Workplace smoking policies and their association with male employees' smoking behaviours: a cross-sectional survey in one company in China

PubMed Central

Gao, JiaNing; Zheng, PinPin; Gao, JunLing; Chapman, Simon

2010-01-01

Objectives The present work sought to evaluate different worksite smoking control policies and their associations with employees' smoking behaviours and attitudes among Chinese male workers. Methods This was a cross-sectional survey with a self-administered standardised questionnaire, conducted among seven production workplaces of one multinational company in Shanghai in 2008. In total, 1043 male workers were involved. Current smoking prevalence, daily cigarette consumption, quitting intention and their potential association with workplace smoking control policies (smoke free or restricted smoking) were measured. Results Current smoking prevalence in workplaces where smoke-free policies had been imposed for 3 years was 55.5%, about 18% lower than in workplaces that only restricted smoking. Smokers in smoke-free workplaces also smoked 3.4 cigarettes less per day, made more quit attempts, were more confident of successfully quitting and more willing to accept a company sponsored cessation programme. Those patterns declined or were not found among the workplaces where smoking control policies had been imposed for 10 years. Smoker quitting intentions were not associated with workplace smoking policies regardless of the duration of the policies imposed. Conclusions A smoke-free workplace policy was found to have a significant association with lower smoking prevalence and daily cigarette consumption, but not with employee quitting intentions. Restrictive smoking policies had no impact on employee smoking behaviours. The impact of workplace smoking control policies may vary over time. PMID:21097936

Public Sector Training: A "Blind" Spot in the 1999 South African National Levy-Grant Policy

ERIC Educational Resources Information Center

Paterson, Andrew

2005-01-01

In 2000, South Africa implemented a levy-grant policy (Skills Development Levies Act, 1999) to give an incentive for workplace training across private and public sector workplaces alike, but the impact of the levy-grant scheme in the public sector was restricted by financial and management processes unique to that environment. This article shows…

Evaluation of caregiver-friendly workplace policy (CFWPs) interventions on the health of full-time caregiver employees (CEs): implementation and cost-benefit analysis.

PubMed

Williams, Allison M; Tompa, Emile; Lero, Donna S; Fast, Janet; Yazdani, Amin; Zeytinoglu, Isik U

2017-09-20

Current Canadian evidence illustrating the health benefits and cost-effectiveness of caregiver-friendly workplace policies is needed if Canadian employers are to adopt and integrate caregiver-friendly workplace policies into their employment practices. The goal of this three-year, three study research project is to provide such evidence for the auto manufacturing and educational services sectors. The research questions being addressed are: What are the impacts for employers (economic) and workers (health) of caregiver-friendly workplace policy intervention(s) for full-time caregiver-employees? What are the impacts for employers, workers and society of the caregiver-friendly workplace policy intervention(s) in each participating workplace? What contextual factors impact the successful implementation of caregiver-friendly workplace policy intervention(s)? Using a pre-post-test comparative case study design, Study A will determine the effectiveness of newly implemented caregiver-friendly workplace policy intervention(s) across two workplaces to determine impacts on caregiver-employee health. A quasi-experimental pre-post design will allow the caregiver-friendly workplace policy intervention(s) to be tested with respect to potential impacts on health, and specifically on caregiver employee mental, psychosocial, and physical health. Framed within a comparative case study design, Study B will utilize cost-benefit and cost-effectiveness analysis approaches to evaluate the economic impacts of the caregiver-friendly workplace policy intervention(s) for each of the two participating workplaces. Framed within a comparative case study design, Study C will undertake an implementation analysis of the caregiver-friendly workplace policy intervention(s) in each participating workplace in order to determine: the degree of support for the intervention(s) (reflected in the workplace culture); how sex and gender are implicated; co-workers' responses to the chosen intervention(s), and; other nuances at play. It is hypothesized that the benefits of the caregiver-friendly workplace policy intervention(s) will include improvements in caregiver-employees' mental, psychosocial and physical health, as well as evidence of cost-benefit and cost-effectiveness for the employer. The expected project results will provide the research evidence for extensive knowledge translation work, to be carried out in collaboration with our knowledge transition partners, to the employer/human resources and occupational health/safety target populations. ISRCTN16187974 Registered August 25, 2016.

Learn to Lead: Mapping Workplace Learning of School Leaders

ERIC Educational Resources Information Center

Hulsbos, Frank Arnoud; Evers, Arnoud Theodoor; Kessels, Joseph Willem Marie

2016-01-01

In recent years policy makers' interest in the professional development of school leaders has grown considerably. Although we know some aspect of formal educational programs for school leaders, little is known about school leaders' incidental and non-formal learning in the workplace. This study aims to grasp what workplace learning activities…

Passive Smoke Exposure Trends and Workplace Policy in the Coronary Artery Risk Development in Young Adults (CARDIA) study (1985–2001)

PubMed Central

Widome, Rachel; Jacobs, David R.; Schreiner, Pamela J.; Iribarren, Carlos

2009-01-01

Objective There has been reduced active smoking, decreased societal acceptance for smoking indoors, and changing smoking policy since the mid-1980s. We quantified passive smoke exposure trends and their relationship with workplace policy. Method We studied 2,504 CARDIA participants (blacks and whites, 18–30 years old when recruited in 1985–86 from four US cities, reexamination 2, 5, 7, 10, and 15 years later) who never reported smoking and attended exams at 10 or 15 years. Results In non-smokers with a college degree (n = 1,581), total passive smoke exposure declined from 16.3 hr/wk in 1985/86 to 2.3 hr/wk in 2000/01. Less education tended to be associated with more exposure at all timepoints for example, in high school or less (n = 349) 22.2 hours/wk in 1985/86 to 8.5 hr/wk in 2000/01. Those who experienced an increase in the restrictiveness of self-reported workplace smoking policy from 1995/96 to 2000/01 were exposed to almost 3 hours per week less passive smoke than those whose workplace policies became less restrictive in this time period. Conclusions The increasing presence of restrictive workplace policies seemed to be a component of the substantial decline in self-reported passive smoke exposure since 1985. PMID:17433426

Consultation on AIDS and the workplace.

PubMed

1988-12-01

The 1988 Consultation on Acquired Immunodeficiency Syndrome (AIDS) and the Workplace, organized by the World Health Organization (WHO), addressed 3 issues: 1) risk factors associated with human immunodeficiency virus (HIV) infection in the workplace, 2) the response of businesses and workers to the AIDS epidemic, and 3) use of the workplace for AIDS education. There is no evidence to suggest that HIV can be transmitted by casual, person-to-person contact in the workplace. The central policy issue for businesses concerns protection of the human rights of workers with HIV infection. Most workers with HIV/AIDS want to continue working as long as they are able to, and they should be enabled to contribute their creativity and productivity in a supportive occupational setting. Consistent policies and procedures should be developed at national and enterprise levels before HIV-related questions arise in the workplace. Such policies should be communicated to all concerned, continually reviewed in the light of scientific and epidemiologic evidence, monitored for their successful implementation, and evaluated for their effectiveness. Pre-employment HIV/AIDS screening, whether for assessment of fitness to work or for insurance purposes, should not be required and raises serious concerns about discrimination. Moreover, there should be no obligation on the worker's part to inform his or her employer if HIV infection develops. Information and educational activities at the workplace are essential to create the climate of collective responsibility and mutual understanding required to protect individuals with HIV or AIDS from stigmatization and discrimination by co-workers, employers or clients, and unions.

Advancing employee engagement through a healthy workplace strategy.

PubMed

Seymour, Andrea; Dupré, Kathryne

2008-01-01

In recent years, there has been increased focus on improving the quality of the working lives of staff in health care organizations. Research shows that improvements can be achieved through a comprehensive organizational approach to workplace health. Improved worker engagement is a realizable outcome of such an approach, provided that it is based on reliable and relevant data and is tailored to the specific environment in which it is being implemented. An intervention project was designed to develop an organization-wide approach to employee workplace health. A comprehensive health risk assessment was undertaken, along with a staff survey on workplace culture, individual health practice and environmental effects on physical health. In general, the findings present a positive picture of the culture and factors that influence psychological wellbeing. However, improvement is needed in some areas: satisfaction is only marginally outweighing stress, and musculoskeletal disorders account for much absenteeism. Employee health needs include weight management, improving fitness and nutrition, and decreasing coronary risk. Results have prompted this organization to pursue the development of a Healthy Workplace Policy that will be used as a filter for all other policies relating to workplace culture, environment and practice, and have provided the impetus and focus to review the organization of employee health services. Three major administrative activities are necessary to move from planning to sustained action: ensure adherence of all staff to any policy derived from a health risk assessment; ensure staff feel proposed changes are relevant and important; and create a road map to guide the development of a strategic and an implementation plan. The findings outlined in this report can be addressed by organizations that are willing to commit to a comprehensive approach to workplace health.

Considerations for Incorporating “Well-Being” in Public Policy for Workers and Workplaces

PubMed Central

Guerin, Rebecca J.; Schill, Anita L.; Bhattacharya, Anasua; Cunningham, Thomas R.; Pandalai, Sudha P.; Eggerth, Donald; Stephenson, Carol M.

2015-01-01

Action to address workforce functioning and productivity requires a broader approach than the traditional scope of occupational safety and health. Focus on “well-being” may be one way to develop a more encompassing objective. Well-being is widely cited in public policy pronouncements, but often as “. . . and well-being” (e.g., health and well-being). It is generally not defined in policy and rarely operationalized for functional use. Many definitions of well-being exist in the occupational realm. Generally, it is a synonym for health and a summative term to describe a flourishing worker who benefits from a safe, supportive workplace, engages in satisfying work, and enjoys a fulfilling work life. We identified issues for considering well-being in public policy related to workers and the workplace. PMID:26066933

[Workplace health promotion in public health policies in Poland].

PubMed

Puchalski, Krzysztof; Korzeniowska, Elzbieta

2008-01-01

In this paper the author analyses how far in Poland the idea of workplace health promotion (WHP) does exist in the area of public health understood in its broadest sense. The analysis encapsulates the following issues: (a) the national legislative policy, (b) strategies, programs and projects concerning health issues launched or coordinated by the state or local administration, (c) grassroots initiatives for health promotion supported by local and regional administration, (d) civic projects or business strategies for health. In addition, the author emphasizes the marginalization of workplace health promotion and lack of cohesive policy in this field as well as, the fact that health problems of the working population arising from current demographic, technological, economic and social changes that could be dealt with through developing and implementing WHP projects are not yet fully perceived by public health policy makers.

Prevalence of Drug Testing in the Workplace.

ERIC Educational Resources Information Center

Hartwell, Tyler D.; And Others

1996-01-01

Drug testing continues to develop as a popular strategy to control substance abuse in the workplace. The incidence of testing is partially based on the type of worksite, characteristics of employees, and policies of the company. (Author)

Exploring the Relation between Teachers' Perceptions of Workplace Conditions and Their Professional Learning Goals

ERIC Educational Resources Information Center

Louws, Monika L.; Meirink, Jacobiene A.; van Veen, Klaas; van Driel, Jan H.

2017-01-01

Schools' structural workplace conditions (e.g. learning resources and professional development policies) and cultural workplace conditions (e.g. school leadership, teachers' collaborative culture) have been found to affect the way teachers learn. It is not so much the objective conditions that support or impede professional learning but the way…

24 CFR 21.215 - What must I include in my drug-free awareness program?

Code of Federal Regulations, 2010 CFR

2010-04-01

... dangers of drug abuse in the workplace; (b) Your policy of maintaining a drug-free workplace; (c) Any... may impose upon them for drug abuse violations occurring in the workplace. ... 24 Housing and Urban Development 1 2010-04-01 2010-04-01 false What must I include in my drug-free...

24 CFR 21.215 - What must I include in my drug-free awareness program?

Code of Federal Regulations, 2011 CFR

2011-04-01

... dangers of drug abuse in the workplace; (b) Your policy of maintaining a drug-free workplace; (c) Any... may impose upon them for drug abuse violations occurring in the workplace. ... 24 Housing and Urban Development 1 2011-04-01 2011-04-01 false What must I include in my drug-free...

It's Your Business...Smoking Policies for the Workplace.

ERIC Educational Resources Information Center

National Heart, Lung, and Blood Inst. (DHHS/NIH), Bethesda, MD.

This brochure was written to help those considering a workplace smoking policy. It begins with a set of facts about workplace smoking and discusses legislation in various states concerning smoking at work. The health consequences of involuntary smoking are also explored. Other sections examine the need for workplace smoking policies, how employees…

Workplace policies and prevalence of knee osteoarthritis: the Johnston County Osteoarthritis Project

PubMed Central

Chen, J-C; Linnan, L; Callahan, L F; Yelin, E H; Renner, J B

2007-01-01

Objective Previous studies on work and knee osteoarthritis (KOA) have been primarily focused on physical demands; very little is known about work-related organisational policies and KOA risks and outcomes. We examined the associations between workplace policies and KOA in a community-based population in the USA. Methods The associations between employment offering accommodations (switch to physically less demanding jobs; part-time work for people needing reduced time) and benefits policies (paid sick leave; disability payment) with KOA outcomes (knee symptoms; symptomatic KOA [sKOA]; asymptomatic radiographic KOA [rKOA]) were analysed in participants (n = 1639) aged <65 years old and with completed employment histories and knee radiographs at baseline examination of the Johnston County Osteoarthritis Project. Multiple logistic regression models were used to estimate the prevalence odds ratios (ORs) of KOA associated with each workplace policy, adjusting for sociodemographic features, lifestyle factors, knee injuries, body mass index and other workplace characteristics. We used propensity score models to evaluate the differential selection in employment offering favourable policies and adjust for this potential bias accordingly. Results Individuals employed in workplaces offering better policies had significantly less knee symptoms. Lower sKOA prevalence was noted in workplaces offering job-switch accommodation (8% vs. 13%), paid sick leave (9% vs. 16%) and disability payment (8% vs. 16%) than their counterparts. In multivariable models, the difference in sKOA prevalence was statistically significant for paid sick leave (adjusted OR 0.58, 95% CI 0.37 to 0.91) and disability payment policies (adjusted OR 0.54, 95% CI 0.35 to 0.85). Even among those without overt knee-related symptoms, a similar pattern of negative association between workplace policies and rKOA was present and remained robust after propensity score adjustment. Conclusion The negative associations between KOA and workplace policies raise concerns about possible employment discrimination or beneficial effects of workplace policies. Longitudinal studies are needed to clarify the dynamic complexities of KOA risks and outcomes in relation to workplace policies. PMID:17567725

Workplace policies and prevalence of knee osteoarthritis: the Johnston County Osteoarthritis Project.

PubMed

Chen, J-C; Linnan, L; Callahan, L F; Yelin, E H; Renner, J B

2007-12-01

Previous studies on work and knee osteoarthritis (KOA) have been primarily focused on physical demands; very little is known about work-related organisational policies and KOA risks and outcomes. We examined the associations between workplace policies and KOA in a community-based population in the USA. The associations between employment offering accommodations (switch to physically less demanding jobs; part-time work for people needing reduced time) and benefits policies (paid sick leave; disability payment) with KOA outcomes (knee symptoms; symptomatic KOA [sKOA]; asymptomatic radiographic KOA [rKOA]) were analysed in participants (n = 1639) aged <65 years old and with completed employment histories and knee radiographs at baseline examination of the Johnston County Osteoarthritis Project. Multiple logistic regression models were used to estimate the prevalence odds ratios (ORs) of KOA associated with each workplace policy, adjusting for sociodemographic features, lifestyle factors, knee injuries, body mass index and other workplace characteristics. We used propensity score models to evaluate the differential selection in employment offering favourable policies and adjust for this potential bias accordingly. Individuals employed in workplaces offering better policies had significantly less knee symptoms. Lower sKOA prevalence was noted in workplaces offering job-switch accommodation (8% vs. 13%), paid sick leave (9% vs. 16%) and disability payment (8% vs. 16%) than their counterparts. In multivariable models, the difference in sKOA prevalence was statistically significant for paid sick leave (adjusted OR 0.58, 95% CI 0.37 to 0.91) and disability payment policies (adjusted OR 0.54, 95% CI 0.35 to 0.85). Even among those without overt knee-related symptoms, a similar pattern of negative association between workplace policies and rKOA was present and remained robust after propensity score adjustment. The negative associations between KOA and workplace policies raise concerns about possible employment discrimination or beneficial effects of workplace policies. Longitudinal studies are needed to clarify the dynamic complexities of KOA risks and outcomes in relation to workplace policies.

Managerial and Organizational Discourses of Workplace Bullying.

PubMed

Johnson, Susan L; Boutain, Doris M; Tsai, Jenny H-C; de Castro, Arnold B

2015-09-01

To explore how workplace bullying is addressed by hospital nursing unit managers and organizational policies. Although workplace bullying is costly to organizations, nurses report that managers do not consistently address the issue. This study used discourse analysis to analyze interview data and policy documents. There were differences in the manner in which managers and the policy documents labeled bullying-type behaviors and discussed the roles and responsibilities of staff and managers. Policies did not clearly delineate how managers should respond to workplace bullying. These differences can allow management variation, not sanctioned by policy. Unclear policy language can also offer insufficient guidance to managers, resulting in differential enforcement of policies.

HIV/AIDS workplace policy addressing epidemic drivers through workplace programs.

PubMed

Chatora, Bridget; Chibanda, Harrington; Kampata, Linda; Wilbroad, Mutale

2018-01-25

HIV workplace policies have become an important tool in addressing the HIV Pandemic in Sub-Saharan Africa. In Zambia, the National AIDS Council has been advocating for establishing of HIV/AIDS workplace policies to interested companies, however no formal evaluation has been done to assess uptake and implementation. The study aimed to establish the existence of HIV/AIDS policies and programs in the private sector and to understand implementation factors and experiences in addressing HIV epidemic drivers through these programs. A mixed method assessment of the availability of policies was conducted in 128 randomly selected member companies of Zambia Federation of Employers in Lusaka. Categorized variables were analysed on Policy and programs using Stata version 12.0 for associations: Concurrently, 28 in-depth interviews were conducted on purposively sampled implementers. Qualitative results were analysed thematically before integrating them with qualitative findings. Policies were found in 47/128 (36.72%) workplaces and the private sector accounted for 34/47 (72.34%) of all workplaces with a policy. Programs were available in 56/128 (43.75%) workplaces. The availability of policy was 2.7 times more likely to occur with increased size of a workplace, P value = 0.0001, (P < 0.05). Management support was 0.253 times more likely to occur in workplaces with policy, P value = 0.013, (P < 0.05) compared to those without. Having a specific budget for programs was 0.23 times more likely to occur in workplaces with a policy (P < 0.05) than those without a policy. Implementation was hindered by reduced funding, lack of time, sensitisation and lack of monitoring/evaluation systems. HIV awareness (56/56, 100%) and HIV/AIDS/Stigma (47/56, 83.93%) were the most addressed epidemic drivers through programs while Mother to Child Transmission (30/56 53.57%) and Males having sex with males were the least addressed (18/56, 32.14%). HIV/AIDS policies exist in the private sector at a very low proportion but policy translation was very high suggesting that workplaces with polices are likely to implement programs. The eradication of HIV/AIDS by 2030, requires addressing epidemic drivers with a focus on marginalised populations, gender integration, a wellness and rights based approach within the context of the legal framework.

Law in practice: Obstacles to a smokefree workplace policy in bars serving Asian patrons

PubMed Central

2010-01-01

The California smokefree workplace ordinance (AB13) has been well-received, even in bars where deeply-established traditions of smoking may exist. However, a closer investigation of bars where indoor smoking persists reveals that bar workers in some immigrant communities continue to be exposed to secondhand smoke in their workplaces. To identify sociocultural factors that may impede the adoption of AB13, 150 observations and 29 qualitative interviews were conducted in 50 California bars serving Asian patrons. Observers witnessed indoor smoking in 82% of the bars. Interviews revealed that social relationships, social interactions, and confrontation avoidance complicated the positive reception of AB13 within these bars. By understanding the implications of sociocultural factors on policy, we provide a nuanced understanding of the challenges involved in implementing tobacco control policy in diverse settings, which may help inform future policy development and implementation in other jurisdictions. PMID:18712482

An Investigation of Organizational and Regulatory Discourses of Workplace Bullying.

PubMed

Johnson, Susan L; Boutain, Doris M; Tsai, Jenny H-C; de Castro, Arnold B

2015-10-01

Organizations use policies to set standards for employee behaviors. Although many organizations have policies that address workplace bullying, previous studies have found that these policies affect neither workplace bullying for targets who are seeking assistance in ending the behaviors nor managers who must address incidents of bullying. This article presents the findings of a study that used critical discourse analysis to examine the language used in policies written by health care organizations and regulatory agencies to regulate workplace bullying. The findings suggest that the discussion of workplace bullying overlaps with discussions of disruptive behaviors and harassment. This lack of conceptual clarity can create difficulty for managers in identifying, naming, and disciplining incidents of workplace bullying. The documents also primarily discussed workplace bullying as a patient safety concern. This language is in conflict with organizations attending to worker well-being with regard to workplace bullying. © 2015 The Author(s).

An Investigation of Organizational and Regulatory Discourses of Workplace Bullying

PubMed Central

Johnson, Susan L.; Boutain, Doris M.; Tsai, Jenny H.-C.; de Castro, Arnold B.

2017-01-01

Organizations use policies to set standards for employee behaviors. Although many organizations have policies that address workplace bullying, previous studies have found that these policies affect neither workplace bullying for targets who are seeking assistance in ending the behaviors nor managers who must address incidents of bullying. This article presents the findings of a study that used critical discourse analysis to examine the language used in policies written by health care organizations and regulatory agencies to regulate workplace bullying. The findings suggest that the discussion of workplace bullying overlaps with discussions of disruptive behaviors and harassment. This lack of conceptual clarity can create difficulty for managers in identifying, naming, and disciplining incidents of workplace bullying. The documents also primarily discussed workplace bullying as a patient safety concern. This language is in conflict with organizations attending to worker well-being with regard to workplace bullying. PMID:26223898

Social Organization in Bars: Implications for Tobacco Control Policy

PubMed Central

Lee, Juliet P.; Antin, Tamar M.J.; Moore, Roland S.

2011-01-01

This paper considers social roles and relationships of the patrons, staff and owners of bars as critical factors determining adherence to public health policies, and specifically California’s smokefree workplace law. Specific elements of social organization in bars affecting health policy include the community within which the bar is set, the unique identity the bar creates, the bar staff and patrons who enact this identity, and their bar society. These elements were found to contribute to the development of power relations within the bar and solidarity against the outside world, resulting in either resistance to or compliance with smokefree workplace policy. PMID:22522904

Outdoor workers and sun protection strategies: two case study examples in Queensland, Australia.

PubMed

Sendall, Marguerite C; Stoneham, Melissa; Crane, Phil; Fleming, MaryLou; Janda, Monika; Tenkate, Thomas; Youl, Philippa; Kimlin, Michael

2016-01-01

Outdoor workers are at risk of developing skin cancer because they are exposed to high levels of harmful ultraviolet radiation. The Outdoor Workers Sun Protection Project investigated sun protection strategies for high risk outdoor workers in rural and regional Australia. Fourteen workplaces (recruitment rate 37%) across four industries in rural and regional Queensland, Australia were recruited to the OWSPP. In 2011-2012, data were collected using pre- and post-intervention interviews and discussion groups. This article presents two workplaces as case study examples. The flat organisational structure of workplace 1 supported the implementation of the Sun Safety Action Plan (SSAP), whilst the hierarchical organisational nature of workplace 2 delayed implementation of the SSAP. Neither workplace had an existing sun protection policy but both workplaces adopted one. An effect related to the researchers' presence was seen in workplace 1 and to a lesser degree in workplace 2. Overt reciprocity was seen between management and workers in workplace 1 but this was not so evident in workplace 2. In both workplaces, the role of the workplace champion was pivotal to SSAP progression. These two case studies highlight a number of contextually bound workplace characteristics related to sun safety. These issues are (1) the structure of workplace, (2) policy, (3) an effect related to the researchers' presence, (4) the workplace champion and (5) reciprocity. There are several recommendations from this article. Workplace health promotion strategies for sun safety need to be contextualised to individual workplaces to take advantage of the strengths of the workplace and to build capacity.

Alcohol drinking behaviors and alcohol management policies under outsourcing work conditions: A qualitative study of construction workers in Taiwan.

PubMed

Cheng, Wan-Ju; Cheng, Yawen

2016-02-01

Workplace alcohol policies are crucial for workers' health and safety. The practice of outsourcing is gaining popularity around the world and was found to be associated with poorer health in the working population. This study aimed to examine how outsourcing complicates the implementation of workplace alcohol policies and affects workers' drinking behaviors. In-depth interviews were conducted with 16 outsource workers, 3 subcontractors and 3 worksite supervisors. Information regarding workers' drinking behaviors, their knowledge, and attitudes toward workplace alcohol policy were analyzed using a qualitative thematic analysis. Factors associated with poor workplace alcohol management included smaller size and private ownership of outsourcers, subcontractors' own drinking behavior and positive attitude to alcohol, and precarious employment conditions of outsourcing workers. The multilateral relationship between outsourcers, subcontractors, and workers complicated and impaired the implementation of workplace alcohol policies. The implementation of workplace alcohol management policies was hampered in outsourcing work conditions due to poor coordination of supervisors in the subcontract chain. The enforcement of alcohol policies in the workplace should be strengthened by consolidating management responsibilities of outsourcers and subcontractors. Copyright © 2015 Elsevier B.V. All rights reserved.

Managerial and Organizational Discourses of Workplace Bullying

PubMed Central

Johnson, Susan L.; Boutain, Doris M.; Tsai, Jenny H.-C.; de Castro, Arnold B.

2017-01-01

OBJECTIVE To explore how workplace bullying is addressed by hospital nursing unit managers and organizational policies. BACKGROUND Although workplace bullying is costly to organizations, nurses report that managers do not consistently address the issue. METHODS This study used discourse analysis to analyze interview data and policy documents. RESULTS There were differences in the manner in which managers and the policy documents labeled bullying-type behaviors and discussed the roles and responsibilities of staff and managers. Policies did not clearly delineate how managers should respond to workplace bullying. CONCLUSIONS These differences can allow management variation, not sanctioned by policy. Unclear policy language can also offer insufficient guidance to managers, resulting in differential enforcement of policies. PMID:26301552

Drugs in the Workplace: Legal Developments.

ERIC Educational Resources Information Center

Scholick, Gary P.

1989-01-01

An update on legal aspects of drug testing in the workplace looks at pre-employment screening, reasonable suspicion testing, routine testing in periodic physical examinations, random testing, and unionized employers. Practical guidelines are given for minimizing obtrusiveness, confirmatory tests, laboratory selection, notification of policy,…

Is Workplace Smoking Policy Equally Prevalent and Equally Effective Among Immigrants?

PubMed Central

Osypuk, Theresa L.; Subramanian, S.V.; Kawachi, Ichiro; Acevedo-Garcia, Dolores

2009-01-01

Background We examined whether immigrants were less likely to be covered by a smokefree workplace policy, as well as whether workplace smoking policies garnered comparable associations with smoking for immigrants and the US-born, in the US. Methods We applied the 2001/02 Current Population Survey Tobacco Use Supplement among US indoor workers (n=85,784) using multiple logistic regression analyses. First, we examined whether nativity (immigrants vs. US-born) was independently associated with smokefree policy coverage. Second, we examined whether the smokefree policy association with current smoking was differential by nativity (effect modification). Results Immigrants were less likely to work in smokefree workplaces than the US-born; however occupation and industry accounted for these disparities. Employment in a workplace that was not smokefree was associated with higher odds of smoking (vs. smokefree workplaces), both before (OR=1.83, 95% CI:1.74–1.92) and after (OR=1.36, (1.29–1.44)) covariate adjustment among the US-born, but associations were weaker among immigrants (OR=1.39(1.20–1.61) unadjusted, OR=1.15(0.97–1.35) adjusted). Worker industry partly explained (16% of) the weaker policy-smoking association among immigrants, while other socioeconomic variables reduced the policy-smoking association without explaining the disparity. Conclusions The patchwork of US workplace smoking restriction policy at different governmental levels, combined with a voluntary regime among some employers, generates coverage inequalities. Workplace smokefree policies may be less effective for immigrants, and this is related to differential coverage by such policies due to occupational segregation. Understanding the complex patterns of the social context of smoking is important for understanding how policy interventions might have heterogeneous effects for different demographic groups. PMID:19359272

An Evaluation of the Policy Context on Psychosocial Risks and Mental Health in the Workplace in the European Union: Achievements, Challenges, and the Future.

PubMed

Leka, Stavroula; Jain, Aditya; Iavicoli, Sergio; Di Tecco, Cristina

2015-01-01

Despite the developments both in hard and soft law policies in the European Union in relation to mental health and psychosocial risks in the workplace, a review of these policies at EU level has not been conducted to identify strengths, weaknesses, and gaps to be addressed in the future. Keeping in mind that the aim should be to engage employers in good practice, ideally such policies should include key definitions and elements of the psychosocial risk management process, covering risk factors, mental health outcomes, risk assessment and preventive actions, or interventions. The current paper aims to fill this gap by reviewing hard and soft law policies on mental health in the workplace and psychosocial risks applicable at EU level and conducting a gap analysis according to a set of dimensions identified in models of good practice in this area. Our review of ninety-four policies in total revealed several gaps, especially in relation to binding in comparison to nonbinding policies. These are discussed in light of the context of policy-making in the EU, and recommendations are offered for future actions in this area.

An Evaluation of the Policy Context on Psychosocial Risks and Mental Health in the Workplace in the European Union: Achievements, Challenges, and the Future

PubMed Central

Leka, Stavroula; Jain, Aditya; Di Tecco, Cristina

2015-01-01

Despite the developments both in hard and soft law policies in the European Union in relation to mental health and psychosocial risks in the workplace, a review of these policies at EU level has not been conducted to identify strengths, weaknesses, and gaps to be addressed in the future. Keeping in mind that the aim should be to engage employers in good practice, ideally such policies should include key definitions and elements of the psychosocial risk management process, covering risk factors, mental health outcomes, risk assessment and preventive actions, or interventions. The current paper aims to fill this gap by reviewing hard and soft law policies on mental health in the workplace and psychosocial risks applicable at EU level and conducting a gap analysis according to a set of dimensions identified in models of good practice in this area. Our review of ninety-four policies in total revealed several gaps, especially in relation to binding in comparison to nonbinding policies. These are discussed in light of the context of policy-making in the EU, and recommendations are offered for future actions in this area. PMID:26557655

Organizational Policies and Programs to Reduce Job Stress and Risk of Workplace Violence Among K-12 Education Staff.

PubMed

Landsbergis, Paul; Zoeckler, Jeanette; Kashem, Zerin; Rivera, Bianca; Alexander, Darryl; Bahruth, Amy

2018-02-01

We examine strategies, programs, and policies that educators have developed to reduce work stressors and thus health risks. First, we review twenty-seven empirical studies and review papers on organizational programs and policies in K-12 education published from 1990 to 2015 and find some evidence that mentoring, induction, and Peer Assistance and Review programs can increase support, skill development, decision-making authority, and perhaps job security, for teachers-and thus have the potential to reduce job stressors. Second, we describe efforts to reduce workplace violence in Oregon, especially in special education, including legislation, collective bargaining, research, and public awareness. We conclude that to reduce workplace violence, adequate resources are needed for staffing, training, equipment, injury/assault reporting, and investigation. Third, we discuss collective bargaining initiatives that led to mentoring and Peer Assistance and Review and state legislation on prevention of bullying and harassment of school staff. Finally, we present a research agenda on these issues.

Risk Assessment: Factors Contributing to Discomfort for Menopausal Women in Workplace.

PubMed

Jafari, Mehdi; Seifi, Bahar; Heidari, Mohammad

2017-08-01

The purpose of this study was to review the Factors contributing to discomfort for menopausal women in workplace and the perceived effects of working conditions on menopausal symptoms, and to produce recommendations for managers and women. This study was a review article. We searched PubMed and Science Direct for articles related to menopause and workplace. Keywords included: menopause AND workplace OR occupational health or menopausal women AND managers. Because we aimed to update the literature following the 2011 review of menopause and workplace, only English-language articles published between 2011 and 2017 were included. This review showed that how managers could be help and awareness and what should be done for menopausal women in workplace by risk assessment. Many risk factors are contributing to discomfort for menopausal women in workplace and managers should be assessed them. Managers should be aware that menopausal transition causes difficulty for some women at work, then occupational health and safety and health promotion policies will be increasingly important. It may help inform the development of tailored occupational health policies and programs that cater for the needs of women as they transition through menopause in the workplace.

Developing Policies about Uncivil Workplace Behavior

ERIC Educational Resources Information Center

Bandow, Diane; Hunter, Debra

2008-01-01

Workplace incivility, including aggression and bullying, is a troubling phenomenon. Uncivil behaviors not only harm individuals but also diminish employee performance and sometimes result in legal action against companies. Thus, it behooves organizations and management to become vigilant and responsive to such behaviors. Yet the evidence shows…

State employment protection statutes for victims of domestic violence: public policy's response to domestic violence as an employment matter.

PubMed

Swanberg, Jennifer E; Ojha, Mamta U; Macke, Caroline

2012-02-01

Evidence indicates that domestic violence has negative consequences on victims' employment; yet employers lag in recognizing this as a workplace issue. To address the problem, some states have established several policy solutions. To understand the scope of the public sector's response to domestic violence as a workplace issue, a content analysis of state-level employment protection policies for domestic violence victims (N = 369) was conducted. Results indicate three broad policy categories: (a) policies that offer work leave for victims; (b) policies that aim to reduce employment discrimination of domestic violence victims; and (c) policies that aim to increase awareness and safety in the workplace. Subcategories emerged within each of these three categories. Implementation of employment protection policies varies significantly across states. Implications for workplaces, practitioners, and policy leaders are discussed.

Health, equity, and reproductive risks in the workplace.

PubMed

Daniels, C R; Paul, M; Rosofsky, R

1990-01-01

Potential exposure to occupational reproductive hazards raises complex questions regarding health and gender discrimination in the workplace. On the one hand, growing scientific evidence suggests that workplace exposures to either sex can cause a wide range of disorders ranging from infertility to adverse pregnancy outcomes. On the other hand, policies alleging to protect workers from reproductive risks have often reinforced gender inequalities in the workplace. This article sheds new light on this continuing debate through an examination of the policy insights suggested by a recent study of reproductive hazard policies in Massachusetts. In what ways do policies evidenced in this study reflect or differ from historical patterns of protectionism? The article presents a political-legal review of reproductive hazard policies in the workplace, then examines the policy implications of the Massachusetts study, and finally presents the prescriptions for change that are implied by both the historical and contemporary evidence.

Longitudinal Associations of Smoke-Free Policies and Incident Cardiovascular Disease: CARDIA Study.

PubMed

Mayne, Stephanie L; Widome, Rachel; Carroll, Allison J; Schreiner, Pamela J; Gordon-Larsen, Penny; Jacobs, David R; Kershaw, Kiarri N

2018-05-07

Background -Smoke-free legislation has been associated with lower rates of cardiovascular disease hospital admissions in ecological studies. However, prior studies lacked detailed information on individual-level factors (eg, sociodemographic and clinical characteristics) that could potentially confound associations. Our objective was to estimate associations of smoke-free policies with incident cardiovascular disease in a longitudinal cohort after controlling for sociodemographics, cardiovascular disease risk factors, and policy covariates. Methods -Longitudinal data from 3783 black and white adults in the CARDIA study (Coronary Artery Risk Development in Young Adults; 1995-2015) were linked to state, county, and local 100% smoke-free policies in bars, restaurants, and nonhospitality workplaces by Census tract. Extended Cox regression estimated hazard ratios (HRs) of incident cardiovascular disease associated with time-dependent smoke-free policy exposures. Models were adjusted for sociodemographic characteristics, cardiovascular disease risk factors, state cigarette tax, participant-reported presence of a smoking ban at their workplace, field center, and metropolitan statistical area poverty. Results -During a median follow-up of 20 years (68 332 total personyears), 172 participants had an incident cardiovascular disease event (2.5 per 1000 person-years). Over the follow-up period, 80% of participants lived in areas with smoke-free policies in restaurants, 67% in bars, and 65% in nonhospitality workplaces. In fully adjusted models, participants living in an area with a restaurant, bar, or workplace smoke-free policy had a lower risk of incident cardiovascular disease compared with those in areas without smoke-free policies (HR, 0.75, 95% confidence interval, 0.49-1.15; HR, 0.76, 95% confidence interval, 0.47-1.24; HR, 0.54, 95% confidence interval, 0.34-0.86, respectively; HR, 0.58, 95% confidence interval, 0.33-1.00 for living in an area with all 3 types of policies compared with none). The estimated preventive fraction was 25% for restaurant policies, 24% for bar policies, and 46% for workplace policies. Conclusions -Consistent with prior ecological studies, these individual-based data add to the evidence that 100% smoke-free policies are associated with lower risk of cardiovascular disease among middle-aged adults.

Measuring Best Practices for Workplace Safety, Health, and Well-Being: The Workplace Integrated Safety and Health Assessment.

PubMed

Sorensen, Glorian; Sparer, Emily; Williams, Jessica A R; Gundersen, Daniel; Boden, Leslie I; Dennerlein, Jack T; Hashimoto, Dean; Katz, Jeffrey N; McLellan, Deborah L; Okechukwu, Cassandra A; Pronk, Nicolaas P; Revette, Anna; Wagner, Gregory R

2018-05-01

To present a measure of effective workplace organizational policies, programs, and practices that focuses on working conditions and organizational facilitators of worker safety, health and well-being: the workplace integrated safety and health (WISH) assessment. Development of this assessment used an iterative process involving a modified Delphi method, extensive literature reviews, and systematic cognitive testing. The assessment measures six core constructs identified as central to best practices for protecting and promoting worker safety, health and well-being: leadership commitment; participation; policies, programs, and practices that foster supportive working conditions; comprehensive and collaborative strategies; adherence to federal and state regulations and ethical norms; and data-driven change. The WISH Assessment holds promise as a tool that may inform organizational priority setting and guide research around causal pathways influencing implementation and outcomes related to these approaches.

Factors influencing physicians' choice of workplace: systematic review of drivers of attrition and policy interventions to address them.

PubMed

El Koussa, Maria; Atun, Rifat; Bowser, Diana; Kruk, Margaret E

2016-12-01

The movement of skilled physicians from the public to the private sector is a key constraint to achieving universal health coverage and is currently affecting health systems worldwide. This systematic review aims to assess factors influencing physicians' choice of workplace, and policy interventions for retaining physicians in the public sector. Five literature databases were searched. Studies were included in the review if they focused on at least one of the following criteria: (i) incentives or motivators for retaining physicians in the public sector, (ii) pull factors that encouraged physicians to move to the private sector, (iii) push factors that forced physicians to leave the public sector, (iv) policy interventions or case studies that addressed physician retention in the public sector, and (v) qualitative reviews of policy interventions that were implemented in different health system settings. Nineteen articles met the inclusion criteria. Six major themes that affected physicians' choice of workplace were identified including: financial incentives, career development, infrastructure and staffing, professional work environment, workload and autonomy. The majority of the studies suggested that the use of financial incentives was a motivator in retaining physicians in the public sector. The review also identified policy interventions including: regulatory controls, incentives and management reforms. Regulatory controls and incentives were the two most frequently reported policy interventions. While factors affecting physicians' choice of workplace are country specific, financial incentives and professional development are core factors. Other factors are highly influenced by context, and thus, it would be useful for future cross-country research to use standardized data collection tools, allowing comparison of contextual factors as well as the examination of how context affects physician retention in the public sector.

Factors influencing physicians’ choice of workplace: systematic review of drivers of attrition and policy interventions to address them

PubMed Central

El Koussa, Maria; Atun, Rifat; Bowser, Diana; Kruk, Margaret E

2016-01-01

Objectives The movement of skilled physicians from the public to the private sector is a key constraint to achieving universal health coverage and is currently affecting health systems worldwide. This systematic review aims to assess factors influencing physicians’ choice of workplace, and policy interventions for retaining physicians in the public sector. Methods Five literature databases were searched. Studies were included in the review if they focused on at least one of the following criteria: (i) incentives or motivators for retaining physicians in the public sector, (ii) pull factors that encouraged physicians to move to the private sector, (iii) push factors that forced physicians to leave the public sector, (iv) policy interventions or case studies that addressed physician retention in the public sector, and (v) qualitative reviews of policy interventions that were implemented in different health system settings. Results Nineteen articles met the inclusion criteria. Six major themes that affected physicians’ choice of workplace were identified including: financial incentives, career development, infrastructure and staffing, professional work environment, workload and autonomy. The majority of the studies suggested that the use of financial incentives was a motivator in retaining physicians in the public sector. The review also identified policy interventions including: regulatory controls, incentives and management reforms. Regulatory controls and incentives were the two most frequently reported policy interventions. Conclusion While factors affecting physicians’ choice of workplace are country specific, financial incentives and professional development are core factors. Other factors are highly influenced by context, and thus, it would be useful for future cross–country research to use standardized data collection tools, allowing comparison of contextual factors as well as the examination of how context affects physician retention in the public sector. PMID:27648254

Telework rationale and implementation for people with disabilities: considerations for employer policymaking.

PubMed

Moon, Nathan W; Linden, Maureen A; Bricout, John C; Baker, Paul M A

2014-01-01

Telework has been promoted as a viable workplace accommodation for people with disabilities since the 1990s, when information and communication technologies (ICT) had developed sufficiently to facilitate its widespread adoption. This initial research and accompanying policy recommendations were prescriptive in nature and frequently aimed at employers. This article adds to existing policy models for facilitating successful telework outcomes for people with disabilities. Drawing upon two studies by the Rehabilitation Engineering Research Center on Workplace Accommodations, we expound on employee-side considerations in the implementation of telework. Our policy model utilizes established typologies for policy evaluation to develop a process model that considers rationales and implementation factors for telework among people with physical disabilities. Telework may be used as an accommodation for disability, but employee rationales for telework are more complex, involving work-life balance, strategies for pain and fatigue not formally recognized as disability, and expediency in travel and transportation. Implementation of telework as a component of workplace operations is similarly multifaceted, involving non-technology accommodations to realize job restructuring left incomplete by telework. Our model grounds new empirical research in this area. We also renew our call for additional research on effective telework practices for people with disabilities.

Fieldcrest Cannon Workplace Literacy Modules for Supervisors. Alabama Partnership for Training.

ERIC Educational Resources Information Center

Alabama State Dept. of Education, Montgomery.

This packet contains eight learning modules developed for use in Fieldcrest Cannon workplace literacy classes for supervisors. The modules cover the following topics: (1) coaching/communication; (2) coaching/communication and motivation; (3) communication skills; (4) training/coaching; (5) time management; (6) policy and procedures; (7) safety;…

Getting Closer: Workplace Guidance for Lifelong Learning

ERIC Educational Resources Information Center

Plant, Peter; Turner, Bob

2005-01-01

The purposes of this article are twofold. First, it considers the policy links between guidance and lifelong learning, highlighting in particular the implications of findings from a recent study by the Organisation for Economic Co-operation and Development (OECD). Secondly, it critically compares two approaches to workplace guidance about…

Assessment of Student Learning Outcomes: Workplace, Family, and Community Roles

ERIC Educational Resources Information Center

Johnson, Cheryl A.; Heath, Claudia J.

2011-01-01

A project was conducted to assess Family Studies bachelor's degree graduates' use of learning outcomes from course competencies in personal finance, family lifespan development, intervention, and advocacy and policy, and to determine how they apply these learning outcomes to their workplace, family, and community roles. Alumni surveys completed by…

Sexual Harassment in the Workplace: When Are Hostile Comments Actionable?

ERIC Educational Resources Information Center

Schimmel, David

1994-01-01

In "Harris" the Supreme Court ruled that Title VII is violated when the workplace environment "would reasonably be perceived and is perceived as hostile or abusive." Schools and colleges, by developing appropriate policies, procedures, and educational programs, can substantially increase understanding about the legal aspects of…

Workplace and home smoking restrictions and racial/ethnic variation in the prevalence and intensity of current cigarette smoking among women by poverty status, TUS‐CPS 1998–1999 and 2001–2002

PubMed Central

Shavers, Vickie L; Fagan, Pebbles; Alexander, Linda A Jouridine; Clayton, Richard; Doucet, Jennifer; Baezconde‐Garbanati, Lourdes

2006-01-01

Study objective Recognition of the health consequences of exposure to environmental tobacco smoke has led government agencies and many employers to establish policies that restrict cigarette smoking in public and workplaces. This cross sectional study examines the association of workplace smoking policies and home smoking restrictions with current smoking among women. Design Participants were employed US women ages 18–64 who were self respondents to the 1998–1999 or 2000–2001 tobacco use supplement to the current population survey supplements. Cross tabulations and multivariate logistic regression analyses examine the association of selected demographic characteristics, occupation, income, workplace and home smoking policies/restrictions with current smoking, consumption patterns, and quit attempts among women by poverty level for five race/ethnic groups. Main results The prevalence of either having an official workplace or home smoking policy that completely banned smoking increased with increased distance from the poverty level threshold. A complete ban on home smoking was more frequently reported by African American and Hispanic women although Hispanic women less frequently reported an official workplace smoking policy. In general, policies that permitted smoking in the work area or at home were associated with a higher prevalence of current smoking but this varied by poverty level and race/ethnicity. Home smoking policies that permitted smoking were associated with lower adjusted odds of having a least one quit attempt for nearly all poverty level categories but there was no association between having one quit attempt and workplace policies. Conclusion Home smoking policies were more consistently associated with a lower prevalence of current smoking irrespective of poverty status or race/ethnicity than workplace policies. These findings underscore the importance of examining tobacco control policies in multiple domains (work and home) as well as by race/ethnicity and socioeconomic position. PMID:17708009

Workplace and home smoking restrictions and racial/ethnic variation in the prevalence and intensity of current cigarette smoking among women by poverty status, TUS-CPS 1998-1999 and 2001-2002.

PubMed

Shavers, Vickie L; Fagan, Pebbles; Alexander, Linda A Jouridine; Clayton, Richard; Doucet, Jennifer; Baezconde-Garbanati, Lourdes

2006-09-01

Recognition of the health consequences of exposure to environmental tobacco smoke has led government agencies and many employers to establish policies that restrict cigarette smoking in public and workplaces. This cross sectional study examines the association of workplace smoking policies and home smoking restrictions with current smoking among women. Participants were employed US women ages 18-64 who were self respondents to the 1998-1999 or 2000-2001 tobacco use supplement to the current population survey supplements. Cross tabulations and multivariate logistic regression analyses examine the association of selected demographic characteristics, occupation, income, workplace and home smoking policies/restrictions with current smoking, consumption patterns, and quit attempts among women by poverty level for five race/ethnic groups. The prevalence of either having an official workplace or home smoking policy that completely banned smoking increased with increased distance from the poverty level threshold. A complete ban on home smoking was more frequently reported by African American and Hispanic women although Hispanic women less frequently reported an official workplace smoking policy. In general, policies that permitted smoking in the work area or at home were associated with a higher prevalence of current smoking but this varied by poverty level and race/ethnicity. Home smoking policies that permitted smoking were associated with lower adjusted odds of having a least one quit attempt for nearly all poverty level categories but there was no association between having one quit attempt and workplace policies. Home smoking policies were more consistently associated with a lower prevalence of current smoking irrespective of poverty status or race/ethnicity than workplace policies. These findings underscore the importance of examining tobacco control policies in multiple domains (work and home) as well as by race/ethnicity and socioeconomic position.

Do workplace policies work? An examination of the relationship between alcohol and other drug policies and workers' substance use.

PubMed

Pidd, Ken; Kostadinov, Victoria; Roche, Ann

2016-02-01

There is growing interest in workplace policies as a strategy to prevent or manage alcohol and other drug (AOD) problems. This study is the first to explore the prevalence and impact of AOD policies in Australian workplaces using a nationally representative dataset. A secondary analysis of the 2010 National Drug Strategy Household Survey was conducted (n=13,590). Descriptive analyses explored the prevalence of AOD policies. Multinomial and logistic regression assessed the relationship between policies and health behaviours. Workplace AOD policies were associated with reduced employee substance use. Having any AOD policy in place was associated with significantly decreased odds of high risk drinking (OR: 0.61). In terms of specific policy types, policies on 'use' and 'use plus assistance' were associated with significantly decreased odds of high risk drinking (OR: 0.64 and 0.43, respectively). 'Comprehensive' policies were associated with significantly decreased odds of drug use (OR: 0.72). AOD policies were not significantly related to absence due to AOD use, attending work under the influence, or usually consuming AOD at work. These findings provide empirical support for the value and efficacy of policies to reduce alcohol and drug problems. While basic policies on 'use' were associated with a reduction in high risk drinking, more comprehensive policies were required to impact drug use. Notably, alcohol/drug testing in isolation does not appear to be related to reduced employee substance use. Scope exists for Australian workplaces to implement effective AOD policies. This could result in considerable benefits for both individuals and workplaces. Copyright © 2015 Elsevier B.V. All rights reserved.

Workplace smoking restrictions in China: results from a six county survey.

PubMed

Ma, Jiemin; Apelberg, Benjamin J; Avila-Tang, Erika; Yang, Gonghuan; Ma, Shaojun; Samet, Jonathan M; Stillman, Frances A

2010-10-01

To determine the coverage of smoking restriction policies in indoor workplaces in China and to assess the relationships between these restrictive policies and secondhand smoke (SHS) exposure and smoking behaviours. A cross-sectional household survey was conducted in six counties in Sichuan, Jiangxi and Henan provinces in 2004. Using a standardised questionnaire, information on demographic characteristics, knowledge, attitudes and behaviours related to smoking and SHS exposure was collected through face-to-face interviews by trained local investigators among 12 036 respondents. Of respondents, 2698 individuals worked mainly indoors and were included in data analysis. Only 28.5% of respondents reported that indoor workplaces had a smoke-free policy. Even when respondents reported smoke-free policies, 41.1% smokers reported that they were non-compliant with policies and smoked at work. In addition, 32.0% of non-smokers reported being exposed to SHS at work despite smoke-free policies. Non-smokers who reported no smoking restriction policies were 3.7 times more likely to be exposed to SHS than those working in smoke-free workplaces (adjusted OR 3.7, 95% CI 1.3 to 10.1). On average, respondents complying with smoke-free policies smoked 3.8 fewer cigarettes than those reporting no policies in their workplaces at a marginally non-significant level (p=0.06) (adjusted mean difference -3.8, 95% CI -8.0 to 0.5). In China, few workplaces have implemented policies to restrict smoking, and, even in workplaces that have policies, workers report exposure to SHS while at their places of employment. Many workers report a lack of compliance with smoke-free policies. China needs better implementation of SHS policies to promote compliance. Working to improve implementation of smoke-free policies would promote cessation since Chinese smokers who were compliant with these efforts reported smoking fewer cigarettes per day.

Babies and Briefcases: Creating a Family-Friendly Workplace for Fathers. Hearing before the Select Committee on Children, Youth, and Families. House of Representatives, One Hundred Second Congress, First Session.

ERIC Educational Resources Information Center

Congress of the U.S., Washington, DC. House Select Committee on Children, Youth, and Families.

Hearings on family-friendly workplaces for fathers were held in an effort to help create a corporate culture that allows fathers to take advantage of and support different workplace policies. Fathers' impact on children's development, and the reasons why it is important for fathers to be part of the parenting process, are examined. Representative…

Employer's Guide: A Time for Action on Sexual Harassment in the Workplace = Guide de L'Employeur: Les Enjeux du Harcelement Sexuel au Travail.

ERIC Educational Resources Information Center

Ontario Women's Directorate, Toronto.

Harassment, like other forms of violence against women, is not a new problem. It is not a problem that will just go away, but it can be stopped. This guide is designed for use by organizations and employers to help them develop policies and implement programs in their workplace that address workplace sexual harassment. It focuses on Canadian…

Mental Health in the Workplace: A Call to Action Proceedings From the Mental Health in the Workplace-Public Health Summit.

PubMed

Goetzel, Ron Z; Roemer, Enid Chung; Holingue, Calliope; Fallin, M Daniele; McCleary, Katherine; Eaton, William; Agnew, Jacqueline; Azocar, Francisca; Ballard, David; Bartlett, John; Braga, Michael; Conway, Heidi; Crighton, K Andrew; Frank, Richard; Jinnett, Kim; Keller-Greene, Debra; Rauch, Sara Martin; Safeer, Richard; Saporito, Dick; Schill, Anita; Shern, David; Strecher, Victor; Wald, Peter; Wang, Philip; Mattingly, C Richard

2018-04-01

The aim of the study was to declare a call to action to improve mental health in the workplace. We convened a public health summit and assembled an Advisory Council consisting of experts in the field of occupational health and safety, workplace wellness, and public policy to offer recommendations for action steps to improve health and well-being of workers. The Advisory Council narrowed the list of ideas to four priority projects. The recommendations for action include developing a mental health in the workplace (1) "how to" guide, (2) scorecard, (3) recognition program, and (4) executive training.

Mental Health in the Workplace: A Call to Action Proceedings from the Mental Health in the Workplace: Public Health Summit

PubMed Central

Goetzel, Ron Z.; Roemer, Enid Chung; Holingue, Calliope; Fallin, M. Daniele; McCleary, Katherine; Eaton, William; Agnew, Jacqueline; Azocar, Francisca; Ballard, David; Bartlett, John; Braga, Michael; Conway, Heidi; Crighton, K. Andrew; Frank, Richard; Jinnett, Kim; Keller-Greene, Debra; Rauch, Sara Martin; Safeer, Richard; Saporito, Dick; Schill, Anita; Shern, David; Strecher, Victor; Wald, Peter; Wang, Philip; Mattingly, C. Richard

2018-01-01

Objective To declare a call to action to improve mental health in the workplace. Methods We convened a public health summit and assembled an Advisory Council consisting of experts in the field of occupational health and safety, workplace wellness, and public policy to offer recommendations for action steps to improve health and well-being of workers. Results The Advisory Council narrowed the list of ideas to four priority projects. Conclusions The recommendations for action include developing a Mental Health in the Workplace 1) “How to” Guide, 2) Scorecard, 3) Recognition Program, and 4) Executive Training. PMID:29280775

Promoting Gender Equality at Work: Turning Vision into Reality for the Twenty-First Century.

