Three apprentices die in a refinery explosion. A convenience store clerk is shot during a daring daylight robbery. A construction laborer dies after falling from a roof.
In today's economy, people work harder and longer than before. Many of those take any job necessary to put food on the table and pay the utility bill. It may be their first time working in that industry. Their desire and need to provide for themselves and their families can overshadow the hazards associated with their newfound employment. In essence, what they are doing is trying to avoid suicide by social habit. They are turning a blind eye in hopes they will prove themselves, learn the job and survive the day.
For years, people had thrived in their chosen profession, but as Bob Dylan sang, "the times they are a'changing." The unemployed salesman now works as a convenience store clerk. The downsized department manager makes change in a small casino kiosk. And, the laid-off waitress lands a job as a construction project flagger. These employees lack even the most basic needs for these jobs: training and education. Even policy and procedural information is vital to their success. What is the company policy for workplace violence? How should one handle a drunken patron who just lost her paycheck? How does a flagger do her job and watch for oncoming traffic at the same time? These may seem very simple questions to those that have the experience in the industry.
Current statistics show that career changes especially those made later in life can lead to serious consequences for both the worker and employer. These can be in the form of accidents or injuries.
While the folks I mentioned above were fortunate to find a paying job, are they also placing themselves in harm's way? No one is comfortable leaving a career they spent many years building. Because these individuals now must function in a very different capacity, they do not have the background, the knowledge base or the experience to be able to recognize situations that may result in serious accidents or injuries.
More than ever, employers, supervisors and managers must ensure the safety of their workforce for many reasons.
First, you should no longer be comfortable with simply reading a job application. Desperate times call for desperate measures, so it is not unknown for an applicant to embellish their job skills, list outdated experiences or to mention close friends as work references. Verify the background and experience of all your applicants. It's not a "deal" to hire an employee for a low salary if that person ends up costing you in the long run. And that cost is not always associated with safety or health issues; it can also encompass low productivity, mistakes and even morale. All of the above impact your bottom line, and no company can afford those added expenses. When you consider that even the smallest injury can cost close to a thousand dollars, not counting lost productivity, where is your gain? Take the time necessary to protect yourself and your potential new employee contact the prospect's references and previous employers as well as verify his education and experience. Yes, this takes time, but if your research determines this person may not have what it takes to do the job safely and correctly, then your company saves money.
Secondly, you need to spend your money upfront. While an applicant may have great growth potential, she will need training. And not just the mandatory OSHA and governmental regulatory agency trainings that are required, but how to do her job as well.
I know of a man who was hired somewhat out of his skill-set after two years of being unemployed. He had management experience, but no exposure to the industry he was now working in. He was told he had great growth potential and would be a manager "sooner than they expected." Sadly, the fragmented training followed no structure and was piecemealed in such a manner that after less than two weeks on the job, this new employee realized he simply could not perform to his full potential. All because he had not received useful and effective training. The hiring company assumed that since he had management experience, it would cross over into their industry. And even with asking for help, this person was still not given the necessary tools to be productive. This company's training fell miserably short, leaving them to start another employee search. The only good thing about this unfortunate situation is the new hire was not placed in a position where serious injury could occur.
It all boils down to one simple fact: You can have the best, most highly motivated potential employee in the world, but without a commitment from both sides, everyone loses.
Lastly, remember the person applying for a position in your company is probably not as sure of himself as he would like to be. Long periods of unemployment play havoc on a person's self-esteem. While telling them they are not well-suited for the job may be a hard thing to do, the one thing that is harder is replacing them after an accident. Don't allow them to commit suicide by social habit; it's a game nobody wins.
Scott Alquist is manager of the Safety Center at Truckee Meadows Community College. Contact him at salquist@tmcc.edu or 857-4958.
