Employees representation

In addition, there is a call for greater emphasis on board performance rather than conformance, involvement of stakeholders rather than just shareholders, and the inclusion of the public as well as the private sector. For example, in Germany there is now compulsory employee representation on supervisory boards. 

D. R. Walters (1995) Employee Representation and Occupational Health and Safety The Signihcance of Europe, Journal of Loss Prevention in the Process Industries, 8/6 313-318. 

Mandate hourly employee representation on the hazard control committees. 

The first component of an OSHA inspection is the opening conference. During this conference, the compliance officer will explain why OSHA selected the workplace for inspection and describe the scope of the inspection, walkarovmd procedures, employee representation, and employee interviews. The employer then selects a representative to accompany the compliance officer during the inspection. An authorized representative of the employees, if any, also has the right to go along. In any case, the compliance officer will consult privately with a reasonable munber of employees during the inspection. 

Health and safety should be discussed on a regular basis at management meetings at all levels of the organization. If the organization employs sufficient people to make direct consultation with all employees difficult, there should be a health and safety committee at which there is employee representation. In addition, there should be recognized routes for anybody within the organization to receive health and safety information or have their health and safety concerns addressed. 

Solicit employee suggestions on using hazard control resources and funds. Mandate hourly employee representation on the hazard control committees. Conduct special shift-worker education and training sessions. 

It is sincerely hoped that the information presented in this document will lead to an even more impressive record for the entire industry however, the American Institute of Chemical Engineers, its consultants, CCPS Subcommittee members, their employers, their employers officers and directors, and AntiEntropics, Incorporated and its employees disclaim making or giving any warranties or representations, express or implied, including with respect to fitness, intended purpose, use or merchantability and/or correctness or accuracy of the content of the information presented in this document. As between (1) Anerican Institute of Chemical Engineers, its consultants, CCPS Subcommittee members, their employers, their employers officers and directors, and AntiEntropics, Incorporated and its employees and (2) the user of this document, the user accepts any legal liability or responsibility whatsoever for the consequence of its use or misuse. 

For each activity, there is information about the subject matter to be processed, a necessary work tool, a skill profile of possible persons to execute the activity, input and output information of the activity, and a duration distribution. The distribution of the duration includes an expected value and a variance value. The distribution of the time consumption (e.g., Gaussian, right- or left-skewed /3-distribution) may also be used for the calculation of possible buffer times. For the execution of an activity, a qualified person and, if necessary, adequate tools are selected to achieve the goal of the activity. As a result, the net for the representation of the execution of a single activity builds the link between the partial models of the work tool and the employee (Person Net and Tool Net, see below). 

The arrangement of the activities and the workload of the employees can be analyzed based on the graphical representation of the simulation results. 

Diversity and inclusion are interconnected concepts. Many organizations, however, put most of their efforts into diversity, working to increase representation of historically underrepresented groups, and invest too little effort in creating a culture where all employees can thrive to enhance the achievement of organizational goals. 

Establish Key Success Factors and Strategic Milestones. In partnership with organization leaders, establish metrics for improvement ROI, retention/turnover, workforce representation, leadership scorecard focus areas and targets, employee engagement, and employee satisfaction. 

Employee satisfaction and engagement levels among diverse employee populations, as well as workforce representation change, attrition, turnover, and related areas are monitored annually. If trends dip, we institute processes to uncover reasons for dissatisfaction and turnover and then develop strategies to close the gaps. 

Consider establishing employee safety committees with union representation (if there are unions at the plant). Consider also setting up a plant process safety working group. 

Ensure that employees know of their rights to representation (from the union where applicable)... 

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