ERIC Educational Resources Information Center

Date-Bah, Eugenia, Ed.

This document contains papers in which 12 experienced gender specialists examine the various developments and elements affecting women's participation as equal players in the workplace and propose actions and policies promoting sex equity in the workplace. The following papers are included: "Preface" (Mary Chinery-Hesse); "Introduction " (Eugenia…

Pilot Survey of Physician Assistants Regarding Lesbian, Gay, Bisexual, and Transgender Providers Suggests Role for Workplace Nondiscrimination Policies.

PubMed

Ewton, Tiffany A; Lingas, Elena O

2015-12-01

Lesbian, gay, bisexual, and transgender (LGBT) medical providers in the United States have historically faced discrimination from their peers. To assess current workplace culture and attitudes, and to evaluate awareness of workplace and professional policies regarding LGBT discrimination, we sent a cross-sectional survey to 163 PAs (Physician Assistants). Respondents had an overall positive attitude towards LGBT providers, yet the majority was not aware of relevant policy statements (>60%). A significant association existed between policy awareness and LGBT inclusivity (P<.025) and confidence reporting anti-gay harassment (P=.017). Despite improved societal attitudes toward LGBT providers, non-discriminatory work environments for LGBT physician assistants may relate to greater awareness of specific workplace policy standards.

Health and wellness policy ethics.

PubMed

Cavico, Frank J; Mujtaba, Bahaudin G

2013-08-01

This perspective is an ethical brief overview and examination of "wellness" policies in the modern workplace using practical examples and a general application of utilitarianism. Many employers are implementing policies that provide incentives to employees who lead a "healthy" lifestyle. The authors address how these policies could adversely affect "non-healthy" employees. There are a wide variety of ethical issues that impact wellness policies and practices in the workplace. The authors conclude that wellness programs can be ethical, while also providing a general reflective analysis of healthcare challenges in order to reflect on the externalities associated with such policies in the workplace.

Workplace smoking ban policy and smoking behavior.

PubMed

Kim, Beomsoo

2009-09-01

To evaluate the impact of the workplace smoking ban in South Korea, where the male smoking rate is high (57%), on smoking behavior and secondhand smoke exposure. A workplace smoking ban legislation implemented in April 2003 requires offices, meeting rooms, and lobbies located in larger than 3,000 square meter buildings (or 2,000 square meter multipurpose buildings) should be smoke free. A representative cross-sectional survey, the third wave (2005) of health supplements in the National Health Nutrition Survey of South Korea, was used to measure the impact of the 2003 workplace smoking ban implementation on smoking behavior. It contained 3,122 observations of adults 20 to 65 years old (excluding self-employed and non-working populations). A multivariate statistical model was used. The self-reported workplace smoking ban policy (full workplace ban, partial workplace ban, and no workplace ban) was used as the key measure. A full workplace smoking ban reduced the current smoking rate by 6.4 percentage points among all workers and also decreased the average daily consumption among smokers by 3.7 cigarettes relative to no smoking ban. Secondhand smoke showed a dramatic decrease of 86 percent (= -1.74/2.03)from the sample mean for full workplace ban. However, public anti-smoking campaign did not show any significant impact on smoking behavior. The full workplace ban policy is effective in South Korea. Male group showed bigger impact of smoking ban policy than female group. The public antismoking campaign did not show any effectiveness.

48 CFR 23.504 - Policy.

Code of Federal Regulations, 2012 CFR

2012-10-01

... ENVIRONMENT, ENERGY AND WATER EFFICIENCY, RENEWABLE ENERGY TECHNOLOGIES, OCCUPATIONAL SAFETY, AND DRUG-FREE WORKPLACE Drug-Free Workplace 23.504 Policy. (a) No offeror other than an individual shall be considered a... acquisition threshold, unless it agrees that it will provide a drug-free workplace by— (1) Publishing a...

48 CFR 23.504 - Policy.

Code of Federal Regulations, 2010 CFR

2010-10-01

... ENVIRONMENT, ENERGY AND WATER EFFICIENCY, RENEWABLE ENERGY TECHNOLOGIES, OCCUPATIONAL SAFETY, AND DRUG-FREE WORKPLACE Drug-Free Workplace 23.504 Policy. (a) No offeror other than an individual shall be considered a... acquisition threshold, unless it agrees that it will provide a drug-free workplace by— (1) Publishing a...

48 CFR 23.504 - Policy.

Code of Federal Regulations, 2014 CFR

2014-10-01

... ENVIRONMENT, ENERGY AND WATER EFFICIENCY, RENEWABLE ENERGY TECHNOLOGIES, OCCUPATIONAL SAFETY, AND DRUG-FREE WORKPLACE Drug-Free Workplace 23.504 Policy. (a) No offeror other than an individual shall be considered a... acquisition threshold, unless it agrees that it will provide a drug-free workplace by— (1) Publishing a...

48 CFR 23.504 - Policy.

Code of Federal Regulations, 2013 CFR

2013-10-01

... ENVIRONMENT, ENERGY AND WATER EFFICIENCY, RENEWABLE ENERGY TECHNOLOGIES, OCCUPATIONAL SAFETY, AND DRUG-FREE WORKPLACE Drug-Free Workplace 23.504 Policy. (a) No offeror other than an individual shall be considered a... acquisition threshold, unless it agrees that it will provide a drug-free workplace by— (1) Publishing a...

Annoyance from environmental tobacco smoke and support for no-smoking policies at eight large Dutch workplaces

PubMed Central

Willemsen, M. C.; de Vries, H.; Genders, R.

1996-01-01

OBJECTIVE: To collect descriptive data on annoyance from environmental tobacco smoke (ETS), attitudes toward smoking at the workplace, and support for a no-smoking policy. DESIGN: Survey of eight large companies in four sectors of Dutch industry. SUBJECTS: A representative sample of smoking and non-smoking employees (n = 1480). RESULTS: Thirty- five per cent of non-smoking employees felt it was "annoying" to "very annoying" when their colleagues smoked during worktime, and 78% thought a smoky work environment was harmful to their health. About two-thirds of non-smokers "sometimes" to "often" experienced annoyance from ETS at their workplace. The individual solution approach (no explicit policy) is not only rejected by most nonsmokers but also by many smokers. In three sectors of industry, there was much support among employees for a smoking ban except for work areas designated for smoking. CONCLUSIONS: These results could encourage more companies to implement smoking restrictions and they may be used as reference data by companies wanting to develop effective no-smoking policies. 


 PMID:8910995

Health and Wellness Policy Ethics

PubMed Central

Cavico, Frank J.; Mujtaba, Bahaudin G.

2013-01-01

This perspective is an ethical brief overview and examination of “wellness” policies in the modern workplace using practical examples and a general application of utilitarianism. Many employers are implementing policies that provide incentives to employees who lead a “healthy” lifestyle. The authors address how these policies could adversely affect “non-healthy” employees. There are a wide variety of ethical issues that impact wellness policies and practices in the workplace. The authors conclude that wellness programs can be ethical, while also providing a general reflective analysis of healthcare challenges in order to reflect on the externalities associated with such policies in the workplace. PMID:24596847

Gender Bias in the Workplace: Should Women be Marginalized in Engineering Job?

NASA Astrophysics Data System (ADS)

Kurniawan, Y.; Nurhaeni, I. D. A.; Mugijatna; Habsari, S. K.

2018-02-01

Research observing women marginalization in the workplace viewed from the endusers have not been widely conducted. This article discusses about gender bias in the workplace from the perspective of the end-users of vocational higher education in terms of first, the companies’ policies in the salary payment and second the availability of companies’ policies in fulfilling the gender needs for male and female employees graduating from vocational schools. The research employing gender analysis was conducted in the Ex-Residency of Surakarta, Central Java Indonesia. The data were collected through documentation studies. The result shows that both male and female entrepreneurs have gender-biased view of women’s and men’s positions within the companies. Consequently, women’s salary tends to be lower than that of men for the same job and the companies were still not responsive to the different needs of women and men. Accordingly, local government should supervise the companies to implement gender mainstreaming in the workplace, especially in the employees’ career development and give rewards to companies implementing gender equality and otherwise give punishment to companies which have marginalized women in the workplace.

Does the Reality of Workplace Training Match the Theory?: An Analysis of Public Sector Employees' Training Decisions

ERIC Educational Resources Information Center

O'Keefe, Sue; Crase, Lin; Dollery, Brian

2007-01-01

The provision of, and participation in, workplace training and development has received significant recent attention in Australia in the face of rapid technological change, an ageing labour force and a growing skill shortage. Accordingly, many organisations have put in place policies and practices that ostensibly aim to encourage and support…

"Will my work affect my pregnancy?" Resources for anticipating and answering patients' questions.

PubMed

Grajewski, Barbara; Rocheleau, Carissa M; Lawson, Christina C; Johnson, Candice Y

2016-05-01

Authoritative information on occupational reproductive hazards is scarce and complex because exposure levels vary, multiple exposures may be present, and the reproductive toxicity of many agents remains unknown. For these reasons, women's health providers may find it challenging to effectively address workplace reproductive health issues with their patients who are pregnant, breast-feeding, or considering pregnancy. Reproductive epidemiologists at the Centers for Disease Control and Prevention National Institute for Occupational Safety and Health answered >200 public requests for occupational reproductive health information during 2009 through 2013. The most frequent occupations represented were health care (41%) and laboratory work (18%). The most common requests for exposure information concerned solvents (14%), anesthetic gases (10%), formaldehyde (7%), infectious agents in laboratories (7%) or health care settings (7%), and physical agents (14%), including ionizing radiation (6%). Information for developing workplace policies or guidelines was sought by 12% of the requestors. Occupational exposure effects on breast-feeding were an increasing concern among working women. Based on information developed in response to these requestors, information is provided for discussing workplace exposures with patients, assessing potential workplace reproductive hazards, and helping patients determine the best options for safe work in pregnancy. Appendices provide resources to address specific occupational exposures, employee groups, personal protective equipment, breast-feeding, and workplace regulations regarding work and pregnancy. These tools can help identify those most at risk of occupational reproductive hazards and improve workers' reproductive health. The information can also be used to inform research priorities and assist the development of workplace reproductive health policies. Published by Elsevier Inc.

Registered nurses' attitudes toward the protection of gays and lesbians in the workplace.

PubMed

Blackwell, Christopher W

2008-10-01

This study explores the attitudes of registered nurses toward a nondiscrimination policy in the workplace protective of gays and lesbians and the overall homophobia of nurses. A potential sample of 520 registered nurses licensed in Florida was randomly selected from the state Board of Nursing licensee database. In all, 165 surveys were used in the analysis of the data. Structural equation modeling indicated that support of a nondiscrimination policy protective of gay men and lesbians in the workplace was negatively correlated with homophobia with a critical ratio value of -4.01. Nonsupport of a nondiscrimination policy was positively correlated with homophobia with a critical ratio value of 3.23. This finding suggests that the inclusion of workplace policies protective of gay men and lesbians might help decrease homophobic and discriminatory treatment that gay and lesbian nurses often encounter in the workplace.

41 CFR 102-79.110 - What Integrated Workplace policy must Federal agencies strive to promote?

Code of Federal Regulations, 2012 CFR

2012-01-01

... 41 Public Contracts and Property Management 3 2012-01-01 2012-01-01 false What Integrated... Property Management Federal Property Management Regulations System (Continued) FEDERAL MANAGEMENT... Integrated Workplace § 102-79.110 What Integrated Workplace policy must Federal agencies strive to promote...

41 CFR 102-79.110 - What Integrated Workplace policy must Federal agencies strive to promote?

Code of Federal Regulations, 2013 CFR

2013-07-01

... 41 Public Contracts and Property Management 3 2013-07-01 2013-07-01 false What Integrated... Property Management Federal Property Management Regulations System (Continued) FEDERAL MANAGEMENT... Integrated Workplace § 102-79.110 What Integrated Workplace policy must Federal agencies strive to promote...

41 CFR 102-79.110 - What Integrated Workplace policy must Federal agencies strive to promote?

Code of Federal Regulations, 2014 CFR

2014-01-01

... 41 Public Contracts and Property Management 3 2014-01-01 2014-01-01 false What Integrated... Property Management Federal Property Management Regulations System (Continued) FEDERAL MANAGEMENT... Integrated Workplace § 102-79.110 What Integrated Workplace policy must Federal agencies strive to promote...

Law in practice: obstacles to a smokefree workplace policy in bars serving Asian patrons.

PubMed

Antin, Tamar M J; Moore, Roland S; Lee, Juliet P; Satterlund, Travis D

2010-04-01

The California smokefree workplace ordinance (AB13) has been well-received, even in bars where deeply established traditions of smoking may exist. However, a closer investigation of bars where indoor smoking persists revealed that bar workers in some ethnic minority communities continue to be exposed to secondhand smoke in their workplaces. To identify sociocultural factors that may impede the adoption of AB13, the researchers conducted 150 observations and 29 patron and staff interviews in 50 California bars serving Asian patrons in Los Angeles and San Francisco counties. Observers witnessed indoor smoking in 82% of the bars. Interviews revealed that social relationships, social interactions, and a tendency to avoid confrontation complicated the positive reception of AB13 within these bars. Accounting for sociocultural factors provides a nuanced understanding of the challenges involved in implementing tobacco control policy in such diverse settings and may allow for culturally appropriate tobacco policy development and implementation in other jurisdictions.

Workplace mental health: developing an integrated intervention approach.

PubMed

LaMontagne, Anthony D; Martin, Angela; Page, Kathryn M; Reavley, Nicola J; Noblet, Andrew J; Milner, Allison J; Keegel, Tessa; Smith, Peter M

2014-05-09

Mental health problems are prevalent and costly in working populations. Workplace interventions to address common mental health problems have evolved relatively independently along three main threads or disciplinary traditions: medicine, public health, and psychology. In this Debate piece, we argue that these three threads need to be integrated to optimise the prevention of mental health problems in working populations. To realise the greatest population mental health benefits, workplace mental health intervention needs to comprehensively 1) protect mental health by reducing work-related risk factors for mental health problems; 2) promote mental health by developing the positive aspects of work as well as worker strengths and positive capacities; and 3) address mental health problems among working people regardless of cause. We outline the evidence supporting such an integrated intervention approach and consider the research agenda and policy developments needed to move towards this goal, and propose the notion of integrated workplace mental health literacy. An integrated approach to workplace mental health combines the strengths of medicine, public health, and psychology, and has the potential to optimise both the prevention and management of mental health problems in the workplace.

Overview of Disability Employment Policy and Rehabilitation Practice in Australia: Implications for Rehabilitation Counselor Education

ERIC Educational Resources Information Center

Matthews, Lynda R.; Buys, Nicholas J.; Crocker, Ruth; Degeneffe, Charles Edmund

2007-01-01

This article provides an overview of the development of disability employment policy and rehabilitation services in Australia. In particular, it focuses on recent legislative and policy changes that attempt to address the high rates of welfare dependency, low employment rates and workplace discrimination experienced by people with disabilities. An…

Sexual Harassment Solutions at Work. Profiles of Successful Policy and Practice.

ERIC Educational Resources Information Center

Phelan, Colleen

This publication profiles the successful efforts of eight organizations to develop programs and policies to prevent sexual harassment in their workplaces. The profiles highlight a facet of each organization's efforts. An introduction offers a blueprint for action. The first profile is a look at US West and the key elements for developing and…

Student Teachers' Workplace-Based Learning in Sweden on Early Childhood Education for Sustainability: Experiences in Practice Settings

ERIC Educational Resources Information Center

Ärlemalm-Hagsér, Eva

2017-01-01

Workplace-based learning experiences are integral to early childhood teacher education. In Sweden, the objectives of early childhood teacher education programmes require students to develop knowledge and skills about education for sustainability (EfS), in accordance with national policy documents. This includes how to work with EfS in everyday…

National policies for the promotion of physical activity and healthy nutrition in the workplace context: a behaviour change wheel guided content analysis of policy papers in Finland.

PubMed

Seppälä, Tuija; Hankonen, Nelli; Korkiakangas, Eveliina; Ruusuvuori, Johanna; Laitinen, Jaana

2017-08-02

Health policy papers disseminate recommendations and guidelines for the development and implementation of health promotion interventions. Such documents have rarely been investigated with regard to their assumed mechanisms of action for changing behaviour. The Theoretical Domains Framework (TDF) and Behaviour Change Techniques (BCT) Taxonomy have been used to code behaviour change intervention descriptions, but to our knowledge such "retrofitting" of policy papers has not previously been reported. This study aims first to identify targets, mediators, and change strategies for physical activity (PA) and nutrition behaviour change in Finnish policy papers on workplace health promotion, and second to assess the suitability of the Behaviour Change Wheel (BCW) approach for this purpose. We searched all national-level health policy papers effectual in Finland in August 2016 focusing on the promotion of PA and/or healthy nutrition in the workplace context (n = 6). Policy recommendations targeting employees' nutrition and PA including sedentary behaviour (SB) were coded using BCW, TDF, and BCT Taxonomy. A total of 125 recommendations were coded in the six policy papers, and in two additional documents referenced by them. Psychological capability, physical opportunity, and social opportunity were frequently identified (22%, 31%, and 24%, respectively), whereas physical capability was almost completely absent (1%). Three TDF domains (knowledge, skills, and social influence) were observed in all papers. Multiple intervention functions and BCTs were identified in all papers but several recommendations were too vague to be coded reliably. Influencing individuals (46%) and changing the physical environment (44%) were recommended more frequently than influencing the social environment (10%). The BCW approach appeared to be useful for analysing the content of health policy papers. Paying more attention to underlying assumptions regarding behavioural change processes may help to identify neglected aspects in current policy, and to develop interventions based on recommendations, thus helping to increase the impact of policy papers.

Health educators in the workplace: helping companies respond to the AIDS crisis.

PubMed

Bauman, L J; Aberth, J

1986-01-01

As the number of cases of AIDS increases, more and more companies will have to decide how to handle employees with AIDS and those at high risk. AIDS creates medical, legal, and ethical issues in the workplace, all of which are emotional and complex; managers need expert assistance to guide their decision-making and policy development. This article identifies various dimensions of the AIDS-related issues emerging in corporations nationwide, including: confidentiality, the right of patients to work, benefits and insurance, HTLV-III screening, fears of contagion among workers, needs of companies to avoid financial and legal exposure, and effects on worker productivity. Health educators are in a unique position to contribute to the satisfactory resolution of AIDS-related problems in the workplace through their training and experience in education, policy development and the relevant legal and ethical issues in the health care field. However, they will have to initiate discussions with corporation executives themselves in order to reach this most important audience.

Smoke-free air policies: past, present and future.

PubMed

Hyland, Andrew; Barnoya, Joaquin; Corral, Juan E

2012-03-01

Smoke-free policies have been an important tobacco control intervention. As recently as 20 years ago, few communities required workplaces and hospitality venues to be smoke-free, but today approximately 11% of the world's population live in countries with laws that require these places to be smoke-free. This paper briefly summarises important milestones in the history of indoor smoke-free policies, the role of scientific research in facilitating their adoption, a framework for smoke-free policy evaluation and industry efforts to undermine regulations. At present, smoke-free policies centre on workplaces, restaurants and pubs. In addition, many jurisdictions are now beginning to implement policies in outdoor areas and in shared multiunit housing settings. The future of smoke-free policy development depends on credible scientific data that documents the health risks of secondhand smoke exposure. Over the next 20 years smoke-free policies will very likely extend to outdoor and private areas, and changes in the types of tobacco products that are consumed may also have implications for the nature and scope of the smoke-free policies of the future.

Workplace Policies and Mental Health among Working-Class, New Parents

PubMed Central

Perry-Jenkins, Maureen; Smith, JuliAnna Z.; Wadsworth, Lauren Page; Halpern, Hillary Paul

2017-01-01

Little research has explored linkages between workplace policies and mental health in working-class, employed parents, creating a gap in our knowledge of work-family issues across social class levels. The current U.S. study addresses this gap by employing hierarchical linear modeling techniques to examine how workplace policies and parental leave benefits predicted parents' depressive symptoms and anxiety in a sample of 125, low-income, dual-earner couples interviewed across the transition to parenthood. Descriptive analyses revealed that, on average, parents had few workplace policies, such as schedule flexibility or child care supports, available to them. Results revealed, however, that, when available, schedule flexibility was related to fewer depressive symptoms and less anxiety for new mothers. Greater child care supports predicted fewer depressive symptoms for fathers. In terms of crossover effects, longer maternal leave predicted declines in fathers' anxiety across the first year. Results are discussed with attention to how certain workplace policies may serve to alleviate new parents' lack of time and resources (minimize scarcity of resources) and, in turn, predict better mental health during the sensitive period of new parenthood. PMID:29242705

Smoking at the workplace: Effects of genetic and environmental causal accounts on attitudes towards smoking employees and restrictive policies

PubMed Central

Dar-Nimrod, Ilan; Zuckerman, Miron; Duberstein, Paul

2014-01-01

People hold diverse beliefs regarding the etiologies of individual and group differences in behaviors which, in turn, might affect their attitudes and behaviors. It is important to establish how perceived etiologies for smoking might affect the effectiveness of policy initiatives and prevention efforts. The present study assessed whether exposure to genetic vs. environmental accounts for smoking affects attitudes towards a) workplace-related smoking policies and b) smokers at the workplace. Results indicate that exposure to a genetic explanation led to stronger objections to a smoking restrictive policy compared with a non-genetic explanation. Additionally, participants in the genetic condition were more accepting of a smoker in the workplace than in the environmental condition. Evidently, beliefs about the etiology of smoking influence a range of attitudes related to smokers and smoking related policies. PMID:25530710

Policies aren't enough: the importance of interpersonal communication about workplace breastfeeding support.

PubMed

Anderson, Jenn; Kuehl, Rebecca A; Drury, Sara A Mehltretter; Tschetter, Lois; Schwaegerl, Mary; Hildreth, Marilyn; Bachman, Charlotte; Gullickson, Heidi; Yoder, Julia; Lamp, Jamison

2015-05-01

Formal policies can establish guidelines and expectations for workplace breastfeeding support. However, interpersonal communication between employees and managers is the context where such policies are explained, negotiated, and implemented. As such, this article focuses on interpersonal communication about breastfeeding support in the workplace. The objective of this article is to describe interpersonal communication related to workplace breastfeeding support. We conducted 3 focus groups with 23 business representatives from a rural city in the Midwest United States. Participants were recruited through the area chamber of commerce. We analyzed the transcripts of the focus groups and derived themes related to the study objective. Our analysis of responses from business representatives in the focus groups revealed 3 major themes about interpersonal communication concerning breastfeeding support in the workplace: (1) interpersonal communication may be more important than written communication for enacting breastfeeding support, (2) multiple factors (age, sex, and power dynamics) complicate the interpersonal communication required to enact breastfeeding support in local businesses, and (3) positive interpersonal communication strategies may improve the success of workplace breastfeeding support. Interpersonal communication between employees and managers is where the specifics of workplace breastfeeding support (eg, policies) are determined and applied. Interpersonal communication about breastfeeding can be challenging due to issues such as age, sex, and power dynamics. However, positive and open interpersonal communication can enhance workplace breastfeeding support. © The Author(s) 2015.

Occupational health and safety management practices and musculoskeletal disorders in aged care.

PubMed

Oakman, Jodi; Bartram, Timothy

2017-05-15

Purpose The purpose of this paper is to examine whether occupational health and safety (OHS) management used to manage musculoskeletal disorders (MSDs) in the aged care sector reflects contemporary research evidence of best practice to reduce the incidence of these disorders. Design/methodology/approach In total, 58 interviews were conducted with managers and supervisors in the aged care sector across four organisations in Australia. Policies and procedures relating to MSDs were reviewed for each organisation. Findings Policies and procedures for managing MSDs do not reflect contemporary evidence, which supports a complex aetiology, related to a range of physical and psychosocial workplace factors. Despite strong evidence that psychosocial factors contribute to MSD development, these were not included in the policies and procedures reviewed. Findings from the interviews management practices including leadership and various components of HRM were functioning well but fragmentation was evident due to the challenging nature of the aged care sector. Practical implications To address the significant burden of MSDs in the aged care sector, policies and procedures need to include coverage of psychosocial and physical workplace factors. The development of systematic and integrated OHS management at the workplace level may play an important role in the effective management of MSDs. Originality/value This study offers insights into the previously unexplored area of MSD risk management and the role of management practices such as HRM in the aged care sector.

Affirmative Action in Education and Black Economic Empowerment in the Workplace in South Africa since 1994: Policies, Strengths and Limitations

ERIC Educational Resources Information Center

Herman, Harold D.

2017-01-01

This paper explains the concepts of Affirmative Action (AA) and Black Economic Empowerment (BEE) and the policies developed in post-Apartheid South Africa. It compares it to similar policies adopted in different contexts in Malaysia, India and the U.S.A. It explains and critiques the South African policies on AA and BEE, its history since 1994 and…

48 CFR 223.570-1 - Policy.

Code of Federal Regulations, 2013 CFR

2013-10-01

... DEFENSE SOCIOECONOMIC PROGRAMS ENVIRONMENT, ENERGY AND WATER EFFICIENCY, RENEWABLE ENERGY TECHNOLOGIES, OCCUPATIONAL SAFETY, AND DRUG-FREE WORKPLACE Drug-Free Workplace 223.570-1 Policy. DoD policy is to ensure that its contractors maintain a program for achieving a drug-free work force. [57 FR 32737, July 23, 1992...

48 CFR 223.570-1 - Policy.

Code of Federal Regulations, 2011 CFR

2011-10-01

... DEFENSE SOCIOECONOMIC PROGRAMS ENVIRONMENT, ENERGY AND WATER EFFICIENCY, RENEWABLE ENERGY TECHNOLOGIES, OCCUPATIONAL SAFETY, AND DRUG-FREE WORKPLACE Drug-Free Workplace 223.570-1 Policy. DoD policy is to ensure that its contractors maintain a program for achieving a drug-free work force. [57 FR 32737, July 23, 1992...

48 CFR 223.570-1 - Policy.

Code of Federal Regulations, 2010 CFR

2010-10-01

... DEFENSE SOCIOECONOMIC PROGRAMS ENVIRONMENT, ENERGY AND WATER EFFICIENCY, RENEWABLE ENERGY TECHNOLOGIES, OCCUPATIONAL SAFETY, AND DRUG-FREE WORKPLACE Drug-Free Workplace 223.570-1 Policy. DoD policy is to ensure that its contractors maintain a program for achieving a drug-free work force. [57 FR 32737, July 23, 1992...

48 CFR 223.570-1 - Policy.

Code of Federal Regulations, 2012 CFR

2012-10-01

... DEFENSE SOCIOECONOMIC PROGRAMS ENVIRONMENT, ENERGY AND WATER EFFICIENCY, RENEWABLE ENERGY TECHNOLOGIES, OCCUPATIONAL SAFETY, AND DRUG-FREE WORKPLACE Drug-Free Workplace 223.570-1 Policy. DoD policy is to ensure that its contractors maintain a program for achieving a drug-free work force. [57 FR 32737, July 23, 1992...

48 CFR 223.570-1 - Policy.

Code of Federal Regulations, 2014 CFR

2014-10-01

... DEFENSE SOCIOECONOMIC PROGRAMS ENVIRONMENT, ENERGY AND WATER EFFICIENCY, RENEWABLE ENERGY TECHNOLOGIES, OCCUPATIONAL SAFETY, AND DRUG-FREE WORKPLACE Drug-Free Workplace 223.570-1 Policy. DoD policy is to ensure that its contractors maintain a program for achieving a drug-free work force. [57 FR 32737, July 23, 1992...

The cost of alcohol in the workplace in Belgium.

PubMed

Tecco, Juan; Jacques, Denis; Annemans, Lieven

2013-09-01

It has been suggested that alcohol problems have a major impact in the workplace. It has long been recognized that misuse can have serious consequences for the productivity of workers. The extent of the problem is still an uncalculated cost. Few studies provide clear evidence of a cause, effect or relationship between substance abuse and workplace costs and valuable guidance to employers in evaluating the cost of substance abuse in their workplaces is missing. To estimate the awareness, policies and cost to employers of drinking in the workplace in Belgium and to illustrate the potential gains from drinking cessation provision. Costs vary with type of industry and policy in place; therefore, to estimate these costs, results from a survey were combined with evidence drawn from a review of literature. An Internet survey of 216 workplaces in Belgium, based on a stratified random sample of workplaces with 50 or more employees, was conducted in 2005. Further information was collected from 150 occupational physicians. Additional evidence was compiled from a review of the literature of drinking-related costs. 216 General Directors or HR Directors completed a questionnaire related to awareness, policy and costs. 150 occupational physicians completed a questionnaire related to awareness and policy. Companies are unaware or underestimate alcohol misuse among their employees. At least 84% of companies have no education or information policy about substance abuse. Absenteeism, accidents and turnover account for 0.87% of the wage bill. Reduced productivity/ (presenteeism accounts for 2.8%. The construction industry, postal services, hospitality industry (hotel/restaurants and catering) and sanitation industry (collection, street cleaning) are the most problematic sectors. Awareness: many companies are totally unaware of the impact of substance abuse and those that are aware underestimate the problem. Sectors are heterogeneous; some are more problematic than others. Policy: although there is a link between policy and consumption, few companies have a clear substance abuse policy. Cost: reduced productivity is perceived as the most important cost.

AIDS in the Workplace: Fighting Fear with Facts and Policy.

ERIC Educational Resources Information Center

Lutgen, Lorraine

1987-01-01

The author provides background on Acquired Immune Deficiency Syndrome (AIDS) and reviews employers' responsibilities both to infected employees and all employees. She recommends that organizations develop a policy on the issue, including when AIDS testing will be used. AIDS training of all employees is discussed. (CH)

Do Workplace Flexibility Policies Influence Time Spent in Domestic Labor?

ERIC Educational Resources Information Center

Noonan, Mary C.; Estes, Sarah Beth; Glass, Jennifer L.

2007-01-01

Using data from a U.S. midwestern sample of mothers and fathers, the authors examine whether using workplace flexibility policies alters time spent in housework and child care. They hypothesize that an individual's policy use will lead to more time in domestic labor and that his or her spouse's policy use will lead to less time in domestic labor.…

School and work status, drug-free workplace protections, and prescription drug misuse among Americans ages 15-25.

PubMed

Miller, Ted; Novak, Scott P; Galvin, Deborah M; Spicer, Rebecca S; Cluff, Laurie; Kasat, Sandeep

2015-03-01

We assessed the prevalence and characteristics of prescription drug misuse among youth ages 15-25 to examine differences by student and employment status, and associations with workplace antidrug policies and programs. Multivariate logistic regressions analyzed associations in weighted data on the 20,457 young adults in the combined 2004-2008 National Surveys on Drug Use and Health. Demographic controls included sex, race, community size, and age group. After we accounted for demographic controls, at ages 15-25, students were less likely than nonstudents to misuse prescription drugs. Segmenting student from nonstudent groups, working consistently was associated with a further reduction in misuse for those ages 18-25. When we controlled for demographics and substance use history, both Employee Assistance Program (EAP) services and awareness that one's employer had a drug-free workplace policy were associated with significantly lower misuse of prescription drugs (OR = 0.85 for each program, 95% CI [0.73, 1.00] and [0.72, 1.00]). Associations of workplace antidrug policies and programs with marijuana use and with Diagnostic and Statistical Manual for Mental Disorders, Fourth Edition, criteria for alcohol abuse and dependence contrasted sharply with these patterns. All four aspects were significantly associated with lower marijuana use. None was associated with problem drinking. Protective effects of drug-free workplace policy and EAPs persist after other substance use was controlled for. Comparing the effects of workplace programs on illicit drug use and problem drinking versus prescription misuse suggests that those protective associations do not result from selection bias. Thus, drug-free workplace policies and EAPs appear to help protect younger workers against prescription misuse. If workplace substance use disorder programs focused prevention messages and interventions on prescription drug misuse, their impact on misuse might increase.

Workplace mental health: developing an integrated intervention approach

PubMed Central

2014-01-01

Background Mental health problems are prevalent and costly in working populations. Workplace interventions to address common mental health problems have evolved relatively independently along three main threads or disciplinary traditions: medicine, public health, and psychology. In this Debate piece, we argue that these three threads need to be integrated to optimise the prevention of mental health problems in working populations. Discussion To realise the greatest population mental health benefits, workplace mental health intervention needs to comprehensively 1) protect mental health by reducing work–related risk factors for mental health problems; 2) promote mental health by developing the positive aspects of work as well as worker strengths and positive capacities; and 3) address mental health problems among working people regardless of cause. We outline the evidence supporting such an integrated intervention approach and consider the research agenda and policy developments needed to move towards this goal, and propose the notion of integrated workplace mental health literacy. Summary An integrated approach to workplace mental health combines the strengths of medicine, public health, and psychology, and has the potential to optimise both the prevention and management of mental health problems in the workplace. PMID:24884425

Workplace Violence Training Programs for Health Care Workers: An Analysis of Program Elements.

PubMed

Arbury, Sheila; Hodgson, Michael; Zankowski, Donna; Lipscomb, Jane

2017-06-01

Commercial workplace violence (WPV) prevention training programs differ in their approach to violence prevention and the content they present. This study reviews 12 such programs using criteria developed from training topics in the Occupational Safety and Health Administration's (OSHA) Guidelines for Preventing Workplace Violence for Healthcare and Social Service Workers and a review of the WPV literature. None of the training programs addressed all the review criteria. The most significant gap in content was the lack of attention to facility-specific risk assessment and policies. To fill this gap, health care facilities should supplement purchased training programs with specific training in organizational policies and procedures, emergency action plans, communication, facility risk assessment, and employee post-incident debriefing and monitoring. Critical to success is a dedicated program manager who understands risk assessment, facility clinical operations, and program management and evaluation.

Development and Pilot Test of the Workplace Readiness Questionnaire, a Theory-Based Instrument to Measure Small Workplaces' Readiness to Implement Wellness Programs.

PubMed

Hannon, Peggy A; Helfrich, Christian D; Chan, K Gary; Allen, Claire L; Hammerback, Kristen; Kohn, Marlana J; Parrish, Amanda T; Weiner, Bryan J; Harris, Jeffrey R

2017-01-01

To develop a theory-based questionnaire to assess readiness for change in small workplaces adopting wellness programs. In developing our scale, we first tested items via "think-aloud" interviews. We tested the revised items in a cross-sectional quantitative telephone survey. The study setting comprised small workplaces (20-250 employees) in low-wage industries. Decision-makers representing small workplaces in King County, Washington (think-aloud interviews, n = 9), and the United States (telephone survey, n = 201) served as study subjects. We generated items for each construct in Weiner's theory of organizational readiness for change. We also measured workplace characteristics and current implementation of workplace wellness programs. We assessed reliability by coefficient alpha for each of the readiness questionnaire subscales. We tested the association of all subscales with employers' current implementation of wellness policies, programs, and communications, and conducted a path analysis to test the associations in the theory of organizational readiness to change. Each of the readiness subscales exhibited acceptable internal reliability (coefficient alpha range, .75-.88) and was positively associated with wellness program implementation ( p < .05). The path analysis was consistent with the theory of organizational readiness to change, except change efficacy did not predict change-related effort. We developed a new questionnaire to assess small workplaces' readiness to adopt and implement evidence-based wellness programs. Our findings also provide empirical validation of Weiner's theory of readiness for change.

Sun Safety at Work Canada: a multiple case-study protocol to develop sun safety and heat protection programs and policies for outdoor workers.

PubMed

Kramer, Desre M; Tenkate, Thomas; Strahlendorf, Peter; Kushner, Rivka; Gardner, Audrey; Holness, D Linn

2015-07-10

CAREX Canada has identified solar ultraviolet radiation (UV) as the second most prominent carcinogenic exposure in Canada, and over 75 % of Canadian outdoor workers fall within the highest exposure category. Heat stress also presents an important public health issue, particularly for outdoor workers. The most serious form of heat stress is heat stroke, which can cause irreversible damage to the heart, lungs, kidneys, and liver. Although the need for sun and heat protection has been identified, there is no Canada-wide heat and sun safety program for outdoor workers. Further, no prevention programs have addressed both skin cancer prevention and heat stress in an integrated approach. The aim of this partnered study is to evaluate whether a multi-implementation, multi-evaluation approach can help develop sustainable workplace-specific programs, policies, and procedures to increase the use of UV safety and heat protection. This 2-year study is a theory-driven, multi-site, non-randomized study design with a cross-case analysis of 13 workplaces across four provinces in Canada. The first phase of the study includes the development of workplace-specific programs with the support of the intensive engagement of knowledge brokers. There will be a three-points-in-time evaluation with process and impact components involving the occupational health and safety (OHS) director, management, and workers with the goal of measuring changes in workplace policies, procedures, and practices. It will use mixed methods involving semi-structured key informant interviews, focus groups, surveys, site observations, and UV dosimetry assessment. Using the findings from phase I, in phase 2, a web-based, interactive, intervention planning tool for workplaces will be developed, as will the intensive engagement of intermediaries such as industry decision-makers to link to policymakers about the importance of heat and sun safety for outdoor workers. Solar UV and heat are both health and safety hazards. Using an occupational health and safety risk assessment and control framework, Sun Safety at Work Canada will support workplaces to assess their exposure risks, implement control strategies that build on their existing programs, and embed the controls into their existing occupational health and safety system.

Is There a Gap in Our Military’s Sexual Harassment Policy Between Senior Leaders and Commanders Who Implement the Policy

DTIC Science & Technology

1999-04-01

Sexual Harassment in the Workplace : How...harassment within their unit Preventive Tools Prevention is the best tool to eliminate sexual harassment in the workplace . Employers are encouraged to...Training, 23 February 1994 11 Wagner, Ellen J., Sexual Harassment in the Workplace , ”How to Prevent, Investigate and Resolve Problems In Your

The Experience of Childbearing Women in the Workplace: The Impact of Family-Friendly Policies and Practices. Final Report.

ERIC Educational Resources Information Center

Piotrkowski, Chaya S.; And Others

Secondary analyses of data collected in the Mothers in the Workplace study examined how family-relevant workplace policies and practices may influence childbearing women's labor force participation during pregnancy and after childbirth. It focused on 2,375 women who held wage and salary jobs during pregnancy and 1,761 of these women who were…

Tobacco free workplace policies and low socioeconomic status female bartenders in San Francisco.

PubMed

Moore, Roland S; Lee, Juliet P; Antin, Tamar M J; Martin, Scott E

2006-09-01

Multiple studies have found that, compared with employees in other settings, workers in bars and restaurants have been exposed to high levels of secondhand smoke, putting them at increased risk for health complications. Among these bar employees are many women of low socioeconomic status (SES). Smoke free workplace ordinances have been extended to bars and restaurants in cities and states throughout the USA; some bars, however, continue to be out of compliance with these laws. The objective of this study is to assess the relation between bartender gender and smoke free workplace compliance in bars. This paper reports on analyses of observational data on compliance with smoke free workplace policy in 121 randomly selected bars together with qualitative data from semi-structured interviews with bartenders and patrons in bars. San Francisco County bars. Findings from this research showed that smoke free policy non-compliance was associated with bars in which women were bartenders, increasing their tobacco exposure compared with male bartenders. In interviews, although some female bartenders expressed ambivalence toward the smoke free ordinance, many others described experiencing positive health and social consequences when the bars in which they worked could eliminate interior smoking. The analyses presented here shed light on the benefits of improving the workplace environment for low SES female bartenders through the extension of strong smoke free workplace policies to all workplaces, including bars.

Workplace Faculty Friendships and Work-Family Culture

ERIC Educational Resources Information Center

Watanabe, Megumi; Falci, Christina

2017-01-01

Although various work-family policies are available to faculty members, many underuse these policies due to concerns about negative career consequences. Therefore, we believe it is important to develop an academic work culture that is more supportive of work-family needs. Using network data gathered from faculty members at a Midwestern university,…

21 CFR 1405.635 - Drug-free workplace.

Code of Federal Regulations, 2012 CFR

2012-04-01

... 21 Food and Drugs 9 2012-04-01 2012-04-01 false Drug-free workplace. 1405.635 Section 1405.635 Food and Drugs OFFICE OF NATIONAL DRUG CONTROL POLICY GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1405.635 Drug-free workplace. Drug-free workplace means a...

21 CFR 1405.635 - Drug-free workplace.

Code of Federal Regulations, 2013 CFR

2013-04-01

... 21 Food and Drugs 9 2013-04-01 2013-04-01 false Drug-free workplace. 1405.635 Section 1405.635 Food and Drugs OFFICE OF NATIONAL DRUG CONTROL POLICY GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1405.635 Drug-free workplace. Drug-free workplace means a...

21 CFR 1405.635 - Drug-free workplace.

Code of Federal Regulations, 2014 CFR

2014-04-01

... 21 Food and Drugs 9 2014-04-01 2014-04-01 false Drug-free workplace. 1405.635 Section 1405.635 Food and Drugs OFFICE OF NATIONAL DRUG CONTROL POLICY GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1405.635 Drug-free workplace. Drug-free workplace means a...

Harm to Those Who Serve: Effects of Direct and Vicarious Customer-Initiated Workplace Aggression.

PubMed

Dupré, Kathryne E; Dawe, Kimberly-Anne; Barling, Julian

2014-09-01

While there is a large body of research on the effects of being a direct target of workplace aggression, there is far less research on the vicarious experience of aggression at work, despite the fact that more people experience workplace aggression vicariously (i.e., observe it or hear about it) than they do directly. In this study, we develop and test a model of the effects of direct and vicarious exposure to aggression that is directed at employees by customers. Structural equation modeling provided support for the proposed model, in which direct and vicarious workplace aggression influences the perceived risk of future workplace aggression, which in turn affects organizational attachment (affective commitment and turnover intentions) and individual well-being (psychological and physical). Conceptual research and policy implications are discussed. © The Author(s) 2014.

How do doctors choose where they want to work? - motives for choice of current workplace among physicians registered in Finland 1977-2006.

PubMed

Heikkilä, Teppo Juhani; Hyppölä, Harri; Aine, Tiina; Halila, Hannu; Vänskä, Jukka; Kujala, Santero; Virjo, Irma; Mattila, Kari

2014-02-01

Though there are a number of studies investigating the career choices of physicians, there are only few concerning doctors' choices of workplace. A random sample (N=7758) of physicians licensed in Finland during the years 1977-2006 was surveyed. Respondents were asked: "To what extent did the following motives affect your choice of your current workplace?" Respondents were grouped based on several background variables. The groups were used as independent variables in univariate analysis of covariance (ANCOVA). The factors Good workplace, Career and professional development, Non-work related issues, Personal contacts and Salary were formed and used as dependent variables. There were significant differences between groups of physicians, especially in terms of gender, working sector and specialties. The association of Good workplace, Career and professional development, and Non-work related issues with the choice of a workplace significantly decreased with age. Female physicians were more concerned with Career and professional development and Non-work related issues. Since more females are entering the medical profession and there is an ongoing change of generations, health care organizations and policy makers need to develop a new philosophy in order to attract physicians. This will need to include more human-centric management and leadership, better possibilities for continuous professional development, and more personalized working arrangements depending on physician's personal motives. Copyright © 2014 Elsevier Ireland Ltd. All rights reserved.

A multilevel health promotion intervention in minority-owned workplaces

PubMed Central

Bowen, Deborah J.; Briant, Katherine J.; Harris, Jeffrey; Hannon, Peggy; Buchwald, Dedra

2015-01-01

Introduction Changing health behaviors and health-related environments is important in reducing chronic disease. Minority workplaces are potential venues to provide regular, effective health promotion opportunities to underserved individuals. The purpose of this study was to test the feasibility of changing workplace policy, programs, and practices in minority-owned workplaces. Methods Four minority Native American-owned businesses were recruited to participate in this study. The intervention was a set of recommended standards and guidelines gleaned from the US Preventive Task Force and The Community Guide relevant to workplaces. Each workplace selected between 4 and 6 target areas to improve over the year-long intervention period. The evaluation tool was a semi-structured survey conducted at baseline and at one-year follow-up, with workplace staff responsible for benefits and services to employees. Feasibility was evaluated by assessing the likelihood that the workplaces implemented health promotion activities in the year-long intervention. Results Several practices and policies changed significantly during the intervention in the four workplaces, including coverage for nicotine replacement therapy (NRT), elimination of out of pocket costs for screening and tobacco cessation, accountability systems for providers, posted stair use, cessation line availability that included NRT, offering weight loss programs, offering physical activity programs, and conducting targeted communication programs about health promotion. Other practices and polices changed in the expected direction, but were not significant. Conclusion Changing workplace programs, practices, and policies is feasible in minority workplaces, with support and tools provided by outside organizations. These findings could drive a full-scale test of the intervention in minority businesses in order to improve the health of disadvantaged workers. PMID:26693135

Policy-driven tobacco control.

PubMed

Francis, John A; Abramsohn, Erin M; Park, Hye-Youn

2010-04-01

Since the passage of Proposition 99, California's comprehensive tobacco control programme has benefited from a localised policy adoption process that allows for the innovation and diffusion of strong local tobacco control policies throughout the state. The policy adoption continuum is described in the context of California's smoke-free workplace movement, and the influence of policy-driven tobacco control initiatives on social norms, behaviour and the public's health was examined. The Smoke-free California policy adoption continuum reflects a general approach for policy innovation and diffusion that builds social acceptance and influences social norms, while minimising unintended consequences and creating best practices in tobacco control. California's local smoke-free workplace policies have reduced secondhand smoke exposure and supported attitude and behaviour changes. The effects of local policy adoption led to the nation's first statewide smoke-free workplace law. Proposition 99 created an unprecedented tobacco control infrastructure that supported local policy innovation and diffusion to influence social norms and behaviours. Tobacco control policy efforts should address campaign challenges, oppose pre-emption and confront tobacco industry influence. Advocates must be cautious of pursuing a statewide policy prematurely, as it may result in a weak and/or pre-emptive policy that can stymie local policy efforts and prolong the adoption of a meaningful statewide policy.

78 FR 2695 - Privacy Act of 1974; System of Records

Federal Register 2010, 2011, 2012, 2013, 2014

2013-01-14

... data elements used in the Workplace Environment Tracking System (WETS), a new electronic national..., Workplace Harassment Fact Finding, Threat Assessment Case Tracking, and Workplace Environment Intervention... tracking system for these four processes will reasonably assure that workplace harassment policies and...

Tobacco free workplace policies and low socioeconomic status female bartenders in San Francisco

PubMed Central

Moore, Roland S; Lee, Juliet P; Antin, Tamar M J; Martin, Scott E

2006-01-01

Study objective Multiple studies have found that, compared with employees in other settings, workers in bars and restaurants have been exposed to high levels of secondhand smoke, putting them at increased risk for health complications. Among these bar employees are many women of low socioeconomic status (SES). Smoke free workplace ordinances have been extended to bars and restaurants in cities and states throughout the USA; some bars, however, continue to be out of compliance with these laws. The objective of this study is to assess the relation between bartender gender and smoke free workplace compliance in bars. Design This paper reports on analyses of observational data on compliance with smoke free workplace policy in 121 randomly selected bars together with qualitative data from semi‐structured interviews with bartenders and patrons in bars. Setting San Francisco County bars. Main results Findings from this research showed that smoke free policy non‐compliance was associated with bars in which women were bartenders, increasing their tobacco exposure compared with male bartenders. In interviews, although some female bartenders expressed ambivalence toward the smoke free ordinance, many others described experiencing positive health and social consequences when the bars in which they worked could eliminate interior smoking. Conclusions The analyses presented here shed light on the benefits of improving the workplace environment for low SES female bartenders through the extension of strong smoke free workplace policies to all workplaces, including bars. PMID:17708011

Tensions between Policy and Workplace Opportunities in Rural Arizona: Does Public Policy Ignore Social Equality?

ERIC Educational Resources Information Center

Danzig, Arnold; Vandegrift, Judith A.

Resources available to Arizona through the School-to-Work Opportunities Act will not be concentrated in rural communities, although their educational and economic development needs are proportionately greater. Absent from education reform bills pending in the Arizona House and Senate is any reference to school-to-work transition or any explicit…

Hazing in the Military: A Pilot Study

DTIC Science & Technology

2013-05-14

while an education program to reduce workplace bullying will not likely transfer to decrease hazing. HAZING IN THE MILITARY: A PILOT STUDY 3...different. It is important not to assume they are the same in policy or treatment. A policy covering hazing may enable workplace bullying to go unnoticed...however, it is also found in the adult workplace . Bullying behaviors, like hazing, may be psychological or physical in nature, vary in severity, and

Workplace Issues: Testing, Training and Policy.

ERIC Educational Resources Information Center

Feuer, Dale

1987-01-01

Presents information on organizations with over 50 employees concerning such workplace issues as drug testing, Acquired Immune Deficiency Syndrome testing, and policies on these issues and on smoking, sexual harassment, and affirmative action. Results are broken down by company size and by industry. (CH)

Workplace violence in Queensland, Australia: the results of a comparative study.

PubMed

Hegney, Desley; Eley, Robert; Plank, Ashley; Buikstra, Elizabeth; Parker, Victoria

2006-08-01

This paper presents the results on workplace violence from a larger study undertaken in 2004. Comparison is made with the results of a similar study undertaken in 2001. The study involved the random sampling of 3,000 nurses from the Queensland Nurses' Union's membership in the public (acute hospital and community nursing), private (acute hospital and domiciliary nursing) and aged care (both public and private aged care facilities) sectors. The self-reported results suggest an increase in workplace violence in all three sectors. Although there are differences in the sources of workplace violence across the sectors, the major causes of workplace violence are: clients/patients, visitors/relatives, other nurses, nursing management and medical practitioners. Associations were also found between workplace violence and gender, the designation of the nurse, hours of employment, the age of the nurse, morale and perceptions of workplace safety. Although the majority of nurses reported that policies were in place for the management of workplace violence, these policies were not always adequate.

Designing, Developing, and Implementing Diversity Training: Guidelines for Practitioners.

ERIC Educational Resources Information Center

Kincaid, Tanna M.; Horner, Erin R.

1997-01-01

Discusses diversity in the workplace and offers guidelines for practitioners in designing, developing, and implementing diversity training. Highlights include linking the diversity initiative to the organization's mission, cultural climate assessments, reviewing policies and procedures, needs assessment, learner analysis, establishing objectives,…

What encourages sun protection among outdoor workers from four industries?

PubMed

Janda, Monika; Stoneham, Melissa; Youl, Philippa; Crane, Phil; Sendall, Marguerite C; Tenkate, Thomas; Kimlin, Michael

2014-01-01

We aimed to identify current practice of sun protection and factors associated with effective use in four outdoor worker industries in Queensland, Australia. Workplaces in four industries with a high proportion of outdoor workers (building/construction, rural/farming, local government, and public sector industries) were identified using an online telephone directory, screened for eligibility, and invited to participant via mail (n=15, recruitment rate 37%). A convenience sample of workers were recruited within each workplace (n=162). Workplaces' sun protective policies and procedures were identified using interviews and policy analysis with workplace representatives, and discussion groups and computer-assisted telephone interviews with workers. Personal characteristics and sun protection knowledge, attitudes and behaviors were collated and analysed. Just over half the workplaces had an existing policy which referred to sun protection (58%), and most provided at least some personal protective equipment (PPE), but few scheduled work outside peak sun hours (43%) or provided skin checks (21%). Several worker and workplace characteristics were associated with greater sun protection behaviour among workers, including having received education on the use of PPE (p<0.001), being concerned about being in the sun (p=0.002); and working in a smaller workplace (p=0.035). Uptake of sun protection by outdoor workers is affected by a complex interplay of both workplace and personal factors, and there is a need for effective strategies targeting both the workplace environment and workers' knowledge, attitudes and behaviors to decrease harmful sun exposure further.

Best practice workplace HIV/AIDS programmes in South Africa: A review of case studies and lessons learned

PubMed Central

2009-01-01

ABSTRACT Background A group of experts attending a tripartite interregional meeting on best practices in HIV/AIDS workplace policies and programmes organised by the International Labour Organisation (ILO) in Geneva, Switzerland, identified 34 best practice workplace HIV programmes from across the world. Method The ten criteria that were used for reviewing best practice workplace HIV/AIDS programmes in South Africa include acceptability, accessibility, ethical soundness, perceived impact, relevance, appropriateness, innovativeness, efficiency, sustainability and replicability. Results More than one-third (35.3%) of the 34 best practice workplace interventions identified were found in businesses and industries in South Africa. This constitutes a significant and encouraging effort to deal with HIV/AIDS in the workplace. Approximately 16.7% of the best practice workplace HIV/AIDS interventions focused on policy and legal frameworks, 50% of these interventions focused on prevention, 16.7% provided links beyond the workplace and a further 16.7% were interventions that focused on knowledge and evidence. A third (33.3%) of practices were found in the mining industry, 16.7% in the motor industry, 16.7% from workers’ unions, and the rest (33.3%) were found in a sugar company, an electricity supply company, a pharmaceutical company and the ministry of Public Service and Administration. Conclusion It is encouraging that over one-third of all best practice workplace HIV interventions identified by the ILO experts were found in South Africa. The majority of these policies and programmes were focused on HIV prevention.

Employer Family-Supportive Policies: Diverse Variations on the Theme.

ERIC Educational Resources Information Center

Raabe, Phyllis H.; Gessner, John C.

1988-01-01

Examined the extent and nature of employer workplace initiatives based on interviews with New Orleans (Louisiana) employers. Bolstered other research findings of progress but continued limited workplace implementations of formal, family-supportive programs. Found modifications of formal and informal policies extended organizational family…

Exposure of U.S. workers to environmental tobacco smoke.

