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  • As you may expect, conflict in the workplace can be a severe issue for a small business. Unresolved conflicts among workers can create a challenging working environment for those involved and those witnessing the dispute. These issues also have a direct impact on the financial well-being of your business. However, certain types of conflict can facilitate growth. It allows us to explore new perspectives and understand different points of view. Of course, resolving the issue quickly is essential so productivity can continue uninterrupted.

    According to a report published by the University of New Mexico, the collective cost of unresolved conflicts can be as high as $300 billion annually for businesses across the country. Other analyses peg the figure at approximately $359 billion in lost revenue.

    Without a way to resolve contentious relationships, you’re inadvertently increasing the risk of developing a dysfunctional workforce that hurts your business in the long run. It’s time to break down the root causes of employee conflicts and how your business can resolve them.

    What Causes Workplace Conflicts?

    Conflict in the workplace can originate from any number of sources. It could be something as simple as a department manager being rude to a new hire or an employee who feels like they’re not treated fairly by their colleagues. At its worst, the root of the conflict can be something such as blatant harassment or inappropriate, lewd behavior.

    Hot-button topics are also notorious for creating unnecessary conflicts at work. The crux of the problem could be anything from political opinions to which sports franchise has more clout. The trick is to have a strategic conflict resolution plan to solve the problem.

    Conflict in the workplace is inevitable, and it can have a serious impact on your business. Here are some of the most common causes of conflict in the workplace:

    • Conflicting goals or expectations that aren’t communicated clearly
    • Lack of communication between employees
    • Poor management skills or leadership style
    • Distrust between employees
    • Mistakes made by individual members of a team

    Five Steps To Resolving Workplace Conflicts

    First, knowing what kind of conflict you’re dealing with is important. There are many different types of conflict that can happen at work or in any other situation where people interact regularly. Some conflicts may be a mere misunderstanding, while others can result in a culture of bullying and harassment. Neither should be taken lightly, but it’s safe to say the latter should be met with a swift response.

    It’s important to have a plan that helps you handle conflict and help everyone work towards a common goal – growing the company and furthering its success. Use the following steps to address conflicts before it’s too late.

    1. Meet with the conflicting parties

      Defining the root cause of the conflict is the first, and arguably most difficult, step. It’s critical to discover how the issue got to this point in the first place. Meeting with the conflicting parties can help you get both sides of the story and identify if the problem is easy to address or will require a more detailed response.

      These meetings should happen in a private, neutral setting. Both parties need to have their voices heard so that each of them acknowledges the other’s perspective. You’ll also want to play the role of an active listener. Ensure both parties know you’re paying attention and obtain as much information as possible to help them come to a reasonable solution.

    2. Investigate the conflict following the meeting

      Following the meeting, it’s always wise to investigate the integrity and the validity of each party’s explanation of how the conflict started in the first place. Often, you’ll discover that the root of the problem is nothing more than a usual misunderstanding between two dedicated, passionate, and career-minded professionals.

    3. Determine ways to truly resolve the conflict and meet a common goal for all parties

      The next step involves a fair amount of creativity on your part. You have to think outside of the box and brainstorm ways to manage and ultimately resolve the issue once and for all.

      This process may require additional communication, investigation, and planning. Don’t be afraid to sit down with both individuals again to openly discuss ways to manage and resolve the conflict. Use this brainstorming session to come up with ideas to de-escalate the situation and come to a conclusion that benefits everyone.

    4. Develop a conclusion

      Once you gather all the information, you can finally decide on the extent of the issue, how the conflict began, how it escalated, and what everyone can do today to put the negativity to rest finally.

      The idea is to lay out a clear plan of action to find common ground and focus on the task at hand: working towards the same goal and furthering the company’s success as an efficient team of skilled professionals. Once this plan is in place, communicate it with the individuals so that they can put an end to the ordeal.

    5. Decide on preventative strategies for the future

      The last step is ensuring this particular conflict doesn’t happen again. Evaluate the situation to see if this conflict can rear its ugly head again. If so, create an action plan to not only avoid conflicts but also quickly address them in the future if they do occur.

