Accidental death and dismemberment insurance
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Accident Prevention Plan Student’s Name: Class Title: Date:
Table of Contents Introduction 5 Purpose & Intentions 5 Company Presidents Statement 5 Management Responsibilities 6 Manager Responsibilities 7 Creating a Health and Safety culture 7 Organizing Health and Safety 8 Monitoring 8 Supervisors Responsibilities 10 Risk assessment 10 Training 11 Supervision 12 Monitoring 13 Health and safety duties 14 Employee Orientation 15 How and When 15 Emergency Action Plan 18 Purpose 18 Policy 18 Emergency Evacuation 18 Rescue and Medical Duties 19 Emergency Plan Coordinator 20 Training and Drills 20 Emergency Shutdown Procedures 21 Purpose 21 Evacuation Conditions 21 Authority to Order and Evacuation 22 Evacuation Procedures 22 Injury and Illness Procedures 22 Procedures 22 Employees 22 The Supervisors 23 Office of Human Resources 24 Record Keeping 25 Illnesses or an equivalent record 25 Report Form 26 Incident/Accident Investigation Procedures 30 Procedure Steps 30 Worksheet Form 31 Safety Guidelines 43 General Guidelines 43 Equipment Specific 45 Air compressor 45 Plastic injection molding machines 46 Metal bending and cutting machines 47 Individual Specific 47 Safety Disciplinary Policy 48 Safety Awareness Program 49 Safety Committee 49 Purpose 49 Methods 50 Safety Meetings 52 Roles and Responsibilities 55 Safety Training and Forms 57 Safety Award Program 58 Scope 58 Categories and Judging Criteria 59 Safety Leadership Award to Individuals 60 Nominations 60 Selection and Notification 62 Appendices 63 SDS (Safety Data Sheets) 63 State & Federal Posters 64 OSHA Forms and Instructions 65 References 75
Introduction Purpose & Intentions The primary objectives of this accident prevention plan are to develop a culture of maintaining a high standard of health and safety throughout the operations in involved in the custom manufacture of industrially hardened computers and to make sure that no staff shall work under any unsafe or hazardous conditions. The company believes that it is the right of every worker to gain personal satisfaction from their job. That said, the prevention of occupation illnesses or injuries is therefore of such a consequence to this belief that it will be offered top priority always. It is the intention of this company to create and maintain complete accident safety and prevention training programs. It is the responsibility of every employee of this organization to check on the health and safety of co-workers around them, those individuals in their charge as well as themselves. By all staff accepting mutual responsibility to operate safely, they all contribute to a good workplace environment. Employees involved in a work related accidents are required to complete the relevant report of accident forms and immediately inform site supervisors of any property damage or injury that occurred. All these should be done on the same day the accident happens and before leaving the job site. Company Presidents Statement Safety for our staff is of paramount importance this enterprise. I want to reaffirm my and the company’s commitment to building strong safety programs geared towards providing a safe workplace for the comfort of all employees. One of the fundamental policies of this company is to offer a safe and healthy place of employment for all the hires as well as for the general public in all of this firm’s operations. It is also the policy of this business to abide by safety rules and regulations about the manufacturing industry. While safety will take center stage in all operations and processes of circuit board assembly, circuit board production, metal case production, plastic forming processes, plastic pellet storage and transport to machines, and shipping and receiving materials and equipment, every attempt must be made to create conditions that will make a favorable workplace. The company will offer safety education for all the employees while subcontractors will be required to abide by the provisions of the laid down policies. Since safety is everyone’s responsibility, it requires teamwork for it to succeed. For this reason, all the employees of this company have an obligation to maintain a healthy and safe workplace. Additionally, all the workers must participate and support in the corporate’s safety program for the business to be successful and meet its objectives. Besides other responsibilities, health and safety consciousness must always exist in the worker’s planning and thinking. This obligation requires the staff to not only prevent the obvious unsafe actions on the part of those they work with but also anticipate any potential hazards. Management Responsibilities The top management including the president is committed to ensuring a healthful and safe work environment for all of the employees of this company and others that may visit, work, or enter their facilities, according to Drupsteen, Groeneweg & Zwetsloot (2013). It is the policy of the corporation to conduct and manage business operations in a way that provides optimum protection to all workers and any other individuals that may be affected by the firm operations. It is the absolute conviction that the management has the responsibility for ensuring a healthful and safe work environment for the workers as well as others that may be impacted as the company conducts its business. The management will make all efforts to ensure a working environment, free from any potential or recognized hazard. Christoffel & Gallagher (2006) highlights that the success of a health and safety program is dependent and contingent upon involvement and support from the management as well as all the workers of the organization. The management is responsible for providing and allocating all the resources required to promote and efficiently implement the Accident Prevention Plan. The business will come up with procedures to receive and solicit comments, assistance and information from staff about health and safety. All these requires compliance with all local, state, and federal health and safety regulations. Enterprise supervisors and management will set an example of high commitment to health and safety in the company. Manager Responsibilities Creating a Health and Safety culture In addition to authorizing and directing work activities, it is a core governance role of the managers of business to ensure proper health and safety in the organization. Doing this successfully depends on various factors. First, the leadership role in determining the relevant health and safety direction. Second, the objectives and standards business sets for management on health and safety. Three, the extent to which the company gives managers accountability, support and responsibility for health and safety management. Four, how the industry holds managers accountable for health and safety responsibilities assigned to them, and fifth, how the company oversees internal control for health and safety. While coming up with the strategic aims of the enterprise, managers must be aware of the role health and safety plays in the overall running of the enterprise. In accepting cooperate duty for health and safety, managers should be proactive in developing a positive health and safety culture for the workplaces they control. Managers will do this by making sure that health and safety is an integral part of the management process, thinking strategically concerning corporate health and safety responsibilities, and setting clear health and safety standards and values. Other ways to create a health and safety culture include the manager being constructive and open about health and safety regulation, promoting a culture of responsibility for and integrity about health and safety matters, and rewarding good health and safety behavior. Managers have the chance to exert significant influence over the companies they run, determining how workers interpret health and safety policies, shaping the way activities are performed, and promoting health and safety culture among the employees. The workers’ commitment to health and safety is influenced by their perception of the manager’s commitment to health and safety. Visible, active support commitment and strong leadership from the managers are critical to the success of health and safety management practice. Organizing Health and Safety It is the collective responsibility of senior executives to ensure the safety statement sets out the specific health and safety responsibilities of each departmental level within the undertaking and, specifically, how the various management levels will teamwork in ensuring health and safety. The safety stamen must empower the manager to effect health and safety changes when necessary. The safety statement begins with health and safety policy. Ideally, this policy spells out the manager’s commitment to protecting health and safety of workers as well as others at the workplace. The plan must be specific to all workplace in the undertaking and consult the staff when it is being prepared and be regularly reviewed, particularly in situations where there is changes in the workforce, the method of work, substances used to work, workplace or organization of work. Managers should not only have a clear, in-depth insight on the health and safety policies but also embrace what the policy covers. The manager needs to make sure that corporate decisions reflect the policy and do not compromise on what is laid out in the safety statement. The system must be open to examination particularly at board level to confirm sufficient robust coverage on health and safety risks agreed by the undertaking. The responsibilities of the board include driving health and safety agenda, advising on the opportunities and risks concerning health and safety as well as factors that may affect health and safety. Each manager must accept their individual roles in ensuring an effective health and safety leadership. Strong leadership is the key to delivering effective health and safety risk control Kang, Yang, Kim & Kim (2012) comments. Every stakeholder in the undertaking must be convinced that the manager is committed to the continuous betterment of health and safety performance and should be made aware of their input in the ensuring health and safety. It is by involving all workers in the maintenance and the developed health and safety policies that the issue becomes everyone’s concern. Monitoring Control starts with implementing the safety statement. The company board needs to set important health and safety for the managers to ensure that the structures of the business result in good performance. Significant performance lagging and leading indicators should be particular to the management’s needs and link it with the overall health and safety strategy. Proactive or leading indicators include but are not limited to performing work-specific risk assessments as well as their thoroughness and extent, the level of implementation of the safety statement, and developing the application and performance of the company’s health and safety