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When an employee comes to you and tells you his shoulder is bothering him, you can do one of two things. You can either treat the problem and send him on his way, or you can dig deeper.
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Do you consider work areas as part of your "office?" If you do, you will almost certainly spot some unidentified Occupational Safety and Health Administration (OSHA) violations.
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A zero tolerance policy for bullying will get zero results, unless it spells out clearly what will be done in response to employee reports. Here are three questions that should be answered but are probably not in your company's policy:
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Workplace bullying is known to cause lost productivity, high turnover, injury and illness, but this problem is often completely ignored by managers and senior leaders.
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A resident at an assisted living facility had significant issues with constipation and bowel issues for which she was prescribed certain medications. The resident claimed that the nursing facility did not administer the medication as required by her physician and that she began showing signs of an obstruction after one week of failing to have a bowel movement. Enemas and other treatments were administered by nurses at the facility, but ultimately she was taken to the emergency room with a ruptured colon.
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Every week, in the United States, between 8% and 13% of emergency department nurses are victims of physical violence, according to a new study released by the Emergency Nurses Association (ENA) in Des Plaines, IL.
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Retaliatory firing of a risk manager for reporting regulatory infractions is outrageous but not unheard of, says Dan Groszkruger, JD, MPH, CPHRM, DFASHRM, risk manager at Stanford (CA) University Medical Center and a board member of the American Society for Healthcare Risk Management (ASHRM) in Chicago.