HR to Go

April 2007

Hazard Communication Standard
Why do we need the Hazard Communication Standard?
In the past, there was no guarantee that workers would be told about the chemical hazards they might face on the job. Container warning labels and warning sheets, even when they were provided, didn't always give enough information on the potential hazards, what to do in an emergency, or where to turn for help. That's why the federal government decided to set a uniform hazard communication standard. Now everyone knows what information has to be provided to keep you safe.

You'll find chemicals in a lot of unexpected places on the job
A lot of people think chemicals only show up in chemical companies or factories. The truth is they are just about everywhere - including our homes.

Some examples are: oven cleaners, corrosive cleaners, pesticides, chlorine in the swimming pool, toner in the office copier and toxic or flammable solutions. Are any of these in your work environment?

The standard means that you have the "Right to Know" about chemical hazards in the workplace. But remember, hazard communication can protect only if YOU:
* Read labels and MSDSs
* Know where to find information about your chemicals
* Follow warnings and instructions
* Use the correct protective clothing and equipment when handling hazardous substances
* Learn emergency procedures
* Practice sensible, safe work habits

For more information and help with needed safety forms, click here

Before You Promote an Employee...
Promoting a staff member prematurely can cause no end of problems - for you, for your organization, and especially for the employee. Ask yourself these questions before making a decision.

Is the employee:
Performing present duties well enough to justify a promotion?
Experienced and qualified to do at least part of the new job?
Willing to hand over current responsibilities and priorities?
Enthusiastic about taking on a new role?
Familiar with the new position's reponsibilites and priorities?
Proficient in the interpersonal skills necessary to work with others in a new role?
Adequately trained, or willing to be?
Prepared to bow out gracefully if the promotion doesn't work out as planned?

The more questions you can answer Yes to, the better the chances for the promotion to success. Thoroughly investigate and resolve any No answers, however, before making any changes.

Never Stop Recruiting the People you Work With
The best managers realize that they are in the recruiting business - even if they have nothing to do with hiring employees. That's because they know that if they want to retain employees, they have to constantly recruit them. Use these tips to help you develop a recruiting mindset:

* Put employee's needs to work. In order to recruit your employees, you have to understand their needs and motivations. Why do your employees do what they do? What drives them? What are their basic needs? Put these elements to work in your recruiting efforts.
* Match interests with work that needs to be done. Don't try to jam your employees into jobs that don't suit them - just because you need the work to get done. Find perfect fits, and watch turnover disappear.
* Judge people on their best days. Many managers do the opposite: They pass judgment based on an employee's worst day. If you believe in your employees, they will be more likely to stick around when they get another job offer - and your best employees will get another job offer.
* Recruit from all departments. Are there people in other areas of the company whose abilities you could use? Always be on the lookout for talent and ideas from all parts of the organization.
* Never use guilt to motivate people. This tactic may work in the short term, but it will eventually drive people out of your organization.

For guidance & forms on recruiting click here for more information.

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