management system including the thoroughness and extent of auditing and monitoring health and safety performance. Besides, the indicators include monitoring the maintenance, replacement and appropriateness of equipment and plant utilized in safety-critical processes, and measurement of the health and safety culture of the pursuit. Reactive or lagging indicators include chemical pills, investigating accidents, safety-implication incidents, lifting equipment failure as well as safety-related presentations and reports. The health and safety corporate plan need to be included in the safety plan and incorporate risk assessments. Proper implementation of health and safety statement requires the managers to put in place an efficient monitoring system that is suited to its needs. The system chosen should be the one that ensures that everyone in the workplace is aware of what is expected of them. The system must also lay down the ground rules to be followed to comply with the legal requirements and responsibilities. Most successful undertakings distinguish themselves from the rest as they do extra to make sure that they do not suffer accidents and health and safety program continues to improve. Monitoring also involves assessing health and safety performance whereby the manager ensures that health and safety risk the undertakings generate are controlled and managed adequately. The managers are also responsible for making sure that a framework for ensuring compliance with the company health and safety standards are established. The corporate governance structures should enable management systems levels of performance and actions to be challenged. One fundamental responsibility of the managers is assessing the control procedures processes. The manager should have an in-depth understanding of his or her legal responsibilities. The manager’s roles must be supported by regular, specific terms of reference. Whether to appoint an individual personnel to oversee and co-ordinate the health and safety governance process relies on the size, nature, and scale of the undertaking’s activities, as well as the potential risks and hazards, arising. Important to note is that the appointment of such specialists does not compromise the roles and responsibilities of the general manager of health and safety. However, this role could be discharged on the non-executive or executive basis, for instance, where safety critical plant is utilized but the consequences of the loss of integrity are deemed severe for the undertaking, the role needs to be performed by an individual with the ability to meet the responsibilities and fulfill the role. Whoever is assigned this role must not only have a clear understanding of what is required of them but also receive the necessary health and safety training to perfect with the responsibilities. Supervisors Responsibilities The role of a supervisor is associated with many responsibilities specifically on health and safety. Some of the functions of supervisors include but are not limited to organizing their staff and section, visualizing future developments, its needs, and impacts and supervising the work undertaken. Supervisors also ensure that quality and productivity standards are met and all arrangements laid down for safety and health and welfare of the workers are adequately followed. The beast method to make sure that all this is done is to integrate safety and health supervision into the daily arrangements for overall supervision, that is, the supervisor should take the role of ensuring that work is done satisfactorily, safely as well. Supervision is a critical part of controlling risks that can arise from manufacturing activities. Christoffel & Gallagher (2006) comments that the degree and the nature of control vary according to the environment, experience and knowledge of the employee, and risks associated with the job. The fundamental elements of adequate safety and health supervision must include risk assessment, control, monitoring, and training. Risk assessment The systematic process of evaluating the risks related to work activities and the means by which proper measures are agreed upon and implemented to reduce the risk is known as risk assessment. Risk assessment does not only help in planning and organizing work nut also in establishing procedures. It is the responsibility of supervisors to ensure that sufficient, suitable risk assessments are performed and recorded for all work with significant risk. It is also the responsibility of supervisors to ensure that any measures established in the evaluation are addressed adequately with those associated with the work and all the measures for control are actually implemented. Risk assessment requires the supervisor to undertake the following: • Ensure only the competent specialist conducts risk assessment • Identify all health and safety hazards • Outline the area or activity under assessment • Identify all individuals that may be impacted • Evaluate the risk as well as the possibility of it occurring • Record the key points, detailing more of the riskiest areas • Date and sign the risk assessment • Ensure that the evaluation is regularly reviewed either in the events of ill health or accident, or when there is change in procedure Training The provision of instruction, training and information on safety and health is not only a central facet of a successful risk management but also a mandatory requirement of legislation. Shin (2013) argues that visitors and staff must be enlightened about the relevant procedures relating to risk management and the control measures. Such information can be communicated through three ways: written communication method statements, use of relevant visual signs, risk assessments, and standard operating procedures. Also, through verbal communication- induction, training, use of control measures, demonstration of techniques, and explaining real risks; and visible behavior- avoiding mixed messages and leading by example. At the end of their training, the trainees must satisfy the supervisors that they have been enlightened about and advised accordingly to read relevant documentation, and they understand the safety and health requirements as well as the consequences of failure to follow them safety rules. Supervisors must ensure that where equipment is utilized as the control measure, the proper use of the equipment is demonstrated and the employee advised of any regular checks to be performed that represent a normal function. One of the important features in training is the maintenance of training records, and it serves as proof that a person has received instruction or information on a certain topic. It is also the responsibility of supervisors to maintain records of on the job training provided or any specialist and officially sign off people who have excelled competently in specific aspects of their work. Important to note is that training records must be signed by both the instructor and the trainee. Highest authority personnel can securely do it he shall tell the situation Supervision It is the responsibility of supervisors to ensure: • The establishment of the required level of staff safety and health supervision is done prior to the work • That other personnel deputed to supervise are competent to do so • Individuals undergoing the monitoring are alert of the arrangements made for their supervision as well as the local arrangements for overtime working. Supervisors are responsible for making judgments on the frequency with which they will be present with the individual undergoing supervision. Though staff with little skills, experience or training may at first require close supervision for even the simple tasks, this can reduce as experience and expertise develop. While low-risk work requires little safety and health supervision, high-risk tasks especially, where the occurrence of the associated risk may evolve in a hazardous and an unexpected way, calls for close supervision. So essentially the level of control will depend upon three factors: the nature of the job, the work environment and the quality of the staff doing the work and those supervising. Monitoring Supervisors need to monitor the work performed under their control regularly that is, checking on the progress and ensuring that the quality standards are being met. Monitoring may include checking on the compliance with risk assessments, laying down and applying the correct use of control measures as well as taking action against individuals for non-compliance. Monitoring safety and health performance not only reinforces the supervisors’ commitment to safety and health but also aids in developing a positive safety and health culture. A computer manufacturing company required two types of monitoring systems: active monitoring and reactive monitoring. Active monitoring helps a business in many ways. The first benefit is providing the industry with feedback on its performance before an incidence, ill health or accident. Second, active monitoring assists in a strong basis for decision making about improvements in the control of risks. And third, it monitors the level of compliance with risk standards and assessments as well as the achievement of particular objectives and plans. Active monitoring involves inspections, direct observation of behavior and work, development of action plans, and periodic review of reports and documentation delivered to safety and health committees. Reactive monitoring, on the other hand, is triggered after an even like an incidence, accident or near miss. It offers an opportunity to learn from mistakes, check performance and improve the safety and health and risk control measures. Reactive monitoring involves incidence, accidence near miss investigation and reporting, reporting of disease occurrences as well. Supervisors are responsible for ensuring that work and areas under their control are regularly inspected, near misses, accidents and incidences are reported, to root causes investigated and most importantly actions to prevent reoccurrence of similar near misses, accidents and incidences implemented, and Company Action Plans and action points are implemented. Health and safety duties The specific safety and health functions of the supervisors include being conversant with the company’s safety and health departmental local rules and policies, identifying and correcting hazardous conditions, and ensuring a safe and well-maintained equipment and work environment. Plus, ensuring that staff or visiting employees receive suitable induction information and training concerning emergency procedures and making sure that the required risk assessments have been performed, control measures are being implemented, and safety and health provisions related to the work discussed are being followed. Additionally, supervisors have the duties to ensure the availability of the applicable safety and health documentation for reference and consultation, guarantee the documentation of the training given to individuals and providing the singing off, and investigating incidents or accidents as well as revising