Safety Incentives And Awards: Creating An Effective Program That Won't Raise Red Flags With OSHA
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When structured properly, incentive programs can have a remarkably positive impact on your safety outcomes. But OSHA has voiced concerns that safety incentives and award programs could encourage employees to underreport injuries and illnesses. This means that safety managers need to figure out how to structure their incentives without OSHA concluding that you are operating that program “above board.”
How can you ensure that your program complies with OSHA memorandums such as the “Revised VPP Policy Memorandum #5: Further Improvements to the Voluntary Protection Programs (VPP),” along with other outstanding regulations?
It’s time to take a close look at how to structure your safety incentive program to get the most value and stay in full compliance with some very tricky laws to benefit your safety program and your organization down the road.
Join us when two seasoned safety attorneys will explain how to structure a compliant safety incentive/disincentive program and what you need to know to evaluate whether your program will pass the “compliance test” with OSHA. Additionally, they’ll cover the changes that may be necessary to ensure compliance with the anti-retaliation provisions contained in OSHA’s recently released recordkeeping rule.
About Your Presenters:
- How the anti-retaliation provisions of OSHA’s new electronic reporting rule relate to safety incentives
- The latest on critical safety incentive-related OSHA announcements, white papers, and memorandums, including:
- 2014 “Revised VPP Policy Memorandum #5: Further Improvements to the Voluntary Protection Programs (VPP)”
- 2012 “Employer Safety Incentive and Disincentive Policies and Practices”
- 2012 GAO study to OSHA for improving incentive/disincentive policy
- How OSHA’s position on incentive/disincentive programs relates to other programs, such as the National Emphasis Program and Whistleblower Protection Program
- Case studies and practical examples illustrating the key parts of a compliant safety incentive program
- The potential violations, citations, and legal compliance consequences that could result from your company’s noncompliance
- Incentive/disincentive best practices to consider, based on what’s worked—and what hasn’t –for others
- Where discipline fits in the overall incentive/disincentive process
- How to strike the right balance so your existing and future incentive and disincentive programs are compliant and have a positive benefit on your overall safety program
Tracy Moon, Esq.
Fisher Phillips LLP
Tracy L. Moon, Jr., Esq. is a partner in the Atlanta office of Fisher Phillips LLP. He represents employers in all aspects of labor and employment law. His experience includes representation of employers before state and federal trial and appellate courts in matters under Title VII of the Civil Rights Act of 1964, the Age Discrimination in Employment Act, Americans With Disabilities Act, Family and Medical Leave Act, and a variety of state law wrongful discharge, contract and tort claims. Mr. Moon also represents of employers before the National Labor Relations Board and other government agencies, including the EEOC and OSHA. He counsels and trains employers on labor and employment law, including conducting on-site compliance inspections and in-house management training programs. He is a frequent speaker at various employment and labor law programs.
Edwin FoulkeEdwin G. Foulke Jr., Esq.
Fisher Phillips LLP
Edwin G. Foulke, Jr is a partner with Fisher Phillips LLP, a leading national labor and employment law firm. Mr. Foulke is co-chair of the firm’s Workplace Safety and Catastrophe Management Practice Group in its Atlanta, Georgia office. Prior to joining Fisher & Phillips, he was the Assistant Secretary of Labor for Occupational Safety and Health. Named by President George W. Bush to head OSHA, he served from April, 2006 to November 2008. During his tenure at OSHA, workplace injuries, illnesses and fatalities rates dropped to their lowest level in recorded history. Mr. Foulke was also the Chairman of the Occupational Safety and Health Review Commission, and is the only person in the country to have held both these positions. His practice includes workplace safety compliance and strategic safety planning, whistleblower compliance and litigation involving the 22 whistleblower statutes handled by OSHA, defense of employers in responding to workplace health and safety cases including OSHA citations and providing advice and assistance to employers in responding to workplace fatalities and catastrophic accidents and in legislative and regulatory matters. Mr. Foulke has represented employers in thousands of OSHA inspections and OSHA citation contests. For approximately 30 years, Mr. Foulke has worked in the labor and employment area, specializing in occupational safety and health issues. In 2010, 2011 and again in 2012-13 he was named as one of the “50 Most Influential EHS Leaders” by EHS Today magazine, as well as being named one of the “50 Most Influential EHS Leaders” in the United States by Occupational Hazards magazine in 2008. Mr. Foulke is recognized as one of the nation’s leading authorities on occupational safety and health issues and one of the top speakers and writers in this area.
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|Keywords For This Course:|
OSHA incentives and anti-retaliation provision, Safety incentives, OSHA Recordkeeping Standard, Safety disincentives, OSHA and safety incentives, Incentivizing employees for safety performance, Disciplining employees for safety performance,OSHA and whistleblowing protection program, Safety awards, Safety awards and safety culture, Safety incentives and unlawful discrimination
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