Employee Drug Use Reaches 12-year High
The positive drug test rate for the U.S. workforce was 4.2 percent in 2016, according to the Drug Testing Index (DTI) released by Quest Diagnostics. This represents a 5 percent increase over the positive rate in 2015, and the largest single-year positive rate since 2004.
The DTI analyzed over 10 million workforce drug test results from 2016 and categorized employees into three categories, including employees with federally mandated drug tests, the general workforce and the combined U.S. workforce. Here are additional details about the DTI’s findings for specific drug types:
- Marijuana—The positive test rate for marijuana increased nearly 75 percent in oral fluid testing, which is used in the general workforce. Federally mandated marijuana tests only utilize urine tests, and the positive test rate increased 10 percent in 2016.
- Cocaine—Positive test rates for cocaine in post-accident drug tests were more than twice as high as pre-employment screenings.
- Amphetamines—Positive test rates for amphetamines have risen 64 percent between 2012 and 2016 for the general workforce. Quest Diagnostics attributes this increase to the prevalence of prescription drugs, including Adderall.
In order to create a safe, productive workplace, you need to watch out for potential drug use at your business.
Political Discussions Hurt Job Performance
Many people can get worked up about politics, but a new survey from the American Psychological Association (APA) has shown that political discussions in the workplace can have a big impact on your employees’ job performance.
The APA surveyed U.S. employees about the impact of political discussions after the 2016 presidential election, and found that these discussions have a detrimental effect on job performance and relationships with co-workers. The survey found that 40 percent of employees have experienced a negative outcome following a workplace political discussion, such as reduced productivity or difficulty getting work done. Additionally, 24 percent of employees said they avoid some co-workers solely because of their politics.
According to the APA, social networks and constant news reports can cause individuals to adopt an “us versus them” political mentality, which can lead to conflict. As a result, it’s important to encourage respect, collaboration and courtesy in your workplace to ensure that your employees feel supported and remain productive.
New Executive Order Aims to Improve Cyber Security
President Donald Trump recently signed an executive order to improve the country’s cyber security and protect key infrastructure from cyber attacks. The order also emphasized the importance of strengthening the cyber security of federal agencies. According to a survey from Thales Group, a cyber security company, 34 percent of federal agencies experienced a data breach in the last year, and 95 percent of agencies consider themselves vulnerable to cyber attacks.
The executive order did not create any ongoing cyber security requirements, but instead laid out goals to assess the current state of cyber defenses and develop deterrence strategies. Here are some of the requirements of the executive order:
- Federal agencies must draft reports on their ability to defend themselves against cyber threats.
- The departments of Energy and Homeland Security must assess potential vulnerabilities to the country’s electrical grids. The executive order specifically mentions that prolonged power outages could pose a threat to national security or damage the economy.
- Various federal agencies must review the cyber defense plans of U.S. allies in order to cooperate during international cyber attacks.
Apple Creates $1 Billion Fund to Support U.S. Manufacturing
Apple, the world’s largest technology company, recently announced that it will create a $1 billion fund to support U.S. manufacturing. Although the company is based in the United States, it has faced criticism for outsourcing most of its manufacturing and taking jobs from U.S. workers.
Apple’s CEO stated that one goal of the fund was to support smart manufacturing and to create a ripple effect in industries that support smart manufacturers. For more information on the manufacturing fund, visit Apple’s website.
DID YOU KNOW?
A U.S. Court of Appeals recently barred the Federal Aviation Administration (FAA) from requiring recreational drone owners to register their unmanned aircraft. The FAA had originally required recreational drones to be registered in order to help identify aircraft that posed a hazard, and to pass on safety information to operators. However, the court’s ruling will not impact the use of drones for commercial use, as these aircraft must still be registered with the FAA before they are used.
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Most employers have to carry unemployment insurance on their employees. Do you really understand, though, when you can use your unemployment insurance benefits? Knowing the answer to this question can help you make important decisions about using this coverage.