PubMed Central

Hammond, S K

1999-01-01

The concentrations of environmental tobacco smoke (ETS) to which workers are exposed have been measured, using nicotine or other tracers, in diverse workplaces. Policies restricting workplace smoking to a few designated areas have been shown to reduce concentrations of ETS, although the effectiveness of such policies varies among work sites. Policies that ban smoking in the workplace are the most effective and generally lower all nicotine concentrations to less than 1 microg/m3; by contrast, mean concentrations measured in workplaces that allow smoking generally range from 2 to 6 microg/m3 in offices, from 3 to 8 microg/m3 in restaurants, and from 1 to 6 microg/m3 in the workplaces of blue-collar workers. Mean nicotine concentrations from 1 to 3 microg/m3 have been measured in the homes of smokers. Furthermore, workplace concentrations are highly variable, and some concentrations are more than 10 times higher than the average home levels, which have been established to cause lung cancer, heart disease, and other adverse health effects. For the approximately 30% of workers exposed to ETS in the workplace but not in the home, workplace exposure is the principal source of ETS. Among those with home exposures, exposures at work may exceed those resulting from home. We conclude that a significant number of U.S. workers are exposed to hazardous levels of ETS. Images Figure 2 Figure 4 PMID:10350518

Supervisor and organizational factors associated with supervisor support of job accommodations for low back injured workers

PubMed Central

Kristman, Vicki L; Shaw, William S.; Reguly, Paula; Williams-Whitt, Kelly; Soklaridis, Sophie; Loisel, Patrick

2016-01-01

PURPOSE Temporary job accommodations contribute to the prevention of chronic work disability due to low back pain (LBP) through the facilitation of early return to work; yet, workplace dimensions of job accommodation are poorly understood. The objective of this study was to determine supervisor and organizational factors associated with supervisors’ support for temporary job accommodations for LBP injured workers. METHODS Supervisors were recruited from 19 workplaces in the USA and Canada and completed an online survey regarding job accommodation practices and potential associated factors with respect to a case vignette of a worker with LBP. Multivariable linear regression was used to identify the most parsimonious set of factors associated with supervisors’ support for accommodations. RESULTS A total of 804 supervisors participated with 796 eligible for inclusion in the analysis. The final set of factors explained 21% of the variance in supervisors’ support for temporary job accommodations. Considerate leadership style (β = .261; 95 % CI: .212, .310), workplace disability management policies and practices (β = .243; 95 % CI: .188, .298), and supervisor autonomy for designing and providing workplace accommodations (β = .156; 95 % CI: .071, .241) had the largest effect on supervisor support for accommodations. CONCLUSION Factors predicting supervisors’ likelihood to accommodate LBP injured workers include use of considerate leadership style, workplace disability management policies and practices, and supervisor autonomy. Workplace interventions targeting these factors should be developed and evaluated for their ability to improve work disability prevention outcomes. PMID:27032398

A workplace intervention program and the increase in HIV knowledge, perceived accessibility and use of condoms among young factory workers in Thailand.

PubMed

Chamratrithirong, Aphichat; Ford, Kathleen; Punpuing, Sureeporn; Prasartkul, Pramote

2017-12-01

Vulnerability to Human Immunodeficiency Virus (HIV) infection among factory workers is a global problem. This study investigated the effectiveness of an intervention to increase AIDS knowledge, perceived accessibility to condoms and condom use among young factory workers in Thailand. The intervention was a workplace program designed to engage the private sector in HIV prevention. A cross-sectional survey conducted in 2008 to measure program outcomes in factories in Thailand was used in this study. The workplace intervention included the development of policies for management of HIV-positive employees, training sessions for managers and workers, and distribution of educational materials and condoms. A multi-level analysis was used to investigate the effect of HIV/AIDS prevention program components at the workplace on HIV/AIDS knowledge, perceived accessibility to condoms and condom use with regular sexual partners among 699 young factory workers (aged 18-24 years), controlling for their individual socio-demographic characteristics. Interventions related to the management and services component including workplace AIDS policy formulation, condom services programs and behavioral change campaigns were found to be significantly related to increased AIDS knowledge, perceived accessibility to condoms and condom use with regular partners. The effect of the HIV/AIDS training for managers, peer leaders and workers was positive but not statistically significant. With some revision of program components, scaling up of workplace interventions and the engagement of the private sector in HIV prevention should be seriously considered.

Secondhand smoke exposure in the workplace.

PubMed

Skeer, Margie; Cheng, Debbie M; Rigotti, Nancy A; Siegel, Michael

2005-05-01

Currently, there is little understanding of the relationship between the strength of workplace smoking policies and the likelihood and duration, not just the likelihood, of exposure to secondhand smoke at work. This study assessed self-reported exposure to secondhand smoke at work in hours per week among a cross-sectional sample of 3650 Massachusetts adults who were employed primarily at a single worksite outside the home that was not mainly outdoors. The sample data were from a larger longitudinal study designed to examine the effect of community-based tobacco control interventions on adult and youth smoking behavior. Participants were identified through a random-digit-dialing telephone survey. Multiple logistic regression and zero-inflated negative binomial regression models were used to estimate the independent effect of workplace smoking policies on the likelihood and duration of exposure to secondhand smoke. Compared to employees whose workplace banned smoking completely, those whose workplace provided designated smoking areas had 2.9 times the odds of being exposed to secondhand smoke and 1.74 times the duration of exposure, while those with no restrictions had 10.27 times the odds of being exposed and 6.34 times the duration of exposure. Workplace smoking policies substantially reduce the likelihood of self-reported secondhand smoke exposure among employees in the workplace and also greatly affect the duration of exposure.

Module 3: Workplace Policy, Practice and Culture--Employer and Employee Perspectives. Work-Family Curriculum Guide

ERIC Educational Resources Information Center

Kossek, Ellen Ernst; Leana, Carrie; MacDermid, Shelley; Pitt-Catsouphes, Marcie; Raskin, Patricia; Secret, Mary; Sweet, Stephen

2006-01-01

The contents of this module have been prepared to address some of challenges associated with teaching about work-family issues from a human resource management and employment perspective. The goals of this module are: (1) To develop an understanding that work-family policies are part of a human resource management system and the employment…

Alcohol Policy Comprehension, Compliance and Consequences Among Young Adult Restaurant Workers

PubMed Central

Ames, Genevieve M.; Cunradi, Carol B.; Duke, Michael R.

2012-01-01

SUMMARY This study explores relationships between young adult restaurant employees' understanding and compliance with workplace alcohol control policies and consequences of alcohol policy violation. A mixed method analysis of 67 semi-structured interviews and 1,294 telephone surveys from restaurant chain employees found that alcohol policy details confused roughly a third of employees. Among current drinkers (n=1,093), multivariable linear regression analysis found that frequency of alcohol policy violation was positively associated with frequency of experiencing problems at work; perceived supervisor enforcement of alcohol policy was negatively associated with this outcome. Implications for preventing workplace alcohol-related problems include streamlining confusing alcohol policy guidelines. PMID:22984360

Promoting Civility in the Workplace

ERIC Educational Resources Information Center

Griffith, Daniel

2003-01-01

There is more to achieving civility in the workplace than following imposed rules and regulations outlined in an institution's policy manual. Oftentimes, circumstances and situations arise that are not addressed in any policy manual, but which nonetheless compromise respect, trust and decency in the office. In this article, a manager of…

Workplace accommodations for persons with physical disabilities: evidence synthesis of the peer-reviewed literature.

PubMed

Padkapayeva, Kathy; Posen, Andrew; Yazdani, Amin; Buettgen, Alexis; Mahood, Quenby; Tompa, Emile

2017-10-01

To identify and synthesize research evidence on workplace accommodations used by employers to recruit, hire, retain, and promote persons with physical disabilities. A structured search of six electronic journal databases was undertaken to identify peer-reviewed literature on the topic published from January 1990 to March 2016. Articles describing or evaluating workplace disability accommodation policies and practices were given a full-text review. Topic experts were contacted to identify additional studies. Details on specific accommodations described in 117 articles were synthesized and organized into three groups comprised of a total of 12 categories. The majority of studies did not rigorously evaluate effectiveness or cost-effectiveness of the accommodations under study. This evidence synthesis provides an overview of the peer-reviewed literature of value to occupational rehabilitation professionals and employers seeking guidance on workplace accommodation policies and practices for persons with physical disabilities. A wide range of accommodation options is available for addressing physical, social, and attitudinal barriers to successful employment. Besides physical/technological modifications, accommodations to enhance workplace flexibility and worker autonomy and strategies to promote workplace inclusion and integration are important. More comprehensive reporting and evaluations of the effectiveness of accommodations in research literature are needed to develop best practices for accommodating persons with disabilities. Implications for rehabilitation There is a substantial peer-reviewed literature that provides insights into the barriers for persons with physical disabilities and the workplace accommodation practices to address them, though rigorous evaluations of effectiveness and cost-effectiveness are uncommon. Attitudinal and social barriers stemming from stereotypes, ignorance and lack of knowledge are as important as physical barriers to employment for persons with physical disabilities. In addition to physical/technological modifications, accommodations to enhance workplace flexibility and autonomy of a worker, as well as strategies to promote workplace inclusion and integration may facilitate successful employment of persons with physical disabilities.

Healthy Air: Signs of Potential Problems in the Workplace

MedlinePlus

... The U.S. Environmental Protection Agency has developed free software to help building professionals identify, solve and prevent ... Privacy Policy | Sitemap Our Family Of Sites nonprofit software Join the fight for healthy lungs and healthy ...

Physical and verbal workplace violence against nurses in Jordan.

PubMed

Al-Omari, H

2015-03-01

To explore the prevalence of physical and verbal workplace violence among nurses working in general hospitals in Jordan, and to investigate the relation between physical violence, verbal violence, anxiety about violence, and some certain demographic variables. Violence against nurses at the workplace is an alarming problem in both developed and developing countries. This study explicates physical and psychological workplace violence and its relation to anxiety about violence at workplace and to some demographic variables. A cross-sectional correlational study was conducted on a convenience sample of nurses working in general hospitals in Jordan. A total of 468 nurses completed the questionnaire, 52.8% of the participants reported that they were physically attacked, and 67.8% were verbally attacked in the last 12 months. Of those who were physically attacked, 26.5% reported a physical violence with a weapon. The logistic regression analysis revealed that female nurses were 0.5 times less likely to report being physically attacked and were 1.5 times more likely to report being verbally abused than male nurses. Violence against nurses is highly prevalent in Jordan. More than half of the participants were victims of violence at their workplace during the last year. Verbal abuse was more common among females than males. Nurses are in the frontline of the healthcare system and their safety is a high priority. They need to be involved in the development and formulation of workplace violence policy decisions. Physical and verbal workplace violence in Jordan, like other countries, is a dangerous behavior that negatively affects general hospital nurses. © 2015 International Council of Nurses.

Development and Evaluation of Veteran Supportive Supervisor Training (VSST): Improving Reintegration of the Oregon National Guard and Reserves in the Workplace

DTIC Science & Technology

2014-03-01

addressing stigma , stereotyping and discrimination in the workplace  Asking for or listening to all employees suggestions about the work environment...after deployment. o Military spouses and partners felt unprepared for their service member’s return from military duty o Suicide, PTSD and stigma ...Masters of Social Work and Public Health; Health Administration & Policy • Mental Health First Aid Training • Crisis Intervention Training, Crisis Clinic of

Policy Guidelines for Effective Inclusion and Reintegration of People with Chronic Diseases in the Workplace: National and European Perspectives.

PubMed

Vlachou, Anastasia; Stavroussi, Panayiota; Roka, Olga; Vasilou, Evdokia; Papadimitriou, Dimitra; Scaratti, Chiara; Kadyrbaeva, Asel; Fheodoroff, Klemens; Brecelj, Valentina; Svestkova, Olga; Tobiasz-Adamczyk, Beata; Finnvold, Jon Erik; Gruber, Sonja; Leonardi, Matilde

2018-03-11

The increasing prevalence of chronic diseases among the European working age population, as well as the implications for the individual and societal level, underline the need for policy guidelines targeting the effective inclusion of persons with chronic diseases in the workplace. The aim of the present paper was to explore the perspectives of European and National-level stakeholders on existing strategies for work re-integration of persons with chronic diseases, and to provide policy guidelines. A highly-structured interview protocol was distributed to 58 National level stakeholders (policy makers, professionals and employers) from seven European countries. Additionally, 20 European organizations concerned with health-related issues and employment completed an online survey. The findings reveal that employment-related challenges remain largely unaddressed. Both national and European stakeholders considered the existing legislative frameworks inadequate and appraised the co-ordination for the implementation of employment re-integration policies as ineffective. Policies targeting at work re-integration of persons with chronic diseases at European and national level should focus on consistent cooperation among all key stakeholders, awareness raising to staff and management, dissemination of effective strategies, developing research and evaluation standards and establishing monitoring systems on inclusive labour markets.

A Career Practitioner's Response to the National Career Development Strategy Green Paper

ERIC Educational Resources Information Center

Athanasou, James A.

2012-01-01

The National Career Development Strategy Green Paper is a discussion paper issued by the Department of Employment, Education and Workplace Relations. It is aimed at the formulation of a coherent and structured career development strategy throughout Australia. The Green Paper seeks to lay the foundation for policy change through establishing the…

HIV / AIDS, STDs and the workplace.

PubMed

Jackson, H

1995-01-01

Even though the workplace is ideal for promoting HIV/STD (sexually transmitted disease) prevention to benefit workers and employers, many workplaces are not convinced that they should be involved in HIV/AIDS and STD education, prevention, and support. They do not realize that time and money spent on health programs save them money. Perhaps they do not feel obligated to protect the health of their employees. The AIDS epidemic adversely affects society and the economy at both the macro and micro level. AIDS tends to strike the productive age group, thereby seriously affecting the workplace. In many Sub-Saharan African countries, at least 20% of the urban workforce may be infected with HIV. Persons living with HIV include top management, skilled professionals, general hands, and farm laborers. HIV/AIDS costs for formal employment are assumed through reduced productivity; increased costs of occupational benefits and social security measures; loss of skilled labor, professionals, and managerial expertise as well as the experience among workers; increased costs of training and recruitment; and low morale from stigmatization, discrimination, and subsequent industrial relation problems. Needed are comprehensive HIV/AIDS and STD workplace programs that ensure the rights of persons with HIV and compassionate treatment of these persons. Trade union or other labor representatives, management, and appropriate government departments should work together and build on existing health legislation and policy to bring about effective negotiation and policy development concerning AIDS and employment. Training of peer educators, support services (counseling, STD referral and/or treatment), community action, management commitment, monitoring and evaluation, and supportive workplace conditions make for effective comprehensive workplace programs. Successful programs operate in fishing villages in Tanzania, tea plantations in India, the University of Papua New Guinea, and Ugandan army camps.

Workplace bullying in the Australian health context: a systematic review.

PubMed

Chadwick, Sharlene; Travaglia, Joanne

2017-05-15

Purpose During the past decade, there has been increased attention into bullying behaviours in workplaces. Research to date has varied in design, the definition of what constitutes bullying behaviour, as well as the methods used to collect data and measure bullying incidence and prevalence. Nonetheless, studies demonstrate that bullying is a significant issue, which warrants an increased research focus to develop greater understanding of the concept, its effects and implications in, and for, the workplace. The purpose of this paper is to focus on capturing a range of international and Australian literature regarding workplace bullying behaviours in a health context from a management perspective. As a result, this paper identified the gaps in the literature when expanded specifically to an Australian health context. Design/methodology/approach The purpose of this review is to summarise the existing literature, both internationally and in Australia which examines workplace bullying behaviours in a health context from a management perspective. This describes the review of the literature on workplace bullying in a health context undertaken from January to April 2014. The "Preferred Reporting Systematic Reviews and Meta-Analyses" method was used to structure the review, which covered a wide range of literature from databases including MEDLINE, Embase, CINAHL and InformIT, as well as reports, and grey literature. Findings The review included 62 studies that met the inclusion criteria and reported either: factors contributing to workplace bullying, at least one significant example of workplace bullying behaviour or the impact of workplace bullying behaviours in a health context. Originality/value There is limited data on workplace bullying behaviours in an Australian health context. The literature supports there is value in future research to develop consistent definitions, policies, procedures and frameworks, which could help to prevent or address workplace bullying behaviours based on work being undertaken internationally.

24 CFR 21.100 - What does this part do?

Code of Federal Regulations, 2010 CFR

2010-04-01

... 24 Housing and Urban Development 1 2010-04-01 2010-04-01 false What does this part do? 21.100... Development GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (GRANTS) Purpose and Coverage § 21.100 What... cooperative agreements and other financial assistance awards, as a matter of Federal Government policy. ...

24 CFR 21.100 - What does this part do?

Code of Federal Regulations, 2011 CFR

2011-04-01

... 24 Housing and Urban Development 1 2011-04-01 2011-04-01 false What does this part do? 21.100... Development GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (GRANTS) Purpose and Coverage § 21.100 What... cooperative agreements and other financial assistance awards, as a matter of Federal Government policy. ...

Exploring Blended Learning for Science Teacher Professional Development in an African Context

ERIC Educational Resources Information Center

Boitshwarelo, Bopelo

2009-01-01

This paper explores a case of teacher professional development in Botswana where a blended learning solution was attempted. The analysis of the implementation environment reveals deficiencies in policy, schools (workplaces), and training providers. The paper concludes with three recommendations: 1) Schools should support ongoing teacher learning…

Gender, the Labour Market, the Workplace and Policy in Children's Services: Parent, Staff and Student Attitudes

ERIC Educational Resources Information Center

Lyons, Michael; Quinn, Andrea; Sumsion, Jennifer

2005-01-01

This paper reports the attitudes of parents, staff and teacher education students towards the employment of men in the children's services "industry". The attitudinal survey questions were grouped around four distinct issues: gender roles, labour market behaviour, workplace behaviour and policy. Surprisingly, all three stakeholder groups…

Simulations for the Discipline Specific and Professional Education of Foreign Policy Graduates

ERIC Educational Resources Information Center

Kelton, Maryanne; Kingsmill, Verity

2016-01-01

Increasingly universities aim to provide students with opportunities to graduate with skills ready to perform in the workplace. However, workplace-based opportunities for students enrolled in foreign policy subjects are more limited due to the diplomatic and sensitive political nature of the professional work. Thus there exists a need for higher…

21 CFR 1405.500 - How are violations of this part determined for recipients other than individuals?

Code of Federal Regulations, 2010 CFR

2010-04-01

... POLICY GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Violations of this Part... Director of National Drug Control Policy determines, in writing, that— (a) The recipient has violated the... violating criminal drug statutes in the workplace is large enough to indicate that the recipient has failed...

Development and pilot-test of the Workplace Readiness Questionnaire, a theory-based instrument to measure small workplaces’ readiness to implement wellness programs

PubMed Central

Hannon, Peggy A.; Helfrich, Christian D.; Chan, K. Gary; Allen, Claire L.; Hammerback, Kristen; Kohn, Marlana J.; Parrish, Amanda T.; Weiner, Bryan J.; Harris, Jeffrey R.

2016-01-01

Purpose To develop a theory-based questionnaire to assess readiness for change in small workplaces adopting wellness programs. Design In developing our scale, we first tested items via “think-aloud” interviews. We tested the revised items in a cross-sectional quantitative telephone survey. Setting Small workplaces (20–250 employees) in low-wage industries. Subjects Decision-makers representing small workplaces in King County, Washington (think-aloud interviews, n=9) and the United States (telephone survey, n=201). Measures We generated items for each construct in Weiner’s theory of organizational readiness for change. We also measured workplace characteristics and current implementation of workplace wellness programs. Analysis We assessed reliability by coefficient alpha for each of the readiness questionnaire subscales. We tested the association of all subscales with employers’ current implementation of wellness policies, programs, and communications, and conducted a path analysis to test the associations in the theory of organizational readiness to change. Results Each of the readiness subscales exhibited acceptable internal reliability (coefficient alpha range = .75–.88) and was positively associated with wellness program implementation (p <.05). The path analysis was consistent with the theory of organizational readiness to change, except change efficacy did not predict change-related effort. Conclusion We developed a new questionnaire to assess small workplaces’ readiness to adopt and implement evidence-based wellness programs. Our findings also provide empirical validation of Weiner’s theory of readiness for change. PMID:26389975

Experiences and psychological distress of fertility treatment and employment.

PubMed

Payne, Nicola; Seenan, Susan; van den Akker, Olga

2018-04-16

This study examined experiences and psychological distress about fertility treatment in people combining work and treatment. Five hundred and sixty-three participants in the UK completed an online survey asking about difficulties in combining work and treatment; workplace disclosure, support, absence and policy; and psychological distress about treatment. Absence from work and perceptions that treatment has an impact on work and career prospects were reported by the majority of participants and this was related to the psychological distress of treatment. Around three quarters of participants disclosed to their employer and colleagues. The key reason for disclosure was needing to ask for absence from work and the main reason for non-disclosure was privacy. Workplace policy relating to managing fertility treatment and support from colleagues and their employer was related to reduced psychological distress but workplace policy was reported by less than one quarter of participants. Difficulties experienced in combining work and treatment suggest that support is needed. Specific workplace policy, guidance for supervisors and flexibility in fertility clinic times should help support employees during treatment and reduce psychological distress, thereby potentially influencing physical health and treatment outcomes.

Breast Cancer Survivors Report Similar Concerns Related to Return to Work in Developed and Developing Nations.

PubMed

Luo, Shi-Xiang; Liu, Jun-E; Cheng, Andy S K; Xiao, Shu-Qin; Su, Ya-Li; Feuerstein, Michael

2018-02-14

Aim To determine whether breast cancer survivors (BCS) at work following the diagnosis and/or treatment of breast cancer, in a rapidly developing country such as China experience similar to return to work challenges as reported in nations with established return to work (RTW) policy and procedures for employees with cancer. Methods Semi-structured interviews were conducted with 16 BCS who returned to work following diagnosis and/or primary cancer treatment. An Interpretative Phenomenological Analysis was used to investigate responses. Results Three recurring themes emerged: (1) challenges at work related to residual effects of diagnosis and/or primary treatment; (2) positive and negative responses from employers and/or supervisors; and (3) positive and negative responses from co-workers/colleagues. Although several participants experienced a high level of workplace support, there was a subgroup that did report challenges related to symptom burden, cognitive limitations, and both positive and negative responses by employers and co-workers were reported. Conclusions Findings indicate similar challenges in BCS who RTW during and/or following cancer treatment in both rapidly developing and developed nations. Results suggest that regardless of the existence of workplace policies and practices related to RTW for workers with a history of cancer, a subgroup of BCS experience similar challenges when returning to work. These findings highlight the international nature of RTW challenges and suggest the need for more global efforts to develop and evaluate workplace interventions to assist with these similarities.

School Law.

ERIC Educational Resources Information Center

Splitt, David A.

1986-01-01

Outlines important implications for consideration in developing employment policies prohibiting sexual harassment. The recent Supreme Court decision on a sexual harassment case shows that employers are not "insulated" from liability if courts find harassment in the workplace. Also discusses two other Supreme Court decisions. (MD)

Supervisor and Organizational Factors Associated with Supervisor Support of Job Accommodations for Low Back Injured Workers.

PubMed

Kristman, Vicki L; Shaw, William S; Reguly, Paula; Williams-Whitt, Kelly; Soklaridis, Sophie; Loisel, Patrick

2017-03-01

Purpose Temporary job accommodations contribute to the prevention of chronic work disability due to low back pain (LBP) through the facilitation of early return to work; yet, workplace dimensions of job accommodation are poorly understood. The objective of this study was to determine supervisor and organizational factors associated with supervisors' support for temporary job accommodations for LBP injured workers. Methods Supervisors were recruited from 19 workplaces in the USA and Canada and completed an online survey regarding job accommodation practices and potential associated factors with respect to a case vignette of a worker with LBP. Multivariable linear regression was used to identify the most parsimonious set of factors associated with supervisors' support for accommodations. Results A total of 804 supervisors participated with 796 eligible for inclusion in the analysis. The final set of factors explained 21 % of the variance in supervisors' support for temporary job accommodations. Considerate leadership style (β = 0.261; 95 % CI 0.212, 0.310), workplace disability management policies and practices (β = 0.243; 95 % CI 0.188, 0.298), and supervisor autonomy for designing and providing workplace accommodations (β = 0.156; 95 % CI 0.071, 0.241) had the largest effect on supervisor support for accommodations. Conclusion Factors predicting supervisors' likelihood to accommodate LBP injured workers include use of considerate leadership style, workplace disability management policies and practices, and supervisor autonomy. Workplace interventions targeting these factors should be developed and evaluated for their ability to improve work disability prevention outcomes.

Costs of employee smoking in the workplace in Scotland

PubMed Central

Parrott, S.; Godfrey, C.; Raw, M.

2000-01-01

BACKGROUND—Employers have responded to new regulations on the effects of passive smoking by introducing a range of workplace policies. Few policies include provision of smoking cessation intervention.
OBJECTIVE—To estimate the cost to employers of smoking in the workplace in Scotland to illustrate the potential gains from smoking cessation provision. Costs vary with type of smoking policy in place; therefore, to estimate these costs results from a survey were combined with evidence drawn from a literature review.
STUDY DESIGN—A telephone survey of 200 Scottish workplaces, based on a stratified random sample of workplaces with 50 or more employees, was conducted in 1996. Additional evidence was compiled from a review of the literature of smoking related costs and specific smoking related effects.
RESULTS—167 completed responses were received, of which 156 employers (93%) operated a smoking policy, 57 (34%) operated smoke free buildings, and 89 (53%) restricted smoking to a "smoke room". The research literature shows absenteeism to be higher among smokers when compared to non-smokers. The estimated cost of smoking related absence in Scotland is £40 million per annum. Total productivity losses are estimated at approximately £450 million per annum. In addition, the resource cost in terms of losses from fires caused by smoking materials is estimated at approximately £4 million per annum. In addition, there are costs from smoking related deaths and smoking related damage to premises.
CONCLUSION—This study shows how smoking cessation interventions in the workplace can yield positive cost savings for employers, resulting in gains in productivity and workplace attendance which may outweigh the cost of any smoking cessation programme.


Keywords: costs of employee smoking; Scotland; smoking related absence PMID:10841855

Exploring informal workplace learning in primary healthcare for continuous professional development.

PubMed

Joynes, Viktoria; Kerr, Micky; Treasure-Jones, Tamsin

2017-07-01

All health and social care professionals learn on the job through both formal and informal learning processes, which contributes to continuous professional development (CPD). This study explored workplace learning in General Practices, specifically looking at the role of informal learning and the workplace practices that appear to support or restrict that learning, as well as how technology was integrated into these learning processes. Three focus groups with general practitioners, practice nurses, managerial and administrative staff were conducted followed by twelve individual semi-structured interviews with participants drawn from the focus groups. Three observations of multi-disciplinary team meetings were used to establish potential team-based learning activities. Triggers for informal workplace learning included patients presenting challenging or unusual conditions; exposure to others' professional practice; and policy driven changes through revised guidance and protocols. By exploring how these triggers were acted upon, we identified mechanisms through which the primary care workplace supports or restricts informal learning through working practices, existing technologies and inter-professional structures. Informal workplace learning was identified as arising from both opportunistic encounters and more planned activities, which are both supported and restricted through a variety of mechanisms. Maximising informal learning opportunities and removing barriers to doing so should be a priority for primary care practitioners, managers and educators.

The business case for breastfeeding: a successful regional implementation, evaluation, and follow-up.

PubMed

Garvin, Cheza C; Sriraman, Natasha K; Paulson, Amy; Wallace, Elise; Martin, Charley E; Marshall, Liz

2013-08-01

Breastfeeding benefits the health of babies and mothers, but returning to work is a significant barrier for mothers wishing to continue breastfeeding for the recommended 12 months. A resource training kit, The Business Case for Breastfeeding (BC4BF), developed by the Health Resources and Services Administration, U.S. Department of Health and Human Services, was implemented in Southeastern Virginia to assist businesses in developing lactation support programs (LSPs) and eliminating breastfeeding barriers. The primary goals of the 1-year project were to educate 20 businesses about breastfeeding support in the workplace, engage 10 businesses to implement the BC4BF, and assess sustainability via documented policy and environmental changes and integration of the LSP into the business infrastructure. The Transtheoretical Model of Behavior Change was adapted to assess stage of organizational change. A Centers for Disease Control and Prevention tool for measuring community-level policy, systems, and environmental change was adapted to assess worksite policy and environmental changes. Over 20 businesses were educated about the BC4BF. Seventeen engaged in the project. Fourteen significantly increased their stage of change, development of LSPs, written policies, and physical and social environment changes (p≤0.001). A brief follow-up study revealed that all 14 employers maintained their programs 8 months after the program ended, with increased stages of change, policy enforcement, and physical environment (p≤0.05). The BC4BF provided an effective approach to assisting employers in establishing and maintaining LSPs in the workplace across several cities.

From promise to practice: getting healthy work environments in health workplaces.

PubMed

Silas, Linda

2007-01-01

The papers by Shamian and El-Jardali, "Healthy Workplaces for Health Workers in Canada," and by Clements, Dault and Priest, "Effective Teamwork in Healthcare," examine what makes the health workplace healthier, one from the perspective of workers and the other from the perspective of patients. Patients demand effective teamwork. Workers demand a range of initiatives, from occupational health and safety to professional development opportunities. Whereas patients' and workers' perspectives on healthy workplaces appear quite discrete as discussed in these papers, they are two sides of the same coin. Both lead papers recognize that unhealthy work environments result in unhealthy workers and reduced health outcomes for patients. Both review research documenting effective change and some progress in acceptance of proposed solutions at the policy level. Most importantly, both call for a greater effort in making these changes a reality in Canadian health workplaces. The papers themselves offer up some strategies for getting from yes to real. This commentary focuses on these and other strategies for moving forward and getting real change in the workplace, changes that workers and patients will talk about.

Retracted: Nurses learning in the workplace: a comparison of workplace attributes in acute care settings in Australia and Singapore.

PubMed

Chan, S W; Chan, M F; Lee, S-Y; Henderson, A

2014-03-01

Workplaces need to foster teaching and learning interactions so staff collaborate and learn from each other. Internationally, many countries provide support to graduates and experienced staff to foster engagement necessary for learning and quality care. Workplace attributes can differ across countries depending on managerial, contextual, social and policy issues. This study compared workplace attributes of two Australian hospitals with a Singaporean hospital. A representative sample of nurses in two acute care facilities in Australia (n = 203) and a comparable facility in Singapore (n = 154) during 2010 and 2011 responded to a survey requesting demographic data and responses about workplace attributes. Attributes were determined through validated tools that measure staff perception of support when facilitating others learning (Support Instrument for Nurses Facilitating the Learning of Others) and the clinical learning organizational culture (Clinical Learning Organizational Culture Survey). Results indicated Singaporean nurses rated perception of acknowledgement, workload management and teamwork support in facilitating learners in their hospital as significantly better than the Australian cohort despite similar provisions for support and development. There were no significant differences across the two sites in the clinical learning culture. Analysis across three health facilities only provides a snapshot. Targeting more facilities would assist in confirming the extent of reported trends. Findings indicate differences in nurses' perceptions of support when facilitating learners. Further exploration of Singaporean nurses' increased perceptions of support is worthy. Clinical learning organizational culture findings across Australian and Singaporean acute care facilities suggest common attributes within the nursing profession that transcend contextual factors, for example, a strong sense of task accomplishment. Nurses across both countries demonstrate strengths in accomplishing tasks but less so in recognizing nurses' contributions that may also impact nurses' influence in the practice context. As these attributes are common, nursing can collectively lobby and develop policy, thereby strengthening their cause to be recognized. © 2014 International Council of Nurses.

Workplace health understandings and processes in small businesses: a systematic review of the qualitative literature.

PubMed

MacEachen, Ellen; Kosny, Agnieszka; Scott-Dixon, Krista; Facey, Marcia; Chambers, Lori; Breslin, Curtis; Kyle, Natasha; Irvin, Emma; Mahood, Quenby

2010-06-01

Small businesses (SBs) play an important role in global economies, employ half of all workers, and pose distinct workplace health problems. This systematic review of qualitative peer-reviewed literature was carried out to identify and synthesize research findings about how SB workplace parties understand and enact processes related to occupational health and safety (OHS). The review was conducted as part of a larger mixed-method review and in consultation with stakeholders. A comprehensive literature search identified 5067 studies. After screening for relevance, 20 qualitative articles were identified. Quality assessment led to 14 articles of sufficient quality to be included in the meta-ethnographic findings synthesis. This review finds that SBs have distinctive social relations of work, apprehensions of workplace risk, and legislative requirements. Eight themes were identified that consolidate knowledge on how SB workplace parties understand OHS hazards, how they manage risk and health problems, and how broader structures, policies and systems shape the practice of workplace health in SBs. The themes contribute to 'layers of evidence' that address SB work and health phenomena at the micro (e.g. employer or worker behavior), meso (e.g. organizational dynamics) and macro (e.g. state policy) levels. This synthesis details the unique qualities and conditions of SBs that merit particular attention from planners and occupational health policy makers. In particular, the informal workplace social relations can limit workers' and employers' apprehension of risk, and policy and complex contractual conditions in which SBs are often engaged (such as chains of subcontracting) can complicate occupational health responsibilities. This review questions the utility of SB exemptions from OHS regulations and suggests a legislative focus on the particular needs of SBs. It considers ways that workers might activate their own workplace health concerns, and suggests that more qualitative research on OHS solutions is needed. It suggests that answers to the SB OHS problems identified in this review might lie in third party interventions and improved worker representation.

From promise to practice: getting healthy work environments in health workplaces.

PubMed

Silas, Linda

2007-01-01

The two lead papers examine what makes the health workplace healthier, one from the perspective of workers and the other from the perspective of patients. Patients demand effective teamwork. Workers demand a range of initiatives, from occupational health and safety to professional development opportunities. Whereas patients' and workers' perspectives on healthy workplaces appear quite discrete as discussed in these papers, they are two sides of the same coin. Both lead papers recognize that unhealthy work environments result in unhealthy workers and reduced health outcomes for patients. Both review research documenting effective change and some progress in acceptance of proposed solutions at the policy level. Most importantly, both call for a greater effort in making these changes a reality in Canadian health workplaces. The papers themselves offer up some strategies for getting from yes to real. This commentary focuses on these and other strategies for moving forward and getting real change in the workplace, changes that workers and patients will talk about.

Sexual Harrassment--A Growing Problem in the Workplace.

ERIC Educational Resources Information Center

Petersen, Donald J.; Massengill, Douglass

1982-01-01

Cites court cases and Equal Employment Opportunity Commission guidelines that affix employer liability for sexual harassment. Offers management advice on developing policies and practices for dealing with sexual harassment that are based on responses from 74 "Fortune 500" firms. (Author/MLF)

A Research Review of the Impact of Accountability Policies on Teachers' Workplace Relations

ERIC Educational Resources Information Center

Mausethagen, Solvi

2013-01-01

This article reviews research on changes in teachers' workplace relations in a policy context that increasingly emphasizes accountability. The findings indicate that a greater focus on testing and student performance often leads to less attention to the caring and relational aspects of teachers' work. Prevailing and enduring ideas about teachers'…

Passive Smoking in the Workplace: Selected Issues.

ERIC Educational Resources Information Center

Congress of the U.S., Washington, DC. Office of Technology Assessment.

This report provides information about the health effects of passive smoking, the types of policies that are in force in the public and private sectors to control workplace smoking, and the costs and effects of those policies. The executive summary briefly highlights the three major areas of the report: (1) a review of the studies of health…

Not Learning in the Workplace: Austerity and the Shattering of "Illusio" in Public Service

ERIC Educational Resources Information Center

Colley, Helen

2012-01-01

Purpose: This paper seeks to discuss the impact of UK government austerity policies on learning in public service work, specifically youth support work. It also aims to argue that austerity policies intensify "ethics work", create emotional suffering, and obstruct workplace learning in a variety of ways. Design/methodology/approach: The…

Expanding Learning in the Workplace: Making More of Individual and Organisational Potential. A NIACE Policy Discussion Paper.

ERIC Educational Resources Information Center

Unwin, Lorna; Fuller, Alison

Ways of expanding workplace learning in the United Kingdom by making better use of individual and organizational potential were examined. The analysis focused on the following issues: ways of fostering, improving, and increasing learning in the workplace; ways of enhancing access to and participation in workplace learning; ways of making workplace…

Management capacity to promote nurse workplace health and safety.

PubMed

Fang, Yaxuan; McDonald, Tracey

2018-04-01

To investigate regarding workplace health and safety factors, and to identify strategies to preserve and promote a healthy nursing workplace. Data collected using the Delphi technique with input from 41 key informants across four participant categories drawn from a Chinese university and four hospitals were thematically analysed. Most respondents agreed on the importance of nurses' health and safety, and that nurse managers should act to protect nurses, but not enough on workplace safety. Hospital policies, staff disempowerment, workload and workplace conflicts are major obstacles. The reality of Chinese nurses' workplaces is that health and safety risks abound and relate to socio-cultural expectations of women. Self-management of risks is neccessary, gaps exist in understanding of workplace risks among different nursing groups and their perceptions of the professional status, and the value of nurses' contribution to ongoing risks in the hospital workplace. The Chinese hospital system must make these changes to produce a safer working environment for nurses. This research, based in China, presents an instructive tale for all countries that need support on the types and amounts of management for nurses working at the clinical interface, and on the consequences of management neglect of relevant policies and procedures. © 2017 John Wiley & Sons Ltd.

Maternity Leave Length and Workplace Policies' Impact on the Sustainment of Breastfeeding: Global Perspectives.

PubMed

Steurer, Lisa M

2017-05-01

Breastfeeding is a global initiative of the World Health Organization and the U.S. domestic health agenda, Healthy People 2020; both recommend exclusive breastfeeding, defined as providing breast milk only via breast or bottle, through the first 6 months of an infant's life. Previous literature has shown the correlation between socioeconomic status and breastfeeding, with higher maternal education and income as predictors of sustained breastfeeding. This same population of women is more likely to be employed outside the home. PubMed and the Cochrane Database of Systematic Reviews were searched using inclusion and exclusion criteria to identify the effect of maternity leave length and workplace policies on the sustainment of breastfeeding for employed mothers. Common facilitators to sustainment of breastfeeding included longer length of maternity leave as well as adequate time and space for the pumping of breast milk once the mother returned to the workplace. Barriers included inconsistency in policy and the lack of enforcement of policies in different countries. There is a lack of consistency globally on maternity leave length and workplace policy as determinants of sustained breastfeeding for employed mothers. A consistent approach is needed to achieve the goal of exclusive breastfeeding for infants. © 2017 Wiley Periodicals, Inc.

Workplace violence and gender discrimination in Rwanda's health workforce: Increasing safety and gender equality.

PubMed

Newman, Constance J; de Vries, Daniel H; d'Arc Kanakuze, Jeanne; Ngendahimana, Gerard

2011-07-19

Workplace violence has been documented in all sectors, but female-dominated sectors such as health and social services are at particular risk. In 2007-2008, IntraHealth International assisted the Rwanda Ministries of Public Service and Labor and Health to study workplace violence in Rwanda's health sector. This article reexamines a set of study findings that directly relate to the influence of gender on workplace violence, synthesizes these findings with other research from Rwanda, and examines the subsequent impact of the study on Rwanda's policy environment. Fifteen out of 30 districts were selected at random. Forty-four facilities at all levels were randomly selected in these districts. From these facilities, 297 health workers were selected at random, of whom 205 were women and 92 were men. Researchers used a utilization-focused approach and administered health worker survey, facility audits, key informant and health facility manager interviews and focus groups to collect data in 2007. After the study was disseminated in 2008, stakeholder recommendations were documented and three versions of the labor law were reviewed to assess study impact. Thirty-nine percent of health workers had experienced some form of workplace violence in year prior to the study. The study identified gender-related patterns of perpetration, victimization and reactions to violence. Negative stereotypes of women, discrimination based on pregnancy, maternity and family responsibilities and the 'glass ceiling' affected female health workers' experiences and career paths and contributed to a context of violence. Gender equality lowered the odds of health workers experiencing violence. Rwandan stakeholders used study results to formulate recommendations to address workplace violence gender discrimination through policy reform and programs. Gender inequality influences workplace violence. Addressing gender discrimination and violence simultaneously should be a priority in workplace violence research, workforce policies, strategies, laws and human resources management training. This will go a long way in making workplaces safer and fairer for the health workforce. This is likely to improve workforce productivity and retention and the enjoyment of human rights at work. Finally, studies that involve stakeholders throughout the research process are likely to improve the utilization of results and policy impact.

Workplace violence and gender discrimination in Rwanda's health workforce: Increasing safety and gender equality

PubMed Central

2011-01-01

Background Workplace violence has been documented in all sectors, but female-dominated sectors such as health and social services are at particular risk. In 2007-2008, IntraHealth International assisted the Rwanda Ministries of Public Service and Labor and Health to study workplace violence in Rwanda's health sector. This article reexamines a set of study findings that directly relate to the influence of gender on workplace violence, synthesizes these findings with other research from Rwanda, and examines the subsequent impact of the study on Rwanda's policy environment. Methods Fifteen out of 30 districts were selected at random. Forty-four facilities at all levels were randomly selected in these districts. From these facilities, 297 health workers were selected at random, of whom 205 were women and 92 were men. Researchers used a utilization-focused approach and administered health worker survey, facility audits, key informant and health facility manager interviews and focus groups to collect data in 2007. After the study was disseminated in 2008, stakeholder recommendations were documented and three versions of the labor law were reviewed to assess study impact. Results Thirty-nine percent of health workers had experienced some form of workplace violence in year prior to the study. The study identified gender-related patterns of perpetration, victimization and reactions to violence. Negative stereotypes of women, discrimination based on pregnancy, maternity and family responsibilities and the 'glass ceiling' affected female health workers' experiences and career paths and contributed to a context of violence. Gender equality lowered the odds of health workers experiencing violence. Rwandan stakeholders used study results to formulate recommendations to address workplace violence gender discrimination through policy reform and programs. Conclusions Gender inequality influences workplace violence. Addressing gender discrimination and violence simultaneously should be a priority in workplace violence research, workforce policies, strategies, laws and human resources management training. This will go a long way in making workplaces safer and fairer for the health workforce. This is likely to improve workforce productivity and retention and the enjoyment of human rights at work. Finally, studies that involve stakeholders throughout the research process are likely to improve the utilization of results and policy impact. PMID:21767411

Workplace violence against nursing staff in a Saudi university hospital.

PubMed

Alkorashy, Hanan A Ezzat; Al Moalad, Fawziah Bakheet

2016-06-01

Violence against nurses is a major challenge for healthcare administrators. It is gaining more attention because it has a negative impact on nurses, the quality of health care and health organization. Common types of violence include physical harassment, sexual abuse, aggression, mobbing and bullying. Patients, their relatives and co-workers are considered the main perpetrators. To determine the prevalence rate of workplace violence against nursing professionals in a university hospital in Riyadh, Saudi Arabia, most frequent type and perpetrators as well as the contributing factors. This quantitative cross-sectional study adapted a survey questionnaire from the Massachusetts Nurses Association Survey on Workplace Violence/Abuse to collect data from a quota sample of 370 nursing personnel. Almost half of the participants had experienced violence in the professional setting during the 12 months prior to the study. The majority of subjects perceived workplace violence as verbal abuse. Nearly all nursing professionals identified patients as the leading cause. Slightly more than half mentioned understaffing, misunderstandings, long waits for service and lack of staff training and policies for preventing crisis as contributing factors. The prevalence rate is extremely high among nurses in the targeted Saudi university hospital. Saudi health as well as university hospitals' administration and policy makers should adopt and introduce a 'zero tolerance policy', set standards and develop practical measures for preventing the incidence and for controlling the prevalence of violence against nurses. Besides, healthcare organizations, particularly hospitals, can fulfil their obligations to provide both staff and patients with more secure environment. Further research on the topic is needed. © 2016 International Council of Nurses.

Adoption of formal HIV and AIDS workplace policies: an analysis of industry/sector variations.

PubMed

Bakuwa, Rhoda

2010-12-01

Addressing HIV and AIDS is the responsibility of many stakeholders including private sector companies. However, increasing evidence reveals that the majority of companies around the world are yet to acknowledge and respond to HIV and AIDS as a workplace issue. One factor that has been identified in the literature as playing a role in determining whether a company responds to HIV and AIDS, or not, is the industry/sector in which a company operates. This study therefore sought to empirically examine whether in the context of Malawi there were significant variations in the adoption of formal HIV and AIDS workplace policies based on the industry/sector in which a company was operating, as well as analyse the dynamics underlying such variations. Using survey data collected from 152 randomly selected private sector companies in Malawi, the results of this study revealed significant variations in the adoption of HIV and AIDS workplace policies among companies operating in various sectors. Companies in the service sector were leading the adoption compared to companies in other sectors such as the trading sector. Furthermore, the evidence from this study showed that differences in staff participation in the activities of HIV and AIDS institutions may explain the industry/sector variations. These results provide an important avenue to scale up company responses to HIV and AIDS by intensifying staff participation in the activities of HIV and AIDS institutions. Such institutions appear to play a vital role of providing up to date HIV-and AIDS-related information upon which companies are able to develop a business case for responding to the epidemic.

Statement on National WorkLife Priorities

PubMed Central

Cherniack, Martin; Henning, Rob; Merchant, James A.; Punnett, Laura; Sorensen, Glorian R.; Wagner, Gregory

2018-01-01

The National Institute for Occupational Safety and Health (NIOSH) WorkLife Initiative (WLI) [http://www.cdc.gov/niosh/worklife] seeks to promote workplace programs, policies, and practices that result in healthier, more productive employees through a focus simultaneously on disease prevention, health promotion, and accommodations to age, family, and life stage. The Initiative incorporates the Institute’s foundational commitment to workplaces free of recognized hazards into broader consideration of the factors that affect worker health and wellbeing. Workplace hazards, such as physical demands, chemical exposures, and work organization, often interact with non-work factors such as family demands and health behaviors to increase health and safety risks. New workplace interventions being tested by the first three NIOSH WLI Centers of WorkLife Excellence are exploring innovative models for employee health programs to reduce the human, social, and economic costs of compromised health and quality of life. Many parties in industry, labor, and government share the goals of improving employee health while controlling health care costs. NIOSH convened a workshop in 2008 with representatives of the three Centers of Excellence to develop a comprehensive, long-range strategy for advancing the WorkLife Initiative. The recommendations below fall into three areas: practice, research, and policy. Responding to these recommendations would permit the WorkLife Center system to establish a new infrastructure for workplace prevention programs by compiling and disseminating the innovative practices being developed and tested at the Centers, and elsewhere. The WLI would also extend the customary scope of NIOSH by engaging with multiple NIH Institutes that are already generating research-to-practice programs involving the working-age population, in areas such as chronic disease prevention and management. Research to Practice (r2p) is a concept focused on the translation of research findings, technologies, and information into evidence-based prevention practices and products that are adopted in the workplace or other “real-world” settings. NIOSH’s goal is to overcome the translational issues that now prevent state-of-the-art occupational health, health promotion, and chronic disease research findings from benefiting working age populations immediately, regardless of workplace size, work sector, or region of the country. PMID:20949545

Statement on national worklife priorities.

PubMed

Cherniack, Martin; Henning, Rob; Merchant, James A; Punnett, Laura; Sorensen, Glorian R; Wagner, Gregory

2011-01-01

The National Institute for Occupational Safety and Health (NIOSH) WorkLife Initiative (WLI) [http://www.cdc.gov/niosh/worklife] seeks to promote workplace programs, policies, and practices that result in healthier, more productive employees through a focus simultaneously on disease prevention, health promotion, and accommodations to age, family, and life stage. The Initiative incorporates the Institute's foundational commitment to workplaces free of recognized hazards into broader consideration of the factors that affect worker health and wellbeing. Workplace hazards, such as physical demands, chemical exposures, and work organization, often interact with non-work factors such as family demands and health behaviors to increase health and safety risks. New workplace interventions being tested by the first three NIOSH WLI Centers of WorkLife Excellence are exploring innovative models for employee health programs to reduce the human, social, and economic costs of compromised health and quality of life. Many parties in industry, labor, and government share the goals of improving employee health while controlling health care costs. NIOSH convened a workshop in 2008 with representatives of the three Centers of Excellence to develop a comprehensive, long-range strategy for advancing the WorkLife Initiative. The recommendations below fall into three areas: practice, research, and policy. Responding to these recommendations would permit the WorkLife Center system to establish a new infrastructure for workplace prevention programs by compiling and disseminating the innovative practices being developed and tested at the Centers, and elsewhere. The WLI would also extend the customary scope of NIOSH by engaging with multiple NIH Institutes that are already generating research-to-practice programs involving the working-age population, in areas such as chronic disease prevention and management. Research to Practice (r2p) is a concept focused on the translation of research findings, technologies, and information into evidence-based prevention practices and products that are adopted in the workplace or other "real-world" settings. NIOSH's goal is to overcome the translational issues that now prevent state-of-the-art occupational health, health promotion, and chronic disease research findings from benefiting working age populations immediately, regardless of workplace size, work sector, or region of the country. 2010 Wiley-Liss, Inc.

The Stress Check Program: a new national policy for monitoring and screening psychosocial stress in the workplace in Japan.

PubMed

Kawakami, Norito; Tsutsumi, Akizumi

2016-01-01

The Japanese government launched a new occupational health policy called the Stress Check Program. This program mandates that all workplaces with 50 or more employees conduct the Stress Check Program for workers at least once a year. This article gives a brief overview and critical review of the program. We reviewed relevant laws, guidelines, and manuals, as well as the policy development process. The policy and the components of the program were compared using available scientific evidence and trends in the management of psychosocial factors at work according to the policies and guidelines of international bodies and European countries. The process of program policy development was based on a discussion among employer and employee representatives, occupational health professionals, and mental health experts. Scientific evidence shows that mandated components of the program (i.e., feedback of stress survey results and physician's interview) may be ineffective. However, additional components recommended to employers, such as stress management skill provision and work environment improvement, in conjunction with the program may be effective in improving psychosocial stress at work. The Stress Check Program is unique compared with the global trend for psychosocial risk management because it focuses on the assessment of stress among individual workers. The new program may be effective in improving worker mental health by facilitating the psychosocial risk management approach in Japan. Concerns regarding the program include mass leakage of collected information, and possible disadvantages for workers labeled as having high stress.

Social support and the working hours of employed mothers in Europe: The relevance of the state, the workplace, and the family.

PubMed

Abendroth, Anja-Kristin; van der Lippe, Tanja; Maas, Ineke

2012-05-01

This paper studies the influence of state, workplace, and family support on the working hours of employed mothers and how these different support sources interact. Data taken from the European Social Survey 2004/2005 as well as country-specific information were used to estimate several hierarchical models. We find evidence that the availability of supportive workplace arrangements and family support positively impact the working hours of employed mothers and that state policies facilitating the traditional family have a negative effect. There is weak support for a positive relationship between state policies facilitating the dual-earner family and working hours of employed mothers. In addition, most of the sources of support appear to be complementary. Supportive family role models and supportive workplace arrangements have a reinforcing relationship, as do publicly funded child care and supportive workplace arrangements. Copyright © 2012 Elsevier Inc. All rights reserved.

Changing Workplaces to Reduce Work-Family Conflict: Schedule Control in a White-Collar Organization

PubMed Central

Kelly, Erin L.; Moen, Phyllis; Tranby, Eric

2011-01-01

Work-family conflicts are common and consequential for employees, their families, and work organizations. Can workplaces be changed to reduce work-family conflict? Previous research has not been able to assess whether workplace policies or initiatives succeed in reducing work-family conflict or increasing work-family fit. Using longitudinal data collected from 608 employees of a white-collar organization before and after a workplace initiative was implemented, we investigate whether the initiative affects work-family conflict and fit, whether schedule control mediates these effects, and whether work demands, including long hours, moderate the initiative’s effects on work-family outcomes. Analyses clearly demonstrate that the workplace initiative positively affects the work-family interface, primarily by increasing employees’ schedule control. This study points to the importance of schedule control for our understanding of job quality and for management policies and practices. PMID:21580799

Changing Workplaces to Reduce Work-Family Conflict: Schedule Control in a White-Collar Organization.

PubMed

Kelly, Erin L; Moen, Phyllis; Tranby, Eric

2011-04-01

Work-family conflicts are common and consequential for employees, their families, and work organizations. Can workplaces be changed to reduce work-family conflict? Previous research has not been able to assess whether workplace policies or initiatives succeed in reducing work-family conflict or increasing work-family fit. Using longitudinal data collected from 608 employees of a white-collar organization before and after a workplace initiative was implemented, we investigate whether the initiative affects work-family conflict and fit, whether schedule control mediates these effects, and whether work demands, including long hours, moderate the initiative's effects on work-family outcomes. Analyses clearly demonstrate that the workplace initiative positively affects the work-family interface, primarily by increasing employees' schedule control. This study points to the importance of schedule control for our understanding of job quality and for management policies and practices.

Workplace Literacy: A Labour Perspective.

ERIC Educational Resources Information Center

Nesbit, Tom

The policies and practices of Canadian labor unions in the area of workplace literacy were examined through a comprehensive literature review and site visits to an unspecified number of labor-initiated workplace literacy programs representing different geographic areas, industries and types of occupations, levels of participation of equity groups,…

The Work Ethic Game.

ERIC Educational Resources Information Center

Nelson, Kate

1992-01-01

Describes the development of "The Work Ethic Game" that focuses on integrity in the workplace. Explains that the game is divided into three categories: legal, judgment, and policy issues. Discusses different personality types in the typical employee population. Includes possibilities for use at different education levels. (DK)

Communities of teaching practice in the workplace: Evaluation of a faculty development programme.

PubMed

Schreurs, Marie-Louise; Huveneers, Wilma; Dolmans, Diana

2016-08-01

The focus of faculty development (FD) has recently shifted from individual and formal learning to formal and informal learning by a team of teachers in the workplace where the teaching is actually effected. This study aimed to evaluate the impact of a faculty development programme on teachers' educational workplace environment. We invited 23 teachers, who had successfully completed a University Teaching Qualification (UTQ) programme, to evaluate the faculty development programme and participate in focus group discussions. This UTQ programme spanned one year and covered 185 hours of formal and informal learning and training activities and formal coaching. After having obtained their UTQ, teachers reported that coaching enhances reflection and feedback, to participate more frequently in educational networks, which enhances consultation among teachers, increased awareness of organizational educational policies and more confidence in fulfilling educational tasks and activities. The evaluation of the UTQ programme demonstrated to enhance the development of a community of teachers at the workplace who share a passion for education and provide each other with support and feedback, which triggered a change in culture enhancing improvement of education. However, this did not hold for all teachers. Inhibiting factors hold sway, such as a prevailing commitment to research over education in some departments and a lack of interest in education by some department chairs.