risk assessments when deemed necessarily. It also the duty of supervisors to ensure the registration of the relevant staff with the Occupational Health Service and follow their attendance to health surveillance appointments, for instance, those exposed to high levels of vibration and noise or working with reportable substances. Supervisors are also tasked with monitoring employees’ compliance with risk management, enforcing the agreed upon control measures, and taking action against the non-compliance staff. Lastly, supervisors must make sure that there is proper disposal of waste materials in their companies. Employee Orientation How and When A workplace health and safety orientation is critical in preventing injuries to new hires. It is the key to helping them become familiar with the hazards and workplace to which they may be exposed. It is the method used to make workers aware of the company’s expectations and rules for health and safety. Some employees in the workplace may be bestowed the responsibility for different phases of health and safety orientation program. For instance, a health and safety coordinator can deliver a presentation on the corporation’s procedures and policies; a supervisor might detail particular SAFE work and hazard procedures, or an occupational health and safety nurse may review first aid and incidence reporting procedures. One of the best ways to conduct an orientation to new employees is using a buddy system. In this system, a new staff is paired with a veteran worker for a particular period on the job. This is an efficient method to make sure that new hires have enough time to not only observe but also understand SAFE work practices before they are assigned their new job. Employees should go through health and safety orientation immediately they are hired. Since a large amount of information and instruction might be overwhelming for new staffs, it is crucial to provide them with some forms of reference materials to enable them to revisit after orientation. Topics to be included in the new team’s orientation include the following: • The contact information and the name of the new employee’s supervisor • The worker’s and employer’s rights and responsibilities as stipulated in the workplace health and safety act and associated regulations • The procedure of informing on unsafe working conditions • Contact information for health and safety representatives or committee • The steps to be followed when exercising the legal right to refuse work that may pose a danger to employees • Any SAFE work procedures, programs, and policies that the staff is required to develop in regard to the health and safety act and associated regulations that apply to the work to be performed by the employee. • The hazards that the hire might be exposed to as well as the control measures laid down to protect the staff • The location of first aid tools, the means of summoning first aid as well as the methodology of reporting injuries and illnesses. • Emergency procedures including but not limited to fire, evacuation and first aid • The roles as well as the responsibilities of the health and safety representative or committee and the location of the health and safety board • A general review of SAFE work procedures, how they are developed and where they can be found. • Personal protective clothing, equipment or associated devices needed for their job • Musculoskeletal injury and accident prevention procedures • Workplace Hazardous Materials Information System (WHMIS) details specific to the materials and products utilized in the workplace • SAFE work procedures for working in isolation or alone • Harassment and violence prevention procedures It is important to conduct a step-by-step orientation for new staffs, so is helps not only to prevent workplace injuries but also fulfill the legal requirements for training employees. Burke, Sarpy, Smith-Crowe, Chan-Serafin, Salvador & Islam (2006) advises on the following steps are to be taken; • Deciding on who is to receive orientation or even re-orientation • Listing what workplace training and topics will be provided for workers. The details should be specific, and the orientation program may be developed and conducted with the help of employee representative or health committee. • Developing worker checklist so as to track who conducts the orientation and when each topic of orientation is conducted • Assigning specialists to provide individual phases of the orientation • Recording the potential timelines for conducting of each topic of orientation • Collecting and developing the needed materials for the provision of every phase of orientation • Providing the training, inspecting every item delivered and recording the personnel that delivers each topic and the date they offer. Trainees must initial or sign on each topic covered, immediately after the end of each orientation session. • Designating the persons responsible for ensuring adequate orientation is conducted and within the agreed period and letting supervisors and managers know that the orientation is a requirement supported by the directors of the company. • Keeping records of the orientation training in designated personal files. • Developing a system to review or refresh training in cases of workplace changes, for example, new procedures or new equipment, and on regular occasions even when no changes are made. Emergency Action Plan Purpose Preservation of life is of vital importance to this company, and it is the company responsibility to protect customers and employees. In this line, the corporation has developed an emergency action plan to detail the fundamental steps required to prepare for emergencies that might occur in the workplace. Cases of emergencies may include severe weather, fire, earthquake, bomb threat, chemical release or spill, or neighborhood events such as explosion and derailment. The main priority of this emergency action plan is to provide health and safety to all customers, visitors and staff in the occurrence of an emergency. While the procedures of this Emergency Action Plan must be communicated to all workers, frequenters, and customers, any changes must also be communicated to the affected, accordingly. Policy This plan applies to all staff, visitors, drivers, customers as well as outside contractors and it is the policy of this company to try its best to protect workers in cases of emergencies and comply with all emergency regulations. Emergency Evacuation In the case of occurrence of an emergency requiring an evacuation of the facility, this firm will ascribe to the provisions of this Emergency Action Plan. In an attempt to make this success, emergency escape routes have already been established and floor plans showing designated refuge and routes identified. The floor plans are not only strategically located in all departments but also included in the company’s Emergency Action Plan and a copy provided to every employee. The driver of success for an evacuation is determining the persons in the building. It 's hard to keep track of individuals who are not at the company premises on regularly scheduled basis. For the success of this plan, the following requirements are provided. • Persons who are in the building and are usually are not should let the receptionist know they are there. Then when they leave, they should let the receptionist know they have left the premises. • If one is usually in the building and they have appointment away from the corporate premises, they should tell their supervisor that they are leaving and approximately how long they will be done. When they return, they must inform their supervisor they are back. In case the supervisor is not in, they should tell an individual with whom they work closely. It is a requirement for all visitors to sign in the reception desk when they enter the building and sign out when they leave, including staff who enter through the front of the building, for instance, service personnel for computer copier, and sales representatives. Systematic operation shutdown is necessary for critical processes and machines. Rescue and Medical Duties No worker may attempt an emergency rescue. Only the fire emergency rescue personnel may attempt to save individuals in the facility. No worker may reenter the facility unless instructed by the fire department and the management. Staff certified in CPR and first aid may assist injured workers before medical assistants arrive. It is prohibited for personnel not certified with these credentials to try to administer assistance. Reporting Emergencies All workers should follow emergency reporting procedures ads laid down in the Emergency Evacuation Procedures in the Emergency Action Plan. Emergency Plan Coordinator One of the senior coordinators is the designated EAP Coordinator at the company and should be contacted for more information and explanation of the duties under the scheme. Whenever the senior coordinator is absent, another senior worker is designated the task. Various members of staff are selected to coordinate emergency evacuation processes. The EAP coordinator ensures documentation of all training that is conducted, and that it is termed necessary for refresher training to be done or after the revision of the plan. Training and Drills Instruction of all workers and managers involved in the building on a regular basis is as follows: Training and Drills Instruction of all workers and managers involved in the building on regular basis is as follows: 1. Emergency Action Plan 2. Emergency Evacuation Procedures 3. Facility Alarm Systems 4. Emergency Reporting Procedures 5. Types of Potential Emergencies 6. Use of fire extinguishers The following is the order of instructions to be followed: 1. In the initial development of the plan 2. When the methodology is revised or updated 3. To new workers in the enterprise 4. Refresher guidelines shall be provided when required Drills shall be held to audit understanding of emergency methodologies for all personnel, and immediate assessment of performance enhanced by workers and management. If possible drills shall include outside service representatives such as police, medical emergency, and fire departments. Emergency Shutdown Procedures Purpose The reason for this procedure is to ensure an orderly and rapid evacuation of all staff in the occurrence of an emergency, for instance, severe weather, fire, chemical release or spill, motor vehicle accident, neighbor facility emergency, or bomb threat Robson et.al (2007) dictates. The primary purpose of this methodology is to ensure the health and safety of personnel near the facility. Evacuation of any handicapped from the building must be given considerable attention. This methodology is created to enhance an immediate action to an emergency, Paul & Maiti (2007) points out. Evacuation Conditions Any state threatening the health and safety of personnel and requires the evacuation of the facility may occur due to an emergency from a condition outside or inside the facility. They may not be limited to these, but they include, explosion, leaking of flammable gas, structural