Page 60 - Occupational Health & Safety, June 2018

Employee Gifts & Incentives
throughout the workplace.
Several elements should be included,
such as:
■ clearly defined and communicated
policies and procedures
■ safety guidelines by job type and
responsibility
■ clear procedures for reporting near
misses, unsafe conditions, or conduct
■ the means to develop solutions to
workplace hazards
■ the establishment of safety teams
and scheduled safety meetings
■ a mentoring program to guide
new associates
■ safety gear and established policies
and procedures for its use
■ established safe operating guide-
lines and procedures for equipment and vehicles
■ an employee safety points-based incentive program
The NSC reports that the top five occupations with the largest number of workplace injuries (resulting in days away from work) are service (firefighters, police); transportation/shipping; manu- facturing/production; installation/main- tenance/repair; and construction.
Some findings indicate that turnover presents an increased opportunity for in- cidents. New employees who do not re- ceive adequate training and supervision are at risk during the first several weeks on the job. Absenteeism also contributes to this scenario because employees are asked to complete tasks on behalf of those absent due to injury or health conditions. A comprehensive initiative helps to alle- viate the potential for new hire incidents and can provide continuity of culture from one generation to the next.
Make sure the program’s benefits, guidelines, and latest news are frequently communi- cated via all available chan- nels to drive engagement.
Your employee safety incentive pro- gram should feature job-specific goals
and objectives that are clearly defined and measurable. Make sure the program’s benefits, guidelines, and latest news are frequently communicated via all available channels to drive engagement. Include the company’s intranet, facility bulletin boards, payroll inserts, email, and text messaging.
It is also imperative that your pro- gram service provider’s rewards platform be web-based and should include features that facilitate communication and drive engagement, such as company/program newsfeeds, social recognition, a rich re- wards selection, and responsive design (which renders correctly for desktop or mobile devices).
Many of our clients include awareness, safe practices, and safe habits at home as part of their program.
Safe and Healthy Behaviors
Away from the Workplace
As many safety practitioners are aware, safe behaviors away from the job are also very important. Many of our clients in- clude awareness, safe practices, and safe habits at home as part of their program. This tends to include not only the em- ployee, but the entire family. For example, safety-themed coloring contests for chil- dren of employees. The overall message is a pointed one, designed to create safe behaviors that allow daddy (or mommy) to return home at the end of the shift and see him (or her) return to work the fol- lowing day.
Preventable injuries are the fourth- leading cause of death in the United States, and you may be surprised by some of these findings by NSC.
■ Under 12 months: Mechanical suffocation is the top risk, with more than two preventable deaths occurring (on av- erage) per day.
■ Ages 1 to 24: Traffic crashes pose the most risk. Nearly 21 preventable deaths (on average) occur each day. In- surance companies have found that a
leading cause of traffic crashes is distract- ed driving, due to electronic devices.
■ Ages 25 to 64: Poisoning is the leading cause, largely from prescription pain medication. The opioid epidemic is real and contributes to the almost 100 deaths that occur (on average) per day.
■ Ages 65 and older: The most pre- ventable risk to this group is falls, with more than 69 preventable deaths (on av- erage) per day.
Promoting Healthy Lifestyles
Recent surveys by Incentive magazine in- dicate that budgets for safety and wellness incentive programs are increasing. The primary reason behind these expanding investments in safety and wellness is the effectiveness of system-wide programs and initiatives.
Nearly three-quarters of respondents viewed their safety incentive program as either very or extremely effective. Re- ducing incidents and preventing injuries were the most common program goals (61 percent), with 34 percent listing fi- nancial benefits such as a reduction in health care costs, workers’ compensation costs, and absenteeism.
Obviously, having a healthier workforce translates into reduced healthcare costs, less absenteeism, and increased productivity. There are indirect benefits, as well.
Wellness incentive programs are pri- marily geared toward improving employ- ees’ health, the reason given by 64 percent of respondents. Obviously, having a healthier workforce translates into re- duced healthcare costs, less absenteeism, and increased productivity. There are in- direct benefits, as well. Healthier people generally feel better, which contributes to cohesion and positive culture. They also aren’t distracted or hampered by medical conditions that impair awareness or physical ability (such as sleep disorders).
Wellness incentive programs encour-
56 Occupational Health & Safety | JUNE 2018
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