Small Business Self-Evaluation Checklist: Hearing Protection

When noise control measures are infeasible, or until such time as they are installed, hearing protection devices are the only way to prevent high levels of noise from damaging the inner ear of workers. Making sure that these devices are worn effectively requires continuous attention on the part of supervisors and program implementers, as well as noise-exposed workers.

This “Client Handout” provides small business owners a means of identifying potential problem areas that may occur with the use of hearing protectors in the workplace. Any question answered “No” should be thoroughly investigated and corrective actions taken.

Questions	Yes		No	N/A
Have hearing protectors been made available to all workers whose daily average noise exposures are 85 dBA or above?
Are workers given the opportunity to select from a variety of appropriate protectors?
Are workers fitted carefully with special attention to comfort?
Are the medical conditions of workers considered in the selection of hearing protectors?
Are workers thoroughly trained in the use of hearing protectors, not only initially but at least once a year?
Is each hearing protector user required to demonstrate that he or she understands how to use and care for the protector and these results documented?
Are the protectors checked regularly for wear or defects, and replaced when necessary?
If workers use disposable hearing protectors, are replacements readily available?
Do workers understand the appropriate hygiene requirements?
Have alternative types of hearing protectors been considered when problems with current devices are experienced?
Do workers who incur noise-induced hearing loss receive intensive counseling?
Are those who fit and supervise the wearing of hearing protectors competent to deal with the many problems that can occur?
Do hearing protectors allow spoken instructions or warning signals to be heard?
Are workers encouraged to take their hearing protectors home if they engage in noisy non-occupational activities?
Are new types of potentially more effective protectors considered as they become available?
Is the effectiveness of the hearing protector program evaluated regularly?

 

COPYRIGHT ©2005, ISO Services Properties, Inc.

Small Business Self-Evaluation Checklist: Scaffolding

Serious injury or death can result from failure to comply with all applicable safety requirements of federal, State and local regulations before erecting, using, or dismantling a scaffold.

This “Client Handout” provides small business owners a means of identifying potential problem areas that may occur with scaffolding operations. Any question answered “No” should be thoroughly investigated and corrective actions taken.

Questions	Yes		No	N/A
Is the scaffold erected and used under the direction of a competent person?
Are all workers involved with or near the scaffold wearing hard hats?
Are footings sound and rigid and not set on soft, muddy, or frozen ground (that could melt), or resting on blocks?
Is the scaffold level?
Are wheels/castors locked?
Is the scaffold able to hold four times its maximum intended load?
Is the platform complete from front to back and from side to side, fully planked or decked, and with no gaps greater than 1 in (2.54 cm)?
Are guardrails and toeboards in place on all open sides?
Are all sections pinned or appropriately secured?
Is there a safe way to get on and off the scaffold without climbing on cross braces?
Is the front face within 14 in (35.5 cm) of the work, or within 3 ft (0.91 m) for outrigger scaffolds)?
Does the scaffold meet electrical clearance distances, as required by safety regulations?
Are scaffold loads, including tools and other equipment, kept to a minimum and removed when the scaffold is not in use?
Are workers removed from scaffolds during high winds, rain, snow, or bad weather?
Is personal fall protection provided?
Are materials secured and workers removed from the scaffold before it is moved?
Are heavy tools, equipment, and supplies hoisted up (rather than carried up by hand)?

 

COPYRIGHT ©2005, ISO Services Properties, Inc.

Walking/Working Surfaces – Small Business Self-Evaluation Checklist

Slips, trips, and falls constitute the majority of general industry accidents – they cause 15 percent of all accidental deaths and are second to motor vehicles as a cause of fatalities. The Occupational Safety and Health Administration (OSHA) standards for walking and working surfaces apply to all permanent places of employment, except where domestic, mining, or agricultural work is performed.

This client handout provides small business owners a means of identifying potential problem areas that may occur with walking/working surfaces. Any question answered “No” should be thoroughly investigated and corrective actions taken.

Questions	Yes	No	N/A
Are floor openings guarded by a cover, a guardrail, or equivalent on all sides?
Are toeboards installed around the edges of floor openings where persons may pass below?
Are skylight screens constructed so that they will withstand a load of at least 200 lb (91 kg)?
Are grates or similar covers over floor openings, such as floor drains, of such design that foot traffic or rolling equipment will not be affected by the grate spacing?
Are floor or wall openings, in fire resistive construction, provided with doors or covers compatible with the fire rating of the structure and provided with a self-closing feature?
Are there standard stair rails or handrails on all stairways having four or more risers?
Are all stairways at least 22 in (55.88 cm) wide?
Are stair risers of uniform dimensions from top to bottom?
Are steps on stairs and stairways designed or provided with a surface that renders them slip resistant?
Do stairway handrails have at least 3 in (7.62 cm) of clearance between the handrails and the wall or surface they are mounted to?
Are stairway handrails capable of withstanding a load of 200 lbs (91 kg), applied within 2 in (5.08 cm) of the top edge, in any downward or outward direction?
Where stairs/stairways exit directly into any area where vehicles may be operated, are adequate barriers/warnings provided to prevent employees stepping into the path of traffic?
Are signs posted, when appropriate, showing the load capacity of elevated surface?
Is a permanent means of access provided to elevated storage and work surfaces?
Is the required headroom provided along all walkways?
Are materials on elevated surfaces piled, stacked, or racked in a manner to prevent them from tipping, falling, collapsing, rolling, or spreading?
Are dock boards or bridge plates used between docks and trucks or rail cars?

 

COPYRIGHT ©2005, ISO Services Properties, Inc.

Small Business Self-Evaluation Checklist: Housekeeping

Good housekeeping is a basic part of accident and fire prevention programs, and effective housekeeping should be an ongoing operation and not a hit-and-miss cleanup done occasionally. Periodic “panic” cleanups can be costly and ineffective in reducing accidents.

