Workplace Safety

CSPs gain certification from the Board of Certified Safety Professionals, which is commonly referred to as the BCSP. The Council of Engineering and Scientific Specialty Boards and the National Commission for Certifying Agencies are responsible for accrediting Certified Safety Professionals in the United States. The ISO/IEC is responsible for international accreditation. To become a CSP, an individual must have a bachelor’s degree in any field or an associate’s degree in health and safety. They must also satisfy the following requirements:

• Pass the Comprehensive Practice and Safety Fundamentals exams.
• Provide the BCSP with proof of maintaining competency by re-certifying every five years.
• Have at least four years of professional safety experience.

Why Companies Should Hire CSPs. Companies that hire CSPs enjoy an enhanced reputation. CSP certification is one of the most coveted credentials in the United States today. Having an individual who is certified in environmental positions, health and safety is an asset. Employers in many fields seek these professionals. They work with not-for-profit organizations, government agencies, businesses, various industries and consulting firms. In addition to this, many lawyers have started using CSPs as expert witnesses in trials where expert testimonies in health and safety are required. They have been involved in cases with OSHA citations, Workers Compensation, injury lawsuits and several other types of court proceedings. Many government and private agencies require CSPs in their contracts for assurance of experience and knowledge.

Employer Benefits of Hiring a CSP. Employers enjoy many benefits from hiring a CSP. The following are some of the most desirable advantages:

• The company name is associated with a prestigious global certification.
• An individual is identified as a source of expertise by extensive examination.
• Company relations with environmental, health and safety communities are improved.
• Enhances company reputation by keeping an individual certified in safety, health and environmental positions on staff.
• Establishes an examination basis for assessment of employee competency.
• Offers easy access to current information on applicable laws, regulations, consensus standards and licenses.
• Demonstration to other parties that certificate holders have been tested and deemed competent under the highest standards.
• Recognition of the highest level of professionalism in certified health, safety and environmental executives.
• Standards of practice for certification maintenance exemplify enhanced professional credibility.

EPA and OSHA standards show recognition of CSP certification in regulations, standards and laws. Many local and state government contracts require CSP services. These professionals continue to grow in value through government, public and employer recognition. They also continue growing in value because of the national accreditation benefit and the high standards they must abide by.

Fire blankets are an essential accessory that are often excluded from workplace or home safety plans. These blankets are highly effective in snuffing out fires, so it’s essential to have them available. There are different types of fire blankets, which will be discussed further in the following paragraphs. Keep reading to learn how these valuable accessories can save lives in common situations.

1. Electrical & General Indoor Fires. Usually a wool fire blanket is versatile enough to stand up to these types of fires. Sometimes poorly-wired outlets, frayed cords or the cords of old heaters are likely to start an electrical fire. When this happens, a fire blanket is just as effective as a fire extinguisher. However, people who panic have an easier time using a fire blanket than a fire extinguisher. When people panic after seeing a fire, they often fumble or forget how to activate an extinguisher. Simply throwing the flame-retardant wool blanket is a fast way to put out small flames. Choose blankets that are large enough to cover the room area they’re placed in. If necessary, purchase multiple blankets. Whether using these in a home or office, place them in locations where they’ll be easily accessible. Educate family members or employees about how to use them.

2. Kitchen & Grease Fires. Wool blankets are often suitable for kitchen or grease fires. There are some fire blankets on the market that are specifically intended for kitchens. If desired, purchase these instead of a general wool blanket. Be sure to purchase enough of these blankets to cover a large grease fire. Store them in a place that isn’t too high. For example, never put one above a stove or indoor grill. In the event of a grease fire on the stove, it might be impossible to reach the blanket without getting burned. Restaurant businesses should always have these blankets available to minimize equipment damage. By the time employees use an extinguisher, equipment might be damaged beyond repair or the fire might have already spread.

3. Infant & Child Fire Protection. Fires often occur unexpectedly. Unfortunately, dangerous flames claim the lives of many infants each year. To minimize the risk of infant harm, use a special infant fire blanket. They’re sold at fire safety companies and baby supply stores. Every daycare business should always use these fire-retardant blankets on napping infants. They can also be used at home on unattended infants who are napping. Never cover an infant’s face. These blankets cling to the outline of the baby’s body, so it’s easy to wrap them up and keep them safe from flames while exiting a structure that’s on fire.

