Course Details

Safety Incentives And Discipline: Effective And Legal Ways To Build A Positive Safety Culture

Webinar: ID# 1024000
Recorded On-Demand
About This Course:
An effective safety program can only exist if you have enough employee buy-in. This requires that safety managers strike the right balance between rewarding and reinforcing positive safety performance while addressing negative performance through a formal discipline process. Achieving that balance can be tricky in the context of both employees and OSHA.

Whenever incentives are being used, it’s important that you don’t misstep. OSHA’s belief is that, although an incentive program may intend to reward positive safety performance, it may also discourage the reporting of injuries and illnesses. OSHA is tuned in to the inherent flaws in many incentive-based programs and has directed inspectors to look closely at them when appropriate.

When structured properly, disciplinary programs and incentive programs can play a positive role in helping to gain employee buy-in of safety policies. The critical question is, how should you structure your programs to achieve overall success and remain legally compliant?

Join us for an in-depth webinar that will walk you through the top legal traps and proven best practices. Our presenter, seasoned safety lawyer Barry S. Spurlock, will outline a proven blueprint for structuring your safety incentive and disciplinary programs so your company can reach its performance goals and effectively reduce risks.

You’ll learn:
  • Critical information included in various OSHA announcements, white papers, and memos concerning Voluntary
  • Protection Programs, safety incentives and disincentives, and inspector guidance on these issues
  • Where OSHA enforcement of incentive programs stands in light of the anti-retaliation provisions of the most recent Final Rule on
  • Injury & Illness Recordkeeping
  • Why it’s important to understand the interplay between OSHA’s position on incentive and disciplinary programs and its national emphasis and whistleblower protection program
  • The key parts of a compliant and legally defensible safety incentive and disciplinary program
  • Practical ways to use incentives based on key safety performance/activity indicators to improve safety performance
  • Potential violations, citations, and legal consequences that could result from incentive and disciplinary program non-compliance
  • What’s worked—and what hasn’t—for other organizations seeking to achieve a favorable response from employees and improved safety performance
  • How to tell if existing and future incentive and disciplinary programs are not only compliant but are designed to have a positive impact on your overall safety program
About Your Presenter:

Barry S. Spurlock, Esq., CSP
Assistant Professor/Attorney
Eastern Kentucky University/Spurlock Law, PLLC

Barry Spurlock is an assistant professor at Eastern Kentucky University where he teaches graduate and undergraduate classes on safety management, safety performance measurement, workers’ compensation, safety-related legal classes, and courses on hazard recognition and control. He is also the managing member and attorney for Spurlock Law, PLLC. Prior to his present position in academia, Mr. Spurlock was a full-time attorney where he represented employers in a variety of employment matters involving OSHA, FMLA, ADA, harassment and discrimination.

Mr. Spurlock’s current law practice also includes counseling and training employers on compliance and proactively avoiding litigation and citations. Barry is a board certified safety professional, and before practicing law he worked for over 16 years as an occupational safety and risk management professional in the food, steel and workers’ compensation insurance industries. He has also served as an adjunct faculty member for Indiana University since 2002, where he has developed curricula and taught numerous undergraduate courses in occupational safety management.
Safety Incentives And Discipline: Effective And Legal Ways To Build A Positive Safety Culture
or via On-Demand
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