collapse, bomb threat, fire, hazardous material spill, power outage, natural disaster, and severe weather. Comparison between the rate of risk inside the facility and the rate of risk outside that is, severe weather should be done in the case of evacuation. Authority to Order and Evacuation Any kind of evacuation is ordered by the upper management or department manager whenever there is no time for consultation with the top management. The highest authority personnel should instruct designated individuals to evacuate the disabled according to the pre-determined action plan, coordinated with the rescue team and local fire. Evacuation Procedures Any person that identifies any situation which gives potential or real threat to the health and safety of individual within the facility should sound the alarm with immediate effect. In case the fire continues, or the emergency requires total evacuation of the premises, speak over the Paging System and inform the senior authority personnel of the event. If time allows and the Injury and Illness Procedures Procedures The below procedures written in accordance with applicable laws are available to assist workers in reporting work-related illnesses or injuries in compliance with company policies and state regulations. Employees For life threatening medical emergencies, that is illnesses or injuries that require urgent medical care. First, an employee suffering from such medical emergency or a co-worker can call 911 so to get urgent medical treatment. Second, the affected can visit the nearest emergency room. And third, the affected staff may contact risk management for directory details on designated emergency health care provider to follow up on the case and ensure the employee gets treatment as soon as possible. For non-life threatening illness or injury emergencies, the procedure to be followed is: • The injured staff reports the workplace injury to the supervisor immediately usually within one business day • The affected hire completes the Employee Questionnaire; Injury/Disease Report; Authorization for Disclosure of Health Information and Medical Treatment Waiver Form and brings the report to risk management found in the office of human resources. • The worker meets with risk management for review of documents as well as filing a claim for compensation. • A staff who experience a workplace illness or injury at work undergoes a post-accident drug testing within 24 hours of the onset of illness or injury. The risk management personnel in the department of human resource provides the hire with the appropriate form for testing. • A worker who fails to report a workplace illness or injury within policy guidelines faces disciplinary action or even termination of employment. The Supervisors • The supervisor performs accident investigation to figure out the cause or causes that led to the illness or injury and takes photos as authorized and reports findings within one day of injury or accident. • He or she then implements corrective action to decrease the risk of injury or loss exposure and inhibit future risky work practices as recommended or as necessitated by the safety committee. • The supervisor implements progress disciplinary action in case the cause is found to be the consequence of the worker’s engagement in risky work practices for which the hire has been trained, and the training documents. • A supervisor who fails to report a workplace illness or injury within policy guidelines may face disciplinary action or termination of employment. Office of Human Resources
Risk management provides the workers with the following information and documents
• List of designated physicians and notice of employees which is also posted in Human resource offices • Inform the staffs of their rights under the state laws and ask them to complete the relevant forms The office of human resources should report illness or injury to company’s worker's compensation insurance carrier. It also provides notice to the worker’s supervisors concerning the individual’s restrictions and status, treatments and next appointment as advised by the physician. The department provides notice to payroll to make sure staffs are compensated for the time spent at treatment and doctor’s appointments. Additionally, Human Resource performs cause report and analysis of accident findings to the safety committee to figure out recommended corrective action to prevent future loss exposure. Plus, monitors records in partnership with the insurance carrier concerning employee, appointments, restrictions, and treatment. Record Keeping The company believes in record keeping, which they see as the beast means of receiving or identifying deficiencies and trends in a safety program. Besides, they believe that the record keeping element is important in tracking and monitoring the performance of responsibilities and duties under the program. A company dealing with custom manufacture of industrial hardened computers should be committed to maintaining and implementing an active and up-to-date record keeping program. Illnesses or an equivalent record The company will create and maintain records of all work-related illnesses or injuries of their employees. Forms that are applicable only to work-related illnesses or injuries include Occupational Safety and Health Administration (OSHA) 300 form for Log of Work-Related Illnesses or Injuries and OSHA 301 for Illness or injuries Incident Report. The OSHA 300, Log of Work-Related Illnesses and Injuries must be maintained at each job or work site. Additionally, the OSHA 301 Illnesses and Injuries Incident Report or an equivalent is established. The form must bear a case number that correlates with a case identifier contained in the OSHA 300 log, and all required and patient information. According to Huang & Hinze (2006), the information entered or contained on the two forms should be maintained current within seven years following the report of a recordable accident. In a case where an OSHA 300 is not kept or not required, then an injury record should be kept. The OSHA Form 300A Summary of Work-Related Injuries and Illnesses must be posted in a conspicuous area for a worker to review it before February 1, for the previous and must remain in place until the 30th of April. The data relating to illnesses or injuries that were not recordable on the above-discussed documents or did not require medical treatment need to be maintained in written record form, including first aid treatment of all kind. The illness and injury documentation should be reviewed at least January by supervisors and management to analyze occurrences, plan courses of corrective actions, and identify developing trends. Leigh (2011) comments that the records must be maintained as required by law, which is mostly minimum of five years. Report Form Employee Personal Injury/Illness Form Instructions: Complete Parts I and II and sign and forward to Human Resource Management. Please contact the Accident Reporting System (ARS), 24 hours a day, every day, to report the incident. If you have any questions, please contact the Payroll Office or Human Resource Management.
PART I - PERSONAL INFORMATION
Campus Address / Phone Number:
Date of Hire:
PART II - INCIDENT INFORMATION
Accident Date and Time:
Location of Accident: (Building, room no., parking lot no.) Medical Treatment Provided: (check if applicable)
0 First Aid by Staff 0 Hospital 0 Personal Physician
Part of body injured:
Name, Address & Telephone Number of Doctor/Hospital:
Type of injury:
(e.g. bruise, burn, cut, fracture, puncture, swelling, sprain, strain, etc.) Has employee returned to work? 0 Yes 0 No If yes, date and time:
Description of incident: (Include causal factors that contributed to the accident. Please be specific and include as many details as possible. Attach additional sheets if necessary.)
NYS ARS Incident #:
Report Completed by:
Any person who knowingly with intent to defraud makes a materially false statement, or conceals a material fact to obtain a benefit, shall be guilty of a crime and subject to fines and imprisonment. Reports suspected of workers' compensation fraud will be sent to the Workers' Compensation Fraud Inspector General in Albany, NY.
Employee Signature: Date: HRM/Payroll use only
0Process C2 if medical treatment received and or Lost Time
C: Supervisor Environmental Health & Safety Office Incident/Accident Investigation Procedures Procedure Steps Accident or incidence investigation process involves various procedures. • Reporting the accident occurrence to the relevant personnel within the company • Providing medical care and first aid to injured individuals and preventing further damage or injuries. • Investigating the causes of the incidence • Developing a plan for corrective action • Implementing the corrective plan • Evaluating the efficiency of the corrective action • Making changes for future improvement. Investigation of an accident should be done as soon as possible without wastage of time (Bombardier, Fann, Temkin, Esselman, Barber & Dikmen, 2010). If this is done this way, the investigators are most likely to be able to analyze the conditions as they were at the time of the occurrence of the accident, identify witnesses and prevent disturbance of evidence. The company should ensure that the tools that the investigating personnel need are immediately available to save on time. An accident investigation should be conducted by specialists in accident consultation, investigative techniques and should be fully knowledgeable of the work procedures, processes, persons as well as industrial relations environment of a particular kind. While in most cases, the supervisor should help in the investigation of an accident, other members may be included. Some of the members of the team include safety officers, safety and health committee, representation for local government, workers with experience in investigations, employees with skills of the work, and union representative. While an investigator who seems like accidents are as a result of unsafe conditions will most probably try to uncover conditions as causes, the one who sees as unsafe acts cause them will try to find the human errors that cause. So, it is crucial to analyze some underlying factors in the process of events that results in an accident. Worksheet Form Accident/Incident Reporting and Investigation Part A – The Injured Person
Accident reference number (H&S Team only) Name: DOB:
Part B - Investigating Officer
Post Code: Telephone no:
Part C - Information Gathering
1. Where did the accident happen?
2. Who was injured or suffered ill-health?
3. What injuries or ill-health effects were caused?
4. How did the accident/incident happen? (Note working environment issues, layout, equipment and/or substances involved – did these influence the accident?)
5. What activities/tasks were being carried out at the time of the accident?
6. Was there a risk assessment covering the activities/tasks being undertaken? a) Provide copies of risk assessments and relevant safe systems of work/working procedure. b) Detail any relevant safety equipment in use.