Housekeeping is more than just sweeping the floor. A good company housekeeping program should keep work areas neat and orderly, maintain halls and floors free of slip and trip hazards, and remove waste materials and other fire hazards from work areas. A good program will also pay attention to important details, such as the layout of the whole workplace, aisle markings, the adequacy of storage facilities, and maintenance.

This “Client Handout” provides small business owners a means of identifying potential problem areas that may occur with housekeeping operations. Any question answered “No” should be thoroughly investigated and corrective actions taken.

Questions	Yes		No	N/A
Are all worksites clean, sanitary, and orderly?
Are work surfaces kept dry and appropriate means taken to assure the surfaces are slip-resistant, such as the use of non-slip mats?
Are all spilled materials or liquids, including hazardous materials, such as blood and other potentially infectious materials, cleaned up immediately and according to proper procedures?
Are combustible debris and waste removed from the worksite promptly?
Is all regulated waste, as defined in the OSHA bloodborne pathogens standard, discarded according to federal, State and local regulations?
Are accumulations of combustible dust routinely removed from elevated surfaces?
Is combustible dust cleaned up with a vacuum system to prevent the dust going into suspension?
Is metallic or conductive dust prevented from entering or accumulating on or around electrical enclosures or equipment?
Are covered metal waste cans used for oily and paint-soaked rags and waste?
Are all oil- and gas-fired devices equipped with flame failure controls that will prevent flow of fuel if pilots or main burners are not working?
Are paint spray booths, dip tanks, etc., cleaned regularly?
Are all toilets and washing facilities clean and sanitary?
Are all work areas adequately illuminated?
Are aisles and passageways kept clear?
Are aisles and walkways marked and illuminated appropriately?
Are holes in floors, sidewalks, or other walking surfaces repaired properly, covered, or otherwise made safe?
Is there safe clearance for walking in aisles where motorized or mechanical materials handling equipment is operating?
Are materials and equipment stored in such a way that sharp projectiles will not interfere with the walkway?
Are spills cleaned up immediately?
Are changes of elevations easily identified?
Are aisles or walkways that pass near moving or operating machinery, or welding or similar operations, arranged so employees will not be subjected to potential hazards?
Is adequate headroom provided for the entire length of aisles and walkways?

 

COPYRIGHT ©2005, ISO Services Properties, Inc.

Small Business Self-Evaluation Checklist: Egress

During a fire, unobstructed emergency egress ensures that building occupants, including workers, can exit a building to safety. This “Client Handout” provides small business owners a means of identifying potential problem areas that may occur with emergency egress from their buildings. Any question answered “No” should be thoroughly investigated and corrective actions taken.

Questions	Yes		No	N/A
Are all exits marked with an exit sign and illuminated by a reliable light source?
Are the directions to exits, when not immediately apparent, marked with a visible sign?
Are doors, passageways or stairways that are neither exits nor access to exits, and which could be mistaken for exits, appropriately marked “NOT AN EXIT”?
Are exit signs provided with the word “EXIT”?
Are all exits kept free from obstructions?
Are at least two means of egress provided from elevated platforms, pits, or rooms where the absence of a second exit would increase the risk of injury from a hot, poisonous, corrosive, suffocating, flammable, or explosive substance?
Are there sufficient exits, as required by local building or life safety codes, to permit prompt escape in case of emergency?
Are precautions taken to protect employees during construction and repair operations?
Are exit doors designed and constructed so that the means of exit access is maintained?
Are windows, which could be mistaken for exit doors, marked “NOT AN EXIT”?
Are exit doors operable from the direction of exit travel without the use of a key or any special knowledge or effort when the building is occupied?
Where panic hardware is installed on a required exit door, will it allow the door to open by applying a force of 15 lbs (6.8 kg) or less in the direction of the exit traffic?
Are doors on cold storage rooms provided with an inside release mechanism that will release the latch and open the door even if a door padlocked or otherwise locked?
Where exit doors open directly onto a street, alley or other area where vehicles may be operated, are adequate barriers and warnings provided?
Are doors that swing in both directions, and which are located between rooms where there is frequent traffic, provided with viewing panels in each door?

 

COPYRIGHT ©2005, ISO Services Properties, Inc.

Small Business Self-Evaluation Checklist: Fall Arrest Systems

To provide optimum protection, a fall arrest system should be designed by a structural engineer experienced in the elimination/control of fall hazards. Similarly, proper installation by a contractor should be supervised and directed by a professional engineer who understands all of the challenges posed. Unlike a general contractor, a skilled engineer understands the dynamic force that a falling body exerts on cables, rails, and building structures and their ability to accept the loads.

This “Client Handout” provides small business owners a means of identifying potential problem areas that may occur with a fall arrest system. Any question answered “No” should be thoroughly investigated and corrective actions taken.

