An article on the Pacific Standard website dated December 10, 2013 discusses the Occupational Health and Safety Administration’s (OSHA) decision to require companies with more than 20 employees to publicly disclose information on the number of its on-the-job injuries. Workplace injuries can be devastating to both the victim and the business, and can severely hurt the reputation of a company if handled poorly. Several entities have voiced their displeasure with the new regulation, yet OSHA believes that the stipulation can help regulate businesses:
Last month the federal Occupational Health and Safety Administration proposed that companies with more than 20 employees publicly post information about on-the-job injuries and illnesses. Federal law already mandates that these companies keep track of that data; the new regulation would allow the public to see the numbers and the companies (but not the victim IDs) which in turn would lead businesses to work even harder at being safe.
The idea fits in with the less-is-more type of regulation President Obama has extolled. “We are seeking more affordable, less intrusive means to achieve the same ends – giving careful consideration to benefits and costs,” he wrote in a 2011 op-ed. “This means writing rules with more input from experts, businesses, and ordinary citizens. It means using disclosure as a tool to inform consumers of their choices, rather than restricting those choices.”
While the OSHA’s new rules might sound a little dubious, its noble goal of reducing workplace injuries is commendable. It elevates businesses who choose to take an active and responsible role when it comes to protecting the health of their employees make the workplace a safer environment. Nothing less than maximum employee safety will do, and all companies should adhere to the new guidelines.
All companies are required to look after their own people according to law, and there are no exceptions. Failing to accommodate a worker’s injury can result in a costly lawsuit and a stain upon the business’ reputation. Aside from having a health insurance policy in place, businesses will need to enforce safety protocols to ensure that no one gets into serious accidents. OSHA Compliance is not only good for the employee, it’s good for the employer. In the event of a lawsuit, the employer’s efforts to maintain a safe work environment is key to the lawsuit outcome.
It sounds easy to warn employees every now and then regarding dangers, yet it can be awfully tedious to arrange for such policies. Many businesses, might even lack the resources necessary to properly engage the workforce in safe labor. Fortunately, companies can outsource their human resource management to firms like OmegaComp HR to implement comprehensive safety training and sufficient CA employee safety, among other things.
Article Information and Image from Don’t We Want to Reveal the Good News About Workplace Safety?, Pacific Standard, December 10, 2013