7. Was the injured person trained and competent to carry out activities? (Provide copies of training records)
8. In relation to the working environment and/or equipment involved, was maintenance and cleaning up to date?
Part D - Analysis and Further Action
10. What were the immediate, underlying and root causes of the accident?
a) Immediate causes:
b) Underlying causes:
c) Root causes:
11. What additional risk control measures are required to prevent recurrence? 1.
12. Do similar risks exist elsewhere?
Please send completed from to: Health and Safety Team in the human resource department FOR OFFICE USE ONLY (Health & Safety Team)
Date Received (stamp)
Data entry date
Data entry by (initial)
Incident/Accident Table The purpose of this accident or incidence table is to help all the members of staff if they require to contact L&I or rather perform an investigation in the workplace after an incidence or accident. This table is to be used when an incidence or accident happens or as appropriate afterwards. Actions that must be taken In case of portable death or death Accidents involving inpatient hospitalization of workers In case of serious illness or injury Near miss or non-serious illness or injury Reporting the incidence or accident to L&I and including personal phone number Required Required Not required Not required Completing and documenting an investigation Required Required Required Not required
Safety Guidelines General Guidelines • All near misses, injuries, and accidents should be reported to the supervisor immediately. • If a worker has any doubt about the safety of a job procedure, they should consult with their immediate supervisor before going on with the task. • The staff should immediately report or correct any unsafe conditions or acts to the supervisor and warn any workers who may become involved. • All items of protective equipment required by the job-site or for the job the worker is doing should be considered as conditions of employment. • Equipment and tools must be inspected daily, and safety and guard devices should always be in place and functional. Wilful damage or misuse of corporate equipment and tools is strictly prohibited. • Employees should maintain good housekeeping in the workplace. They should not allow materials to gather on stairs, ramps, walkways, or floors to the extent that they become a tripping hazard. • The staff are advised never to work alone in isolated areas except in cases when it has been agreed upon on for periodic checks with another individual. • Hazardous materials need to be identified, handled or stored according to the regulations in the Workplace Hazardous Materials Information System (WHMIS). • Prior to digging underground utilities mechanically, they should be first located with the use of handling-digging procedures and utility maps. • No entry into excavations beyond 4 feet is allowed unless it is shored or sloped. • Confined space entry procedures should guide staff entering a confined space. • Practical jokes, horseplay, scuffling, theft, and fighting are prohibited. • Also prohibited is the use of drugs and beverages on the job-site including over the counter or prescription medications that can cause impairment. No staff will be allowed to enter a job site while impaired. • No smoking in public areas that is, plant offices, vehicles, shops, flammable areas or offices, but with an exception, if an employee is riding alone in an adequately ventilated vehicle. • Riding on the outside of the equipment is prohibited unless the vehicle design or modification was purposely done for this purpose. It is a requirement that all staff ride in the cabs of vehicles. • Workers must wear seatbelts when operating company vehicles and ROPS equipped machinery. • No staff should dare do maintenance, work under, around or on a piece of running machinery or equipment. Such machinery or equipment should instead be shut off and locked until work is completed. • It is prohibited to operate on damaged machinery, equipment or tools. Equipment not operating properly or those that need maintenance should be tagged out of service and an equipment repair form filled out, and returned to the equipment manager. • Workers must not use or operate equipment in a manner that endangers other staffs or even themselves. And only the individuals authorized and properly trained by the supervisors may operate machinery or equipment. • Everyone must comply with the requirements the WCB, safety program as well as other associated regulations. Equipment Specific Air compressor Sorts of the pneumatic tool must be first connected to a source of air before they are activated. Parts fitted loosely or connected weakly to a corresponding piece of equipment might jeopardize the performance of the tool, leaving an individual venerable to injury. The air that goes in at the inlet should be not only clean but also free of moisture and with a big pressure not exceeding 90 in exception to tools with pressure rating set to a higher level. Surpassing the maximum pressure rating of the tool may cause some dangers including cracks, faulty pressure, output torque, and undue velocity. In the event of problems with the air supply, the operator should ensure that there is an easy accessibility of a shutoff value. Operators are encouraged to cut air source before going near problematic air hoses. Proper lubrication of tools is critical to ensure maximum functionality. Hands should never be put anywhere towards the end of an active pneumatic tool. Besides, the operator must never allow hair or clothing to get close to the working parts of the compressor. Most importantly, the operator must not point the active end of a tool near their face or body. Inspection openings are critical on all receivers and air tanks. Tanks under five square feet in volume must be equipped with pipe plug openings while tanks exceeding 36 inches should feature a manhole. Air hoses should not be allowed to get bent or kinked. Checking airlines on a regular basis ensures improvements on flow, ruptures, and other imperfections. Defective airlines to be replaced immediately. It is also advisable to set air tanks at a minimum of 10 percent higher than the compressor’s operating pressure. However, it should not surpass the working limit of air receiver. The intake must only receive air from pure, fresh, natural, outdoor source. And to enable the intake air to stay pure, the operator can apply a filter or screen at the intake valve. Plastic injection molding machines Operator to ensure that safety gate has been installed to limit operator access to the moving parts when the machine ids in operation. The best thing to do here is to use interlocks, preventing the mold from closing while the gate is open. The operator should not attempt to alter, alternate or remove a safety interlock. Operators to access the mold cavity through the operator’s gate without removing a fixed guard on normal operations. Operators to tag out or log out the machine before the maintenance and servicing work. Metal bending and cutting machines Only workers authorized and properly trained by their supervisors may operate metal bending and cutting machines. Additionally, authorized personnel should be trained for a safe operation of the equipment. Principle hazards to metal bending and cutting include fire, burns, metal vapor poisoning, electric shock, and explosions of inflammable and compressed gases. Welder’s clothing must be nonflammable, with no pockets, folds or cuffs and should completely cover all skin areas. The welders can use a long leather apron containing a high bib as an outer clothing. Besides, they may use gloves with long gauntlets to offer protection from metal burning the wrists. Ears to be covered only if goggles are worn. Operators must wear appropriate eye protection at all the times and all staff as well as visitors to wear protection in areas regarded as potentially hazardous to the eye such as protection from welding flash. In metal blending, metals with coatings of zinc, cadmium, lead including other toxic metals produce fume hazards. Proper ventilation must be provided for other noxious fumes of oxides of carbon and nitrogen, manganese, selenium, copper, silica, arsenic, fluorine, and titanium. Individual Specific It is the responsibility of every worker to ensure safety in the workplace Sklet (2014). Everyone should take care of their health and safety, avoid loose clothing and jewelry when operating machines, and not to misuse or interfere with anything provided for the welfare, safety and health. Besides, workers who wear a headscarf or those with longs hair should ensure it is tucked out of the way to avoid it being caught in machinery. Also, one must take responsible not to endanger co-workers, visitors or public by what they perform or do not perform in the course of their work. Another safety rule is for hires to co-operate with their employers, making sure they get proper training and they understand and follow the organization’s safety and health policies. Staff should inform the management if something occurs that might impact their ability to work, for example, suffering injury or pregnancy. The reason is that the employer has legal responsibility for workers safety and health and they may need to suspend a member of staff as they try to come up with the solution for the problem, but under normal circumstances, the works must be paid during suspension days. Those who operate machinery or drive have a responsibility to inform their employer if they take medication that makes them drowsy so that the employer can temporarily move them to another job in they have one for the hire to do. If everyone in the workplace is concerned with their safety and the safety of co-workers as well as visitors in the company, safety measures would significantly succeed. Safety Disciplinary Policy The company believes that a health and safety accident prevention program is incomplete without safety disciplinary policy. The company is of the opinion that to maintain a healthful and safe workplace; the workers must be aware and cognizant of all state, company, as well as federal health and safety regulations as they relate to the particular job duties needed. Any employee who violates health and safety rules must go through the following disciplinary policy. The steps must be followed in the order they have been written but with exceptions of the seriousness of the violation that might dictate going directly to step two or three. • For a first time violation, it will be discussed orally between the employee and the organization supervisor. And this should be done urgently. Verbal warnings are issued by supervisors or management to employees for minor violations or infractions of the safe workplaces or the safety rules. Continued verbal warnings or violations leads to more serious action. • If the worker commits the offense for the second time, then the offense will be followed by written documentation. That said, though, an employee may receive a written warning for just a single but serious violation of a procedure or rule that could have potentially led to injury to other employees or even themselves or could have resulted in property damage. Additionally, hires can receive a written warning for activities that could potentially lead to injury or property damage, or both. A copy of this written form will be saved in the