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Workplace bullying is known to cause lost productivity, high turnover, injury and illness, but this problem is often completely ignored by managers and senior leaders.
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A zero tolerance policy for bullying will get zero results, unless it spells out clearly what will be done in response to employee reports. Here are three questions that should be answered but are probably not in your company's policy:
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Do you consider work areas as part of your "office?" If you do, you will almost certainly spot some unidentified Occupational Safety and Health Administration (OSHA) violations.
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When an employee comes to you and tells you his shoulder is bothering him, you can do one of two things. You can either treat the problem and send him on his way, or you can dig deeper.
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Is personal protective equipment (PPE) uncomfortable, too hot, poor-fitting or unattractive looking? The reality, very often, is that employees won't wear it.
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If someone asks you for data on how many physicals you did this year, or how many drug tests were given to employees, this may sound like a pretty straightforward request. However, you need to think twice before handing it over.
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Karen Daley, PhD, MPH, RN, FAAN, remembers the stick as if it happened in slow-motion, the details still clear to her 12 years later.
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During last year's H1N1 influenza pandemic, health care workers inadvertently transmitted flu to their co-workers, in some cases triggering a hospital-based outbreak. That and other information about H1N1 transmission helped shape new guidelines from the Centers for Disease Control and Prevention that rely on vaccination, respiratory hygiene, and monitoring of ill employees by employee health professionals.
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The problem of fatigued medical residents has gotten the attention of the U.S. Occupational Safety and Health Administration.
