Leadership, Human Resources, Risk & Compliance, Employee Health Management, Safety Management
Over the last few decades, workplace drug-testing policies have evolved to serve a dual purpose of protecting the health, safety, and welfare of both employees and the general public. This is especially critical in certain industries, such as manufacturing, where an impaired employee creates substantial public health and safety risk.
Studies suggest that substance abuse – which includes drugs and alcohol – costs the United States an estimated $276 billion a year, with much of the cost resulting from lost work productivity and increased healthcare spending. The human cost of substance abuse is much higher, especially when coupled with safety-sensitive jobs that present a risk to public safety.
Hurricane Florence was a timely reminder that September is National Preparedness Month. What can manufacturing companies do to ensure that they are prepared for a disaster? Planning is the key to business continuity, and it is crucial in the event of a natural disaster. If you are not sure where to begin, here are some simple ways to get started.
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Everyone has encountered it. The colleague everyone knows is difficult to work with, the supervisor who barks at subordinates, the person who interrupts, scoffs at a colleague, or makes snide remarks. There is a desire to sweep this type of behavior under the rug or avert your gaze when you see it. Bullying affects an estimated 60 million American workers.
In Villarreal,the Court of Appeals reversed a 2015 decision of a three-judge panel of the court. A majority of the full court reached an opposite result from the panel and determined that the governing provision of the ADEA barring disparate impact age discrimination by employers does not permit job applicants to bring claims of age discrimination under the ADEA against prospective employers. Disparate impact claims would arise in situations where an employer’s policies and procedures lack a discriminatory intent and are purportedly neutral on their face, but nevertheless have a discriminatory effect.
Corporate Affairs, Corporate Social Responsibility, Leadership, Human Resources, Employee Relations, Employee Engagement, Risk & Compliance, Ethics & Compliance
MAPI’s research has found that the problem lies in how companies implement their diversity and inclusion strategies. Many businesses make the mistake of tackling D&I across too many fronts too quickly. This leaves many manufacturers stuck in a programmatic mode in which efforts are led by human resources but no cohesive strategy exists and programs are deployed ad hoc. As a result, diversity and inclusion are often seen as just another HR initiative and too few leaders and employees understand the link to business results.
Leadership, Human Resources, Employee Relations, Employee Engagement, Risk & Compliance, Employee Health Management, Employee Wellness, Safety Management, Employee Safety
Evidence shows that good physical condition, good mental health, and an absence of chronic illness correlate to low injury rates. Programs aimed at prevention, early detection, and managing conditions also improve safety. However, a growing body of research has found that companies that integrate health, wellness, safety, and benefits in a holistic approach can improve health, decrease injuries, and improve productivity by building a culture of workforce resilience.
Corporate Affairs, Corporate Social Responsibility, Sustainability, Sustainable Business Practices, Leadership, Functional Management, Performance Measurement, Risk & Compliance, Environmental Management, Environmental Resource Management, Energy Management
In a recent MAPI webinar, Bruce Lung from DOE and Thomas Wenning from Oak Ridge National Laboratory walked attendees through the DOE’s Better Plants Program and benefits for joining, lessons learned from partne
Leadership, Human Resources, Benefits, Health Benefits, Risk & Compliance, Legal, Labor & Employment Practices
In a decision that adopts the minority position of two courts of appeals out of a total of eight that have ruled on the issue, the Supreme Court held that ERISA health benefit plans may not seek reimbursement from third-party settlements plan participants receive when the participant has spent the funds on nontraceable items. While the case in question concerned a health benefit plan, the implications for other types of ERISA plans, including pension and disability plans, is unclear.