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1. Indirect costs associated with workplace accidents include _____.
a.
fines for safety violations
b.
time and production lost by coworkers
c.
damage to work equipment
d.
workers’ compensation premiums
ANSWER:
b
2. Which of the following is an immeasurable cost associated with accidents in an organization?
a.
Damage to work equipment
b.
Reduced work group efficiency
c.
Time and production lost by coworkers
d.
Negative impact on employees’ group morale
ANSWER:
d
3. Which of the following initiatives by employers can help reduce burnout in employees?
a.
Increasing work hours to compensate for tight deadlines
b.
Providing monetary rewards to employees with high productivity
c.
Using positive stress to motivate employees
d.
Increasing expectations of improving quality
ANSWER:
c
4. A(n) _____ is a program that provides counseling and other help to employees having emotional, physical, or other
personal problems.
a.
employee assistance program
b.
employee health education curriculum
c.
level 3 health promotion plan
d.
level 1 health promotion plan
ANSWER:
a
5. _____ are programs designed to maintain or improve employee health before problems arise.
a.
Rehabilitation programs
b.
Employee assistance programs
c.
Integrated aftercare programs
d.
Wellness programs
ANSWER:
d
6. Morris, a cashier at Zulu Supermarket, is experiencing pain in his wrist because of repetitively and frequently turning
his wrist to scan bar codes on store items. Given this information, it can be said that Morris most likely suffers from
_____.
a.
acute stress disorder
b.
a cumulative trauma disorder
c.
developmental coordination disorder
d.
a neurodevelopmental disorder
ANSWER:
b
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7. Employers who provide injured employees with restricted duty work:
a.
underreport injuries or misclassify employees to avoid paying high workers’ compensation premiums.
b.
must pay a fixed sum of $10,000 as compensation to the injured employees.
c.
can avoid issues pertaining to the Americans with Disabilities Act by increasing the duration of restricted duty
work.
d.
give the injured employees less physically demanding work until they are able to perform their full range of
job duties.
ANSWER:
d
8. Child labor provisions in the Fair Labor Standards Act (FLSA) set the minimum age for most employment at _____.
a.
14 years
b.
15 years
c.
16 years
d.
17 years
ANSWER:
c
9. In the context of child labor law restrictions, which of the following jobs is permissible for children of any age?
a.
Working in manufacturing jobs
b.
Driving cabs
c.
Delivering newspapers
d.
Working in mining jobs
ANSWER:
c
10. Every employer that is engaged in commerce and has at least _____ must comply with the Occupational Safety and
Health Act of 1970.
a.
one employee
b.
10 employees
c.
five employees
d.
20 employees
ANSWER:
a
11. Who among the following individuals is not covered under the Occupational Safety and Health Act of 1970?
a.
John, a farmer with eight employees working for him
b.
Jeff, the owner of a bakery with 50 employees
c.
Maria, a contractor with 15 employees working for her
d.
Sandra, the owner of a steel manufacturing company with 2,000 employees
ANSWER:
a
12. The Occupational Safety and Health Act of 1970 established three agencies within the Department of Labor to oversee
various aspects of workplace safety. The _____ is a supporting body that conducts research and develops safety standards.
a.
American National Standards Institute (ANSI)
b.
Occupational Safety and Health Review Commission (OSHRC)
c.
Department of Health (DOH)
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d.
National Institute for Occupational Safety and Health (NIOSH)
ANSWER:
d
13. In the context of process safety management (PSM) standards, hazard communication standards require employers
who use hazardous chemicals to:
a.
keep the information contained in material safety data sheets (MSDSs) confidential.
b.
provide information about hazardous substances to employees, their representatives, and health professionals.
c.
provide insurance to the family members of employees who handle hazardous chemicals.
d.
label chemical substances by their names rather than using standardized symbols.
ANSWER:
b
14. The purpose of a material safety data sheet (MSDS) is to:
a.
ensure that confidential information about hazardous substances is available only to authorized employees.
b.
record information regarding the chemical composition of hazardous substances available to employees.
c.
record cases where workers exposed to hazardous substances have been injured.
d.
provide employees with antidotes to be taken if exposed to hazardous substances.