4. Outdoor Fires. Large fire blankets are ideal for outdoor fires that arise from grills, fire pits or candles. Since there is usually plenty of oxygen outdoors, it’s easy for fires to flourish. By the time a fire extinguisher is obtained, the fire might have spread far. It’s best to keep a fire blanket handy when any candles, torches or grills are lit outdoors. If the flames become out of control, throw the blanket on the fire immediately.

To prevent fires before they start, put a fire blanket over flammable materials that aren’t constantly stored at optimal temperatures. People who catch fire should try to use a fire blanket instead of rolling on the ground. Stopping, dropping and rolling doesn’t immediately eliminate the oxygen exposure as a fire blanket does. To keep as calm as possible during a fire, always remember that they are easy to put out by simply eliminating the source of oxygen with a fire blanket.

According to recent data collected by the Bureau of Labor Statistics, approximately 15 million people in the United States work on a rotating shift, night shift, or evening shift schedule. In addition, the total number of hours worked by employees in the United States is higher than most of Western Europe and Japan. Both working irregular shifts and working long hours have been shown to contribute to safety risks and health problems.

Shift workers tend to be more tired than the general population, which can lead to difficulty concentrating and slower reflexes. As a result, shift workers are more likely to make errors on the job or be involved in accidents. The stress of shiftwork might also cause such employees to acquire certain health conditions.

When an individual works at night, he or she is unable to get enough restorative sleep. Sleep following a night shift is usually shorter and less regenerative than sleep during the night would have been. During nighttime hours, body functions and brain activity slow down. Because the individual is already lacking sleep, he or she is likely to exhibit performance problems. Individuals who work rotating schedules will experience additional problems each time they must switch between day and night shifts.

In addition to fatigue and concentration problems, shiftwork can also lead to serious health problems. Research has shown that employees who work rotating shift schedules are more likely to experience digestive problems, such as nausea, constipation, and stomach ulcers. Heart conditions are also more common among shift workers than in the general population.

Because shiftwork is often unavoidable, it is important to design the work schedule so that it minimizes the stress of shiftwork as much as possible. A properly designed work schedule can prevent accidents, improve worker morale, and decrease the likelihood of employee health problems.

All workers have a natural circadian rhythm that tells their bodies when to sleep and be awake. For this reason, employees who must be at work during late night and early morning hours are likely to have more trouble focusing. Certain shift times might also prevent workers from seeing family and friends. To prevent problems that might result from unusual shift times, many employers avoid scheduling the same worker for late night or early morning shifts during all work periods.

Though it might seem like it would be easier for workers to adapt to an unusual shift if it were a permanent assignment, most workers readjust to a normal schedule on their days off. For this reason, the majority of employers assign shiftwork on a rotating schedule. Rotating schedules prevent a worker from constantly experiencing the stress associated with the night shift. However, rotating schedules require workers to make changes to readjust to new sleep patterns regularly. To prevent serious health problems, it is advisable to rotate a worker’s shift every few weeks, rather than weekly or after only a few days.

Another important factor to consider in shiftwork is the amount of time an employee has to rest. Employees who work eight-hour shifts have more hours in the day remaining for rest than employees who work 12-hour shifts. Unfortunately, the other tasks employees must perform after their shift will not decrease when they work overtime, so employees who work long shifts must often sacrifice sleep in order to make ends meet. To prevent a buildup of fatigue, employers of employees who must work long hours should avoid scheduling too many consecutive workdays for the same employee.

Employers who require workers to perform shiftwork should also teach employees effective coping skills to deal with the stress of the schedule. Employees working rotating shifts can improve their situations by getting as much sleep as possible during their time off. They should also make an effort to spend time with family and friends, exercise, and eat a balanced diet.

At any given time, one in 10 employees suffers from depression. The repercussions of depression in the workplace-in terms of absenteeism and lost productivity-is estimated to run at $52 billion annually. An additional $26 billion is spent on medical care each year for the symptoms of depression. According to employees who suffer from depression, this illness hampers their ability to work effectively in many ways: 83% lack motivation, 82% have difficulty concentrating, 62% find tasks overwhelming, 45% arrive late for work or leave early, 24% experience chronic physical pain, and 20% have difficulty dealing with coworkers.

