Money is behind the hollowness of many companies’ stop work policies. Sure, if you see something, say something. A change in weather conditions. An emergency situation. A near-miss incident. A lack of knowledge as to how to proceed. Unsafe conditions. Equipment used improperly. All legitimate risks. All often ignored by the workers who have the authority to halt work. Why? 

How many safety pros give CEOs a pass when it comes to safety? How many lower their expectations of what CEOs should do for safety? As a rule, the majority of CEOs have no schooling in occupational safety and health. They distance themselves from it, consciously or unconsciously.

When you have a complex supply chain, issues may occur with oversight responsibility for various operations. Fundamentally some of this emanates from the industry’s reaction and response to the promulgation of the Occupational Safety and Health Act.

A Q & A with ISHN’s CE Center development manager, in which she explains how to earn free CEU credits and what that means for our readers.

Now that I have been personally thrust into the ADA-world, I am looking at the regulation with a much keener eye. I have many concerns.

Engaged employees not only have fewer incidents but those that do occur are significantly less costly and more than likely allows workers to get back to work far more quickly.

A new report conducted by a third-party research firm reveals that the demands of transport workers, as defined by warehousing, transport, manufacturing and construction, are having significant negative impacts not only on industrial workers’ bodies, but also their mental and emotional wellbeing.

Covid-19 interrupted and disrupted many concepts in health science plans. Now is the time for NIOSH to get back on track.

A bias exists that white collar workers — more than their blue collar counterparts — are more prone to burn out, anxiety, depression, stress overload, work-life imbalances, emotionally draining work, and have a strong need for rest, gratitude and recognition. But that's not true.

Employee engagement is influenced by how the individual perceives the work culture, reacts emotionally and responds behaviorally.