    Tips For Approaching Workplace Conflict

    Conflicts in the workplace are inevitable. It’s just a matter of when, where, and how they will occur. Here are some tips to help you manage conflict resolution in the workplace:

    • Understand where the conflict came from: Is it between you and another employee? With your manager? Or did it come from a customer or client? The key is knowing who is involved in having an effective resolution process.
    • Figure out what kind of conflict it is: Are you dealing with a disagreement over ideas or resources? This can help determine how best to resolve the issue at hand.
    • Find out if there are any other issues at stake here: This might include financial issues or personal concerns that need to be addressed as part of solving this problem together and any other factors that may affect its outcome, such as company policy.
    • Develop a conflict resolution plan: If you don’t already have a system in place to resolve conflicts, now is the time to develop one. That plan should detail who should be included (HR, managers…etc.) in the resolution process and the steps you’ll take based on the severity of the conflict.
    • Look for common ground: You don’t want to get caught up in small details when resolving your issue because it can lead to even more problems later. If not addressed effectively, things could escalate further!
    • Don’t make assumptions: When emotions are running high, it’s easy for things to get out of hand quickly—and before you know it, someone has said something regrettable. Don’t make assumptions when it comes to conflict.
    • Hear out all parties involved: Nothing ignites a conflict more than feeling like you’re not heard. Regardless of who may be at fault, listen to all parties with compassion and understanding.
    • Work together: Brainstorm solutions and ways to avoid conflicts like this in the future. This will help create a positive environment for discussion and help prevent things from escalating too quickly into an argument.

    Six Ways Small Businesses Can Minimize Conflict

    While some conflict is inevitable, there are ways to minimize the likelihood of workplace disputes. There are a variety of strategies small businesses can utilize to protect themselves and their employees from these issues.

    Establish written rules and clearly defined company policies

    A good policy will make the conflict resolution process smoother when issues arise. Use your employee handbook to lay out clear guidelines about employee conduct and expectations for individuals within your company. These ground rules will help set the tone for what is and isn’t acceptable and clearly describe the consequences and next steps for misbehavior.

    Hire the right people

    The right employees will be less likely to create conflict. It’s important to not only hire people with the right skills but also a good temperament for your business. You can also conduct background checks to try and identify any red flags that may cause problems in the future. Spend some time to properly vet each prospective employee to minimize the chances of conflict in the future.

    Provide management training

    Another way to minimize the impacts of conflict is better management training. You can’t be everywhere at once throughout the day, so you entrust your management team to be your eyes and ears. Training managers and other appropriate personnel on established policies and identifying brewing conflicts can help your business quell minor issues before they grow into severe problems.

    Create a fair grievance process

    Poor communication is a problem. A fair grievance process is an effective problem-solving tool that allows employees to feel heard and managers to identify the source of conflict before it becomes a bigger issue.

    No matter what policies you put in place, the process needs to be transparent and equitable. The same standards should apply to management and workers. This process will keep everyone accountable to each other and quickly soothe exasperated employees.

    Feedback

    Feedback is what brings the resolution process back to the beginning. You may spend a tremendous amount of time making written procedures and policies – and for good reason – but there’s still plenty to overlook.

    Give employees a way to provide feedback so that they share ideas on how to make the workplace a better place, whether that’s an anonymous tip line or a company email address. This feedback loop can help you fine-tune your policies for your workforce and, hopefully, put petty fights and arguments to rest.

    Protect Your Business From Conflict

    Workplace tension is a recipe for lost productivity and heated arguments. However, it’s not always easy to put conflict resolution strategies into place by yourself. GMS has the human resource experts to provide you with the tools and support you need to manage employee relationships.

    Ready to make your business simpler, safer, and stronger? Contact GMS today about how we can support your business through dedicated service and support.

  • If you’re currently running a business, one of the most important aspects to consider is what your rules, policies, and expectations are. You wear many hats, and setting expectations through word-of-mouth or meetings simply doesn’t cut it when managing employees effectively. The likelihood of your employees remembering these various policies is slim and may lead to misunderstandings or confusion. For this to work, you need a solid system in place to deliver such information. That’s where an effective employee handbook steps in.

    You may think you don’t have time to create an employee handbook, however, creating one is essential to the success of your small business. An employee handbook is a set of guidelines for your employees and a great tool to help maintain company culture and keep expectations in check.