This data, reported by the University of Michigan Depression Center (UMDC), underscores the impact that employee depression has on a business’s bottom line. The Depression in the Workplace study was conducted through interviews with depressed employees (those having received treatment for depression within the last three years), middle managers, and benefit managers.

According to the study, many businesses think they are addressing the problem of employee depression, yet employees disagree. The good news is that in companies implementing “best practices” for dealing with workplace depression, depressed employees report better control over their disease and, consequently, they become more effective at work.

Half of the employees surveyed said they had been so depressed that they missed work, typically one to three days a month. When depressed, 38% of employees said they couldn’t carry out their normal workplace responsibilities. Surveyed managers placed depression’s impact on employee productivity as greater than that caused by drug or alcohol abuse, heart disease, or diabetes.

Though most of the employees (89%) said they had some type of mental health care coverage, 75% delayed seeking treatment for depression and 36% received only partial treatment. According to the survey, the failure or delay in seeking treatment resulted not from employees’ lack of familiarity with their mental health benefits, but from a concern that their depression might affect their career advancement and how they are viewed at work.

While many of the surveyed businesses felt that they were taking steps to help depressed employees deal with their illness, these steps were not necessarily a reality for employees:

• 83% of benefit managers said their companies had taken steps to ensure that employees with depression receive help, but only 37% of the businesses had conducted proactive depression education programs;
• 65% of the benefit managers said that employees have access to an employee assistance program (EAP), but only 14% of the surveyed employees ever contacted the EAP; and
• 78% of benefit managers agreed that lost productivity cost their businesses more than treating the depression would, but only 11% of the businesses offered depression screenings.

The survey identified a number of “best practices” that companies can implement to help employees deal with depression. These included providing access to appropriate outpatient care; providing information that enables employees to identify symptoms of the disease and the importance of seeking treatment; offering screening/early detection mechanisms; having guidelines for job accommodation that enable afflicted employees to seek treatment; providing supervisors with training on dealing with the issue; and having return-to-work plans for employees who have been absent due to the disease.

Employees of companies that utilized such best practices reported higher levels of job satisfaction and were less likely to view their illness as a barrier to career advancement. Also, among employees who received treatment, 88% said their effectiveness at work improved as a result.

Given the cost of depression-both on its victims and their employers’ business interests-the identified best practices represent compassionate and smart workplace measures.

Even the smallest workplace hazards have the potential to be the most dangerous. Whether there are protruding nails or slippery floors, the potential for danger is everywhere. With a few simple guidelines, these threats can be identified and reduced. The key idea to remember is that a disorderly workplace equals a dangerous workplace. Keeping order in the office or on the job site is the best way to ensure safety for employees.

Cluttered workplaces lead to a variety of illnesses and injuries. For example, if an employee sustains a laceration from a protruding rusty nail, he or she may be susceptible to tetanus. Not all employees receive regular vaccinations. In addition to this, not all employees are diligent about promptly disinfecting and treating a wound. If both issues were true, that small cut could lead to thousands of dollars in medical bills. Some injuries may be much more serious. For example, an employee who hits his or her head on an overhanging object may wind up with a head injury. Although such injuries might simply be treated with ice and rest, others might be fatal. For example, individuals who take some blood thinners are more susceptible to life-threatening damage from such occurrences. Unkempt workplaces where food or other perishable objects are present create a danger for illnesses.

When the workplace is cluttered, many employees develop a negative attitude toward safety. If employers do not show the utmost concern for safety, employees will feel that there is no reason for them to care either. The Occupational Safety & Health Administration clearly states that all passageways, places of employment, service rooms and store rooms should be kept orderly and sanitary. Employers are responsible for ensuring all hazards are removed and the workplace is clean.

To make employees happier and the workplace safer, follow these helpful housekeeping tips:

• Keep the walkways free of debris, boxes, tools and other equipment.
• Delegate various housekeeping tasks to each employee. Everyone should contribute to ensuring a safer workplace.
• Make sure all pallets are neatly stacked in a safe place.
• Check the workplace regularly for slick floors, damaged rugs, carpet rips, loose boards and other tripping hazards.
• Keep all floors maintained, and always place signs indicating wet floors after cleaning or mopping.
• Make sure there are no exits or aisles being blocked by equipment, boxes or other items.
• Remove overhanging or protruding objects, and pay special attention to doorways, walkways and common areas.

