Organizational Knowledge - Workforce Management

Question 1

What are different techniques for long-term forecasting?

Answer 1

Unit demand, probabilistic models and simulations, or trend projections and regression analysis

ie. Markov analysis (probabilistic forecasting) tracks the movements of employees among different job classifications to forecast the movement among departments, operating units, salary levels, or from one category to another.
ie. Delphi technique consists of having experts provide their best estimates of future needs based on questionnaires and interviews. An intermediary will collect results and provide a summary or report to the experts.

Question 2

What are demographic forces that influence the labor market?

Answer 2

Birth rates > low and can lead to shortage of skilled workers
educational disparity
immigrants
participation rates by gender

Question 3

How do you conduct a workforce analysis plan? Why is this necessary?

Answer 3

Workforce analysis is required in most affirmative action plans. Analysis results in a workforce profile that conveys the talent, knowledge, and skills of the current workforce.

1. conduct an examination of the demographics (ie. age, experience level, average education in the field, status changes) of the current workplace
2. a gap and risk analysis can be performed to determine any vulnerability
3. anticipated changes to how work is performed and how advances in technology can have an effect are documented
4. future talents needs can be forecasted

Question 4

What are the steps for evaluating labor supply and demand?

Answer 4

1. The supply model analysis, which reviews an organization’s current labor supply
2. The demand model analysis, which estimates future business plans and objectives
3. The gap analysis, which compares the variances in the supply and the demand models to identify skill surpluses and deficiencies
4. The solution analysis, which focuses on how to tackle gaps in current and future staffing needs through recruiting, training and development, contingent staffing or outsourcing

Question 5

What are different approaches to restructuring a company?

Answer 5

1. mergers and acquisitions

2. downsizing (ie. layoffs or early retirement agreements)

Question 6

What steps should be established for a merger and acquisition?

Answer 6

1. Develop a workforce integration project pan
2. Conduct a HR due diligence review
3. Compare benefits programs
4. Compare compensation structures
   5 Develop a compensation and benefits strategy for integrating the workforce. Any reduction in pay or benefits must be explained and justified relative to the strategy or economic conditions
5. Assign leadership assignments
6. Eliminate redundant functions. Best people should be retained and remainder laid off, with careful consideration to avoid adverse impact and Worker Adjustment and Retraining Notification (WARN) Act violations

Question 7

What is the Worker Adjustment and Retraining Notification (WARN) Act?

Answer 7

WARN protects employees, their families, and communities by requiring employers to give a 60-day notice to the affected employees and both state and local representatives before a plant closing or mass layoff. the Act must specify whether the reduction in force is permanent or for a specified time.

Advance notice provides employees and their families time to transition and adjust to the potential loss of employment, time to seek alternative jobs and, if necessary, time to obtain skills training or retraining to successfully compete in the job market.

Question 8

What are the steps for conducting a layoff or reduction in force (RIF)?

Answer 8

1. Select employees for layoff using seniority, performance, job classification, location or skill
2. Ensure selected employees do not affect a protected class to avoid adverse action impact
3. Review compliance with federal and state WARN regulations
4. Review compliance with the Older Workers Benefit Protection Act
5. Determine if severance packages including salary continuation, vacation pay, employer-paid Consolidated Omnibus Budget Reconciliation Act (COBRA) premiums, outplacement services, or counseling might be available to affected employees
6. Be empathetic, have issues, ensure that all required documentation is available to the employee, and review all information in detail when conducting meetings with employees
7. Inform the current workforce by communicating sustainability concerns, methods used to determine who would be selected for the reduction in force, and commitment to meeting company goals and objectives to maintain morale and productivity

Question 9

What is the Older Workers Benefit Protection Act?

Answer 9

Provides workers over the age of 40 the opportunity to review any severance agreements that require their waiver of discrimination claims. The act allows a consideration period of 21 days if only one older worker is being separated and 45 days when two or more older workers are being separated.

They must also receive a revocation period of seven days after signing the agreement. Additionally they must be informed of the positions and ages of the other employees affected by the layoffs so that they can assess whether or not they feel discriminated against.

Question 10

What should you consider in order to avoid risk exposure during a layoff or reduction in force?

Answer 10

It could be considered illegal to consider any past grievances, complaints, claims, or leave requests in the selection process if a reduction in force is necessary. To ensure fairness and avoid risk exposure, selection criteria should include measurable data such as seniority, merit or skill set, full- or part-time status, location, job categories, or prior disciplinary actions.