Questions	Yes		No	N/A
Is there a written safety program covering fall arrest systems, procedures, and policies?
Have all workers been trained in the use and maintenance of the fall arrest systems?
Do workers know the appropriate anchorage points for each task?
Are all anchorage points stable, substantial, and designed to withstand the dynamic forces of a body in free-fall?
Are all anchorage points for body harnesses located at shoulder height?
Are anchorage points for self-retracting lifeline systems located overhead?
Can a worker move from station to station, climb up/down, without exposure to a fall hazard?
If a lifeline, lanyard, or self-retracting lifeline is not permanently attached to an anchorage point at an elevated work area, is the first worker up or the last worker down protected while climbing and traversing?
Vertical Lifelines
Do vertical lifelines have a minimum breaking strength of 5,000 lbs (2,268 kg)?
Does the system provide fall protection as the worker connects to and releases from the vertical lifeline?
Is the vertical lifeline arranged so workers never have to hold it for balance?
Horizontal Lifelines
Has the horizontal lifeline system been designed and approved by a structural engineer?
Have the anchorages to which a horizontal lifeline is attached been designed and evaluated specifically for a horizontal lifeline?
Is the rope or cable for the horizontal lifeline free from signs of wear or abrasion?
Does rope or cable for the horizontal lifeline have the required initial sag?
Have clearances for the horizontal lifeline been checked?
Is the hardware riding on the horizontal lifeline made of steel?
Fall Arresters
Is the fall arrester compatible with the lifeline on which it is to be installed or operated?
Is the fall arrester equipped with a changeover lever that allows it to become a stationary anchor on the lifeline?
Is the fall arrester equipped with a locking mechanism that prevents unintentional opening of the device and subsequent disengagement from the lifeline?
Is the “up” direction on the fall arrester properly marked?
Lanyards
Is the lanyard length as short as necessary and, in no case, greater than 6 ft (1.8 m)?
Are manually adjustable lanyards used when it is desirable to be able to take slack out of the lanyard?
Does the lanyard have a shock-absorbing feature to limit the arresting forces to 500-600 lbs (227- 272 kg)?
If the lanyard has a shock absorber, is it obvious to the user that the shock absorber has been deployed (e.g., Is there a warning label, broken pouch, etc.?)?
Is it prohibited to tie knots from the lanyard to the lifeline?
Is the end of the cable properly spliced?
Have double-locking snap hooks been used?
Is the snap hook attached to the D-ring, eyebolt, or other hardware in a manner approved by the manufacturer of the snap hook?
Are snap hooks arranged so they are never connected to each other?
Are full-body harnesses quipped with all necessary attachment points?
Are Velcro type of closure prohibited from all load-bearing connections?
Has the free-fall distance been considered, so that a worker will not strike a lower surface or object before the fall is arrested?
Have pendulum-swing fall hazards been eliminated?
Have pendulum-swing fall hazards been eliminated?
Are all inspections of fall arrest systems performed by trained inspectors?
Are written reports maintained of inspections?

 

COPYRIGHT ©2005, ISO Services Properties, Inc.

Small Business Self-Evaluation Checklist: Working Environment

Most accidents are the end result of many contributing causal factors. Employee/management behaviors and system defects create an overall safety culture that may or may not support safe conditions and practices. If the safety culture is not supportive, and an employee is exposed to the hazard, the probability of an accident increases greatly. Under such conditions, an accident is more likely a matter of “when” not “if.”

This “Client Handout” provides small business owners a means of identifying potential problem areas that may occur and contribute to an unsafe working environment. Any question answered “No” should be thoroughly investigated and corrective actions taken.

Questions	Yes		No	N/A
Are work areas properly illuminated?
Are hazardous substances and potentially infectious materials that may cause harm by inhalation, ingestion, or skin absorption or contact, properly identified?
Are employees aware of the hazards involved with various chemicals they may be exposed to in their work environment?
Are caution labels and signs used to warn of hazardous substance and biohazards?
Is the work area’s ventilation system appropriate for the work being performed?
Are wet methods used, when practicable, to prevent the emission of airborne asbestos fibers, silica dust, and similar hazardous materials?
Is vacuuming with appropriate equipment used, whenever possible, rather than blowing or sweeping dust?
Are grinders, saws, and other machines that produce respirable dusts vented to an industrial collector or central exhaust system?
Are spray painting operations done in spray rooms or booths equipped with an appropriate exhaust system?
Are welding operations conducted behind flash shields?
Is employee exposure to welding fumes controlled by ventilation, use of respirators, exposure time limits or other means?
Are exhaust stacks and air intakes so located that contaminated air will not be recirculated within a building or other enclosed area?
Has the facility been tested for noise?
Are steps being taken to use engineering controls to reduce excessive noise levels?
If forklifts and other vehicles are used in buildings or other enclosed areas, are the carbon monoxide levels kept below maximum acceptable levels?
Are engineering controls examined and maintained, or replaced, on a scheduled basis?
Is personal protective equipment provided, used, and maintained, wherever required?
Are there written, standard operating procedures for the selection and use of respirators?
Are restrooms and washrooms kept clean and sanitary?
Is potable water provided for drinking and washing?
Are all outlets for water not suitable for drinking clearly identified?
Are employees’ physical capacities assessed before being assigned to jobs requiring heavy work?
Are employees instructed in the proper manner of lifting heavy objects?
Where heat is a problem, have these work areas been provided with spot cooling or air conditioning?
Are employees screened before assignment to areas of high heat to determine if their health condition might make them more susceptible to having an adverse reaction?
Are employees working on streets and roadways, where they are exposed to the hazards of traffic, required to wear brightly colored warning vests?
Is equipment producing ultra-violet radiation properly shielded?
Are universal precautions observed where occupational exposure to blood or other potentially infectious materials can occur?

 

COPYRIGHT ©2005, ISO Services Properties, Inc.

Small Business Self-Evaluation Checklist: Hazardous Substances

Hazardous substances are chemicals and other substances that can affect worker health. Examples include solvents, pesticides, paints, adhesives, petroleum products, heavy metals, or any other substance that is hazardous to health and is used or produced at work. Hazardous substances can take the form of liquids, solids, vapors, gases, fumes, or dusts. To be classified as a hazardous substance, the ingredients of the substance must be present in concentrations that are known to cause health effects. Where this is the case, the substance must be labeled to ensure that users know it is hazardous. It must also be accompanied by a Material Safety Data Sheet (MSDS) setting out health effects, instructions for safe use and storage, and what to do in an emergency.

