Archive for September, 2011

I2P2 Part 2: Getting Started and Seven Parts of the Plan

Friday, September 30th, 2011

In the first post, we discussed what an effective I2P2 plan (Illness and Injury Prevention Planning, or sometimes IIPP) does, and the business case for implementing the I2P2 plan. This post gets a little more into how to set up the planning process for success. Begin at the top of your organization, with a committee of strategic leadership members.

In this planning phase, you’ll need to:

•Document the implementation process from the beginning; I2P2 is a company policy and needs to be documented as such.
–Demonstrate commitment to protection and continual improvement of employee health and safety
–Demonstrate that employees will be encouraged to effectively participate
–It helps to use existing workplace health and safety requirements as a framework ( such as 300 logs).
–Make sure it is in compliance with applicable laws and regulations.

Seven Parts

There are seven parts to a successful implementation of an I2P2 plan. It works based on “Plan-Do-Check-act” planning proceedure.

Using these seven steps, your business systemically eliminates underlying root causes of deficiencies, and moves toward long-term solution rather than one-time fix.

Example: inspection finds unguarded machine. Machine gets fixed and also process in place to discover underlying reason why machine is broken. Process might lead to replacing guards with more effective design, or replace the machines themselves so hazard is eliminated.

This illustration shows how the seven parts work together.

 

 

Injury and Illness Prevention Plan (I2P2) Part 1: Getting Started

Friday, September 23rd, 2011

What Does I2P2 Do?

Most fatalities and life altering events that happen at workplaces don’t result from unknown or unpredictable circumstances, or from weird occurrences. The vast majority of these incidents continue to include the basics:

  • Mobile equipment mishaps (distracted driving)
  • falls
  • contact with objects/ equipment

Most of these accidents are preventable, and that’s where your Injury and Illness Prevention Plan (abbreviated as IIPP or I2P2) fixes the problem.

 

 

 

 

 

The business case for an I2P2 plan:

1.Saves Money
  • Less worker time off work
  • Fewer injury claims
  • Less paperwork
  • Avoid liability in some situations
  • Cost shift from short term “putting out fires” safety strategy to long-term preventive planning.
2.Streamlines Processes
  • Shown to improve organizational productivity and financial performance
  • Improves employee job performance
Remember, Every system is perfectly designed to get the results it gets, so you want to get a system in place that starts eliminating injuries and illnesses from your workplace. That’s where an I2P2 plan comes into play. In the next two parts of this article, I’ll go over the parts of an I2P2 plan and how to get the ball rolling to put one in place at your dealership.

 

2011 EEO-1 Report Due 9/30/11

Friday, September 23rd, 2011

The deadline to file the 2011 EEO-1 Report is fast approaching.  Are you required to file?

All private employers with 100 or more employees or employers who have less than 100 employees, but are affiliated with another company and has centralized ownership, control or management are required to file the EEO-1 Report with the Equal Employment Opportunity Commision (EEOC).  All federal contractors who have 50 or more employees are required to file as well.

Qualifying employers must file employee demographic data with the EEOC.  This demographic data includes sex, race/ethnicity, and job category/classification.

Further information and instructions for how to file can be found on the U.S. Equal Employment Opportunity Commission website.

E-Verify Self Check Now Available in Spanish

Wednesday, September 21st, 2011

Effective August 15, 2011, the United States Citizenship and Immigration Services (USCIS) launched the Spanish version of the E-Verify Self Check accessible in twenty-two states (the English version was launched in March, 2011 and was only accessible in six states). Self Check is a voluntary service that allows individuals to input their personal information into the E-Verify database, which will confirm employment status by cross-checking the Department of Homeland Security (DHS) and Social Security Administration (SSA) records. If a mismatch occurs, the system will provide information for how to correct the mismatch. For further information, please go to the USCIS website at www.uscis.gov.

Tamara Lischer, KPA HR Client Advocate discusses the pros and cons of the E-Verify system including why USCIS has developed the employee “self check” feature.

Love Contracts and Anti-Harassment Policies

Thursday, September 15th, 2011

What exactly is a “love contract” and what role does it play in protecting your organization from harassment and discrimination lawsuits? Watch this short video to learn more as the HR Client Advocates at KPA discuss the pros and cons of “love contracts”. With more than 50 years of combined HR management experience, Tamara Lischer, Michele McMann and Kathryn Carlson provide you with practical HR advice and insight into the latest HR trends and practices.
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Yes, OSHA Can Cite Your Dealership for Workplace Violence.