employee’s personal folder. • A worker that violates health and safety regulation for the third time risks possible disciplinary leave or termination. The action to be taken will depend on the seriousness of the violation. For instance, a single serious violation of a procedure or rule that result in property damage and injury to other employees. Another case that can lead to disciplinary leave is nonconformance to safety procedures and rules and repeated violations. Supervisors may record for a termination, and if the management concurs in the termination, the worker is expelled especially for repeated violations of the above circumstances. Safety Awareness Program Safety Committee Purpose One of the purposes of the safety committee is to maintain and initiate awareness of safety challenges among all departmental levels of employees Hollnagel & Speziali (2008). Another goal is to help in reducing the severity and frequency of incidents, auto liability, pollution, public official liability, workers compensation costs as well as other areas of potential loss. Besides, the safety committee serves as the link between employees and management on safety topics that impact the company’s staff and operations. It also serves to gain workers support through involving all levels of employees in the decision-making process, to enhance an open communication channel to hires for encouraging new safety ideas and to eliminate precarious situations and behavioral all departments throughout the corporation and strive to Promote an accident-free working environment. An efficient committee combines management as well as non-management practices to meet the common goal of the organization. Coordinated efforts of this kind provide the foundation for organization change. () argues that workers tend to embrace and accept change when they are involved in the decision-making process. Methods Establishment of a successful safety committee requires a strong foundation of the activities of the committee defined by the following elements: duties, membership, goals and objectives, and procedures. A safety committee has bestowed a variety of duties. These duties mainly focus on maintaining and stimulating corporate-wide interests in reducing accident incidents. But the focus need not be on workers safety alone and instead also concentrate on other potential areas of loss including but not limited to auto accidents, environmental protection, property damage and general liability. Committees that record significant results stand a better chance to gather support from the entire organization. The safety committee will assume the following responsibilities: • Self-audits including the conduction of inspections of the property facilities and buildings and assisting in developing action plans to curb hazards • Accident investigations that involve reviewing of accidents or near misses or both to find the primary cause and prevent reoccurrence. • Evaluation and monitoring tracking the outcomes of corrective actions as well as determining the efficiency of committee activities • Identifying and coordinating employee safety training requirements within the company • Analyzing trends- reviewing past accidents, identification chances of occurrence of divergent types of accidents, and determining prevention methodology • Increasing safety awareness- developing and discussing methods for boosting safety awareness, for instance, posters, departmental meetings, name recognition, incentive programs, and pamphlets. In establishing the safety committee, the management will clearly outline the related responsibilities and objectives. It is after these activities are performed when a method of reporting, also tracking will be developed to measure the effectiveness of the safety committees activities. Good examples of this are action plans and meeting minutes. According to Loomis, Marshall, Wolf, Runyan, & Butts (2002), the membership of a committee is critical for determining its success. Members need to be highly interested in the welfare of their workmates. I t is crucial for all levels of the corporation to be represented as well as management and non-management. The size of the safety committee varies in size of the company. The membership of the committee should represent all shifts and departments within the firm. The group is small enough to perform well but large enough to allow for communication between the work groups. While very small organizations might require only a few people to make up the committee, larger enterprises dictate for more involvement. Research shows that most companies perform well with not less than 10-12 members, but, larger entities may establish smaller groups reporting to one central committee. The chairpersons of split committees must meet regularly to assess their activities. On the distribution of membership, workers representation will be almost equal to management representation. The distribution is a way to promote the open exchange of opinions and ideas by assuring members that the staff input is significance in the forum. Additional employees might regularly be required to attend committee meetings to present views or information on safety issues, problems, and solutions. Most committees get chaired by one of the senior management officials, but due to the need for workers involvement, this company might assign co-chairpersons as appropriate. The co-chairperson is required to be a non-management representative, sharing the responsibility for overseeing the activities of the safety committee. Employee members shall be enlisted through either election by co-workers or a volunteer process. This is the key to ensuring that members are dedicated to achieving success and are dedicated to maintaining and creating a safe workplace. A person who wants to join a safety committee should possess the following qualities, among others: show that they are interested in safety issues, be perceptive to new ideas, be familiar with procedures and processes, have the ability to express their ideas and thoughts. Besides, he or she should be willing to participate in meetings and projects and maintain a high level of respect among their peers. The company will make sure that the members of the committee are rotated regularly to help in promoting new thoughts and maximize the scope of staffs’ involvement. However, the rotation will be staggered in an attempt to maintain continuity of the committee to prevent complete turnover of the committee at the same time. Safety Meetings Meetings of the safety committee shall be held on a regular basis. This organization chooses monthly meetings, so it is ideal. At times, the meetings shall be held quarterly. The schedules determined or to be determined by the state's requirements concerning the meeting schedules of safety committees. It is, therefore significant for the staff to understand the particular guidelines in their area. The dates of the meetings shall be predetermined, and the committee members notified accordingly. Additional meetings may be scheduled for special crises or problems. Time limits will be placed on the meetings to assist the chairperson in the meeting focused. Hayes, Perander, Smecko, & Trask (1998) suggests that newly created committees be given more time than normal, especially for first few gatherings. But once the members become comfortable with their roles in the committee, the length of the meeting shall fall by the pre-determined schedules. And specific times shall be set for the completion of action and project items. A secretary shall be appointed from among the committee members to prepare the agenda of every meeting to give structure to the discussions of the committee. The established agenda shall be followed closely to ensure that the chairperson maintains control of the meeting and increases the productivity of the committee during every session. The following must be included on the agenda: • Call to order- the meeting shall begin promptly at predetermined specific times • Roll call- Names of those present shall be recorded, and those who were unable to attend will notify the secretary in advance. • Any guests shall be introduced in the committee • Minutes from the last sessions shall be reviewed and follow up on any old business made. • New business- new safety-related issues will be discussed at this point. Any member wishing to raise an issue shall contact the chairperson in advance to ensure that the issue is placed on the agenda of the meeting. For instance, an employee may have noticed a recurring unsafe condition or act and may want to recommend that the committee investigates the exposure. Additionally, a manager may suggest the establishment of a safety orientation program for all new staff and the idea becomes a topic of discussion. In line with these ideas, the committee shall then develop a plan of action for each of the discussion topics suggested. • The another portion is the review of safety committee functions and the action plan. This part shall depend on the extent of the committee’s responsibilities. The committee may perform the following: ensure the inspection of the facility, review reports of near misses and recent accident investigations to determine the root causes, determine action plans for reducing hazards, and inspect recent training activities. Action plans shall concentrate on continually improving safety awareness. • Another portion is education, and it involves identification of areas where individual training is required. What this means is that the committee will improve on its ability to achieve its objectives, specific work groups will be empowered to address reoccurrences and trends, and the entire workforce will perfect on safety and health programs. Outside speakers shall be offered a chance to present topics, for instance, on Accident Investigation to enlighten the committee is certain areas of safety. It at this stage whereby the tools necessary to offer recommendations and educate the staff on training programs shall be determined. • Adjournment: the safety committee meeting shall close with a clear understanding of the responsibilities of each member and action items for completion as a prerequisite of the next meeting. The agenda can be made as informative and simple as possible depending on the wishes of the committee. In instances where the safety committee identifies issues that call for a more focused attention, it may establish subcommittees to fasten the investigation of these issues. Some of such issues include worsening accident trends in the workplace, rash of claims made against the corporation for falls, trips or slips, or recurrence of individual types of vehicle accidents. There is a high possibility of particular problems affecting only a small specific part of the operation, and in this case, the committee shall choose to elect a task force or a subcommittee to deal with a particular issue at hand. The rules of this company require the subcommittee to meet separately with the main committee and report its findings as well as recommendations regularly. One of the major functions of a safety committee is to enhance communication on issues regarding safety at all levels of the enterprise. A summary of the minutes of each session shall be posted in strategic areas to enlighten all workers on the going on of the committee on the company’s safety goals. As such, to boost