Company Experiments With Helping Employees Avoid, Recover from Drug Addiction

Company Experiments With Helping Employees Avoid, Recover from Drug Addiction

Belden Inc., a manufacturer of electronic networking equipment based in St. Louis, Missouri, faces the same labor market issue as most other industrial employers in the Midwest, including the challenge of hiring and retaining workers for safety-sensitive roles in places where opioid addiction has reached epidemic proportions. Belden’s CEO John Stroup is taking an innovative approach to tackling the opioid problem at his company’s factory in Richmond, Indiana, where this past winter, one in ten applicants failed their drug tests, as did several people already employed there. At CNN Money last week, Lydia DePillis profiled Stroup’s efforts to give these workers a second chance:

For Stroup, the decision was a simple cost-benefit analysis: How much would it cost to help people get sober in this Rust Belt town of 37,000, compared to what he was losing by not having them available to work? After a few meetings with board members and addiction experts, he came up with a plan. If an applicant or a current employee failed a drug test, but they still wanted the job, Belden would pay for an evaluation at a local substance abuse treatment center.

People deemed to have a low risk of developing an addiction could spend two months in a non-dangerous job before they are allowed to operate heavy equipment again, as long as they passed periodic random drug tests for the rest of their time at the company. People at high risk would spend two months in an intensive outpatient monitoring and treatment program, with the promise of a job at the end if they made sufficient progress. On average, Belden figured it would have to shell out about $5,000 for each person it gave a second chance to.

The experiment started in March and has so far had eight participants. Two at-risk current employees made it through the monitoring period and are back to work, while others are still being evaluated. It will take a few more months to see if the program really works, but the few Belden employees who spoke to DePillis said they were heartened to see the company trying to help current and prospective employees with opioid issues recover rather than discarding them.

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Surgeon General Advises Employers to Keep Opioid Overdose Antidote on Hand

Surgeon General Advises Employers to Keep Opioid Overdose Antidote on Hand

Naloxone, commonly sold under the brand name Narcan and available without a prescription in every US state except Nebraska, is an opioid receptor antagonist used to treat overdoses of heroin and other opiates. Delivered via injection or a nasal spray, the drug has been credited with saving many addicts’ lives and has lately been the subject of numerous awareness campaigns in the US urging people who interact frequently with opioid users to have the antidote on hand and know how to administer it.

Last month, US Surgeon General Jerome Adams urged employers to stock naloxone at worksites as well, and train employees on how to use it, Allen Smith reported at SHRM:

“For a heart attack, we train employees how to do CPR until the paramedics arrive,” Adams noted April 19 in Washington, D.C, at Business Health Agenda 2018, a conference sponsored by the National Business Group on Health, speaking about the opioid epidemic. “Why is that not the case with naloxone and Narcan? We need to make these emergency treatments as ubiquitous as knowing CPR and calling for a defibrillator when someone is having a heart attack, or using an EpiPen when someone’s having an allergic reaction.”

Even before the surgeon general’s statement, a few clients of Nancy Delogu, an attorney with Littler in Washington, D.C., made naloxone available at work. They made this decision after employees overdosed on opioids at work. …

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When Halloween Gets Frightful for HR

When Halloween Gets Frightful for HR

The witching hour is upon us, and SHRM’s legal blogger Allen Smith highlights some of the spooky liabilities employers can court with typical workplace Halloween events:

Take an employer that set up a haunted house on its premises in a town that did not have one. The Midwest-based financial services company thought that it was being altruistic, but because of the haunted house’s poor design, a chainsaw-wielding accountant dressed up as Jason Voorhees from the “Friday the 13th” horror movies chased an intern into a wall and she broke her nose. If a company is not in the business of running haunted houses, it should think twice before setting one up, cautioned Philippe Weiss, managing director of Seyfarth Shaw at Work in Chicago.

Even if no one is injured, Halloween events at work are sometimes so over the top that they lead to bad public relations. … Costumes can also pose safety risks at work, so costume guidelines may be in order. In manufacturing settings, there’s a risk of injuries from long flowing costumes, said John McLafferty, an attorney with Day Pitney in Boston.

Halloween events, particularly costume parties, run risks from the perspective of diversity and inclusion as well. As Fortune’s Ellen McGirt observes, some people take their Halloween costumes well beyond the bounds of sensible taste, and are still showing up to work events dressed to offend colleagues and customers:

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OSHA Scales Back on Workplace Fatality Reporting

OSHA Scales Back on Workplace Fatality Reporting

Responding to concerns from the US Chamber of Commerce that its previous reporting standards were unfair to employers, the US Occupational Safety and Health Administration has decided to reduce the amount of information it publicizes about fatalities in American workplaces, the Wall Street Journal reports:

The publication of the reports—listing the names, locations, employers and circumstances of people who were reported to OSHA as having died in apparent accidents at work—began early in the Obama administration. Before that, OSHA did compile some information about fatalities, according to former OSHA officials. But they said Obama administration officials made the reports more publicized and included additional information.

