How do we make safety a priority?

You don’t!  Surprising response to this often asked question.  We've tried over the years.  Our humanist tendency compels us to set safety as the standard.  Yet, our “blind eye”, not an uncaring spirit puts it behind other workplace concerns.  Safety First!  Well, how has that worked?  While we do make continual improvements, those come from regulatory pressure, technological advancements and a clear change from a heavy industrial complex to a service driven economy.  Serious accidents still occur at an unacceptable rate, especially in what is left of industry and in construction.  We have also lagged in adjusting our thinking to prevention in the service sector with ergonomics being a prime concern.

What’s the answer?  Safety needs only to be a common thread mixed within all the other threads of the workplace.  Part of the common fabric of planning, decision making and expectation-at all levels!  Just an automatic part of what we plan and do.

Start with culture, quite frankly an over worked phrase!  But the truth is, it’s important and the very factor that separates average from exceptional.  Some companies have found the formula to achieve the common expectation of a safe work environment.  With our basic socialization within the workplace, hierarchy of position and leadership, it’s not surprising that as always is stated, it starts at the top!  Management sets the tone, the pace and the expectation.  Culture emanates from this simple fact.  Management sets the culture not the employee. To think passing this responsibility down the line to them is the answer only sets an improper expectation and the foundation for excuse.  Effective management does not work toward minimal compliance to regulations as an expectation; they espouse an, “Is It Safe” environment.  This equals the concern for profitability and quality.

Empowering employees to be part of this process gets them to be part of this process, gets them to work automatically in a safe manner and not just toward minimal compliance.

Profitability, quality and safety are then one fabric!

Author: John P. Coniglio - PhD, CSP, CHMM, RPIH, CSC

Managing Director of OSEA (www.osea.com)

Legalized Marijuana In the Workplace

Denver has recently legalized the use of recreational marijuana.  Without entering into a discussion of the social/political aspects of this step, what will the impact be on the workplace?

Marijuana contains several chemicals referred to as cannabinoids, more often as THC (tetrahydrocannabinol).  Its effect is unique preventing classification as a stimulant, sedative, tranquilizer or hallucinogen.  Marijuana has definitive medical use and currently 20 states allow such use.  It would seem proper with its clinically positive impact to allow this use as a pharmaceutical since we prescribe opiates for pain control.  Why not marijuana?

However, recreational allowance opens many doors for possible impact in the workplace not to mention driving automobiles!  At what level does impairment have a negative impact and if it is legal, when does it become “illegal” in the workplace?

The effect of marijuana (THC) is like most substances, dose related.  Currently many workplaces espouse “drug free” workplaces.  This affords a ZERO tolerance for drug and alcohol use and when detection is positive, removal from the workplace and often entry into an employee assistance program or loss of employment.  Positive test results generally indicate use within 1-3 days with detection period expanded for chronic users.  An immunoassay after 4 hours of use can trigger a positive hit (50 ng/ml) following use.  Lower levels can be detectable for as long as 5 weeks in urine.

The literature is expansive on impact but no definitive charting appears as to what level establishes impairment.  If you have a “ZERO” tolerance, will the legalization impact handling of positive results and continued employment?  Will challenges appear?

What to do?   There is no place for drug or alcohol use in the workplace.  This includes the lingering effect and possible impairment from prior use before reporting to work.  While definitive levels for establishing impairment is still being investigated and established, literature points out it definitely exists with marijuana use.  ZERO tolerance should remain in place and with an effectively communicated policy in place with training and uniform enforcement all will be so advised and held accountable!

Author: John P. Coniglio - PhD, CSP, CHMM, RPIH, CSC

Managing Director of OSEA (www.osea.com)

Source information: 

National Highway & Traffic Safety Administration, Drugs and Human Performance Fact Sheet.