This “Client Handout” provides small business owners a means of identifying potential problem areas that may occur with hazardous substances. Any question answered “No” should be thoroughly investigated and corrective actions taken.

Questions	Yes		No	N/A
Are procedures and policies written that covers hazardous substances?
Are workers trained in safe handling and use of hazardous substances?
Is there a list of the hazardous substances used in the workplace?
Is there a written hazard communication program dealing with Material Safety Data Sheets (MSDS), labeling, employee training, and a MSDS for each hazardous substance?
Is each container for a hazardous substance labeled with product identity and a hazard warning that provides information on the specific health hazards and physical hazards?
Is there a current, written exposure control plan for occupational exposure to bloodborne pathogens and other potentially infectious materials?
Are employees trained in and understand the concept of “Right to Know”?
Are employees trained on the physical and health hazards of substances in the work area?
Does the bloodborne pathogen training contain an accessible copy of the standard, an explanation of its contents, and an explanation of signs, labels, and color coding?
Does bloodborne pathogen training contain explanations of the epidemiology, symptoms, and modes of transmission of bloodborne pathogens?
Does the bloodborne pathogen training contain an explanation of how to recognize tasks and activities that may involve exposure to blood and other potentially infectious materials?
Does the bloodborne pathogen training contain an explanation of the use and limitations of methods that will prevent or reduce exposure, including appropriate engineering controls, work practices, and personal protective equipment?
Does the bloodborne pathogen training contain information on the types, use, location, removal, handling, decontamination, and disposal of personal protective equipment?
Does the bloodborne pathogen training contain information on the hepatitis B vaccine?
Does the bloodborne pathogen training contain information on the actions to take and persons to contact in an emergency involving blood or other potentially infectious material?

COPYRIGHT ©2005, ISO Services Properties, Inc.

Small Business Self-Evaluation Checklist: Administrative Safety Issues

About 1.3 million employers with 11 or more employees, which represent about 20 percent of the establishments the federal Occupational Safety and Health Administration (OSHA) covers, must keep records of work-related injuries and illnesses. Workplaces in low-hazard industries, such as retail, service, finance, insurance, and real estate, are exempt from the recordkeeping requirements. All employers must post the federal or State OSHA poster to provide their employees with information on their safety and health rights.

This “Client Handout” provides small business owners a means of identifying potential problem areas that may occur within the administrative areas of safety compliance. Any question answered “No” should be thoroughly investigated and corrective actions taken.

Question	Yes		No	N/A
Is the required OSHA workplace poster displayed in a prominent location?
Are emergency phone numbers posted and readily found in case of an emergency?
Where employees may be exposed to any toxic substances or harmful physical agents, have “Material Safety Data Sheets” been posted or made readily available?
Are signs concerning “Exiting from buildings”, room capacities, floor loading, biohazards, and exposure to X-ray, microwave, or other harmful radiation or substances posted?
Are occupational injuries or illnesses being recorded on the OSHA 300 Log?
Are employee medical records and records of employee exposure to hazardous substances or harmful physical agents up-to-date and in compliance with current OSHA standards?
Are employees’ training records documented and accessible for review by employees?
Are operating permits and records up-to-date on such items as elevators, air pressure tanks, liquefied petroleum gas tanks, etc.?
Is there an active safety and health program in operation that deals with general safety and health program elements, as well as the management of hazards in the workplace?
Is there an active safety committee made up of management and labor representatives?
Are procedures established to handle employee complaints regarding safety and health?
Are employees advised of the successful effort and accomplishments that the safety committee has made in assuring they will have a safe and healthful workplace?
Is there a hospital, clinic, or infirmary for medical care in close proximity to the workplace?
Have all employees who are expected to respond to medical emergencies, as part of their work, received proper training in the OSHA Bloodborne Pathogens standard?
Are properly stocked first-aid kits accessible to each work area?
Are eye wash or shower stations provided in areas where corrosives are handled?

 

COPYRIGHT ©2005, ISO Services Properties, Inc.

Small Business Self-Evaluation Checklist: Compressed Air

Many hazards are associated with pressurized air. For example, if an un-pressurized system or component is suddenly and rapidly pressurized with high-pressure air, a large amount of heat is produced that may reach the ignition temperature of the impurities present in the air. When the ignition temperature is reached, a violent explosion may occur. Ignition temperatures may also result from rapid pressurization of a low-pressure, dead-end portion of the piping system or leaky or dirty valves. Air compressor accidents have also been caused by improper maintenance procedures and improper operating procedures. These accidents can happen when parts are disconnected under pressure, parts are replaced with units designed for lower pressures, and stop valves or check valves are installed in improper locations.

This “Client Handout” provides small business owners a means of identifying potential problem areas that may occur with handling or using compressed air. Any question answered “No” should be thoroughly investigated and corrective actions taken.

Questions	Yes		No	N/A
Are policies and procedures written that cover use of compressed air?
Are workers trained in the safe handling of compressed air?
Are safety glasses (preferably with a face shield) used when handling compressed air?
Are compressors equipped with pressure relief valves and pressure gauges?
Are compressor air intakes installed and equipped so as to ensure that only clean, uncontaminated air enters the compressor?
Are air filters installed on the compressor intake?
Are compressors operated and serviced according to the manufactures recommendations?
Are safety devices on compressed air systems checked frequently?
Is the pressure bled off and the system locked-out before any maintenance is performed?
Are signs posted to warn of the automatic starting feature of the compressors?
For compressors with a belt drive, is the belt drive system totally enclosed?
Is it strictly prohibited to direct compressed air towards a person?
Are employees prohibited from using highly compressed air for cleaning purposes?
If compressed air is used for cleaning, is the pressure reduced to less than 30 psi?
When using compressed air for cleaning, do employees wear protective equipment?
Are safety chains or other locking devices used at couplings of high pressure hose lines?
When compressed air is used with abrasive blast cleaning equipment, is the operating valve a type that must be held open manually?