The Role of the Government in Work-Family Conflict

ERIC Educational Resources Information Center

Boushey, Heather

2011-01-01

The foundations of the major federal policies that govern today's workplace were put in place during the 1930s, when most families had a stay-at-home caregiver who could tend to the needs of children, the aged, and the sick. Seven decades later, many of the nation's workplace policies are in need of major updates to reflect the realities of the…

State Employment Protection Statutes for Victims of Domestic Violence: Public Policy's Response to Domestic Violence as an Employment Matter

ERIC Educational Resources Information Center

Swanberg, Jennifer E.; Ojha, Mamta U.; Macke, Caroline

2012-01-01

Evidence indicates that domestic violence has negative consequences on victims' employment; yet employers lag in recognizing this as a workplace issue. To address the problem, some states have established several policy solutions. To understand the scope of the public sector's response to domestic violence as a workplace issue, a content analysis…

Policy Guidelines for Effective Inclusion and Reintegration of People with Chronic Diseases in the Workplace: National and European Perspectives

PubMed Central

Vlachou, Anastasia; Stavroussi, Panayiota; Roka, Olga; Vasilou, Evdokia; Papadimitriou, Dimitra; Scaratti, Chiara; Kadyrbaeva, Asel; Brecelj, Valentina; Svestkova, Olga; Tobiasz-Adamczyk, Beata; Finnvold, Jon Erik; Gruber, Sonja

2018-01-01

The increasing prevalence of chronic diseases among the European working age population, as well as the implications for the individual and societal level, underline the need for policy guidelines targeting the effective inclusion of persons with chronic diseases in the workplace. The aim of the present paper was to explore the perspectives of European and National-level stakeholders on existing strategies for work re-integration of persons with chronic diseases, and to provide policy guidelines. A highly-structured interview protocol was distributed to 58 National level stakeholders (policy makers, professionals and employers) from seven European countries. Additionally, 20 European organizations concerned with health-related issues and employment completed an online survey. The findings reveal that employment-related challenges remain largely unaddressed. Both national and European stakeholders considered the existing legislative frameworks inadequate and appraised the co-ordination for the implementation of employment re-integration policies as ineffective. Policies targeting at work re-integration of persons with chronic diseases at European and national level should focus on consistent cooperation among all key stakeholders, awareness raising to staff and management, dissemination of effective strategies, developing research and evaluation standards and establishing monitoring systems on inclusive labour markets. PMID:29534484

7 CFR 1710.127 - Drug free workplace.

Code of Federal Regulations, 2012 CFR

2012-01-01

... 7 Agriculture 11 2012-01-01 2012-01-01 false Drug free workplace. 1710.127 Section 1710.127 Agriculture Regulations of the Department of Agriculture (Continued) RURAL UTILITIES SERVICE, DEPARTMENT OF... and Basic Policies § 1710.127 Drug free workplace. Borrowers are required to comply with the Drug Free...

7 CFR 1710.127 - Drug free workplace.

Code of Federal Regulations, 2014 CFR

2014-01-01

... 7 Agriculture 11 2014-01-01 2014-01-01 false Drug free workplace. 1710.127 Section 1710.127 Agriculture Regulations of the Department of Agriculture (Continued) RURAL UTILITIES SERVICE, DEPARTMENT OF... and Basic Policies § 1710.127 Drug free workplace. Borrowers are required to comply with the Drug Free...

7 CFR 1710.127 - Drug free workplace.

Code of Federal Regulations, 2013 CFR

2013-01-01

... 7 Agriculture 11 2013-01-01 2013-01-01 false Drug free workplace. 1710.127 Section 1710.127 Agriculture Regulations of the Department of Agriculture (Continued) RURAL UTILITIES SERVICE, DEPARTMENT OF... and Basic Policies § 1710.127 Drug free workplace. Borrowers are required to comply with the Drug Free...

7 CFR 1710.127 - Drug free workplace.

Code of Federal Regulations, 2011 CFR

2011-01-01

... 7 Agriculture 11 2011-01-01 2011-01-01 false Drug free workplace. 1710.127 Section 1710.127 Agriculture Regulations of the Department of Agriculture (Continued) RURAL UTILITIES SERVICE, DEPARTMENT OF... and Basic Policies § 1710.127 Drug free workplace. Borrowers are required to comply with the Drug Free...

Workplace diversity and public policy: challenges and opportunities for psychology.

PubMed

Fassinger, Ruth E

2008-01-01

This article outlines both challenges and opportunities for psychology of issues related to diversity in education and work. For the purposes of this discussion, "diverse" populations include four groups currently marginalized and disadvantaged in the U.S. workplace: women, people of color, sexual minorities, and people with disabilities. An overview of employment participation patterns for these groups is presented, workplace barriers arising from marginalized status are highlighted, and the article concludes with a discussion of work-related legislative and public policy fronts that can be informed and influenced by the contributions of psychologists. Copyright (c) 2008 APA, all rights reserved.

Hospitals should be exemplars of healthy workplaces.

PubMed

Russell, Lesley M; Anstey, Matthew H R; Wells, Susan

2015-05-04

As major employers and flagship health care organisations, hospitals can influence the norms of the communities they serve by adopting model policies and practices that promote the health of patients, visitors, employees, students and trainees. Hospitals must become healthy workplaces in every sense and extend their role to focus on health and wellness, not just illness. Reorienting hospital policies can: ensure the provision and stewardship of healthy, ecologically sound and sustainable environments; increase the focus on promoting health and prevention; foster interpersonal safety; and improve workplace safety. Such efforts deliver improvements in health outcomes and savings in hospital budgets.

Building company health promotion capacity: a unique collaboration between Cargill and the Centers for Disease Control and Prevention.

PubMed

Lang, Jason E; Hersey, James C; Isenberg, Karen L; Lynch, Christina M; Majestic, Elizabeth

2009-04-01

The US Centers for Disease Control and Prevention (CDC) helps protect the health and safety of all people. The workplace can be used to reach millions of workers and their families with programs, policies, and benefits that promote health. We describe a CDC-led project to build Cargill's workplace health promotion capacity and identify the importance of a company liaison in the public-private relationship. The project goals were to engage diverse Cargill personnel, conduct a workplace health assessment, aid in the development of a workplace health program action plan, and develop Cargill's internal capacity using knowledge and skill-building. CDC partnered with Cargill on a workplace health promotion project to build Cargill's capacity. A multicomponent assessment was conducted to determine priority employee health issues, stakeholder meetings were held to engage and educate Cargill management and employees, and technical assistance was provided regularly between CDC and Cargill. Identifying a company liaison to work with an external assessment team is critical to building capacity for a successful workplace health project. This relationship creates an understanding of company culture and operations, facilitates access to key stakeholders and data, and provides opportunities to enhance capacity and sustainability. Employers undertaking workplace health promotion projects should identify a senior-level person to serve as the company health leader or liaison and who can devote the time necessary to build trusting relationships with partners to ensure project success. This person is valuable in facilitating communications, data collection, logistical support, troubleshooting, and influencing employer workplace health practices.

Workplace worries: a preliminary look at online sexual activities at the office-emerging issues for clinicians and employers.

PubMed

Cooper, Al; Safir, Marilyn P; Rosenmann, Amir

2006-02-01

Concerns about the impact of online sexual activities (OSA) on work-life are drastically increasing. This study examined 3,466 respondents who reported OSA, 18.5% of whom reported engaging in OSA at work. They were compared with the 81.5% who engaged in OSA at home, on average time spent in OSA, workplace policies regarding OSA, and relationship status. Two themes were identified and discussed: opportunity and sexual distress. Our findings indicate that participants are cognizant of issues of opportunity (e.g., the OSA from home group was more likely to indicate their workplace has established policies regarding OSA), and privacy, representing an important aspect of this theme (e.g., participants engaging in OSA at work were found to be twice as likely to have extra-marital affairs, compared with the OSA from home group). Secondly, our data suggests that many participants, especially from the OSA at work group, experience OSA-related distress. Engaging in OSA at the workplace may result in decreased productivity, issues of sexual harassment, and concerns about employee well-being. Clearly stated and consistently enforced policies regulating OSA are likely to mitigate workplace OSA. However, a significant minority of employees may have difficulties curbing OSA. Therefore, more sophisticated strategies to deal with workplace OSA should be established. Additional implications of importance for organizations and mental health professionals who support them are discussed.

Partnership in Skill Development and Credentialisation: Career Development from School to Work to Tertiary Study

ERIC Educational Resources Information Center

Reid, Maureen; Melrose, Mary

2004-01-01

This article explores the partnership between a New Zealand university and the New Zealand arm of a large multinational employer. A major focus is career development in the New Zealand workplace, which is considered in the context of government policies and initiatives. A research project, which was originally intended to promote staff recruitment…

Getting to Family-Friendly in Your Department

NASA Astrophysics Data System (ADS)

Pilachowski, Catherine A.

2012-01-01

These days, most academic and research institutions recognize the importance of a family-friendly workplace, and have implemented at least some policies to support a sustainable work-life balance: family and medical leave, parental leave, stopping or extending tenure clocks, modified duty policies, breast feeding policies and lactation rooms, partner hiring programs, childcare programs, eldercare programs, emergency and sick child care programs, dependent care travel funds, etc. But while institutions may offer a menu of policies and free or low-cost services to support families, what's happening in your department? Achieving a supportive workplace culture requires that we dispel some of the myths associated with family-friendly policies, and establish that family-friendly policies not only benefit all employees, but also help the institution be more successful.

Social, Psychological, And Physical Aspects Of The Work Environment Could Contribute To Hypertension Prevalence.

PubMed

Rehkopf, David H; Modrek, Sepideh; Cantley, Linda F; Cullen, Mark R

2017-02-01

Studies on the physical and social characteristics of the workplace have begun to provide evidence for the role of specific workplace factors on health. However, the overall contribution of the workplace to health has not been considered. Estimates of the influences on health across domains of the work environment are a critical first step toward understanding what level of priority the workplace should take as the target for public policies to improve health. The influences or contribution of these domains on health in the work environment are particularly useful to study since they are potentially modifiable through changes in policies and environment. Our analysis used detailed data from blue-collar industrial workers at two dozen Alcoa plants. It includes work environmental measures of psychological hazards, physical hazards, and the workplace social environment, to estimate the overall importance of the workplace environment for hypertension. Our findings suggest that social, psychological, and physical aspects of the work environment could contribute to a substantial proportion of hypertension prevalence. These attributes of the workplace could thus be a useful target for improving workforce health. Project HOPE—The People-to-People Health Foundation, Inc.

Cooperative Education in a New Era: Understanding and Strengthening the Links between College and the Workplace.

ERIC Educational Resources Information Center

Ryder, Kenneth G.; Wilson, James W.

A description of contemporary cooperative education shows how programs, policies, and practices have developed and changed to fit today's educational and work environment. Specific benefits for students, academic institutions, and employers are examined. Following a foreword by Ralph W. Tyler, four chapters in part one (the development of…

Just in Time and Future-Proofing? Policy, Challenges and Opportunities in the Professional Development of Part-Time Teachers

ERIC Educational Resources Information Center

Beaton, Fran

2017-01-01

Part-time teachers form a growing proportion of the global Higher Education (HE) workforce. Their backgrounds can vary from Graduate Teaching Assistants (GTAs) teaching for the first time, to practitioners bringing workplace experience into HE and sessional teachers, all with differing professional development needs. This paper builds on previous…

Flowers in the Desert: The Impact of Policy on Basic Skills Provision in the Workplace

ERIC Educational Resources Information Center

Finlay, Ian; Hodgson, Ann; Steer, Richard

2007-01-01

In this paper we argue that learning in the workplace can bring considerable benefits for learners and employers. It draws on data from in-depth interviews and secondary sources from eight sites of work-based learning as part of wider research into the effects of five national policy mechanisms within the Learning and Skills Sector. We also have…

Conceptualizing the dynamics of workplace stress: a systems-based study of nursing aides.

PubMed

Jetha, Arif; Kernan, Laura; Kurowski, Alicia

2017-01-05

Workplace stress is a complex phenomenon that may often be dynamic and evolving over time. Traditional linear modeling does not allow representation of recursive feedback loops among the implicated factors. The objective of this study was to develop a multidimensional system dynamics model (SDM) of workplace stress among nursing aides and conduct simulations to illustrate how changes in psychosocial perceptions and workplace factors might influence workplace stress over time. Eight key informants with prior experience in a large study of US nursing home workers participated in model building. Participants brainstormed the range of components related to workplace stress. Components were grouped together based on common themes and translated into feedback loops. The SDM was parameterized through key informant insight on the shape and magnitude of the relationship between model components. Model construction was also supported utilizing survey data collected as part of the larger study. All data was entered into the software program, Vensim. Simulations were conducted to examine how adaptations to model components would influence workplace stress. The SDM included perceptions of organizational conditions (e.g., job demands and job control), workplace social support (i.e., managerial and coworker social support), workplace safety, and demands outside of work (i.e. work-family conflict). Each component was part of a reinforcing feedback loop. Simulations exhibited that scenarios with increasing job control and decreasing job demands led to a decline in workplace stress. Within the context of the system, the effects of workplace social support, workplace safety, and work-family conflict were relatively minor. SDM methodology offers a unique perspective for researchers and practitioners to view workplace stress as a dynamic process. The portrayal of multiple recursive feedback loops can guide the development of policies and programs within complex organizational contexts with attention both to interactions among causes and avoidance of adverse unintended consequences. While additional research is needed to further test the modeling approach, findings might underscore the need to direct workplace interventions towards changing organizational conditions for nursing aides.

The role of HIV/AIDS committees in effective workplace governance of HIV/AIDS in South African small and medium-sized enterprises (SMEs).

PubMed

Vaas, Jocelyn R

2008-04-01

The primary purpose of this study was to assess the role, status and scope of workplace HIV/AIDS committees as a means of effective workplace governance of the HIV/AIDS impact, and their role in extending social protective HIV/AIDS-related rights to employees. In-depth qualitative case studies were conducted in five South African small and medium-sized enterprises (SMEs) that were actively implementing HIV/AIDS policies and programmes. Companies commonly implemented HIV/AIDS policies and programmes through a workplace committee dedicated to HIV/AIDS or a generic committee dealing with issues other than HIV/ AIDS. Management, through the human resources department and the occupational health practitioner often drove initial policy formulation, and had virtually sole control of the HIV/AIDS budget. Employee members of committees were mostly volunteers, and were often production or blue collar employees, while there was a notable lack of participation by white-collar employees, line management and trade unions. While the powers of workplace committees were largely consultative, employee committee members often managed in an indirect manner to secure and extend social protective rights on HIV/AIDS to employees, and monitor their effective implementation in practice. In the interim, workplace committees represented one of the best means to facilitate more effective workplace HIV/AIDS governance. However, the increased demands on collective bargaining as a result of an anticipated rises in AIDS-related morbidity and mortality might prove to be beyond the scope of such voluntary committees in the longer term.

41 CFR 102-79.111 - Where may Executive agencies find additional information on Integrated Workplace concepts?

Code of Federal Regulations, 2010 CFR

2010-07-01

... 41 Public Contracts and Property Management 3 2010-07-01 2010-07-01 false Where may Executive agencies find additional information on Integrated Workplace concepts? 102-79.111 Section 102-79.111 Public... Integrated Workplace concepts? The GSA Office of Governmentwide Policy provides additional guidance in its...

38 CFR 48.215 - What must I include in my drug-free awareness program?

Code of Federal Regulations, 2010 CFR

2010-07-01

...) The dangers of drug abuse in the workplace; (b) Your policy of maintaining a drug-free workplace; (c... that you may impose upon them for drug abuse violations occurring in the workplace. ... drug-free awareness program? 48.215 Section 48.215 Pensions, Bonuses, and Veterans' Relief DEPARTMENT...

38 CFR 48.215 - What must I include in my drug-free awareness program?

Code of Federal Regulations, 2014 CFR

2014-07-01

...) The dangers of drug abuse in the workplace; (b) Your policy of maintaining a drug-free workplace; (c... that you may impose upon them for drug abuse violations occurring in the workplace. ... drug-free awareness program? 48.215 Section 48.215 Pensions, Bonuses, and Veterans' Relief DEPARTMENT...

2 CFR 182.215 - What must I include in my drug-free awareness program?

Code of Federal Regulations, 2014 CFR

2014-01-01

... of drug abuse in the workplace; (b) Your policy of maintaining a drug-free workplace; (c) Any... may impose upon them for drug abuse violations occurring in the workplace. ... 2 Grants and Agreements 1 2014-01-01 2014-01-01 false What must I include in my drug-free...

38 CFR 48.215 - What must I include in my drug-free awareness program?

Code of Federal Regulations, 2013 CFR

2013-07-01

...) The dangers of drug abuse in the workplace; (b) Your policy of maintaining a drug-free workplace; (c... that you may impose upon them for drug abuse violations occurring in the workplace. ... drug-free awareness program? 48.215 Section 48.215 Pensions, Bonuses, and Veterans' Relief DEPARTMENT...

2 CFR 182.215 - What must I include in my drug-free awareness program?

Code of Federal Regulations, 2011 CFR

2011-01-01

... of drug abuse in the workplace; (b) Your policy of maintaining a drug-free workplace; (c) Any... may impose upon them for drug abuse violations occurring in the workplace. ... 2 Grants and Agreements 1 2011-01-01 2011-01-01 false What must I include in my drug-free...

38 CFR 48.215 - What must I include in my drug-free awareness program?

Code of Federal Regulations, 2011 CFR

2011-07-01

...) The dangers of drug abuse in the workplace; (b) Your policy of maintaining a drug-free workplace; (c... that you may impose upon them for drug abuse violations occurring in the workplace. ... drug-free awareness program? 48.215 Section 48.215 Pensions, Bonuses, and Veterans' Relief DEPARTMENT...

38 CFR 48.215 - What must I include in my drug-free awareness program?

Code of Federal Regulations, 2012 CFR

2012-07-01

...) The dangers of drug abuse in the workplace; (b) Your policy of maintaining a drug-free workplace; (c... that you may impose upon them for drug abuse violations occurring in the workplace. ... drug-free awareness program? 48.215 Section 48.215 Pensions, Bonuses, and Veterans' Relief DEPARTMENT...

Association between employer's knowledge and attitude towards smoking cessation and voluntary promotion in workplace: a survey study.

PubMed

Wang, Man Ping; Li, William Ho Cheung; Suen, Yi Nam; Cheung, Ka Ching; Lau, Oi Sze; Lam, Tai Hing; Chan, Sophia Siu Chee

2017-01-01

Workplace smoking cessation (SC) intervention is effective in increasing quit rate but little was known about the factors associated with voluntary SC promotion. Comprehensive smoke-free legislation, including banning smoking in all indoor area of workplaces, has been enforced in Hong Kong. This survey investigated the prevalence of company's compliance with smoke-free legislation and examined the relation between voluntary SC promotion in workplace and employer's knowledge of and attitude towards smoking and SC. Half (50.3%, n  = 292) of a convenience sample of companies completed a self-administered questionnaire on company's voluntary SC promotion in the workplace. Factors investigated included company's characteristics (size, type, and number of smoking employees); employers' knowledge of smoking, second-hand smoke and SC effects on health; perceived responsibility in assisting employees to quit smoking and smoking prohibition in workplace (smoke free policy). Logistic regression yielded adjusted odds ratio (aOR) for voluntary SC promotion. A notable proportion of companies (14.7%) showed non-compliance with the smoke free workplace ordinance and only 10% voluntarily promoted SC. Perceived greater negative impact of smoking on the company (adjusted odds ratio[aOR] 1.94, 95% confidence interval [CI] 1.18-3.20) and better knowledge of smoking (aOR 1.40, 95%CI 1.00-1.94) were associated with voluntary SC promotion. Positive but non-significant associations were observed between perceived responsibility of assisting employees to quit, workplace smoke free policy and voluntary SC promotion. Company characteristics were generally not associated with voluntary SC promotion except white collar companies were less likely to promote SC (aOR 0.26, 95% CI 0.08-0.85). This is the first survey on company's SC promotion in the Chinese population. A notable proportion of companies was not compliant with the smoke-free workplace ordinance. Employers with a higher level of knowledge and perceived impact of smoking on companies and from blue-collar companies were more likely to promote SC in workplace. The findings inform future workplace intervention design and policy. The study was retrospectively registered at ClinicalTrials.gov (NCT02179424) dated 27 June 2014.

Occupational Health and Safety in Ethiopia: A review of Situational Analysis and Needs Assessment

PubMed Central

Kumie, Abera; Amera, Tadesse; Berhane, Kiros; Samet, Jonathan; Hundal, Nuvjote; G/Michael, Fitsum; Gilliland, Frank

2017-01-01

Background The current rapid economic development has brought changes in workplaces in developing countries, including Ethiopia. The organization of occupational health and safety services is not yet resilient enough to handle the growing demands for workers’ health in the context of industrialization. There is limited information on the gaps and needs of occupational health services in workplaces in Ethiopia. Objectives The present review article describes the existing profile of occupational safety and health services in Ethiopia and identifies the current gaps and needs in the services. Methods Secondary data sources were reviewed using a structured checklist to explore the status of occupational safety, health services and related morbidity. Local literature was consulted in order to describe the type and prevalence of work related hazards, patterns of industries and of workforce. Published articles were searched in Google, Google scholar, PUBMED, and HINARI databases. Relevant heads of stakeholder organizations and experts were interviewed to verify the gaps that were synthesized using desk review. Results Ethiopia is an agrarian country that is industrializing rapidly with a focus on construction, manufacturing, mining, and road infrastructure. An estimated work force of about two million is currently engaged in the public and private sectors. Males constitute the majority of this workforce. Most of the workforce has basic primary education. Commonly observed hazards in the workplace include occupational noise and dust of various types in manufacturing sectors and chemical exposures in the flower industry. Injury in both the agriculture and the manufacturing sectors is another workplace hazard commonly observed in the country. A lack of information made assessing workplace exposures in detail difficult. The prevalence of noise exposure was found to be high with the potential to seriously impact hearing capacity. Exposure to dust in textile and cement factories greatly exceeded international permissible limits. There is a high level of workplace injuries that often leads to an extended loss of productive working days. Occupational safety and health services were found to be inadequately organized. There is limited practice in exposure assessment and monitoring. This happens to be true despite the existing favorable environment in areas of policies and regulations. Conclusion and Recommendation There is a severe scarcity of peer-reviewed literature related to workplace exposures and their impact on workplace health and safety. Limited adequately skilled manpower is available. The internal infrastructural capacity is weak and cannot help to identify and assess hazards in the workplace. Monitoring system and laboratory investigation is limited despite the presence of favorable policy and regulatory frameworks. Addressing these gaps is of immediate concern. PMID:28867918

Occupational Health and Safety in Ethiopia: A review of Situational Analysis and Needs Assessment.

PubMed

Kumie, Abera; Amera, Tadesse; Berhane, Kiros; Samet, Jonathan; Hundal, Nuvjote; G/Michael, Fitsum; Gilliland, Frank

2016-01-01

The current rapid economic development has brought changes in workplaces in developing countries, including Ethiopia. The organization of occupational health and safety services is not yet resilient enough to handle the growing demands for workers' health in the context of industrialization. There is limited information on the gaps and needs of occupational health services in workplaces in Ethiopia. The present review article describes the existing profile of occupational safety and health services in Ethiopia and identifies the current gaps and needs in the services. Secondary data sources were reviewed using a structured checklist to explore the status of occupational safety, health services and related morbidity. Local literature was consulted in order to describe the type and prevalence of work related hazards, patterns of industries and of workforce. Published articles were searched in Google, Google scholar, PUBMED, and HINARI databases. Relevant heads of stakeholder organizations and experts were interviewed to verify the gaps that were synthesized using desk review. Ethiopia is an agrarian country that is industrializing rapidly with a focus on construction, manufacturing, mining, and road infrastructure. An estimated work force of about two million is currently engaged in the public and private sectors. Males constitute the majority of this workforce. Most of the workforce has basic primary education. Commonly observed hazards in the workplace include occupational noise and dust of various types in manufacturing sectors and chemical exposures in the flower industry. Injury in both the agriculture and the manufacturing sectors is another workplace hazard commonly observed in the country. A lack of information made assessing workplace exposures in detail difficult. The prevalence of noise exposure was found to be high with the potential to seriously impact hearing capacity. Exposure to dust in textile and cement factories greatly exceeded international permissible limits. There is a high level of workplace injuries that often leads to an extended loss of productive working days. Occupational safety and health services were found to be inadequately organized. There is limited practice in exposure assessment and monitoring. This happens to be true despite the existing favorable environment in areas of policies and regulations. There is a severe scarcity of peer-reviewed literature related to workplace exposures and their impact on workplace health and safety. Limited adequately skilled manpower is available. The internal infrastructural capacity is weak and cannot help to identify and assess hazards in the workplace. Monitoring system and laboratory investigation is limited despite the presence of favorable policy and regulatory frameworks. Addressing these gaps is of immediate concern.

Workplace violence against homecare workers and its relationship with workers health outcomes: a cross-sectional study.

PubMed

Hanson, Ginger C; Perrin, Nancy A; Moss, Helen; Laharnar, Naima; Glass, Nancy

2015-01-17

Consumer-driven homecare models support aging and disabled individuals to live independently through the services of homecare workers. Although these models have benefits, including autonomy and control over services, little evidence exists about challenges homecare workers may face when providing services, including workplace violence and the negative outcomes associated with workplace violence. This study investigates the prevalence of workplace violence among homecare workers and examines the relationship between these experiences and homecare worker stress, burnout, depression, and sleep. We recruited female homecare workers in Oregon, the first US state to implement a consumer driven homecare model, to complete an on-line or telephone survey with peer interviewers. The survey asked about demographics and included measures to assess workplace violence, fear, stress, burnout, depression and sleep problems. Homecare workers (n = 1,214) reported past-year incidents of verbal aggression (50.3% of respondents), workplace aggression (26.9%), workplace violence (23.6%), sexual harassment (25.7%), and sexual aggression (12.8%). Exposure was associated with greater stress (p < .001), depression (p < .001), sleep problems (p < .001), and burnout (p < .001). Confidence in addressing workplace aggression buffered homecare workers against negative work and health outcomes. To ensure homecare worker safety and positive health outcomes in the provision of services, it is critical to develop and implement preventive safety training programs with policies and procedures that support homecare workers who experience harassment and violence.

Determinants of workplace violence against clinical physicians in hospitals.

PubMed

Wu, Jeng-Cheng; Tung, Tao-Hsin; Chen, Peter Y; Chen, Ying-Lin; Lin, Yu-Wen; Chen, Fu-Li

2015-01-01

Workplace violence in the health sector is a worldwide concern. Physicians play an essential role in health-care teamwork; thus, understanding how organizational factors influence workplace violence against physicians is critical. A total of 189 physicians from three public hospitals and one private hospital in Northern Taiwan completed a survey, and the response rate was 47.1%. This study was approved by the institutional review board of each participating hospital. The 189 physicians were selected from the Taipei area, Taiwan. The results showed that 41.5% of the respondents had received at least one workplace-related physical or verbal violent threat, and that 9.8% of the respondents had experienced at least one episode of sexual harassment in the 3 months before the survey. Logistic regression analysis revealed that physicians in psychiatry or emergency medicine departments received more violent threats and sexual harassment than physicians in other departments. Furthermore, physicians with a lower workplace safety climate (OR=0.89; 95% CI=0.81-0.98) and more job demands (OR=1.15; 95% CI=1.02-1.30) were more likely to receive violent threats. This study found that workplace violence was associated with job demands and the workplace safety climate. Therefore, determining how to develop a workplace safety climate and ensure a safe job environment for physicians is a crucial management policy issue for health-care systems.

Reducing the risk of metabolic syndrome at the worksite: preliminary experience with an ecological approach.

PubMed

Lucini, Daniela; Zanuso, Silvano; Solaro, Nadia; Vigo, Chiara; Malacarne, Mara; Pagani, Massimo

2016-02-01

Given the time spent at work, the workplace represents an ideal setting to implement preventive programs for non-communicable diseases, the major cause of mortality and morbidity in Western and developing countries. We sought to verify if an ecological approach based on corporate culture, employees' education and concrete modifications of workplace environment, offering easy opportunity to assume healthy lifestyle, could be associated with reduced cardiometabolic risk. The study involved 1089 workers in two multinational companies following different workplace health promotion policies. Company A offered to all employees the opportunity to access a web platform dedicated to general information on health and diseases. Company B implemented an ecological model encompassing company culture, employees' education and concrete modifications of workplace environment, giving to all employees the opportunity to adopt healthy solutions throughout daily living at workplace. Participants volunteered self-reported clinical information using an IT tool. Numbers of Metabolic Syndrome components (MetS) were taken as proxy of cardiometabolic risk. MetS probability obtained via statistical modeling was lower in company B as compared to company A, and absenteeism was also lower in company B. Our study shows that a work environment favoring assumption of healthy lifestyle, as in company B, is associated with a lower percentage of employees with MetS components and lower absenteeism. Moreover, statistical modeling shows that individual probabilities of being without MetS elements, controlling for age and gender, is remarkably higher in company B. Our data suggest that ecological approaches might be useful in worksite prevention policies.

Employee decision-making about disclosure of a mental disorder at work.

PubMed

Toth, Kate E; Dewa, Carolyn S

2014-12-01

Fear of stigma may lead employees to choose not to disclose a mental disorder in the workplace, thereby limiting help-seeking through workplace accommodation. Research suggests that various factors are considered in making decisions related to disclosure of concealable stigmatizing attributes, yet limited literature explores such decision-making in the context of mental disorder and work. The purpose of this grounded theory study was to develop a model of disclosure specific to mental health issues in a work context. In-depth interviews were conducted with 13 employees of a post-secondary educational institution in Canada. Data were analyzed according to grounded theory methods through processes of open, selective, and theoretical coding. Findings indicated that employees begin from a default position of nondisclosure that is attributable to fear of being stigmatized in the workplace as a result of the mental disorder. In order to move from the default position, employees need a reason to disclose. The decision-making process itself is a risk-benefit analysis, during which employees weigh risks and benefits within the existing context as they assess it. The model identifies that fear of stigmatization is one of the problems with disclosure at work and describes the disclosure decision-making process. Understanding of how employees make decisions about disclosure in the workplace may inform organizational policies, practices, and programs to improve the experiences of individuals diagnosed with a mental disorder at work. The findings suggest possible intervention strategies in education, policy, and culture for reducing stigma of mental disorders in the workplace.

Workplace violence against nurses in the Gambia: mixed methods design.

PubMed

Sisawo, Ebrima J; Ouédraogo, Saide Yacine Y Arsène; Huang, Song-Lih

2017-04-28

The aim of this study was to assess the prevalence, perpetrators and factors associated with workplace violence against nurses in public secondary health care facilities from two health regions in the Gambia. Data was collected from 219 nurses using self-administered questionnaire and 35 face-to-face interviews. The data collection was conducted between July and September 2014 in 14 public secondary health care facilities. A sizable majority of respondents (62.1%) reported exposure to violence in the 12 months prior to the survey; exposure to verbal abuse, physical violence, and sexual harassment was 59.8%, 17.2%, and 10% respectively. The perpetrators were mostly patients' escorts/relatives followed by patients themselves. Perceived reasons of workplace violence were mainly attributed to nurse-client disagreement, understaffing, shortage of drugs and supplies, security vacuum, and lack of management attention to workplace violence. Nurses in the Gambia are at a relatively high risk of violent incidents at work. Policies and strategies that are sensitive to local circumstances and needs should be developed for the prevention of workplace violence.

Individual, occupational, and workplace correlates of occupational health and safety vulnerability in a sample of Canadian workers.

PubMed

Lay, A Morgan; Saunders, Ron; Lifshen, Marni; Breslin, Curtis; LaMontagne, Anthony; Tompa, Emile; Smith, Peter

2016-02-01

To describe OH&S vulnerability across a diverse sample of Canadian workers. A survey was administered to 1,835 workers employed more than 15 hrs/week in workplaces with at least five employees. Adjusted logistic models were fitted for three specific and one overall measure of workplace vulnerability developed based on hazard exposure and access to protective OH&S policies and procedures, awareness of employment rights and responsibilities, and workplace empowerment. More than one third of the sample experienced some OH&S vulnerability. The type and magnitude of vulnerability varied by labor market sub-group. Younger workers and those in smaller workplaces experienced significantly higher odds of multiple types of vulnerability. Temporary workers reported elevated odds of overall, awareness- and empowerment-related vulnerability, while respondents born outside of Canada had significantly higher odds of awareness vulnerability. Knowing how labor market sub-groups experience different types of vulnerability can inform better-tailored primary prevention interventions. © 2015 The Authors. American Journal of Industrial Medicine Published by Wiley Periodicals, Inc.

Availability of caregiver-friendly workplace policies (CFWPs): an international scoping review.

PubMed

Ireson, Rachelle; Sethi, Bharati; Williams, Allison

2018-01-01

Little research has been done to summarise: what is currently available to caregiver-employees (CEs), what types of employers are offering caregiver-friendly workplace policies (CFWPs), and the characteristics of employers offering CFWPs. The purpose of this scoping review was to explore the availability of CFWPs within workplaces on an international scale while being observant of how gender is implicated in care-giving. This paper followed the Arksey & O'Malley (2005) methodology for conducting scoping reviews. The authors applied an iterative method of determining study search strings, study inclusion and data extraction, and qualitative thematic analysis of the search results. Searches were performed in both the academic and grey literature, published between 1994 and 2014. A total of 701 articles were found. Seventy (n = 70) articles met all inclusion criteria and were included in this review. Four main qualitative themes were identified: (i) Diversity and Inclusiveness, (ii) Motivation, (iii) Accessibility, and (iv) Workplace Culture. Policy recommendations are discussed. This scoping review narrows the gap in the literature with respect to determining: (i) the workplaces which offer CFWPs, (ii) the sectors of the labour force shown to be supportive and (iii) the most frequently offered CFWPs. © 2016 The Authors. Health and Social Care in the Community Published by John Wiley & Sons Ltd.

Nexus between preventive policy inadequacies, workplace bullying, and mental health: Qualitative findings from the experiences of Australian public sector employees.

PubMed

Hurley, John; Hutchinson, Marie; Bradbury, Joanne; Browne, Graeme

2016-02-01

Public sector organizations have been shown to have high levels of workplace bullying, despite widespread adoption of zero-tolerance policy. Given the level of harm that stems from bullying, it has been suggested that it might be one of the most serious problems facing modern organizations. The qualitative findings from a large cross sectional study of public servants in Australia are reported in the present study. The results highlight palpable mental distress and illness stemming from exposure to workplace bullying. This distress was exacerbated by failures in prohibitive workplace procedures. Reporting bullying through formal organization processes did not lead to resolution of the problem; it instead highlighted feelings of powerlessness and mistrust. In light of the findings, we suggest that an alternative discourse is required, one that gives attention to enhancing employee resilience and self-healing behaviours to the emotional trauma of workplaces. Organizations might be better placed investing resources in fostering the resilience and emotional intelligence of their workforce, rather than continuing to invest resources in prohibitive policies that fail to address the problem. Employees should be supported to prioritize responsibility for their own mental health, rather than an overreliance on organizational responses. © 2016 Australian College of Mental Health Nurses Inc.

Employment Policies | NREL

Science.gov Websites

become part of our organization. Learn about visas and immigration. Drug-Free Workplace NREL is committed to a drug-free workplace, and complies with federal laws prohibiting the possession and use of

Ergonomics support for local initiative in improving safety and health at work: International Labour Organization experiences in industrially developing countries.

PubMed

Kawakami, T; Kogi, K

2005-04-15

Ergonomics has played essential roles in the technical cooperation activities of the International Labour Organization (ILO) in occupational safety and health in industrially developing countries. Ergonomics support focusing on practical day-to-day needs at the grass-root workplace has strengthened the local initiative in improving safety and health. Practical action-tools such as ergonomics checklists, local good example photos and group discussions have assisted workers and employers in identifying feasible solutions using locally available resources. Direct participation of workers and employers has been promoted in ergonomics training aimed at immediate solutions. ILO Guidelines on Occupational Safety and Health Management Systems have played increasingly important roles in the systematic planning of local improvement actions. Policy-level programmes to develop network support mechanisms to the grass-root workplace were essential for following up and sustaining local achievements. Practical ergonomics support tools, such as action checklists and low-cost improvement guides, should be developed and widely applied so as to reach grass-root levels and help local people create safer and healthier workplaces.

Don't ask or tell: Pay secrecy policies in U.S. workplaces.

PubMed

Rosenfeld, Jake

2017-07-01

How widespread are workplace rules against discussing wages and salaries in the U.S.? And what are the core correlates of whether or not an employer prohibits or discourages this type of speech? Using a unique dataset that includes a measure of whether workers are prohibited or discouraged from discussing pay, this article investigates the prevalence of pay secrecy policies, and what worker- and workplace-level characteristics are associated with these rules. Key findings reveal that these policies are commonplace, despite being illegal, and that they are concentrated in more "coercive" rather than "enabling" organizations. These more coercive workplaces are disproportionately in the private sector, lack union representation, and have managers that are generally punitive in their approach and unaccommodating of employees. Findings also indicate that the greater discretion pay secrecy provides managers does not result in discriminatory application of these rules to women, racial/ethnic minorities, or immigrants. The article concludes with a call for data collection efforts that would allow researchers to analyze the consequences of this widespread managerial practice. Copyright © 2017 Elsevier Inc. All rights reserved.

Career Advancement for Women: What Is the Prescribed Path for Success?

DTIC Science & Technology

2010-05-01

achieve gender equity in the workplace (Knorr, 2005). • Supportive Work Environment is the existence of work-family programs and family- friendly...needed for women to succeed are the demands of work-life balance and the existence of gender inequalities . Knorr (2005) suggested that women and men...Organizational and Government Policies “Organizational and government policies are critical to achieving gender equity in the workplace and to

Task Force on Workplace Violence: Part I. The assessment.

PubMed

Carroll, V

1997-06-01

Prevention is key in dealing with workplace violence. Assessment, open communication within the workplace, well-designed policies, and adequate staff training form the framework for an effective violence reduction plan. Nurses offer invaluable resources to each other, their patients. and their workplace. Through effective planning and problem-solving, we can collaborate with other disciplines to enhance the future of health care and provide for a safer workplace. Just as we are advocates for safe and quality health care for our patients, we must also be champions for creating a safe work environment for ourselves.

41 CFR 102-74.590 - What steps must agencies take to implement these laws and policies?

Code of Federal Regulations, 2010 CFR

2010-07-01

... workplace arrangements, such as telecommuting, hoteling, virtual offices, and other distributive work... workplace arrangements, GSA will provide guidance, assistance, and oversight, as needed, regarding...

Changing Workplaces to Reduce Work-Family Conflict: Schedule Control in a White-Collar Organization

ERIC Educational Resources Information Center

Kelly, Erin L.; Moen, Phyllis; Tranby, Eric

2011-01-01

Work-family conflicts are common and consequential for employees, their families, and work organizations. Can workplaces be changed to reduce work-family conflict? Previous research has not been able to assess whether workplace policies or initiatives succeed in reducing work-family conflict or increasing work-family fit. Using longitudinal data…

The Return of the Mentor: Strategies for Workplace Learning. Education Policy Perspectives Series.

ERIC Educational Resources Information Center

Caldwell, Brian J., Ed.; Carter, Earl M. A., Ed.

This book contains the following papers about the framework of mentoring as a workplace learning strategy and the role of mentoring the education, health, and industrial cultures: "Preface" (Brian J. Caldwell, Earl M.A. Carter); "The Workplace of the 1990s" (Brian J. Caldwell, Earl M.A. Carter); "The Principles and…

45 CFR 630.215 - What must I include in my drug-free awareness program?

Code of Federal Regulations, 2012 CFR

2012-10-01

... dangers of drug abuse in the workplace; (b) Your policy of maintaining a drug-free workplace; (c) Any... may impose upon them for drug abuse violations occurring in the workplace. ... 45 Public Welfare 3 2012-10-01 2012-10-01 false What must I include in my drug-free awareness...

2 CFR 1401.315 - What must I include in my drug-free awareness program?

Code of Federal Regulations, 2011 CFR

2011-01-01

...) The dangers of drug abuse in the workplace; (b) Your policy of maintaining a drug-free workplace; (c... that you may impose upon them for drug abuse violations occurring in the workplace. ... 2 Grants and Agreements 1 2011-01-01 2011-01-01 false What must I include in my drug-free...

45 CFR 630.215 - What must I include in my drug-free awareness program?

Code of Federal Regulations, 2011 CFR

2011-10-01

... dangers of drug abuse in the workplace; (b) Your policy of maintaining a drug-free workplace; (c) Any... may impose upon them for drug abuse violations occurring in the workplace. ... 45 Public Welfare 3 2011-10-01 2011-10-01 false What must I include in my drug-free awareness...

29 CFR 1472.215 - What must I include in my drug-free awareness program?

Code of Federal Regulations, 2014 CFR

2014-07-01

... of drug abuse in the workplace; (b) Your policy of maintaining a drug-free workplace; (c) Any... may impose upon them for drug abuse violations occurring in the workplace. ... 29 Labor 4 2014-07-01 2014-07-01 false What must I include in my drug-free awareness program? 1472...

2 CFR 182.215 - What must I include in my drug-free awareness program?

Code of Federal Regulations, 2013 CFR

2013-01-01

...) The dangers of drug abuse in the workplace; (b) Your policy of maintaining a drug-free workplace; (c... that you may impose upon them for drug abuse violations occurring in the workplace. ... 2 Grants and Agreements 1 2013-01-01 2013-01-01 false What must I include in my drug-free...

45 CFR 630.215 - What must I include in my drug-free awareness program?

Code of Federal Regulations, 2014 CFR

2014-10-01

... dangers of drug abuse in the workplace; (b) Your policy of maintaining a drug-free workplace; (c) Any... may impose upon them for drug abuse violations occurring in the workplace. ... 45 Public Welfare 3 2014-10-01 2014-10-01 false What must I include in my drug-free awareness...

2 CFR 1401.315 - What must I include in my drug-free awareness program?

Code of Federal Regulations, 2014 CFR

2014-01-01

... dangers of drug abuse in the workplace; (b) Your policy of maintaining a drug-free workplace; (c) Any... may impose upon them for drug abuse violations occurring in the workplace. ... 2 Grants and Agreements 1 2014-01-01 2014-01-01 false What must I include in my drug-free...

45 CFR 630.215 - What must I include in my drug-free awareness program?

Code of Federal Regulations, 2013 CFR

2013-10-01

... dangers of drug abuse in the workplace; (b) Your policy of maintaining a drug-free workplace; (c) Any... may impose upon them for drug abuse violations occurring in the workplace. ... 45 Public Welfare 3 2013-10-01 2013-10-01 false What must I include in my drug-free awareness...

29 CFR 1472.215 - What must I include in my drug-free awareness program?

Code of Federal Regulations, 2010 CFR

2010-07-01

... of drug abuse in the workplace; (b) Your policy of maintaining a drug-free workplace; (c) Any... may impose upon them for drug abuse violations occurring in the workplace. ... 29 Labor 4 2010-07-01 2010-07-01 false What must I include in my drug-free awareness program? 1472...

32 CFR 26.215 - What must I include in my drug-free awareness program?

Code of Federal Regulations, 2011 CFR

2011-07-01

...) The dangers of drug abuse in the workplace; (b) Your policy of maintaining a drug-free workplace; (c... that you may impose upon them for drug abuse violations occurring in the workplace. ... 32 National Defense 1 2011-07-01 2011-07-01 false What must I include in my drug-free awareness...

32 CFR 26.215 - What must I include in my drug-free awareness program?

Code of Federal Regulations, 2014 CFR

2014-07-01

...) The dangers of drug abuse in the workplace; (b) Your policy of maintaining a drug-free workplace; (c... that you may impose upon them for drug abuse violations occurring in the workplace. ... 32 National Defense 1 2014-07-01 2014-07-01 false What must I include in my drug-free awareness...

29 CFR 1472.215 - What must I include in my drug-free awareness program?

Code of Federal Regulations, 2011 CFR

2011-07-01

... of drug abuse in the workplace; (b) Your policy of maintaining a drug-free workplace; (c) Any... may impose upon them for drug abuse violations occurring in the workplace. ... 29 Labor 4 2011-07-01 2011-07-01 false What must I include in my drug-free awareness program? 1472...

29 CFR 1472.215 - What must I include in my drug-free awareness program?

Code of Federal Regulations, 2012 CFR

2012-07-01

... of drug abuse in the workplace; (b) Your policy of maintaining a drug-free workplace; (c) Any... may impose upon them for drug abuse violations occurring in the workplace. ... 29 Labor 4 2012-07-01 2012-07-01 false What must I include in my drug-free awareness program? 1472...

40 CFR 36.215 - What must I include in my drug-free awareness program?

Code of Federal Regulations, 2010 CFR

2010-07-01

... dangers of drug abuse in the workplace; (b) Your policy of maintaining a drug-free workplace; (c) Any... may impose upon them for drug abuse violations occurring in the workplace. ... 40 Protection of Environment 1 2010-07-01 2010-07-01 false What must I include in my drug-free...

32 CFR 26.215 - What must I include in my drug-free awareness program?

Code of Federal Regulations, 2013 CFR

2013-07-01

...) The dangers of drug abuse in the workplace; (b) Your policy of maintaining a drug-free workplace; (c... that you may impose upon them for drug abuse violations occurring in the workplace. ... 32 National Defense 1 2013-07-01 2013-07-01 false What must I include in my drug-free awareness...

32 CFR 26.215 - What must I include in my drug-free awareness program?

Code of Federal Regulations, 2010 CFR

2010-07-01

...) The dangers of drug abuse in the workplace; (b) Your policy of maintaining a drug-free workplace; (c... that you may impose upon them for drug abuse violations occurring in the workplace. ... 32 National Defense 1 2010-07-01 2010-07-01 false What must I include in my drug-free awareness...

29 CFR 1472.215 - What must I include in my drug-free awareness program?

Code of Federal Regulations, 2013 CFR

2013-07-01

... of drug abuse in the workplace; (b) Your policy of maintaining a drug-free workplace; (c) Any... may impose upon them for drug abuse violations occurring in the workplace. ... 29 Labor 4 2013-07-01 2013-07-01 false What must I include in my drug-free awareness program? 1472...

2 CFR 1401.315 - What must I include in my drug-free awareness program?

Code of Federal Regulations, 2013 CFR

2013-01-01

... dangers of drug abuse in the workplace; (b) Your policy of maintaining a drug-free workplace; (c) Any... may impose upon them for drug abuse violations occurring in the workplace. ... 2 Grants and Agreements 1 2013-01-01 2013-01-01 false What must I include in my drug-free...

32 CFR 26.215 - What must I include in my drug-free awareness program?

Code of Federal Regulations, 2012 CFR

2012-07-01

...) The dangers of drug abuse in the workplace; (b) Your policy of maintaining a drug-free workplace; (c... that you may impose upon them for drug abuse violations occurring in the workplace. ... 32 National Defense 1 2012-07-01 2012-07-01 false What must I include in my drug-free awareness...

45 CFR 630.215 - What must I include in my drug-free awareness program?

Code of Federal Regulations, 2010 CFR

2010-10-01

... dangers of drug abuse in the workplace; (b) Your policy of maintaining a drug-free workplace; (c) Any... may impose upon them for drug abuse violations occurring in the workplace. ... 45 Public Welfare 3 2010-10-01 2010-10-01 false What must I include in my drug-free awareness...

2 CFR 182.215 - What must I include in my drug-free awareness program?

Code of Federal Regulations, 2012 CFR

2012-01-01

...) The dangers of drug abuse in the workplace; (b) Your policy of maintaining a drug-free workplace; (c... that you may impose upon them for drug abuse violations occurring in the workplace. ... 2 Grants and Agreements 1 2012-01-01 2012-01-01 false What must I include in my drug-free...

2 CFR 1401.315 - What must I include in my drug-free awareness program?

Code of Federal Regulations, 2012 CFR

2012-01-01

... dangers of drug abuse in the workplace; (b) Your policy of maintaining a drug-free workplace; (c) Any... may impose upon them for drug abuse violations occurring in the workplace. ... 2 Grants and Agreements 1 2012-01-01 2012-01-01 false What must I include in my drug-free...

Using Policy to Drive Organizational Change

ERIC Educational Resources Information Center

Hornsby, Eunice Ellen

2006-01-01

This chapter addresses recent changes in public policy and organizational practices that affect LGBTQ individuals and the role that organizational policy can play in establishing and maintaining respectful and inclusive workplaces.

Globalization and Academic's Workplace Learning: A Case Study in China

ERIC Educational Resources Information Center

Wang, Xuhong; Seddon, Terri

2014-01-01

Globalization is the major confronting challenge of higher education worldwide. And internationalization has become a response of higher education to meet the demands and challenges of globalization. In the recent decades, Chinese government has developed different policies to steer education reforms in order to achieve the aim of…

Enhancing Literacy for Jobs and Productivity. Academy Final Report.

ERIC Educational Resources Information Center

Chynoweth, Judith K.

This document reports how the Council of State Policy and Planning Agencies (CSPA) Academy process helped nine states develop workplace literacy initiatives involving their governors' offices, the Job Training Partnership Act system, and the educational system. The states were Florida, Idaho, Massachusetts, Michigan, North Carolina, Tennessee,…

Developing and Sustaining Recovery-Orientation in Mental Health Practice: Experiences of Occupational Therapists.

PubMed

Nugent, Alexandra; Hancock, Nicola; Honey, Anne

2017-01-01

Internationally, mental health policy requires clinicians to shift from a medical to a recovery-oriented approach. However, there is a significant lag in the translation of policy into practice. Occupational therapists have been identified as ideally situated to be recovery-oriented yet limited research exploring how they do this exists. This study aimed to explore Australian occupational therapists' experiences of developing and sustaining recovery-orientation in mental health practice. Semistructured, in-depth interviews were conducted with twelve occupational therapists working across different mental health service types. Participants identified themselves as being recovery-oriented. Data were analysed using constant comparative analysis. Occupational therapists described recovery-oriented practice as an active, ongoing, and intentional process of seeking out knowledge, finding fit between understandings of recovery-oriented practice and their professional identity, holding hope, and developing confidence through clinical reasoning. Human and systemic aspects of therapists' workplace environment influenced this process. Being a recovery-oriented occupational therapist requires more than merely accepting a specific framework. It requires commitment and ongoing work to develop and sustain recovery-orientation. Occupational therapists are called to extend current leadership activity beyond their workplace and to advocate for broader systemic change.

Perspectives of managers toward workplace breastfeeding support in the state of Michigan.

PubMed

Chow, Tan; Smithey Fulmer, Ingrid; Olson, Beth H

2011-05-01

Managers' attitudes influence female employees' perceptions of workplace breastfeeding support. Five focus groups were conducted with managers in the state of Michigan (N = 25) to assess their attitudes toward supporting breastfeeding. All focus group discussions were recorded, transcribed verbatim, and analyzed for themes. Participants supported efforts by managers and companies to assist breastfeeding employees, but the extent of accommodations they supported varied. Most participants reported no company breastfeeding policy or were unaware of their company having one and showed mixed attitudes about needing a policy. Participants acknowledged the potential for lower productivity and coworker jealousy toward time for breastfeeding or expressing milk but believed that benefits of support included employee recruitment and retention. Participants demonstrated some understanding of breastfeeding benefits. They identified barriers and facilitators for breastfeeding support at both the organizational and individual levels. Results of this study will be used for instrument development to measure managers' attitudes toward supporting breastfeeding.

48 CFR 223.7301 - Policy.

Code of Federal Regulations, 2013 CFR

2013-10-01

..., OCCUPATIONAL SAFETY, AND DRUG-FREE WORKPLACE Minimizing the Use of Materials Containing Hexavalent Chromium 223.7301 Policy. It is DoD policy to minimize hexavalent chromium (an anti-corrosive) in items acquired by...

Exploring workplace violence among home care workers in a consumer-driven home health care program.

PubMed

Nakaishi, Lindsay; Moss, Helen; Weinstein, Marc; Perrin, Nancy; Rose, Linda; Anger, W Kent; Hanson, Ginger C; Christian, Mervyn; Glass, Nancy

2013-10-01

Nominal research has examined sexual harassment and workplace violence against home care workers within consumer-driven home care models such as those offered in Oregon. This study examined home care workers' experiences of violence while providing care to consumer employers, the patients who hire and manage home care workers. Focus groups and interviews were conducted in Oregon with 83 home care workers, 99 Oregon Department of Human Services (DHS) employees, and 11 consumer employers. Home care workers reported incidents of workplace physical violence (44%), psychological abuse (65%), sexual harassment (41%), and sexual violence (14%). Further, three themes were identified that may increase the risk of workplace violence: (1) real and perceived barriers to reporting violence; (2) tolerance of violence; and (3) limited training to prevent violence. To ensure worker safety while maintaining quality care, safety policies and training for consumer employers, state DHS employees, and home care workers must be developed. Copyright 2013, SLACK Incorporated.

Health promotion programme in the private workplaces in Singapore: a prevalence survey.

PubMed

Chew, L; Cheah, C; Koh, Y H

2002-01-01

A postal survey was conducted in 4,479 private companies with at least 50 employees in 1998 to determine the prevalence and the scope of workplace health promotion programme in these companies in Singapore. The self-administered questionnaire mailed to the study population covered five areas viz, organisational details, workplace health policies, health promotion and related activities, workplace health facilities and the source of assistance for the programme. The overall response was 49.5%. Parkinson's definition of workplace health promotion was used in the analysis to determine the prevalence of the programme. The data was collated on DBase IV and analysed using SPSS computer programmes. About one third of the respondents covering an estimated 26% of the private sector workforce had a comprehensive workplace health promotion programme as defined by Parkinson. This prevalence was a function of workforce size and industry type. Workplaces with larger workforce size (p<0.001) and those from the manufacturing and human/health service sectors (p<0.001) were more likely to have such programmes compared to their smaller counterparts and other industries respectively. The management remained the main driver behind these programmes. Many of the programmes were centred around health promoting policies and facilities with emphasis on occupational healthl safety and smoking issues. A significant proportion of workplaces surveyed had in place a comprehensive workplace health promotion programme. However, more could still be done to encourage its uptake such as training for facilitators, consultation, grant provision etc. Small workplaces remained an untapped market for such programmes.

