

This generation like change. No, they don’t just like it; they thrive on it.

Tips for Motivating the Xers

You need to earn their respect, yet they will take a while to demonstrate that respect for you. Act with integrity and you will close the generation gap.
Give surprise rewards for unusual achievements.
Fun is serious business! A little humor, something silly, practical jokes, even a little bit of irrelevance will help to create a stimulating, and productive workplace.
Try a reverse mentoring programme in which younger employees are assigned to older executives, to help them get up to speed with technology and to close the generation gap.
Don’t look over their shoulders all the time…it irritates them.

via The Generation Gap. How To Motivate Different Generations.

Don’t Ignore the Signs of Substance Abuse

Some of the most common signs of substance abuse are things that aren’t there -– namely, the employee and the employee’s work ethic.

Unexplained absences and a decline in productivity might indicate an employee has a problem with substance abuse, noted Gordon Hughes, director of the employee assistance program at the U.S. Centers for Disease Control and Prevention (CDC). “The employee is probably missing Mondays or Fridays,” Hughes said. “There’s also a change in productivity. They were a good producer, they worked well, then there’s a sudden change. It may or may not be alcohol, but something is going on, and that’s a warning sign.”

via Don’t Ignore the Signs of Substance Abuse — Occupational Health & Safety.