 

COPYRIGHT ©2005, ISO Services Properties, Inc.

Small Business Self-Evaluation Checklist: Compressed Gas Cylinders

There are several hazards associated with compressed gases, including oxygen displacement, fires, explosions, toxic effects from certain gases, as well as the physical hazards associated with pressurized systems. Special storage, use, and handling precautions are necessary in order to control these hazards

There are numerous Occupational safety and Health Administration (OSHA) standards that contain requirements for compressed gases. Some standards directly address compressed gas safety (e.g., OSHA 1910.101, Compressed Gases), while other standards not directly related to compressed gases contain provisions for their use (e.g., several chemical-related standards – OSHA 1910.1001, Asbestos, and OSHA 1910.1025, Lead – do not permit the use of compressed air for cleaning contaminated surfaces.

This “Client Handout” provides small business owners a means of identifying potential problem areas that may occur with compressed gas cylinders. Any question answered “No” should be thoroughly investigated and corrective actions taken.

Questions	Yes		No	N/A
Are procedures written that cover use and storage of compressed gas cylinders?
Are workers trained in safe handling and use of compressed gas cylinders?
Are safety glasses (preferably with a face shield) used when handling compressed gases?
Are cylinders with a water weight capacity over 3 lb (1.3 kg), equipped with means for connecting a valve protector device, or with a collar or recess to protect the valve?
Are cylinders marked clearly and legibly to identify the gases contained?
Are compressed gas cylinders stored in areas that are protected from external heat sources, such as flame, intense radiant heat, electric arcs, or high temperature lines?
Are cylinders located or stored in areas where they will not be damaged by passing or falling objects or subject to tampering by unauthorized persons?
Are cylinders stored or transported in a manner to prevent them from creating a hazard by tipping, falling, or rolling?
Are gas cylinders secured at all times to prevent tipping?
Are gas cylinders containing acetylene never stored on their sides?
Are cylinders containing liquefied fuel gas stored or transported in a position so that the safety relief device is always in direct contact with the vapor space in the cylinder?
Are valve protectors always placed on cylinders when the cylinders are not in use?
Are all valves closed off before a cylinder is moved, when the cylinder is empty, and at the completion of each job?
Are low-pressure fuel-gas cylinders checked periodically for corrosion, general distortion, cracks, or any other defect that might indicate a weakness or render it unfit for use?

 

COPYRIGHT ©2005, ISO Services Properties, Inc.

Small Business Self-Evaluation Checklist: Welding, Cutting, and Brazing

Welding, cutting, and brazing are hazardous activities that pose a unique combination of both safety and health risks to more than 500,000 workers in a wide variety of industries. The risk from fatal injuries alone is more than four deaths per thousand workers over a working lifetime.

Health hazards from welding, cutting, and brazing operations include exposures to metal fumes and to ultraviolet (UV) radiation. Safety hazards from these operations include burns, eye damage, electrical shock, cuts, and crushed toes and fingers. Many of these can be controlled with proper work practices and personal protective equipment.

This “Client Handout” provides small business owners a means of identifying potential problem areas that may occur with welding, cutting, and brazing operations. Any question answered “No” should be thoroughly investigated and corrective actions taken.

Questions	Yes	No	N/A
Are procedures and policies written that covers welding, cutting, and brazing operations?
Are workers trained in safe welding, cutting, and brazing methods?
Are only authorized and trained personnel permitted to weld, cut, or braze?
Are compressed gas cylinders checked for signs of defects, deep rusting, or leakage?
Are cylinders, safety valves, relief valves, etc., carefully handled to prevent damage?
Are precautions taken to prevent the mixture of air or oxygen with flammable gases?
Are only approved welding, cutting, and brazing apparatus used?
Are cylinders kept away from all sources of heat, elevators, stairs, or gangways?
Is it prohibited to use cylinders as rollers or supports?
Are empty cylinders appropriately marked and their valves closed?
Are signs posted: “DANGER-NO SMOKING, MATCHES, OR OPENLIGHTS”?
Are cylinders, valves, couplings, regulators, hoses, and apparatus kept free of oil or greasy?
Is care taken not to drop or strike cylinders?
Are regulators removed and valve-protection caps put in place before moving cylinders?
Are liquefied gases stored and shipped valve-end up with valve covers in place?
Are provisions made to never crack a fuel-gas cylinder valve near sources of ignition?
Before a regulator is removed, is the valve closed and gas released from the regulator?
Are all acetylene hoses colored red, oxygen hoses green, and inert gas and air hoses black?
Are pressure-reducing regulators used only for the gas and pressure intended?
Is open circuit voltage of arc welding and cutting machines as low as possible?
Under wet conditions, are automatic controls for reducing no load voltage used?
Are machine frames and portable machines properly grounded?
Are electrodes removed from the holders when not in use?
Is it required that electric power to the welder be shut off when no one is in attendance?
Is suitable fire extinguisher equipment available for immediate use?
Is the welder forbidden to coil or loop welding electrode cable around his/her body?
Are wet machines thoroughly dried and tested before being used?
Are electrode lead cables frequently inspected for wear and damage?
Do means for connecting cable lengths have adequate insulation?
Are shields used to confine heat, sparks, and slag?
Are fire watchers assigned in locations where a serious fire might develop?
During welding, cutting, or brazing operations, are combustible floors kept wet, covered by damp sand, or protected by fire-resistant shields?
When floors are wet down, are personnel protected from possible electrical shock?
When welding is done on metal walls, are combustibles on the other side protected?
Before hot work is begun, are used containers thoroughly cleaned?
Are helmets, hand shields, and goggles that meet appropriate standards used?
Is a check made for adequate ventilation where welding or cutting is performed?
When working in confined places, are Occupational Safety and Health Administration (OSHA) confined space requirements followed, including environmental monitoring tests taken and means provided for quick removal of welders in case of an emergency?