Question 11

What are alternatives to a reduction in force?

Answer 11

Reductions in force are commonly due to financial strains on the organization. Thus, the goal is to reduce human capital costs by a percentage or specified dollar amount. Alternative solutions include eliminating overtime, freezing or reducing compensation, introducing reduced work hours, cutting perks, increasing employees’ share of benefit costs, and imposing a hiring freeze.

Question 12

What are high-potential development programs?

Answer 12

High-potential development programs offer targeted training and other enrichment opportunities to the firm’s best and brightest employees. These programs should serve as career road maps, cultivating skills and allowing employees to take on meaningful work so that they can see their impact. Some components of this program may include challenging assignments to promote professional growth, opportunities to mentor others, access to on-demand learning modules, and invitations to networking events both in and out of the firm

Question 13

What are the steps of succession planning?

Answer 13

1. Determine what requirements are for key positions and create profiles that outline responsibilities.
2. The experience, education, career progress, and future career interests of managerial candidates should also be reviewed.
3. Then, the performance of prospective managers should be assessed to determine whether they are promotable or not and identify developmental objectives to prepare for advancement opportunities. Performance should be evaluated based against traditional goals and standards
4. Developmental objectives might include seminars, training programs, special projects, or temporary assignments

Question 14

What is restrictive hiring? What are the types of restrictive hiring?

Answer 14

Restrictive hiring is the act of reducing the workforce by not replacing individuals who leave an organization. Only absolutely essential roles that are critical to strategic business success are filled. This is used to avoid layoffs during times of financial burden (ie. hiring freeze).

Hard freeze = no positions will remain open, indefinitely
Soft freeze = only essential roles will remain open

Question 15

What are the levels of labor unions?

Answer 15

Local unions - represent a group of employees working for a particular employer or in a single geographical area. These unions tend to have a great deal of direct contact with members, and members rely more heavily on the union for economic support, social interaction, and political power.

National/international unions - collection of local unions, frequently in the same industry and having their own own constitution and establishing rules (ie. AmericanFederation of Labor - AFL; or Congress of Industrial Organizations - CIO)

Federation of unions - joint unions that represent millions of workers

Question 16

What are important positions within local unions?

Answer 16

Business representative plays a critical role in contract negotiations, grievance proceedings, and managing union headquarters.

Union steward represents members interests and relations with a company

Question 17

What is the role of the National Labor Relations Board (NLRB)?

Answer 17

The National Labor Relations Board (NLRB) was founded by Congress as part of the Wagner Act to defend and protect the rights of employees, employers, unions, and the general public. Their two major functions are (1) resolving unfair labor practices and (2) conducting representation elections.

Question 18

How is the NLRB structured?

Answer 18

One division consists of a five-member board that hears and decides cases that involve unfair labor law practices and disputed elections.

The other division consists of a general counsel that oversees a large staff of employees over many regional offices. Each regional office has a director who supervises labor attorneys and field examiners. The field examiners might investigate unfair labor practices or conduct election.

Question 19

What are similarities and differences between the NLRB and the Federal Labor Relations Council?

Answer 19

The Federal Labor Relations Council conducts some of the same functions as the NLRB but for federal employees. The Council establishes the composition of bargaining units, orders and supervises elections, disqualifies elections due to undemocratic or corrupt actions and decides charges for unfair labor practices.

Question 20

What are the five types of employer practices that the National Labor Relations Act (NRLA) considers unfair labor practices?

Answer 20

It is unfair for an employer to:

1. Interfere in the activities of a union or prevent employees from taking any action related to forming or joining a union
2. Take any action that would allow the organization to control a union or offer special attention or preferential treatment to a particular union
3. Discriminate against any employee because he/she is a member of a union or takes part in any lawful union activity
4. Discriminate against any employee because he/she has filed charges with the NLRB or has taken part in an investigation
5. Refuse to bargain with a union representing the employer’s employee

Question 21

What is the process for filing a charge with the NLRB?

Answer 21

1. Charges of unfair labor practices must be filed within six months of the alleged practice and can be submitted in person or via mail.
2. A preliminary NLRB investigation by regional offices will be assigned to a field examiner or attorney, and either a formal complaint may be issued to the general counsel or the case may be disposed of through withdrawal, settlement, or dismissal
3. General counsel may dismiss the case or move forward to a formal hearing
4. After the NRLB issues a decision, dissatisfied parties may appeal

Question 22

Wha is the mission of the International Labor Organization (ILO)?

