Organization Wellness & Safety Assessment

1. Leadership promotes a culture of respect, fairness, and accountability.

2. Employees can raise concerns without fear of retaliation.

3. The organization has clear policies on ethics, conduct, and professional behavior.

4. Supervisors are expected to model respectful and ethical behavior.

5. Complaints are taken seriously and addressed fairly.

6. The workplace has clear emergency procedures.

7. Fire drills or emergency drills are conducted regularly.

8. Emergency exits, evacuation routes, and safety instructions are clearly posted.

9. Employees know what to do during fire, medical, security, or disaster emergencies.

10. Safety hazards are reported and corrected in a timely manner.

11. Employees can access mental health or wellness support when needed.

12. The organization recognizes stress, burnout, and emotional strain as real workplace concerns.

13. Employees exposed to trauma or crisis receive support.

14. Supervisors are encouraged to respond supportively when employees are struggling.

15. The organization promotes mental wellness without stigma.

16. The organization has a process for identifying employees who may need support.

17. Employees can be referred for wellness, counseling, coaching, or other support services.

18. There is a clear pathway for responding to crisis, impairment, or serious safety concerns.

19. Referrals for support are handled respectfully and confidentially.

20. Follow-up is provided after an employee is referred for support.

21. The organization has a clear policy on alcohol, drugs, medication impairment, or substance-related risk.

22. Employees in safety-sensitive roles are monitored for impairment-related concerns.

23. Toxicology or substance-use referrals are based on clear rules, not personal bias.

24. Employees with substance-related concerns can be referred for help, not only punishment.

25. Return-to-work or return-to-duty support is available after substance-related intervention.

26. The organization has clear rules against bullying, intimidation, harassment, or abuse.

27. Employees are trained on conflict resolution or de-escalation.

28. Employees know how to report violence, harassment, abuse, or unsafe conduct.

29. The organization protects people who report abuse or harassment.

30. Leaders act when there are patterns of aggression, intimidation, or misconduct.

31. The organization protects children, vulnerable adults, clients, customers, or the public from harm.

32. Employees are trained on safeguarding and appropriate boundaries.

33. Background checks or screening are used where roles involve vulnerable people or safety-sensitive duties.

34. There are clear rules for reporting suspected abuse, neglect, exploitation, or harm.

35. The organization takes public safety and client/customer safety seriously.

36. Employees with disabilities or medical limitations can request accommodation.

37. The workplace is accessible to people with physical, sensory, mental health, or other disability-related needs.

38. Supervisors respond respectfully to disability, illness, pregnancy, injury, or temporary limitations.

39. Employees returning from illness, injury, crisis, maternity leave, or disability-related leave receive support.

40. Employees with disabilities have fair access to training, promotion, and career growth.

41. Employees are encouraged to continue learning and improving their skills.

42. The organization provides training, workshops, or educational opportunities.

43. Employees have access to career development or professional growth support.

44. Supervisors discuss development goals with employees.

45. Training opportunities are provided fairly and not only to favored employees.

46. Employees can receive coaching or mentoring to improve performance.

47. New employees receive support during onboarding and adjustment.

48. Supervisors provide guidance before problems become disciplinary issues.

49. Employees can receive support for leadership, communication, or personal growth.

50. Corrective feedback is given in a respectful and helpful manner.

51. The organization supports employees going through major life changes.

52. Employees dealing with grief, caregiving, family crisis, illness, or personal hardship can request support.

53. Employees preparing for retirement, role change, promotion, or relocation receive guidance.

54. The organization recognizes that family and personal stress can affect work.

55. Employees are treated with compassion during difficult life transitions.

56. The organization recognizes the impact of family and relationship stress on employee wellbeing.

57. Employees can access family, marital, parenting, or relationship support where needed.

58. The organization encourages healthy work-life balance.

59. Employees feel socially connected and supported at work.

60. The organization promotes belonging and reduces isolation.

61. Employees can access financial education, debt guidance, or financial wellness support.

62. Employees can access basic legal guidance or referral for work-related or personal stressors.

63. The organization supports employees facing occupational stress or job insecurity.

64. Employees are treated fairly regarding pay, workload, and work expectations.

65. The organization provides support before financial or legal stress becomes a crisis.

66. The organization encourages physical health, fitness, nutrition, sleep, or preventive wellness.

67. Employees have access to health education or wellness activities.

68. Workload and scheduling practices support rest and recovery where possible.

69. The organization recognizes that physical health affects performance and safety.

70. Preventive wellness is encouraged before employees become seriously unwell.

71. Employees trust that personal wellness or health information will be kept confidential.

72. HR, management, or command does not have inappropriate access to private counseling notes.

73. Employee wellness data is reported in aggregated or anonymized form where possible.

74. Employees are informed about how their information will be used.

75. Digital records, documents, and personal information are protected.

76. The organization collects feedback from employees about wellness, safety, and support services.

77. Leadership reviews wellness, safety, complaint, training, and support trends.

78. The organization makes improvements based on employee feedback or incident reviews.

79. The organization tracks participation in training, wellness, safety drills, or support services.

80. The organization appears ready for external review or certification.

81. The organization has a clear, written process for reporting and resolving conflicts between employees in a fair, timely, and confidential manner.

82. Employees feel safe raising concerns about supervisors, managers, or persons in authority without fear of retaliation, intimidation, or victimization.

83. Supervisors and managers are trained to identify, de-escalate, document, and fairly address workplace conflicts before they become harmful or disruptive.

84. The organization provides neutral support options — such as HR mediation, peer support, employee assistance, wellness support, or external referral — when conflicts affect employee wellbeing or work performance.

85. The organization regularly reviews conflict trends, complaints, grievances, disciplinary actions, and staff feedback to identify patterns involving departments, supervisors, or workplace culture concerns.