ANSWER:
d
15. The purpose of lockout/tagout regulations in process safety management is to:
a.
prevent accidental start-up of defective machinery during repair or adjustment.
b.
ensure that unauthorized individuals do not have access to material safety data sheets (MSDSs).
c.
provide a protective coating to machinery containing hazardous chemicals.
d.
address disputes between employers and Occupational Safety and Health Administration inspectors.
ANSWER:
a
16. _____ is the study and design of the work environment to address physical demands placed on individuals as they
perform their jobs.
a.
Kinesthetics
b.
Phrenology
c.
Ergonomics
d.
Industrial physiology
ANSWER:
c
17. Kevin, a 15-year-old boy, plans to seek short-term employment when his school is not in session. In the context of
child labor law restrictions, which of the following is a permissible work schedule for Kevin?
a.
Kevin can work as a waiter for a maximum of 8 hours a day up to 40 hours a week.
b.
Kevin can work in the mining sector between 1:00 p.m. and 9:00 p.m.
c.
Kevin is permitted to work as a delivery driver for a maximum of three hours a day.
d.
Kevin is permitted to work in the manufacturing sector between 10:00 a.m. and 10:00 p.m.
ANSWER:
a
18. Nancy is responsible for recording workplace injuries in the OSHA (Occupational Safety and Health Administration)
300 log. Which of the following workplace injuries is exempted from being recorded for OSHA?
a.
Injuries leading to lost time from work
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b.
Injuries causing a restriction of motor abilities
c.
Injuries requiring only first aid
d.
Injuries requiring restricted duty or job transfer
ANSWER:
c
19. Thomas, the Department Head of the meat processing unit of a food manufacturing company, refuses to allow an
OSHA (Occupational Safety and Health Administration) compliance inspector to carry out the inspection process. In this
scenario, what action can the OSHA inspector take?
a.
The OSHA inspector can proceed to search without a warrant if the investigation was initiated by a complaint.
b.
The OSHA inspector must show probable cause before proceeding with the search.
c.
The OSHA inspector can enter the unit forcefully with the help of his officials.
d.
The OSHA inspector must produce a search warrant to enter the unit.
ANSWER:
d
20. According to the Occupational Safety and Health Administration, having loose ropes in a work area, which could
impact employees’ health or safety but probably would not cause death or much harm, is categorized as a(n) _____.
a.
serious violation
b.
imminent danger violation
c.
other-than-serious violation
d.
willful and repeated violation
ANSWER:
c
21. A de minimis OSHA (Occupational Safety and Health Administration) violation:
a.
typically carries a jail term of six months.
b.
requires the OSHA compliance officer to mention the condition to the employer.
c.
involves conditions that could directly impact an employee’s health or safety.
d.
involves injuries that force an employee to miss more than a day’s work.
ANSWER:
b
22. Which of the following is a direct cost associated with workplace accidents?
a.
Fines for safety violations
b.
Reduced work group efficiency
c.
Time lost by supervisors
d.
Time and production lost by coworkers
ANSWER:
a
23. Which of the following is the first step of the accident investigation process?
a.
Initial investigation
b.
Emergency response
c.
Collection of data from injured workers
d.
Data analysis and determination of root cause
ANSWER:
b
24. Which of the following practices is best suited for utilizing safety committees in organizations?
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a.
All committee members should belong to the same department to avoid conflicts.
b.
The committee should have more employees than managers.
c.
Member terms should be staggered to provide a fresh perspective and continuous energy.
d.
The committee should have at least 15 members.
ANSWER:
c
25. Chin, a construction employee, is seriously injured at work when a ladder falls on him. The company’s safety
committee is assigned to investigate the accident. Which of the following should be the safety committee’s first step in the
accident investigation process?
a.
Interviewing Chin about the accident
b.
Securing the accident site
c.