staff enthusiasm for the program, it is critical to encourage the activities of the committee by supplying information on the progress periodically in public venues including but not limited to employee bulletin boards and internal newsletters. Conveying the outcomes of the committee’s activities as well as future objectives may earn company-wide support for its effort. Since the committee shall be assigned many responsibilities, it is critical to provide the members with the required tools to carry out the assignments. One way to do this is to provide the committee with relevant additional training or advice on certain topics on inspections and accident investigation, so it perfects on its work. The enterprise shall at specific times ask the committee to determine areas in which training is required for either the whole staff or for particular workgroups. The corporation may also decide to order cheap or even free written safety materials for the committee to use or might even choose to build a library enriched with safety materials to help in meeting the ongoing objective of creating and maintaining a safe and healthy environment. Each committee shall start by defining goals and objectives for a set period. The goals should not only be measurable but also have a direct effect on the safety of the hires. The objectives of the committee shall be informed to the workforce to boost the staff’s morale in participating in achieving safety goals. Among the various benefits that a successful completion of the committee’s goals, as well as, objectives, provides to the company are; a reduction in unsafe behaviors, lowered costs and fewer accidents, increased health and safety awareness among the hires. It also includes a boost in management support for the agendas of the committee, motivation for the members of the committee to maintain the good work, and an increment in committee involvement in health and safety issues in the entire organization. Roles and Responsibilities Representing the entire workforce is a safety committee. An organization may promote employee involvement in safety issues by delegating a bunch of duties to the committee. That said, though, the functions of the committee must not seem to replace management responsibilities to participate in the core business of creating and maintaining a healthy and safe workplace. Hughes, Robinson-Whelen, Pepper, Gabrielli, Lund, Legerski, & Schwartz (2010) comments that a safety committee like any other operation cannot succeed in its functionality without full, visible input from the management. Therefore, the overall mission of the safety committee shall be determined by the senior executives and be made available to the entire workforce. Parameters shall be set concerning the involvement of the safety committee in non-safety issues. The safety group shall focus on topics at hand while limit on discussing on other workplace matters. Discussions on safety issues must be positive, maintaining the fundamental goal of preventing workplace injuries. The keys to safety program success are management commitment and participation which can be shown in the allocation of funds for the committee activities, recognition including awards, public thanks, certificates, among other incentives, and distribution of a signed safety commitment statement to the entire corporation workforce. Plus, participation in safety committee projects and activities, requiring the visitors to the company to adhere to safety standards as well as talking to the staff about safety, asking questions, pointing out unsafe behaviors and encouraging feedback throughout the corporation. Other avenues for showing commitment include implementing employee recommendations as well as reporting on safety projects at corporate-wide meetings. After several months of operation, the safety committee shall evaluate their procedures and structure. Self-audits will be used to assess the effectiveness of members, meetings, leadership and subcommittees. The purpose of these audits is to help in identifying areas where to improve on and enhance the committee’s contribution to the company and its employees. The committee should consider some factors when evaluating their operations. For instance, whether the action plans and project are being completed on time, whether the committee’s recommendations are implemented, whether the committee activities have ever had a significant reduction in incidents, and whether the information is being communicated to all staff. Also to consider improvements in the level of awareness to the entire workforce, whether all committee members participate in the process, the general acceptance of the activities of the committee among the hires, and the management support to the committee. To sum up, the safety shall be tasked with a core objective of eliminating unsafe behavior in the entire corporation and make efforts to create an accident-fee working environment. The success of safety committee depends upon the participation and understanding of workers in the recommendations made by the members. Communication is critical and needs always to be a two-way, meaning that it should include the committee and the entire staff in the process and keep them enlightened. Management working in collaboration with the staff results in impressive outcome. Safety Training and Forms The training materials and subjects are developed in accordance with site and industry specific criteria relating to potential and identified hazards required by the federal regulations. Subject training sessions and orientation will include the following. • Emergency procedures • Task assignments or hazard of the job • Personal protective tools • Hazards related to the work area • Hazard communication, that is, hazardous materials and chemicals • Specific tools operation requirements • Accident investigation, that is, supervisors as well as other designated personnel • Workers reporting requirements • Confined space entry The safety training program shall be conducted in two phases. One of the phases will involve reassignment orientation or new employees while the second phase will consist of refresher sessions and regular period training. In addition to formal health and safety training classes, workers will receive instruction and guidance regarding safe operating procedures of all the assigned jobs or tasks. All employees, supervisors, and managers are required to become involved and participate in the ongoing health and safety training program. The training audits and assessments to be performed will determine the subject matter and frequency repetitiveness and will be at intervals that will enable demonstration of adequate training. A more formal survey including a written examination can be required at some point. The staff is required to go for safety retraining every two months. Otherwise, they will not be approved to work. And all workers assigned to participate in a safety training session must demonstrate not only competency but also remembrance of the basic information of the training before getting back to any work assignment. Safety Award Program The company’s safety award program is geared towards increasing awareness of workplace safety and health as required by the organization and recognize, celebrate and encourage employees making efforts to improve safety performance. The award will be presented towards the end of every year and will only be issued for nominations demonstrating outstanding and exceptional achievements. Scope Safety awards are open to all the staff either as a member of a team or as individuals. Successful winners of the award shall be approached by the chairperson of the award panel to incorporate their submissions in an application to the award. Categories and Judging Criteria Best solution for a workplace hazard either a team or an individual The award appreciates excellence in implementing or developing a solution to a disturbing safety and health problem. Entries might include a process or a product based solution, a training program, engineering innovation, and an awareness increasing activity, among other risk control measures that cut down on the risk of work-related illness or injury. The requirements for nominations are a detailed outline of the safety and health issue as well as the solution implemented to boost the level of safety and health. Further, the details of how the solution was arrived at in consultation with other staff at the company and, in other cases external organizations; explain the effectiveness of the solution in improving safety and health for the processes of the manufacturing unit and the broader application as appropriate. Nominations in this category shall be evaluated on merit depending on the originality and innovativeness of the solution, the efficiency of the solution to minimize or eliminate the risk of injury as per the implementation of the hierarchical of control, and the overall effect on safety and health performance at the firm. Best Team Input into improving workplace Health and Safety The aim of this award is to recognize the establishment, improvement as well as maintenance of WHS programs by a team such research teams, working parties, units, focus groups and teams formed by or within workplace advisory committees. Team nomination will require up to six people. The nominations must outline the workplace safety and health initiatives that have been adopted in their areas by the team, outline the methods or processes of consultation to involve others in safety and health initiatives and demonstrate the improvement in safety and health performance as a consequence of initiatives. The judging criteria will depend on the following: the systematic methodology to WHS management chosen by the team; consultation methods used by the team to increase awareness on safety and health issues, the originality and innovation of safety and health initiatives applied by the team; and level of safety and health performance of the group. Safety Leadership Award to Individuals The reason for this award is to recognize initiatives inspire, maintain and improve best practice in safety and health by a supervisor, manager, head or employee. Nominators are required to list their individual safety and health contributions or achievements and explain how they were accomplished; outline the workplace safety and health measures implemented by the individual, describe any setbacks encountered during implementation of the safety contributions and achievements. Also, they are expected to provide information on the improvements in safety and health performance; offer an insight into the consultation and communication processes utilized to implement safety contributions and achievements. Further, they should prove how the individuals effect on safety and health performance and management was beyond and above their immediate area or field of responsibility; and offer details of improvement in performance of safety and health program. Nominations falling under this category shall be evaluated on merit depending on the potential for the employee’s contribution to have a wide-range application across the company and improvement of safety and health performance in the field. Nominations Nomination forms shall be collected in the offices assigned to offer safety awards. Invitation to nomination shall involve sending an email to all staff