While many employers have an aging workforce, few are taking steps to prepare for the challenges and risks that come with the changing demographic, according to a Society for Human Resources and Management (SHRM) survey. No industry is exempt from this shift; in 2014 older workers represented between 23% and 30% of the workforce in all major industries.
In relation to workers' compensation, it has been well documented that:
In addition to the higher workers' compensation costs, employers also face the possibility of OSHA fines related to injuries of older workers. OSHA's change in reporting requirements amending the regulation to require employers to report all work-related in-patient hospitalizations, as well as amputations and losses of an eye, within 24 hours (previously, the threshold was three or more employees), means more injuries will be reported. While it's highly unlikely three workers would be hospitalized at the same time for an ergonomics issue, it is possible one will be, with a good chance that it will be an older worker. Although OSHA has been unsuccessful in adopting an ergonomics standard it does enforce ergonomics aggressively through its general duty clause. OSHA uses its Ergonomics Guidance document to justify general duty fines. While the guidance is not law, it is considered evidence that the employer should have known about the hazard. For example, OSHA cited Hannaford Supermarkets in 2013 and 2014, for failing to keep its Schodack Landing, New York, and South Portland, Maine, distribution centers free from recognized hazards likely to cause MSDs. Hannaford initially contested the citations, however, it reached a settlement in which the company agrees to institute ongoing and effective worker protection safeguards at both distribution centers.
OSHA's current ergonomic inspection plan combines:
Industries with specific OSHA guidelines include: shipyards, poultry processing, retail grocery stores, nursing homes and meatpacking plants.
Another area of OSHA focus related to older workers is occupational hearing loss. Employers are required to monitor employees for occupational hearing loss and implement a hearing protection program, if necessary. Although hearing tends to degenerate in older workers, the age correction value ends at age 60.
What employers should do
The physiological and biological changes that occur with aging can lead to reduced balance and reaction time, visual deficits, less strength, endurance and flexibility, loss of hearing, susceptibility to sprain or strain injuries and soft tissue injuries, and so on. Yet, while it's important to understand the changes that occur with aging, all older workers are not the same and their limitations should not be pre-judged.
To reap the benefits of the intellectual capital and commitment that is characteristic of older workers and prevent injuries, employers need to make an age-friendly workplace.Tasks should be matched to the abilities of the individual worker and workers should have a say and input into the accommodation. It can be tricky to get older workers to recognize declining abilities, but training supervisors to focus on the whole person, team work strategies to focus on aging-related issues, and an overall supportive work environment are key.
Steps that employers can take:
Implementing these seven steps will go a long way to maintaining a successful work environment for older workers.