Preparing a report on the incident
d.
Collecting data from witnesses
ANSWER:
b
26. The _____ to safety management focuses on designing safe jobs, developing and implementing safety policies, and
using safety committees.
a.
engineering approach
b.
systems approach
c.
organizational approach
d.
individual approach
ANSWER:
c
27. Which of the following is typically part of the organizational approach to safety management?
a.
Applying ergonomic principles
b.
Developing and implementing safety policies
c.
Designing appropriate work settings and equipment
d.
Providing employee safety training
ANSWER:
b
28. A team of product engineers at YouSecure Inc. are in the process of designing ergonomic workstations to provide
employees with a comfortable setting to work effectively. Which of the following approaches to safety management is
YouSecure using?
a.
The systems approach
b.
The engineering approach
c.
The organizational approach
d.
The individual approach
ANSWER:
b
29. Which of the following most frequently renders a person unfit to perform a hazardous job?
a.
Fatigue and illness
b.
Lack of interest
c.
Alcohol abuse
d.
Drug use
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ANSWER:
a
30. Who among the following individuals is considered disabled under the Americans with Disabilities Act (ADA)?
a.
Regina, who is addicted to prescription drugs
b.
Ben, who is addicted to an illegal drug
c.
Fatima, who is prone to developing an addiction to alcohol
d.
Ravi, who is prone to developing an addiction to illegal drugs
ANSWER:
a
31. Who among the following individuals is considered disabled under the Americans with Disabilities Act (ADA)?
a.
Mark, who is addicted to alcohol
b.
Teena, who is addicted to an illegal drug
c.
Viola, who is prone to developing an addiction to nicotine
d.
Raj, who is prone to developing an addiction to illegal drugs
ANSWER:
a
32. Which of the following statements is true of the Americans with Disabilities Act?
a.
Those addicted to legal prescription drugs are not considered disabled.
b.
Recovering substance abusers are considered disabled.
c.
Users of illegal drugs are considered disabled.
d.
Addiction to alcohol is not considered a disability.
ANSWER:
b
33. ReNaPro Inc., a multinational marketing agency, offers a curriculum in health education for its employees. It provides
health promotions on a regular basis and offers incentives to employees who enroll in the company’s wellness and fitness
programs. Given this information, it can be said that ReNaPro is:
a.
engaged in the highest level of health promotion.
b.
using featherbedding practices.
c.
using the first level of health promotion.
d.
working to curb cumulative trauma disorders.
ANSWER:
a
34. Which of the following is part of the first level of health promotion?
a.
Support groups
b.
Regular health classes
c.
Health risk screenings
d.
Dedicated resources and facilities
ANSWER:
c
35. Which of the following statements is true of bullying?
a.
Bullying is a Level 3 workplace violence warning sign.
b.
Bullying is considered a behavioral sign of substance abuse.
c.
Bullying is most prevalent in the manufacturing industry.
d.
Bullying can damage organizations through increased turnover.
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ANSWER:
d
36. Which of the following is considered a Level 2 workplace violence warning sign?
a.
Insubordination
b.
Bullying
c.
Verbally abusive behavior
d.
Disrespectful behavior
ANSWER:
a
37. Which of the following is an early warning sign of workplace violence?
a.
Physical altercation
b.
Insubordination
c.
Destruction of property
d.
Verbally abusive
ANSWER:
d
38. A security audit is sometimes referred to as a(n) _____.
a.
vulnerability analysis
b.
affirmative action
c.
independent review
d.
risk assessment
ANSWER:
a
39. Which of the following is a part of security audits?
a.
Conducting due diligence after a merger
b.
Identifying the whistle-blowers in a company
c.
Validating employee screening and selection
d.
Reviewing an organization’s disaster plans
ANSWER:
d
40. In the context of security management in organizations, a security audit typically begins with a _____.
a.
discussion with the company’s middle managers
b.
background check of the company’s security personnel
c.
review of the disaster plans of the company
d.
survey of the area around the company
ANSWER:
d
41. Which of the following steps should be taken when dealing with potentially violent employees?
a.