Thursday, September 15th, 2011

This month, OSHA issued a new instruction for enforcement procedures for investigating or inspecting workplace violence incidents. It is effective in all Federal OSHA jurisdictions (State agencies are strongly encouraged to adopt this instruction), and tells field offices how to conduct inspections in response to workplace violence. While background studies for this enforcement have been ongoing since 1996, this is the first time that OSHA has issued an instruction that clarifies and explains the Agency’s policies and procedures around holding employers accountable for preventing workplace violence.

Here are the basics of what you need to know about the instruction:

  • This directive does not require an OSHA response to every complaint or fatality of workplace violence or require that citations or notices be issued for every incident inspected or investigated, but any of these events initiate an inspection if workplace violence is suspected as a hazard.
  • It provides general enforcement guidance to be applied in determining whether to make an initial response and/or
    cite an employer.
  • An instance of workplace violence is presumed to be work related if it results from an event occurring in the workplace.
  • Employers may be found in violation of the general duty clause if they fail to reduce or eliminate serious recognized hazards.
  • Classifies four types of workplace violence
  • Identifies high-risk factors for workplaces, including contact with the  general public, handling money and valuables, delivering passengers goods or services, or located in areas with high crime rates.

 

Changes in inspections

  • Inspectors should gather evidence to demonstrate whether an employer recognized, either individually or through its industry, the existence of a potential workplace violence hazard affecting his or her employees.
  • Investigations should focus on the availability to employers of feasible means of preventing or minimizing workplace violence hazards.

 

What it means for employers

  • In workplaces where a potential for violence against employees has been identified, the employer should develop and implement a workplace violence prevention program.
  • Keep documentation of “feasible means of abatement” on hand, including any precautions or protective measures taken by the employer to prevent or minimize workplace violence. Include a security plan, training plan, presence of a preventive plan, or other safety documents.
  • Maintain five years of injury illness records on site, including workers’ compensation records, insurance records, police reports, security reports, first-aid logs, employee emergency action plans, OSHA 300 logs, union complaints (if applicable),  past complaints or grievances noting a particular hazard, meeting minutes where workplace violence issues are discussed, and accident or near miss logs.

 

Further reading:

Enforcement Procedures for Investigating or Inspecting Workplace Violence (PDF download)

OSHA’s new Workplace Violence page

OSHA Safety and Health Topics Workplace Violence

Compliance Tip of the Month: Improve Your Driving at Work

Thursday, September 1st, 2011

Compliance Tip of the MonthThirty percent of traumatic fatalities occur from employees driving on the job. If you ever talk on your cell phone while driving, follow too closely behind the vehicle in front of you, or forget to wear your seat belt, you put your life and the lives of others at risk. Just putting your ringer on silent or turning your phone off all together can greatly reduce your chances of getting in an accident.

If you or your employees drive in any capacity as part of your job, KPA’s new online Safe Driving course will help you increase the number of safety precautions you take every time you get behind the wheel. Take it today and have all new employees complete it within 30 days of hire.

Unionized or Not, NLRB Rules Apply to Dealerships

Thursday, September 1st, 2011

On 8/25/11, the National Labor Relations Board (NLRB) issued the final rule that requires nearly all private-sector employers to post a notice notifying employees of their rights under the National Labor Relations Act (NLRA).  Agricultural, railroad, airline employers and the U.S. Postal Service are exempt at this time but auto, truck and equipment dealers must post the notice.  The deadline for posting the notice is November 14, 2011 however the NLRB hasn’t provided a final version of the required poster at this time although a draft is availalbe at https://www.nlrb.gov/
Remember that many  NLBR rules apply to non-unionized organizations with some exception for “very small business”- you should consult with your attorney or finance advisor to determine if your business is a “very small business”.

The NLRB (National Labor Relations Board) has been very active in 2010.  In May the NLRB issued a complaint against a Chicago area dealership for allegedly illegally firing an employee for critical comments regarding the dealership posted to Facebook. http://www.nlrb.gov/news/chicago-car-dealership-wrongfully-discharged-employee-facebook-posts-complaint-alleges.   Having a social media policy is a good idea, but given the current regulatory climate make sure that the policy has been reviewed and approved by an attorney who is very familiar with the NLRB position on social media usage as a protected activity.

 

New Safe Driving Online Training Course

Thursday, September 1st, 2011

You’ve asked for it and now it’s here: The Safe Driving online training course. If you or your employees test drive vehicles that have been in for service, shuttle customers to or from your location, take customers on test drives as part of the sales process, or transport vehicles or parts from one location to another, this course will help increase the number of safety precautions you take every time you get behind the wheel.

Take the course for a spin today! Go to mykpaonline.com > Dashboard > My Online Training > and then scroll down until you see Safe Driving. When you’re finished, let us know what you think by taking the survey at the end of the course.

Also, keep an eye out for a new course on respiratory protection set to launch this fall. Have a course you’d like to see KPA develop? Let us know!