and safety committee chairs a few weeks before the award event. Individuals must submit nominations at any time before the close of the nominated date. Completed safety award nomination forms should be submitted before the expiration of the due date or as advised in the nomination advertisement. Members of the safety committee and chairpersons of all Workplace Advisory Committees will be requested to submit a nomination for review from the Safety Awards Panel. The following should be inclusive in the workplace safety and health awards nomination process: • Nomination by a staff with approval by the head of the particular unit, supervisor or any other relevant authority with the endorsement by the director. • Company safety awards are open to workers in permanent as well as those in limited term positions excluding members of the senior management and directors. • A requirement that all submissions address the applicable judging criteria as outlined on the nomination form • Judging criteria shall be assessed based on the performance over the previous twelve months or for sustained excellence that may be in another category assessed after more a year of excellence. • Previous award recipients are also eligible to nominate and providing the submissions for nominations subsequently in a row distinct from all prior submissions. • Nominations for employees where formal recognition has already been performed for the achievements included are prohibited. Such submissions may include but are not limited to accelerated progression, reclassification and promotion, retention or attraction allowance and any other such acknowledgements. Hollnagel & Speziali (2008) argues that there is a higher expectation of excellence for senior most positions. Nominations must include the following: • A completed nomination form signed by the approver, nominator as well as the director. • A completed nomination statement is addressing each of the chosen criteria for the nominated category. For team nominations, they must briefly describe the role each team member plays in achieving the overall outcome. • Up to two completed supporting statements of no more than A4 pages from members of staff endorsing the nomination • Optional additional supporting material not exceeding four A4 pages may be provided to assist in the verification of judging criteria. It could include records of workplace health and safety reporting and consultation, for example, minutes of meetings; documentary evidence or photographs of workplace health and safety risk control measures in place; data on workplace health and safety incidence reports as well as employees compensation claims. It could also include a WHS record of audit report as well as an evidence corrective actions completed after the audit report; and any other associated evidence that might support the nomination. The procedure for submission requires completed nomination forms be forwarded to the supervisor for approval. The forms should include not only a statement of verification but also general comments of the importance of the contribution or achievement to the company. It is after the approval of the nomination form by the supervisor and endorsement by the director that the form is lodged in the workplace health and safety unit before the closing date as advised. The award unit shall not accept self or late nominations. Selection and Notification The Safety Awards Panel has the responsibility to decide on who to take the awards. Safety Awards Panel includes the operations manager, director of human resources, the WHS Unit manager, and WHS Committee chair. Chairing the WHS Awards panel will be the manager of operations while the deputy manager shall endorse the award recipients. Selection of award recipients shall be done under close supervision of Safety Awards panel so as to consider every nomination for awards and make sure that every nomination is evaluated equitably and fairly. The panel must get sufficiently satisfied on the merit submitted for it to allocate awards for any category and each award must successfully pass through the relevant judging criteria for evaluation. Award prizes for teams or individuals shall vary from time to time. In cases of team awards, the amount of the award must be shared equally amongst the nominated member of the team. Highly commended award submissions will be added at the discretion of safety award judging panel. The company allows award recipients to receive the awards in either form, that is, an amount of cash, attendance of at conferences or courses, or as dictated by the workplace health and safety awards panel, all of which shall be of equivalent value. Award recipients shall receive a documentation certifying their achievement. It is the role and responsibility of the WHS Unit to administer Workplace Safety Awards. All nominees must agree to allow access to the workplace health and safety panel to location and personnel to verify the submissions. Confidentiality will be maintained to protect the interests of workers where required. Appendices SDS (Safety Data Sheets) Section 1: Identification, that is, product identifier; manufacturer’s name, phone number, address; emergency phone number, restrictions on use, recommenced use. Section 2: Identification of Hazards, that is, required label elements and hazards concerning chemicals Section 3: Information or compensation on Ingredients- including information on trade secrets claims as well as chemical ingredients Section 4: First-aid Measures- important effects or symptoms, delayed, acute and chemical hazards from fire Section 5: Fire-fire measures- listing of suitable fire extinguishing techniques and equipment, chemical hazards from fire as well. Section 6: Accident Release Measures- includes emergency procedures, proper method of cleanup and containment, and protective equipment Section 7: Storage and Handling- includes precautions for safe storage and handling as well as competencies. Section 8: Personal protection or Exposure control- includes ACGIH Threshold Limit Values (TLVs), OSHA’s Permissible Exposure Limits (PELs) or any other exposure limit advised or used by the chemical manufacturer, employer preparing the SDS, or an importer. Section 9: Physical Properties, that is, a list of chemical characteristics Section 10: Reactivity and Stability- lists not only chemical stability but also the possibility of hazardous reactions Section 11: Toxicological Information, that is, a list of routes of exposures and related symptoms, chronic and acute effects, and numerical measures of toxicity. State & Federal Posters Age Restrictions- Companies that employ workers below 18 years should adhere to the restrictions on the type of work allowed, the hours of work as well as the need for a work permit required for such employees. Safety and Health Information-Employers must not only comply with safety and health standards of state and federal Occupational Safety and Health Acts (OSHA) but also the Right-to-Know laws. Compliance with immigration Law- All employers are required to verify the employment eligibility of all workers hired after 6th of November, 1986 through reviewing the documents presented by the workers as well as record information on verification form. Minimum Wage- State and Federal regulations set overtime standards and minimum wages. Taxes- Employers must lease with The Internal Revenue service for federal income tax arrears and the Department of Treasury for state income arrears for their workers. Federal Unemployment Insurance- All employers should pay federal unemployment taxes. State Unemployment insurance- for unemployment taxes, employers should register with the Unemployment Insurance Agency (UIA) Workers compensation- Organizations are subjected to the Workers' Disability Compensation Act that requires them to do either of the three things: be approved as self-insurers, participate in a group of self-insurance program or provide employee’s compensation coverage for their workers. OSHA Forms and Instructions OSHA’s Form 301 This injury and Illness Incident Report is one of the first forms you must fill out when a recordable work-related injury or illness has occurred. Together with the Log of Work-Related Injuries and Illnesses and the accompanying Summary, these forms help the employer and OSHA develop a picture of the extent and severity of work-related incidents. Within 7 calendar days after you receive information that a recordable work-related injury or illness has occurred, you must fill out this form or an equivalent. Some state workers’ compensation, insurance, or other reports may be acceptable substitutes. To be considered an equivalent form, any substitute must contain all the information asked for on this form.
According to Public Law 91-596 and 29 CFR 1904, OSHA’s recordkeeping rule, you must keep this form on file for 5 years following the year to which it pertains. If you need additional copies of this form, you may photocopy and use as many as you need.
Phone: ( ) Date: / /
Information about the employee
1) Full name:
City: State ZIP
3) Date of birth / /
4) Date hired / /
5) 0 Male
Information about the physician or other health care professional
6) Name of physician or other health care professional :
7) If treatment was given away from the worksite, where was it given?
City State ZIP
8) Was employee treated in an emergency room? 0 Yes 0 No
9) Was employee hospitalized overnight as an in-patient? 0 Yes 0 No
Information about the case
10) Case number from the Log (Transfer the case number from the Log after you record the case)
11) Date of injury or illness / /
12) Time employee began work AM/PM
13) Time of event AM/PM 0Check if time cannot be determined
14) What was the employee doing just before the incident occurred? Describe the activity, as well as the tools, equipment, or material the employee was using. Be specific. Examples: “climbing a ladder while carrying roofing materials”; spraying chlorine from hand sprayer”; “daily computer key-entry.”
15) What happened? Tell us how the injury occurred. Examples: “When ladder slipped on wet floor, worker fell 20 feet”; “Worker was sprayed with chlorine when gasket broke during replacement”; “Worker developed soreness in wrist over time.”
16) What was the injury or illness? Tell us the part of the body that was affected and how it was affected; be more specific than “hurt”, “pain,” or “sore”. Examples: “strained back”; “chemical burn, hand”; “carpal tunnel syndrome.”
17) What object or substance directly harmed the employee? Examples: “concrete floor”; “chlorine”; “radial arm saw.” If this question does not apply to the incident, leave it blank.
18) If the employee died, when did death occur? Date of death / /
Public reporting burden for this collection of information is estimated to average 14 minutes per response, including time to review the instructions, search and gather the data needed, and complete and review the collection of information. Persons are not required to respond to the collection of information unless it displays a currently valid OMB control number. If you have any comments About these estimates or any other aspects of this data collection, contact: U.S. Department of Labor, OSHA Office of Statistics, Room N-3644, 200 Constitution Avenue, NW, Washington, DC 20210. Do not send the completed forms to this office.
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