    Why Your Small Business Needs An Employee Handbook

    An employee handbook is a living, breathing document and a foundation for your employee relations efforts. It should be a carefully considered compilation of policies and procedures to help managers guide employees in their daily tasks. This handbook serves as a hub of information that your employees can reference at any time, be it allotted time off, your company dress code, or workplace safety policies. It not only protects your business, but it protects your employees, provides valuable resources to your team, and may even serve as a legal document in case of litigation.

    Writing an employee handbook might seem like something that only occurs at large corporations with many employees, but it’s a good place for any business to start. Employee handbooks are beneficial for any company as they establish your company’s core values and culture.

    If you have been operating your small business for a while, chances are you’ve experienced turnover. This could be due to a myriad of reasons, such as budget constraints, family commitments, or simply personal choice. No matter the reason employees may leave, it’s critical that you document your business policies in the event that they will need retraining in the future.

    Elements Of An Effective Small Business Employee Handbook

    Your small business is an extension of yourself, so it makes sense to consider how you would like it to be represented by your employees. When discussing your employee handbook, you’ll want to think about what kind of language you’re comfortable with. What tone will you take? Will deadlines for different tasks be made explicit? The elements of an effective employee handbook include the following:

    Good organization

    You want your document to be easy to read, easy to understand, and laid out for success. A well-organized handbook is going to be key in these areas. A table of contents at the beginning of this document will help with navigation and ensure that you don’t miss any key components. Adding headers, bullet points, and well-defined sections is key when creating a lengthy document.

    Thoroughness

    Another crucial component: covering all your bases. Your handbook shouldn’t leave anything to the imagination. You’ll want to be concise and clear, especially when it comes to policies and legalities.

    A proper representation of your brand or business

    Your handbook should be an accurate representation of who and what your company is. This includes company values, culture, and mission. A handbook is a place to ensure that rules are being followed, sure. But it’s also a place where you can talk about how you reward your employees and include exciting information. For example, if your business offers unique perks such as seasonal sports tickets or a home office stipend, you can mention these more in-depth in your handbook.

    Inclusion of your brand tone and voice

    Lastly, your handbook should sound like you. Not sure what we mean? Every business or brand has a tone of voice. For some, that may mean a very professional-sounding document, but for others, casual may be the way to go. Any important document is an extension of your business, and because of that, it should be branded! Even if it will only be used for internal purposes.

    What To Include In Your Employee Handbook

    Creating a clear and concise handbook for your employees, that’s easy to read and understand can keep them motivated, focused, and engaged. The first time many employees will read your handbook is when they are hired — so your handbook may be one of their first impressions of your business as an employee. But what should this document include? Some handbook contents may be optional, while others are non-negotiable.

    Employment at-will

    Employment at-will is a legal understanding that allows an employer to dismiss an employee at any time, for any reason, or for no reason at all. It also means the employee is free to leave at any time as well. Typically, at-will employment exists for a 90-day period. This way, either the employee or employer can part ways if the role isn’t a good fit. Employment laws in some states and countries allow this kind of employment, and your business may be one of them. If that’s the case, this should be included in your employee handbook.

    Harassment and bullying

    If you want a happy and motivated workforce, harassment and bullying will not be tolerated. Many companies think their employees know their behavior is inappropriate, but that isn’t true. In fact, an estimated 48.6 million Americans are bullied at work. Effective organizations should have a clearly defined and communicated employee code of conduct that distinguishes unacceptable from acceptable workplace conduct.

    Equal employment practices

    The Equal Employment Opportunity (EEO) is a federal law that prohibits discrimination in employment based on race, color, religion, sex, and national origin in companies that have at least fifteen employees and work for the Federal government. There are separate laws with similar objectives at the state level. In all countries, there are also laws to prevent discrimination on the basis of sexual orientation in the workplace. A company’s employee handbook can be used to keep track of all rules, regulations, policies, and procedures regarding Equal Employment Opportunities.

    Compensation and benefits

    Your employee handbook is the perfect place to break down how compensation works at your company and what benefits you offer to your team. Even if all your employees are paid different wages, knowing where they can access compensation information or whom they can speak to about these matters is a priority.

    Pay period and payroll

    Every business does payroll differently. You may be on a biweekly schedule, weekly, or even monthly, so it’s important to distinguish these details in your handbook. Here you can also provide information on how employees are paid and whom to contact if there are payroll issues.