 

COPYRIGHT ©2005, ISO Services Properties, Inc.

Small Business Self-Evaluation Checklist: Materials Handling

Manual materials handling (i.e., lifting, carrying, pushing and pulling, etc.) is the most common cause of back injuries. About one-third of all occupational injuries are back-related and account for 40 percent of all workers’ compensation payments and lost workdays. How the materials or goods are unloaded or loaded is a key factor in reducing employee injuries. Persons involved in materials handling should be able to lift and hold the weight of the material or goods used in their operations. They also must be properly trained in the correct way to lift and carry the items.

This “Client Handout” provides small business owners a means of identifying potential problem areas that may occur with materials handling operations. Any question answered “No” should be thoroughly investigated and corrective actions taken.

Questions	Yes	No	N/A
Are procedures and policies written that covers materials handling?
Are workers trained in safe materials handling methods?
Is there safe clearance for equipment through aisles and doorways?
Are aisle ways designated, permanently marked, and kept clear?
Are motorized vehicles and mechanical equipment inspected daily or prior to a new shift?
Are vehicles shut off and brakes set prior to loading or unloading?
Are dock boards used to load/unload material between vehicles and docks?
Are trucks and trailers secured from movement during loading and unloading operations?
Are dock plates and loading ramps able to support the imposed loading?
Are hand trucks maintained in safe operating condition?
Are chutes and gravity roller sections firmly placed or secured to prevent displacement?
Are chutes with sideboards high enough to prevent the materials from falling off?
At the delivery end of the rollers or chutes, are provisions made to brake the movement of the handled materials?
Are pallets usually inspected before being loaded or moved?
Are hooks with safety latches or other arrangements used when hoisting materials?
Are securing chains, ropes, chokers, or slings adequate for the job to be performed?
When hoisting, are workers prevented from passing under the suspended loads?
Are Material Safety Data Sheets available to employees handling hazardous substances?

 

COPYRIGHT ©2005, ISO Services Properties, Inc.

Small Business Self-Evaluation Checklist: Electrical

Engineers, electricians, and other professionals work with electricity directly, including working on overhead lines, cable harnesses, and circuit assemblies. Others, such as office workers and salespeople, work with electricity indirectly and may also be exposed to electrical hazards. Many of theses workers are killed or injured each year due to electrical hazards; however, most of these accidents are preventable.

A wide variety of possible solutions can be implemented to reduce or eliminate the risk of injury associated with electrical work. Examples of solutions include the use of insulation, guarding, grounding, electrical protective devices, and safe work practices.

This “Client Handout” provides small business owners a means of identifying potential problem areas that may occur when working with electricity. Any question answered “No” should be thoroughly investigated and corrective actions taken.

Questions	Yes	No	N/A
Are procedures and policies written that cover work with electricity?
Are workers trained in safe and effective ways to work with electricity?
Does the company specify compliance with Occupational Safety and Health Administration (OSHA) regulations for all contracted electrical work?
Are all employees required to report, as soon as practical, any obvious hazard to life or property observed in connection with electrical equipment or lines?
Are employees instructed to make preliminary inspections and/or appropriate tests to determine what conditions exist before starting work on electrical equipment or lines?
When electrical equipment or lines are to be serviced, maintained or adjusted, are necessary switches opened, and locked-out or tagged as required by OSHA?
Are portable electrical tools and equipment grounded or of the double-insulated type?
Are electrical appliances, such as vacuum cleaners, polishers, and vending machines, grounded?
Do extension cords have a grounding conductor?
Are multiple plug adapters prohibited?
Are ground-fault circuit interrupters installed on each temporary circuit at locations where construction, demolition, modifications, alterations, or excavations are being performed?
Do the electrical installations in hazardous dust or vapor areas meet the National Electric Code (NEC) for hazardous locations?
Are exposed wiring and cords with frayed or deteriorated insulation repaired or replaced?
Are flexible cords and cable free of splices or tape?
Are clamps or other securing means provided on flexible cords or cables at plugs, receptacles, tools, equipment, etc., and is the cord jacket securely held in place?
Are all cord, cable, and raceway connections intact and secure?
In wet or damp locations, are electrical tools and equipment appropriate for the use?
Are the locations of electrical power lines and cables (e.g., overhead, underground, underfloor, other side of walls, etc.) determined before digging, drilling, or similar work is begun?
Is the use of measuring tapes, ropes, handlines, or other devices, which have metallic thread woven into the fabric, prohibited where they could come in contact with energized parts of equipment or circuit conductors?
Is the use of metal ladders prohibited in areas where the ladder or the person using the ladder could come in contact with energized parts of equipment, fixtures, or circuit conductors?
Are all disconnecting switches and circuit breakers labeled to indicate their use or equipment served?
Are circuit disconnecting means always opened before fuses are replaced?
Do all interior wiring systems include provisions for grounding metal parts of electrical raceways, equipment, and enclosures?
Is sufficient access and working space provided and maintained around all electrical equipment to permit ready and safe operation and maintenance?
Are all unused openings (including conduit knockouts) in electrical enclosures and fittings closed with appropriate covers, plugs, or plates?
Are disconnecting switches for electrical motors, in excess of two horsepower, capable of opening the circuit when the motor is in a stalled condition, without exploding?
Is each motor disconnecting switch or circuit breakers located so that it is within sight of a worker standing at the motor control device (i.e., controller)?
Is the controller disconnecting means capable of being locked in the open position or is a separate disconnecting means installed in the circuit that it is within sight of a worker standing at the motor?
Are employees who regularly work on or around energized electrical equipment or lines instructed in cardiopulmonary resuscitation (CPR) methods?
Are employees prohibited from working alone on energized lines or equipment over 6 volts?