Answer 22

A part of the UN, the the ILO’s mission is to promote decent working conditions that include eliminating child labor, enduring unlawful discrimination, protecting human rights, and supporting worker rights to organization. They extensively research compensation practices and advocate for a living wage for all

Question 23

What is the Labor Management Relations Act (LMRA)

Answer 23

The Labor Management Relations Act (LMRA), also known as the Taft-Hartley Act, identifies a number of union practices that should be considered unfair labor practices. It is unfair for a union to:

1. Force an employee to join or take part in a union or force an employee to accept a particular representative
2. Refuse to bargain with the representative of an employer or restrict the ability of an employer to negotiate a contract and enforce that contract.
3. Call for an employer to discriminate against employees that are not part of a particular union or that speak out against a union
4. Encourage individuals outside the organization to take part in a secondary boycott or encourage employers to enter into a hot cargo agreement
5. Charge unreasonably high membership fees

Question 24

What are steps employees need to follow in order to organize a union?

Answer 24

1. Filing and obtaining at least 30% of the workers in a company to sign authorization cards requesting union representation.
2. Once 30% has expressed interest, they can petition the NLRB for a representation election. The NLRB will investigate on certain conditions.
3. The Excelsior rule requires that the employer must file an electron eligibility list that contains the names and addresses of eligible voters that are within seven days of the regional director’s approval of consent election

Question 25

What four conditions does the NLRB investigate during the organization of a new union?

Answer 25

1. whether the company exceeds a certain revenue and falls under jurisdiction
2. who should represent the workers
3. whether there is a minimum 30% support of a union by the workers
4. whether there are any election bars, such as another petition filed within the past year

Question 26

What are the different defensive tools employers use for anti-union tactics?

Answer 26

1. Conspiracy doctrine - used when employers charge that labor unions are illegally conspiring in restraint of trade
2. Court injunctions - judge-issued orders against a person or group of people to cease the pursuit of a particular action, often to protect property rights from irreparable damages
3. yellow-dog contracts - written statements employers require workers to sign during the application process to confirm that individuals were not members of a union, that they accepted the company as a nonunion employer, and that they would not encourage or join in union-related activities

Question 27

What are the different forms of bargaining structures between a union and employer?

Answer 27

1. Single union-single employer bargaining
2. Multi-employer bargaining or coalition bargaining (industry-wide bargaining) = agreement includes all employers in an industry
3. Coordinated bargaining = multiple unions and single employer
4. National or local bargaining = agreements negotiated at a national level on economic issues or local on working conditions or other contractual conflicts

Question 28

What are the typical four key stages of the union bargaining process?

Answer 28

1. Opening presentation of demands
2. Analyzing demands
3. Compromises
4. Informal settlement or ratification

Question 29

How has the NLRB classified bargaining issues?

Answer 29

3 categories:

1. illegal items (ie. trying to instate a closed job), are prohibited
2. Mandatory items (ie. wages, the grievance procedure, and how seniority is handled)
3. Voluntary items (ie. permissive subjects like dress code) can be brought up by either the employer or the union representative

Question 30

What do most labor agreements typically cover?

Answer 30

compensation and benefits
working conditions
seniority and jobs security
individual rights and discipline procedures
training and development
union security
contract duration
management freedoms
how union dues are paid
grievance resolution
strikes and lockouts

Question 31

What is a strike? What are the different types of strikes?

Answer 31

A strike occurs when employees refuse to work to exert influence against a company.

1. Sit down strike = employees report to work without actually working
2. Wildcat strike = group of worker walks off the job in violation of valid labor agreements and usually against orders from a labor unions. Unions are not allowed to conduct certain types of strikes or boycotts, such as to coerce particular work assignments
3. Protected strikes - economic in nature over terms or conditions of employment or caused by an unfair labor practice

Question 32

How should HR handle strikes?

Answer 32

• When a strike occurs, HR should ensure that the non-striking employees have safe passage to and from the workplace.
• if necessary, they should hire temporary replacement workers and temporarily reassign non-striking workers as needed to minimize the disruption to the operation
• HR should keep detailed records about the events as those notes may prove critical in negotiations moving forward

**To be proactive, HR should have a plan in place to source temporary workers before a strike occurs OR shore up supply chains in advance

Question 33

How can companies prevent the likelihood of strikes?