What is Unemployment Insurance?
Unemployment Insurance is designed to help you cover expenses when you’re between jobs. It usually gives you a percentage of your working wages rather than a full paycheck.
Unemployment laws also vary by state. Although they follow guidelines from the federal government, each state’s Department of Labor determines how much coverage workers get when they file for unemployment.
Who’s Eligible to Collect Unemployment Benefits?
If you’ve been laid off or fired and are not at fault, you may qualify for unemployment. You will generally be disqualified from receiving unemployment, though, if you:
*Quit without having a good cause,
*Are fired for misconduct,
*Resign because of illness,
*Become involved in a labor dispute or
*Leave to get married or attend school.
What are Unemployment Insurance Limits?
Most states allow you to receive unemployment benefits for up to 26 weeks. In cases, you may be eligible for extensions based on federal guidelines or your state’s unemployment rates.
When Should You File?
As soon as you’re laid off or let go from your job, file for unemployment. It often takes two to three weeks for benefits to start, so a delay in filing means a delay in receiving benefits.
Also, realize that unemployment is not a free ride. While you can use the money to pay any expenses, you typically have to prove that you’re looking for employment to receive ongoing benefits. You’ll also have to report any hours you worked.
Unemployment insurance gives you some financial assistance if you lose your job.
Don’t quit and expect to be compensated, though. Discuss this coverage with your employer, insurance company or Department of Labor if you need further clarification.
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High heat and construction work are simply not compatible. Yet, the work must get completed. Workers must wear protective clothing and gear which diminishes the body’s capacity to shed heat. This fact combined with high heat creates specific exposures which require vigilant monitoring.
Short-term exposures to heat and humidity:
- Prevention: Drink plenty of water – a good test is the employee must urinate every three hours at a minimum, two hours is better. If they do not need to urinate, they are not getting adequate fluids. Wear breathable clothing such as cotton. Work in the shade or indoors as much as possible, take frequent water breaks in the shade.
- Heat exhaustion: the stage prior to heat stroke when many symptoms from dehydration can be noticed. Any dizziness, nausea or vomiting, cramping, or sudden weakness requires immediate attention. Headaches, blurred vision or unusual fatigue can be signs of heat exhaustion. Rest the worker in the shade, loosen tight clothing and provide water. Observe the employee for several minutes. If they quit sweating or any symptom becomes worse, or they breathe rapidly or have a quick pulse, seek emergency medical help immediately.
- Heat stroke: LIFE THREATENING. Add these to the heat exhaustion symptoms:
- Hallucinations, confusion, disorientation, illogical behavior
- High body temperature, red or pale skin, difficulty breathing
- Unconsciousness or coma
Seek immediate professional help for these symptoms.
Bacteria carrying insects love this weather. Lyme disease and West Nile Virus are not uncommon. Prevention includes spraying mosquito deterrent and checking for ticks.
Long-term exposures include skin cancer. Wear protective clothing and use sunscreen.
Common sense goes a long way to prevent over-taxing workers. If a concrete pour is scheduled for an extremely hot day, postpone. You’ll spare your employees heat related discomfort, and the odds of getting the concrete in before it sets is remote at best.
Remember your machine operators too. Check on them throughout the day and carefully observe their performance. Any signs of erratic behavior needs to be addressed immediately. Even air conditioned cabins can create dehydrating condition in the hot sun.
If you want your crew working Friday, you need to supply plenty of water and shaded rest breaks Monday through Thursday. The body can only take so much heat.
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9 years ago
·
by
Shawna Kreis ·
Comments Off on Employee Advocacy: Strategies to boost employee participation
It is no secret that your employees are you most valuable asset, but do they know that? As the lines between professional and personal life become even blurrier with each passing day — thanks in large part to social media — it is crucial to your business’s success to harness the power and knowledge of your happy employees. Here are some ideas to get them more involved in the process.