    Dress code

    Dress code may not matter for all industries, but for some, it’s a major touchpoint. Being clear about your dress code clears up any confusion and informs your employees on what wardrobe they’ll need to be successful at work.

    Performance evaluations

    Performance evaluations are a key component of a job; however, it can be easy to forget about them amidst the hustle and bustle of work tasks. Be sure to include your evaluation schedules in your handbook, whether they’re twice a year, quarterly, or yearly. This will help your employees be prepared and set reasonable expectations from day one.

    Work hours, breaks, and scheduling

    For some roles, tasks may need to be performed outside regular business hours due to the nature of the job and/or deadlines. In these cases, overtime may be required. In addition, employees are entitled to scheduled break periods in addition to lunch breaks. Breaks will not be unreasonably withheld or delayed and must last at least five minutes under federal law. Meal breaks are typically an hour long, with a 30-minute minimum allowed by law (unless otherwise negotiated with the employee). These details are best presented in your handbook, where employees can access this information at any time.

    Vacation time, sick days, and leaves of absence

    Similar to work hours and breaks, clarifying how much vacation time and sick days your employees are allotted helps with planning purposes. If you have a system where hours are accrued over the course of a pay period, be sure to mention this in your handbook. Leaves of absence can also be a tricky subject with its own set of stipulations, so explaining how to begin this process can aid your employees in the event of health emergencies and life circumstances.

    Workplace safety policies

    The dangers of the workplace, and more specifically, employee safety, are significant issues that help employees, employers, and society as a whole. For any company, it’s important to ensure your employees are properly trained in safety procedures and informed on how to correctly protect themselves from workplace injuries and the policies in place to protect them.

    Employee discipline and termination policies

    There are many reasons why employers need to have policies in place that address employee discipline and termination. However, human resources can be a difficult area to navigate. Making your policies known in your handbook protects you in these cases.

    How To Get Started

    You may have all your policies and work regulations in place but may not know how to get started with making your own employee handbook. Plus, you may not have a dedicated HR department in place, which means that you must take the lead when it comes to setting it up. Appointing who will have a role in the creation process is a major first step. Once that’s settled, here’s a rough outline of what to do next:

    • Meet with your employees and HR: Your employees can be the best way to receive feedback. Ask them questions about what they’d love to see included in your handbook, what’s confusing about your policies, and more. Then meet with your HR department to review ideas and get their input. If you don’t have an HR department, decide who will oversee this project or whether you will contract out this work.
    • Ask yourself what you need to include: By now, you should have a good idea of what to include in your handbook. Asking professionals and researching will also play a big part in this step.
    • Create the handbook outline: Once you’ve decided what to include, it’s time to create an outline. This will serve as a guide for whoever writes your handbook.
    • Write and edit your handbook: This may be something you decide to do on your own or contract out. Regardless of what you decide, this process will take some time, and you will need several revisions to ensure your handbook is written clearly and grammatically.
    • Get the legal stuff handled: Once your handbook looks good, it’s best to have a legal team do a final review. This will help you catch any final policy errors or inconsistencies.
    • Get the handbook to your employees: Now that your handbook is ready, it’s time to get it in front of your employees and add it to your onboarding process.

    Overall, an employee handbook is often a very important aspect of running a successful company. A handbook tells your employees what their basic rights are and what they should expect from their workplace environment. This resource can offer benefits to the entire staff in the form of policies that protect them, educate them, or simply save them time. It’s a crucial document for businesses of any size.

    GMS Can Help You Build A Quality Employee Handbook

    If you’re unsure where to start or have employees who weren’t around when your handbook was last updated, consider partnering with GMS. We can help you design a comprehensive employee handbook that addresses your unique needs and concerns while guiding employees from their first day of work to their last. Contact us today to get started!

  • The National Institute for Occupational Safety and Health (NIOSH) recently released a set of best practices to better protect temporary workers on the job. The mission of NIOSH is to develop new knowledge in the field of occupational safety and health and to transfer that knowledge into practice. Before we dive into the latest best practices, let’s define what a temporary worker is. Temporary workers are paid by a staffing company and assigned to a host employer, which can be short and long-term work. Host employers are responsible for protecting the safety and health of all workers, whether they’re temporary or permanent.

