Comply with workplace legislation for all the benefits not the punishment.

|blog industrial-relations strategic-hr whs-blog workplace-psychology

Is the deterred punishment, really? Why do we feel we have to punish ‘bad’ behaviour and let good behaviour go by the wayside?  Sounds like I am talking about employee behaviour and performance in the workplace doesn’t it?  Well I will another time but I was inspired to write this by all those clients we have worked with that have in fact done the right thing in terms of compliance with workplace legislation but, due to individuals in their workplace that take some sort of action for some reason, have to seek advice and representation to defend a claim and mitigate or reduce the ‘punishment’.  How does this encourage them to keep doing the right thing only to be punished for it, particularly when they complied initially?

The compliance and possible recourse, It seems, is just another thing that comes down to money – for employees trying to get as much as they can, for employers trying not to be punished with fines or payouts and the regulatory bodies trying to make money (it would seem!).  Where is the motivation?  The motivation is not generally to keep employees safe or to ensure they cope OK but to ensure the comply with legislation to mitigate financial risks.

Are people more scared of the ‘punishment’ they may suffer then they are of the benefits they may reap?  I do think the majority comply with workplace legislation not because they see the benefit of keeping their staff safe and the flow on effect but because they are scared of the penalties and consequences of not.  I have to add here and for those that know me or read my blogs you would have picked up by now that there is more to compliance than just mitigating risks.  So there are in fact many rewards for employers in complying but regulatory bodies aren’t rewarding.

We can also talk about industrial relations compliance or compliance against discrimination, sexual harassment but in support of Safe Work Month during October I am focusing on Workplace Health & Safety.

There are no rewards from the regulatory bodies for efforts in complying for employers though.  And as we discussed with our friends at TaylorPhillips, positive recognition that is appropriate to the individual is seen as an appropriate way to get repeat behaviour.  So why don’t they recognise employers working hard at creating a healthy and safe environment for their staff?  We also work with a lot of clients; giving advice to set compliance systems up and to remain compliant along the way but they aren’t given a reduction on their Workers Compensation premium for doing so?  However, I do have to say this may be the case in Queensland and other states.  However, in NSW those that have demonstrated improved safety and return to work performance will receive an average reduction of 5% based on the performance of their industry.  So maybe they are on the right track and it would be interesting to analyse some stats on the results of that approach – sorry I haven’t done so on this occasion.

Where is the encouragement and communication about the positive aspect and the reward for taking the compliance route rather simply punishing those that don’t and at times even punishing those that in fact do (as a result) and scaring others into complying?

Regardless of the reward from regulatory bodies I have taken the opportunity to outline some of the other ‘rewards’ and maybe I might change the motivation of some to comply (I hope!).  Take a look at just some of our other blogs as well and you will see – Workplace health – safety’s forgotten friend; Getting your head around mental health; Don’t let a workplace injury let your relationships sour; Connectivity – an emerging WH&S Risk; Culture or Compliance?

  • Improved Business performance
  • Increased Productivity
  • Build morale
  • Retain skilled employees
  • Positive impact on other employees
  • Employees feel valued
  • Prevent anxiety or Bullying
  • Safer workplace so employees arrive home safely

Makes good business sense really doesn’t it!?

Where is the reward for clients who work hard at complying and creating a safety culture?  It’s the reward, the compliance creates itself and the benefits derived from such effort (and most don’t even know it!) not a reward from the regulatory bodies for complying with a reduction in premium for example that’s for sure!

At HR Business Direction we can assist with your employee compliance / governance.  Contact us here.

Leisa Messer BBus(HRM); GradDipIR; CAHRI; IRSQ
Managing Director | HR Strategist
leisa.messer@hrbd.com.au
07 3890 2066
www.hrbd.com.au