We know safety is important but why do we always think “That will never happen” or “I’ll be ok” and then do what we know is not safe anyway?
Because of these very reasons, employers must provide a workplace that is free from recognized hazards that are causing, or likely to cause, death or serious physical harm to their employees. We do this through OSHA required safety training, injury investigations, emergency action plans, hazard communication and when necessary searches. We also create policies or rules like that will hopefully prevent or lessen the chance of accidents happening. Some of these policies include a weapon and drug free workplace, good housekeeping, etc.
Violence
Workplace violence is an act of aggression, physical assault, or threatening behavior that occurs in a work setting and causes physical or emotional harm to customers, coworkers, or managers. Abusive behaviors, whether verbal, psychological or physical, are also considered violence. Broad definitions of workplace violence also often include acts of sabotage on work-site property.
More specifically but not limited to:
• Verbal abuse can be using unwelcome, embarrassing, offensive, threatening or degrading language.
• Psychological abuse is an act which provokes fear or diminishes a person’s dignity or self-esteem.
• Sexual abuse is any unwelcome verbal or physical assault.
We can’t always predict violent acts, but we ask managers and team members to be vigilant. Report any concerns or violent acts to HR as soon as possible. Examples of violent behavior among co-workers include but are not limited to:
- Intimidating or bullying others
- Abusive language
- Physical assault
- Threatening behavior
- Concealing or using a weapon
- Sexual or racial harassment
Weapons
Employers must provide a workplace that is free from recognized hazards that are causing or likely to cause death or serious physical harm to their employees. Many items can be considered as a weapon. Let’s just keep it simple and say if it can be used as a weapon, don’t bring it to work. Accidents happen when you least expect them, for example, in 2019 we had a resident who had a permit to carry come into the leasing office at one of our properties, his gun accidentally discharged and injured an employee. We want to eliminate the possibility of things like this occurring, so it is our company policy that weapons and firearms are not carried on the property.
If you do have a license or permit to carry, we ask that you keep your firearm in a locked container inside of your vehicle and obey all state and federal laws. Again, do not carry your weapon on the property or into work. Please allow management to make a copy of your license or permit for your employee file.
Good Housekeeping
This is more than a magazine title you see standing in the grocery isle. This is serious business. We want you to keep your work area clean.
1. This will prevent accidents like slips, trips and falls.
2. A tidy workspace and office make it easier to be productive, find the things you need, and finish tasks. When clients visit, they’ll see your organization (or lack thereof) as a direct reflection on you, your seriousness in business, and your professionalism.
3. Workplace illness is one of the leading causes of inefficiency and falling behind in your tasks. Lack of cleanliness might be the culprit behind every runny nose you’ve gotten and sick day you’ve taken.
So, remember to clean up after yourself, put things where they go and eat in designated eating areas only.
Substance Abuse
and Drug Screening Policy
We have an in-depth Substance Abuse and Drug Screening Policy that you have signed during the onboarding process, if you would like a copy or want more information, please contact the HR Department. Below are some of the highlights of that policy here.
• You should never bring to work, or use while at work, any illegal drugs, drugs not prescribed to you, alcohol, marijuana, delta variants, cannabinoids, or other forms of THC.
• You should also not purchase, sell, or trade drugs or alcohol while on company property.
We conduct pre-employment, reasonable suspicion, post-accident and random drug screens. All testing results remain confidential.
Workers’ Compensation
We are committed to a safe workplace and the prevention of work-related injuries or illness. We comply with all state workers’ compensation laws that govern work-related injuries and illnesses.
FMLA and Worker’s Compensation leaves will run concurrently if the injury meets the definition of a serious health condition under FMLA. FMLA requests for work injuries involving Workers’ Compensation may follow a different process with respect to the verification or clarification of the medical certification.
Process for returning to work after a work comp injury is discussed in the section titled “Return to Work After Any Type of Medical Leave”.
In the event an employee is injured at work, he/she is to report the injury to his/her supervisor immediately or as soon as is practical.
If the injury requires medical attention;
- Report injury incurred to supervisor ASAP or no later than by the end of your work shift on the day of injury.
- Decide if you need first aid treatment that can be given at the property or if it is serious enough to go to the doctor.
- For all minor injuries, the injured employee may be evaluated at the nearest walk-in clinic for an initial medical evaluation.
- For a serious injury, 911 should be called to secure immediate medical attention at the nearest emergency department.
- Time spent in the initial medical visit due to a compensable work-related injury is considered work time. Once seen, a determination will be made to send the employee home or return him/her to work.
- If you do see a doctor, they will decide if you can return to work or not. If you are to return to work, the doctor will also decide if you can do so with or without restrictions.
- If you can return to work with no restrictions, GREAT! Life continues as normal.
- If you are returned to work with restrictions, make sure that you obey those restrictions so that you will heal properly and not injure yourself any further.
- If you are returned to work with restrictions, we will make every reasonable effort to accommodate those.
- If you are not returned to work and are written out for a few days please understand that you may not be paid during this time. In most states, there is a 3-day waiting period. This means that you have to miss 3 days of work before the workers’ compensation carrier must begin paying you. If you are unable to go back to work within 14 days of the accident, you will be repaid for those first 3 days of missed time. On the other hand, if you miss less than 14 days of work, you will not be paid for those first 3 days.
- If you are returned to work with restrictions make sure that you obey those restrictions so that you will heal properly and not injure yourself any further.
- During this entire process you will be required to remain in contact with your supervisor and the HR Department until your claim is closed. All employees at our company have the right to report work-related injuries and illnesses without fear of being discriminated or retaliated against in any manner.
For more information about the Work Comp process please contact the HR Department.
Hazard Communication
We are committed to complying with all applicable environmental laws and to maintaining all necessary environmental permits and approvals. Environmental compliance includes the proper handling, storage, use, shipment, and disposal of all materials that are regulated under any applicable environmental law. If any employee has actual knowledge that a spill, release, or discharge of any material regulated pursuant to an applicable environmental law has occurred, such employee must immediately report such event to their/her/his immediate supervisor so that necessary action may be taken. Necessary action may include evacuating employees, reporting such event to governmental authorities, and containing and cleaning up any such spill, release, or discharge. Employees with actual knowledge of any other potential violations of environmental laws that could endanger the health and safety of others also should report the matter to either their supervisor or the HR Department
OSHA’s Hazard Communication Standard (HCS) is based on a simple concept—that employees have both a need and a right to know the hazards and identities of the chemicals they are exposed to when working. They also need to know what protective measures are available to prevent adverse effects from occurring.
Our Hazard Communication Program begins during the onboarding process. All employees go through OSHA required safety training. This training identifies some hazards that employees may be faced with, what to do and who to call. Another huge part of this program is updating the SDS book before a new chemical is released into the work environment, container labeling, using proper PPE and how to implement exposure controls.
Emergency Action Plan
A workplace emergency is any unplanned event that threatens the health or well-being of employees, customers, or the public. Examples include but are not limited to a power outage, a chemical spill, a weather-related event, or an act of terrorism. Every size of business should have an emergency action plan not only to comply with Occupational Health and Safety requirements but also to improve the business’s chances for a successful recovery if or when a workplace emergency arises.