    As an employer or, in this case, a host employer, you must find every way possible to ensure the safety of your employees. Luckily, NIOSH came up with a list of best practices. They broke the best practices into four sections which include:

    • Evaluation
    • Contracting
    • Training
    • Injury

    Evaluation

    Host employers (HEs) and staffing companies (SCs) must evaluate all aspects of safety and health related to each organization and the jobs temporary workers are being hired to execute. To accomplish this, host employers should take the following steps:

    • Conduct a joint risk assessment
    • Provide information
    • Allow site visits
    • Ensure commitment to safety and health

    Contracting

    The joint structure requires effective communication and a common understanding of the division of responsibilities for safety and health at all required levels within each organization. The responsibilities must be reviewed often and set forth in a written contract between HEs and SCs. The following information needs to be specified clearly in the written contract:

    • Job details
    • Communication/documentation responsibilities
    • Injury and illness reporting, response, and record-keeping responsibilities
    • Other aspects of workplace safety and health

    Training

    The Occupational Safety and Health Administration (OSHA) states that in most cases, the HE is responsible for providing site – and task–specific safety and health training, and the SC is responsible for providing general safety and health awareness training. Safety and health training must be provided for all temporary workers before starting new projects or new jobs/tasks on existing assignments. In addition, these trainings must be in a language your temporary workers understand while also including the following information:

    • Approved tasks
    • Hazard identification and control 
    • Personal protective equipment
    • OSHA laws
    • First aid
    • Emergency procedures
    • Reporting safety and health incidents and concerns
    • Secure site
    • Safety and health program participation

    Injury And Illness Reporting, Response, And Recordkeeping

    Finally, to prevent future incidents from occurring, effective injury and illness reporting, response, and recordkeeping are vital. It’s essential that HEs implement the following:

    • Promote injury and illness reporting
    • Inform the staffing company 
    • Report to OSHA
    • Conduct joint incident investigations 
    • Coordinate medical treatment and return to work
    • Record on OSHA 300 Log
    • Complete staffing company documentation 
    • Fulfill records request

    Partner With GMS To Keep Your Employees Safe

    The outlined best practices announced by the NIOSH are just the beginning. You have the information in front of you, but how will you begin to implement them within your business? That’s where GMS comes into play. At GMS, we understand that business owners cannot keep operations running and thriving without a healthy and efficient workforce. Therefore, it’s essential to ensure your employees are given the tools to succeed while also ensuring you have created a culture of safety to minimize any risk their daily activities may carry. We help you take a proactive approach to workplace safety through various services, including:

    • Onsite consulting 
    • Jobsite inspections
    • Accident and injury investigations
    • Training
    • OSHA inspection and citation assistance 

    Contact our safety experts today to learn more. 

  • On December 12th, 2022, Governor Kathy Hochul signed legislation establishing Carlos’ Law. Under this bill, corporate criminal liability for death or serious physical injury of an employee, whether a felony or misdemeanor, will be increased by a fine of up to $500,000.

    Carlos’ Law

    Carlos’ Law is named after Carlos Moncayo, a 22-year-old construction worker who tragically died at a New York City construction site in 2015. He was killed in the workplace because his employer ignored the repeated warnings of the dangerous conditions he was placed in.

    This law raises the financial penalties employers may face for workplace fatalities from a minimum of $5,000 and a maximum of $10,000 to a minimum of $300,000 and a maximum of $500,000. Under the new legislation, a corporation is guilty of criminal corporate liability for the death or injury of a worker when it negligently, recklessly, intentionally, or knowingly causes the death or serious physical injury of its employees while on the job.

    The law will do the following:

    • Impose criminal liability on a corporation when the conduct constituting the offense is committed by an agent of the corporation while acting within the scope of their employment and on behalf of the corporation, and the offense is “in relation to a crime involving the death or injury of a worker
    • Require a court to set restitution or reparations when a corporation is found guilty of an offense involving the death or injury of a worker
    • Impose a fine of not less than $500,000 nor more than $1 million when a corporation is convicted of a felony involving the death or injury of a worker
    • Impose a fine of not less than $300,000 nor more than $500,000 when a corporation is convicted of a misdemeanor involving the death or injury of a worker

    The ultimate goal of Carlos’ Law is to – “increase punitive measures so that corporations and their agents who ignore or fail to follow safety protocols and procedures and put workers at risk are less likely to write off serious workplace injuries as a minimal cost of doing business, and more likely to give workplace safety the serious attention it requires.”