 

COPYRIGHT ©2005, ISO Services Properties, Inc.

Small Business Self-Evaluation Checklist: Abrasive Wheel Grinders

Abrasive wheel grinders are functional tools. Used to remove metal from flat and cylindrical surfaces, abrasive wheel grinders are available in two types – bench or pedestal grinders that are fixed and portable tools that are used for repair and maintenance jobs. There is also more than one type of grinder design. On some, the abrasive wheels are mounted so only the exposed flat side is used for grinding. Other machines are designed so that the grinding is done on the circumference of the wheel. Some grinders also have wire brush or buffing wheel attachments.

However, careless operation of these tools can injure hands, fingers, eyes, and respiratory systems. Each year the Occupational Safety and Health Administration (OSHA) find many abrasive wheel grinder violations. The most common violations and serious hazards are failing to properly adjust the safety guards and the work rests. A wheel that fragments at high speed can cause severe personal injury and possibly death.

Workers may not be aware of the hazards of abrasive wheel grinders. While these machines may have flat surfaces, they are cutting tools. And, depending on the operation and equipment, the wheels can revolve at over 20,000 rpm. A worker does not want to make contact with something going at that rate of speed.

This “Client Handout” provides small business owners a means of identifying potential problem areas with the use of bench and pedestal-mounted abrasive wheel grinders. Any question answered “No” should be thoroughly investigated and corrective actions taken.

Questions	Yes	No	N/A
Are procedures and policies written that cover abrasive wheel grinders?
Are workers trained in the safe and effective way to use each machine?
Is the work rest used and kept adjusted to within 1/8-in (0.3175cm) of the wheel?
Is the adjustable tongue on the top side of the wheel kept adjusted to within 1/4-in (0.6350cm) of the wheel?
Do side guards cover the spindle, nut, and flange and 75 percent of the wheel diameter?
Are bench and pedestal grinders permanently mounted?
Are goggles or face shields always worn when grinding?
Is the maximum RPM rating of each abrasive wheel compatible with the RPM rating of the grinder motor?
Are fixed or permanently mounted grinders connected to their electrical supply system with metallic conduit or other permanent wiring methods?
Does each grinder have an individual on and off control switch?
Is each electrically operated grinder effectively grounded?
Are all new abrasive wheels visually inspected and tested before they are mounted?
Are dust collectors and powered exhausts provided on grinders used in operations that produce large amounts of dust?
Are splash guards mounted on grinders that use coolant to prevent the coolant from reaching the employee?
Is cleanliness maintained around grinders?

 

COPYRIGHT ©2005, ISO Services Properties, Inc.

Small Business Self-Evaluation Checklist: Portable Ladders

A portable ladder is any ladder that can readily be moved or carried and which consists of side rails joined at intervals by step, rungs, cleats, or rear braces. Each year in the U.S., accidents involving ladders cause an estimated 300 deaths and 130,000 injuries requiring emergency medical attention. Ladder accidents usually are caused by improper selection, care or use, not by manufacturing defects. Some of the more common hazards involving ladders, such as instability, electrical shock, and falls, can be predicted and prevented. Prevention requires proper planning, correct ladder selection, good work procedures, and adequate ladder maintenance.

Normally, workers using portable ladders do not require fall protection. However, when portable ladders are used to perform work from, as compared to serving as a means of access to a higher or lower level, fall protection should be provided.

This “Client Handout” provides small business owners a means of identifying potential problem areas with the use of portable ladders. Any question answered “No” should be thoroughly investigated and corrective actions taken.

Questions	Yes	No	N/A
Are procedures and policies written that cover ladder selection, maintenance, and use?
Are ladders inspected for damage?
Are all ladders maintained in good condition, joints between steps and side rails tight, all hardware and fittings securely attached and moveable parts operating freely?
Are non-slip safety feet provided on each ladder?
Are ladder rungs and steps free of grease and oil?
Is it prohibited to place a ladder in front of doors opening toward the ladder, except when the door is blocked open, locked or guarded?
Is it prohibited to place ladders on boxes, barrels, or other unstable bases?
Are employees instructed to face the ladder when ascending and descending?
Are employees instructed not to overreach when on ladders?
Are employees instructed not to use the top step of ordinary stepladders as a step?
When portable rung ladders are used to gain access to elevated platforms, roofs, etc., does the ladder always extend at least 3 ft (0.9 m) above the elevated surface?
Are employees instructed to place the base of rung and cleat type ladders in a position that prevents slipping, or otherwise secure the base in place?
Are portable metal ladders legibly marked with signs reading “Caution-Do Not Use Around Electrical Equipment” or equivalent wording?
Are employees prohibited from using ladders for other than their intended purpose?
Are employees instructed to only adjust extension ladders while standing at a base and not while standing on the ladder or a position above the ladder?
Are the rungs of ladders uniformly spaced at 12 in (30.5 cm), center to center?

 

COPYRIGHT ©2005, ISO Services Properties, Inc.

Small Business Self-Evaluation Checklist: PPE

The Occupational Safety and Health Administration (OSHA) requires employers to determine all exposures to hazards in their workplace and implement measures to protect their workers. When engineering and administrative controls are not feasible or effective, employers are required to use personal protective equipment (PPE) to reduce employee exposure to hazards.

If PPE is to be used to reduce the exposure of employees to hazards, a PPE program should be implemented and maintained. This “Client Handout” provides small business owners a means of identifying potential problem areas with their PPE program. Any question answered “No” should be thoroughly investigated and corrective actions taken.