Indicate the need for time to respond to the concerns voiced and then set up another time for follow-up.
b.
Intimidate them and respond to them strongly so as to indirectly demonstrate a position of power.
c.
Avoid notifying security personnel as this might provoke violent reactions and worsen the situation.
d.
Avoid asking questions that require long answers or explanations as this might irritate them.
ANSWER:
a
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42. You are conducting a training session on security management for a group of senior employees. Which of the
following suggestions would you give the employees for effectively dealing with potentially violent employees?
a.
Get assistance from others, perhaps a manager not directly affected by the situation being discussed.
b.
Intimidate them and respond to them strongly so as to indirectly demonstrate a position of power.
c.
Avoid notifying security personnel as this might provoke violent reactions and worsen the situation.
d.
Avoid asking questions that require long answers or explanations as this might irritate them.
ANSWER:
a
43. Sam, an HR Manager, is asked to deal with a violent employee who is threatening her supervisor for not giving her an
increment. Which of the following should Sam avoid while talking to the employee?
a.
Getting assistance from a manager not directly affected by the situation being discussed
b.
Providing an immediate response to the concerns voiced
c.
Asking questions that do not require detailed explanations
d.
Responding to the employee’s emotions
ANSWER:
b
44. In the context of crisis management in organizations, which of the following is the second step in effectively
managing a crisis?
a.
Identifying how the organization can respond to the same or a similar crisis if it were to happen again
b.
Identifying how the crisis can be avoided through proper preparation, risk assessment, and disaster prevention
c.
Crafting a plan that enables the organization to adequately identify and respond to the crisis
d.
Consulting with other local companies to establish a working relationship to survive and recover from the
crisis
ANSWER:
c
45. In the context of disaster planning, organizational assessment includes the:
a.
development of a disaster recovery plan.
b.
creation of backup databases for storing employee details.
c.
development of training modules in consultation with disaster experts.
d.
creation of simulations for employees and managers.
ANSWER:
a
46. _____ are muscle and skeletal injuries that occur when workers repetitively use the same muscles when performing
tasks.
a.
Acute stress disorders
b.
Developmental coordination disorders
c.
Cumulative trauma disorders
d.
Neurodevelopmental disorders
ANSWER:
c
47. Direct costs associated with accidents typically constitute almost 95 percent of an organization’s total costs.
a.
True
b.
False
ANSWER:
False
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48. Temporary workers often have a lower risk of occupational injury because they make up a very small part of the
workforce.
a.
True
b.
False
ANSWER:
False
49. Minor injuries that require only first aid do not have to be recorded in the OSHA (Occupational Safety and Health
Administration) 300 log.
a.
True
b.
False
ANSWER:
True
50. The primary purpose of a material safety data sheet (MSDS) is to ensure that confidential information about hazardous
substances is available only to authorized employees.
a.
True
b.
False
ANSWER:
False
51. Under workers’ compensation laws, employers purchase insurance to compensate employees for injuries incurred
while on the job.
a.
True
b.
False
ANSWER:
True
52. Workers’ compensation coverage in many states includes emotional impairment that may have resulted from physical
injury.
a.
True
b.
False
ANSWER:
True
53. Return to work plans significantly increase expenses for companies.
a.
True
b.
False
ANSWER:
False
54. Federal child labor laws have set the minimum age as 21 for employment in hazardous occupations.
a.
True
b.
False
ANSWER:
False
55. An individual of any age can work for a farm that is owned and operated by his or her family.
a.
True
b.
False
ANSWER:
True
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56. Under labor laws, workers may challenge unsafe work assignments, whether or not they are members of a labor union.
a.
True
b.
False
ANSWER:
True
57. If an organization employs many workers for whom English is not the primary language, then the material safety data
sheets (MSDSs) should be available in the necessary languages.
a.
True
b.
