In our last post, we discussed the importance of the staff’s compliance with a safety program, hazard assessment and correction, and investigations. We can now look at the final three elements of an effective IIPP:
Hazard Correction
Include methods/procedures for correcting unsafe or unhealthy conditions in a timely manner.
Training
Training is important to not only educate, but to reinforce the requirements listed above (1-6). Training should be done at minimum- when new guidelines are established, to all new hires, and for all supervisors. Additionally, training must be done when new hazards are introduced into the workplace and when employees are assigned new job duties that will expose them to new hazards.
Record Keeping
Record keeping is one of the most important elements of your IIPP. It shows Cal OSHA that you not only have written documentation of your safety program, but that your program is being implemented. Records should be maintained for at least a year. They should include records of scheduled and periodic self inspections as well as safety training. Inspection records should include the name of the person that conducted the inspection, the unsafe conditions or practices identified and the corrective action taken. Safety training records should include the employee name or other identifier, training dates, type(s) of training and the name of the training provider. In addition, while recordkeeping is very important, requirements are less stringent for employers with less than 10 employees.
Conclusions
The IIPP is not only a way to save money, but it also reinforces the importance of workplace safety. A positive attitude towards safety from upper management will go far in promoting safe work habits to all levels of the organization. While all eight requirements are listed, each requirement is extensive. If you have additional questions about the eight requirements, please contact CPEhr’s Risk Management Representative to assist you with creating an effective Injury and Illness Prevention Program for your company.
In our last post we introduced the importance of creating and managing a comprehensive IIPP (Injury and Illness Prevention Plan). We looked at the first two components of a successful plan – management’s commitment to the plan, and effective communication.
The absence of an Injury and Illness Prevention Program (IIPP) ranks among the most frequent Cal/OSHA (California Occupational Safety and Health Administration) citations against businesses. Fines for the failure to have an IIPP are upwards to $7,000. Many California employers are not aware that it is mandated by law to have a written IIPP. The law (Senate Bill 198) enacted in 1989, and effective on July 1, 1991, requires California employers to develop and implement an IIPP.
In our last post we reviewed some of the basic guidelines relating to wage and hour compliance, and how California law differs from Federal law. In this post we continue to review wage and hour laws, but move to bonuses.
Companies both large and small are finding themselves in legal battles against employees for not complying with overtime laws as outlined in the Fair Labor Standards Act of 1938 (FLSA). The complex regulations found in the FLSA code governing proper payment of wages is overseen by the Department of Labor and can result in hefty fines, or possibly prison time, for multiple violations. In this and subsequent posts, we will look at some of the potential pitfalls, guidelines and laws governing wages as outlined in the FLSA.