The question does not give a clear description of the problem or situation. However if you do not mind me assuming that there is not much guidance then I offer the following.
The previous responses provided excellent suggestions. Let me add, I think that before one reviews an employee the supervisor or reviewing official should look at the employer’s philosophy on work rules and any policy or administrative guides including health and safety.
If a supervisor hopes the discipline, an employee the supervisor needs to support the discipline with employer standards or expectations. If you do not have these then here is the order that I suggest you proceed. Keep in mind that this will take sometime to accomplish. I also think that while you are looking at what I think may be as low-level management or non-management position for this system to work effectively H&S needs to start at the highest levels of management.
1   ; Review employer policy statements relating to employee conduct. If there are none then develop a set.
2   ; Review employer training materials. If there is no information on health and safety then develop it.
3   ; Review any labor agreements (if there is a collective bargaining unit that represents the employees) to determine if there is a health and safety clause. The clause should state both employers and employee responsibilities. If there is no clause be prepared to enter into impact and implementation (I&I) bargaining to create a clause
4   ; Once you have reviewed the above materials then assure yourself that all levels of management are on board and be prepared to have personnel positions at all levels have a statement with respect to that position’s responsibilities.
5   ; After the position descriptions have been amended or written then develop a performance plan for each position. The H&S element should define what is expected and the relative score for meeting, exceeding and failing to meet the element. This element should have sufficient weight that it can affect the pay, and/or employment status.
6   ; Finally work with the Human Resources Department. The HR staff should be able to give you direction on dealing with your management and your labor unions, developing work plans and position descriptions.
If you hope to stay out of court then I suggest that you tread carefully and make sure that you are not acting unilaterally and without documentation to support the case.
From: DCHAS-L Discussion
Sent: Thursday, July 09, 2009 5:19 AM
Subject: [DCHAS-L] Safety and Employee Reviews
Would like to hear how some of you handle employee reveiws in regards to safety. I know this is a touchy subject because you don’t want to “punish” someone which in turn can result in under-reporting.
We strive to partner with our clients, to make their problem our problem, and the staff here at PSI will continually do so on your behalf.
Suzanne Hamm • Safety Manager
Polymer Solutions Incorporated • 2903-C Commerce Street • Blacksburg, Virginia 24060 • 540-961-4300 span>
Polymer Solutions Incorporated is ISO/IEC 17025 Accredited, FDA Registered, GMP Compliant, and DEA Licensed.
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