Clear Skies and Grey Areas: Flight Attendants' Secondhand Smoke Exposure and Attitudes toward Smoke-Free Policy 25 Years since Smoking was Banned on Airplanes.

PubMed

Stillman, Frances A; Soong, Andrea; Zheng, Laura Y; Navas-Acien, Ana

2015-06-04

Our objective was to provide descriptive data on flight attendant secondhand smoke (SHS) exposure in the work environment, and to examine attitudes toward SHS exposure, personal health, and smoke-free policy in the workplace and public places. Flight attendants completed a web-based survey of self-reported SHS exposure and air quality in the work environment. We assessed the frequency and duration of SHS exposure in distinct areas of the workplace, attitudes toward SHS exposure and its health effects, and attitudes toward smoke-free policy in the workplace as well as general public places. A total of 723 flight attendants participated in the survey, and 591 responded to all survey questions. The mean level of exposure per flight attendant over the past month was 249 min. The majority of participants reported being exposed to SHS always/often in outdoor areas of an airport (57.7%). Participants who worked before the in-flight smoking ban (n=240) were more likely to support further smoking policies in airports compared to participants who were employed after the ban (n=346) (76.7% versus 60.4%, p-value<0.01). Flight attendants are still being exposed to SHS in the workplace, sometimes at concerning levels during the non-flight portions of their travel. Flight attendants favor smoke-free policies and want to see further restrictions in airports and public places.

Clear Skies and Grey Areas: Flight Attendants’ Secondhand Smoke Exposure and Attitudes toward Smoke-Free Policy 25 Years since Smoking was Banned on Airplanes

PubMed Central

Stillman, Frances A.; Soong, Andrea; Zheng, Laura Y.; Navas-Acien, Ana

2015-01-01

Our objective was to provide descriptive data on flight attendant secondhand smoke (SHS) exposure in the work environment, and to examine attitudes toward SHS exposure, personal health, and smoke-free policy in the workplace and public places. Flight attendants completed a web-based survey of self-reported SHS exposure and air quality in the work environment. We assessed the frequency and duration of SHS exposure in distinct areas of the workplace, attitudes toward SHS exposure and its health effects, and attitudes toward smoke-free policy in the workplace as well as general public places. A total of 723 flight attendants participated in the survey, and 591 responded to all survey questions. The mean level of exposure per flight attendant over the past month was 249 min. The majority of participants reported being exposed to SHS always/often in outdoor areas of an airport (57.7%). Participants who worked before the in-flight smoking ban (n = 240) were more likely to support further smoking policies in airports compared to participants who were employed after the ban (n = 346) (76.7% versus 60.4%, p-value < 0.01). Flight attendants are still being exposed to SHS in the workplace, sometimes at concerning levels during the non-flight portions of their travel. Flight attendants favor smoke-free policies and want to see further restrictions in airports and public places. PMID:26053296

Work related injury among aging women.

PubMed

Harrison, Tracie; Legarde, Brittany; Kim, Sunhun; Walker, Janiece; Blozis, Shelley; Umberson, Debra

2013-02-01

This article reports the experiences of women aged 55 to 75 with mobility impairments who attributed aspects of their limitations to workplace injuries and provides insight into worker's compensation policies. The study sample includes Mexican American (MA) and non-Hispanic White (NHW) women aged 55 to 75 who participated in a 4-year ethnographic study of disablement. Ninety-two of the 122 participants in the study attributed aspects of their functional limitations to employment, and their experiences were analyzed using data from 354 meetings. Using Lipscomb and colleagues' conceptual model of work and health disparities, the women's experiences were grouped into three categories according to type of injury, assistance gained, and the consequences of a workplace injury; the results have broad implications for policies that influence aging outcomes. Workplace injuries causing permanent functional limitations compound the effects of age and gender on employment outcomes. Policies addressing health disparities should consider work related influences.

Work Related Injury among Aging Women

PubMed Central

LeGarde, Brittany; Kim, SungHun; Walker, Janiece; Blozis, Shelley; Umberson, Debra

2013-01-01

This article reports the experiences of women age 55 to 75 with mobility impairments who attributed aspects of their limitations to workplace injuries and provides insight into worker’s compensation policies. The study sample includes Mexican American and non-Hispanic White women ages 55–75 who participated in a 4-year ethnographic study of disablement. Ninety-two of the 122 participants in the study attributed aspects of their functional limitations to employment, and their experiences were analyzed using data from 354 meetings. Using Lipscomb and colleagues’ conceptual model of work and health disparities, the women’s experiences were grouped into three categories according to type of injury, assistance gained, and the consequences of a workplace injury; the results have broad implications for policies that influence aging outcomes. Workplace injuries causing permanent functional limitations compound the effects of age and gender on employment outcomes. Policies addressing health disparities should consider work related influences. PMID:23528432

Attending work while sick: implication of flexible sick leave policies.

PubMed

Rousculp, Matthew D; Johnston, Stephen S; Palmer, Liisa A; Chu, Bong-Chul; Mahadevia, Parthiv J; Nichol, Kristin L

2010-10-01

To examine the impact of various flexible sick leave policies (FSLPs) on workplace attendance of employees with self-reported "severe" influenza-like-illness (ILI) symptoms. This is a prospective study of employees from three US employers, which involved collection of information on employees' access to FSLPs and monthly experience with ILI and workplace attendance from November 2007 to April 2008. Multivariate analyses were used to estimate the impact of FSLPs on employees' workplace attendance while they were experiencing severe ILI symptoms. Among 793 employees with ILI, the average duration of severe ILI symptoms was 3.0 days. Most employees (71.9%) attended work with severe ILI symptoms, for an average of 1.3 days. Employees who could telework had a 29.7% lower rate of attending work with severe ILI symptoms (P = 0.026). Employers that implement teleworking policies may be able to reduce employee-to-employee transmission of respiratory illness, including seasonal and pandemic influenza.

Exclusive inclusion: the violation of human rights and US immigration policy.

PubMed

Drevdahl, Denise J; Dorcy, Kathleen Shannon

2007-01-01

In this article, we examine US immigration policies relative to those who work as nurses and those who are manual/low-wage laborers. Recruiting foreign nurses from developing countries to alleviate the nursing shortage is a common practice. While specialized visas for these healthcare professionals facilitate the visa application and approval process, immigrants employed in low-wage positions are subjected to long waits for visas, workplace raids, and subsequent deportation. Selective assistance to some immigrants violates basic human rights and global expectations of justice. Moral and ethical frameworks need to guide US immigration policy.

48 CFR 23.1104 - Policy.

Code of Federal Regulations, 2010 CFR

2010-10-01

... 48 Federal Acquisition Regulations System 1 2010-10-01 2010-10-01 false Policy. 23.1104 Section 23... WORKPLACE Encouraging Contractor Policies to Ban Text Messaging While Driving 23.1104 Policy. Agencies shall encourage contractors and subcontractors to adopt and enforce policies that ban text messaging while driving...

Prevalence of workplace abuse and sexual harassment among female faculty and staff.

PubMed

Marsh, Jaimee; Patel, Sonya; Gelaye, Bizu; Goshu, Miruts; Worku, Alemayehu; Williams, Michelle A; Berhane, Yemane

2009-01-01

To determine the one year prevalence of workplace abuse and sexual harassment and to determine the extent of their associations with symptoms of depression. A total of 387 female faculty and staff from colleges in Awassa, Ethiopia completed a self-administered questionnaire which collected information about relationships, mood and feelings, thoughts and satisfaction concerning the workplace, and experiences with sexual harassment. Symptoms of depression were evaluated using the Patient Health Questionnaire (PHQ-9). Logistic regression procedures were employed to calculate odds ratios (OR) and 95% confidence intervals (CI). The 12 mo prevalence of either workplace abuse or sexual harassment was 86.3%; with 39.5% reporting workplace abuse only, 4.1% of them reporting sexual harassment only, and 42.6% reporting experiences of both sexual harassment and workplace abuse. Overall, the mean depression score for this cohort was 3.7 (standard deviation 4.2, range 0-19), and 9.3% of the cohort were identified as having moderate or moderately severe depression. The proportion of participants with depression were statistically significantly elevated in relation to reported experience of workplace abuse and sexual harassment (p=0.001). Compared with women reporting no experience with workplace abuse or sexual harassment, those who reported experiencing both workplace abuse and sexual harassment had an 8.00 fold increased risk of depression (OR=8.00, 95% CI:1.05-60.85). Inferences from this analysis are limited by our relatively small sample size as reflected by the wide 95% CI. Workplace abuse and sexual harassment are highly prevalent, and are positively correlated with symptoms of depression among college female faculty and staff in Awassa, Ethiopia. Future policies should include a combination of education, health, and public policy initiatives that clearly outline the problem and consequences of workplace abuse and sexual harassment in educational settings.

Building a Workforce for the South. Proceedings of the Regional Workplace Literacy Conference (Atlanta, Georgia, June 21-23, 1990).

ERIC Educational Resources Information Center

Nelson, Lucie, Ed.

The focus of this conference workplace literacy in the South is the need for cooperation and collaboration among policy-makers, business and industry, labor, and education providers. The document contains nine presentations: "What Frito-Lay Has Done in Workplace Literacy" (Mossberg); "The Need for a Literate Workforce in the…

The Workplace as Learning Environment in Early Childhood Teacher Education: An Investigation of Work-Based Education

ERIC Educational Resources Information Center

Kaarby, Karen Marie Eid; Lindboe, Inger Marie

2016-01-01

The article focuses on the workplace as a learning environment in work-based early childhood teacher education in Norway. The main question is: Which understandings of the workplace as a learning environment are to be found in regulations and policy documents, among students and among staff managers? Taking as the point of departure, a theoretical…

Occupational safety and health objectives of Healthy People 2010: a systematic approach for occupational health nurses--Part II.

PubMed

Olszewski, Kimberly; Parks, Carol; Chikotas, Noreen E

2007-03-01

Occupational safety and health objectives 20.6 through 20.11 focus on reducing work-related assaults, lead exposure, skin diseases and disorders, needlestick injuries, and work-related, noise-induced hearing loss and promoting worksite stress reduction programs. Using the intervention strategies provided, occupational health nurses can play a key role in reducing workplace-related injury, disease, disability, and death. variety of resources pertaining to occupational health and safety from the federal, national, health care, nursing, and environmental realms can assist occupational health nurses in developing and implementing programs appropriate for their workplaces. Through the Healthy People 2010 occupational health and safety objectives, occupational health nurses have the opportunity to develop and implement workplace policies and programs promoting not only a safe and healthy work environment but also improved health and disease prevention. Occupational health nurses can implement strategies to increase quality and years of life and eliminate health disparities in the American work force.

Promoting Tobacco Cessation and Smoke-Free Workplaces Through Community Outreach Partnerships in Puerto Rico

PubMed Central

Díaz-Toro, Elba C.; Fernández, Maria E.; Correa-Fernández, Virmarie; Calo, William A.; Ortiz, Ana Patricia; Mejía, Luz M.; Mazas, Carlos A.; Santos-Ortiz, María del Carmen; Wetter, David W.

2014-01-01

Background Puerto Rico (PR) has a lower smoking prevalence than the United States (14.8% vs. 21.2%, respectively); nevertheless, the five leading causes of death are associated with smoking. There is a need to implement evidence-based tobacco control strategies in PR. Objectives The Outreach Pilot Program (OPP) was designed to engage communities, health professionals, and researchers in a network to advance health promotion activities and research to increase the use of the PR Quitline (PRQ) among smokers and promoting policies in support of smoke-free workplaces. Methods Using community-based participatory research (CBPR) methods, the OPP mobilized a network of community and academic partners to implement smoking cessation activities including referrals to the PRQ, adoption of evidence-based smoking cessation programs, and promotion of smoke-free legislation. Results Eighty organizations participated in the OPP. Collaborators implemented activities that supported the promotion of the PRQ and smoke-free workplaces policy and sponsored yearly trainings, including tobacco control conferences. From 2005 to 2008, physician referrals to the PRQ increased from 2.6% to 7.2%. The number of annual smokers receiving cessation services through the PRQ also increased from 703 to 1,086. The OPP shepherded a rigorous smoke-free law through participation in the development, promotion, and implementation of the smoke-free workplaces legislation as well as the creation of the PR Tobacco Control Strategic Plan, launched in 2006. Conclusions This project demonstrates the feasibility of developing a successful and sustainable community-based outreach program model that enlists the participation of academic researchers, community organizations, and health care providers as partners to promote tobacco control. PMID:25152097

Correlates of Persistent Smoking in Bars Subject to Smokefree Workplace Policy

PubMed Central

Moore, Roland S.; Lee, Juliet P.; Martin, Scott E.; Todd, Michael; Chu, Bong Chul

2009-01-01

This study’s goal was to characterize physical and social environments of stand-alone bars associated with indoor smoking despite California’s smokefree workplace law. In a random sample of 121 stand-alone bars in San Francisco, trained observers collected data on patrons, staff, neighborhood, indoor settings and smoking behaviors. Using bivariate (chi-square) and hierarchical linear modeling analyses, we identified four correlates of patrons’ indoor smoking: 1) bars serving predominantly Asian or Irish patrons, 2) ashtrays, 3) bartender smoking, and 4) female bartenders. Public health officials charged with enforcement of smokefree bar policies may need to attend to social practices within bars, and heighten perceptions of consistent enforcement of smokefree workplace laws. PMID:19440522

41 CFR 102-79.10 - What basic assignment and utilization of space policy governs an Executive agency?

Code of Federal Regulations, 2010 CFR

2010-07-01

... must provide a quality workplace environment that supports program operations, preserves the value of... fitness facilities in the workplace when adequately justified. An Executive agency must promote maximum...

Personal Assistance Services (PAS) for individuals with disabilities: self-care at the workplace.

PubMed

Solovieva, Tatiana I; Walls, Richard T; Dowler, Denetta L

2010-01-01

The intent of this investigation was to identify current definitions, issues, and strategies related to the use of Personal Assistance Services (PAS) in the workplace. The participants were employees with disabilities who used PAS in the workplace as well as employers who participated in research studies over the past 20 years. More than 30 articles were reviewed to determine PAS definitions, use, policies, and outcomes. A comprehensive search of bibliographic resources (e.g., EBSCOhost) was conducted to identify appropriate articles. The articles revealed current definitions of workplace PAS, demonstrated an increasing need for PAS, and highlighted fiscal and societal barriers to the full implementation of PAS at work. The outcomes clarify the historical components, but also identify questions that remain. These questions concern the effectiveness of PAS, best practices for funding PAS, and the need for national and local policies to support the use of PAS for workers with disabilities.

The Impact of Clean Indoor Air Exemptions and Preemption Policies on the Prevalence of a Tobacco-Specific Lung Carcinogen Among Nonsmoking Bar and Restaurant Workers

PubMed Central

Stark, Michael J.; Rohde, Kristen; Maher, Julie E.; Pizacani, Barbara A.; Dent, Clyde W.; Bard, Ronda; Carmella, Steven G.; Benoit, Adam R.; Thomson, Nicole M.; Hecht, Stephen S.

2007-01-01

Objectives. We studied the impact of clean indoor air law exemptions and preemption policies on the prevalence of a tobacco-specific lung carcinogen—4-(methylnitrosamino)-1-(3-pyridyl)-1-butanone (NNK)—among nonsmoking bar and restaurant workers. Methods.secondhand smoke were compared with results from participants who were exposed to it. Results. Participants exposed to workplace secondhand smoke were more likely to have any detectable level of NNAL (P=.005) and higher mean levels of NNAL (P < .001) compared with nonexposed participants. Increased levels of NNAL were also associated with hours of a single workplace exposure (P=.005). Conclusions. Nonsmoking employees left unprotected from workplace secondhand smoke exposure had elevated levels of a tobacco-specific carcinogen in their bodies. All workers—including bar and restaurant workers—should be protected from indoor workplace exposure to cancer-causing secondhand smoke. PMID:17600262

Managing menstruation in the workplace: an overlooked issue in low- and middle-income countries.

PubMed

Sommer, Marni; Chandraratna, Sahani; Cavill, Sue; Mahon, Therese; Phillips-Howard, Penelope

2016-06-06

The potential menstrual hygiene management barriers faced by adolescent girls and women in workplace environments in low- and middle-income countries has been under addressed in research, programming and policy. Despite global efforts to reduce poverty among women in such contexts, there has been insufficient attention to the water and sanitation related barriers, specifically in relation to managing monthly menstruation, that may hinder girls' and women's contributions to the workplace, and their health and wellbeing. There is an urgent need to document the specific social and environmental barriers they may be facing in relation to menstrual management, to conduct a costing of the implications of inadequate supportive workplace environments for menstrual hygiene management, and to understand the implications for girls' and women's health and wellbeing. This will provide essential evidence for guiding national policy makers, the private sector, donors and activists focused on advancing girls' and women's rights.

Workplace mental health: An international review of guidelines.

PubMed

Memish, Kate; Martin, Angela; Bartlett, Larissa; Dawkins, Sarah; Sanderson, Kristy

2017-08-01

The aim of this systematic review was to determine the quality and comprehensiveness of guidelines developed for employers to detect, prevent, and manage mental health problems in the workplace. An integrated approach that combined expertise from medicine, psychology, public health, management, and occupational health and safety was identified as a best practice framework to assess guideline comprehensiveness. An iterative search strategy of the grey literature was used plus consultation with experts in psychology, public health, and mental health promotion. Inclusion criteria were documents published in English and developed specifically for employers to detect, prevent, and manage mental health problems in the workplace. A total of 20 guidelines met these criteria and were reviewed. Development documents were included to inform quality assessment. This was performed using the AGREE II rating system. Our results indicated that low scores were often due to a lack of focus on prevention and rather a focus on the detection and treatment of mental health problems in the workplace. When prevention recommendations were included they were often individually focused and did not include practical tools or advice to implement. An inconsistency in language, lack of consultation with relevant population groups in the development process and a failure to outline and differentiate between the legal/minimum requirements of a region were also observed. The findings from this systematic review will inform translation of scientific evidence into practical recommendations to prevent mental health problems within the workplace. It will also direct employers, clinicians, and policy-makers towards examples of best-practice guidelines. Copyright © 2017 Elsevier Inc. All rights reserved.

Social Justice as a Lens for Understanding Workplace Mistreatment.

PubMed

Moffa, Christine; Longo, Joy

2016-01-01

Workplace mistreatment can be viewed as a social injustice that prohibits one from achieving optimal well-being. Cognitive and interpersonal skills required of nurses can be impacted by workplace mistreatment, thus extending injustices by violating the rights of patients to optimal care. The purpose of this article is to view workplace mistreatment through the lens of Powers and Faden's theory of social justice. Workplace mistreatment is explored through the 6 dimensions of well-being, including health, personal security, reasoning, respect, attachment, and self-determination, identified in the theory. The implications for practice and policy are discussed and recommendations for research made.

The Italian National Health Service expenditure on workplace prevention and safety (2006-2013): a national-level analysis.

PubMed

Signorelli, C; Riccò, M; Odone, A

2016-01-01

The World Health Organization (WHO) stated that countries' health policies should give high priority to primary prevention of occupational health hazards. Scant data are available on health expenditure on workplace prevention and safety services and on its impact on occupational health outcomes in Italy and in other European countries. objective of the present study was to systematically retrieve, analyse and critically appraise the available national-level data on public health expenditure on workplace prevention and safety services as well as to correlate them with occupational health outcomes. National-level data on total public health expenditure on prevention services, its share spent on workplace prevention and safety services as well as on number of workers receiving appropriate health surveillance were derived from the national public health expenditure monitoring system over a 8-year study period (2006-2013). An analytic approach was adopted to explore the association between health expenditure and occupational health services supply. The Italian National Health Service spends almost € 5 billion per year on preventive care, of which 13.3% are spent on workplace prevention and safety programmes (€ 645 million, € 10.6 per capita). There is wide heterogeneity between Italian regions. Our findings are useful for health systems and policies analysis, national and international comparisons as well as for health policy makers to plan, implement and monitor occupational health prevention programmes.

Workplace violence: differences in perceptions of nursing work between those exposed and those not exposed: a cross-sector analysis.

PubMed

Hegney, Desley; Tuckett, Anthony; Parker, Deborah; Eley, Robert M

2010-04-01

Nurses are at high risk of incurring workplace violence during their working life. This paper reports the findings on a cross-sectional, descriptive, self-report, postal survey in 2007. A stratified random sample of 3000 of the 29 789 members of the Queensland Nurses Union employed in the public, private and aged care sectors resulted in 1192 responses (39.7%). This paper reports the differences: between those nurses who experienced workplace violence and those who did not; across employment sectors. The incidence of workplace violence is highest in public sector nursing. Patients/clients/residents were the major perpetrators of workplace violence and the existence of a workplace policy did not decrease levels of workplace violence. Nurses providing clinical care in the private and aged care sectors experienced more workplace violence than more senior nurses. Although workplace violence was associated with high work stress, teamwork and a supportive workplace mitigated workplace violence. The perception of workplace safety was inversely related to workplace violence. With the exception of public sector nursing, nurses reported an inverse relationship with workplace violence and morale.

Restrictions on workplace romance and consensual relationship policies.

PubMed

Gregg, Robert E

2004-01-01

The workplace is frequently the site of romantic and consensual relationships. These relations may sometimes be deemed by employers to infringe on the proper conduct of business and prompt them to adopt rules that limit such interactions. This article explores some of the rights of employees and the possible policies that employers may realistically adopt within the confines of federal and state constitutional statutes, in light of court precedent and in keeping with possible union contract.

Changes in Consumer Attitudes toward Broad-Based and Environment-Specific Sodium Policies-SummerStyles 2012 and 2015.

PubMed

Odom, Erika C; Whittick, Corine; Tong, Xin; John, Katherine A; Cogswell, Mary E

2017-08-04

We examined temporal changes in consumer attitudes toward broad-based actions and environment-specific policies to limit sodium in restaurants, manufactured foods, and school and workplace cafeterias from the 2012 and 2015 SummerStyle surveys. We used two online, national research panel surveys to conduct a cross-sectional analysis of 7845 U.S. adults. Measures included self-reported agreement with broad-based actions and environment-specific policies to limit sodium in restaurants, manufactured foods, school cafeterias, workplace cafeterias, and quick-serve restaurants. Wald Chi-square tests were used to examine the difference between the two survey years and multivariate logistic regression was used to obtain odds ratios. Agreement with broad-based actions to limit sodium in restaurants (45.9% agreed in 2015) and manufactured foods (56.5% agreed in 2015) did not change between 2012 and 2015. From 2012 to 2015, there was a significant increase in respondents that supported environment-specific policies to lower sodium in school cafeterias (80.0% to 84.9%; p < 0.0001), workplace cafeterias (71.2% to 76.6%; p < 0.0001), and quick-serve restaurants (70.8% to 76.7%; p < 0.0001). Results suggest substantial agreement and support for actions to limit sodium in commercially-processed and prepared foods since 2012, with most consumers ready for actions to lower sodium in foods served in schools, workplaces, and quick-serve restaurants.

Contemporary Practice in Professional Learning and Development of Early Childhood Educators in Australia: Reflections on What Works and Why

ERIC Educational Resources Information Center

Hadley, Fay; Waniganayake, Manjula; Shepherd, Wendy

2015-01-01

Continuous professional learning and development (PLD) is an essential component of effective practice in any profession. PLD as a professional responsibility and workplace requirement in early childhood (EC) settings is now embedded in Australian national policy. What PLD looks like and how it happens in EC settings is a hot topic both locally…

Workplace violence: managing a culture of acceptance.

PubMed

Fredrick, Marie

2014-01-01

The cultural acceptance of workplace violence is changing. Management has become more educated on regulatory issues around its tolerance of workplace violence. Events around the country in a variety of settings have aided in raising awareness of this issue. Healthcare professionals are not immune to workplace violence, including those working in the imaging profession. Healthcare workers, historically, have given care despite the demeanor of patients, often putting up with aggressive behavior including sexual harassment and physical assault. Management needs to take all possible measures to ensure employees feel safe at work. It is essential to have well thought out policies and procedures to mitigate workplace violence; keeping in mind that a goal of eliminating workplace violence is unrealistic.

Learning at Work. Leeds Adult Learners at Work Project Final Report.

ERIC Educational Resources Information Center

Payne, John; And Others

A study evaluated the extent to which Employee Development (ED) projects provided increased opportunities for continuing general education and training for employees in Britain. A questionnaire that sought to relate employer involvement in ED to wider issues of workplace culture, personnel, and training policies was sent to 70 firms; 50 percent…

Lifelong Learning and the New Economy: Limitations of a Market Model

ERIC Educational Resources Information Center

Cruikshank, Jane

2008-01-01

What kind of workplace has the so-called "new economy" created? What problems are Canadian workers experiencing? How effective are Canada's lifelong learning policies that focus on high skills development for global competitiveness? These questions were explored as part of a three year research program. During the 2003-2004 academic…

Affirmative Action and Women in Higher Education.

ERIC Educational Resources Information Center

Hazzard, Terry

The purposes of this paper are to: (1) discuss the historical development of women in higher education; (2) describe the implementation of federal policies for women; (3) focus on selected problems encountered by women in the work-place; and (4) offer recommendations and suggestions for eliminating some of the problems that women encounter. The…

Women Graduates and the Workplace: Continuing Challenges for Academic Women

ERIC Educational Resources Information Center

Baker, Maureen

2016-01-01

This article discusses the persistence of a gender gap among university-based academics, despite the development of equity policies and "family-friendly" initiatives. Over four decades of research are reviewed from the liberal states of Australia, Canada, New Zealand, USA and the UK, including my own qualitative interviews in Canada in…

Creating Productive Interactions between Work and the Academy

ERIC Educational Resources Information Center

Garraway, James

2006-01-01

Policy in higher education suggests that curriculum should be more responsive to economist arguments than was the case in the past. Although some guidance has been given to how to develop more work-integrated curricula, little attention has been given to interactions in meetings between workplace and academic representatives in which issues of…

International synthesis and case study examination of promising caregiver-friendly workplaces.

PubMed

Ramesh, Shruti; Ireson, Rachelle; Williams, Allison

2017-03-01

The nature of unpaid caregiving is changing significantly in response to the changing nature of families, increased average life expectancy, and the rise in elderly populations. In order to adapt to these challenges, there is an increased focus on the workplace as a source of support for caregiver-employees (CEs), or employees providing unpaid care to a family member or friend while also working in paid employment. As demonstrated by Ireson et al. (2016), a number of workplaces in Canada and abroad are currently showing leadership with respect to the provision of caregiver-friendly workplace policies (CFWPs). The purpose of this study was to explore what is currently being offered to caregiver-employees by Canadian and international workplaces, as well as how these strategies have been defined, developed, introduced, integrated and sustained within the workplace. For the purposes of this study, CEs are defined as individuals engaged in paid employment, while simultaneously serving as an unpaid elder-care provider. To achieve the aims of this paper, a qualitative comparative case study of 21 workplaces was conducted. Participants were recruited via strategies such as snowball sampling, cold-calling and social media blasts. These workplaces, which operate as exemplars in meeting the needs of caregiver-employees, are pivotal to understanding the process which takes place in the implementation and success of CFWPs across various sectors/industries. The results of this study will be used to inform the wide gap in our knowledge about CFWPs while providing the evidence needed to workplaces and other organizations to introduce CFWPs into their employment practices. Copyright © 2017 Elsevier Ltd. All rights reserved.

Implications of applying cumulative risk assessment to the workplace.

PubMed

Fox, Mary A; Spicer, Kristen; Chosewood, L Casey; Susi, Pam; Johns, Douglas O; Dotson, G Scott

2018-06-01

Multiple changes are influencing work, workplaces and workers in the US including shifts in the main types of work and the rise of the 'gig' economy. Work and workplace changes have coincided with a decline in unions and associated advocacy for improved safety and health conditions. Risk assessment has been the primary method to inform occupational and environmental health policy and management for many types of hazards. Although often focused on one hazard at a time, risk assessment frameworks and methods have advanced toward cumulative risk assessment recognizing that exposure to a single chemical or non-chemical stressor rarely occurs in isolation. We explore how applying cumulative risk approaches may change the roles of workers and employers as they pursue improved health and safety and elucidate some of the challenges and opportunities that might arise. Application of cumulative risk assessment should result in better understanding of complex exposures and health risks with the potential to inform more effective controls and improved safety and health risk management overall. Roles and responsibilities of both employers and workers are anticipated to change with potential for a greater burden of responsibility on workers to address risk factors both inside and outside the workplace that affect health at work. A range of policies, guidance and training have helped develop cumulative risk assessment for the environmental health field and similar approaches are available to foster the practice in occupational safety and health. Copyright © 2018 Elsevier Ltd. All rights reserved.

Should Any Workplace Be Exempt from Smoke-Free Law: The Irish Experience

PubMed Central

McCaffrey, M.; Goodman, P.; Gavigan, A.; Kenny, C.; Hogg, C.; Byrne, L.; McLaughlin, J.; Young, K.; Clancy, L.

2012-01-01

Background. In 2004, the Irish Government introduced national legislation banning smoking in workplaces; with exemptions for “a place of residence”. This paper summarises three Irish studies of exempted premises; prisons, psychiatric hospitals and nursing homes. Methods. PM2.5 and nicotine were measured in nursing homes and psychiatric hospitals, in addition to ultrafine particles in the hospitals. In the prisons, officers (n = 30) completed exhaled breath Carbon Monoxide (CO) measurements. Questionnaires determined officers' opinion on introducing smoking prohibitions in prisons. Nursing home smoking policies were examined and questionnaires completed by staff regarding workplace secondhand smoke (SHS) exposure. Findings. Ultrafine particle concentrations in psychiatric hospitals averaged 130,000  cm3, approximately 45% higher than Dublin pub (35.5 μg/m3) pre ban. PM2.5 levels in psychiatric hospitals (39.5 μg/m3) were similar to Dublin pubs (35.5 μg/m3) pre ban. In nursing homes permitting smoking, similar PM2.5 levels (33 μg/m3) were measured, with nicotine levels (0.57 μg/m3) four times higher than “non-smoking” nursing homes (0.13 μg/m3). In prisons, 44% of non-smoking officers exhibited exhaled breath CO criteria for light to heavy smokers. Conclusions. With SHS exposure levels in some exempted workplaces similar to Dublin pubs levels pre ban, policies ensuring full protection must be developed and implemented as a right for workers, inmates and patients. PMID:22693522

Should any workplace be exempt from smoke-free law: the Irish experience.

PubMed

McCaffrey, M; Goodman, P; Gavigan, A; Kenny, C; Hogg, C; Byrne, L; McLaughlin, J; Young, K; Clancy, L

2012-01-01

In 2004, the Irish Government introduced national legislation banning smoking in workplaces; with exemptions for "a place of residence". This paper summarises three Irish studies of exempted premises; prisons, psychiatric hospitals and nursing homes. PM(2.5) and nicotine were measured in nursing homes and psychiatric hospitals, in addition to ultrafine particles in the hospitals. In the prisons, officers (n = 30) completed exhaled breath Carbon Monoxide (CO) measurements. Questionnaires determined officers' opinion on introducing smoking prohibitions in prisons. Nursing home smoking policies were examined and questionnaires completed by staff regarding workplace secondhand smoke (SHS) exposure. Ultrafine particle concentrations in psychiatric hospitals averaged 130,000  cm(3), approximately 45% higher than Dublin pub (35.5 μg/m(3)) pre ban. PM(2.5) levels in psychiatric hospitals (39.5 μg/m(3)) were similar to Dublin pubs (35.5 μg/m(3)) pre ban. In nursing homes permitting smoking, similar PM(2.5) levels (33 μg/m(3)) were measured, with nicotine levels (0.57 μg/m(3)) four times higher than "non-smoking" nursing homes (0.13 μg/m(3)). In prisons, 44% of non-smoking officers exhibited exhaled breath CO criteria for light to heavy smokers. With SHS exposure levels in some exempted workplaces similar to Dublin pubs levels pre ban, policies ensuring full protection must be developed and implemented as a right for workers, inmates and patients.

Economic effects of clean indoor air policies on bar and restaurant employment in Minneapolis and St Paul, Minnesota.

PubMed

Klein, Elizabeth G; Forster, Jean L; Erickson, Darin J; Lytle, Leslie A; Schillo, Barbara

2010-01-01

Clean indoor air (CIA) policies have been adopted by communities across the United States and internationally to protect employees in all workplaces from exposure to environmental tobacco smoke. Concerns have been raised that banning smoking in workplaces, particularly in bars and restaurants, will result in severe, negative economic effects. Although objective studies have consistently found no significant economic effects from CIA policies, the concerns persist that CIA policies will negatively affect hospitality businesses. Employment in bars and restaurants in Minneapolis and St Paul, Minnesota, was independently evaluated over a five-year period during which CIA policies were established in each city. An interrupted time series analysis was used to evaluate the short-, intermediate, and longer-term economic effects of the local CIA policies, accounting for the rest of the hospitality industry. The CIA policies were associated with an increase of three percent to four percent in employment for restaurants in Minneapolis and St Paul, after accounting for the rest of the hospitality industry. The CIA policies were inconsistent in their association with bar employment. A comprehensive CIA policy in Minneapolis was associated with an increase of five percent to six percent in bar employment, and St Paul had a one percent nonsignificant decrease in bar employment. The CIA policies continue to yield the best protection against workplace exposure to environmental tobacco smoke for bars and restaurant employees and were not associated with large employment changes for the short or longer term in two urban Midwestern cities in the United States.

Cost-effectiveness of population-based, community, workplace and individual policies for diabetes prevention in the UK.

PubMed

Breeze, P R; Thomas, C; Squires, H; Brennan, A; Greaves, C; Diggle, P; Brunner, E; Tabak, A; Preston, L; Chilcott, J

2017-08-01

To analyse the cost-effectiveness of different interventions for Type 2 diabetes prevention within a common framework. A micro-simulation model was developed to evaluate the cost-effectiveness of a range of diabetes prevention interventions including: (1) soft drinks taxation; (2) retail policy in socially deprived areas; (3) workplace intervention; (4) community-based intervention; and (5) screening and intensive lifestyle intervention in individuals with high diabetes risk. Within the model, individuals follow metabolic trajectories (for BMI, cholesterol, systolic blood pressure and glycaemia); individuals may develop diabetes, and some may exhibit complications of diabetes and related disorders, including cardiovascular disease, and eventually die. Lifetime healthcare costs, employment costs and quality-adjusted life-years are collected for each person. All interventions generate more life-years and lifetime quality-adjusted life-years and reduce healthcare spending compared with doing nothing. Screening and intensive lifestyle intervention generates greatest lifetime net benefit (£37) but is costly to implement. In comparison, soft drinks taxation or retail policy generate lower net benefit (£11 and £11) but are cost-saving in a shorter time period, preferentially benefit individuals from deprived backgrounds and reduce employer costs. The model enables a wide range of diabetes prevention interventions to be evaluated according to cost-effectiveness, employment and equity impacts over the short and long term, allowing decision-makers to prioritize policies that maximize the expected benefits, as well as fulfilling other policy targets, such as addressing social inequalities. © 2017 The Authors. Diabetic Medicine published by John Wiley & Sons Ltd on behalf of Diabetes UK.

Attitudes and beliefs about secondhand smoke and smoke-free policies in four countries: findings from the International Tobacco Control Four Country Survey.

PubMed

Hyland, Andrew; Higbee, Cheryl; Borland, Ron; Travers, Mark; Hastings, Gerard; Fong, Geoffrey T; Cummings, K Michael

2009-06-01

This paper describes the varying levels of smoking policies in nationally representative samples of smokers in four countries and examines how these policies are associated with changes in attitudes and beliefs about secondhand smoke over time. We report data on 5,788 respondents to Wave 1 of the International Tobacco Control Four Country Survey who were employed at the time of the survey. A cohort of these respondents was followed up with two additional survey waves approximately 12 months apart. Respondents' attitudes and beliefs about secondhand smoke as well as self-reported policies in their workplace and in bars and restaurants in their community were assessed at all waves. The level of comprehensive smoke-free policies in workplaces, restaurants, and bars increased over the study period for all countries combined and was highest in Canada (30%) and lowest in the United Kingdom (0%) in 2004. In both cross-sectional and longitudinal analyses, stronger secondhand smoke policies were associated with more favorable attitudes and support for comprehensive regulations. The associations were the strongest for smokers who reported comprehensive policies in restaurants, bars, and their workplace for all three survey waves. Comprehensive smoke-free policies are increasing over time, and stronger policies and the public education opportunities surrounding their passage are associated with more favorable attitudes toward secondhand smoke regulations. The implication for policy makers is that, although the initial debate over smoke-free policies may be tumultuous, once people understand the rationale for implementing smoke-free policies and experience their benefits, public support increases even among smokers, and compliance with smoke-free regulations increases over time.

Developing standards for an integrated approach to workplace facilitation for interprofessional teams in health and social care contexts: a Delphi study.

PubMed

Martin, Anne; Manley, Kim

2018-01-01

Integration of health and social care forms part of health and social care policy in many countries worldwide in response to changing health and social care needs. The World Health Organization's appeal for systems to manage the global epidemiologic transition advocates for provision of care that crosses boundaries between primary, community, hospital, and social care. However, the focus on structural and process changes has not yielded the full benefit of expected advances in care delivery. Facilitating practice in the workplace is a widely recognised cornerstone for developments in the delivery of health and social care as collaborative and inclusive relationships enable frontline staff to develop effective workplace cultures that influence whether transformational change is achieved and maintained. Workplace facilitation embraces a number of different purposes which may not independently lead to better quality of care or improved patient outcomes. Holistic workplace facilitation of learning, development, and improvement supports the integration remit across health and social care systems and avoids duplication of effort and waste of valuable resources. To date, no standards to guide the quality and effectiveness of integrated facilitation have been published. This study aimed to identify key elements constitute standards for an integrated approach to facilitating work-based learning, development, improvement, inquiry, knowledge translation, and innovation in health and social care contexts using a three rounds Delphi survey of facilitation experts from 10 countries. Consensus about priority elements was determined in the final round, following an iteration process that involved modifications to validate content. The findings helped to identify key qualities and skills facilitators need to support interprofessional teams to flourish and optimise performance. Further research could evaluate the impact of skilled integrated facilitation on health and social care outcomes and the well-being of frontline interprofessional teams.

Looking at genes in the workplace.

PubMed

Holden, C

1982-07-23

The Office of Technology Assessment recently testified at a congressional hearing that many corporations are considering genetic screening of employees. Biochemical genetic screening of "susceptible" workers is aimed at identifying individuals unsuitable for specific jobs, and cytogenic monitoring involves the testing of groups of workers for chromosome aberrations that might occur as a result of exposure to chemicals. The apparent surge of interest in such testing requires that several legal, ethical, and policy issues be addressed, including the potential for discrimination, the misuse of screening as an alternative to cleaning up the workplace, the predictive capability of the tests, and the necessity for the development of guidelines for screening programs.

Individual, occupational, and workplace correlates of occupational health and safety vulnerability in a sample of Canadian workers

PubMed Central

Saunders, Ron; Lifshen, Marni; Breslin, Curtis; LaMontagne, Anthony; Tompa, Emile; Smith, Peter

2015-01-01

Objective To describe OH&S vulnerability across a diverse sample of Canadian workers. Methods A survey was administered to 1,835 workers employed more than 15 hrs/week in workplaces with at least five employees. Adjusted logistic models were fitted for three specific and one overall measure of workplace vulnerability developed based on hazard exposure and access to protective OH&S policies and procedures, awareness of employment rights and responsibilities, and workplace empowerment. Results More than one third of the sample experienced some OH&S vulnerability. The type and magnitude of vulnerability varied by labor market sub‐group. Younger workers and those in smaller workplaces experienced significantly higher odds of multiple types of vulnerability. Temporary workers reported elevated odds of overall, awareness‐ and empowerment‐related vulnerability, while respondents born outside of Canada had significantly higher odds of awareness vulnerability. Conclusion Knowing how labor market sub‐groups experience different types of vulnerability can inform better‐tailored primary prevention interventions. Am. J. Ind. Med. 59:119–128, 2016. © 2015 The Authors. American Journal of Industrial Medicine Published by Wiley Periodicals, Inc. PMID:26771101

Adherence to the Tobacco Control Act, 2007: presence of a workplace policy on tobacco use in bars and restaurants in Nairobi, Kenya.

PubMed

Karimi, K J; Ayah, R; Olewe, T

2016-09-28

Despite extensive knowledge about effective tobacco control interventions, the prevalence of tobacco use in many middle- and low-income countries continues to rise. In these countries, public appreciation of levels of protection provided by laws and regulations on tobacco use and exposure to tobacco smoke is limited. After ratification of the Framework Convention on Tobacco Control, Kenya enacted the Tobacco Control Act, 2007, banning smoking in public places except in designated smoking areas. To assess adherence to the Tobacco Control Act, 2007 by determining the presence of a workplace policy on tobacco use in bars and restaurants. A survey of 176 liquor licensed bars and restaurants in Nairobi County was carried out. Their managers were asked about the presence of a workplace policy governing smoking of tobacco, and observations made on provisions that determine adherence to the Tobacco Control Act, 2007. Smoking took place in almost all bars and restaurants (150 (85%)). Half the establishments (86 (49%)) had a workplace policy governing tobacco use among employees, although a difference between bars (11 (23%)) and restaurants (75 (58%)) was recorded (p<0.001). Establishments at which managers had lower levels of education were less likely to have a workplace policy (p<0.001) and less likely to have 'no smoking' signs and designated smoking areas (p<0.005). Kenya's implementation of the Tobacco Control Act, 2007 does not provide sufficient protection of patrons and workers in bars and restaurants. It is important to sensitise hospitality workers to the dangers of tobacco smoke. Bar and restaurants managers should have a minimum post-secondary education level. The Tobacco Control Act, 2007 requires strengthening to ensure that bars and restaurants have a smoke-free environment. Published by the BMJ Publishing Group Limited. For permission to use (where not already granted under a licence) please go to http://www.bmj.com/company/products-services/rights-and-licensing/

Adherence to the Tobacco Control Act, 2007: presence of a workplace policy on tobacco use in bars and restaurants in Nairobi, Kenya

PubMed Central

Karimi, K J; Ayah, R; Olewe, T

2016-01-01

Introduction Despite extensive knowledge about effective tobacco control interventions, the prevalence of tobacco use in many middle- and low-income countries continues to rise. In these countries, public appreciation of levels of protection provided by laws and regulations on tobacco use and exposure to tobacco smoke is limited. After ratification of the Framework Convention on Tobacco Control, Kenya enacted the Tobacco Control Act, 2007, banning smoking in public places except in designated smoking areas. Objective To assess adherence to the Tobacco Control Act, 2007 by determining the presence of a workplace policy on tobacco use in bars and restaurants. Methods A survey of 176 liquor licensed bars and restaurants in Nairobi County was carried out. Their managers were asked about the presence of a workplace policy governing smoking of tobacco, and observations made on provisions that determine adherence to the Tobacco Control Act, 2007. Results Smoking took place in almost all bars and restaurants (150 (85%)). Half the establishments (86 (49%)) had a workplace policy governing tobacco use among employees, although a difference between bars (11 (23%)) and restaurants (75 (58%)) was recorded (p<0.001). Establishments at which managers had lower levels of education were less likely to have a workplace policy (p<0.001) and less likely to have ‘no smoking’ signs and designated smoking areas (p<0.005). Conclusions and recommendations Kenya's implementation of the Tobacco Control Act, 2007 does not provide sufficient protection of patrons and workers in bars and restaurants. It is important to sensitise hospitality workers to the dangers of tobacco smoke. Bar and restaurants managers should have a minimum post-secondary education level. The Tobacco Control Act, 2007 requires strengthening to ensure that bars and restaurants have a smoke-free environment. PMID:27683518

48 CFR 923.570-1 - Applicability.

Code of Federal Regulations, 2012 CFR

2012-10-01

... Section 923.570-1 Federal Acquisition Regulations System DEPARTMENT OF ENERGY SOCIOECONOMIC PROGRAMS ENVIRONMENT, ENERGY AND WATER EFFICIENCY, RENEWABLE ENERGY TECHNOLOGIES, OCCUPATIONAL SAFETY, AND DRUG-FREE WORKPLACE Drug-Free Workplace 923.570-1 Applicability. The policies, criteria, and procedure specified in 10...

48 CFR 923.570-1 - Applicability.

Code of Federal Regulations, 2011 CFR

2011-10-01

... Section 923.570-1 Federal Acquisition Regulations System DEPARTMENT OF ENERGY SOCIOECONOMIC PROGRAMS ENVIRONMENT, ENERGY AND WATER EFFICIENCY, RENEWABLE ENERGY TECHNOLOGIES, OCCUPATIONAL SAFETY, AND DRUG-FREE WORKPLACE Drug-Free Workplace 923.570-1 Applicability. The policies, criteria, and procedure specified in 10...

48 CFR 923.570-1 - Applicability.

Code of Federal Regulations, 2014 CFR

2014-10-01

... Section 923.570-1 Federal Acquisition Regulations System DEPARTMENT OF ENERGY SOCIOECONOMIC PROGRAMS ENVIRONMENT, ENERGY AND WATER EFFICIENCY, RENEWABLE ENERGY TECHNOLOGIES, OCCUPATIONAL SAFETY, AND DRUG-FREE WORKPLACE Drug-Free Workplace 923.570-1 Applicability. The policies, criteria, and procedure specified in 10...

48 CFR 923.570-1 - Applicability.

Code of Federal Regulations, 2013 CFR

2013-10-01

... Section 923.570-1 Federal Acquisition Regulations System DEPARTMENT OF ENERGY SOCIOECONOMIC PROGRAMS ENVIRONMENT, ENERGY AND WATER EFFICIENCY, RENEWABLE ENERGY TECHNOLOGIES, OCCUPATIONAL SAFETY, AND DRUG-FREE WORKPLACE Drug-Free Workplace 923.570-1 Applicability. The policies, criteria, and procedure specified in 10...

Illusions and Ignorance about the Family-Responsive Workplace.

ERIC Educational Resources Information Center

Kingston, Paul W.

1990-01-01

Contends American businesses have made modest headway in instituting family-responsive practices and that it is illusory to expect that market solutions will deliver good or equitable family policy in foreseeable future. Predicts uneven realization of the responsive workplace. (Author/ABL)

Improving low-wage, midsized employers' health promotion practices: a randomized controlled trial.

PubMed

Hannon, Peggy A; Harris, Jeffrey R; Sopher, Carrie J; Kuniyuki, Alan; Ghosh, Donetta L; Henderson, Shelly; Martin, Diane P; Weaver, Marcia R; Williams, Barbara; Albano, Denise L; Meischke, Hendrika; Diehr, Paula; Lichiello, Patricia; Hammerback, Kristen E; Parks, Malcolm R; Forehand, Mark

2012-08-01

The Guide to Community Preventive Services (Community Guide) offers evidence-based intervention strategies to prevent chronic disease. The American Cancer Society (ACS) and the University of Washington Health Promotion Research Center co-developed ACS Workplace Solutions (WPS) to improve workplaces' implementation of Community Guide strategies. To test the effectiveness of WPS for midsized employers in low-wage industries. Two-arm RCT; workplaces were randomized to receive WPS during the study (intervention group) or at the end of the study (delayed control group). Forty-eight midsized employers (100-999 workers) in King County WA. WPS provides employers one-on-one consulting with an ACS interventionist via three meetings at the workplace. The interventionist recommends best practices to adopt based on the workplace's current practices, provides implementation toolkits for the best practices the employer chooses to adopt, conducts a follow-up visit at 6 months, and provides technical assistance. Employers' implementation of 16 best practices (in the categories of insurance benefits, health-related policies, programs, tracking, and health communications) at baseline (June 2007-June 2008) and 15-month follow-up (October 2008-December 2009). Data were analyzed in 2010-2011. Intervention employers demonstrated greater improvement from baseline than control employers in two of the five best-practice categories; implementing policies (baseline scores: 39% program, 43% control; follow-up scores: 49% program, 45% control; p=0.013) and communications (baseline scores: 42% program, 44% control; follow-up scores: 76% program, 55% control; p=0.007). Total best-practice implementation improvement did not differ between study groups (baseline scores: 32% intervention, 37% control; follow-up scores: 39% intervention, 42% control; p=0.328). WPS improved employers' health-related policies and communications but did not improve insurance benefits design, programs, or tracking. Many employers were unable to modify insurance benefits and reported that the time and costs of implementing best practices were major barriers. This study is registered at clinicaltrials.gov NCT00452816. Copyright © 2012 American Journal of Preventive Medicine. Published by Elsevier Inc. All rights reserved.

Disparity and Trends in Secondhand Smoke Exposure among Japanese Employees, Particularly Smokers vs. Non-Smokers.

PubMed

Tabuchi, Takahiro; Colwell, Brian

2016-01-01

Monitoring disparities in secondhand smoke (SHS) exposure is important for tailoring smoke-free policies to the needs of different groups. We examined disparity and trends in SHS exposure among both nonsmokers and smokers at Japanese workplaces between 2002 and 2012. A total of 32,940 employees in nationally representative, population-based, repeated cross-sectional surveys in 2002, 2007 and 2012 in Japan was analyzed. Adjusted rate ratios for workplace SHS exposure from other people ("everyday" and "everyday or sometimes") were calculated according to covariates, using log-binomial regression models with survey weights. In this survey, employees who do not smoke at workplace are defined as workplace-nonsmokers; and those smoke at workplace are used as workplace-smokers. SHS exposure for smokers does not involve their own SHS. While everyday SHS exposure prevalence in workplace-nonsmokers decreased markedly (33.2% to 11.4%), that in workplace-smokers decreased only slightly (63.3% to 55.6%). Workplace-smokers were significantly more likely to report everyday SHS exposure than workplace-nonsmokers, and the degree of association increased over time: compared with the nonsmokers (reference), covariates-adjusted rate ratio (95% confidence interval) for the smokers increased from 1.70 (1.62-1.77) in 2002 to 4.16 (3.79-4.56) in 2012. Similar results were observed for everyday or sometimes SHS exposure. Compared with complete workplace smoking bans, partial and no bans were consistently and significantly associated with high SHS exposure among both nonsmokers and smokers. We also observed disparities in SHS exposure by employee characteristics, such as age group and worksite scale. Although overall SHS exposure decreased among Japanese employees between 2002 and 2012, the SHS exposure disparity between nonsmokers and smokers widened. Because smokers reported more frequent SHS exposure than nonsmokers, subsequent mortality due to SHS exposure may be higher in smokers than in nonsmokers. This information may be useful for advocating workplace smoke-free policies.

Tobacco control policies and perinatal health: a national quasi-experimental study.

PubMed

Peelen, Myrthe J; Sheikh, Aziz; Kok, Marjolein; Hajenius, Petra; Zimmermann, Luc J; Kramer, Boris W; Hukkelhoven, Chantal W; Reiss, Irwin K; Mol, Ben W; Been, Jasper V

2016-04-22

We investigated whether changes in perinatal outcomes occurred following introduction of key tobacco control policies in the Netherlands: smoke-free legislation in workplaces plus a tobacco tax increase and mass media campaign (January-February 2004); and extension of the smoke-free law to the hospitality industry, accompanied by another tax increase and mass media campaign (July 2008). This was a national quasi-experimental study using Netherlands Perinatal Registry data (2000-2011; registration: ClinicalTrials.gov NCT02189265). Primary outcome measures were: perinatal mortality, preterm birth, and being small-for-gestational age (SGA). The association with timing of the tobacco control policies was investigated using interrupted time series logistic regression analyses with adjustment for confounders. Among 2,069,695 singleton births, there were 13,027 (0.6%) perinatal deaths, 116,043 (5.6%) preterm live-births and 187,966 (9.1%) SGA live-births. The 2004 policies were not associated with significant changes in the odds of developing any of the primary outcomes. After the 2008 policy change, a -4.4% (95% CI -2.4; -6.4, p < 0.001) decrease in odds of being SGA was observed. A reduction in SGA births, but not preterm birth or perinatal mortality, was observed in the Netherlands after extension of the smoke-free workplace law to bars and restaurants in conjunction with a tax increase and mass media campaign.

Tobacco control policies and perinatal health: a national quasi-experimental study

PubMed Central

Peelen, Myrthe J.; Sheikh, Aziz; Kok, Marjolein; Hajenius, Petra; Zimmermann, Luc J.; Kramer, Boris W.; Hukkelhoven, Chantal W.; Reiss, Irwin K.; Mol, Ben W.; Been, Jasper V.

2016-01-01

We investigated whether changes in perinatal outcomes occurred following introduction of key tobacco control policies in the Netherlands: smoke-free legislation in workplaces plus a tobacco tax increase and mass media campaign (January-February 2004); and extension of the smoke-free law to the hospitality industry, accompanied by another tax increase and mass media campaign (July 2008). This was a national quasi-experimental study using Netherlands Perinatal Registry data (2000–2011; registration: ClinicalTrials.gov NCT02189265). Primary outcome measures were: perinatal mortality, preterm birth, and being small-for-gestational age (SGA). The association with timing of the tobacco control policies was investigated using interrupted time series logistic regression analyses with adjustment for confounders. Among 2,069,695 singleton births, there were 13,027 (0.6%) perinatal deaths, 116,043 (5.6%) preterm live-births and 187,966 (9.1%) SGA live-births. The 2004 policies were not associated with significant changes in the odds of developing any of the primary outcomes. After the 2008 policy change, a -4.4% (95% CI -2.4; -6.4, p < 0.001) decrease in odds of being SGA was observed. A reduction in SGA births, but not preterm birth or perinatal mortality, was observed in the Netherlands after extension of the smoke-free workplace law to bars and restaurants in conjunction with a tax increase and mass media campaign. PMID:27103591

How important are human immunodeficiency virus (HIV) clinical markers to the long-term formal employment among people living with HIV in developing countries? A study in South Africa.

