For many years, PPAI has been an active member of the Incentive Federation. This organization is dedicated to promoting and protecting the incentive industry which includes promotional products, recognition items and related promotions. This group is now in conversations with the Occupational Safety and Health Administration (OSHA), regarding recent changes to their Safety and Health Program Management Guidelines. Under these new guidelines, OSHA points to the negative success safety incentive programs have had in the work place:
“Incentive programs for workers or managers that tie performance evaluations, compensation, or rewards to low injury and illness rates can discourage injury and illness reporting. Point systems that penalize workers for reporting injuries, illnesses, or other safety or health concerns have the same effect, as can mandatory drug testing after reporting injuries. Effective safety and health programs recognize positive safety and health activities, such as reporting hazardous conditions or suggesting safer work procedures.”
These new Safety and Health Program Management Guidelines puts a negative stigma and a blanket generalization on all safety incentive programs, which is just not the case. Limiting potential hazards in the work place is something both employees and employers take very seriously in an effort to have a safer workplace, and all methods of safety prevention should be considered when trying to achieve these objectives.
The Incentive Federation response highlights in great detail how injuries have been in steady decline from the 12-year period of 2003-2014 reported by the U.S. Bureau of Labor Statistics. I encourage you to take a look and better inform yourself on the current guideline changes taking place.
Additionally, I will be heading to Washington, D.C. next week as part of our annual lobbying event—the Legislative Education and Action Day or L.E.A.D.—and we will be sure to share the effectiveness of well-designed safety programs in reducing worker injuries and improving employee morale.
If you have any questions about this report or our work in DC, please contact me and I’ll be happy to discuss it with you.