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OSHA Standards for the Construction Industry as of January 2010 
This book contains the occupational safety and health standards for the construction industry promulgated by the Occupational Safety and Health Administration (OSHA), effective January 2010.
Employers may face an exodus of workers once the job market improves, according to the latest Ouch Point survey from Opinion Research Corporation, an infoGROUP company. The vast majority (80 percent) of those respondents who are currently employed would consider leaving their current job if presented with other opportunities. Fully one quarter of respondents (25 percent) said they have plans to leave their present employer once the job market stabilizes. Employees in the 18-34 age bracket were found likeliest to change jobs (36 percent).
“Given the high percentage of respondents who would consider leaving their present positions to pursue other opportunities, many employers may find themselves faced with serious turnover issues when the job market opens up,” said Lisa Wojtkowiak, of ORC’s Employee Engagement practice. “To prevent this, employers will need to focus on increasing their employees’ level of engagement,” she continued. “Even if they don’t intend to leave, disengaged employees can undermine the success of an organization by wreaking havoc in two significant ways. First, they are not strongly committed to achieving a company’s goals and objectives, and may not be motivated to act in accordance with its mission and values. Second, they tend to create a less than favorable impression of their company as a potential employer in the marketplace.”
According to the study findings, only 19 percent of respondents are happy with their current employer. “Happy employees will act as advocates for an organization, and this advocacy is critical to building a strong employer brand,” Wojtkowiak continued. “Without a strong brand, employers will have a challenging time attracting and retaining top talent.”
What would it take for employees to remain with their current organization if other opportunities arose? For well over half (64 percent) of respondents, an increase in pay would do the trick. Forty-six percent would consider staying for an increase in benefits, while 40 percent would hang on for a promotion. More work-life balance represented a somewhat less appealing enticement to stay on (31 percent).
Other findings from the survey revealed that those in the Northeast region are likelier to leave their current positions (32 percent) once the job market stabilizes. Thirty-four percent said their company has cut back on special perks such as comp time, onsite daycare, and half day Fridays, and 60 percent did not expect their company to either add or reinstate special perks when the economic situation improves.
Source: infoGROUP; www.infogroup.com.
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