PubMed

Odek, W O; Glendinning, A; Charalambous, S

2014-01-01

To examine the relationship of Human Immunodeficiency Virus (HIV) clinical markers and socio-demographic characteristics with long-term formal employment among people living with HIV (PLHIV). 554 adults, 55% females, on HIV treatment for at least two years at two public hospitals in Johannesburg, South Africa. A retrospective cohort design, tracing changes in study participants' formal employment status since the first HIV-positive diagnosis. Data collection included historical medical records review and interviewer-administered questionnaires. 44% of all study participants (39% and 49% among males and females, respectively) were formally employed at the time of the study, primarily in low-skilled jobs in the private sector. The majority (83%) of males and 60% of females remained in formal employment since being diagnosed as HIV-positive. Female gender, education to grade 12 or higher, a smaller household size and being married were significantly associated with current formal employment. Formal employment was unrelated to HIV treatment indicators (CD4 count, viral load and duration since diagnosis). Of those in formal employment, 68 (28%) were aware of HIV policies at their workplaces, which was also positively associated with the duration in their current employment. PLHIV in developing country contexts can enter into and maintain formal employment, especially when treatment and workplace support are available. Thus, employer organisations should implement effective workplace HIV policies to enhance employment experiences of their workforce living with HIV. Care and support services for people on HIV treatment should also address their career development needs.

48 CFR 223.803 - Policy.

Code of Federal Regulations, 2012 CFR

2012-10-01

... DEFENSE SOCIOECONOMIC PROGRAMS ENVIRONMENT, ENERGY AND WATER EFFICIENCY, RENEWABLE ENERGY TECHNOLOGIES, OCCUPATIONAL SAFETY, AND DRUG-FREE WORKPLACE Ozone-Depleting Substances 223.803 Policy. No DoD contract may...

A labor perspective on workplace reproductive hazards: past history, current concerns, and positive directions.

PubMed

Graham, T; Lessin, N; Mirer, F

1993-07-01

The Supreme Court's March 1991 ruling in United Automobile Workers (UAW) versus Johnson Controls barring corporate "fetal protection policies" was a major victory for women's employment rights and has health and safety implications for both sexes. However, 2 years after the Court's decision, the union's work is far from over. The UAW has yet to see what policy Johnson Controls will implement in place of the old one. Formulating solutions to the concerns of workers who are exposed daily to reproductive health hazards on the job will continue to be on labor's agenda. Preventing hazardous exposures is the first priority. This goal would be furthered by setting occupational health and safety standards designed to protect workers' general and reproductive health. Support for the Comprehensive Occupational Safety and Health Reform Act (COSHRA) would also positively affect health and safety in the workplace. Where hazards have not yet been abated, the framework of transfers and income protections for all workers with temporary job restrictions should be examined. The Legal/Labor Working Group convened at the Occupational and Environmental Reproductive Hazards Working Conference authored guidelines for developing a model reproductive hazards policy. These recommendations can serve as a guide for implementation of nondiscriminatory and health-protective policies by employers.

A labor perspective on workplace reproductive hazards: past history, current concerns, and positive directions.

PubMed Central

Graham, T; Lessin, N; Mirer, F

1993-01-01

The Supreme Court's March 1991 ruling in United Automobile Workers (UAW) versus Johnson Controls barring corporate "fetal protection policies" was a major victory for women's employment rights and has health and safety implications for both sexes. However, 2 years after the Court's decision, the union's work is far from over. The UAW has yet to see what policy Johnson Controls will implement in place of the old one. Formulating solutions to the concerns of workers who are exposed daily to reproductive health hazards on the job will continue to be on labor's agenda. Preventing hazardous exposures is the first priority. This goal would be furthered by setting occupational health and safety standards designed to protect workers' general and reproductive health. Support for the Comprehensive Occupational Safety and Health Reform Act (COSHRA) would also positively affect health and safety in the workplace. Where hazards have not yet been abated, the framework of transfers and income protections for all workers with temporary job restrictions should be examined. The Legal/Labor Working Group convened at the Occupational and Environmental Reproductive Hazards Working Conference authored guidelines for developing a model reproductive hazards policy. These recommendations can serve as a guide for implementation of nondiscriminatory and health-protective policies by employers. PMID:8243392

Insider Threats: DOD Should Improve Information Sharing and Oversight to Protect U.S. Installations

DTIC Science & Technology

2015-07-01

violence toward others in the workplace , DOD closed the recommendation as implemented by issuing a policy on workplace violence prevention and response in...examination of recommendations resulting from the Fort Hood independent review related to workplace violence and focused on the military services...and (3) implemented recommendations from the official reviews of the 2009 Fort Hood and 2013 Washington Navy Yard shootings. GAO reviewed official

Educational attainment, perception of workplace support and its influence on timing of childbearing for Canadian women: a cross-sectional study.

PubMed

Metcalfe, Amy; Vekved, Monica; Tough, Suzanne C

2014-09-01

Under Canada's Employment Insurance system, parents are entitled to receive up to 50 weeks of parental leave at 55 % of salary. Despite this national policy, women with higher education are more likely to delay childbearing. This analysis aimed to assess the association between workplace support, educational attainment and the timing of first births. Women who had recently given birth to their first live-born infant and lived in Alberta, Canada, were randomly selected to participate in a telephone survey. Logistic regression was used to assess the relationship between workplace support, educational attainment and timing of first pregnancy. Among 835 women with a planned pregnancy, 26 % agreed that support or lack of support for pregnant women at their workplace affected their decision about when to begin their family. After controlling for age and income, women who had completed a post-graduate degree were three times (OR 3.39, 95 % CI 1.69-6.81) more likely to indicate that support or lack of support for pregnant women in their workplace affected their childbearing decisions. In spite of national policies, and the potential risks associated with delayed childbearing, workplace support impacts timing of pregnancy, particularly for highly educated women.

Does difference matter? Diversity and human rights in a hospital workplace.

PubMed

Sulman, Joanne; Kanee, Marylin; Stewart, Paulette; Savage, Diane

2007-01-01

The urban hospital workplace is a dynamic environment that mirrors the cultural and social diversity of the modern city. This paper explores the literature relating to diversity in the workplace and then describes an urban Canadian teaching hospital's comprehensive approach to the promotion of an equitable and inclusive diverse environment. With this goal, four years ago the hospital established an office of Diversity and Human Rights staffed by a social worker. The office provides education, training, policy development and complaints management. The administration also convened a hospital-wide committee to advise on the outcomes, and to plan a process for diversity and human rights organizational change. The committee worked with a social work research consultant to design a qualitative focus group study, currently ongoing, to explore the perspectives of hospital staff. The lessons learned from the process have the potential to increase overall cultural competency of staff that can translate into more sensitive work with patients.

Propensity for intimate partner abuse and workplace productivity: why employers should care.

PubMed

Rothman, Emily F; Corso, Phaedra S

2008-09-01

It has been demonstrated that intimate partner violence (IPV) victimization is costly to employers, but little is known about the economic consequences associated with employing perpetrators. This study investigated propensity for partner abuse as a predictor of missed work time and on-the-job decreases in productivity among a small sample of male employees at a state agency (N=61). Results suggest that greater propensity for abusiveness is positively associated with missing work and experiencing worse productivity on the job, controlling for level of education, income, marital status, age, and part-time versus full-time employment status. Additional research could clarify whether IPV perpetration is a predictor of decreased productivity among larger samples and a wider variety of workplace settings. Employers and IPV advocates should consider responding to potential IPV perpetrators through the workplace in addition to developing victim-oriented policies and prevention initiatives.

29 CFR 1960.36 - General provisions.

Code of Federal Regulations, 2012 CFR

2012-07-01

... channel of communication between employees and management concerning safety and health matters in agency workplaces. The committees provide a method by which employees can utilize their knowledge of workplace operations to assist agency management to improve policies, conditions, and practices. (b) Agencies may elect...

29 CFR 1960.36 - General provisions.

Code of Federal Regulations, 2010 CFR

2010-07-01

... channel of communication between employees and management concerning safety and health matters in agency workplaces. The committees provide a method by which employees can utilize their knowledge of workplace operations to assist agency management to improve policies, conditions, and practices. (b) Agencies may elect...

Smoke-free policies in New Zealand public tertiary education institutions.

PubMed

Robertson, Lindsay A; Marsh, L

2015-04-01

The Framework Convention on Tobacco Control mandates the creation of smoke-free environments to protect non-smokers from second-hand smoke and reduce demand for tobacco. We aimed to examine the extent and nature of smoke-free campus policies at tertiary education institutions throughout New Zealand, and examine the policy development process. Stage one comprised an audit and content analysis of smoke-free policies. In stage two, semi-structured telephone interviews were conducted to investigate the process of developing and implementing policies. Qualitative content analysis was undertaken on interview notes. Policies were identified for most institutions (n = 26/29), though varied widely in nature. Only nine mandated 100% smoke-free campuses without exceptions and few prohibited the sale of tobacco on campus, or connections with the tobacco industry. During interviews (n = 22/29), cited barriers to developing a 100% smoke-free policy included enforcement challenges and anticipated opposition from staff and students. However, participants from institutions with 100% smoke-free policies reported having encountered few challenges. Varying levels of compliance with 100% smoke-free policies were reported yet, overall, these policies were viewed as being effective. Smoke-free campus policies could be strengthened to better reflect a completely tobacco-free organization. Other institutions and workplaces could use these findings to develop 100% smoke-free policies. © The Author 2015. Published by Oxford University Press. All rights reserved. For permissions, please email: journals.permissions@oup.com.

Moderated Mediation Model of Interrelations between Workplace Romance, Wellbeing, and Employee Performance

PubMed Central

Khan, Muhammad Aamir Shafique; Jianguo, Du; Usman, Muhammad; Ahmad, Malik I.

2017-01-01

In this study, first we examined the effect of workplace romance on employee job performance, and the mediatory role of psychological wellbeing in the relationship between workplace romance and employee performance. Then we tested the moderating effects of gender and workplace romance type – lateral or hierarchical – on the indirect effect of workplace romance on employee performance. Based on a survey of 311 doctors from five government teaching hospitals in Pakistan, we used structural equation modeling and bootstrapping to test these relationships. This study reveals that psychological wellbeing significantly fully mediates the positive relationship between workplace romance and job performance. Moreover, multi-group analysis shows that gender moderates the indirect effect of workplace romance on employee performance, where the indirect effect of workplace romance on employee performance is stronger for male participants. This study carries important implications, particularly for the policy makers and managers of healthcare sector organizations. PMID:29312042

Moderated Mediation Model of Interrelations between Workplace Romance, Wellbeing, and Employee Performance.

PubMed

Khan, Muhammad Aamir Shafique; Jianguo, Du; Usman, Muhammad; Ahmad, Malik I

2017-01-01

In this study, first we examined the effect of workplace romance on employee job performance, and the mediatory role of psychological wellbeing in the relationship between workplace romance and employee performance. Then we tested the moderating effects of gender and workplace romance type - lateral or hierarchical - on the indirect effect of workplace romance on employee performance. Based on a survey of 311 doctors from five government teaching hospitals in Pakistan, we used structural equation modeling and bootstrapping to test these relationships. This study reveals that psychological wellbeing significantly fully mediates the positive relationship between workplace romance and job performance. Moreover, multi-group analysis shows that gender moderates the indirect effect of workplace romance on employee performance, where the indirect effect of workplace romance on employee performance is stronger for male participants. This study carries important implications, particularly for the policy makers and managers of healthcare sector organizations.

Workplace Secondhand Smoke Exposure in the U.S. Trucking Industry

PubMed Central

Chiu, Yueh-Hsiu; Hart, Jaime E.; Spiegelman, Donna; Garshick, Eric; Smith, Thomas J.; Dockery, Douglas W.; Hammond, S. Katharine; Laden, Francine

2010-01-01

Background Although the smoking rate in the United States is declining because of an increase of smoke-free laws, among blue-collar workers it remains higher than that among many other occupational groups. Objectives We evaluated the factors influencing workplace secondhand smoke (SHS) exposures in the U.S. unionized trucking industry. Methods From 2003 through 2005, we measured workplace SHS exposure among 203 nonsmoking and 61 smoking workers in 25 trucking terminals. Workers in several job groups wore personal vapor-phase nicotine samplers on their lapels for two consecutive work shifts and completed a workplace SHS exposure questionnaire at the end of the personal sampling. Results Median nicotine level was 0.87 μg/m3 for nonsmokers and 5.96 μg/m3 for smokers. As expected, smokers experienced higher SHS exposure duration and intensity than did nonsmokers. For nonsmokers, multiple regression analyses indicated that self-reported exposure duration combined with intensity, lack of a smoking policy as reported by workers, having a nondriver job, and lower educational level were independently associated with elevated personal nicotine levels (model R2 = 0.52). Nondriver job and amount of active smoking were associated with elevated personal nicotine level in smokers, but self-reported exposure, lack of a smoking policy, and lower educational level were not. Conclusions Despite movements toward smoke-free laws, this population of blue-collar workers was still exposed to workplace SHS as recently as 2005. The perceived (reported by the workers), rather than the official (reported by the terminal managers), smoking policy was associated with measured SHS exposure levels among the nonsmokers. Job duties and educational level might also be important predictors of workplace SHS exposure. PMID:20123606

Elements of a Workplace Culture of Health, Perceived Organizational Support for Health, and Lifestyle Risk.

PubMed

Payne, Julianne; Cluff, Laurie; Lang, Jason; Matson-Koffman, Dyann; Morgan-Lopez, Antonio

2018-01-01

We investigated the impact of elements of a workplace culture of health (COH) on employees' perceptions of employer support for health and lifestyle risk. We used 2013 and 2015 survey data from the National Healthy Worksite Program, a Centers for Disease Control and Prevention (CDC)-led initiative to help workplaces implement health-promoting interventions. Forty-one employers completed the CDC Worksite Health Scorecard to document organizational changes. Eight hundred twenty-five employees provided data to evaluate changes in their health and attitudes. We defined elements of a COH as environmental, policy, and programmatic supports; leadership and coworker support; employee engagement (motivational interventions); and strategic communication. Outcomes included scores of employees' perceptions of employer support for health and lifestyle risk derived from self-reported physical activity, nutrition, and tobacco use. We estimated effects using multilevel regression models. At the employee level and across time, regression coefficients show positive associations between leadership support, coworker support, employee engagement, and perceived support for health ( P < .05). Coefficients suggest a marginally significant negative association between lifestyle risk and the presence of environmental and policy supports ( P < .10) and significant associations with leadership support in 2015 only ( P < .05). Relational elements of COH (leadership and coworker support) tend to be associated with perceived support for health, while workplace elements (environmental and policy supports) are more associated with lifestyle risk. Employers need to confront relational and workplace elements together to build a COH.

The food choice at work study: effectiveness of complex workplace dietary interventions on dietary behaviours and diet-related disease risk - study protocol for a clustered controlled trial

PubMed Central

2013-01-01

Background Dietary behaviour interventions have the potential to reduce diet-related disease. Ample opportunity exists to implement these interventions in the workplace. The overall aim is to assess the effectiveness and cost-effectiveness of complex dietary interventions focused on environmental dietary modification alone or in combination with nutrition education in large manufacturing workplace settings. Methods/design A clustered controlled trial involving four large multinational manufacturing workplaces in Cork will be conducted. The complex intervention design has been developed using the Medical Research Council’s framework and the National Institute for Health and Clinical Excellence (NICE) guidelines and will be reported using the TREND statement for the transparent reporting of evaluations with non-randomized designs. It will draw on a soft paternalistic “nudge” theoretical perspective. Nutrition education will include three elements: group presentations, individual nutrition consultations and detailed nutrition information. Environmental dietary modification will consist of five elements: (a) restriction of fat, saturated fat, sugar and salt, (b) increase in fibre, fruit and vegetables, (c) price discounts for whole fresh fruit, (d) strategic positioning of healthier alternatives and (e) portion size control. No intervention will be offered in workplace A (control). Workplace B will receive nutrition education. Workplace C will receive nutrition education and environmental dietary modification. Workplace D will receive environmental dietary modification alone. A total of 448 participants aged 18 to 64 years will be selected randomly. All permanent, full-time employees, purchasing at least one main meal in the workplace daily, will be eligible. Changes in dietary behaviours, nutrition knowledge, health status with measurements obtained at baseline and at intervals of 3 to 4 months, 7 to 9 months and 13 to 16 months will be recorded. A process evaluation and cost-effectiveness economic evaluation will be undertaken. Discussion A 'Food Choice at Work’ toolbox (concise teaching kit to replicate the intervention) will be developed to inform and guide future researchers, workplace stakeholders, policy makers and the food industry. Trial registration Current Controlled Trials, ISRCTN35108237 PMID:24192134

The food choice at work study: effectiveness of complex workplace dietary interventions on dietary behaviours and diet-related disease risk - study protocol for a clustered controlled trial.

PubMed

Geaney, Fiona; Scotto Di Marrazzo, Jessica; Kelly, Clare; Fitzgerald, Anthony P; Harrington, Janas M; Kirby, Ann; McKenzie, Ken; Greiner, Birgit; Perry, Ivan J

2013-11-06

Dietary behaviour interventions have the potential to reduce diet-related disease. Ample opportunity exists to implement these interventions in the workplace. The overall aim is to assess the effectiveness and cost-effectiveness of complex dietary interventions focused on environmental dietary modification alone or in combination with nutrition education in large manufacturing workplace settings. A clustered controlled trial involving four large multinational manufacturing workplaces in Cork will be conducted. The complex intervention design has been developed using the Medical Research Council's framework and the National Institute for Health and Clinical Excellence (NICE) guidelines and will be reported using the TREND statement for the transparent reporting of evaluations with non-randomized designs. It will draw on a soft paternalistic 'nudge' theoretical perspective. It will draw on a soft paternalistic "nudge" theoretical perspective. Nutrition education will include three elements: group presentations, individual nutrition consultations and detailed nutrition information. Environmental dietary modification will consist of five elements: (a) restriction of fat, saturated fat, sugar and salt, (b) increase in fibre, fruit and vegetables, (c) price discounts for whole fresh fruit, (d) strategic positioning of healthier alternatives and (e) portion size control. No intervention will be offered in workplace A (control). Workplace B will receive nutrition education. Workplace C will receive nutrition education and environmental dietary modification. Workplace D will receive environmental dietary modification alone. A total of 448 participants aged 18 to 64 years will be selected randomly. All permanent, full-time employees, purchasing at least one main meal in the workplace daily, will be eligible. Changes in dietary behaviours, nutrition knowledge, health status with measurements obtained at baseline and at intervals of 3 to 4 months, 7 to 9 months and 13 to 16 months will be recorded. A process evaluation and cost-effectiveness economic evaluation will be undertaken. A 'Food Choice at Work' toolbox (concise teaching kit to replicate the intervention) will be developed to inform and guide future researchers, workplace stakeholders, policy makers and the food industry. Current Controlled Trials, ISRCTN35108237.

"Tele"working in Higher Education: What Managers Should Know "before" Developing Teleworking Policies

ERIC Educational Resources Information Center

Waters, Kristin Albright

2015-01-01

Over the last several decades, changes in the workplace within higher education has led to the notion of teleworking: the opportunity for employees to complete work in a remote location. This article will review the various concepts of teleworking, as well as the pros, cons, and implications for the work environment within higher education.

22 CFR 513.115 - Policy.

Code of Federal Regulations, 2014 CFR

2014-04-01

... 22 Foreign Relations 2 2014-04-01 2014-04-01 false Policy. 513.115 Section 513.115 Foreign... GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (GRANTS) General § 513.115 Policy. (a) In order to protect the public interest, it is the policy of the Federal Government to conduct business only with...

48 CFR 23.202 - Policy.

Code of Federal Regulations, 2010 CFR

2010-10-01

... ENVIRONMENT, ENERGY AND WATER EFFICIENCY, RENEWABLE ENERGY TECHNOLOGIES, OCCUPATIONAL SAFETY, AND DRUG-FREE WORKPLACE Energy and Water Efficiency and Renewable Energy 23.202 Policy. The Government's policy is to acquire supplies and services that promote energy and water efficiency, advance the use of renewable...

Virtual exclusion and telework: barriers and opportunities of technocentric workplace accommodation policy.

PubMed

Baker, Paul M A; Moon, Nathan W; Ward, Andrew C

2006-01-01

Teleworking, a restructuring of the manner in which work occurs, based on information communication technologies (ICTs), is a promising way of further integrating people with disabilities into the workplace. In contrast to telecommuting, in which the work is primarily shifted in locale, telework is a restructuring of the tasks to be accomplished within the larger work setting which could result in "work" being done remotely, or collaboratively with coworkers (remotely or not) using ICTs. Drawing upon a review of the literature, this paper explores the relationship between telework and people with disabilities. While the advent of telecommuting and subsequently "teleworking" might open increased opportunities for the hiring of people with disabilities, it may also place severe constraints on the type of work, workplace environment and interactions, and accumulation of social capital for people with disabilities. Whereas much of the prevailing literature on telework and disability is often proscriptive in nature and is written with an audience of employers in mind, it is just as important to consider policy options from the standpoint of the employee as well. This paper proposes a number of policy approaches for the creation of an inclusive work environment for teleworkers with disabilities that can minimize, as much as possible, the social isolation faced by teleworkers with disabilities while maximizing their participation within the workplace community. Policy objectives for enhancing telework for people with disabilities fall into three general categories: 1) research, 2) outreach, and 3) interventions.

The provision of workplace accommodations following cancer: survivor, provider, and employer perspectives.

PubMed

Stergiou-Kita, Mary; Pritlove, Cheryl; van Eerd, Dwayne; Holness, Linn D; Kirsh, Bonnie; Duncan, Andrea; Jones, Jennifer

2016-06-01

With improvements in screening, diagnosis, and treatment, the number of persons surviving cancer and staying at or returning to work is increasing. While workplace accommodations optimize workers' abilities to participate in the workforce, there has been little in-depth investigation of the types of accommodations reported to have been provided to cancer survivors and the processes relevant to ensuring their successful implementation. We employed an exploratory qualitative method and conducted 40 semi-structured interviews with three groups: (i) cancers survivors (n = 16), (ii) health/vocational service providers (n = 16), and (iii) employer representatives (n = 8) to explore return to work and accommodation processes, successes, and challenges. An inductive thematic analysis approach was used to analyze the data. Four types of accommodations were recommended: (1) graduated return to work plans and flexible scheduling, (2) modification of work duties and performance expectations, (3) retraining and supports at the workplace, and (4) modification of the physical work environment and/or the provision of adaptive aids/technologies. Processes relevant to ensuring effective accommodations included: (1) developing knowledge about accommodations, (2) employer's ability to accommodate, (3) negotiating reasonable accommodations, (4) customizing accommodations, and (5) implementing and monitoring accommodation plans. Accommodation challenges included: (1) survivors' fears requesting accommodations, (2) developing clear and specific accommodations, (3) difficult to accommodate jobs, and (4) workplace challenges, including strained pre-cancer workplace relationships, insufficient/inflexible workplace policies, employer concerns regarding productivity and precedent setting, and limited modified duties. Accommodations need to be customized and clearly linked to survivors' specific job demands, work context, and available workplace supports. Survivors need to feel comfortable disclosing the need for accommodations. Ongoing communication and monitoring are required to ensure accommodations are implemented and changes made to the return to work plan as required. The provision of appropriate workplace accommodations can enhance survivors' abilities to stay or return to work.

Preventing Sexual Harassment in the Workplace.

ERIC Educational Resources Information Center

Thacker, Rebecca A.

1992-01-01

Keeping sexual harassment incidents at bay in the workplace involves prevention training that teaches people how to identify harassment and how to respond, using such techniques as role play and discussion. Trainees should also be informed of the organization's policy and procedures for reporting complaints. (JOW)

48 CFR 923.101 - Policy.

Code of Federal Regulations, 2010 CFR

2010-10-01

..., CONSERVATION, OCCUPATIONAL SAFETY, AND DRUG-FREE WORKPLACE Sustainable Acquisition 923.101 Policy. The... these products have become more common and the market has become more energy and resource aware. All of...

Thailand's Work and Health Transition.

PubMed

Kelly, Matthew; Strazdins, Lyndall; Dellora, Tarie; Khamman, Suwanee; Seubsman, Sam-Ang; Sleigh, Adrian C

2010-09-01

Thailand has experienced a rapid economic transition from agriculture to industry and services, and from informal to formal employment. It has much less state regulation and worker representation relative to developed nations, who underwent these transitions more slowly and sequentially, decades earlier. We examine the strengthening of Thai government policy and legislation affecting worker's health, responding to international norms, a new democratic constitution, fear of foreign importer embargos and several fatal workplace disasters. We identify key challenges remaining for Thai policy makers, including legislation enforcement and the measurement of impacts on worker's mental and physical health.

Comprehensive smoke-free policies: a tool for improving preconception health?

PubMed

Klein, Elizabeth G; Liu, Sherry T; Conrey, Elizabeth J

2014-01-01

Lower income women are at higher risk for preconception and prenatal smoking, are less likely to spontaneously quit smoking during pregnancy, and have higher prenatal relapse rates than women in higher income groups. Policies prohibiting tobacco smoking in public places are intended to reduce exposure to secondhand smoke; additionally, since these policies promote a smoke-free norm, there have been associations between smoke-free policies and reduced smoking prevalence. Given the public health burden of smoking, particularly among women who become pregnant, our objective was to assess the impact of smoke-free policies on the odds of preconception smoking among low-income women. We estimated the odds of preconception smoking among low-income women in Ohio between 2002 and 2009 using data from repeated cross-sectional samples of women participating in the Special Supplemental Nutrition Program for Women, Infants, and Children (WIC). A logistic spline regression was applied fitting a knot at the point of enforcement of the Ohio Smoke-free Workplace Act to evaluate whether this policy was associated with changes in the odds of smoking. After adjusting for individual- and environmental-level factors, the Ohio Smoke-free Workplace Act was associated with a small, but statistically significant reduction in the odds of preconception smoking in WIC participants. Comprehensive smoke-free policies prohibiting smoking in public places and workplaces may also be associated with reductions in smoking among low-income women. This type of policy or environmental change strategy may promote a tobacco-free norm and improve preconception health among a population at risk for smoking.

Resident Aggression Toward Staff at a Center for the Developmentally Disabled

PubMed Central

West, Christine A.; Galloway, Ellen; Niemeier, Maureen T.

2015-01-01

Few studies have examined factors contributing to nonfatal assaults to staff working in residential care facilities. The authors evaluated resident assaults toward direct care/nursing staff at an Intermediate Care Facility for Individuals with Mental Retardation (ICF/MR), which included observations of work areas, employee interviews, calculation of injury and assault rates for 2004 to 2007 from Occupational Safety and Health Administration Logs, and review of state ICF/MR guidelines. Most staff interviewed reported having been injured during physical restraint of a resident and the average rate of injury from assault at the center evaluated was higher than the average national rates for the health care and social assistance sector for the same time period. The center lacked policies for a safe workplace. The authors recommended review and maintenance of workplace violence prevention policies and developing a post-incident response and evaluation program to assist staff in coping with the consequences of assault and/or occupational injury. PMID:24571051

Current Uses (and Potential Misuses) of Facebook: An Online Survey in Physiotherapy.

PubMed

Laliberté, Maude; Beaulieu-Poulin, Camille; Campeau Larrivée, Alexandre; Charbonneau, Maude; Samson, Émilie; Ehrmann Feldman, Debbie

2016-01-01

In recent years, the use of social media such as Facebook has become extremely popular and widespread in our society. Among users are health care professionals, who must develop ways to extend their professionalism online. Before issuing formal guidelines, policies, or recommendations to guide online behaviours, there is a need to know to what extent Facebook influences the professional life of physiotherapy professionals. Our goal was to explore knowledge and behaviour that physiotherapists and physical rehabilitation therapists practicing in Quebec have of Facebook. We used an empirical cross-sectional online survey design (n=322, response rate 4.5%). The results showed that 84.3% of physiotherapy professionals had a Facebook account. Almost all had colleagues or former colleagues as Facebook friends, 21% had patients as friends, and 27% had employers as friends. More than a third of workplaces had clinic pages with information intended for the public. Regarding workplace Facebook policies, 37.3% said that there was no policy and another 41.6% were not aware whether there was one or not. There appears to be a need to establish guidelines regarding the use of social media for physiotherapy professionals to ensure maintenance of professionalism and ethical conduct.

Can We Finish the Revolution? Gender, Work-Family Ideals, and Institutional Constraint.

PubMed

Pedulla, David S; Thébaud, Sarah

2015-02-01

Why has progress toward gender equality in the workplace and at home stalled in recent decades? A growing body of scholarship suggests that persistently gendered workplace norms and policies limit men's and women's ability to create gender egalitarian relationships at home. In this article, we build on and extend prior research by examining the extent to which institutional constraints, including workplace policies, affect young, unmarried men's and women's preferences for their future work-family arrangements. We also examine how these effects vary across levels of education. Drawing on original survey-experimental data, we ask respondents how they would like to structure their future relationships while experimentally manipulating the degree of institutional constraint under which they state their preferences. Two clear patterns emerge. First, as constraints are removed and men and women can opt for an egalitarian relationship, the majority of them choose this option, regardless of gender or education level. Second, women's relationship structure preferences are more malleable to the removal of institutional constraints via supportive work-family policy interventions than are men's. These findings shed light on important questions about the role of institutions in shaping work-family preferences, underscoring the notion that seemingly gender-traditional work-family decisions are largely contingent on the constraints of current workplaces.

Can We Finish the Revolution? Gender, Work-Family Ideals, and Institutional Constraint

PubMed Central

Pedulla, David S.; Thébaud, Sarah

2015-01-01

Why has progress toward gender equality in the workplace and at home stalled in recent decades? A growing body of scholarship suggests that persistently gendered workplace norms and policies limit men's and women's ability to create gender egalitarian relationships at home. In this article, we build on and extend prior research by examining the extent to which institutional constraints, including workplace policies, affect young, unmarried men's and women's preferences for their future work-family arrangements. We also examine how these effects vary across levels of education. Drawing on original survey-experimental data, we ask respondents how they would like to structure their future relationships while experimentally manipulating the degree of institutional constraint under which they state their preferences. Two clear patterns emerge. First, as constraints are removed and men and women can opt for an egalitarian relationship, the majority of them choose this option, regardless of gender or education level. Second, women's relationship structure preferences are more malleable to the removal of institutional constraints via supportive work-family policy interventions than are men's. These findings shed light on important questions about the role of institutions in shaping work-family preferences, underscoring the notion that seemingly gender-traditional work-family decisions are largely contingent on the constraints of current workplaces. PMID:26365994

Impact of MPH programs: contributing to health system strengthening in low- and middle-income countries?

PubMed

Zwanikken, Prisca A C; Alexander, Lucy; Scherpbier, Albert

2016-08-22

The "health workforce" crisis has led to an increased interest in health professional education, including MPH programs. Recently, it was questioned whether training of mid- to higher level cadres in public health prepared graduates with competencies to strengthen health systems in low- and middle-income countries. Measuring educational impact has been notoriously difficult; therefore, innovative methods for measuring the outcome and impact of MPH programs were sought. Impact was conceptualized as "impact on workplace" and "impact on society," which entailed studying how these competencies were enacted and to what effect within the context of the graduates' workplaces, as well as on societal health. This is part of a larger six-country mixed method study; in this paper, the focus is on the qualitative findings of two English language programs, one a distance MPH program offered from South Africa, the other a residential program in the Netherlands. Both offer MPH training to students from a diversity of countries. In-depth interviews were conducted with 10 graduates (per program), working in low- and middle-income health systems, their peers, and their supervisors. Impact on the workplace was reported as considerable by graduates and peers as well as supervisors and included changes in management and leadership: promotion to a leadership position as well as expanded or revitalized management roles were reported by many participants. The development of leadership capacity was highly valued amongst many graduates, and this capacity was cited by a number of supervisors and peers. Wider impact in the workplace took the form of introducing workplace innovations such as setting up an AIDS and addiction research center and research involvement; teaching and training, advocacy, and community engagement were other ways in which graduates' influence reached a wider target grouping. Beyond the workplace, an intersectoral approach, national reach through policy advisory roles to Ministries of Health, policy development, and capacity building, was reported. Work conditions and context influenced conduciveness for innovation and the extent to which graduates were able to have effect. Self-selection of graduates and their role in selecting peers and supervisors may have resulted in some bias, some graduates could not be traced, and social acceptability bias may have influenced findings. There was considerable impact at many levels; graduates were perceived to be able to contribute significantly to their workplaces and often had influence at the national level. Much of the impact described was in line with public health educational aims. The qualitative method study revealed more in-depth understanding of graduates' impact as well as their career pathways.

Breastfeeding policies and breastfeeding support programs in the mother's workplace.

PubMed

Bettinelli, Maria Enrica

2012-10-01

Women should never be forced to make a choice between mother-work and other work. Many women mistakenly think they cannot breastfeed if they plan to return to work, and thus they may not talk with their employers about their intention to breastfeed or how breastfeeding might be supported at their workplace. All breastfeeding policies and strategies underline the importance of providing support for lactating mothers and highlight the need to promote specific interventions in the workplace. Possible strategies for working mothers include having the mother keep the baby with her while she works, allowing the mother to go to the baby to breastfeed during the workday, telecommuting, offering flexible work schedules, maintaining part-time work schedules, and using on-site or nearby child care centres.

Mental health nurses' perspective of workplace violence in Jordanian mental health hospitals.

PubMed

Al-Azzam, Manar; Al-Sagarat, Ahmad Yahya; Tawalbeh, Loai; Poedel, Robin J

2017-10-27

The purpose was to assess the mental health nurses' perspectives of workplace violence in mental health departments in Jordan. A cross-sectional correlation study was utilized to address the study's purposes. Data were collected using self-reported questionnaires from nurses working in governmental mental health departments in Jordan. The findings indicated that 80% of the respondents were victims of at least one violent act in the last 2 years. Verbal abuse was the most indicated type of violence. Patients were considered the main source of violence. Policies and legislations addressing workplace violence should be implemented, and nurses should be trained on using such policies. Hospital managers should create a safe work environment by enforcing effective security measures and maintaining adequate staffing. © 2017 Wiley Periodicals, Inc.

Double jeopardy: the impact of neoliberalism on care workers in the United States and South Africa.

PubMed

Abramovitz, Mimi; Zelnick, Jennifer

2010-01-01

Many researchers have explored how neoliberal restructuring of the workplace has reduced the standard of living and increased workplace stress among private sector employees. However, few have focused on how neoliberal restructuring of public policy has had similar effects on the public sector workforce. Using original case study research, the authors examine how two iconic pieces of neoliberal policy--the 1996 welfare reform bill in the United States and the GEAR macroeconomic policy in South Africa--affected public/nonprofit human service workers in New York City, United States, and public sector nurses in KwaZulu-Natal, South Africa. The authors argue that in both situations, despite national differences, these policies created a "double jeopardy," in which patients/clients and care workers are adversely affected by neoliberal public policy. This "double jeopardy" creates significant hardship, but also the opportunity for new social movements.

Is there a role for workplaces in reducing employees' driving to work? Findings from a cross-sectional survey from inner-west Sydney, Australia

PubMed Central

2010-01-01

Background The role of workplaces in promoting active travel (walking, cycling or using public transport) is relatively unexplored. This study explores the potential for workplaces to reduce employees' driving to work in order to inform the development of workplace interventions for promoting active travel. Methods An analysis of a cross-sectional survey was conducted using data from parents/guardians whose children participated in the Central Sydney Walk to School Program in inner-west Sydney, Australia. A total of 888 parents/guardians who were employed and worked outside home were included in this analysis. The role of the workplace in regards to active travel was assessed by asking the respondents' level of agreement to eight statements including workplace encouragement of active travel, flexible working hours, public transport availability, convenient parking, shower and change rooms for employees and whether they lived or worked in a safe place. Self-reported main mode of journey to work and demographic data were collected through a self-administrated survey. Binary logistic regression modelling was used to ascertain independent predictors of driving to work. Results Sixty nine per cent of respondents travelled to work by car, and 19% agreed with the statement, "My workplace encourages its employees to go to and from work by public transport, cycling and/or walking (active travel)." The survey respondents with a workplace encouraging active travel to work were significantly less likely to drive to work (49%) than those without this encouragement (73%) with an adjusted odds ratio (AOR) of 0.41 (95% CI 0.23-0.73, P = 0.002). Having convenient public transport close to the workplace or home was also an important factor that could discourage employees from driving to work with AOR 0.17 (95% CI 0.09-0.31, P < 0.0001) and AOR 0.50 (95% CI 0.28-0.90, P = 0.02) respectively. In contrast, convenient parking near the workplace significantly increased the likelihood of respondents driving to work (AOR 4.6, 95% CI 2.8-7.4, P < 0.0001). Conclusions There is a significant inverse association between the perception of workplace encouragement for active travel and driving to work. Increases in the number of workplaces that encourage their employees to commute to work via active travel could potentially lead to fewer employees driving to work. In order to make active travel more appealing than driving to work, workplace interventions should consider developing supportive workplace policies and environments. PMID:20113527

Is there a role for workplaces in reducing employees' driving to work? Findings from a cross-sectional survey from inner-west Sydney, Australia.

PubMed

Wen, Li Ming; Kite, James; Rissel, Chris

2010-01-31

The role of workplaces in promoting active travel (walking, cycling or using public transport) is relatively unexplored. This study explores the potential for workplaces to reduce employees' driving to work in order to inform the development of workplace interventions for promoting active travel. An analysis of a cross-sectional survey was conducted using data from parents/guardians whose children participated in the Central Sydney Walk to School Program in inner-west Sydney, Australia. A total of 888 parents/guardians who were employed and worked outside home were included in this analysis. The role of the workplace in regards to active travel was assessed by asking the respondents' level of agreement to eight statements including workplace encouragement of active travel, flexible working hours, public transport availability, convenient parking, shower and change rooms for employees and whether they lived or worked in a safe place. Self-reported main mode of journey to work and demographic data were collected through a self-administrated survey. Binary logistic regression modelling was used to ascertain independent predictors of driving to work. Sixty nine per cent of respondents travelled to work by car, and 19% agreed with the statement, "My workplace encourages its employees to go to and from work by public transport, cycling and/or walking (active travel)." The survey respondents with a workplace encouraging active travel to work were significantly less likely to drive to work (49%) than those without this encouragement (73%) with an adjusted odds ratio (AOR) of 0.41 (95% CI 0.23-0.73, P = 0.002). Having convenient public transport close to the workplace or home was also an important factor that could discourage employees from driving to work with AOR 0.17 (95% CI 0.09-0.31, P < 0.0001) and AOR 0.50 (95% CI 0.28-0.90, P = 0.02) respectively. In contrast, convenient parking near the workplace significantly increased the likelihood of respondents driving to work (AOR 4.6, 95% CI 2.8-7.4, P < 0.0001). There is a significant inverse association between the perception of workplace encouragement for active travel and driving to work. Increases in the number of workplaces that encourage their employees to commute to work via active travel could potentially lead to fewer employees driving to work. In order to make active travel more appealing than driving to work, workplace interventions should consider developing supportive workplace policies and environments.

48 CFR 23.202 - Policy.

Code of Federal Regulations, 2013 CFR

2013-10-01

... ENVIRONMENT, ENERGY AND WATER EFFICIENCY, RENEWABLE ENERGY TECHNOLOGIES, OCCUPATIONAL SAFETY, AND DRUG-FREE WORKPLACE Energy and Water Efficiency and Renewable Energy 23.202 Policy. (a) Introduction. The Government's policy is to acquire supplies and services that promote a clean energy economy that increases our Nation...

48 CFR 23.202 - Policy.

Code of Federal Regulations, 2014 CFR

2014-10-01

... ENVIRONMENT, ENERGY AND WATER EFFICIENCY, RENEWABLE ENERGY TECHNOLOGIES, OCCUPATIONAL SAFETY, AND DRUG-FREE WORKPLACE Energy and Water Efficiency and Renewable Energy 23.202 Policy. (a) Introduction. The Government's policy is to acquire supplies and services that promote a clean energy economy that increases our Nation...

48 CFR 23.202 - Policy.

Code of Federal Regulations, 2011 CFR

2011-10-01

... ENVIRONMENT, ENERGY AND WATER EFFICIENCY, RENEWABLE ENERGY TECHNOLOGIES, OCCUPATIONAL SAFETY, AND DRUG-FREE WORKPLACE Energy and Water Efficiency and Renewable Energy 23.202 Policy. (a) Introduction. The Government's policy is to acquire supplies and services that promote a clean energy economy that increases our Nation...

48 CFR 23.202 - Policy.

Code of Federal Regulations, 2012 CFR

2012-10-01

... ENVIRONMENT, ENERGY AND WATER EFFICIENCY, RENEWABLE ENERGY TECHNOLOGIES, OCCUPATIONAL SAFETY, AND DRUG-FREE WORKPLACE Energy and Water Efficiency and Renewable Energy 23.202 Policy. (a) Introduction. The Government's policy is to acquire supplies and services that promote a clean energy economy that increases our Nation...

21 CFR 1405.635 - Drug-free workplace.

Code of Federal Regulations, 2011 CFR

2011-04-01

... 21 Food and Drugs 9 2011-04-01 2011-04-01 false Drug-free workplace. 1405.635 Section 1405.635 Food and Drugs OFFICE OF NATIONAL DRUG CONTROL POLICY GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE... recipient are prohibited from engaging in the unlawful manufacture, distribution, dispensing, possession, or...

21 CFR 1405.635 - Drug-free workplace.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 21 Food and Drugs 9 2010-04-01 2010-04-01 false Drug-free workplace. 1405.635 Section 1405.635 Food and Drugs OFFICE OF NATIONAL DRUG CONTROL POLICY GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE... recipient are prohibited from engaging in the unlawful manufacture, distribution, dispensing, possession, or...

Black Women and Career Advancement: Preparing for the New Workplace.

ERIC Educational Resources Information Center

Shields, Leslie

1992-01-01

Discusses the status of black women, and examines what they need to do to strengthen their positions in the workplace. In the face of existing career obstacles, both individual initiatives such as securing training and finding mentors, and public policy initiatives are needed. (SLD)

When Violence Threatens the Workplace: Personnel Issues.

ERIC Educational Resources Information Center

Willits, Robert L.

1997-01-01

Discusses violence in the workplace and suggests a three-tier approach to dealing with violence in libraries that focuses on personnel issues: (1) preventive measures, including applicant screening, supervisory training, and employee assistance programs; (2) threat management, including policy formation and legal action; and (3) crisis/post-trauma…

Partnering Healthy@Work: an Australian university-government partnership facilitating policy-relevant research.

PubMed

Jose, Kim; Venn, Alison; Jarman, Lisa; Seal, Judy; Teale, Brook; Scott, Jennifer; Sanderson, Kristy

2017-12-01

Research funding is increasingly supporting collaborations between knowledge users and researchers. Partnering Healthy@Work (pH@W), an inaugural recipient of funding through Australia's Partnership for Better Health Grants scheme, was a 5-year partnership between the Menzies Institute for Medical Research, University of Tasmania and the Tasmanian State Service (TSS). The partnerships purpose was to evaluate a comprehensive workplace health promotion programme (Healthy@Work) targeting 30 000 public sector employees; generating new knowledge and influencing workplace health promotion policy and decision-making. This mixed methods study evaluates the partnership between policy-makers and academics and identifies strategies that enabled pH@W to deliver key project outcomes. A pH@W document review was conducted, two partnership assessment tools completed and semi-structured interviews conducted with key policy-makers and academics. Analysis of the partnership assessment tools and interviews found that pH@W had reached a strong level of collaboration. Policy-relevant knowledge was generated about the health of TSS employees and their engagement with workplace health promotion. Knowledge exchange of a conceptual and instrumental nature occurred and was facilitated by the shared grant application, clear governance structures, joint planning, regular information exchange between researchers and policy-makers and research student placements in the TSS. Flexibility and acknowledgement of different priorities and perspectives of partner organizations were identified as critical factors for enabling effective partnership working and research relevance. Academic-policy-maker partnerships can be a powerful mechanism for improving policy relevance of research, but need to incorporate strategies that facilitate regular input from researchers and policy-makers in order to achieve this. © The Author 2016. Published by Oxford University Press. All rights reserved. For Permissions, please email: journals.permissions@oup.com.

Understanding key influencers' attitudes and beliefs about healthy public policy change for obesity prevention.

PubMed

Raine, Kim D; Nykiforuk, Candace I J; Vu-Nguyen, Karen; Nieuwendyk, Laura M; VanSpronsen, Eric; Reed, Shandy; Wild, T Cameron

2014-11-01

As overweight and obesity is a risk factor for chronic diseases, the development of environmental and healthy public policy interventions across multiple sectors has been identified as a key strategy to address this issue. In 2009, a survey was developed to assess the attitudes and beliefs regarding health promotion principles, and the priority and acceptability of policy actions to prevent obesity and chronic diseases, among key policy influencers in Alberta and Manitoba, Canada. Surveys were mailed to 1,765 key influencers from five settings: provincial government, municipal government, school boards, print media companies, and workplaces with greater than 500 employees. A total of 236 surveys were completed with a response rate of 15.0%. Findings indicate nearly unanimous influencer support for individual-focused policy approaches and high support for some environmental policies. Restrictive environmental and economic policies received weakest support. Obesity was comparable to smoking with respect to perceptions as a societal responsibility versus a personal responsibility, boding well for the potential of environmental policy interventions for obesity prevention. This level of influencer support provides a platform for more evidence to be brokered to policy influencers about the effectiveness of environmental policy approaches to obesity prevention. © 2014 The Obesity Society.

Workplace physical activity interventions and moderate-to-vigorous intensity physical activity levels among working-age women: a systematic review protocol.

PubMed

Reed, Jennifer L; Prince, Stephanie A; Cole, Christie A; Fodor, J George; Hiremath, Swapnil; Mullen, Kerri-Anne; Tulloch, Heather E; Wright, Erica; Reid, Robert D

2014-12-19

The rapid pace of modern life requires working-age women to juggle occupational, family and social demands. This modern lifestyle has been shown to have a detrimental effect on health, often associated with increased smoking and alcohol consumption, depression and cardiovascular disease risk factors. Despite the proven benefits of regular moderate-to-vigorous intensity physical activity (MVPA), few are meeting the current physical activity (PA) recommendations of 150 min of MVPA/week. It is important that appropriate and effective behavioural interventions targeting PA are developed and identified to improve the MVPA levels of working-age women. As these women spend a substantial proportion of their waking hours at work, workplaces may be an opportune, efficient and relatively controlled setting to implement programmes and strategies to target PA in an effort to improve MVPA levels and impact cardiometabolic health. The purposes of this systematic review are to compare the effectiveness of individual-level workplace interventions for increasing MVPA levels in working-age women in high-income/developed countries and examine the effectiveness of these interventions for improving the known beneficial health sequelae of MVPA. Eight electronic databases will be searched to identify all prospective cohort and experimental studies that examine the impact of individual-level workplace interventions for increasing MVPA levels among working-age (mean age 18-65 years) women from high-income/developed countries. Grey literature including theses, dissertations and government reports will also be included. Study quality will be assessed using a modified Downs and Black checklist, and risk of bias will be assessed within and across all included studies using the Cochrane's risk of bias tool and Grades of Recommendation, Assessment, Development and Evaluation approach. Meta-analyses will be conducted where possible among studies with sufficient homogeneity. This review will determine the effectiveness of individual-level workplace interventions for increasing MVPA levels in working-age women in high-income/developed countries, and form a current, rigorous and reliable research base for policy makers and stakeholders to support the development and implementation of effective workplace interventions that increase MVPA levels in this population. PROSPERO CRD42014009704.

Is There a Relation between School Smoking Policies and Youth Cigarette Smoking Knowledge and Behaviors?

ERIC Educational Resources Information Center

Darling, Helen; Reeder, Anthony I.; Williams, Sheila; McGee, Rob

2006-01-01

To comply with workplace legislation, New Zealand schools are required to have policies regarding tobacco smoking. Many schools also have policies to prevent tobacco use by students, including education programmes, cessation support and punishment for students found smoking. This paper investigated the associations between school policies and the…

Beyond Foucault: Toward a User-Centered Approach to Sexual Harassment Policy.

ERIC Educational Resources Information Center

Ranney, Frances J.

2000-01-01

Discusses how United States national policy regarding sexual harassment exemplifies the Foucauldian paradigm in its attempt to regulate sexuality through seemingly authorless texts. Proposes a user-centered approach to policy drafting that values the knowledge of workers as users and makers of workplace policy. Argues that regulation through such…

10 CFR 707.3 - Policy.

Code of Federal Regulations, 2014 CFR

2014-01-01

... 10 Energy 4 2014-01-01 2014-01-01 false Policy. 707.3 Section 707.3 Energy DEPARTMENT OF ENERGY WORKPLACE SUBSTANCE ABUSE PROGRAMS AT DOE SITES General Provisions § 707.3 Policy. It is the policy of DOE to conduct its programs so as to protect the environment, maintain public health and safety, and...

10 CFR 707.3 - Policy.

Code of Federal Regulations, 2013 CFR

2013-01-01

... 10 Energy 4 2013-01-01 2013-01-01 false Policy. 707.3 Section 707.3 Energy DEPARTMENT OF ENERGY WORKPLACE SUBSTANCE ABUSE PROGRAMS AT DOE SITES General Provisions § 707.3 Policy. It is the policy of DOE to conduct its programs so as to protect the environment, maintain public health and safety, and...

10 CFR 707.3 - Policy.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 10 Energy 4 2010-01-01 2010-01-01 false Policy. 707.3 Section 707.3 Energy DEPARTMENT OF ENERGY WORKPLACE SUBSTANCE ABUSE PROGRAMS AT DOE SITES General Provisions § 707.3 Policy. It is the policy of DOE to conduct its programs so as to protect the environment, maintain public health and safety, and...

10 CFR 707.3 - Policy.

Code of Federal Regulations, 2012 CFR

2012-01-01

... 10 Energy 4 2012-01-01 2012-01-01 false Policy. 707.3 Section 707.3 Energy DEPARTMENT OF ENERGY WORKPLACE SUBSTANCE ABUSE PROGRAMS AT DOE SITES General Provisions § 707.3 Policy. It is the policy of DOE to conduct its programs so as to protect the environment, maintain public health and safety, and...

10 CFR 707.3 - Policy.

Code of Federal Regulations, 2011 CFR

2011-01-01

... 10 Energy 4 2011-01-01 2011-01-01 false Policy. 707.3 Section 707.3 Energy DEPARTMENT OF ENERGY WORKPLACE SUBSTANCE ABUSE PROGRAMS AT DOE SITES General Provisions § 707.3 Policy. It is the policy of DOE to conduct its programs so as to protect the environment, maintain public health and safety, and...

A study on workplace violence and its effect on quality of life among medical professionals in China.

PubMed

Wu, Siying; Lin, Shaowei; Li, Huangyuan; Chai, Wenli; Zhang, Qiaohui; Wu, Yihai; Zhu, Wei

2014-01-01

The present study was conducted to investigate workplace violence and to examine how it is associated with quality of life (QOL) among medical professionals in China. A total of 2,464 medical professionals were selected from Fujian Province and Henan Province by using stratified cluster-sampling method. A Chinese version of the workplace violence scale was used to measure the incidence of workplace violence. The Short Form-36 Health Survey was employed to assess their QOL. Approximately 50% of the participants reported at least one type of workplace violence occurring in the previous 12 months. The multivariate analysis demonstrated workplace violence as a significant predictor for QOL among medical professionals, after controlling for other potential predictors. It suggests that the implementation of violence prevention policies and strategies to reduce workplace violence may improve QOL of medical professionals in China.

2016 EEO Policy Statement

EPA Pesticide Factsheets

Policy on U.S. Environmental Protection Agency's commitment to equal employmentopportunity in the workplace. Fostering a diverse and inclusive work environment through equalemployment is essential to our work and our service to the American people.

48 CFR 623.302-70 - Policy.

Code of Federal Regulations, 2011 CFR

2011-10-01

... Post Occupational Safety and Health Officer during both planning and implementation phases. [59 FR... 48 Federal Acquisition Regulations System 4 2011-10-01 2011-10-01 false Policy. 623.302-70 Section... WORKPLACE Hazardous Material Identification and Material Safety Data 623.302-70 Policy. Any work which...

48 CFR 623.302-70 - Policy.

Code of Federal Regulations, 2010 CFR

2010-10-01

... Post Occupational Safety and Health Officer during both planning and implementation phases. [59 FR... 48 Federal Acquisition Regulations System 4 2010-10-01 2010-10-01 false Policy. 623.302-70 Section... WORKPLACE Hazardous Material Identification and Material Safety Data 623.302-70 Policy. Any work which...

Workplace Diversity and Public Policy: Challenges and Opportunities for Psychology

ERIC Educational Resources Information Center

Fassinger, Ruth E.

2008-01-01

This article outlines both challenges and opportunities for psychology of issues related to diversity in education and work. For the purposes of this discussion, "diverse" populations include four groups currently marginalized and disadvantaged in the U.S. workplace: women, people of color, sexual minorities, and people with disabilities. An…

Identifying Work Skills: International Approaches. Discussion Paper

ERIC Educational Resources Information Center

Siekmann, Gitta; Fowler, Craig

2017-01-01

The digital revolution and automation are accelerating changes in the labour market and in workplace skills, changes that are further affected by fluctuations in international and regional economic cycles and employment opportunity. These factors pose a universal policy challenge for all advanced economies and governments. In the workplace, people…

A Drug-Free School & Workplace.

ERIC Educational Resources Information Center

State Univ. of New York, Utica/Rome. Inst. of Technology.

This is a student and employee guide to a drug-free school and workplace for State University of New York Institute of Technology at Utica/Rome. It details college policy prohibiting drugs and alcoholic beverages, notes the obligations of the college regarding notification, establishes that student attendance and staff employment require…

2 CFR 182.25 - What must a Federal agency address in its implementation of the guidance?

Code of Federal Regulations, 2010 CFR

2010-01-01

... implementation of the guidance? 182.25 Section 182.25 Grants and Agreements OFFICE OF MANAGEMENT AND BUDGET GOVERNMENTWIDE GUIDANCE FOR GRANTS AND AGREEMENTS Reserved GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE...? Each Federal agency's implementing regulation: (a) Must establish drug-free workplace policies and...

Workplace Energy Conservation at Michigan State University

ERIC Educational Resources Information Center

Allen, Summer; Marquart-Pyatt, Sandra T.

