OSHA Expert Needed
preider
6 Posts
For those of you who were around seven or eight years ago, I used to be "psrcello". A couple of job changes later, here I am again!
I'm trying to help our safety coordinator come up with employee bonus goals. He's currently using behavior based safety audit completion as the goal, and everyone is getting 100%. However, our recordable incident rate and lost time severity rates are horrendous! It seems that there's a disconnect between the bonus goal and the achieved results.
In previous lives, I've used recordable incident rate as a bonus goal, coupled with a second goal encouraging employees to report near misses and minor injuries. However, the safety guy claims that OSHA "prohibits" employers from tying bonuses to recordable incident rates.
Any input?
I'm trying to help our safety coordinator come up with employee bonus goals. He's currently using behavior based safety audit completion as the goal, and everyone is getting 100%. However, our recordable incident rate and lost time severity rates are horrendous! It seems that there's a disconnect between the bonus goal and the achieved results.
In previous lives, I've used recordable incident rate as a bonus goal, coupled with a second goal encouraging employees to report near misses and minor injuries. However, the safety guy claims that OSHA "prohibits" employers from tying bonuses to recordable incident rates.
Any input?
Comments
Sharon
:welcome:
You need to ask your OSHA guy to see his validation - in writing. I have never
heard of OSHA getting involved in safety incentive plans, that's a new one..
We pay a .5% bonus on all wages for any month the plants meet their goals, split
between half based on manhours worked per recordable accident and half on WC claims
per manhour worked.
It's working so far for us.