Fire protection is another important issue to consider with workplace hazards. Some hazards lead to fires, and many employees do not know how to handle them. Be sure to educate all staff on the following fire safety facts:

• Blocked aisles may help fires spread faster, and they may also prevent firefighters from reaching the flames.
• Crowded storage areas cause fires to spread quickly and may block the spray from sprinklers or fire extinguishers.
• Avoid obstructing vents, heating equipment, lighting and electrical equipment.
• Never block access to fire extinguishers or other fire safety equipment.
• Since many fires are caused by accumulated debris or oil, it is imperative to keep all areas clean.

By following these simple housekeeping suggestions, it is possible to make the workplace much safer. Educating employees about safety and fire hazards is a on ongoing process. In addition to providing this information upon initial employment, be sure to offer continuing education. Employees who know how to keep the workplace safe and prevent accidents will be more comfortable at work.

Discrimination and harassment are two occurrences that no business owner wants to see happen in their workplace. These can create major troubles for a business as they disrupt the workplace, lower employee morale, and potentially cause lawsuits that could cost the employer hundreds to millions of dollars.

Employers are legally expected to take proactive stances on discrimination and harassment within the workplace. Those that fail to address such issues are financially vulnerable should an employee bring about a lawsuit. In fact, in relation to discrimination and harassment claims, the U.S. Supreme Court has held that employers can even be liable when they weren’t directly aware that it was occurring.

What Is Discrimination? Discrimination is defined by laws at the local, state, and federal levels. Discrimination on the basis of national origin, race, religion, gender, and creed are prohibited by Title VII of the Civil Rights Act of 1964. The Age Discrimination in Employment Act of 1967 (ADEA) protects workers over 40-years-old from being discriminated against based on their age. Title I and V of the Americans with Disabilities Act (ADA) of 1990 prohibits discrimination against individuals with disabilities. Additionally, many states and municipalities have enacted local laws prohibiting discrimination in areas like pregnancy, parental and marital status, sexual orientation, and political affiliation.

What Is Harassment? Harassment is also defined by laws at the local, state, and federal levels. Harassment is verbal, physical, or written acts that cause an employee to feel uncomfortable in their working environment or that interfere with an employee being able to perform their job. This can include jokes, drawings, emails, notes, slurs, offensive language, and cartoons that either directly or suggestively reflect negatively on a protected class.

What Can Employers Do about Discrimination And Harassment?

1. Have a discrimination and harassment prevention policy. Having a formal and comprehensively written policy that clearly outlines your commitment to having a workplace free of harassment and discrimination will let employees know these acts won’t be tolerated. A lot of employers make such a formal statement within their employee handbook. Employees can sign a statement of understanding on discrimination and harassment as they receive and read their employee handbook. This practice may also be combined with mandatory employee training sessions on harassment and discrimination.

2. Have a policy outlining what steps employees should take related to harassment and discrimination. It’s important for employees to know a formal investigative process will happen and that they have a safe means to report behaviors that leave them feeling harassed or discriminated against. This can be approached a number of different ways. Some employers direct their employees to report harassment and discrimination complaints to human resources or office management for investigation. Other employers may prefer to have the chain of command followed and direct their employees to make reports to an immediate supervisor. Either way, the most important element is that the method of reporting is confidential, easily accessible, and clearly stated.

3. Let employees know that your management team takes your policy just as seriously as you do. Remember, employees are far more likely to believe in and follow the policy when they see that you and your managers truly believe that the policy is important. Take every opportunity to reiterate that employees can always safely come forward when they feel treated unfairly. Also, ensure that employees know the degree of harm discrimination and harassment causes for those both directly and indirectly involved.

Business owners in today’s ultra-competitive market are often faced with absorbing a plethora of information on everything from legal and financial issues to marketing strategies. This can tempt many business owners to procrastinate properly addressing harassment and discrimination. Do remember that the potential financial impact alone is reason enough to make time to create and communicate a proactive policy on workplace discrimination and harassment.

Is slipping, tripping, and/or falling on the job a serious problem? According to the Bureau of Labor Statistics (BLS), in 2009, employment related falls accounted for 212,760 injuries including 605 deaths. So, yes, falls are a serious problem.