False
ANSWER:
True
58. The National Institute for Occupational Safety and Health (NIOSH) is responsible for addressing disputes between the
Occupational Safety and Health Administration (OSHA) and employers that are cited by OSHA inspectors.
a.
True
b.
False
ANSWER:
False
59. Occupational fatalities and hospitalizations of three or more employees must be reported directly to the Occupational
Safety and Health Administration (OSHA) within eight hours of learning of any occurrences.
a.
True
b.
False
ANSWER:
True
60. Workplace injuries that result in amputation or loss of an eye must be reported directly to the Occupational Safety and
Health Administration (OSHA) within five hours of learning of any occurrences.
a.
True
b.
False
ANSWER:
False
61. When an OSHA (Occupational Safety and Health Administration) compliance officer arrives, managers should ask to
see the inspector’s credentials.
a.
True
b.
False
ANSWER:
True
62. The Occupational Safety and Health Administration (OSHA) requires organizations that employ 250 or more workers
at a worksite to submit information from OSHA Form 300.
a.
True
b.
False
ANSWER:
True
63. Ergonomics can provide economic value to employers by reducing injuries.
a.
True
b.
False
ANSWER:
True
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64. Cumulative trauma disorders are psychological issues that workers face as a result of repetitively performing the same
task for years.
a.
True
b.
False
ANSWER:
False
65. According to the Civil Rights Act and the Pregnancy Discrimination Act, employers should not prevent people from
working in hazardous jobs because of reproductive concerns.
a.
True
b.
False
ANSWER:
True
66. The Occupational Safety and Health Act provides for on-the-spot inspections by OSHA (Occupational Safety and
Health Administration) compliance officers or inspectors.
a.
True
b.
False
ANSWER:
True
67. When there is reasonable certainty that a workplace condition will cause death or serious physical harm if it is not
corrected immediately, a de minimis citation is issued.
a.
True
b.
False
ANSWER:
False
68. Denver, a construction worker, was seriously injured when the scaffolding he was standing on broke and fell. The
company he works for has violated safety rules several times before. Therefore, the employer can face a large fine for
willful and repeated violations.
a.
True
b.
False
ANSWER:
True
69. Effective safety management requires integrating three approaches: organizational, engineering, and individual.
a.
True
b.
False
ANSWER:
True
70. Often, the difference between high-performing firms with good occupational safety records and other firms is that the
high-performing ones have effective safety management programs.
a.
True
b.
False
ANSWER:
True
71. The last phase of the accident investigation process involves preparing a report on the accident.
a.
True
b.
False
ANSWER:
False
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72. The individual approach to effective safety management is based on the assumption that if work settings and
equipment are designed well, the number of workplace accidents can be minimized.
a.
True
b.
False
ANSWER:
False
73. Some firms use fitness-for-duty tests to detect work performance safety problems before permitting an employee to
operate dangerous equipment.
a.
True
b.
False
ANSWER:
True
74. Recovering substance abusers are not considered disabled under the Americans with Disabilities Act.
a.
True
b.
False
ANSWER:
False
75. Users of illegal drugs are considered disabled under the Americans with Disabilities Act.
a.
True
b.
False
ANSWER:
False
76. The Food and Drug Administration classifies e-cigarettes as a drug.
a.
True
b.
False
ANSWER:
False
77. Acts of violence in the workplace can be committed by employees inside the firm as well as those outside the firm.
a.
True
b.
False
ANSWER:
True
78. Employers have a duty to protect their workers from workplace danger.
a.
True
b.
False
ANSWER:
True
79. Firms that do not screen employees adequately may be subject to liability if an employee later commits crimes.
a.
True
b.
False
ANSWER:
True
80. Organizational assessment during disaster planning includes establishing a disaster planning team.
a.
True
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significant “donning and doffing” for safety purposes, managers should work with HR to determine if
payment is warranted.
b.
False
ANSWER:
True
81. Most organizations must complete OSHA (Occupational Safety and Health Administration) Form 300 to report
workplace accidents and injuries and retain it for at least 10 years.
a.
True
b.