1. Encourage your employees to own your company. Employees who feel like they are part of the success of a business are more likely to engage in positive social media interactions about that company. Position your employees as thought leaders within your business as well as the industry.
2. Trust your employees. When you use your employees to engage on social media platforms about your business, you are handing over a certain amount of trust to them. While that can be difficult to do — and, yes, sometimes it does backfire — because they are your employees, encouraging them to be advocates for your brand brings an increase in respectability as well as trust from those who are reading their postings.
3. Allow employees to have free reign. When people post about a company, it has a different feel than when the owners do so. There is a more intimate feeling involved when one of your employees posts to their friend’s timeline, for example, about how her employer — your business — offers the exact services he finds himself in need of. This casual and friendly interaction helps your business name and brand reach a larger audience, a methodology that has proven to increase sales and profits.
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Given the ever expanded concept of what constitutes a disability, employers will continue to face an ever growing compliance challenge. Here are some basics to be remembered:
- Knowledge of the need to accommodate an employee can come from numerous sources including a work comp claims manager, a company supervisor or manager, HR, the employee themselves, a union rep, a doctor, poor performance, simple observation, or some kind of hotline call.
- To have a good process, it must be laid out step-by-step with supporting documentation.
- Be interactive. Remember the rule that the first to give up on the dialogue process generally loses.
- Have appropriate education and training. For example, HR could create a simple video to help employees with the accommodation process.
- Allow managers to engage in simple, easy and quick accommodations.
- Proper documentation of all steps in the process.
- Ongoing communication, monitoring, feedback, and improvement.
The accommodation process begins with a needs assessment. This means a thorough review of the job description and duties and a clear understanding of the employee’s limitations including potential absences etc. Remember you can accommodate an employee by the following means:
- Changing facilities or equipment
- Job restrictions
- Modifying schedules
- Modifying a test, training, or policies
- Offering vacant positions within their skill range
- Offering temporary positions (the ADA does not require you to create a new position for an employee)
- Support including readers, interpreters, or even dogs
- A leave of absence
- Any other idea that would generate a reasonable accommodation
Proper documentation of any undue burden
One of the biggest mistakes an employer makes is to assume in advance that an accommodation would create an undue burden. If the request is reasonable, the best approach is to let them try it and to be clear about performance standards. Document any shortcomings their accommodations may be causing and continue to communicate about ways to elevate them.
There is extensive material on the ADA on HR That Works including flow charts, checklists, forms, and policies to use. There is also training you can provide your managers (a good idea). Also remember if you have over 50 employees the FMLA may allow an employee who has serious medical condition up to 12 weeks of leave which they may use instead of accepting an accommodation.
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According to the California Occupational Safety and Health Act of 1973, every employer in the state is legally obligated to provide a safe workplace that is free of hazards. As part of that regulation, each employer is also required to have an Injury and Illness Prevention program. The following are practical tips that can be implemented to help reach the above goals.
Use Personal Protective Equipment
Depending on the job, there are different types of personal protective equipment that are a necessity to keep employees safe. Goggles are a must in any workplace environment that involves dust, chemicals or other objects that could injure the eyes. In workplaces where heavy objects could fall on the heads of employees, hard hats must be provided. Steel-toe shoes are also mandatory if the environment includes hazardous and heavy materials that could injure the feet.
It should be noted that simply making the equipment available is not enough. Employees must be properly trained on its use and must not be cleared for work in areas where such equipment is needed until they are fully trained.
Keep the Workplace Tidy
Clutter and debris can seem like the norm for a workplace but they can increase the chances of an accident. Employers need to ensure that there are an adequate amount of space to store items neatly. Spills should be cleaned up immediately to help prevent falls or reported to the right person so that they are taken care of as soon as possible.
Ensure Company Vehicles are in Good Working Order
Many people are injured while driving company vehicles each year. Each month, a visual inspection, as well as one that test the working order of items such as turn signals, should be completed. If repairs are needed, they should be taken care of as soon as possible.
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