Most small and medium business in California, Nevada and Texas are included in this business census bracket with less than 300 full- and part-time employees. I include here some recommendations based on workers compensation and legal attorney cases due to injuries in the workplace. Most cases are introduced legally under the OSHA General Duty Clause.

1. Employees, who are not fluent in English, must be trained in an appropriate language so they understand safety rules and operational procedures.
2. Employers must translate safety warnings and post them conspicuously in the workplace.
3. Employers must pay attention to cultural differences and diversity skills. For example, supervisors and foremen, who speak English/Spanish or any other language, can observe problems and serve as a reporting liaison to management to look for behavior solutions.
4. If feasible, all training materials should be in employees’ native language. Do not leave new and re-trained employees with the old training videos and return half hour later. Establish good communication skills and effective verbal contact with these employees.
5. Training materials should be specific to the employees’ job description.

If your company cannot meet these recommendations, chances are your company has a long-term problem with health and safety compliance and fatal injuries and legal protection cases will follow.

For further assistance, give me a call or send me an email to set an initial appointment at your convenience.