False
ANSWER:
False
82. What are the indirect costs associated with workplace accidents?
ANSWER:
The indirect costs associated with accidents include the following:
• Decreased/lost productivity
• Management time for accident investigation
• Claims administration
• Time and production lost by coworkers
• Reduced work group efficiency
• Time lost by supervisor
• Cost to replace injured workers and train new workers
83. Briefly discuss the Occupational Safety and Health Administration (OSHA) recordkeeping requirements.
ANSWER:
Employers are generally required to maintain a detailed annual record of the various types of injuries,
accidents, illnesses, and fatalities for inspection by OSHA representatives. Most organizations must complete
OSHA Form 300 to report workplace accidents and injuries and retain it for five years. The OSHA 300 log is
the primary reporting document that companies must prepare and maintain related to workplace injuries.
84. How are employers affected by child labor laws?
ANSWER:
Safety concerns affecting younger workers, especially those under the age of 18, have resulted in restrictions
on the type of work they can perform and the schedules they can work. Child labor provisions in the Fair
Labor Standards Act (FLSA) set the minimum age for most employment at 16 years, with some exceptions for
individuals who are 14 or 15 years old. There are certain exceptions for family-owned businesses and
particular restrictions for hazardous occupations. In fact, teens working for farms and family-owned firms may
be exposed to fewer hazards and incur fewer injuries.
Penalties for violating these provisions can be costly; a single charge may result in a minimum fine involving
thousands of dollars. Therefore, companies need to be very careful in how they employ young workers.
85. What standards have been developed by the Occupational Safety and Health Administration (OSHA) regarding the
use of personal protective equipment by employees?
ANSWER:
Standards for personal protective equipment (PPE) require that employers analyze job hazards, provide
adequate PPE to employees in hazardous jobs, and train them in the use of PPE items. Common PPE items
include safety glasses, hard hats, and safety shoes. Employers are required to provide PPE to all employees (at
no cost) who work in an environment that presents hazards or who might have contact with hazardous
chemicals and substances on the job. Some courts have ruled that employees are entitled to be paid for the
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86. According to the Occupational Safety and Health Administration (OSHA), what are the categories of recordable
injury?
ANSWER:
Categories of recordable injury include the following:
• Death: Fatality at the workplace or caused by work-related actions
• Injuries causing days away from work: Job-related injuries or disabling occurrences that cause an
employee to miss regularly scheduled work on the day following the accident
• Injuries or illnesses causing job transfer or restricted duty: Job-related injuries or illnesses that lead to
an employee working in a job outside his or her normal assignment
• Other recordable cases: Injuries that require treatment by a physician but do not cause an employee to
miss a regularly scheduled work turn
87. What are the two key OSHA (Occupational Safety and Health Administration) provisions that are common to all
companies?
ANSWER:
OSHA rules and standards are frequently complicated and technical. While many industries, like construction
and health care, have specific workplace requirements, all companies must adhere to two key provisions:
• General duty: The act requires that the employer has a general duty to provide safe and healthy
working conditions, even in areas where OSHA standards have not been set. Employers that know or
reasonably should know of unsafe or unhealthy conditions can be cited for violating the general duty
clause.
• Notification and posters: Employers are required to inform their employees of OSHA safety and
health standards. OSHA posters must also be displayed in prominent locations in workplaces.
88. How can organizations monitor and evaluate their safety efforts?
ANSWER:
Organizations should monitor and evaluate their safety efforts. Just as organizational accounting records are
audited, a firm’s safety efforts should be audited periodically as well. Accident and injury statistics should be
compared with previous accident patterns to identify any significant changes. This analysis should be designed
to measure progress in safety management.
Organizational safety efforts are measurable. Common metrics are workers’ compensation costs per
injury/illness; percentage of injuries/illnesses by department, work shifts, and job categories; and incident rate
comparisons with industry and benchmark targets. Regardless of the specific measures used, it is critical to use
relevant HR metrics to track and evaluate safety management efforts.
