Workplace fire safety is everyone’s responsibility. By following a few simple fire prevention practices, you can help protect yourself, your coworkers, and your workspace.
Fire Prevention Tips:
- Keep Exits Clear – Always keep hallways, emergency exits, and access to fire extinguishers free of obstructions.
- Handle Equipment Safely – Use machines, tools, and electrical devices according to instructions. Report frayed cords or malfunctioning equipment immediately.
- Be Smart with Flammables – Store flammable materials in designated areas and away from heat sources. Follow all safety labels and Material Safety Data Sheets (MSDS).
- Avoid Overloading Circuits – Plugging too many devices into one outlet can cause overheating and sparks.
- Report Hazards Immediately – If you spot a fire risk, such as a chemical spill or a blocked fire extinguisher, report it or correct it right away.
- Know the Emergency Plan – Familiarize yourself with the company’s fire evacuation plan, including meeting points and emergency contacts.
- Check Fire Extinguishers Monthly – Have the correct extinguisher and check if it is charged and with no defects.
- Check Fire Alarms – Check batteries and make sure they are functional.
Most workplace fires are preventable. Stay alert, follow safety protocols, and speak up when you see something unsafe.
Best Practice: Terminating Seasonal Employees at Season End
Consider these best practices for hiring and terminating seasonal employees:
- Clearly and properly define the period of time a seasonal employee will work and ensure they understand the end date of their employment at the time of hire
- Have employees acknowledge in writing the understanding that their employment is “at-will” and for a limited duration
- Provide written notice that the employment has ended once the end date of the season arrives – this can be as simple as a note on their last paystub
- Remind employees that they can apply again the next year or at the beginning of the next season
These best practices can help to ensure:
- The employee will not have an expectation of an automatic job when the next season begins
- You will not be required to provide notice if you decide not to bring the employee back at the next season
- There is no expectation of any benefits during the off-season
- An employee cannot claim continuous employment or implied contract
While the four situations described above do have a high bar for the employee to prove, you don’t want to find yourself responding to such a complaint.
If you have questions related to hiring and terminating seasonal employees or you receive a complaint, you should seek guidance from your human resources office or attorney.
Take time to register for our upcoming training—there is still room! At this free session, you’ll discover the critical steps to take when handling workplace incidents, learn why timely analysis is key, and get expert answers to your questions.