At a Workers Compensation and medical cost of $70 billion annually, the financial impact is a concern to business people across the United States. Falls can occur anywhere:

• Slips on spills in a restaurant kitchen
• Steelworkers on skyscrapers
• Tripping over an area rug in a conference room
• Changing a light bulb on a step ladder
• Carrying a load so vision is blocked
• Poorly maintained staircases
• Icy or heaved sidewalks and parking lots

The National Institute for Occupational Safety and Health (NIOSH) researches causation and risk avoidance. Common sense goes a long way toward avoiding dangerous conditions, but more subtle hazards can be avoided through education and training.

Insurance carriers and their loss control professionals distribute much of this information simply by asking. One area of study concerns falls from elevated working platforms. For example, roofers shingling a house need to wear a harness and to tie off to a stable anchor. If footing is compromised, the leash will prevent a worse fall. Pole climbers and bucket truck operations require the same safety measure.

NIOSH researches the elevated platform fall in a virtual reality laboratory. Trades people go through their routines in virtual reality so scientists can observe the human behaviors leading to a fall. When causation is confirmed, safety measures are revisited and improved. The study may determine a front or back connection for the harness to create ease of work or better balance conditions.

Human factors laboratory studies ergonomics and other human stress factors. Posture, temperature, even industrial psychology is examined for potential safety improvement.

NIOSH studies ladder technology to better stabilize, operate, and climb safely. But, construction and utility work are not the only industries where falls are an issue. In 2008, falls were the third leading cause of death in manufacturing.

The movie image of prat-falling stuntmen is iconic. These professionals take precautions to safely perform their tricks. Workplace safety, especially avoiding slips, trips, and fall hazards, however, is serious business.

The next time you walk through your business, look for potential slip, trip, and fall hazards. Are the floors dry? Is the floor space too crowded? Are hallways kept clear of storage boxes? Is the carpet laid correctly and stretched to the walls? Is it safe to walk around your jobsite or business premise?

And do ask our insurance loss representatives for ideas, or educational and training tools.

Stress in the workplace can pose a significant threat to the health of a company’s employees and business in general. In fact, studies show that 75% of all employees believe that job stress has increased in recent years, and 25% of employees consider their jobs to be the most stressful aspect of their lives. Stress resulting from problems at work is at fault for more health problems than any other stressor, including family issues and financial concerns.

By definition, job stress is the emotional and physical response that occurs when an individual’s job requirements do not match his or her needs, resources, or capabilities. When an employee experiences ongoing job stress, he may develop injuries or health problems. According to studies, the most common cause of job stress is an overly demanding work environment.

Some employees will naturally experience less job stress than others do. Employees who are less likely to experience stress from work are typically those who have a solid support system of family and friends and a balance between work and personal life. Employees may also avoid stress if they have a positive and relaxed outlook on life in general.

To prevent employee injury, it is imperative that business owners monitor employee stress levels and alter working conditions accordingly. If multiple employees are experiencing problems with job stress, it is likely that the conditions at work are in need of improvement. Common work environment issues that may lead to job stress include improper task designs, bad management styles, lack of interpersonal relationships at work, uncertain expectations, job insecurity, and unpleasant environmental conditions.

When employees are exhibiting signs of stress, the first step in resolving the problem is to determine the nature of the stressor. If poor task design is the cause of the stress, workers may benefit from shorter shifts or more rest breaks. If workers are unhappy with the company’s management style or the lack of interpersonal relationships, they may benefit from more participation in the company’s decisions, more support from supervisors, and a better social environment. When uncertain job expectations are the cause of stress, the solution often involves clarification of employee job descriptions. If employees are stressed because of job insecurity, business owners can make efforts to be open with employees about their future with the company. Finally, if employee stress results from a hazardous or an uncomfortable work environment, business owners should try to address employee concerns and make improvements when necessary.

In some cases, an employee who wasn’t previously experiencing job stress may become stressed because of a change in the circumstances his or her personal life, such as a family member’s chronic illness or the birth of a new child. In such instances, the increase in stress from home can cause the employee to feel uneasy about meeting expectations at work. To cope with this type of job stress, employers should make an effort to accommodate the employee’s needs whenever possible. In many cases, these changes are only temporary. However, if ignored, external stressors may elevate job stress to an unhealthy level.

Time and resources spent on developing a culture of safety repays the business in the long run. Safety cultures rely on reducing the number of Workers Compensation claims, in return, the odds of a disastrous claim are reduced.

Business owners with Workers Compensation experience modifications above 1.25 need to review their safety policies with professionals. It is possible one year or even one claim causes this situation; but it should not be ignored. Discover and repair the root cause.