    Stay Compliant, Partner With GMS

    As a business owner, it’s essential that you take all steps necessary to ensure the safety of your employees. The last thing you want is for an employee to get injured on the job. Add the hefty penalties you could face for not complying with the laws and regulations within each state. Whether you have a business in New York or not, there are always rules in place to ensure you provide a safe work environment for your workers. When you partner with GMS, our safety experts ensure you’ve created a culture of safety to minimize any risks your employees’ daily activities may carry. We help you take a proactive approach to workplace safety through various services, including:

    • Onsite consulting
    • Jobsite inspections
    • Accident and injury investigations
    • Training
    • Job hazard analysis and standard operating procedures
    • OSHA inspection and citation assistance

    Make your work environment a safer place, contact us today.

  • The Occupational Safety and Health Administration (OSHA) announced its citation of Amazon for failing to record and properly report work-related injuries and illnesses. The proposed penalties totaled $29,008.

    What Went Wrong

    Amazon is the world’s largest online retailer and a prominent cloud service provider. They have transitioned into an internet-based business enterprise largely focused on providing e-commerce, cloud computing, digital streaming, and artificial intelligence (AI) services. Amazon has over 1.3 million employees throughout the world.

    That said, they still made mistakes that cost them a hefty fine from OSHA. They were cited for 14 recordkeeping violations which included the following:

    • Failing to properly record worker injuries and illnesses
    • Misclassified injuries and illnesses
    • Failed to report injuries and illnesses within the required timeframe
    • Did not provide OSHA with timely records

    These citations followed site inspections in July and August at Amazon warehouse facilities in Deltona, Florida; Waukegan, Illinois; New Windsor and Castleton, New York; Aurora, Colorado; and Nampa, Idaho. The company has 15 days to comply with or contest the citations.

    How To Avoid This From Happening To Your Business

    Even with a company such as Amazon, ensuring you stay compliant and keep your employees safe is still challenging. However, there are resources available to business owners to help prevent these situations from happening. When you partner with a professional employer organization (PEO) like GMS, we have experts and resources in place to prevent situations similar to Amazon from happening. Should one of your employees get injured on the job, our partnership with CarivaCare provides our clients with 24/7 access to the workers’ compensation nurse triage program. You are quickly connected with knowledgeable, caring professionals who will assist your employees. We also have a team of safety experts who will visit your facility to ensure it is as safe as possible for you and your employees, thereby preventing injuries. Contact us today to learn more.

  • NOX US, an Ohio vinyl tile manufacturer faces over $1.2 million in proposed penalties from the U.S. Department of Labor Occupational Safety and Health Administration (OSHA). Since February 2017, there have been seven worksite injuries after incorrectly following mandatory machine safety procedures. In addition, NOX US recorded at least 13 serious injuries at the Fostoria, Ohio, plant which were caused by exposure to burn and amputation hazards. All incidents put the Fostoria plant on OSHA’s Severe Violator Enforcement Program in 2017.

    NOX US LLC

    NOX US was founded in 1994 and focuses on luxury vinyl tile flooring innovation, design, and manufacturing for global customers. They continue to lead the industry with innovation and expertise. In addition, they offer superior quality control with their integrated vertical production system. They control the complete manufacturing process in their facilities to meet their customers’ various needs.

    The Most Recent Incident

    On April 28th, 2022, OSHA inspectors responded after a worker suffered severe injuries after being caught in a machine on the worksite. This inspection found that the worker’s finger was caught in a rotating spindle on a plastic winding machine and their body was pulled around the machine’s spindle. This employee was at the company for only six short weeks and suffered multiple severe injuries requiring surgery. OSHA cited NOX US with the following:

    • Eight willful violations
    • One repeat violation
    • Six serious violations
    • One other-than-serious violation for exposing workers to machine hazards, lacking personal protective equipment, and failing to train their workers on safety hazards and precautions

    Be Proactive Before It’s Too Late

    While this is a terrible accident that could’ve been prevented, it’s vital you use this example as a lesson to get the protection you need. Thankfully, GMS can help business owners take a proactive approach to workplace safety through various services. These strategies include:

    • Onsite consulting
    • Jobsite inspections
    • Accident and injury investigations 
    • OSHA inspection and citations assistance 
    • And more!