Answer 33

• Create an employee centered culture that recognizes worker contributions and priorities their needs
• Promote open communication in the workplace
• Have (and follow) written grievance handling procedures
• Give employees some say in company decisions
• Truly bargain in good faith (if unionized)

Question 34

What is a lockout? Why are they used?

Answer 34

A lockout occurs when a company refuses to allow employees to work. Lockouts are often used as management’s counter weapon against a union’s strike because replacement workers can still be used.

• A lockout may be instigated to prevent unusual economic hardship created by slowdowns, destructiveness, or uncertainty about a work stoppage
• A lockout may occur when employers in a multi-bargaining unit see a union trying to use successive strikes strategy against members of a multi-employer bargaining unit, often starting with the most profitable

Question 35

What is a grievance? What is the benefit of establishing a grievance procedure?

Answer 35

A grievance is a work related complaint or formal dispute that is brought to the attention of management that may any encompass any discontent or sense of injustice.

Grievance procedures provide an orderly and methodical process for hearing and evaluating employee complaints. These procedures protect employee rights and eliminate the need for strikes or slowdowns every time there is a disagreement

Question 36

What can happen if a union is unsatisfied with the results of a grievance complaint?

Answer 36

The grievance can be appealed to the next step, which may be arbitration if they company is small. Large corporations may have grievance committees, corporate officers, and/or international union representatives who will meet and hear grievances.

The final step of an unresolved dispute will be binding arbitration by an outside third party, where both parties must come to an acceptable agreement.

Question 37

How can you prevent retaliation complaints?

Answer 37

• Treat all complaints seriously and similarly
• Allow the employee a chance to be heard, investigate the claim, collect evidence or witness statements, and treat all cases as though they might result in arbitration
• Review the labor agreement carefully, and follow any required procedures
• Examine all information prior to making a final determination
• Avoid any unnecessary delays and clearly communicate the conclusion
• Correct the problem if the company is in the wrong

Question 38

What are the different ways a HR professional can establish and maintain a strong sense of ethics within an organization?

Answer 38

1. Establishing a corporate values statement
2. Establishing a code of conduct
3. Making sure that each individual follows the ethical code set by the organization through HR audits

Question 39

What are types of policies and procedures a HR professional might establish to support ethical and legal corporate governance practices?

Answer 39

1. Policies to protect employees who report unethical behavior
2. Training programs to educate mangers and executives regarding legal and ethical concerns
3. Checklists and review systems to make sure the organization is documenting and reporting everything appropriately

Question 40

What policies should be implemented to protect employees that report unethical behaviors?

Answer 40

• Confidentiality
• Acceptance of anonymous reports
• Procedures for handling managers that punish employees for reporting unethical behaviors

Question 41

What are different training programs that can be implemented to educate managers and executives about legal and ethical conerns?

Answer 41

• Sexual harassment
• Standards for corporate responsibility
• Ethical requirements for senior financial officers
• Legal concerns associated with fraud

Question 42

What is mediation?

Answer 42

Mediation involves bringing a third party into negotiations to hear both sides, assess the conflicting issues, clarify differences, suggest compromises, and identify similarities for further negotiation.

Mediators usually enter a dispute when either the union or management requests their assistance. Mediation tends to receive less criticism and be more successful if efforts are requested by both parties. Mediation is not binding.

Question 43

What are the three main styles of mediation?

Answer 43

1. Facilitative mediation - focuses on helping parties find a solution through a series of inquiries
2. Evaluative mediation - formal procedure in which mediators are often legal professionals and focused on protecting rights more than the interests of parties
3. Transformative mediation - attempts to resolve conflicts by validating worth and feelings

Question 44

What is arbitration? When is it used?

Answer 44

Arbitration is the process of resolving a labor dispute with the assistance of an impartial third party that examines information from both sides and renders a judgement. The parties agree beforehand to accept the decision of an impartial judge, called an arbitrator, as a binding decision. The decisions of arbitrators are generally more informed and unbiased than the decisions that are made by a jury of peers.

Arbitration is generally used more often for settling grievances than settling labor disputes because most employers and labor unions will not let an arbitrator bind them to a contract.

