Transcript Slide 1

Chapter 10
Managing a Safe
and Healthy
Workplace
Hospitality Human Resources
Management and Supervision
Learning Objectives
After completing this chapter, you should be able to:
• Explain what managers can do to maintain a zerotolerance sexual harassment policy and explain
responsibilities regarding nonsexual types of harassment in
the workplace.
• Review the procedures for ensuring the rights of
employees who are pregnant or disabled, and younger
workers.
Learning Objectives continued:
After completing this chapter, you should be able to:
• Indicate how the Occupational Safety and Health
Administration (OSHA) impacts restaurant and foodservice
operations, and explain procedures for establishing and
maintaining OSHA–mandated programs and participating
in OSHA investigations.
• Identify the compliance posters that operations are
required to post.
• Describe the procedures for preventing workplace
violence.
Learning Objectives continued:
After completing this chapter, you should be able to:
• Describe the procedures for developing emergency
management programs.
• Explain the basic procedures for balancing food safety,
employee rights, and the law.
• Provide an overview of employee assistance and
employee wellness programs.
Chapter 10 Managing a Safe and Healthy Workplace
THE NEED FOR A SAFE AND HEALTHY WORKPLACE
Chapter 10 Managing a Safe and Healthy Workplace
SEXUAL HARASSMENT
Two Types of Sexual Harassment
Sexual Harassment Policies
Preventing a Hostile Environment
Addressing Harassment Claims
Chapter 10 Managing a Safe and Healthy Workplace
OTHER FORMS OF HARASSMENT
Chapter 10 Managing a Safe and Healthy Workplace
ENSURING EMPLOYEES’ RIGHTS
Rights of Employees Who Are Pregnant
Rights of Employees Who Are Disabled
Rights of Younger Workers
Chapter 10 Managing a Safe and Healthy Workplace
OCCUPATIONAL SAFETY AND HEALTH
ADMINISTRATION (OSHA)
Bloodborne Pathogens Standard
Hazard Communication Standard
Chapter 10 Managing a Safe and Healthy Workplace
Chapter 10 Managing a Safe and Healthy Workplace
Chapter 10 Managing a Safe and Healthy Workplace
OSHA Investigations
Compliance Posters
Chapter 10 Managing a Safe and Healthy Workplace
PREVENTING WORKPLACE VIOLENCE
Chapter 10 Managing a Safe and Healthy Workplace
EMERGENCY MANAGEMENT PROGRAMS
Basics of Emergency Management Plans
Fires
Bomb Scares
Other Emergencies
Chapter 10 Managing a Safe and Healthy Workplace
BALANCING FOOD SAFETY, EMPLOYEE RIGHTS,
AND THE LAW
Guidelines
Communicable Diseases
Chapter 10 Managing a Safe and Healthy Workplace
Chapter 10 Managing a Safe and Healthy Workplace
EMPLOYEE ASSISTANCE AND WELLNESS PROGRAMS
Employee Assistance Programs
Employee Wellness Programs
Planning Wellness Programs
Implementing Wellness Programs
Evaluating Wellness Programs
Chapter 10 Managing a Safe and Healthy Workplace - Summary
1. Explain what managers can do to maintain a zero-tolerance
sexual harassment policy and explain responsibilities regarding
nonsexual types of harassment in the workplace.
• Managers must protect employees from sexual harassment.
•
Quid pro quo harassment occurs when someone expects a sexual
action as a condition of employment, continued employment, or
advancement.
•
Hostile environment harassment occurs when the work atmosphere is
sexually demeaning or intimidating.
•
Operations should have a zero-tolerance policy against sexual
harassment.
•
Managers should help employees understand what sexual
harassment is.
•
They should also encourage open communication, set a good
example, and address signs of harassment.
Chapter 10 Managing a Safe and Healthy Workplace - Summary
1. Explain what managers can do to maintain a zero-tolerance sexual
harassment policy and explain responsibilities regarding nonsexual types of
harassment in the workplace continued…
•
An alleged victim should report the complaint initially to his or her
direct supervisor unless that person is the subject of the complaint.
•
All claims should be thoroughly investigated in accordance with any
laws and company policy.