89. What workplace health issues do employers face?
ANSWER:
Employers face a variety of workplace health issues. Cumulative trauma injuries and exposure to hazardous
chemicals have been addressed by the Occupational Safety and Health Administration (OSHA) through
regulations or standards. Other concerns associated with employee health include substance abuse,
emotional/mental health, older workers, smoking, and obesity.
90. Why is obesity an important concern to employers?
ANSWER:
Obesity is a fact of modern life and a concern to employers due to related economic costs, including doctor
visits, diabetes, high blood pressure, higher health care premiums, and lost workdays. Obesity affects
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work-related injuries, particularly repetitive motion problems. In a work setting, ergonomic studies look at
factors such as fatigue, lighting, tools, equipment layout, and placement of controls. Ergonomics can provide
economic value to employers by reducing injuries.
limit what HR management can do, particularly regarding the use of psychological tests and checking
references. Because of Carol’s relaxed attitude toward conducting background checks, Burus Inc. may be
subject to liability if the employees she hires later commit crimes.
92. Why do employers fail to report accurate information regarding worker illnesses and injuries? What could be the
consequence of not reporting worker illnesses and injuries?
ANSWER:
Companies may underreport incidents if they do not have safe working conditions.
There is reason to believe that some organizations misrepresent how often injuries and illnesses occur in the
workplace. Nearly half of employers investigated by the Occupational Safety and Health Administration
(OSHA) for documentation problems fail to report every worker illness or injury. Health care providers also
claim that some companies have encouraged them to deemphasize illnesses and injuries, as well as to give
inadequate treatment to employees. Accurate reporting is more likely to occur in organizations with a positive
safety climate and when supervisors consistently enforce safety behaviors. Managers must realize that
companies can incur hefty federal and state fines—in the millions of dollars—for not properly disclosing
incidents.
93. Explain the various implications that workers’ compensation laws have on U.S. employees and employers.
ANSWER:
First enacted in the early 1900s, workers’ compensation laws are on the books in all states today. Under these
laws, employers purchase insurance to compensate employees for injuries incurred while on the job.
Experience-rated premiums reflect the company’s accident rate. Employers that have higher accident rates pay
higher premiums. Depending on the amount of lost time and the injured workers’ wage level, these laws often
require payments be made to an employee for the time away from work because of an injury, to cover medical
bills, and for retraining if a new job is required as a result of the incident. Most state laws also set a maximum
weekly amount for determining workers’ compensation benefits. Frequently, workers’ compensation benefits
also make up for the permanent loss of some functionality or inability to perform the previous job.
Workers’ compensation coverage in many states includes emotional impairment that may have resulted from
physical injury, as well as job-related strain, stress, anxiety, and pressure. Some cases of suicide have also
been determined to be job related in some states, with payments made under workers’ compensation.
Companies with operations in multiple states must pay particular attention to the specific requirements in each
state, as they differ widely.
Another aspect of workers’ compensation coverage relates to employees who telecommute—arrangements that
allow them to work remotely from their homes. In most situations, individuals are covered under workers’
compensation laws while working at home for employers. Therefore, if an employee is injured while
performing a job, the employer is likely liable for the injury; the same applies to an employee who travels as
part of work.
94. Which organizations are covered under the Occupational Safety and Health Act?
ANSWER:
The Occupational Safety and Health Act of 1970 was enacted to ensure that the health and safety of workers
would be protected. Every employer that is engaged in commerce and has one or more employees must
comply with the act. Farmers with fewer than 10 employees are exempt. Employers in specific industries, such
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A third approach to safety management is the engineering approach. Employers can prevent some accidents by
designing machines, equipment, and work areas so that it is much more difficult for workers who perform
potentially dangerous jobs to injure themselves and others. Providing safety equipment and guards on
For specific problem industries and jobs, OSHA has voluntary guidelines that identify industries with serious
ergonomic problems and give employers tools to help highlight and control ergonomic hazards. Among the
industries receiving guidelines are nursing homes, poultry processors, and retail grocery stores.