    Contact GMS today to talk to our safety experts to ensure you’re following all rules and regulations as well as keeping your employees safe. 

  • General Aluminum Manufacturing Company, located in Wapakoneta, Ohio, was recently cited for exposing workers to workplace hazards. As a result, they face $480,000 in proposed penalties. This follows a previous inspection conducted by the U.S. Department of Labor’s Occupational Safety Administration (OSHA) earlier this year.

    In February 2022, OSHA found a band saw and quench tank that lacked adequate machine guarding. In addition, the company failed to train workers in performing service and maintenance tasks on industrial machinery for energy control procedures. Due to the lack of proper training, some workers experienced amputation, caught-in, and struck-by hazards. These citations were also issued for these violations at the Conneaut and Ravenna facilities.

    In June 2022, OSHA also cited the Conneaut plant for eight additional violations and assessed $315,952 in proposed penalties.

    General Aluminum 

    General Aluminum Manufacturing Company offers engineered casting solutions. They produce machined aluminum castings for the automotive and non-automotive industries. In addition, they offer their customers low-pressure permanent molding, permanent molding, semi-permanent molding, lost foam, and high-pressure die castings. The company employs around 1,200 workers across the U.S., with 137 employees at the Wapakoneta location.

    OSHA Penalties They Face Today

    The most recent OSHA inspection conducted in the Wapakoneta facility cited the company with: 

    • One repeat
    • Two willful
    • 10 serious violations for exposing workers to fall hazards while working on top of casting machines, burn hazards due to water accumulation around casting machines, and using improper personal protective equipment

    OSHA inspectors determined worker exposure to electrical and arc flashes, confined space, and powered industrial vehicle hazards. General Aluminum has 15 business days from the day they received the citations and penalties to comply, request an informal conference with OSHA’s area director, or contest the findings before the independent OSHA Review Commission.

    Do You Want To Make Your Workplace Safer?

    GMS can help business owners take a proactive approach to workplace safety through various services through the following strategies: 

    • Onsite consulting
    • Jobsite inspections
    • Accident and injury investigations
    • Training
    • Job hazard analysis (JHA) and standard operating procedures (SOP)
    • OSHA inspection and citation assistance

    Take this concrete example from a manufacturing company as a reminder to act now before it’s too late. Don’t wait for OSHA to knock on your door; let GMS safety experts inspect your facility first. Learn more today.

  • The Occupational Safety and Health Administration (OSHA) requires employers to implement a hearing conversation program when noise exposure is at or above 85 decibels averaged over eight working hours, or an eight-hour time-weighted average (TWA). The purpose is to prevent initial occupational hearing loss, preserve and protect remaining hearing, and equip workers with the knowledge and hearing protection devices necessary to safeguard themselves.

    Workers exposed to loud noises face the possibility of killing the nerve endings in their inner ears. This results in permanent hearing loss that cannot be corrected through surgery or medicine. Loud noise in a workplace environment causes:

    • Physical and psychological stress
    • Reduces productivity 
    • Interferes with communication and concentration
    • Contributes to workplace accidents and injuries by making it difficult to hear warning signals

    Hearing Conservation Program

    Employers are required to measure noise levels, provide free annual hearing exams, and conduct evaluations of the adequacy of the hearing protectors in use. Research shows that employers who take specific measures by implementing hearing conversation programs have higher levels of productivity from their workers and a lower incidence of absenteeism. All employers must repeat monitoring whenever changes in production, process, or controls increase noise exposure.

    Understand Your Noise Levels

    You can use different methods to measure the noise levels within your workplace. These include:

    • Sound level meters
    • Noise dosimeters
    • Octave band analyzers

    A good rule of thumb is if you need to raise your voice to speak to someone standing three feet away, the noise decibels might be too high. The National Institute for Occupational Safety and Health (NIOSH) created an app, Sound Level Meter, an additional tool individuals can use on their devices to measure sound levels. In addition, you can use quitter machines, isolate the noise source, limit worker exposure, or use effective protective equipment.

    Improve Workplace Safety

    At GMS, our safety experts work with you to ensure employee safety. Luckily, it’s possible to protect your employees from excessively loud noise that could cause complete hearing loss. Be proactive and ensure the safety of your employees now before it’s too late.

