SAFETY

     SAFETY: AN ISSUE IN HR DEPARTMENT.

Employee safety is an issue facing human resources personnel. The departments in the organization must stop and correct potentially dangerous situation. Human Resources must promptly act on dangerous conditions that represent safety concerns in the workplace. In each and every organization , department is also responsible for identifying potentially hazardous employees &  ensuring they do not harm themselves or any others in the organization.

The International Organization (ILO) states that, 7397 people die every day from job – related accidents. This result is more than 2.7 million deaths per year. According to the occupational safety & health administration, the top 10 most frequently cited violations of  2019 were:

Ø Fall Protection, e.g. unprotected sides and edges and leading edges

Ø Hazard Communication, e.g. classifying harmful chemicals

Ø Scaffolding, e.g. required resistance and maximum weight numbers

Ø Respiratory Protection, e.g. emergency procedures and respiratory/filter equipment standards

Ø Lockout e.g. controlling hazardous energy such as oil and gas

Ø Powered Industrial Trucks, e.g. safety requirements for fire trucks

Ø Ladders, e.g. standards for how much weight a ladder can sustain

Ø Electrical, Wiring Methods, i.e. procedures for how to circuit to reduce electromagnetic interference

Ø Machine Guarding, e.g. clarifying that guillotine cutters, shears, power presses and other machines require point of operation guarding

Ø Electrical, General Requirements; i.e. not placing conductors or equipment in damp or wet locations

Physical harm is not the only safety issue to be aware of. In 2019 an ILO report focused on rise of “psychosocial risks” and work-related stress. These risks, which include factors like job insecurity, high demands, effort-reward imbalance, and low autonomy, have been associated with health-related behavioural risks, including a sedentary lifestyle, heavy alcohol consumption, increased cigarette smoking, and eating disorders.

 “Worker rights in India: when actions fail words”

The third edition of IRBI 2017 highlights that there is no apparent improvement in the way companies treat their employees despite incorporating progressive policies for worker welfare, safety and rights.

In spite of the fact that business in our country have over the years significantly progressed in recognizing and committing to the better worker rights, safety  and well – being ,most of the companies in our country are still laggards when it comes to   translating intention into action. The third survey of India Responsible Business Index (IRBI) 2017 highlights that there is no apparent improvement in the way companies treat to their employees. Progressive policies for worker welfare, safety, rights, and draws attention to the fact that a lot remains to be done.

IRBI rank into the top 100 BSE –Listed companies on their performance on 5 parameters-

ü Inclusive supply chain

ü Community as share holders

ü Community development

ü Employee dignity

ü Human rights and non – discrimination at the job place.

IRBI finds that non- discrimination of employees at workplace that public sector companies are better as compare to the private companies. Out of the top 100 BSE –listed organizations, 75 organizations have admitted the principle of non-discrimination and equal opportunities in recruitment. However, only 27 firms recognize the principle of non-discrimination in the composition of company boards, of which 24 are private.

Pritha Venkatachalam, partner at Bridgespan Group, a philanthropy advisory, says:

“while the companies may be improving on some indicators, overall they need to do lot more towards being “more responsible", particularly on element of fair pay, benefits, provision for the disabled and disadvantaged. “It is a deep concern that only few companies provide medical insurance or provident fund (PF) benefits or how much companies are treating importance of fair pay or well-being of their employees,"” she notes.

Only 14 organizations have clearly committed to respecting and paying minimum remunerations with just five gone a step further to recognize “fair living wages". Likewise, only six companies have recognized providing benefits such as PF and medical insurance to its contractual employees. Just eight companies disclosed on assessing the situation of worker rights and labour issues in core businesses. In spite of there are no specific laws that would oblige a business to provide for a non - discrimination working environment, vulnerable groups get their protection under the (Prevention of Atrocities) Amendment Act, 2015.

A culture of safety can also boost morale and empower employees to recognise and aim to correct unsafe situations. However, to continually support a safe environment, it is important for business to review their workplace safety plans and protocols regularly. Developing safety procedures is not a one time “FIX IT AND FORGET IT.”

THANK YOU SO MUCH.

Regards:

(Lakshay Jindal)