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Safety incentive programs have long been used by organizations worldwide to promote safe working conditions and encourage safety at the workplace. But a recent memorandum by David Michaels, Assistant Secretary of Labor for the Occupational Safety and Health Administration (OSHA), states that “Section 11(c) of the OSH Act prohibits an employer from discriminating against an employee because the employee reports an injury or illness. Reporting a work-related injury or illness is a core employee right, and retaliating against a worker for reporting an injury or illness is illegal discrimination under section 11(c).”
This has raised a big question in the minds of Safety Managers whether to continue, modify or abandon their Safety Incentive Programs. After this memo, OSHA will be closely monitoring the safety programs that reward the lowest number of accidents reported. With recent news of jail sentence for falsification, an American court has sentenced a former engineering safety manager Walter Cardin to 78 months in prison for deliberately falsifying workplace injury records to collect safety bonuses of over $2.5 million from the (TVA) Tennessee Valley Authority, a U.S. government corporation. There is a thin line between an effective incentive program and a misleading reward program which encourages workers to hide injuries.
Consider the following 10 tips to make your safety program OSHA compliant and more effective.
Adopting these suggestions will surely empower your safety program, minimizing incidents and at the same time prevent OSHA violations.