Question 45

What does an arbitration procedure look like?

Answer 45

Arbitration procedures, issues requiring arbitration, how to select an arbitrator, and limitations on the authority of the arbitrator are often described within the labor agreement.

After an arbitrator has been selected, an arbitration hearing is held, and a submission agreement statement is prepared to outline issues and grant final authority to the arbitrator. Written testimonies, statements, and affidavits are often prepared by parties prior to the hearing, so burden of proof will often fall upon whichever party filed the initial complaint. Arbitrators will provide a written review and final award to both parties within 30 days.

Question 46

What is the main objective of disciplinary action?

Answer 46

The objective of disciplinary action is to remedy a problem, with the goal of helping employees achieve success. Discipline procedures often consist of several consequences, including training, correction, evaluation, punishment, and termination.

Question 47

What’s a typical disciplinary process? Why are strong disciplinary systems important?

Answer 47

Verbal warning > written warning > future violations may carry penalties up to and including termination

Strong disciplinary systems protect the rights of employees and preserve the interests of the organization.

Question 48

What leads to voluntary termination? Involuntary termination?

Answer 48

Voluntary terminations - new job opportunity, relocation, or personal obligations
Involuntary - employment problems, such as poor performance, excessive absenteeism, insubordination, or theft

Question 49

What factors should HR review for a termination?

Answer 49

To avoid the risk of legal or contract violations, the review should determine whether there are valid, job-related reasons for the termination. If the termination is due to a particular incident, the review should conclude that a proper investigation has been documented. Additional documentation should show that the employee was made aware of performance problems and had an opportunity to correct behaviors. Terminations should be consistent with prior treatment of other employees. Finally, it is imperative to ensure that the employee is not a victim of retaliation of any civil rights

Question 50

What is an employment-at-will doctrine?

Answer 50

An employment-at-will doctrine essentially allows both the employer and the employee the mutual right to end the employment relationship at any time. In more recent years, the voluntary relationship has been challenged by state and case law to protect workers with the exception of implied contracts, retaliatory discharges, and public policy exceptions.

Implied contracts may be verbal or written promises by an employer to continue an employment relationship. However, some courts have recognized a promissory estoppel exception when an employer makes a promise that he/she reasonably expects the employee to reply upon, the employee does rely upon it, and the employee suffers financial or personal injury as a result

Question 51

How should HR conduct an investigation process?

Answer 51

The investigation process usually begins when a complaint is received or if it is determined there is reasonable cause to investigate an employee’s conduct. The organization should identify what is being investigated, what sort of evidence is needed to prove or disprove the misconduct, who should be interviewed during the investigation, and which questions need to be asked to gather the necessary evidence.

Next the organization needs to interview the person making the complaint, the individual the complaint is against, and any other employees who have relevant information. Finally the organization should come to a decision and take the appropriate action.

Question 52

What did the Supreme Court establish in National Relations Labor Board (NLRB) vs. Weingarten?

Answer 52

Employees have the right to union representation at investigatory interviews in which the employee must defend conduct or behavior. If an employee believes that discipline or other consequences might follow, he/she has the right to request union representation. However, management does not need to inform an employee of their Weingarten rights

Question 53

What happens when an employee requests Weingarten rights?

Answer 53

When requested, management can:

a) stop questioning until a representative arrives,
b) terminate the interview, or
c) ask the employee to voluntarily relinquish his or her own rights

The company does not need to inform the representative of the interview subject, and the representative does have the right to counsel the employee in private and advise him/her what to say

Question 54

How can HR professionals ensure data integrity throughout the design, implementation, and usage throughout the data life cycle?

Answer 54

Individual users, management, culture, training, controls, and audits can all affect data integrity. Poor configuration and inaccurate data entry can corrupt data. Therefore, thorough testing and safeguarding of data is required to avoid spending many hours debugging and reconciling information. Policies and training on what to do when in the event of a breach can help mitigate risk by increasing staff awareness and ability to fight off breaches.

Question 55

What is risk management?

Answer 55

Risk management refers to the process of identifying, analyzing, and prioritizing risks or potential uncertainties while developing strategies to protect the financial interests of a company.

Question 56

What are different types of risk?