A 1.01 to 1.25 modification indicates worse than average experience. State rates can be less than adequate for a short period of time. The actuarial or mathematical calculations just incorrectly reflect the average expected claims. Slightly elevated modifications may be caused by these issues; however, review your losses by department in these cases and see if a problem area exists.

For slightly elevated modifications, review the safety program and types of losses. Seek out a professional risk manager for help if needed. Look for patterns in the losses, and consider changes in safety equipment or procedures to reduce problem issues.

Proactively nurturing a safety culture will pay long-term dividends. Experience modifications will decrease with positive results. How?

Each state calculates Workers Compensation experience modifications independently. Many states do utilize the services of the National Council on Compensation Insurance (NCCI) to gather data and promulgate base rates and experience modifications; but each state regulates its own Workers Compensation system.

Workers Compensation experience rating predicts future behavior by analyzing past performance. It is a consequence of loss control performance, neither a reward for no losses nor a punishment for too many claims.

The generic formula for experience modifications follows some rules:

Just as payrolls are the basis for the standard premium, they form the basis for expected claims Payroll is multiplied by an average claim factor to produce total expected claims. A discount factor is then applied to predict the potential severity of the claims.The product of this equation is expected losses. Actual medical only (MO) claims combine and report as a number of claims/total amount. Some states designate the MO claims as primary (maximum average) and excess, and then apply a discount rate to one or both of these amounts. Most states set a limit on the value of any one claim, and then discount large claims on a sliding scale. This historical claim experience is divided by expected losses. That quotient is the experience modification.

The insurance industry spends millions of dollars to find ways to predict the future. Loss analysts discovered one important fact: the best predictor of future claims is the frequency with which companies suffer losses in the past.

Frequency reflects the number of claims per employee, usually expressed as claims per payroll unit ($100), claims per year, or claims per time unit. Frequency, however, more importantly, reflects the safety culture of the business.

If the frequency of claims is predictable, how about the severity of an individual loss? No, severity, the magnitude of the loss, is not predictable. With greater frequency, however, comes greater odds that a severe claim will occur.

Experience modifications indicate the status of the safety culture within a business. Good management listens to risk management and loss control experts who ultimately reduce Workers Compensation costs.

The main cause of on-the-job fatalities is automobile accidents. One of the best ways to reduce the amount of deaths and injuries from traffic accidents is to implement effective risk management strategies. These strategies are also useful for lowering the possibility of liability lawsuits that come as a result of accidents in which employees are involved.

There are several ways to lower the risk of auto accidents on the job. One way to lower risks is to require motor vehicle record checks. It’s best to obtain motor vehicle records of all employees. Be sure to collect records from states of previous residence or work. One step every employer knows is essential is prohibiting the use of alcohol and certain nonprescription drugs while on the job. It’s important to enforce these rules strictly. In the case of substance abuse or intoxication being present and proven, it’s important to deal with the issue with a safety-oriented procedure.

Although seat belts are required by law, many drivers still do not wear them. Every employer should enforce strict seat belt policies for drivers and passengers. Another way to lower risks of auto accidents on the job is to prohibit the use of cell phones while driving. Employees who are allowed to leave their phones on or need them for business should be taught to pull over and stop before talking on a cell phone. Some employees might need to modify dangerous behaviors before taking the wheel. It’s important for employers to be able to identify hostile or aggressive behavior. Employees with these traits create a risk for accidents on the road. Using proper security measures to prevent vandalism and theft of vehicles while stored on company property is also important.

Drivers should be required to report all off-duty accidents immediately. It’s important to have a specific procedure to follow after an accident occurs. Employers should investigate each accident, determine the cause and utilize the results as a training opportunity for their employees. Use of vehicles for non-business purposes should be restricted or prohibited. Employers should review the motor vehicle records of each employee at least once annually. It’s important to create a program for safe driving that includes speed awareness, speed control, safe following distance and the right techniques for using the brakes. Employers should also inspect and maintain vehicles regularly to ensure that they’re safe. Drivers or employees who demonstrate responsible driving and avoid accidents should be rewarded. Providing rewards gives employees more motivation to drive safely. Work schedules should be created in a way that discourages speeding. The schedule shouldn’t be so tight that it makes drivers feel the need to speed or practice other bad driving habits.