Last week, OSHA removed links to reports going back to 2009 from its website. Instead, the agency posted a more limited set of information about U.S. workplace fatalities that resulted in citations for companies dating back to the beginning of the year. An OSHA spokeswoman said the new fatality-data listing respects the privacy of surviving family members because they don’t give out the name of the worker who died.

The Chamber of Commerce and other business groups had objected to the Obama-era administration’s approach on the grounds that publicizing the details of workplace accidents before they could be investigated risked unfairly tainting companies with reputations as unsafe places to work.

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The US Workplace Is ‘Physically and Emotionally Taxing’ — Here’s What Employers Can Do About It

The US Workplace Is ‘Physically and Emotionally Taxing’  — Here’s What Employers Can Do About It

A new report from the RAND Corporation details the findings of the American Working Conditions Survey (AWCS), a wide-ranging survey fielded in 2015 by RAND in conjunction with scholars from Harvard Medical School and UCLA that paints a troubling picture of the state of the American workplace as “very physically and emotionally taxing, both for workers themselves and their families.” Some of the key findings include:

  • The clear majority of Americans (eight out of ten) have steady and predictable work throughout the year, but many fewer work the same number of hours on a day-to-day basis (54 percent).
  • Nearly three-fourths of Americans report either intense or repetitive physical exertion on the job at least one-quarter of the time.
  • More than one-half of Americans report exposure to unpleasant and potentially hazardous working conditions.
  • Nearly one in five American workers are exposed to a hostile or threatening social environment at work.
  • Most Americans (two-thirds) frequently work at high speeds or under tight deadlines, and one in four perceives that they have too little time to do their job.

Furthermore, only 38 percent said their job offered good prospects for advancement. On the bright side, however, 58 percent of respondents described their boss as supportive, 56 percent said they had very good friends at work, and four out of five said their job met at least one definition of “meaningful” most of the time. Large majorities said their jobs involved solving unforeseen problems, applying their own ideas, engaging in complex tasks, and learning new things.

In a press release, RAND goes into more detail about what these findings mean for the US workforce:

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Microsoft’s Build Conference Hints at the Workplace of the Future

Microsoft’s Build Conference Hints at the Workplace of the Future

Build, Microsoft’s annual developer conference taking place in Seattle this week, is focusing heavily this year on AI and machine learning, and how the company plans to embed these technologies in the workplace of the near future. Wednesday’s keynote demonstrations showcased what Mark Sullivan at Fast Company calls “a vision of the workplace of the future where workers are surrounded by all manner of cameras, sensors, and other recording devices connected to internet-based AI services”:

Microsoft showed demos and videos of the “intelligent edge” in a variety of forms, in a variety of use cases, and in a variety of industries:

  • A heart patient was walking around wearing a sensor. He began to get tired, so the sensor sent that data up to the cloud for processing, and a nurse was notified to bring him a wheelchair.
  • A camera detected an employee accidentally tipping over a barrel containing a dangerous chemical, information it sent up to image-recognition software in the cloud. Some other database likely helped determine that the liquid in the barrel was hazardous. Presumably an alarm was sent to a cleanup team.
  • An employee in a shop was spotted taking a selfie while brandishing a jackhammer. The brain in the cloud recognized the employee, the activity, and the setting and concluded he was behaving recklessly, then contacted a supervisor.
  • Someone else in a shop was seen not wearing safety goggles. Alarm. Supervisor notified.

All this involves some sophisticated, on-the-fly AI. In the words of the presenter demoing the intelligent edge developer tools at Build: “The solution is running more than 27 million recognitions per second across people, objects, and activities.” But the use cases Microsoft showed onstage sound equal parts helpful and intrusive. Sure, getting a heart patient back to bed or detecting a dangerous chemical spill are health-promoting. But the notifications to the supervisor suggest a completely different, and possibly unintended, consequence of the technology.

“There is benevolent surveillance and then there is just surveillance,” Sullivan worries, “and the Microsoft technology could work in both scenarios.” But CEO Satya Nadella spent part of his time on the Build stage Wednesday dispelling the notion that Microsoft is out to turn the workplace into a surveillance state:

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Is OSHA’s Decision to Stop Publicizing Fines a Hint at Deregulation to Come?

Is OSHA’s Decision to Stop Publicizing Fines a Hint at Deregulation to Come?

The Occupational Safety and Health Administration is one of many US federal agencies whose regulatory agenda is expected to shrink considerably under the Trump administration, after having introduced new rules and stepped up enforcement activities during the Obama administration. Now, Barry Meier and Danielle Ivory write in a New York Times feature, OSHA is still actively enforcing safety regulations, but the Labor Department has stopped publicizing the fines the administration issues to violators since President Donald Trump took office in January. Advocates of stronger workplace safety regulations see this is a step toward loosening OSHA regulations, or loosening their enforcement:

“The reason you do news releases is to influence other employers” to clean up their acts, said David Michaels, who was an administrator of [OSHA] during much of the Obama administration.

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