Answer 56

• Hazard risk = potential liability or loss of property; mitigated by insurance (ie. workplace accidents, fires, natural disasters)
• Financial risk = potential negative impacts to a firm’s cashflow
• Operational risk = the impact to a firm’s ability to function effectively and may include technology failures, process breakdowns, and human errors
• Strategic risk = involves a firm’s plans becoming outdated due to shifts in the economy, politics, customer demographics, or the overall competitive landscape

Question 57

What is a quantitative risk assessment?

Answer 57

A quantitative risk assessment will allow the business to assign actual dollar amounts to each risk based on value, exposure, single loss expectancy, annualized rate of occurrence, and annualized loss expectancy. These calculations are used to consider if implementing a security measure is necessary.

Single loss expectancy = measured when a value is placed on each asset, and the percentage of loss is determined for each acknowledge threat

Annualized loss expectancy = single loss occurrence x annualized loss expectancy

Question 58

What is a qualitative risk assessment? What is an example?

Answer 58

Qualitative risk assessments do not assign a defined monetary value to the risk. It uses descriptive statements to describe the potential impact of a risk, which can include a general reference to financial loss.

ie. A major system breach would result in customer data being compromised, severe damage to the firm’s reputation, and a significant financial blow to the organization due to handling the crisis, shoring up the system to prevent further issues, and responding to possible lawsuits by those affected.

Question 59

What are the options for handling risk?

Answer 59

• Accept the risk (if it could be easily handled and doesn’t pose a large threat)
• Retain the risk (aka keep the risk in-house, if doing so is financially prudent)
• Diminish or mitigate the risk
• Transfer the risk (ie. insurance)

Question 60

What policies should be implemented to prevent and prepare for concerns of workplace assaults and homicides?

Answer 60

1. Zero tolerance - prohibiting any act of violence in the workplace, including verbal threats
2. Prevention - presenting strategies and training to help managers recognize danger signs
3. Crisis management - plans for responding to threats or acts of violence
4. Recovery - providing support and counseling for victims and survivors that may suffer trauma

Question 61

What did the Drug-Free Workplace Act of 1988 require of government contractors?

Answer 61

The Drug Free Workplace Act requires that government contractors make a good faith effort to ensure a drug-free workplace. Employers must prohibit illegal substances in the workplace and must create drug awareness for employees. Any federal contractor with contracts of $100,000k must adhere to a set of mandates:

• Employers must develop a written policy prohibiting the production, distribution, use, or possession of any controlled substance by an employee while in the workplace
• Employers are required to develop standards of enforcement, and all employees must receive a copy of the policy and understand the consequences of a violation
• Employers need to implement drug awareness trainings to help employees understand the hazards and health risks of drug use

Question 62

What did Wilkinson vs Times Mirror Corporation establish with drug testing programs?

Answer 62

1. Samples are collected at a medical facility by persons unrelated to the employer
2. Applicants are unobserved by others when they furnish samples
3. Results are kept confidential
4. Employers are notified only if the applicant was passed or failed by the medical lab
5. Applicants are notified of the portion they failed by the medical lab - some instances will provide applicants an opportunity to present medical documentation prior to the employer receiving results
6. There is a defined method for applicants to question or challenge test results
7. Applicants must be eligible to reapply after a reasonable time

Question 62

What did Wilkinson vs Times Mirror Corporation establish with drug testing programs?

Answer 62

1. Samples are collected at a medical facility by persons unrelated to the employer
2. Applicants are unobserved by others when they furnish samples
3. Results are kept confidential
4. Employers are notified only if the applicant was passed or failed by the medical lab
5. Applicants are notified of the portion they failed by the medical lab - some instances will provide applicants an opportunity to present medical documentation prior to the employer receiving results
6. There is a defined method for applicants to question or challenge test results
7. Applicants must be eligible to reapply after a reasonable time

Question 63

What steps should be included in emergency and disaster plans?

Answer 63

1. Clarify the chain of command, and inform staff who to contact and who has authority
2. Someone should be responsible for accounting for all employees when an emergency strikes
3. A command center should be set up to coordinate communications
4. Employees should be trained annually on what to do if an emergency strikes
5. Businesses should have first-aid kits and basic medical supplies available
6. An emergency team of employees should be named and trained for - organization evacuation procedures, initiating shutdown procedures, using fire extinguishers, using oxygen and respirators, searching for disabled or missing employees, assessing when it is safe to reenter the building

Question 64

What does OSHA do? According to Occupational Safety and Health Administration (OHSA), what are the four characteristics a safety and health management plan should have to be considered effective?

