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818-522-0003

HRchitects Ltd
Marcy Fletchall
3472 Research Parkway
Ste 104-245
Colorado Springs, CO 80920-1066

Safety & Compliance

  •  Safety and Health Compliance 

Employers that invest in workplace safety and health can expect to reduce fatalities, injuries, and illnesses. In addition, employers often find that changes made to improve workplace safety and health can result in significant improvements to their organization's productivity and financial performance. A safe and healthy workplace not only protects workers from injury and illness, it can also lower injury/illness costs, reduce absenteeism and turnover, increase productivity and quality, and raise employee morale. In other words, safety is good for business. Plus, protecting workers is the right thing to do. An effective occupational safety and health program will include the following four main elements: management commitment and employee involvement, worksite analysis, hazard prevention and control, and safety and health training.

  •  Compliant Safety Programs and Training 

Workplace health and safety hazards can be costly - both to lives and your bottom line. Fortunately, most hazards and injuries are largely preventable with the right precautions and thorough planning can prevent most. With so many OSHA rules and regulations, do you know what is mandatory and what isn't? Do you know how to be in compliance? Employers are required to provide their workers with a workplace free from recognized hazards likely to cause death or serious physical harm. Employers can be cited for violating the General Duty Clause if there is a recognized hazard and they do not take reasonable steps to prevent or abate the hazard. Do you have an Injury and Illness Prevention Program, manual and training? Do you conduct monthly safety meetings that are documented and describe the training individual employees have taken?

  •  Harassment & Workplace Violence Prevention 

Reporting policies; help managers and employees prevent and mitigate violations; and help your organization avoid costly fines and penalties? Do you conduct training on Equal Employment Opportunity, Diversity in the Workplace, Whistle-blowing, andRetaliation, or Ethics and Code of Conduct?andDo you conduct annual Sexual Harassment and Workplace Violence training at a time of hire and annually thereafter? Is the Sexual Harassment Prevention training conducted with Managers and staff in separate groups?  Do your compliance courses meet every state and federal training requirement? Are they designed to help managers and employees understand and comply with laws, regulations,

  •  Conducting Investigations 

An effective workplace investigation serves several equally important purposes of reducing liability risk, and puts employees on notice that their concerns are taken seriously, which positively impacts employee morale, performance and turnover. Properly conducting the investigation is critical to obtaining beneficial results. There are many examples of significant jury awards in favor of plaintiff because the court concluded that the investigation was insufficient. Courts have been critical of employer investigations that lack a formal investigation plan, did not include witness statements, and failed to reach a conclusion, or take action designed to stop inappropriate conduct despite the investigation findings. The process and procedure for conducting the investigation is just as important as the result. Courts have found that even where the employer reached an incorrect conclusion, the employer reduced its liability where a prompt and appropriate investigation was conducted and the investigation supported the action taken by the employer.

Fortunately, the courts have also been instructive in identifying best practices, including:

  • The investigation conducted by a trained HR representative or neutral third party

  • The investigation began immediately upon learning of the alleged wrongful conduct

  • Investigation plan included an outline of open-ended questions designed to elicit facts, not opinions

  • Investigator spoke to witnesses more than once when contacted for follow-up discussion by witnesses

  • The accused was notified of the allegations made and provided an opportunity to tell his or her side of the story

  • After interviewing important witnesses, the investigator met with the complainant and the accused again to provide another chance to provide information and to clarify or correct their own statements

  • The investigation was concluded with a written investigative report that detailed the conclusions and the rational for the conclusions

 

HRchitects has extensive knowledge and experience in Safety and Health Management with: risk assessment and mitigation program; creating safety and health policies and procedures; creating the mandatory Injury and Illness Prevention Guide; eLearning and facilitated safety and health mandatory training programs; safety meeting agenda and minutes; conducting investigations and making actionable and defendable recommendations, and conducting compliant harassment and workplace violence prevention programs.  Let us make sure you have a safe and compliant workplace.