Unsafe Employees Cannot Be Ignored

Unsafe employees are a risk for everyone and should not be tolerated in the workplace. It seems so obvious when put into writing! But unfortunately, it can be easy to brush problems under the rug and hope for the best (more on that in a minute).

First and foremost, nearly all employers understand that they’re responsible for creating and ensuring a continually safe work environment. This, at a minimum, means that employees will be trained on how to perform their job duties safely and that reasonable steps will be taken to keep the working environment safe. When applicable, more detailed steps will also be taken to stay in compliance with all U.S. Occupational Safety and Health Administration (OSHA) regulations.

Let’s take a look at why unsafe behavior often gets tolerated and what employers can do instead to ensure it is properly handled.

Why Does Unsafe Employee Behavior Get Ignored?

The short answer to this question is: We’re all human. Handling disciplinary procedures and creating potentially confrontational situations is something we instinctively avoid—even when we shouldn’t. Given that an employee who intentionally bypasses safety regulations is already exhibiting a lack of respect for rules, it can be even more of a reason to assume the conversation will not be simple. This person may be stubborn or may have a history of being insubordinate or difficult, and safety issues are just one component. He or she may not be keen to own up to safety lapses either.

Some other potential reasons why unsafe employees may be ignored:

• Not all organizations treat safety violations as a disciplinary problem, especially not one that can result in termination. Realistically, however, they should.
• Some employers fear that disciplining or terminating an employee for a safety violation may increase their risk of lawsuits. (In reality, it may be more likely that not disciplining or terminating that person is a greater risk.)
• In some working environments, safety problems may actually be caused by lack of training rather than inappropriate behavior on the part of the employee. In these cases, the employer may not be investing the time and money needed to get all employees properly trained in safety procedures, and may (sadly) opt to ignore issues until a major problem results.
• Managers may see the minor safety issues but not feel they have the time to address them properly. The real problem is that a minor issue can become a major one in a hurry.
• There may be competing incentives. For example, if employees get a bonus for production speeds, but the machine runs faster with a safety feature disengaged, that could incentivize the employees to consider intentionally disabling safety mechanisms.

How Can Employers Address Unsafe Employee Issues?

With all of these reasons why safety problems—and unsafe employees—may be ignored, we can see how important it is to have a better plan in place. Here are tips for employers to do better:

• Remember that unsafe behaviors can come from anyone—even from employees who have been with the organization the longest and who have a history of complete safety compliance. It’s easy to become complacent and forget to follow all safety steps or even assume that nothing will go wrong because of the many years of experience of the individual.
• Train managers on the importance of addressing any and all safety issues right away. Not only do unsafe employees present risks but they also can create an environment where employee morale is low because other employees don’t feel the employer is making everyone’s safety a priority.
• Have a clear training program set up, and ensure it includes frequent updates and refresher courses.
• Encourage employees to correct safety problems and report issues promptly.
• Be careful not to incentivize hiding safety problems, which can occur when focusing solely on having no incidents rather than focusing on improving any and every concern.
• Present safety improvements as a form of employee development when possible so that safety continues to be viewed positively and not as simply “rule following.”
• Ensure signage is in place where applicable. In other words, take steps to help employees be safe even when they’re not sure what the procedure is.
• If safety concerns are raised, always investigate.

What other tips would you suggest? What safety problems have you overcome in your organization?

*This article does not constitute legal advice. Always consult legal counsel with specific questions.