Answer 64

OHSA ensures employees have a safe workplace free from recognized hazards. It also requires all employers and each employee to comply with occupational safety and health standards, rules, and regulations,

1. IDENTIFY - An effective plan should establish a specific system that an organization can use to identify hazards in the workplace
2. TRAIN - Plan should establish a training program that teaches employees to avoid hazards and to perform tasks in the safest way possible.
3. PROCESS - An effective safety and health management plan should include specific procedures and programs designed to eliminate hazards that the organization identified or at least minimize the risk that a hazard will injure or kill an employee or cause an employee to become ill.
4. EMPOWER - Plan should allow employees at all levels to be involved in the identification, prevention, and elimination of hazards in the workplace

Question 65

What should be included in an emergency action plan?

Answer 65

All plans should explain the alarm system that will be used to inform employees that they need to evacuate, should include in-depth exit route plans that describe which routes employees should take to escape the building, and should include in-depth plans that describe what actions employees should take before evacuating, such as shutting down equipment, closing doors, etc.

Plans should also include detailed systems for handling different types of emergencies and a system that can be used to verify that all employees have escaped the worksite.

Question 66

What should be included in a fire prevention plan?

Answer 66

All fire prevention plans should provided detailed descriptions of the specific areas where employees can find fire extinguishers and other fire prevention equipment, detailed descriptions of the types of fire hazards present in the workplace, and detailed descriptions of the appropriate procedures that should be followed to avoid these fire hazards.

Fire prevention plans should also provided detailed descriptions of any hazardous waste that may be a fire hazard and the appropriate way to dispose of or store hazardous waste to avoid a fire.

Question 67

What should be included in a disaster recovery plan?

Answer 67

Equipment and locations that can be utilized temporarily in the event of an emergency should be identified. Agencies and personnel that may be able to help the organization continue functioning immediately after an emergency should be identified. It is also wise to establish a set of procedures the organization can use to bring the personnel and equipment together after an emergency.

Question 68

What is business continuity planning? How do you plan for this?

Answer 68

Business continuity planning is a process in which an organization attempts to ensure the organization will be able to continue functioning even after an emergency.

Business continuity planning usually begins with an organization conducting a threat assessment such as SWOT analysis. Once the organization has identified the threats that exist, the organization can rank those threats based on the risk associated with each threat. Finally the organization can create a plan or set of plans that establish a system the organization can use to recover from emergencies, which the organization can continually update as threats to the organization change.

Question 69

What did the Occupational Safety and Health Act of 1970 mandate?

Answer 69

The Act mandates that it is the employer’s responsibility to provide an environment that is free from known hazards that are causing or may cause serious harm or death to employees. The only workers who are not protected by this act are those who are self-employed, family farms where only family members work, and workplaces that are covered by other federal statutes or state and local government.

Employers found in violation if they are aware or should have been aware of potential hazards that could cause injury or death.

Question 70

According to OHSA, when does an occupational illness or injury need to be recorded?

Answer 70

Any occupational injury or illness must be recorded if it results in medical treatment that goes beyond first aid, restricted work activity or job transfer, time away from work, loss of consciousness, or death. An incident that results in an inpatient hospitalization must be reported within 24 hours, and any incident resulting in an employee’s death must be reported to the nearest OSHA office within eight hours.

Question 71

What must an employer do if an employee is injured on the job or becomes ill as a result of completing work duties?

Answer 71

The employer must investigate the incident to understand why it happened. The investigation should identify ways to prevent similar incidents from occurring int he future. An employer’s internal investigation should entail interviewing the sick or injured employee, assessing that employee’s immediate work environment, and interviewing other employees who may have witnessed the incident or worked under the same conditions. The OHSA Form 301 Injury and Illness Incident Report should be completed for all recordable incidents.

**Employers may want to document the incident further for internal purposes. Recommended to create a standardized form for collecting the details to ensure that each investigation is conducted in a similar fashion and that no important information gets overlooked.

Question 72

What are the different OSHA forms/logs that need to be completed (when applicable)?

Answer 72

• OHSA Form 301 Injury and Illness Report - for each recordable injury or illness; to be completed within seven calendar days
• OSHA Form 300 Log (of all incidents)
• OSHA Form 300A Summary of Work-Related Injuries and Illnesses (concise report of annual incidents)