BUS 381 Chapter Notes - Chapter 14: Personal Protective Equipment, Alcoholism, Stress Management

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ivorybuffalo426

15 Apr 2012

School

Simon Fraser University

Department

Business Administration

Course

BUS 381

Professor

Natalie Zhao

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Document Summary

Basic facts about occupational health and safety legislation. Due diligence requirement is where employers are responsible for taking every reasonable precaution to ensure the health and safety of their workers. Duties include filing government accident reports, maintaining records, ensuring that safety rules are enforced and posting safety notices and legislative information. Employees are responsible for taking reasonable care to protect their own health and safety and that of their co-workers. Requirement include wearing protective clothing and equipment and reporting any contravention of the law or regulations. To provide a nonadversarial atmosphere where management and labour can work together to ensure a safe and healthy workplace. Responsible for making regular inspections of the workplace in order to identify potential health and safety hazards, evaluate the hazards and implement solution. Also responsible for investigating employee complaints, accident investigation, development and promotion of measures to protect health and safety and dissemination of information about health and safety laws and regulations.

Related Questions

To implement a policy of empowerment, the organization will restructure so that:

A. managers have more responsibility and employees learn to follow directions.

B. employees assume more responsibility.

C. workers agree to work overtime without extra pay.

D. an entire level of management is removed from the organization.

pinkporpoise652

Case Study - 5

Breaking The Bargaining Pattern

Gilson steel is a local fabricating and supply firm. Situated in open country, far from the large steel making centers. The firm has been in business many years. About the third of employees have worked in the organization for more than ten years. Top management would like to get away from the current practice in which negotiations on wage matters and fringes follow the pattern. The firm’s president feels that industry – wide bargaining tends to divorce employees from the firm. He thinks they feel that their employer is a combination of U.S steel and bethlem steel instead of Gilson. He argues that the local firm which has prospered can do better by employees than is possible in national pattern. He says that the local conditions should be considered. His basic objection to current practice, however, is his conviction that it tends to divorce its employees from local employer. The labor relations manager has been urged to try negotiating terms at variance with the national pattern.

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