•
Employees should not discuss the situation with others and, if possible,
the manager should change the work schedule so the parties do not
work together.
•
A third person should always witness discussions between the
manager and the accused employee.
•
Nonsexual harassment involves unwelcomed conduct based on
race, color, religion, pregnancy, national origin, age, disability, or
genetic information.
Chapter 10 Managing a Safe and Healthy Workplace - Summary
1. Explain what managers can do to maintain a zero-tolerance sexual
harassment policy and explain responsibilities regarding nonsexual types of
harassment in the workplace continued…
•
An employer will be liable for harassment by a supervisor unless he or
she can prove that reasonable effort was made to prevent and
promptly correct the behavior or the employee unreasonably failed
to take advantage of preventive or corrective opportunities
provided.
Chapter 10 Managing a Safe and Healthy Workplace - Summary
2. Review the procedures for ensuring the rights of employees who
are pregnant or disabled, and younger workers.
• The Pregnancy Discrimination Act prohibits employers from
discriminating against women on the basis of pregnancy, childbirth,
or related conditions.
• Managers must treat an employee who is temporarily unable to
perform her job due to pregnancy the same as any other employee
with a temporary disability.
• The employee may be eligible for time off under the Family and
Medical Leave Act.
• The Americans with Disabilities Act forbids discrimination against
anyone in the workplace because of a disability.
• Employees are considered disabled if they have a physical or mental
impairment that limits one or more major life activities, if they have a
record of impairment, or if they may be regarded as having an
impairment.
Chapter 10 Managing a Safe and Healthy Workplace - Summary
2. Review the procedures for ensuring the rights of employees who are pregnant
or disabled, and younger workers continued…
• Minors younger than 18 are more likely than older workers to be
injured on the job.
• There are specific requirements about work tasks that can be
performed by 16- and 17-year-old workers, and requirements are
even stricter for employees who are 14 and 15.
Chapter 10 Managing a Safe and Healthy Workplace - Summary
3. Indicate how the Occupational Safety and Health Administration
(OSHA) impacts restaurant and foodservice operations, and
explain procedures for establishing and maintaining OSHA
mandated programs and participating in OSHA investigations.
• OSHA’s role is to ensure safe working conditions and prevent injuries.
• The bloodborne pathogens standard states what employers must do
to protect workers who come in contact with potentially infectious
materials.
• It requires an exposure plan, training, and the use of personal
protective equipment.
• OSHA’s hazard communication standard protects employees from
physical hazards and health hazards from exposure to chemicals.
• Employers must communicate information found on material safety
data sheets (MSDSs).
• Managers must maintain records based on detailed guidelines to
remain in compliance.
Chapter 10 Managing a Safe and Healthy Workplace - Summary
3. Indicate how the Occupational Safety and Health Administration (OSHA)
impacts restaurant and foodservice operations, and explain procedures for
establishing and maintaining OSHA mandated programs and participating in
OSHA investigations continued…
• The first step is to determine the manager who will be the HAZCOM
coordinator.
• Then a written plan must be developed to implement the OSHA
regulations.
• A list of chemicals used should be identified, and a decision should
be made about whether the MSDS program will be managed inhouse or outsourced.
• Employees should be trained about the safe use of chemicals, and
MSDSs should be kept current for the chemicals used.
• Managers must participate in investigations by OSHA compliance
officers.
• Doing so involves document review and knowledge of what should
and should not be done during the investigation.
Chapter 10 Managing a Safe and Healthy Workplace - Summary
3. Indicate how the Occupational Safety and Health Administration (OSHA)
impacts restaurant and foodservice operations, and explain procedures for
establishing and maintaining OSHA mandated programs and participating in
OSHA investigations continued…
• The manager should check the OSHA compliance officer’s
identification, provide meeting space and requested documents,
and offer access to employees for interviews.
• He or she should also retain copies of all information provided and
cooperate with any follow-up visits.
Chapter 10 Managing a Safe and Healthy Workplace - Summary
4. Identify the compliance posters that operations are required to
post.
• Managers should determine which posters are required.
• Some operations retain a service to determine and update posters as
necessary.
• The required posters are available from the applicable government
agency.
• Alternatively, private organizations print combination posters that
include all necessary information in a single poster.
