BUS301: Human Resource Management

7a. Describe the concepts associated with employee safety and health in support of effectively managing human capital

• How can chronic stress due to insufficient training lead to costs for the employee and the employer?
• How can positive stress help us meet our goals?
• Why does the U.S. Equal Employment Opportunity Commission (EEOC) consider multiple chemical sensitivity (MCS) or environmental illness (EI) eligible for reasonable accommodations in the workplace?
• When it comes to employees who are at an increased risk for workplace violence, what three types of workers are named by the U.S. Occupational Safety and Health Administration (OSHA)?
• How does an Employee Assistance Program (EAP) contribute to employees' health, safety, and wellness?

Americans generally cite two primary sources of stress: job instability and balancing work and non-work demands. A stressor is an activity, event, or other stimulus that causes a positive or negative body reaction.

The following terms describe the various types of stress we encounter. Note that there are positive and negative types of stress. We can use positive stress and learn to manage unhealthy levels of negative stress.

Positive stress (eustress) is healthy and can give a feeling of fulfillment and other positive emotions. Eustress can also cause us to push ourselves harder to meet an end goal. Negative stress (distress) produces negative feelings and can go on for a long time without relief. Chronic stress is prolonged exposure to stress. Acute stress occurs in shorter bursts. For example, an employee may experience acute stress while responding to a tight deadline for a project.

Employees can experience hyperstress, a type of extreme stress where they see little or no relief for a long time, causing burnout. On the other hand, hypostress, a lack of eustress or distress, can create feelings of restlessness. People who work in a factory or a repetitive job may experience this type of stress.

Negative consequences of stress on the job can include lost productivity, less creative work, and physical symptoms such as headaches or gastrointestinal issues. From a financial perspective, stress not only decreases worker productivity and output in the long run but can also raise health insurance costs and increase employee turnover rates.

Cumulative trauma disorders (CTDs) are injuries employees suffer to their fingers, hands, arms, or shoulders from repetitive motions, such as typing. Carpal tunnel syndrome (CTS) is a common cumulative trauma disorder that affects the hand and wrist. CTD disorders cost companies money through higher healthcare costs and worker's compensation payments. Frequent use of video display terminals (VDTs), such as computer monitors, can cause vision problems, fatigue, eye strain, and neck, back, arm, and muscle pain.

The U.S. Equal Employment Opportunity Commission (EEOC) defines a disability as a physical or mental impairment substantially limiting one or more of an individual's major life activities.

Multiple chemical sensitivity (MCS) or environmental illness (EI) is the inability to tolerate an environmental chemical or class of foreign chemicals. After providing evidence of this type of impairment, individuals with MCS can receive reasonable accommodations in the workplace.

Companies can limit MCS and EI by:

1. instituting a fragrance-free workplace policy;
2. limiting the use of restroom air fresheners, cleaning agents, and candles; and
3. ensuring the office ventilation system is in good working order.

Employees benefit from working in a smoke-free work environment because:

1. it creates a safer, healthier workplace;
2. employees are not exposed to smoke in the workplace; and
3. smokers have an additional reason to quit smoking.

Employers benefit from providing a smoke-free work environment because:

1. it helps create a safer, healthier, and more productive workplace;
2. a healthier environment may reduce direct healthcare costs to the company; and
3. employees may be less likely to miss work due to smoking-related illnesses.

The U.S. Occupational Safety and Health Administration (OSHA) considers the following three types of employees at increased risk for workplace violence:

1. employees who exchange money with the public;
2. employees who deliver goods, passengers, or services; and
3. employees who work alone or in small groups.

The U.S. Occupational Safety and Health Administration (OSHA) provides tips for a safer workplace, including (but not limited to):

1. establish a workplace violence prevention policy with a zero-tolerance policy;
2. provide safety education; and
3. secure the workplace with cameras, extra lighting, and alarm systems.

Five pre-incident indicators of workplace violence include:

1. increased use of alcohol or illegal drugs;
2. unexplained increase in absenteeism;
3. noticeable decrease in attention to appearance and hygiene;
4. depression or withdrawal; and
5. explosive outbursts of anger or rage without provocation.

Workplace bullying is an individual or group's tendency to use persistent or repeated aggressive or unreasonable behavior against a coworker or subordinate. Cyberbullying refers to using the internet or technology to send text or images that are intended to hurt or embarrass another person. Examples include using Facebook to post negative comments or setting up a fake email account to pretend the victim sends false and damaging emails to others.