2018-01-01

Purpose: This research contributes to the literature on workplace energy conservation by examining the predictors of individual employee behaviors and policy support in a university. The purpose of this research is to better understand what factors influence energy conservation behaviors in this setting to inform programs and interventions.…

LGBT Workplace Climate in Astronomy

NASA Astrophysics Data System (ADS)

Gaudi, B. S.; Danner, R.; Dixon, W. V.; Henderson, C. B.; Kay, L. E.

2013-01-01

The AAS Working Group on LGBTIQ Equality (WGLE) held a town hall meeting at the 220th AAS meeting in Anchorage to explore the workplace climate for LGBTIQ individuals working in Astronomy and related fields. Topics of discussion included anti-discrimination practices, general workplace climate, and pay and benefit policies. Four employment sectors were represented: industry, the federal government, private colleges, and public universities. We will summarize and expand on the town hall discussions and findings of the panel members.

Workplace drug testing and worker drug use.

PubMed

Carpenter, Christopher S

2007-04-01

To examine the nature and extent of the association between workplace drug testing and worker drug use. Repeated cross-sections from the 2000 to 2001 National Household Surveys on Drug Abuse (NHSDA) and the 2002 National Survey on Drug Use and Health (NSDUH). Multivariate logistic regression models of the likelihood of marijuana use are estimated as a function of several different workplace drug policies, including drug testing. Specific questions about penalty severity and the likelihood of detection are used to further evaluate the nature of the association. Individuals whose employers perform drug tests are significantly less likely to report past month marijuana use, even after controlling for a wide array of worker and job characteristics. However, large negative associations are also found for variables indicating whether a firm has drug education, an employee assistance program, or a simple written policy about substance use. Accounting for these other workplace characteristics reduces-but does not eliminate-the testing differential. Frequent testing and severe penalties reduce the likelihood that workers use marijuana. Previous studies have interpreted the large negative correlation between workplace drug testing and employee substance use as representing a causal deterrent effect of drug testing. Our results using more comprehensive data suggest that these estimates have been slightly overstated due to omitted variables bias. The overall pattern of results remains largely consistent with the hypothesis that workplace drug testing deters worker drug use.

Conflict engagement: workplace dynamics.

PubMed

Gerardi, Debra

2015-04-01

This article is one in a series on conflict. It is part of an ongoing series on leadership coordinated by the American Organization of Nurse Executives (AONE), highlighting topics of interest to nurse managers and emerging nurse leaders. The AONE provides leadership, professional development, advocacy, and research to advance nursing practice and patient care, promote nursing leadership excellence, and shape public policy for health care.

Workplace Learning in the New Zealand Apple Industry Network: A New Co-Design Method for Government "Practice Making"

ERIC Educational Resources Information Center

Hill, Roberta; Capper, Phillip; Wilson, Ken; Whatman, Richard; Wong, Karen

2007-01-01

Purpose: The purpose of this paper is to describe how, from 2004-2006, a New Zealand research team experimented with the "change laboratory" learning process to create a new method of government policy development and implementation, referred to as "practice-making". The apple industry in Hawke's Bay was chosen because of the…

Literacy Leader Fellowship Program Reports. Part I in a Series. Framework for Developing Skill Standards for Workplace Literacy.

ERIC Educational Resources Information Center

Askov, Eunice N.

This document describes two activities of the Literacy Leader Fellowship research project, which addressed the needs of adult educators for knowledge of job skills and of business and unions for information about adult literacy efforts. The first section describes the following efforts related to skill standards and other policy initiatives: (1)…

Exposure to secondhand smoke at work: a survey of members of the Australian Liquor, Hospitality and Miscellaneous Workers Union.

PubMed

Cameron, Melissa; Wakefield, Melanie; Trotter, Lisa; Inglis, Graeme

2003-10-01

To measure workers' attitudes towards and experiences of exposure to secondhand smoke (SHS) in the workplace. A stratified random sample of members from the Victorian Branch of the Australian Liquor, Hospitality and Miscellaneous Workers Union (LHMU) was interviewed by telephone in September 2001. Of the 1,078 respondents surveyed (77% response rate), hospitality workers comprised 49% of the sample, while the remainder comprised community services, property services and manufacturing workers. Overall, 54% of union members were employed in workplaces that did not completely ban smoking and 34% reported being exposed to SHS during their typical working day. Workplaces with total smoking bans had a high level of compliance with these restrictions, with no workers in these settings indicating exposure to SHS at work. Compared with other workers, hospitality workers reported working in environments that had more permissive smoking policies. Consistent with this, 56% of hospitality workers said they were exposed to SHS during a typical day at work compared with 11% of other workers. Overall, 79% of workers expressed concern about exposure to SHS, including 66% of smokers. Compared with other workers, hospitality workers reported a higher level of concern about exposure to SHS at work. These findings provide evidence that many workers, and especially those employed in the hospitality sector, are exposed to SHS during their working day and are concerned about the effects of such exposure on their health. These findings indicate that workplace smoke-free policies are effective in reducing worker exposure to SHS and demonstrate support for the extension of smoke-free policies to hospitality workplaces.

A Training Intervention for Supervisors to Support a Work-Life Policy Implementation

PubMed Central

Laharnar, Naima; Glass, Nancy; Perrin, Nancy; Hanson, Ginger; Kent Anger, W.

2013-01-01

Background Effective policy implementation is essential for a healthy workplace. The Ryan-Kossek 2008 model for work-life policy adoption suggests that supervisors as gatekeepers between employer and employee need to know how to support and communicate benefit regulations. This article describes a workplace intervention on a national employee benefit, Family and Medical Leave Act (FMLA), and evaluates the effectiveness of the intervention on supervisor knowledge, awareness, and experience with FMLA. Methods The intervention consisted of computer-based training (CBT) and a survey measuring awareness and experience with FMLA. The training was administered to 793 county government supervisors in the state of Oregon, USA. Results More than 35% of supervisors reported no previous training on FMLA and the training pre-test revealed a lack of knowledge regarding benefit coverage and employer responsibilities. The CBT achieved: (1) a significant learning effect and large effect size of d = 2.0, (2) a positive reaction to the training and its design, and (3) evidence of increased knowledge and awareness regarding FMLA. Conclusion CBT is an effective strategy to increase supervisors' knowledge and awareness to support policy implementation. The lack of supervisor training and knowledge of an important but complex employee benefit exposes a serious impediment to effective policy implementation and may lead to negative outcomes for the organization and the employee, supporting the Ryan-Kossek model. The results further demonstrate that long-time employees need supplementary training on complex workplace policies such as FMLA. PMID:24106648

Arranging for personal assistance services and assistive technology at work. A report of the rehabilitation research and training center on personal assistance services.

PubMed

Stoddard, Susan; Kraus, Lewis

2006-01-01

For an employee with a disability, reasonable accommodation can make the difference in finding work, maintaining employment, and succeeding on the job. Today, employers and employees alike are more aware that appropriate accommodation, including workplace personal assistance services (PAS) as well as assistive technology, improves an employee's ability to succeed. While assistive technology is in widespread use as an accommodation, workplace personal assistance is less understood. The goal of the study was to learn more about how workplace PAS and AT are arranged for in the workplace, and the issues that arise. Structured phone interviews were conducted with 20 workplace PAS users, 21 employers familiar with workplace PAS, and 19 employment organizations. Interview transcripts are the basis for the qualitative analysis of findings. Requirements for personal assistance accommodations focus on task-related needs. Personal care needs at work are not included in the Americans with Disabilities act but may be needed by the employee. Employers and PAS users have developed many creative ways to address PAS need. Organizations can construct an approach that fits the needs, abilities, and constraints of each organization. The interview respondents have identified a number of practices that are succeeding, including establishment of policies for arranging for PAS; centralization of accommodation budgets to remove work unit disincentives; and providing a shared personal assistant for interpreting or for task-related and personal care tasks. A number of important research questions remain. What is the extent of the need for PAS in the workplace? Will an expanded PAS supply increase the employment opportunities for people with disabilities? Will better models of workplace PAS be adopted by employers?

Following the trend for a comprehensive healthy workplace in Taiwan.

PubMed

Chen, Ruey-Yu; Yu, Li-Hui

2016-03-01

To promote workers' health and boost corporate productivity and national competitiveness, workplace health promotion is an international trend and a vital part of national policies. Prior to 2000, Taiwan's workplace issues focused on industrial hygiene and safety improvements. Since 2003, the Health Promotion Administration (HPA) at the Ministry of Health and Welfare has established coaching centers for workplace health promotion and dispatched trained experts for teaching health promotion skills; including promoting the tobacco control program, preventing important chronic diseases, driving comprehensive programs, advocating workplace health promotion with the Ministry of Labor, establishing certification mechanisms for workplace health promotion, recognizing outstanding health-promoting workplaces, and conducting a nationwide survey for monitoring the practices of healthy behaviors and health conditions of workers. Through 2014, 12,439 workplaces have been accredited.Since 2003, the efforts of the HPA in workplace health promotion projects has shifted society's focus on workplace health from occupational diseases and injury prevention to workplace health promotion, resulting in the revision of the Occupational Safety and Health Act in 2013 by the Ministry of Labor to detail employers' responsibilities in protecting and promoting employees' health and well-being. © The Author(s) 2016.

Workplace violence: impact, causes, and prevention.

PubMed

Dillon, Bobbie L

2012-01-01

Using a variety of sources, the author explores the complex reasons for aggression and violence in workplace settings, as well as suggesting means of prevention and intervention. Literature Review. Studies indicate workplace violence affects more than half of U.S. organizations, yet nearly 70 percent have no programs or policies to deal with this problem. Research indicates that aggressive behavior of a psychological nature often precedes physical violence in the workforce, yet employers regularly ignore warning signs even when reported by employees. Costs to U.S. employers are estimated in the millions due to employee absences, medical costs, theft, and costs related to litigation. Organizations with cultures which support fair working conditions and zero-tolerance for workplace aggression have been shown to help mitigate workplace violence.

[Degree of exposure to secondhand smoking and related knowledge, attitude among adults in urban China].

PubMed

Feng, Guoze; Jiang, Yuan; Zhao, Luhua; Meng, Gang; Wu, Changbao; Quah, Anne Ck; Fong, Geoffrey T

2014-09-01

To identify the levels of exposure to second-hand smoking (SHS) among Chinese adults living in the urban areas and their knowledge on the risks of SHS, to support for the Smoke-free policy. Data from the Global Adult Tobacco Survey (GATS) and the International Tobacco Control Policy Evaluation China Survey (ITC China Survey) was analyzed and SAS was used to calculate the rates and 95%CI. In the two surveys, less than 40% of the respondents reported that their workplaces had completely stopped smoking. Participants who reported that they had seen people smoking at various public places with different rates, also they could reflect the levels to SHS exposure. Restaurants were the venue with the heaviest overall exposure (83.4%-95.6%), followed by the workplace (53.3%-84.0%). Exposure was low in health facilities, schools and public transport venues. In the GATS survey, 60.6% smokers and 68.5% non-smokers believed that SHS could cause lung cancer, but only one-third of the participants believed that SHS could cause heart diseases in adults. Participants in the ITC China survey reported a comparatively higher level of awareness on the harm of SHS, but only 58.2% smokers believed that SHS could cause heart diseases in adults. Overall, data from the ITC China survey showed that participants' support for a comprehensive smoke-free policy in schools, health-related facilities, government buildings and in taxi were high (over 70% ). However, the proportion of participants supporting comprehensive smoking-free policy at workplaces (50.9%-60.9%) was relatively low. The proportion of indoor workplaces with complete smoking ban was low in urban areas but levels to SHS exposure were high. People's awareness of harms related to SHS and their attitude on setting up a comprehensive smoke-free workplace need to be improved.

Perspective: clinical communication education in the United Kingdom: some fresh insights.

PubMed

Brown, Jo

2012-08-01

Clinical communication education is now part of the core curriculum of every medical school in the United Kingdom and the United States. It has emerged over 30 years because of various societal, political, and policy drivers and is supported by an impressive evidence base.For a variety of reasons, however, clinical communication has become separated from other parts of medical education and tends to be positioned in the early years of the curriculum, when students have limited experience of being in the clinical workplace and working with patients. The teachers of clinical communication, whether medical-school-based or clinically based, may not share learning goals for the subject and this may, therefore, provide a disintegrated learning experience for students.Clinical communication teachers need to inject fresh thinking into the teaching and learning of the subject to unite it with clinical practice in the authentic clinical workplace. Engaging with theories of workplace learning, which aim to overcome the theory/practice gap in vocational education, may be the way forward. The author suggests various ways that this might be achieved-for example, by situating clinical communication education throughout the whole undergraduate curriculum, by integrating the topic of clinical communication with other areas of medical education, by developing coteaching and curriculum design partnerships between medical school and clinical workplace, and by developing a greater range of postgraduate education that offers opportunities for professional development in clinical communication for qualified doctors that is complementary with what is taught in undergraduate education.

The Impact of Quality Assurance Initiatives and Workplace Policies and Procedures on HIV/AIDS-Related Stigma Experienced by Patients and Nurses in Regions with High Prevalence of HIV/AIDS.

PubMed

Hewko, Sarah J; Cummings, Greta G; Pietrosanu, Matthew; Edwards, Nancy

2018-02-23

Stigma is commonly experienced by people living with HIV/AIDS and by those providing care to HIV/AIDS patients. Few intervention studies have explored the impact of workplace policies and/or quality improvement on stigma. We examine the contribution of health care workplace policies, procedures and quality assurance initiatives, and self- and peer-assessed individual nurse practices, to nurse-reported HIV/AIDS-stigma practices toward patients living with HIV/AIDS and nurses in health care settings. Our sample of survey respondents (n = 1157) included managers (n = 392) and registered/enrolled nurses (n = 765) from 29 facilities in 4 countries (South Africa, Uganda, Jamaica, Kenya). This is one of the first studies in LMIC countries to use hierarchical linear modeling to examine the contributions of organizational and individual factors to HIV/AIDS stigma. Based on our results, we argue that organizational interventions explicitly targeting HIV/AIDS stigma are required to reduce the incidence, prevalence and morbidity of HIV/AIDS.

Analysis of the U.S. Navy Office of Women’s Policy Facebook Use

DTIC Science & Technology

2015-06-01

groups: Being in a workplace where there’s … only a handful of [ women ] or none at all…a lot of junior sailors have reached out and said, “You know...As women in the military, these posts display a level of frustration. Users may be reluctant to share with male counterparts or in the workplace ...is unlimited 12b. DISTRIBUTION CODE 13. ABSTRACT (maximum 200 words) The use of social media within the workplace as a tool for communication

Policy and practice of work ability: a negotiation of responsibility in organizing return to work.

PubMed

Seing, Ida; Ståhl, Christian; Nordenfelt, Lennart; Bülow, Pia; Ekberg, Kerstin

2012-12-01

In welfare policy and practical work it is unclear what the concept of work ability involves and assessments may be different among involved actors, partly due to a lack of theoretical research in relation to regulations and practice. Based on theoretical and legal aspects of work ability the aim of the study is to analyze stakeholders' perspectives on work ability in local practice by studying multi-stakeholder meetings. The material comprises nine digitally recorded multi-stakeholder meetings. Apart from the sick-listed individual, representatives from the public Social Insurance Agency, health care, employers, public employment service and the union participated in the meeting. The material was analyzed using qualitative content analysis. Three perspectives on work ability were identified: a medical perspective, a workplace perspective and a regulatory perspective. The meetings developed into negotiations of responsibility concerning workplace adjustments, rehabilitation efforts and financial support. Medical assessments served as objective expert statements to legitimize stakeholders' perspectives on work ability and return to work. Although the formal goal of the status meeting was to facilitate stakeholder collaboration, the results demonstrates an unequal distribution of power among cooperating actors where the employers had the "trump card" due to their possibilities to offer workplace adjustments. The employer perspective often determined whether or not persons could return to work and if they had work ability.

Knowledge, attitudes, beliefs, and behaviors of the business community relative to HIV-AIDS.

PubMed Central

Farnham, P G

1991-01-01

One of the goals of the Centers for Disease Control's (CDC) policy on the prevention of human immunodeficiency virus (HIV) infection and acquired immunodeficiency syndrome (AIDS) is to support business organizations in implementing HIV and AIDS information, education, and prevention activities. However, the response of the American business community to HIV infection and AIDS has been varied. Although company executives consider AIDS to be one of the leading problems in the country, surveys typically indicate that less than one-third of businesses have or are developing some type of AIDS policy. The workplace appears to be a valid site for AIDS information and education programs, given the weight employees attach to information received there. However, workplace education and information programs are undertaken primarily by large companies. Many small companies do not devote much time and effort to these activities, even though extensive, indepth educational programs are likely to have positive impacts on worker attitudes and behavior, whereas short programs or literature distribution may only increase workers' fears. The question of what is an effective workplace program still needs additional research. Very little is known about the magnitude of the costs of HIV infection and AIDS to business. These costs, which are affected by the changing roles of employer-based health insurance, cost shifting, and public programs, will influence how employers react to the epidemic and how they respond to CDC's prevention initiatives. PMID:1956975

Promoting physical activity in the workplace: A systematic meta-review

PubMed Central

Jirathananuwat, Areeya; Pongpirul, Krit

2017-01-01

Introduction: Physically active (PA) people have a lower risk of various diseases, compared to those with sedentary lifestyles. Evidence on the effects of PA promoting programs in the workplace is large, and several systematic reviews (SR) and/or meta-analyses (MA) have been published. However, they have failed to consider factors that could influence interventions. This paper aimed to classify and describe interventions to promote PA in the workplace based on evidence from SR/MA. Method: A literature search for SR/MA was done using PubMed, Web of Science, and Science Direct (January 2006-February 2015). Quality assessment of SR/MA was performed using AMSTAR. The PRECEDE-PROCEED model was used for classifying the interventions into predisposing, enabling, reinforcing, environment, and policy domains of focus. Results: Eleven SR/MA included 220 primary studies, of which 139 (63%) were randomized controlled trials. Of 48 interventions identified, 22 (46%) and 17 (35%) focused on predisposing or enabling employees to have more PA, respectively. Of the 22 predisposing factors, 6 were information delivery, 5 were self-motivation, and 11 were program training. The enabling approaches were 12 instrument resources and 5 health service facilities. The reinforcing approaches were 4 incentive and 3 social support. The remaining interventions focused on the environmental development and policy regulation. Conclusions: This systematic meta-review classified interventions using appropriate framework and described the intervention pattern. PMID:28740029

Promoting physical activity in the workplace: A systematic meta-review.

PubMed

Jirathananuwat, Areeya; Pongpirul, Krit

2017-09-28

Physically active (PA) people have a lower risk of various diseases, compared to those with sedentary lifestyles. Evidence on the effects of PA promoting programs in the workplace is large, and several systematic reviews (SR) and/or meta-analyses (MA) have been published. However, they have failed to consider factors that could influence interventions. This paper aimed to classify and describe interventions to promote PA in the workplace based on evidence from SR/MA. A literature search for SR/MA was done using PubMed, Web of Science, and Science Direct (January 2006-February 2015). Quality assessment of SR/MA was performed using AMSTAR. The PRECEDE-PROCEED model was used for classifying the interventions into predisposing, enabling, reinforcing, environment, and policy domains of focus. Eleven SR/MA included 220 primary studies, of which 139 (63%) were randomized controlled trials. Of 48 interventions identified, 22 (46%) and 17 (35%) focused on predisposing or enabling employees to have more PA, respectively. Of the 22 predisposing factors, 6 were information delivery, 5 were self-motivation, and 11 were program training. The enabling approaches were 12 instrument resources and 5 health service facilities. The reinforcing approaches were 4 incentive and 3 social support. The remaining interventions focused on the environmental development and policy regulation. This systematic meta-review classified interventions using appropriate framework and described the intervention pattern.

Perceived workplace mistreatment: Case of Latina hotel housekeepers.

PubMed

Hsieh, Yu-Chin Jerrie; Sönmez, Sevil; Apostolopoulos, Yorghos; Lemke, Michael Kenneth

2017-01-01

Latina hotel housekeepers' social class, gender, race/ethnicity, nationality, and United States immigration status render them particularly vulnerable to workplace mistreatment. We sought to reveal the array of policy- and interpersonal-related mistreatment experienced by Latina hotel housekeepers in the southeastern United States employed at 75 local hotels which included 4-star, 3-star, 2-star, and 1-star properties. This ethnographic study involved 27 in-depth interviews with Latina hotel housekeepers. Using semi-structured in-depth interview guides, participants were interviewed until collected data reached saturation. Data were coded to explore themes and relationships for the housekeepers' work environments, and thick descriptions of these environments were developed. Participants ranged in work experience from 1 to 15 years, with all but one unable to reach full-time status, and were paid between $7.25 and $8.00 per hour. Policy-related phenomena, such as low pay, lack of paid sick leave or overtime, and absence of appropriate cleaning tools or protective equipment were all perceived as forms of mistreatment by Latina hotel housekeepers. Interpersonal mistreatment in the form of supervisor favoritism, unfair work assignments, biased allocation of cleaning supplies, disrespect, and verbal abuse due to ethnicity was also perceived. Latina hotel housekeepers endure mistreatment that impacts their psychosocial and physical occupational health. We provide recommendations to minimize workplace mistreatment and improve well-being of Latina hotel housekeepers.

Ethical issues in the use of genetic information in the workplace: a review of recent developments.

PubMed

Geppert, Cynthia M A; Roberts, Laura Weiss

2005-09-01

In the wake of the Human Genome Project, the pace of genetic discovery has quickened. New genetic tests and other molecular technology have had immediate and wide relevance to American and European workers. These tests have the potential to provide improved workplace safety and protect workers' health, but they also carry the risk of genetic discrimination including loss of employment, promotion, insurance and health care. Ethical safeguards are necessary if the benefits are to outweigh the adverse consequences of genetics in the workplace. This review examines the major policy statements issued in Europe and the USA from 2000 to 2005 pertaining to genetic issues in occupational health. Recent findings stress that genetic testing can only be utilized with worker consent and that the workers should control access to genetic information. Such testing is only justified when the information is required to protect the safety of the worker or a third party. The progress of occupational genetic technology should not be permitted to shift the responsibility for a safe working environment from the employer to the employee. Genetic discrimination in all forms is neither supported scientifically nor warranted ethically. Increasingly, occupational physicians and clinicians treating workers will be faced with potentially stigmatizing genetic information and there is an urgent need for education and research to expand and implement the recommendations of major governmental and professional policy statements.

Cancer, comorbidity and workplace discrimination: The US experience.

PubMed

Gehrke, Amanda K; Feuerstein, Michael

2017-09-01

Cancer survivors with comorbidities have more work-related challenges than cancer survivors without these other health problems. This study evaluated how these cancer survivors with comorbidities are faring under a newly revised workplace discrimination policy, which better accounts for the episodic nature of chronic illnesses. The sample included 18-64 year olds with a history of cancer who filed allegations of workplace discrimination in 2009-2011 (N = 1.291) in the US. Multivariable logistic regressions were used. Cancer survivors with comorbidities were more likely to file discrimination claims related to the terms of their employment (OR = 1.37, 95% CI = 1.04-1.80) than cancer survivors without comorbidities. Terms of employment-related claims were more likely to be ruled in favour of cancer survivors (versus employers), regardless of comorbidity status (OR = 1.44, 95% CI = 1.06-1.96). Despite this policy reform, alleged discrimination related to terms of employment existed at higher rates in cancer survivors with concurrent health problems. If employment is a goal in this high-risk group, replication of findings in other countries, studies on potential mechanisms and development of innovative interventions in these higher risk cases are warranted. Efforts should be made to mitigate the impact of these comorbid health problems on work-related function. Published 2017. This article is a U.S. Government work and is in the public domain in the USA.

Changes in Consumer Attitudes toward Broad-Based and Environment-Specific Sodium Policies—SummerStyles 2012 and 2015

PubMed Central

Odom, Erika C.; Whittick, Corine; Tong, Xin; Cogswell, Mary E.

2017-01-01

We examined temporal changes in consumer attitudes toward broad-based actions and environment-specific policies to limit sodium in restaurants, manufactured foods, and school and workplace cafeterias from the 2012 and 2015 SummerStyle surveys. We used two online, national research panel surveys to conduct a cross-sectional analysis of 7845 U.S. adults. Measures included self-reported agreement with broad-based actions and environment-specific policies to limit sodium in restaurants, manufactured foods, school cafeterias, workplace cafeterias, and quick-serve restaurants. Wald Chi-square tests were used to examine the difference between the two survey years and multivariate logistic regression was used to obtain odds ratios. Agreement with broad-based actions to limit sodium in restaurants (45.9% agreed in 2015) and manufactured foods (56.5% agreed in 2015) did not change between 2012 and 2015. From 2012 to 2015, there was a significant increase in respondents that supported environment-specific policies to lower sodium in school cafeterias (80.0% to 84.9%; p < 0.0001), workplace cafeterias (71.2% to 76.6%; p < 0.0001), and quick-serve restaurants (70.8% to 76.7%; p < 0.0001). Results suggest substantial agreement and support for actions to limit sodium in commercially-processed and prepared foods since 2012, with most consumers ready for actions to lower sodium in foods served in schools, workplaces, and quick-serve restaurants. PMID:28777339

From "Ritual" to "Mindfulness": Policy and Pedagogic Positioning

ERIC Educational Resources Information Center

Adams, Paul

2011-01-01

Schools and professionals respond to statute in different ways. However, professional activity is more than mediated response to policy. Versions of pedagogy are not simply envisaged on high and enacted in the workplace. This paper examines how professional views formulate policy imperatives. It proposes that to understand pedagogy requires an…

Between Policy and Practice: Structuring Workplace Learning in Higher Vocational Education in Sweden and Finland

ERIC Educational Resources Information Center

Lindell, Mats; Stenstrom, Marja-Leena

2005-01-01

Purpose: This study considers the recently established higher vocational education reforms with Swedish advanced vocational education (AVE) and Finnish polytechnics in terms of organisational structure, the design of workplace learning, and furthermore, what kind of practical implications these new models of learning at work have resulted in.…

Should Mobile Learning Be Compulsory for Preparing Students for Learning in the Workplace?

ERIC Educational Resources Information Center

Fuller, Richard; Joynes, Viktoria

2015-01-01

From the contexts of current social, educational and health policy, there appears to be an increasingly inevitable "mobilisation" of resources in medicine and health as the use mobile technology devices and applications becomes widespread and culturally "normed" in workplaces. Over the past 8 years, students from the University…

Age and Workers' Perceptions of Workplace Safety: A Comparative Study

ERIC Educational Resources Information Center

Gyekye, Seth Ayim; Salminen, Simo

2009-01-01

The study examined the relationship between age and I) safety perception; ii) job satisfaction; iii) compliance with safety management policies; and (iv) accident frequency. Participants were Ghanaian industrial workers (N = 320) categorized into 4 age groups: 19-29 years; 30-39 years; 40-50 years; and 51 years and above. Workplace safety…

Prevention of sexual harassment in the workplace and educational settings.

PubMed

Pletcher, Beth A

2006-10-01

The American Academy of Pediatrics is committed to working to ensure that workplaces and educational settings in which pediatricians spend time are free of sexual harassment. The purpose of this statement is to heighten awareness and sensitivity to this important issue, recognizing that institutions, clinics, and office-based practices may have existing policies.

Reducing Smoking at the Workplace. WBGH Worksite Wellness Series.

ERIC Educational Resources Information Center

Behrens, Ruth A.

Company policies and programs aimed at reducing smoking among employees have a number of other important benefits to employees and the company alike. Limiting or banning smoking helps create a safe and healthy workplace and may reduce direct health care costs, health and life insurance costs, employee absenteeism, costs associated with maintaining…

Senior Secondary Workplace Learning and Transition Success in Australia

ERIC Educational Resources Information Center

Gemici, Sinan; Curtis, David D.

2012-01-01

Purpose: The purpose of this paper is to examine the effectiveness of participation in workplace learning among senior secondary students in Australia. Work placements are deemed to be effective if they meet policy objectives of improving student transitions by (a) enhancing Year 12 completion rates and (b) increasing the engagement of…

36 CFR 1212.215 - What must I include in my drug-free awareness program?

Code of Federal Regulations, 2014 CFR

2014-07-01

... employees about— (a) The dangers of drug abuse in the workplace; (b) Your policy of maintaining a drug-free... penalties that you may impose upon them for drug abuse violations occurring in the workplace. ... drug-free awareness program? 1212.215 Section 1212.215 Parks, Forests, and Public Property NATIONAL...

36 CFR 1212.215 - What must I include in my drug-free awareness program?

Code of Federal Regulations, 2012 CFR

2012-07-01

... employees about— (a) The dangers of drug abuse in the workplace; (b) Your policy of maintaining a drug-free... penalties that you may impose upon them for drug abuse violations occurring in the workplace. ... drug-free awareness program? 1212.215 Section 1212.215 Parks, Forests, and Public Property NATIONAL...

36 CFR 1212.215 - What must I include in my drug-free awareness program?

Code of Federal Regulations, 2011 CFR

2011-07-01

... employees about— (a) The dangers of drug abuse in the workplace; (b) Your policy of maintaining a drug-free... penalties that you may impose upon them for drug abuse violations occurring in the workplace. ... drug-free awareness program? 1212.215 Section 1212.215 Parks, Forests, and Public Property NATIONAL...

36 CFR 1212.215 - What must I include in my drug-free awareness program?

Code of Federal Regulations, 2010 CFR

2010-07-01

... employees about— (a) The dangers of drug abuse in the workplace; (b) Your policy of maintaining a drug-free... penalties that you may impose upon them for drug abuse violations occurring in the workplace. ... drug-free awareness program? 1212.215 Section 1212.215 Parks, Forests, and Public Property NATIONAL...

Factors associated with work-family conflict stress among African American women.

PubMed

Cole, Portia L; Secret, Mary C

2012-01-01

Job demands and workplace culture variables associated with work-family conflict stress, in addition to workplace racial bias, were examined for a national sample of 607 African American women in 16 Fortune 1000 companies. Similar to other studies, women in this sample who had dependents were younger, had supervisory responsibilities, and experienced a less positive workplace culture, and those in professional job positions with high job demand were most likely to experience work-family stress. Married women who experienced a more subtle form of workplace racial bias reported more work-family conflict stress. Implications for social work policy, practice, and research are considered.

Office-Based Physical Activity and Nutrition Intervention: Barriers, Enablers, and Preferred Strategies for Workplace Obesity Prevention, Perth, Western Australia, 2012

PubMed Central

Jancey, Jonine; Howat, Peter; Ledger, Melissa; Lee, Andy H.

2013-01-01

Introduction Workplace health promotion programs to prevent overweight and obesity in office-based employees should be evidence-based and comprehensive and should consider behavioral, social, organizational, and environmental factors. The objective of this study was to identify barriers to and enablers of physical activity and nutrition as well as intervention strategies for health promotion in office-based workplaces in the Perth, Western Australia, metropolitan area in 2012. Methods We conducted an online survey of 111 employees from 55 organizations. The online survey investigated demographics, individual and workplace characteristics, barriers and enablers, intervention-strategy preferences, and physical activity and nutrition behaviors. We used χ2 and Mann–Whitney U statistics to test for differences between age and sex groups for barriers and enablers, intervention-strategy preferences, and physical activity and nutrition behaviors. Stepwise multiple regression analysis determined factors that affect physical activity and nutrition behaviors. Results We identified several factors that affected physical activity and nutrition behaviors, including the most common barriers (“too tired” and “access to unhealthy food”) and enablers (“enjoy physical activity” and “nutrition knowledge”). Intervention-strategy preferences demonstrated employee support for health promotion in the workplace. Conclusion The findings provide useful insights into employees’ preferences for interventions; they can be used to develop comprehensive programs for evidence-based workplace health promotion that consider environmental and policy influences as well as the individual. PMID:24028834

A qualitative evidence synthesis of employees’ views of workplace smoking reduction or cessation interventions

PubMed Central

2013-01-01

Background The need to reduce smoking rates is a recognised public health policy issue in many countries. The workplace offers a potential context for offering smokers’ programmes and interventions to assist smoking cessation or reduction. A qualitative evidence synthesis of employees’ views about such programmes might explain why some interventions appear effective and others not, and can be used to develop evidence-based interventions for this population and setting. Methods A qualitative evidence synthesis of primary research exploring employees’ views about workplace interventions to encourage smoking cessation, including both voluntary programmes and passive interventions, such as restrictions or bans. The method used was theory-based “best fit” framework synthesis. Results Five relevant theories on workplace smoking cessation were identified and used as the basis for an a priori framework. A comprehensive literature search, including interrogation of eight databases, retrieved 747 unique citations for the review. Fifteen primary research studies of qualitative evidence were found to satisfy the inclusion criteria. The synthesis produced an evidence-based conceptual model explaining employees’ experiences of, and preferences regarding, workplace smoking interventions. Conclusion The synthesis suggests that workplace interventions should employ a range of different elements if they are to prove effective in reducing smoking among employees. This is because an employee who feels ready and able to change their behaviour has different needs and preferences from an employee who is not at that stage. Only a multi-faceted intervention can satisfy the requirements of all employees. PMID:24274158

Thailand’s Work and Health Transition

PubMed Central

Kelly, Matthew; Strazdins, Lyndall; Dellora, Tarie; Khamman, Suwanee; Seubsman, Sam-ang; Sleigh, Adrian C

2011-01-01

Thailand has experienced a rapid economic transition from agriculture to industry and services, and from informal to formal employment. It has much less state regulation and worker representation relative to developed nations, who underwent these transitions more slowly and sequentially, decades earlier. We examine the strengthening of Thai government policy and legislation affecting worker’s health, responding to international norms, a new democratic constitution, fear of foreign importer embargos and several fatal workplace disasters. We identify key challenges remaining for Thai policy makers, including legislation enforcement and the measurement of impacts on worker’s mental and physical health. PMID:22318916

Infectious diseases in the workplace: pointers for an ethical management policy.

PubMed

Hamblin, J

1990-01-01

Infectious diseases in the workplace can present difficult dilemmas for employers, who must balance the rights of infected employees against obligations to protect other employees from infection. Anti-discrimination legislation imposes additional obligations on employers to ensure that any steps taken in response to the risk of infectious disease do not amount to unlawful discrimination against employees who may be disease carriers. This paper analyses the operation of anti-discrimination in this context and points to ways in which employers can formulate an infectious diseases policy that is both ethically and legally defensible.

Workplace Violence in the Emergency Department: Giving Staff the Tools and Support to Report

PubMed Central

Stene, Julie; Larson, Erin; Levy, Maria; Dohlman, Michon

2015-01-01

Workplace violence is increasing across the nation’s Emergency Departments (EDs) and nurses often perceive it as part of their job. Through a quality-improvement project, reporting processes were found to be inconsistent and nurses often did not know what acts constitute violence. As a result, nurses were under-reporting violence in the ED, and as a direct result resources were not recognized or provided. A staff nurse-led workgroup developed an initial survey to assess the perception and occurrence of violence within the ED in nurses and patient care assistants. This workgroup evaluated the survey responses and identified a need for the development of a brief, concise reporting tool and an educational program. A reporting tool was created and education was provided in multiple venues and modalities. A follow-up process and support were given from nursing leadership. A posteducation survey was completed by nurses and patient care assistants to assess their comprehension of acts of workplace violence, and found their perception that workplace violence was part of their job was reduced by half, along with increased knowledge about acts constituting workplace violence, and what is reportable to law enforcement. As a result of the education, the reporting of the violent acts has increased, and staff perceive the ED to be a safer environment. With the appropriate education, reporting tool, and leadership support, ED nurses can create a culture with a zero-tolerance policy for violence within the department, creating a safer environment for staff and patients. PMID:25902352

Safety Climate Among Nontraditional Workers in Construction: Arguing for a Focus on Construed External Safety Image.

PubMed

Stiehl, Emily; Forst, Linda

2018-05-01

Safety climate, employees' perceptions of work-related safety, 1 has been promoted as a leading indicator of workplace safety in construction. 2 , 3 While research has primarily examined internal organizational sources (e.g., manager attitudes, formal organizational policies) on these perceptions, external sources of information might be more relevant to construction workers in nontraditional jobs who work for a limited time and/or have limited interaction with other employees. This paper argues for the future development of a construed external safety image scale to measure employees' perceptions about how external groups view their organization's safety. 4 The construed external safety image would capture the external sources that nontraditional workers use to assess safety climate and will allow public health researchers to identify and change dangerous workplaces while more effectively communicating information about safe workplaces to workers. The public health relevance of safety climate and construed external safety image for monitoring and communicating safety to nontraditional workers require examination.

Organisational characteristics associated with shift work practices and potential opportunities for intervention: findings from a Canadian study.

PubMed

Hall, Amy L; Smit, Andrea N; Mistlberger, Ralph E; Landry, Glenn J; Koehoorn, Mieke

2017-01-01

Shift work is a common working arrangement with wide-ranging implications for worker health. Organisational determinants of shift work practices are not well characterised; such information could be used to guide evidence-based research and best practices to mitigate shift work's negative effects. This exploratory study aimed to describe and assess organisational-level determinants of shift work practices thought to affect health, across a range of industry sectors. Data on organisational characteristics, shift work scheduling, provision of shift work education materials/training to employees and night-time lighting policies in the workplace were collected during phone interviews with organisations across the Canadian province of British Columbia. Relationships between organisational characteristics and shift work practices were assessed using multivariable logistic regression models. The study sample included 88 participating organisations, representing 30 700 shift workers. Long-duration shifts, provision of shift work education materials/training to employees and night-time lighting policies were reported by approximately one-third of participating organisations. Odds of long-duration shifts increased in larger workplaces and by industry. Odds of providing shift work education materials/training increased in larger workplaces, in organisations reporting concern for shift worker health and in organisations without seasonal changes in shift work. Odds of night-time lighting policies in the workplace increased in organisations reporting previous workplace accidents or incidents that occurred during non-daytime hours, site maintenance needs and client service or care needs. This study points to organisational determinants of shift work practices that could be useful for targeting research and workplace interventions. Results should be interpreted as preliminary in an emerging body of literature on shift work and health. Published by the BMJ Publishing Group Limited. For permission to use (where not already granted under a licence) please go to http://www.bmj.com/company/products-services/rights-and-licensing/.

"If You Don't Do Parking Management .. Forget Your Behaviour Change, It's Not Going to Work.": Health and Transport Practitioner Perspectives on Workplace Active Travel Promotion.

PubMed

Petrunoff, Nick; Rissel, Chris; Wen, Li Ming

2017-01-01

After having conducted two studies of the effectiveness of workplace travel plans for promoting active travel, we investigated health and transport practitioners' perspectives on implementing workplace travel plans to share some of the lessons learnt. The objectives of this study were to describe perceived elements of effective workplace travel plans, barriers and enablers to workplace travel planning, their experiences of working with the other profession on travel plan implementation, their recommendations for workplace travel planning, and also to explore similarities and differences in transport and health practitioner perspectives. Fourteen health and ten transport practitioners who had prior involvement in workplace travel plan programs were purposefully selected from workplaces in Australia. We conducted 20 in-depth interviews since data saturation had been reached at this point, and data were subject to framework analysis. Perceived essential elements of effective workplace travel plans included parking management; leadership, organisational commitment and governance; skills and other resources like a dedicated travel plan coordinator; and, pre-conditions including supportive transport infrastructure in the surrounds. Recommendations for promoting travel plans included supportive government policy, focusing on business benefits and working at different scales of implementation (e.g. single large worksites and business precincts). Health and transport practitioner perspectives differed, with transport practitioners believing that parking management is the key action for managing travel demand at a worksite. Health practitioners implementing travel plans may require training including concepts of travel demand management, and support from transport planners on parking management strategies. Promoting an understanding of the shared travel behaviour change skills of transport and health practitioners may assist further collaboration. For take-up by organisations to be of sufficient scale to create meaningful population level reductions in driving and increases in active travel, promotion and travel plans should be focused on the priorities of the organisations. Supportive government policy is also required.

“If You Don’t Do Parking Management .. Forget Your Behaviour Change, It’s Not Going to Work.”: Health and Transport Practitioner Perspectives on Workplace Active Travel Promotion

PubMed Central

Rissel, Chris; Wen, Li Ming

2017-01-01

Objectives After having conducted two studies of the effectiveness of workplace travel plans for promoting active travel, we investigated health and transport practitioners’ perspectives on implementing workplace travel plans to share some of the lessons learnt. The objectives of this study were to describe perceived elements of effective workplace travel plans, barriers and enablers to workplace travel planning, their experiences of working with the other profession on travel plan implementation, their recommendations for workplace travel planning, and also to explore similarities and differences in transport and health practitioner perspectives. Materials and Methods Fourteen health and ten transport practitioners who had prior involvement in workplace travel plan programs were purposefully selected from workplaces in Australia. We conducted 20 in-depth interviews since data saturation had been reached at this point, and data were subject to framework analysis. Results Perceived essential elements of effective workplace travel plans included parking management; leadership, organisational commitment and governance; skills and other resources like a dedicated travel plan coordinator; and, pre-conditions including supportive transport infrastructure in the surrounds. Recommendations for promoting travel plans included supportive government policy, focusing on business benefits and working at different scales of implementation (e.g. single large worksites and business precincts). Health and transport practitioner perspectives differed, with transport practitioners believing that parking management is the key action for managing travel demand at a worksite. Conclusions Health practitioners implementing travel plans may require training including concepts of travel demand management, and support from transport planners on parking management strategies. Promoting an understanding of the shared travel behaviour change skills of transport and health practitioners may assist further collaboration. For take-up by organisations to be of sufficient scale to create meaningful population level reductions in driving and increases in active travel, promotion and travel plans should be focused on the priorities of the organisations. Supportive government policy is also required. PMID:28135301

48 CFR 923.101 - Policy.

Code of Federal Regulations, 2012 CFR

2012-10-01

... 923.101 Federal Acquisition Regulations System DEPARTMENT OF ENERGY SOCIOECONOMIC PROGRAMS ENVIRONMENT, ENERGY AND WATER EFFICIENCY, RENEWABLE ENERGY TECHNOLOGIES, OCCUPATIONAL SAFETY, AND DRUG-FREE WORKPLACE Sustainable Acquisition 923.101 Policy. The Department has promoted energy efficient products as well as...

48 CFR 923.101 - Policy.

Code of Federal Regulations, 2013 CFR

2013-10-01

... 923.101 Federal Acquisition Regulations System DEPARTMENT OF ENERGY SOCIOECONOMIC PROGRAMS ENVIRONMENT, ENERGY AND WATER EFFICIENCY, RENEWABLE ENERGY TECHNOLOGIES, OCCUPATIONAL SAFETY, AND DRUG-FREE WORKPLACE Sustainable Acquisition 923.101 Policy. The Department has promoted energy efficient products as well as...

48 CFR 923.101 - Policy.

Code of Federal Regulations, 2011 CFR

2011-10-01

... 923.101 Federal Acquisition Regulations System DEPARTMENT OF ENERGY SOCIOECONOMIC PROGRAMS ENVIRONMENT, ENERGY AND WATER EFFICIENCY, RENEWABLE ENERGY TECHNOLOGIES, OCCUPATIONAL SAFETY, AND DRUG-FREE WORKPLACE Sustainable Acquisition 923.101 Policy. The Department has promoted energy efficient products as well as...

48 CFR 923.101 - Policy.

Code of Federal Regulations, 2014 CFR

2014-10-01

... 923.101 Federal Acquisition Regulations System DEPARTMENT OF ENERGY SOCIOECONOMIC PROGRAMS ENVIRONMENT, ENERGY AND WATER EFFICIENCY, RENEWABLE ENERGY TECHNOLOGIES, OCCUPATIONAL SAFETY, AND DRUG-FREE WORKPLACE Sustainable Acquisition 923.101 Policy. The Department has promoted energy efficient products as well as...

48 CFR 923.002 - Policy.

Code of Federal Regulations, 2010 CFR

2010-10-01

..., CONSERVATION, OCCUPATIONAL SAFETY, AND DRUG-FREE WORKPLACE 923.002 Policy. (a) Requirement. FAR 23.002 and Section 3(e) of Executive Order 13423, Strengthening Federal Environmental, Energy and Transportation..., Strengthening Federal Environmental, Energy, and Transportation Management, in contracts for Contractor...

Department of Defense Implementation Plan for Pandemic Influenza

DTIC Science & Technology

2006-08-01

and Low Intensity Conflict (ASD(SO/LIC)) will provide policy oversight of the DoD Pandemic Influenza bilateral and multilateral international...flexible worksites (e.g., telecommuting ) and flexible work hours (e.g., staggered shifts) in the event of a pandemic. o Ensure development of active...however, special consideration must be given to “social distancing” in the workplace through 74 telecommuting , or other means, as an

ILO/KRIVET National Tripartite Workshop: Workplace Learning in a Globalizing World [Proceedings] (Seoul, South Korea, November 29-30, 2001).

ERIC Educational Resources Information Center

Korea Research Inst. for Vocational Education and Training, Seoul.

This document contains the following five papers, all in both English and Korean, from a workshop on on-the-job training held in Korea in 2001: "Issues in Knowledge and Skills Development: Globalization and the Effective Use of New Technologies" (S. Ian Cummings); "The Knowledge Economy and Vocational Training Policy in Korea"…

Marijuana in the Workplace: Guidance for Occupational Health Professionals and Employers: Joint Guidance Statement of the American Association of Occupational Health Nurses and the American College of Occupational and Environmental Medicine.

PubMed

Phillips, Jennan A; Holland, Michael G; Baldwin, Debra D; Gifford-Meuleveld, Linda; Mueller, Kathryn L; Perkison, Brett; Upfal, Mark; Dreger, Marianne

2015-04-01

Employers are often put in a difficult position trying to accommodate state laws that allow the use of marijuana for medical purposes while enforcing federal rules or company drug-use policies based on federal law. To ensure workplace safety as well as compliance with state and federal legislation, employers should review state laws on discrimination against marijuana users and ensure that policies enacted are consistent with the state’s antidiscrimination statutes. Although it appears that in most states that allow medical marijuana use, employers can continue enforcing policies banning or restricting the use of marijuana, this approach may change on the basis of future court decisions. The Joint Task Force recommends that marijuana use be closely monitored for all employees in safety-sensitive positions, whether or not covered by federal drug-testing regulations. Best practice would support employers prohibiting marijuana use at work. Employers, in compliance with applicable state laws, may choose to simply prohibit their employees from working while using or impaired by marijuana. In some states, employers may choose to prohibit marijuana use by all members of their workforce whether on or off duty. Nevertheless, in all cases, a clear policy to guide decisions on when marijuana use is allowed and how to evaluate for impairment must be widely distributed and carefully explained to all workers. Legal consultation during policy development and continual review is imperative to ensure compliance with federal, state, and case law. Drug-use and drug-testing policies should clearly delineate expectations regarding on-the-job impairment and marijuana use outside of work hours. Specific criteria for use by supervisors and HR personnel when referring employees suspected of impairment for an evaluation by a qualified occupational health professional are critical. Detailed actions based on the medical evaluation results must also be clearly delineated for HRs, supervisors, and workers. The Joint Task Force recommends that employers review the following points when developing workplace policies that address marijuana use in the workplace: 1. For employees covered by federal drug testing regulations (eg, DOT and other workers under federal contract), marijuana use, both on or off the job, is prohibited. Thus, employers may use urine drug screening in this population. 2. Employees in safety-sensitive positions must not be impaired at work by any substance, whether it be illicit, legally prescribed, or available over-the-counter. Employers may consider prohibiting on the job marijuana use for all employees in safety-sensitive positions, even when not covered by federal drug testing regulations. Nevertheless, legal review of the employer’s policy in the context of state statutes is strongly encouraged. When employers allow medical marijuana use by employees, consultation with a qualified occupational health professional is recommended. 3. Employers residing in or near states that allow the use of recreational marijuana must establish a policy regarding off-work use of marijuana. In many states, the employer may choose to prohibit employees from simply working while using or under the influence of marijuana or may choose to prohibit marijuana use both on and off the job. Urine drug testing above traditional cutoff levels, or serum testing at any level, would be reasonable criteria for the employer wishing to ban both on- and off-the-job use. To detect impairment, a limit of 5 ng/mL of THC measured in serum or plasma as THC (or possibly the sum of THC plus THC-OH for employers who choose to evaluate both psychoactive components) would meet the goal of identifying individuals most likely to be impaired. Nevertheless, employers using the 5 ng/ml level need to understand the limitations of using a single number to fit all cases; therefore, a medical examination focused on identifying impairment is always recommended. Legal consultation is strongly recommended. 4. Although it appears that in most states that allow the use of medical marijuana, employers may be able to continue policies banning or restricting the use of marijuana as previously discussed, this practice may change on the basis of future case law. Currently the ADA does not apply in these situations because marijuana is illegal under federal law. Legal consultation is again strongly recommended. 5. Most workers’ compensation statutes allow reduced benefits when a worker is under the influence of alcohol or illegal drugs. Two samples should usually be obtained as a second confirmatory test may be needed. Proof of use and/or impairment is usually required for these cases, and a positive urine drug test (for the inactive metabolite) does not prove acute impairment. The serum level of less than 5 ng/mL could be used for presumptive evidence of impairment in these situations. An MRO is most helpful in helping determine these types of cases because legal testimony may be required. 6. All employers should have clear policies and procedures for supervisors to follow regarding the criteria for identifying potential impairment and the process for referring an employee suspected of impairment for an occupational medical evaluation. Policies should include action required by HR personnel based on the results of the examination. 7. Employee education is vital to ensure compliance with company expectations. Education is needed at hire and again at regular intervals. Workers must know the company’s chemical substance policy and management’s expectations for adherence. The employer’s commitment to a drug-free workplace and existing company policy will influence the education program’s content. At a minimum, employees should learn how chemical substances affect their health, safety, personal behavior, and job performance. Supervisors and employees should also be educated about how to recognize behaviors indicative of impairment, whether the source is medical marijuana, prescription medications, illegal drugs, alcohol, over-the-counter medications, fatigue, or any combination thereof. 8. In states where marijuana use is permitted, employers should provide educational resources regarding the detrimental effects of marijuana use, including caution regarding dose and delayed effects of edible products. This information may be obtained from SAMHSA and state governmental agencies. The safety of workers and the public must be central to all workplace policies and employers must clearly articulate that legalization of marijuana for recreational or medical use does not negate workplace policies for safe job performance. The evolving legal situation on medical and recreational marijuana requires employers to consult with legal experts to craft company policy and clarify implications of impaired on-duty workers. This changing environment surrounding marijuana use requires close collaboration between employers, occupational health professionals, and legal experts to ensure that workplace safety is not compromised.

Flexible Work: The Impact of a New Policy on Employees' Sedentary Behavior and Physical Activity.

PubMed

Olsen, Heidi M; Brown, Wendy J; Kolbe-Alexander, Tracy; Burton, Nicola W

2018-01-01

The aim of the study was to assess change in physical activity (PA) and sedentary behavior (SB) in office-based employees after the implementation of a flexible work policy that allowed working at home. A total of 24 employees (62% female; 40 ± 10 years) completed an online questionnaire 4 weeks pre- and 6 weeks post-implementation of the policy. Changes in PA and SB were assessed using Wilcoxon signed rank test. There were no changes in PA after the introduction of the flexible work policy (Z = -0.29, P > 0.05). Sitting time increased on days the employees worked at home (Z = -2.02, P > 0.05) and on days they worked at the office (Z = -4.16, P > 0.001). A flexible work policy may have had a negative impact on sedentary behavior in this workplace. Future work is needed to explore the potential impact on workplace sitting time.

Work and Family in the United States: A Policy Initiative. A Report of the Family Policy Panel of the Economic Policy Council of UNA-USA.

ERIC Educational Resources Information Center

United Nations Association of the United States of America, New York, NY.

As part of its world employment project, the Economic Policy Council of the United Nations Association of the United States formed the family policy panel to further examine the extent of ongoing changes affecting the family, the workplace, and the economy. In its work, the family policy panel concentrated on five issues considered central to the…

Workplace Drug Testing and Worker Drug Use

PubMed Central

Carpenter, Christopher S

2007-01-01

Objective To examine the nature and extent of the association between workplace drug testing and worker drug use. Data Sources Repeated cross-sections from the 2000 to 2001 National Household Surveys on Drug Abuse (NHSDA) and the 2002 National Survey on Drug Use and Health (NSDUH). Study Design Multivariate logistic regression models of the likelihood of marijuana use are estimated as a function of several different workplace drug policies, including drug testing. Specific questions about penalty severity and the likelihood of detection are used to further evaluate the nature of the association. Principal Findings Individuals whose employers perform drug tests are significantly less likely to report past month marijuana use, even after controlling for a wide array of worker and job characteristics. However, large negative associations are also found for variables indicating whether a firm has drug education, an employee assistance program, or a simple written policy about substance use. Accounting for these other workplace characteristics reduces—but does not eliminate—the testing differential. Frequent testing and severe penalties reduce the likelihood that workers use marijuana. Conclusions Previous studies have interpreted the large negative correlation between workplace drug testing and employee substance use as representing a causal deterrent effect of drug testing. Our results using more comprehensive data suggest that these estimates have been slightly overstated due to omitted variables bias. The overall pattern of results remains largely consistent with the hypothesis that workplace drug testing deters worker drug use. PMID:17362218

Multi-Ethnicity in the Malaysian Workplace: The Net Balance of 35 Years of Affirmative Policies as Observed by a Foreign Visitor

ERIC Educational Resources Information Center

Montesino, Max U.

2007-01-01

This paper looks at the net societal balance of post-independence affirmative action policies in Malaysia. Social imbalances prompted the country to implement affirmative policies to uplift the majority natives (Malays, Indigenous people of Sabah and Sarawak, etc.). These policies were reluctantly accepted by the immigrant communities (Chinese,…

Stereotype Threat and Perceptions of Family-Friendly Policies among Female Employees

PubMed Central

von Hippel, Courtney; Kalokerinos, Elise K.; Zacher, Hannes

2017-01-01

In their efforts to recruit and retain female employees, organizations often attempt to make their workplaces “family-friendly.” Yet there is little research on how women view family-friendly policies, particularly women who experience gender-based stereotype threat, or the concern of being viewed through the lens of gender stereotypes at work. Pilot research with female managers (N = 169) showed that women who experienced stereotype threat perceived more negative career consequences for utilizing family-friendly policies. We then conducted two studies to further probe this relationship. Study 1 replicated the relationship between stereotype threat and the perceived consequences of utilizing family-friendly policies among women who recently returned to work after the birth of a child (N = 65). In Study 2 (N = 473), female employees who reported feelings of stereotype threat perceived more negative consequences of utilizing family-friendly policies, but they also reported greater intentions to use these policies. Our findings suggest that female employees are susceptible to stereotype threat, which in turn is associated with more negative views of family-friendly policies. Thus, the mere provision of such policies may not create the kind of family-friendly workplaces that organizations are attempting to provide. PMID:28111560

Stereotype Threat and Perceptions of Family-Friendly Policies among Female Employees.