• Posters should be posted in accordance with legal requirements in
common areas such as on bulletin boards and in break rooms.
Chapter 10 Managing a Safe and Healthy Workplace - Summary
5. Describe the procedures for preventing workplace violence.
• Managers should establish a zero-tolerance policy toward violence or
threats.
• This policy should be known by all employees, and claims should be
investigated and remedied promptly.
• Managers should learn how to recognize, avoid, and defuse
potentially violent situations.
• They can do so by attending personal safety training programs,
encouraging employees to report all incidents, and offering
debriefing sessions including counseling for a violent incident.
Chapter 10 Managing a Safe and Healthy Workplace - Summary
6. Describe the procedures for developing emergency management
programs.
• Managers and teams must plan and prepare for emergencies.
• A written plan is preferred and elements should include procedures
for reporting, for evacuation, and for employees who remain to
complete critical operations before they evacuate.
• Employers must maintain an employee alarm system, designate and
train employees to assist in evacuation, and review emergency
action plans.
• Common emergencies include fires, bomb scares, severe winds,
floods, and earthquakes.
• Employees should be trained about the procedures for each to help
protect themselves and customers.
Chapter 10 Managing a Safe and Healthy Workplace - Summary
7. Explain the basic procedures for balancing food safety, employee
rights, and the law.
• It is legal and appropriate to express concern when an employee
indicates he or she is ill or has a disability.
• Managers should develop policies that can be applied consistently to
all staff members.
• They should maintain the confidentiality of employees who disclose
health information.
• They should also understand and apply requirements of the
Americans with Disabilities Act (ADA) when making decisions about
HIV, AIDS, hepatitis B and C, and tuberculosis.
Chapter 10 Managing a Safe and Healthy Workplace - Summary
8. Provide an overview of employee assistance and employee
wellness programs.
• Employee assistance programs may be recommended to an
employee if problems with anger, drugs, drinking, or something else
impacts their job performance.
• Employees in operations with organized programs can seek help
through an employee assistance program (EAP).
• Managers in other operations can refer employees to an external
counseling service.
• Employee wellness programs are designed to improve employee
health and productivity and reduce medical expenses.
• These programs may address nutrition, mental health, chronic disease
prevention, workplace environment, and other concerns.
• An employee committee can conduct a needs assessment to
identify interest and needs, learn about common health problems,
discover how the workplace environment affects healthy lifestyles,
and consider program goals.
Chapter 10 Managing a Safe and Healthy Workplace - Summary
8. Provide an overview of employee assistance and employee wellness programs
continued…
• Large employers often use their health insurance provider or another
agency, or they may hire a staff coordinator.
• Small organizations typically contract with an outside provider.
• Wellness programs should be evaluated to learn how they can be
improved and whether goals have been achieved.
Chapter 10 Managing a Safe and Healthy Workplace
Key Terms:
Bloodborne pathogens standard A requirement of what employers must
do to protect workers who can reasonably be anticipated to come into
contact with blood or other potentially infectious materials (OPIM) as a
result of doing their jobs.
Cardiopulmonary resuscitation (CPR) A technique that involves
breathing into the mouth and pressing on the chest to help a person
who has stopped breathing, and whose heart may have stopped
beating, to stay alive.
Designated first-aid provider An employee who is trained and
appointed to provide first aid but whose main work does not already
include this responsibility.
Employee wellness program A program that involves improving
employee health and productivity and reducing medical expenses for
the employer and employee.
Chapter 10 Managing a Safe and Healthy Workplace
Key Terms continued:
Hazard Communication Standard (HCS) A standard designed to protect
employees from physical hazards such as explosions and health hazards
such as medical conditions caused by exposure to chemicals, also
known as Right-to-Know or HAZCOM.
Material safety data sheet (MSDS) A document that provides information
about the chemical content of a material, instructions for its safe use
and handling, and other safety-related matters.
Quid pro quo Harassment that occurs when one person asks for, either
expressly or implied, sexual favors from another person as a condition of
that person’s employment or advancement or to prevent a tangible
employment detriment.
Workplace violence Violence or the threat of violence against workers.
Chapter 10 Managing a Safe and Healthy Workplace
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Chapter 10 Managing a Safe and Healthy Workplace
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