HRM can combat employee identity theft by:

1. conducting background and criminal checks on employees who will have access to sensitive data;
2. restricting access to areas where data is stored, including computers; and
3. providing training to staff who will have access to private employee information.

Some employers provide Employee Assistance Program (EAP) benefits to help employees respond to personal problems that can affect their work performance. These programs can provide training, counseling, and referral services for substance abuse, depression, and other personal issues.

To review, see:

• Safety and Health at Work
• Return on Investment (ROI) for Employee Health
• Employee Wellness Innovations
• Restoring Employee Wellbeing for the New World of Work

7b. Identify key laws and legislation about safety and health that shape how human capital decisions should be made

• What is the purpose of the U.S. Occupational Safety and Health Administration (OSHA)?
• What is the purpose of the Emergency Planning and Community Right to Know Act (EPCRA)?

In 1970, the U.S. Congress passed the Occupational Safety and Health Act to create and enforce standards and promote training, outreach, education, and assistance to ensure working men and women work in safe and healthy working conditions. The U.S. Department of Labor administers the agency the act created: the Occupational Safety and Health Administration (OSHA).

In 1986, the U.S. Congress passed the Emergency Planning and Community Right to Know Act (EPCRA), requiring local and state governments to create emergency response plans for chemical emergencies. Individuals have a right to know about the chemicals they "may be exposed to in their daily living". While the U.S. Environmental Protection Agency (EPA) administers these "right-to-know laws", compliance in the workplace falls under OSHA. For example, businesses must disclose hazardous substances used inside and outside buildings to the appropriate state agency responsible for state Environmental Protection Agency regulatory actions (not including federal land).

To review, see:

• Safety and Health at Work

7c. Describe the purpose of wellness programs within today's organizations

• How do employee wellness programs benefit employees and the organization?
• Why do employee wellness programs play a very important role for employees in hospitality and service positions?
• Hybrid work, where employees come to work part of the week and work from home the other part of the week, has created significant and uncontrollable disruptions at work. Employees have indicated such issues as being overwhelmed, isolated from colleagues, and feeling at risk of burnout. How have employers addressed these issues to restore resilience and improve the performance of their employees?

Wellness programs offer information on creating a balanced lifestyle, managing stress, embracing an exercise program, stopping smoking, and myriad other topics to motivate people to live healthier lifestyles. HRM can communicate the availability of these types of programs to employees during benefit meetings and through posters, newsletters, and online pop-up reminders.

Employers should be concerned with their employees' health since healthy employees boost workplace performance and productivity, use fewer sick day benefits, and are more likely to build stronger and longer-lasting relationships with their employers. In addition to Employee Assistance Programs, many companies offer in-house, external, and online programs and training to maintain or improve employee health before problems arise.

Employee wellness programs are especially beneficial for employees in hospitality and service positions. These workers face a constantly changing work environment and endure physical discomforts, such as bending, lifting, and standing on their feet for hours. In addition to the bombardment of stressors such as angry customers, on-demand service, etc., physical ailments relating to performing their jobs also take their toll. With the assistance of employee wellness programs, these workers receive the attention needed to put their mental and physical health first. This, in turn, results in lower turnover and absenteeism for the employer.

Since the pandemic, there has been a shift from a workplace-centric to a worker-centric world. Employers are responding to these shifting priorities that rank above quality of life and financial health in the minds of their employees. To help employees boost well-being through physical, mental, and social health, they are creating a path to resilience and performance to help employees feel safe, well, and flourish.

To review, see:

• Safety and Health at Work
• Restoring Employee Well-Being for the New World of Work

Unit 7 Vocabulary

This vocabulary list includes terms you will need to know to successfully complete the final exam.

• acute stress
• chronic stress
• cumulative trauma disorder (CTD)
• cyberbullying
• distress
• Emergency Planning and Community Right to Know Act (EPCRA)
• Employee Assistance Program (EAP)
• employee identity theft
• environmental illness (EI)
• Environmental Protection Agency (EPA)
• eustress
• hyperstress
• hypostress
• multiple chemical sensitivity (MCS)
• Occupational Safety and Health Administration (OSHA)
• stressor
• wellness program
• workplace bullying