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Practical Tips for Legally Disciplining Unsafe Workers

Find out the proper way to develop and implement a disciplinary program for unsafe workers.

More than 80 percent of workplace accidents are triggered by unsafe acts, rather than unsafe conditions, yet employers are held responsible by OSHA for the violative actions of employees. While employee discipline is a critical component of the affirmative defense, OSHA is also scrutinizing both discipline and incentive programs more rigorously and is bringing a record number of whistle-blower actions against employers. This topic helps the persons responsible for enforcement of safety rules and employee discipline to understand how to effectively structure disciplinary programs, as applied to unsafe workers and others in need of performance modification, and avoid the legal land mines that can give rise to OSHA enforcement, employment discrimination claims, and worker retaliation claims.

Runtime: 97 minutes
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Over 32 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.

Agenda

Determine If Discipline and Incentive Programs Are Legally Sound

  • OSHA's New Enforcement Policy Affecting Discipline of Injured Workers Who Violate Safety Rules
  • Whistle-Blower Protections Under Sec. 11c of OSH Act
  • Workers' Compensation Retaliation Issues

Learn How to Develop Appropriate Disciplinary Programs Involving Unsafe Workers

  • Motivational Goals and Objectives
  • Distinctions Between Formal and Informal Discipline Programs
  • Performance Improvement Programs

Understand Appropriate Triggers for Discipline

  • Nature and Seriousness of Offense
  • Role of Supervisors in Violations and Oversight/Training
  • Consistency Issues and the Verbal Warning

Implement Proactive Steps to Discourage Unsafe Behaviors

  • Supervisor's Role
  • Training and Communication
  • Proper Investigation of Incidents
  • Other Legal Issues and Solutions
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Why Lorman?

Over 32 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.

Credits

OnDemand Webinar

This course was last revised on July 18, 2017.

Call 1-866-352-9540 for further credit information.

This program does NOT qualify, nor meet the National Standard for NASBA accreditation.

Audio & Reference Manual

  • Arizona CLE 1.5
     
  • CA MCLE 1.5
     
  • CT CLE 1.5
     
  • GA CLE 1.5
     
  • HI CLE 1.5
     
  • IL CLE 1.5
     
  • ME CLE 1.5
     
  • MT CLE 1.5
     
  • NJ CLE 1.8
     
  • NV CLE 1.5
     
  • VT CLE 1.5
     
  • WA CLE 1.5
     
  • WV MCLE 1.8
     
The CLE Code is ONLY a requirement when applying for CLE Credit in California (for participatory credit), Kansas, New Jersey or New York. Other states do not need to supply the CLE Code to apply for CLE credit.

This program does NOT qualify, nor meet the National Standard for NASBA accreditation.

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Why Lorman?

Over 32 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.

Faculty

Adele L. Abrams, Esq., CMSP

Adele L. Abrams, Esq., CMSP

Law Office of Adele L. Abrams P.C.

  • President of the Law Office of Adele L. Abrams P.C., in MD, CO and WV; www.safety-law.com
  • Practice emphasizes all aspects of occupational safety and health and employment law
  • Conducts regular seminars and workshops on numerous OSHA, MSHA and human resource issues
  • Wrote several publications related to the areas of occupational safety and health and employment law
  • Memberships include: ASSE, NSC, SHRM and ABA
  • J.D. degree, George Washington University; B.S. degree, University of Maryland
  • Can be contacted at 301-595-3520, [email protected] or on Twitter® @Safetylawyer1
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Product ID: 400604
Published 2017
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