PubMed

von Hippel, Courtney; Kalokerinos, Elise K; Zacher, Hannes

2016-01-01

In their efforts to recruit and retain female employees, organizations often attempt to make their workplaces "family-friendly." Yet there is little research on how women view family-friendly policies, particularly women who experience gender-based stereotype threat, or the concern of being viewed through the lens of gender stereotypes at work. Pilot research with female managers ( N = 169) showed that women who experienced stereotype threat perceived more negative career consequences for utilizing family-friendly policies. We then conducted two studies to further probe this relationship. Study 1 replicated the relationship between stereotype threat and the perceived consequences of utilizing family-friendly policies among women who recently returned to work after the birth of a child ( N = 65). In Study 2 ( N = 473), female employees who reported feelings of stereotype threat perceived more negative consequences of utilizing family-friendly policies, but they also reported greater intentions to use these policies. Our findings suggest that female employees are susceptible to stereotype threat, which in turn is associated with more negative views of family-friendly policies. Thus, the mere provision of such policies may not create the kind of family-friendly workplaces that organizations are attempting to provide.

Effects of workplace bullying on how women work.

PubMed

MacIntosh, Judith; Wuest, Judith; Gray, Marilyn Merritt; Aldous, Sarah

2010-11-01

Work is central to well-being but working is problematic when people experience workplace bullying, which includes psychological, physical, and sexual abuse or harassment. The purpose of the present grounded theory study was to extend current understanding, from the perspective of women, of how workplace bullying affects their work and how they engage in the workforce. The study was conducted in eastern Canada with 36 English-speaking women who had been bullied in the workplace. They reported mainly psychological bullying. The central problem for women is they cannot continue working as they had before the workplace bullying. The authors named a four-stage process of how women address this problem as "Doing Work Differently." The four stages are Being Conciliatory, Reconsidering, Reducing Interference, and Redeveloping Balance. The process is influenced by women's support systems, the effects on their health, and financial circumstances. There are implications for public education, workplace policies, and health care workers.

Working women making it work: intimate partner violence, employment, and workplace support.

PubMed

Swanberg, Jennifer; Macke, Caroline; Logan, T K

2007-03-01

Partner violence may have significant consequences on women's employment, yet limited information is available about how women cope on the job with perpetrators' tactics and the consequences of her coping methods on employment status. This article investigates whether there is an association between workplace disclosure of victimization and current employment status; and whether there is an association between receiving workplace support and current employment status among women who disclosed victimization circumstances to someone at work. Using a sample of partner victimized women who were employed within the past year (N = 485), cross-tabulation and ANOVA procedures were conducted to examine the differences between currently employed and unemployed women. Binary logistic regressions were conducted to examine whether disclosure and receiving workplace support were significantly associated with current employment. Results indicate that disclosure and workplace support are associated with employment. Implications for clinical practice, workplace policies, and future research are discussed.

Current Uses (and Potential Misuses) of Facebook: An Online Survey in Physiotherapy

PubMed Central

Beaulieu-Poulin, Camille; Campeau Larrivée, Alexandre; Charbonneau, Maude; Samson, Émilie; Ehrmann Feldman, Debbie

2016-01-01

Purpose: In recent years, the use of social media such as Facebook has become extremely popular and widespread in our society. Among users are health care professionals, who must develop ways to extend their professionalism online. Before issuing formal guidelines, policies, or recommendations to guide online behaviours, there is a need to know to what extent Facebook influences the professional life of physiotherapy professionals. Our goal was to explore knowledge and behaviour that physiotherapists and physical rehabilitation therapists practicing in Quebec have of Facebook. Method: We used an empirical cross-sectional online survey design (n=322, response rate 4.5%). Results: The results showed that 84.3% of physiotherapy professionals had a Facebook account. Almost all had colleagues or former colleagues as Facebook friends, 21% had patients as friends, and 27% had employers as friends. More than a third of workplaces had clinic pages with information intended for the public. Regarding workplace Facebook policies, 37.3% said that there was no policy and another 41.6% were not aware whether there was one or not. Conclusion: There appears to be a need to establish guidelines regarding the use of social media for physiotherapy professionals to ensure maintenance of professionalism and ethical conduct. PMID:27504042

Workplace incivility affecting CRNAs: a study of prevalence, severity, and consequences with proposed interventions.

PubMed

Elmblad, Ray; Kodjebacheva, Gergana; Lebeck, Lynn

2014-12-01

Incivility in healthcare settings has potentially detrimental effects on healthcare providers and patient safety. This study examines the prevalence of incivility and the influence of workplace incivility on burnout among Certified Registered Nurse Anesthetists (CRNAs) in Michigan. It proposes interventions to prevent and manage incivility. The Nursing Incivility Scale and the Copenhagen Burnout Inventory were used to measure workplace incivility and professional burnout. Qualitative data were also collected to provide recommendations to address workplace incivility. The most notable sources of workplace incivility were general employee personnel or nonemployee individuals and physicians. A lesser prevalent source of incivility was other CRNA practitioners. The least prevalent source of incivility was CRNA supervisors. A statistically significant, direct relationship existed between workplace incivility and professional burnout. The only statistically significant factor contributing to professional burnout was experiencing workplace incivility, independent of other measured factors. The most notable recommendation was use of a zero tolerance policy for practice, regardless of title or role, in employment situations. Incivility is a major concern among CRNAs.

Barriers to Career Flexibility in Academic Medicine: A Qualitative Analysis of Reasons for the Underutilization of Family-Friendly Policies, and Implications for Institutional Change and Department Chair Leadership.

PubMed

Shauman, Kimberlee; Howell, Lydia P; Paterniti, Debora A; Beckett, Laurel A; Villablanca, Amparo C

2018-02-01

Academic medical and biomedical professionals need workplace flexibility to manage the demands of work and family roles and meet their commitments to both, but often fail to use the very programs and benefits that provide flexibility. This study investigated the reasons for faculty underutilization of work-life programs. As part of a National Institutes of Health-funded study, in 2010 the authors investigated attitudes of clinical and/or research biomedical faculty at the University of California, Davis, toward work-life policies, and the rationale behind their individual decisions regarding use of flexibility policies. The analysis used verbatim responses from 213 of 472 faculty (448 unstructured comments) to a series of open-ended survey questions. Questions elicited faculty members' self-reports of policy use, attitudes, and evaluations of the policies, and their perceptions of barriers that limited full benefit utilization. Data were coded and analyzed using a grounded theory approach. Faculty described how their utilization of workplace flexibility benefits was inhibited by organizational influences: the absence of reliable information about program eligibility and benefits, workplace norms and cultures that stigmatized program participation, influence of uninformed/unsupportive department heads, and concerns about how participation might burden coworkers, damage collegial relationships, or adversely affect workflow and grant funding. Understanding underuse of work-life programs is essential to maximize employee productivity and satisfaction, minimize turnover, and provide equal opportunities for career advancement to all faculty. The findings are discussed in relation to specific policy recommendations, implications for institutional change, and department chair leadership.

Dialectical thinking and fairness-based perspectives of affirmative action.

PubMed

Hideg, Ivona; Ferris, D Lance

2017-05-01

Affirmative action (AA) policies are among the most effective means for enhancing diversity and equality in the workplace, yet are also often viewed with scorn by the wider public. Fairness-based explanations for this scorn suggest AA policies provide preferential treatment to minorities, violating procedural fairness principles of consistent treatment. In other words, to promote equality in the workplace, effective AA policies promote inequality when selecting employees, and the broader public perceives this to be procedurally unfair. Given this inconsistency underlies negative reactions to AA policies, we argue that better preparing individuals to deal with inconsistencies can mitigate negative reactions to AA policies. Integrating theories from the fairness and cognitive styles literature, we demonstrate across 4 studies how dialectical thinking-a cognitive style associated with accepting inconsistencies in one's environment-increases support for AA policies via procedural fairness perceptions. Specifically, we found support for our propositions across a variety of AA policy types (i.e., strong and weak preference policies) and when conceptualizing dialectical thinking either as an individual difference or as a state that can be primed-including being primed by the framing of the AA policy itself. We discuss theoretical contributions and insights for policy-making at government and organizational levels. (PsycINFO Database Record (c) 2017 APA, all rights reserved).

Whose Parallellingualism? Overt and Covert Ideologies in Danish University Language Policies

ERIC Educational Resources Information Center

Hultgren, Anna Kristina

2014-01-01

This paper aims to contribute to the study of multilingualism in the workplace by analysing top-down language policies advocating parallellingualism at Denmark's eight universities. Parallellingualism, a key concept in Nordic language policy, has been suggested as a way to ensure an equitable balance between English and the Nordic language(s)…

Development of an instrument designed to measure employees' perceptions of workplace breastfeeding support.

PubMed

Greene, Sally W; Olson, Beth H

2008-09-01

Breastfeeding rates remain low in the United States, especially among working women. Unfortunately, no quantitative instrument exists to facilitate the examination of why women who return to work discontinue breastfeeding sooner than the general population. The objective of this study was to develop an instrument to measure female employees' perceptions of breastfeeding support in the workplace, which would be suitable for piloting with the target population. Examination of the literature, reviews with experts, and one-on-one interviews with women who had experience combining breastfeeding and work were used to create the instrument subscales and items. Examination of the literature was used to develop four subscales: company policies/work culture, manager support, co-worker support, and workflow. Expert review resulted in the addition of a fifth subscale, the physical environment of the breastfeeding space. One-on-one interviews were used to ensure that the item wording was appropriate for the target population. Eighteen items were added, and 15 were reworded based on comments from the expert review and from the interviews. The resulting survey contained 54 items that required either categorical yes/no or Likert scale responses. Results from this process indicate the survey subscales and items adequately reflect women's perceptions of breastfeeding support in the workplace and the instrument is appropriate for piloting with new mother employees.

48 CFR 1523.703 - Policies and procedures.

Code of Federal Regulations, 2010 CFR

2010-10-01

... 48 Federal Acquisition Regulations System 6 2010-10-01 2010-10-01 true Policies and procedures. 1523.703 Section 1523.703 Federal Acquisition Regulations System ENVIRONMENTAL PROTECTION AGENCY SOCIOECONOMIC PROGRAMS ENVIRONMENTAL, CONSERVATION, OCCUPATIONAL SAFETY, AND DRUG-FREE WORKPLACE Contracting for...

48 CFR 323.7100 - Policy.

Code of Federal Regulations, 2010 CFR

2010-10-01

... ENVIRONMENT, ENERGY AND WATER EFFICIENCY, RENEWABLE ENERGY TECHNOLOGIES, OCCUPATIONAL SAFETY, AND DRUG-FREE WORKPLACE Green Purchasing Requirements 323.7100 Policy. (a) The HHS guidelines and procedures for “green... Program Managers, are responsible for establishing the necessary local procedures and appropriate training...

48 CFR 23.302 - Policy.

Code of Federal Regulations, 2011 CFR

2011-10-01

... (Material Safety Data Sheet, Preparation and Submission of) includes criteria for identification of... WORKPLACE Hazardous Material Identification and Material Safety Data 23.302 Policy. (a) The Occupational.... Accordingly, offerors and contractors are required to submit hazardous materials data whenever the supplies...

48 CFR 23.302 - Policy.

Code of Federal Regulations, 2010 CFR

2010-10-01

... (Material Safety Data Sheet, Preparation and Submission of) includes criteria for identification of... WORKPLACE Hazardous Material Identification and Material Safety Data 23.302 Policy. (a) The Occupational.... Accordingly, offerors and contractors are required to submit hazardous materials data whenever the supplies...

Beyond Instruction; Beyond a Website: Distance Learning, Disability Inclusiveness and Changing Workplace Practices

ERIC Educational Resources Information Center

Rudstam, Hannah; Gower, Wendy Strobel

2012-01-01

Often, the aim of distance learning (DL) is to enhance individual learning, not to change workplace practices. Changing organizational policies, practices and behaviors related to disability calls for a different DL approach that engages users and contextualizes knowledge. In the disability arena, there is a need for programming that brings about…

A Case Study to Explore the Impact of Knowledge Management Systems on Workplace Diversity Programs

ERIC Educational Resources Information Center

Gautier, Michael

2012-01-01

The ongoing debate over the definition and application of workplace diversity policies results in a wide range of viewpoints. There are a number of theoreticians who feel that if diversity is more than avoidance of discrimination, that the traditional body of anti-discrimination programs such as the Equal Employment Opportunity (EEO) efforts…

Rethinking UK Small Employers' Skills Policies and the Role of Workplace Learning

ERIC Educational Resources Information Center

Kitching, John

2008-01-01

Small business employers in the UK are widely perceived as adopting a reactive, ad hoc approach to employee skill formation. Employer reliance on workplace learning is often treated, explicitly or implicitly, as evidence of such an approach. Small employers' approaches to skill creation are investigated using data from two employer samples. Three…

41 CFR 105-74.215 - What must I include in my drug-free awareness program?

Code of Federal Regulations, 2012 CFR

2012-01-01

... employees about— (a) The dangers of drug abuse in the workplace; (b) Your policy of maintaining a drug-free... penalties that you may impose upon them for drug abuse violations occurring in the workplace. ... my drug-free awareness program? 105-74.215 Section 105-74.215 Public Contracts and Property...

41 CFR 105-74.215 - What must I include in my drug-free awareness program?

Code of Federal Regulations, 2011 CFR

2011-01-01

... employees about— (a) The dangers of drug abuse in the workplace; (b) Your policy of maintaining a drug-free... penalties that you may impose upon them for drug abuse violations occurring in the workplace. ... my drug-free awareness program? 105-74.215 Section 105-74.215 Public Contracts and Property...

41 CFR 105-74.215 - What must I include in my drug-free awareness program?

Code of Federal Regulations, 2014 CFR

2014-01-01

... employees about— (a) The dangers of drug abuse in the workplace; (b) Your policy of maintaining a drug-free... penalties that you may impose upon them for drug abuse violations occurring in the workplace. ... my drug-free awareness program? 105-74.215 Section 105-74.215 Public Contracts and Property...

41 CFR 105-74.215 - What must I include in my drug-free awareness program?

Code of Federal Regulations, 2010 CFR

2010-07-01

... employees about— (a) The dangers of drug abuse in the workplace; (b) Your policy of maintaining a drug-free... penalties that you may impose upon them for drug abuse violations occurring in the workplace. ... my drug-free awareness program? 105-74.215 Section 105-74.215 Public Contracts and Property...

41 CFR 105-74.215 - What must I include in my drug-free awareness program?

Code of Federal Regulations, 2013 CFR

2013-07-01

... employees about— (a) The dangers of drug abuse in the workplace; (b) Your policy of maintaining a drug-free... penalties that you may impose upon them for drug abuse violations occurring in the workplace. ... my drug-free awareness program? 105-74.215 Section 105-74.215 Public Contracts and Property...

Workplace bullying--what's it got to do with general practice?

PubMed

Askew, Deborah A; Schluter, Philip J; Dick, Marie-Louise

2013-04-01

Workplace bullying is repeated systematic, interpersonal abusive behaviours that negatively affect the targeted individual and the organisation in which they work. It is generally the result of actual or perceived power imbalances between perpetrator and victim, and includes behaviours that intimidate, offend, degrade or humiliate a worker. It is illegal, and bullied employees can take legal action against their employers for a breach of implied duty of trust and confidence. Despite this, workplace bullying occurs in many Australian workplaces, including Australian general practices. This article explores the issue of workplace bullying with particular reference to bullying within general practice and provides a framework for managing these situations. All general practices need organisation-wide anti-bullying policies that are endorsed by senior management, clearly define workplace bullying, and provide a safe procedure for reporting bullying behaviours. General practitioners should investigate whether workplace issues are a potential contributor to patients who present with depression and/or anxiety and assess the mental health of patients who do disclose that they are victims of workplace bullying, Importantly, the GP should reassure their patient that bullying is unacceptable and illegal, and that everyone has the right to a safe workplace free from violence, harassment and bullying. The time has come for all workplaces to acknowledge that workplace bullying is unacceptable and intolerable.

Alert Workplace From Healthcare Workers' Perspective: Behavioral and Environmental Strategies to Improve Vigilance and Alertness in Healthcare Settings.

PubMed

Sagah Zadeh, Rana; Shepley, Mardelle; Sadatsafavi, Hessam; Owora, Arthur Hamie; Krieger, Ana C

2018-04-01

This study aims to identify the behavioral and environmental strategies that healthcare workers view as helpful for managing sleepiness, improving alertness, and therefore optimizing workplace safety. Reduced alertness is a common issue in healthcare work environments and is associated with impaired cognitive performance and decision-making ability as well as increased errors and injuries. We surveyed 136 healthcare professionals at a primary care clinic, an acute care hospital, and a mental health clinic. Nonstructured, semistructured, and structured questionnaires were used to elicit relevant information which was analyzed using qualitative content analysis and logistic regression models, respectively. In order by frequency of endorsement: dietary intervention; physical mobility; cognitive, sensory, or social stimulation; personal lifestyle strategies; and rest/nap opportunities were reported as behavioral strategies used to address workplace alertness. Compared to other environmental features, daylight and thermal comfort were perceived to be more important to addressing workplace alertness ( p < .05). By optimizing the physical environment and organizational policies and providing education programs, we have an opportunity to support healthcare professionals in managing sleepiness and maintaining alertness at work. In addition, such system level interventions may reduce unhealthy choices such as frequent caffeine intake to keep alert. The development of multidisciplinary evidence-based guidelines is needed to address sleepiness and alertness to improve workplace safety in healthcare facilities.

Building expert agreement on the importance and feasibility of workplace health promotion interventions for nurses and midwives: A modified Delphi consultation.

PubMed

Perry, Lin; Nicholls, Rachel; Duffield, Christine; Gallagher, Robyn

2017-11-01

To use a Delphi panel to determine the relative importance and feasibility of workplace health promotion interventions to promote and support the health of the Australian nursing and midwifery workforce. The nursing workforce experiences rates of ill health above that of other workforces, yet there is little investment in workplace health promotion. The study used a modified Delphi design conducted between September and November 2015. Eleven of 19 purposively selected expert panellists discussed, rated and provided feedback through two rounds of an electronic questionnaire about the relative importance and feasibility of 46 workplace health promotion interventions and processes for nurses and midwives. Scores for importance and feasibility were calculated and ranked and a composite score of importance multiplied by feasibility. Mental health strategies were prioritized as the most important and feasible of the intervention topics, followed closely by healthy eating and physical activity interventions; smoking cessation ranked lowest. The most highly ranked interventions targeted healthy eating, stress management and resilience training. Highest ranked processes to support development of a healthy work environment included intersectoral collaboration and employee wellness groups. Study findings prompt consideration of health promotion opportunities to support nurses' health and well-being. Findings identified key workplace health promotion priorities and provide direction for policy makers and managers to promote nursing and midwifery workforce health. © 2017 John Wiley & Sons Ltd.

Factors influencing workplace violence risk among correctional health workers: insights from an Australian survey.

PubMed

Cashmore, Aaron W; Indig, Devon; Hampton, Stephen E; Hegney, Desley G; Jalaludin, Bin B

2016-11-01

Little is known about the environmental and organisational determinants of workplace violence in correctional health settings. This paper describes the views of health professionals working in these settings on the factors influencing workplace violence risk. All employees of a large correctional health service in New South Wales, Australia, were invited to complete an online survey. The survey included an open-ended question seeking the views of participants about the factors influencing workplace violence in correctional health settings. Responses to this question were analysed using qualitative thematic analysis. Participants identified several factors that they felt reduced the risk of violence in their workplace, including: appropriate workplace health and safety policies and procedures; professionalism among health staff; the presence of prison guards and the quality of security provided; and physical barriers within clinics. Conversely, participants perceived workplace violence risk to be increased by: low health staff-to-patient and correctional officer-to-patient ratios; high workloads; insufficient or underperforming security staff; and poor management of violence, especially horizontal violence. The views of these participants should inform efforts to prevent workplace violence among correctional health professionals.

Corporate Wellness Programs: Implementation Challenges in the Modern American Workplace

PubMed Central

Mujtaba, Bahaudin G.; Cavico, Frank J.

2013-01-01

Being healthy is important for living well and achieving longevity. In the business realm, furthermore, employers want healthy employees, as these workers tend to be more productive, have fewer rates of absenteeism, and use less of their health insurance resources. This article provides an overview of corporate “wellness” efforts in the American workplace and the concomitant challenges which employers will confront in implementing these programs. Consequently, employers and managers must reflect upon wellness policies and objectives, consult with professionals, and discuss the ramifications thereof prior to implementation. The authors herein explore how employers are implementing policies that provide incentives to employees who lead “healthy” lifestyles as well as ones that impose costs on employees who lead “unhealthy” lifestyles. The distinctive contribution of this article is that it proactively explores wellness program implementation challenges and also supplies “best practices” in the modern workplace, so employers can be better prepared when they promulgate wellness policies, and then take practical steps to help their employees become healthier and thereby help to reduce insurance costs. The article, moreover, addresses how wellness policy incentives—in the form of “carrots” as well as penalties—in the form of “sticks” could affect employees, especially “non-healthy” employees, as well as employers, particularly legally. Based on the aforementioned challenges, the authors make practical recommendations for employers and managers, so that they can fashion and implement wellness policies that are deemed to be legal, ethical, and efficacious. PMID:24596864

Corporate wellness programs: implementation challenges in the modern american workplace.

PubMed

Mujtaba, Bahaudin G; Cavico, Frank J

2013-09-01

Being healthy is important for living well and achieving longevity. In the business realm, furthermore, employers want healthy employees, as these workers tend to be more productive, have fewer rates of absenteeism, and use less of their health insurance resources. This article provides an overview of corporate "wellness" efforts in the American workplace and the concomitant challenges which employers will confront in implementing these programs. Consequently, employers and managers must reflect upon wellness policies and objectives, consult with professionals, and discuss the ramifications thereof prior to implementation. The authors herein explore how employers are implementing policies that provide incentives to employees who lead "healthy" lifestyles as well as ones that impose costs on employees who lead "unhealthy" lifestyles. The distinctive contribution of this article is that it proactively explores wellness program implementation challenges and also supplies "best practices" in the modern workplace, so employers can be better prepared when they promulgate wellness policies, and then take practical steps to help their employees become healthier and thereby help to reduce insurance costs. The article, moreover, addresses how wellness policy incentives-in the form of "carrots" as well as penalties-in the form of "sticks" could affect employees, especially "non-healthy" employees, as well as employers, particularly legally. Based on the aforementioned challenges, the authors make practical recommendations for employers and managers, so that they can fashion and implement wellness policies that are deemed to be legal, ethical, and efficacious.

Work-related post-traumatic stress reactions: the hidden dimension.

PubMed

Lawson, B Z

1987-01-01

A variety of occupational health hazards can cause employees to experience feelings of victimization and to develop work-related post-traumatic stress responses. The author presents assessment guidelines developed in work with people suffering from toxic exposures to help identify factors that can place employees at high risk for such stress responses. These guidelines can be adapted to evaluate employee reactions to any type of occupational injury. Clinicians also need to move beyond individual treatment approaches to address workplace and policy interventions.

Occupational Health and Safety in Aquaculture: Insights on Brazilian Public Policies.

PubMed

de Oliveira, Pedro Keller; Cavalli, Richard Souto; Kunert Filho, Hiran Castagnino; Carvalho, Daiane; Benedetti, Nadine; Rotta, Marco Aurélio; Peixoto Ramos, Augusto Sávio; de Brito, Kelly Cristina Tagliari; de Brito, Benito Guimarães; da Rocha, Andréa Ferretto; Stech, Marcia Regina; Cavalli, Lissandra Souto

2017-01-01

Aquaculture has many occupational hazards, including those that are physical, chemical, biological, ergonomic, and mechanical. The risks in aquaculture are inherent, as this activity requires particular practices. The objective of the present study was to show the risks associated with the aquaculture sector and present a critical overview on the Brazilian public policies concerning aquaculture occupational health. Methods include online research involved web searches and electronic databases including Pubmed, Google Scholar, Scielo and government databases. We conducted a careful revision of Brazilian labor laws related to occupational health and safety, rural workers, and aquaculture. The results and conclusion support the idea that aquaculture requires specific and well-established industry programs and policies, especially in developing countries. Aquaculture still lacks scientific research, strategies, laws, and public policies to boost the sector with regard to occupational health and safety. The establishment of a safe workplace in aquaculture in developing countries remains a challenge for all involved in employer-employee relationships.

The role of mediation in resolving workplace relationship conflict.

PubMed

McKenzie, Donna Margaret

2015-01-01

Stress triggered by workplace-based interpersonal conflict can result in damaged relationships, loss of productivity, diminished job satisfaction and increasingly, workers' compensation claims for psychological injury. This paper examined the literature on the role and effectiveness of mediation, as the most common method of Alternative Dispute Resolution, in resolving workplace relationship conflict. Available evidence suggests that mediation is most effective when supported by organisational commitment to ADR strategies, policies and processes, and conducted by independent, experienced and qualified mediators. The United States Postal Service program REDRESS™ is described as an illustration of the successful use of mediation to resolve conflict in the workplace. Copyright © 2015 Elsevier Ltd. All rights reserved.

Adolescent Workers' Experiences of and Training for Workplace Violence.

PubMed

Smith, Carolyn R; Gillespie, Gordon L; Beery, Theresa A

2015-07-01

Adolescent workers may not be aware that violence is a safety concern in the workplace. As part of a larger mixed-methods pilot study, investigators used a self-administered survey and individual interviews with 30 adolescent workers from a chain of food service stores in a Midwestern metropolitan area to explore experiences of workplace violence (WPV) and ways of learning WPV-specific information. Participants reported experiencing verbal and sexual harassment and robberies. Most participants reported awareness of WPV-specific policies and procedures at their workplace; the ways participants reported learning WPV-specific information varied. Findings support the need for occupational safety training to assist adolescent workers prevent and mitigate potential WPV. © 2015 The Author(s).

Improving the workplace for women improves it for everyone

NASA Astrophysics Data System (ADS)

Campbell, Melanie C. W.

2015-12-01

I will discuss various initiatives that make the workplace more equitable for both men and women, including availability of child care, maternity and parental leaves, stopping tenure and grant "clocks" for parental and health leaves, spousal appointments, and best practices in hiring. My theme is that of an equitable workplace that promotes work life balance. I will discuss how these initiatives benefit everyone. I will summarize these issues with examples primarily of policies from my own institution and others in Canada that have made progress towards best practices.

[Preventing addictive practices in the workplace thanks to occupational health services].

PubMed

Dano, Corinne

2017-06-01

The workplace can be concerned by all types and all levels of addictive practices: consumption of alcohol or psychoactive substances, work addiction, internet addiction and technology addiction. Addictions can be related to multiple factors, both within and outside the workplace. With the employer, responsible for occupational health and safety, the multidisciplinary team of the inter-company occupational health service must today implement a collective and global prevention policy with regard to addictions, in addition to the traditional follow-up. Copyright © 2017 Elsevier Masson SAS. All rights reserved.

Learning organisations: the challenge of finding a safe space in a climate of accountability.

PubMed

McKee, Anne

2017-03-01

The effects of health policy reforms over a twenty-five year period have changed the NHS as a place in which to work and learn. Some of these changes have had unintentional consequences for learning in the workplace. A recent King's Fund contribution to quality improvement debates included an extensive review of NHS policies encouraging change 'from within' the NHS and renewed calls to develop learning organisations there. I draw upon an action research project designed to develop learning organisations in primary care to locate quality improvement debates amid the realities of practice. The project identified key challenges primary care practices encountered to protect time and space for this form of work based learning, even when they recognised the need for it and wanted to engage in it. Implications for policy makers, primary care practices and health professional educationalists are identified.

"But I wasn't told to": lack of education and workplace policy as barriers in the provision of family planning information.

PubMed

Bell, Melissa M

2015-01-01

Access to family planning has been identified as critical to public health. Improving the linkage between medical and social services could result in improved access to care for those most at risk of unintended pregnancy. This study used a survey based on Alfred Bandura's social cognitive theory (1986) to increase the understanding of the barriers social workers confront in the provision of family planning information to clients. Although moral disagreement with family planning presented a barrier for some, workplace policy, participation in family planning trainings, and working in an urban setting were of greater value in understanding barriers.

Family-friendly research and workplace initiative announced

NASA Astrophysics Data System (ADS)

Showstack, Randy

2011-10-01

A new U.S. National Science Foundation (NSF) initiative aims to increase the participation of women and girls in the fields of science, technology, engineering, and math (STEM) over the next 10 years by providing more flexible research policies, promoting flexible workplace options, and supporting STEM careers for women, Obama administration officials announced on 26 September. Currently, women earn about 41% of STEM doctoral degrees awarded by U.S. educational institutions but make up only about 28% of tenure-track faculty in U.S. colleges and universities, the officials said. "Unfortunately, too many young women drop out of promising careers in science, engineering, and math because of conflicts between their desire to start families and the need to rapidly ramp up their careers," said John Holdren, director of the White House Office of Science and Technology Policy (OSTP). "The way to help women stay in the STEM jobs pipeline is to create and support more flexible workplace policies that allow a women's career—or a man's, for that matter, but as we know, it's more common for women to give up STEM careers for family reasons—to thrive even as time is allowed for important family responsibilities."

Use of pharmacy data to evaluate smoking regulations' impact on sales of nicotine replacement therapies in New York City.

PubMed

Metzger, Kristina B; Mostashari, Farzad; Kerker, Bonnie D

2005-06-01

Recently, New York City and New York State increased cigarette excise taxes and New York City implemented a smoke-free workplace law. To assess the impact of these policies on smoking cessation in New York City, we examined over-the-counter sales of nicotine replacement therapy (NRT) products. Pharmacy sales data were collected in real time as part of nontraditional surveillance activities. We used Poisson generalized estimating equations to analyze the effect of smoking-related policies on pharmacy-specific weekly sales of nicotine patches and gum. We assessed effect modification by pharmacy location. We observed increases in NRT product sales during the weeks of the cigarette tax increases and the smoke-free workplace law. Pharmacies in low-income areas generally had larger and more persistent increases in response to tax increases than those in higher-income areas. Real-time monitoring of existing nontraditional surveillance data, such as pharmacy sales of NRT products, can help assess the effects of public policies on cessation attempts. Cigarette tax increases and smoke-free workplace regulations were associated with increased smoking cessation attempts in New York City, particularly in low-income areas.

Sustainable employability for older workers: an explorative survey of belgian companies.

PubMed

Verbrugghe, Mathieu; Kuipers, Yoline; Vriesacker, Bart; Peeters, Ilse; Mortelmans, Katrien

2016-01-01

The European Agency for Safety and Health at Work (EU-OSHA) is developing an online e-guide, which will provide tips and practical information for each EU country (in their national language(s)) on ageing and occupational health and safety. The e-guide will be launched in 2016 as part of the EU-OSHA campaign on Healthy Workplaces for all ages. The e-guide will present evidence, tools and practical examples of how companies can take action and effectively promote sustainable employability. As part of the development of the e-guide, a cross-sectional study was conducted to survey Belgian employers in April 2015 to determine their specific needs concerning older workers' occupational health and safety issues. Researchers from Milieu Ltd. (Brussels, Belgium), the consultancy company coordinating the e-guide project, and Mensura Occupational Health Services (Brussels, Belgium) developed a 13-item questionnaire. The survey addressed the needs and importance given to sustainable employability of older workers in Belgian companies and evaluated corporate knowledge regarding relevant national policies. The questionnaire was distributed electronically to the management of 22,084 private-sector companies affiliated with Mensura. Ten percent (n = 2133) of recipients opened the e-mail, and 37 % (n = 790) of these completed the questionnaire. In 89 % of the responding companies, sustainable employability of workers aged ≥55 years plays an important role; 70 % have no active sustainable employability policy/initiative; 18 % experience difficulties promoting sustainable employability; and 86 % indicate no need for support to promote sustainable employability. Respondents noted the following health complaints among workers aged ≥55 years: work-related health problems (31 %), stress (26 %), work agreements/type of work (17 %), work/life balance (15 %), and career development and/or training (9 %). Topics concerning health and well-being of workers aged ≥55 years requiring the most attention include motivation (30 %) and adaptation of the workplace to their health requirements (26 %). The e-guide should raise further awareness among employers about the importance of implementing an active sustainable employability policy to prolong working life in a healthy and productive way. The e-guide should also include tools to address work-related health problems and stress, motivation, and adaptation of the workplace to the health requirements of workers aged ≥55 years.

An investigation of predictors of successful aging in the workplace among Hong Kong Chinese older workers.

PubMed

Cheung, Francis; Wu, Anise M S

2012-03-01

We examined associations between successful aging in the workplace (adaptability and health, positive relationship, occupational growth, personal security, and continuous focus on goals) and two major factors of work stressors (work family conflict and discrimination against older workers) and coping resources (perceived organizational support, supportive human resource policies, and social support from friends and family) among Chinese older workers in Hong Kong. Furthermore, we also examined whether coping resources moderate the negative effect derived from work stressors on successful aging. A total of 242 Chinese full-time workers aged 40 years or above were recruited in a self-administered questionnaire survey study in Hong Kong. Hierarchical regression results showed that family-to-work conflict was significantly related to successful aging, except the dimension of personal security. Work-to-family conflict and discrimination, however, were not related to successful aging in the workplace. In terms of coping resources, perceived organizational support was related to all dimensions of successful aging in the workplace. We also found that training and development was a significant correlate of occupational growth. Social support from friends and family was positively related to three successful aging dimensions, including adaptability and health, personal security and continuous focus on goals. Finally, when facing discrimination in the workplace, support from organizations and from friends and family were particularly important for old-older workers (aged 55 years or above) to achieve better adaptability and health. Perceived organizational support and social support from friends and family were important correlates of successful aging in the workplace. Limitation and recommendations for organizational intervention were discussed.

The Rise and Fall of Workplace Basic Skills Programmes: Lessons for Policy and Practice

ERIC Educational Resources Information Center

Wolf, Alison; Aspin, Liam; Waite, Edmund; Ananiadou, Katerina

2010-01-01

Since the publication of the Moser Report in 1999, improving the basic skills of adults has been a major priority for all of the UK's governments. There has been a particular interest in building up workplace provision, because of the assumed relationship between the basic skills of the employed population and productivity. A longitudinal study…

2 CFR 182.215 - What must I include in my drug-free awareness program?

Code of Federal Regulations, 2010 CFR

2010-01-01

... employees about— (a) The dangers of drug abuse in the workplace; (b) Your policy of maintaining a drug-free... penalties that you may impose upon them for drug abuse violations occurring in the workplace. ... 2 Grants and Agreements 1 2010-01-01 2010-01-01 false What must I include in my drug-free...

36 CFR § 1212.215 - What must I include in my drug-free awareness program?

Code of Federal Regulations, 2013 CFR

2013-07-01

... employees about— (a) The dangers of drug abuse in the workplace; (b) Your policy of maintaining a drug-free... penalties that you may impose upon them for drug abuse violations occurring in the workplace. ... 36 Parks, Forests, and Public Property 3 2013-07-01 2012-07-01 true What must I include in my drug...

Workplace compliance with a no-smoking law: a randomized community intervention trial.

PubMed Central

Rigotti, N A; Bourne, D; Rosen, A; Locke, J A; Schelling, T C

1992-01-01

BACKGROUND. Compliance with state and local laws restricting smoking in public places and workplaces has not been systematically evaluated. METHODS. We assessed workplace compliance with a comprehensive no-smoking law adopted in Brookline, Mass, and tested whether mailing information to businesses increased awareness of and compliance with the law. We conducted a random sample telephone survey of 299 businesses (87% response rate). Self-reported compliance was validated by direct observations. RESULTS. One year after its adoption, the law was popular with businesses. The prevalence of smoking restrictions, smoking policies, and no-smoking signs was 80%, 59%, and 40%, respectively. One third of businesses banned smoking. Full compliance with the law was low, however, because few businesses posted a copy of their smoking policy as required. The mailing increased employers' awareness of the law. Employers sent the mailing also reported better compliance, but this was not confirmed by direct observations. CONCLUSIONS. The law was popular and contributed to a high prevalence of workplace smoking restrictions. Different interpretations of the law by policymakers and businesses seemed to explain why formal compliance was low. The mailing increased awareness of, but not compliance with, the law. PMID:1739153

48 CFR 323.7001 - Policy.

Code of Federal Regulations, 2012 CFR

2012-10-01

... ENVIRONMENT, ENERGY AND WATER EFFICIENCY, RENEWABLE ENERGY TECHNOLOGIES, OCCUPATIONAL SAFETY, AND DRUG-FREE WORKPLACE Safety and Health 323.7001 Policy. Various statutes and regulations (e.g., the Walsh-Healy Act and Service Contract Act), require adherence to minimum safety and health standards by contractors engaged in...

48 CFR 323.7001 - Policy.

Code of Federal Regulations, 2013 CFR

2013-10-01

... ENVIRONMENT, ENERGY AND WATER EFFICIENCY, RENEWABLE ENERGY TECHNOLOGIES, OCCUPATIONAL SAFETY, AND DRUG-FREE WORKPLACE Safety and Health 323.7001 Policy. Various statutes and regulations (e.g., the Walsh-Healy Act and Service Contract Act), require adherence to minimum safety and health standards by contractors engaged in...

48 CFR 323.7001 - Policy.

Code of Federal Regulations, 2011 CFR

2011-10-01

... ENVIRONMENT, ENERGY AND WATER EFFICIENCY, RENEWABLE ENERGY TECHNOLOGIES, OCCUPATIONAL SAFETY, AND DRUG-FREE WORKPLACE Safety and Health 323.7001 Policy. Various statutes and regulations (e.g., the Walsh-Healy Act and Service Contract Act), require adherence to minimum safety and health standards by contractors engaged in...

Belongingness in the workplace: a study of Malaysian nurses' experiences.

PubMed

Mohamed, Z; Newton, J M; McKenna, L

2014-03-01

The need to belong has been proposed as the most basic need for human psychological well-being. Lack of belongingness has been associated with stress, anxiety and lack of esteem. Social and psychological functioning in the workplace has been linked to nurses' interconnection with others and their perceptions of belongingness. To explore factors contributing to Malaysian nurses' sense of belonging in the workplace. A descriptive questionnaire survey of registered nurses (n = 437) working in two Malaysian hospitals was conducted in 2011. Previously validated questionnaires translated into the Malay language were used. Data were analysed using SPSS 19.0. Nurses enhanced their sense of belonging through acceptance, 'fitting in', respect and group harmony. There were no specific demographic factors contributing to the nurses' perceptions. The findings suggest that these priorities for belongingness were contextually influenced by factors such as elements of Malaysian culture, the nature of nurses' teamwork and stereotypical values on the nursing profession. Data were collected in only two hospitals. Experiences of nurses in other hospitals and areas of Malaysia may not be similar. The influence of Malaysian culture in this study raises issues about utilization of a measurement scale developed in Western cultures, which may not directly accord with cultural values of an Eastern ethnicity. Aspects of belongingness in Malaysian nurses reflect those of nurses elsewhere. However, there are specific cultural influences at play. Therefore, development of a measurement scale based on Eastern culture would help in increasing understanding of workplace practices among these groups. Workplaces that perpetuate an environment that is not conducive to generating a sense of belonging may have an untoward impact on care delivery. Healthcare policies need to ensure patient care has a focus on engaging practitioners within multidisciplinary teams. © 2013 International Council of Nurses.

Providing mental health first aid in the workplace: a Delphi consensus study.

PubMed

Bovopoulos, Nataly; Jorm, Anthony F; Bond, Kathy S; LaMontagne, Anthony D; Reavley, Nicola J; Kelly, Claire M; Kitchener, Betty A; Martin, Angela

2016-08-02

Mental health problems are common in the workplace, but workers affected by such problems are not always well supported by managers and co-workers. Guidelines exist for the public on how to provide mental health first aid, but not specifically on how to tailor one's approach if the person of concern is a co-worker or employee. A Delphi consensus study was carried out to develop guidelines on additional considerations required when offering mental health first aid in a workplace context. A systematic search of websites, books and journal articles was conducted to develop a questionnaire with 246 items containing actions that someone may use to offer mental health first aid to a co-worker or employee. Three panels of experts from English-speaking countries were recruited (23 consumers, 26 managers and 38 workplace mental health professionals), who independently rated the items over three rounds for inclusion in the guidelines. The retention rate of the expert panellists across the three rounds was 61.7 %. Of the 246 items, 201 items were agreed to be important or very important by at least 80 % of panellists. These 201 endorsed items included actions on how to approach and offer support to a co-worker, and additional considerations where the person assisting is a supervisor or manager, or is assisting in crisis situations such as acute distress. The guidelines outline strategies for a worker to use when they are concerned about the mental health of a co-worker or employee. They will be used to inform future tailoring of Mental Health First Aid training when it is delivered in workplace settings and could influence organisational policies and procedures.

Policy on professional support in return-to-work: Occupational health professionals' experiences in a Canadian setting.

PubMed

Maiwald, Karin; Meershoek, Agnes; de Rijk, Angelique; Nijhuis, Frans J N

2015-01-01

In Canada and other countries, sickness-based absences among workers is an economic and sociological problem. Return-to-work (RTW) policy developed by both employer and worker' representatives (that is, bipartite policy) is preferred to tackle this problem. The intent was to examine how this bipartite agreed-upon RTW policy works from the perspective of occupational health professionals (those who deliver RTW services to workers with temporary or permanent disabilities) in a public healthcare organization in Canada. In-depth interviews were held with 9 occupational health professionals and transcribed verbatim. A qualitative, social constructivist, analysis was completed. The occupational health professionals experienced four main problems: 1) timing and content of physicians' medical advice cannot be trusted as a basis for RTW plans; 2) legal status of the plans and thus needing workers' consent and managers' approval can create tension, conflict and delays; 3) limited input and thus little fruitful inference in transdisciplinary meetings at the workplace; and yet 4) the professionals can be called to account for plans. Bipartite representation in developing RTW policy does not entirely delete bottlenecks in executing the policy. Occupational health professionals should be offered more influence and their professionalism needs to be enhanced.

Policies to Reduce Influenza in the Workplace: Impact Assessments Using an Agent-Based Model

PubMed Central

Grefenstette, John J.; Galloway, David; Albert, Steven M.; Burke, Donald S.

2013-01-01

Objectives. We examined the impact of access to paid sick days (PSDs) and stay-at-home behavior on the influenza attack rate in workplaces. Methods. We used an agent-based model of Allegheny County, Pennsylvania, with PSD data from the US Bureau of Labor Statistics, standard influenza epidemic parameters, and the probability of staying home when ill. We compared the influenza attack rate among employees resulting from workplace transmission, focusing on the effects of presenteeism (going to work when ill). Results. In a simulated influenza epidemic (R0 = 1.4), the attack rate among employees owing to workplace transmission was 11.54%. A large proportion (72.00%) of this attack rate resulted from exposure to employees engaging in presenteeism. Universal PSDs reduced workplace infections by 5.86%. Providing 1 or 2 “flu days”—allowing employees with influenza to stay home—reduced workplace infections by 25.33% and 39.22%, respectively. Conclusions. PSDs reduce influenza transmission owing to presenteeism and, hence, the burden of influenza illness in workplaces. PMID:23763426

[Fostering a breastfeeding-friendly workplace].

PubMed

Chen, Yi-Chun; Kuo, Shu-Chen

2013-02-01

Creating supportive environments that encourage mothers to breastfeed their children has emerged in recent years as a key health issue for women and children. Taiwan has a large and still growing number of new mothers in the workplace. Early postpartum return to work and inconvenient workplace conditions often discourage women from breastfeeding or cause early discontinuation. This study describes the current status of worksite breastfeeding-friendly policies in Taiwan and selected other countries and assesses the effects of work-related factors on working mother breastfeeding behavior. Although maternity leave has been positively correlated with breastfeeding duration, maternity leave in Taiwan remains significantly shorter than in other countries. Flexible working conditions, the provision of lactation rooms, and support from colleagues are critical components of promoting breastfeeding in the workplace.

Workplace violence prevention policies in home health and hospice care agencies.

PubMed

Gross, Nathan; Peek-Asa, Corinne; Nocera, Maryalice; Casteel, Carri

2013-01-31

Workplace violence in the home health industry is a growing concern, but little is known about the content of existing workplace violence prevention programs. The authors present the methods for this study that examined workplace violence prevention programs in a sample of 40 California home health and hospice agencies. Data was collected through surveys that were completed by the branch managers of participating facilities. Programs were scored in six different areas, including general workplace violence prevention components; management commitment and employee involvement; worksite analysis; hazard prevention and control; safety and health training; and recordkeeping and program evaluation. The results and discussion sections consider these six areas and the important gaps that were found in existing programs. For example, although most agencies offered workplace violence training, not every worker performing patient care was required to receive the training. Similarly, not all programs were written or reviewed and updated regularly. Few program differences were observed between agency characteristics, but nonetheless several striking gaps were found.

48 CFR 1523.7001 - Policy.

Code of Federal Regulations, 2010 CFR

2010-10-01

... ENVIRONMENTAL, CONSERVATION, OCCUPATIONAL SAFETY, AND DRUG-FREE WORKPLACE Energy-Efficient Computer Equipment 1523.7001 Policy. (a) The “Energy Star” Executive Order (E.O. 12845) applies to the following equipment... (CRT or Flat-panel LCD). (b) “Energy Star” requirements do not apply to the following equipment: (1...

48 CFR 1523.7001 - Policy.

Code of Federal Regulations, 2011 CFR

2011-10-01

... ENVIRONMENTAL, CONSERVATION, OCCUPATIONAL SAFETY, AND DRUG-FREE WORKPLACE Energy-Efficient Computer Equipment 1523.7001 Policy. (a) The “Energy Star” Executive Order (E.O. 12845) applies to the following equipment... (CRT or Flat-panel LCD). (b) “Energy Star” requirements do not apply to the following equipment: (1...

48 CFR 1523.7001 - Policy.

Code of Federal Regulations, 2012 CFR

2012-10-01

... ENVIRONMENTAL, CONSERVATION, OCCUPATIONAL SAFETY, AND DRUG-FREE WORKPLACE Energy-Efficient Computer Equipment 1523.7001 Policy. (a) The “Energy Star” Executive Order (E.O. 12845) applies to the following equipment... (CRT or Flat-panel LCD). (b) “Energy Star” requirements do not apply to the following equipment: (1...

48 CFR 323.7100 - Policy.

Code of Federal Regulations, 2011 CFR

2011-10-01

... WORKPLACE Green Purchasing Requirements 323.7100 Policy. (a) The HHS guidelines and procedures for “green purchasing” may be found in the HHS Affirmative Procurement Plan (APP), “Purchasing Environmentally Preferable Products and Services at the U.S. Department of Health and Human Services.” The APP encompasses...

Attitudes toward nonsmoking policies and tobacco tax increases: a cross-sectional study among Vietnamese adults.

PubMed

Dao, Thi Minh An; Hoang, Van Minh; Le, Thi Huong; Kim, Bao Giang; Le, Thi Thanh Xuan; Pham, Thi Quynh Nga; Hsia, Jason

2015-03-01

Following the 2009 update of the 2005 Framework Convention on Tobacco Control, Vietnam issued a new policy to ban smoking at workplaces and public places. This cross-sectional survey explored public attitudes toward this new regulation and provides evidence to inform future laws. Using stratified cluster sampling, 10 383 Vietnamese people older than 15 years were drawn from 11 142 selected households. Policies mandating "no smoking at workplaces" were supported by 88.7% of Vietnamese adults, whereas "no smoking in public places" and "increasing the tobacco tax" received less support. Educational level, knowledge of health effects, access to information on quitting and smoking health risks, smoking status, ethnicity, and region had significant associations with positive attitudes toward all 3 tobacco control policies. Adults belonging to the non-Kinh ethnic group, those who do not live in the Red river delta, people with lower educational levels, and current smokers should be targeted in tobacco control communication programs. © 2012 APJPH.

Work, family, and managerial attitudes and practices in the European workplace: comparing Dutch, British, and Slovenian financial sector managers.

PubMed

Dulk, Laura Den; Peper, Bram; Sadar, Nevenka Černigoj; Lewis, Suzan; Smithson, Janet; Van Doorne-Huiskes, Anneke

2011-01-01

Managers are key actors shaping employees’ capabilities to utilize work–life policies. However, most research on managers’ implementation of these policies has been conducted in liberal welfare states and ignores the impact of institutional context. In this study, we situate managers within specific workplace and national layers of context. We investigated how managers in financial organizations in the Netherlands, UK, and Slovenia talk about the utilization of work–life policies. Managers’ discourses stressed disruption and dependency considerations in these case studies, as in the US research. However, a further management discourse of the moral case or right thing to do also emerged. The lack of resources for replacing staff on leave creates disruption and reduces managers capability to support the use of work–life policies, even when they are statutory or if managers are inclined be supportive (dependency or moral argument). This is likely to impact on parents' capabilities.

Workplace Lactation Programs in Small WIC Service Sites: A Potential Model.

PubMed

Angeletti, Michelle A; Llossas, Jose R

2018-03-01

The Special Supplemental Nutrition Program for Women, Infants, and Children (WIC) has an opportunity to protect, promote, and support breastfeeding by implementing and modeling workplace lactation programs in small WIC agencies that may have barriers regarding the lack of both human and financial resources. The goal of this article was to describe effective strategies for agency administrators in small WIC service sites so that they can reduce barriers, successfully implement workplace lactation policies and programs, and model successful strategies for other small employers. Copyright © 2017 Society for Nutrition Education and Behavior. Published by Elsevier Inc. All rights reserved.

Relationship of workplace incivility, stress, and burnout on nurses' turnover intentions and psychological empowerment.

PubMed

Oyeleye, Olubunmi; Hanson, Patricia; O'Connor, Nancy; Dunn, Deborah

2013-10-01

This study explored the relationships among perceived workplace incivility, stress, burnout, perceived turnover intentions, and perceived level of psychological empowerment among acute care nurses (medical-surgical and critical care) in community and tertiary hospitals through the lens of complexity science. An exploratory study was conducted, and findings demonstrate significant relationships among workplace incivility, stress, burnout, turnover intentions, total years of nursing experience, and RN education levels. Creating targeted retention strategies and policies that will be sensitive to the needs and interests of nurses at high risk for leaving their organizations is imperative for nurse executives.

Strengthening health promotion in Australian workplaces.

PubMed

Fisher, K J; Deeds, S; Siebel, R; Allen, J

1997-01-01

The Australian workplace has emerged as an important venue for influencing the health of employees through regulations and behaviour change programs. Recent surveys have highlighted a growth in this activity but the effectiveness of these programs in changing unhealthy work practices and policies is questionable. The need for strengthening programs by stronger designs and evaluation, and addressing organisational factors and employee participation in planning and implementation processes is documented. Efforts in that direction in Queensland are cited, Building on these existing foundations, redirecting existing resources, and building intersectoral cooperation in public-private partnerships hold a creative, exemplary vision of the future for Australian workplace programming.

"Please Do Not Leave Any Notes for the Cleaning Lady, as Many Do Not Speak English Fluently": Policy, Power, and Language Brokering in a Multilingual Workplace

ERIC Educational Resources Information Center

Gonçalves, Kellie; Schluter, Anne

2017-01-01

This article investigates the covert language policy and micro-language planning practices of one female Brazilian-American entrepreneur, Magda, within her multilingual cleaning company. Because Magda is plurilingual (Spolsky in "Language policy." Cambridge University Press, Cambridge, 2004), she is able to draw on her metalinguistic…

Occupation and Industry Sex Segregation, Gender, and Workplace Support: The Use of Flexible Scheduling Policies

ERIC Educational Resources Information Center

Minnotte, Krista Lynn; Cook, Alison; Minnotte, Michael C.

2010-01-01

This study examines how industry and occupation sex segregation are related to the use of flexible scheduling policies and perceptions of the career repercussions of using such policies. The analysis is performed on data from the 2002 National Study of the Changing Workforce (N = 2,810). Findings suggest that the percentage of women per industry…

22 CFR 133.220 - By when must I publish my drug-free workplace statement and establish my drug-free awareness...

Code of Federal Regulations, 2011 CFR

2011-04-01

... statement and establish my drug-free awareness program? 133.220 Section 133.220 Foreign Relations DEPARTMENT...) Requirements for Recipients Other Than Individuals § 133.220 By when must I publish my drug-free workplace... have a policy statement as described in § 133.205 and an ongoing awareness program as described in...

Ten years after: is it time to revisit the 1994 OSHA indoor air quality rule?

PubMed

Ahrens, David

2011-01-01

Approximately 20 million nonsmoking workers are employed in workplaces without restrictions on smoking and are potentially exposed to secondhand smoke--a Class A carcinogen. These workers are largely in the service industry, in southern and western states and in non-urban areas. The Occupational Safety and Health Administration's (OSHA's) 1994 proposal for smoke-free workplaces (withdrawn in 2001) was attacked by many interest groups that may no longer oppose this protection. Federal regulation for smoke-free workplaces is needed for workers, who are not protected by state and local smoke-free laws. This policy could save thousands of lives each year, and prevent significant illness. Twenty-one states have "state plans" that would allow more protective laws. Of the 29 states under OSHA, 11 have comprehensive smoke-free statutes. Changes in the policy environment and in institutions such as unions, restaurant associations, and the tobacco industry since 2001 may improve the prospects for federal action and reduce disparities that currently characterize exposure to secondhand smoke.

48 CFR 223.7201 - Policy.

Code of Federal Regulations, 2012 CFR

2012-10-01

... DEFENSE SOCIOECONOMIC PROGRAMS ENVIRONMENT, ENERGY AND WATER EFFICIENCY, RENEWABLE ENERGY TECHNOLOGIES, OCCUPATIONAL SAFETY, AND DRUG-FREE WORKPLACE Safeguarding Sensitive Conventional Arms, Ammunition, and...