96. What are the different types of violations cited by the Occupational Safety and Health Administration (OSHA)?
ANSWER:
Many types of violations are cited by the Occupational Safety and Health Administration (OSHA). Ranging
from the most severe to minimal, including a special category for repeated violations, the most common are as
follows:
• Imminent danger: When there is reasonable certainty that the condition will cause death or serious
physical harm if it is not corrected immediately, an imminent danger citation is issued, and the
inspector posts a notice. Imminent danger situations are handled on the highest-priority basis. If the
condition is serious enough and the employer does not cooperate, a representative of OSHA may
obtain a federal injunction to close the worksite until the condition is corrected. The absence of
guardrails to prevent employees from falling into heavy machinery is one example of an imminent
danger.
• Serious: When a condition could probably cause death or serious physical harm, and the employer
should know of the condition, OSHA issues a serious violation citation and may impose a fine up to
$12,934 per violation, taking inflation into consideration. Examples of serious violations are the
absence of a protective screen on a lathe and the lack of a blade guard on an electric saw.
• Other than serious: Violations that could impact employees’ health or safety but probably would not
cause death or serious harm are called other than serious. Violators may be fined up to $12,934 per
violation, accounting for inflation. Having loose ropes in a work area might be classified as an other-
than-serious violation.
• De minimis: A de minimis condition is one not directly and immediately related to employees’ safety
or health. No citation or fines are issued, but the condition is mentioned to the employer. Lack of
doors on toilet stalls is a common example of a de minimis violation.
• Willful and repeated: Citations for willful and repeated violations are issued to employers that have
been previously cited for violations. If an employer knows about a safety violation or has been warned
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machinery, installing emergency switches and safety rails, keeping aisles clear, and installing adequate
ventilation, lighting, heating, and air conditioning can all help make work environments safer.
98. Give examples of workplace stressors and list ways to combat workplace stress.
ANSWER:
Workplace stressors include an increased volume of work, longer work hours, increased pace of work and
tight deadlines, and increased performance expectations and pressures.
Ways to combat workplace stress include the following:
• Learning coping strategies
• Getting enough sleep
• Getting regular exercise
• Relaxing
• Eating healthy, nutritious meals
• Seeking support from sympathetic colleagues
99. What actions should be taken by employers to minimize the risk and impact of workplace violence.
ANSWER:
The increase in workplace violence has led many employers to develop policies and practices that aim to
prevent and respond to it. Policies can specify how workplace violence is to be dealt with in conjunction with
disciplinary actions and referrals to employee assistance programs (EAPs). Training managers and others is an
important part of successful practice. Utilizing case studies and providing definitions and examples are more
effective than simply training employees on the company’s policy. Establishing a supportive, respectful
organizational climate can also mitigate concerns about workplace bullying and other counterproductive
behaviors.
One application of these policies is a violence response team. Composed of security personnel, key managers,
HR staff members, and selected employees, this team functions much like a safety committee, but with a
different focus. Such a team conducts analyses, responds to and investigates employee threats, and may even
help to calm angry, volatile employees.
Employers must be careful because they may face legal action for discrimination if they discharge employees
for behaviors that often precede violent acts. For example, in several cases, employees who were terminated or
suspended for making threats or even engaging in physical actions against their coworkers then sued their
employers, claiming they had mental disabilities covered under the Americans with Disabilities Act.
Post-violence response is another aspect of managing workplace violence. Whether the violence results in
physical injuries or death or just intense interpersonal conflicts, it is important that employers have plans to
respond afterward. Their response must reassure employees who may be fearful of returning to work or who
employees time to meet with HR staff, and arranging for on-site trained counselors are all possible elements of
post-violence response efforts.
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considerations of such planning. Identifying who will take responsibility for various duties and how
these efforts will be coordinated must also be determined.
• Disaster training: All planning efforts may be wasted if managers and employees are not trained on
what to do when disasters occur. Training should take place regularly and reflect actual workplace
conditions to simulate a real emergency as closely as possible.