  • Companies have been forced to review their emergency plans and create anti-violence training as a result of several factors. With the recent spike in shootings and other acts of violence affecting workers, protocols must change. If you add that to an increase of employees returning to work following the COVID-19 pandemic, you might need to reconsider your emergency action plans to reduce workplace violence.

    Workplace violence is “violence or the threat of violence against workers. It can occur at or outside the workplace, ranging from threats and verbal abuse to physical assaults and homicide, one of the leading causes of job-related deaths.”

    The Occupational Safety and Health Administration (OSHA) requires workplaces to have an emergency action plan to facilitate and organize employer and employee actions during workplace emergencies. Did you know, on average, nearly two million U.S. workers report being a victim of violence at work? The U.S. Bureau of Labor Statistics reports that the annual number of workplace homicides is nearly 400.

    How Employers Can Protect Their Employees

    Employers must establish a zero-tolerance policy toward workplace violence against or by their employees. If you do not already have a workplace violence prevention program set in place, consider doing so immediately to ensure the safety of your employees. Another option is to add a new section to your employee handbook regarding workplace violence. It’s imperative that the policy is clear and understood by all employees so that if an accident occurs, all workplace claims are investigated and dealt with promptly.

    In the event of workplace violence, take the following actions:

    • Encourage employees to report and log all incidents and threats of workplace violence. 
    • Provide prompt medical evaluation and treatment after the incident. 
    • Report violent incidents to the local police. 
    • Discuss the circumstances of the incident with human resources.
    • Offer stress debriefing sessions and post-traumatic counseling services to help employees recover from a violent incident.
    • Investigate all violent incidents and threats, monitor trends in violent incidents by type or circumstance, and institute corrective actions. 
    • Discuss changes in the program during regular employee meetings. 

    Create A Plan Before It’s Too Late

    At GMS, the safety of our clients is at the top of our priority list. Our experts create and update our clients’ emergency action plans with the latest laws and regulations. Furthermore, HR experts at GMS enhance your employee handbooks to ensure that your employees are protected and adhere to a zero-tolerance policy for workplace violence. Don’t let your employees be at risk. Contact us today.

  • Ohio Governor Mike DeWine signed into law Ohio Senate Bill (S.B.) No. 215. This will permit any “qualifying adult” to legally carry, possess, or conceal a handgun without a license, background check, or training requirements.

    Individuals who are considered a qualifying adult include:

    • Those who are 21 years of age or older
    • Legal residents
    • Not a fugitive 
    • Not a subject to a protection order
    • Have not been hospitalized or adjudicated mentally ill
    • Have not been dishonorably discharged from the military 
    • Do not have a conviction or delinquency for a felony, a drug offense, domestic violence, one misdemeanor offense of violence within three years or two within five years
    • Are not otherwise forbidden under state or federal law

    Before this bill, in order to obtain a concealed handgun license in Ohio, an Ohio resident must:

    • Submit an application to the county sheriff
    • Pay an initial $67 fee
    • Pass a background check
    • Complete eight hours of training
    • Pass a written exam

    What This Means For Employers

    The law still authorizes employers to establish, maintain, and enforce policies prohibiting individuals from carrying handguns or firearms in company buildings or within company vehicles. Private employers are “immune from liability in a civil action for any injury, death, or loss to person or property that allegedly was caused by or related to a [person] bringing a handgun onto the premises or property of the private employer, including motor vehicles owned by the private employer, unless the private employer acted with malicious purpose.”

    The main change for employers to be aware of under the new law involves the storage of its employees’ guns in parked cars on company property. A law passed in 2017 allowed employees with a valid concealed carry license to bring firearms and ammunition in their privately owned vehicle onto their employer’s parking lots, as long as they follow specific guidelines. Senate Bill 215 now gives all qualifying adults the same rights effective June 13th, 2022. Employers should consider revising their current employment policies to reflect the new law.

    Protect Your Employees And Your Business

    Since rules and regulations are constantly changing, keeping your business operations up to date is important. Partnering with GMS will provide your business with experts that will handle these ever-changing rules and regulations. Are you worried about Ohio’s new firearm law’s effects on your business? GMS will provide onsite training to ensure your employees are compliant with the law. Do you need to update your employee handbook? Employees at GMS will work diligently to create a handbook corresponding to Senate Bill 215 and identify specific steps employees must take. Get a quote today.