Questions	Yes	No	N/A
Is there a written safety program addressing PPE selection, maintenance, and use?
Are protective goggles or face shields provided and worn where there is any danger of flying particles or corrosive materials?
Are approved safety glasses required to be worn at all times in areas where there is a risk of eye injuries, such as punctures, abrasions, contusions, or burns?
Are protective goggles, aprons, or other means provided and required where employees could reasonably anticipate an exposure to corrosive liquids, chemicals, blood, or other potentially infectious materials?
Are hard hats provided, worn, and inspected periodically?
Is appropriate foot protection required where there is the risk of foot injuries from hot, corrosive, poisonous substances; falling objects; or crushing or penetrating actions?
Are approved respirators provided for regular or emergency use where needed?
Is all protective equipment maintained in a sanitary condition and ready for use?
Is there an eye wash facility and a quick drench shower within the work area where employees are exposed to injurious corrosive materials?
Is there a separate area for consuming food and beverages where there is no exposure to toxic materials, blood, or other potentially infectious materials?
Is protection against the effects of occupational noise exposure provided when sound levels exceed those of the OSHA noise standard?
Are adequate work procedures, protective clothing, and equipment provided and used when cleaning up spilled toxic or otherwise hazardous materials or liquids?
Are there appropriate procedures in place for disposing of or decontaminating personal protective equipment contaminated with blood or other potentially infectious materials?

 

COPYRIGHT ©2005, ISO Services Properties, Inc.

Small Business Self-Evaluation Checklist: Machine Guarding

Moving machine parts have the potential for causing severe workplace injuries, such as crushed fingers or hands, amputations, burns, or blindness. Safeguards are essential for protecting workers from these needless and preventable injuries. Any machine part, function, or process that may cause injury must be safeguarded.

This “Client Handout” provides small business owners a means of identifying potential problem areas with their operations. Any question answered “No” should be thoroughly investigated and corrective actions taken.

Questions	Yes		No	N/A
Is there a training program to instruct employees on safe methods of machine operations?
Are employees supervised to ensure they are following safe machine-operating procedures?
Is there a regular program of safety inspections and cleaning of machinery and equipment?
Is sufficient clearance provided around and between machines to allow for safe operations, set up and servicing, materials handling, and waste removal?
Is equipment and machinery securely placed and anchored, when necessary, to prevent tipping, or other movement that could result in personal injury?
Is there a power shut-off switch within reach of the operator’s position at each machine?
Can electric power to each machine be locked out/tagged out for maintenance, repair, or service?
Are foot-operated-switches guarded or arranged to prevent accidental actuation by personnel or falling objects?
Are all emergency stop buttons colored red?
Are all pulleys and belts properly guarded?
Are splash guards mounted on machines that use coolants?
Are operators and other employees protected from hazards created at the point of operation, in-going nip points, rotating parts, flying chips, and sparks?
Are machinery guards secured and so arranged that they do not present a hazard in their use?
Are revolving drums, barrels, and containers required to be guarded by an enclosure that is interlocked with the drive mechanism, so that revolution cannot occur unless the guard enclosure is in place?
Are measures made to prevent machines from automatically starting when power is restored after a power failure or shutdown?
Are saws, which are used for ripping, equipped with anti-kick back devices and spreaders?
Do the cutting head of radial arm saws return to the back of the table when released?

 

COPYRIGHT ©2005, ISO Services Properties, Inc.

Small Business Self-Evaluation Checklist: Lockout/Tagout

“Lockout/tagout” refers to specific practices and procedures to safeguard employees from the unexpected energization or startup of machinery and equipment, or the release of hazardous energy during service or maintenance activities.

According to the U.S. Department of Labor, approximately 3 million workers service equipment and face the greatest risk of injury if lockout/tagout is not properly implemented. Compliance with the Occupational Safety and Health Administration’s (OSHA) lockout/tagout standard prevents an estimated 120 fatalities and 50,000 injuries each year.

This “Client Handout” provides small business owners a means of identifying potential problem areas with their operations. Any question answered “No” should be thoroughly investigated and corrective actions taken.

Questions	Yes	No	N/A
Is there a written procedure covering lockout/tagout operations?
Are only trained personnel allowed to lockout/tagout machinery/equipment?
Is all machinery/equipment that is capable of movement, de-energized or disengaged and blocked or locked-out during cleaning, servicing, or adjusting, or setting-up operations?
If disconnecting the power at the equipment does not also disconnect the electrical control circuit, are the appropriate electrical enclosures identified and are means provided to ensure the control circuit can also be disconnected or locked out?
Is it prohibited to lockout the control circuits in lieu of the lockout of main power disconnect?
Are all machinery/equipment control valve handles able to be locked out?
Does the lockout procedure require that stored energy (e.g., mechanical, hydraulic, air pressure, etc.) be released or blocked before equipment is locked out for repair?
Are appropriate employees provided with individually keyed, personal safety locks?
Is the employee exposed to the hazard the only person that can place or remove the safety lock?
Are employees required to check the safety of the lockout by attempting a start up of the machinery/equipment, after making sure that no one is exposed?
Are employees instructed to always push the control circuit stop button prior to re-energizing the main power switch?
Can employees working on machinery/equipment be identified by their locks or accompanying tags?
Are a sufficient number of tags and safety padlocks provided for any reasonably foreseeable repair emergency?
In the event that equipment or lines cannot be shut down, locked-out and tagged, is a safe job procedure established and strictly enforced?

 

COPYRIGHT ©2005, ISO Services Properties, Inc.

Small Business Self-Evaluation Checklist: Powered Industrial Lift Trucks

Investigations of powered industrial lift truck-related accidents indicate that many workers and employers may not be aware of the risks of operating or working near powered lift trucks, such as forklifts, and are not following the procedures set forth in Occupational Safety and health Administration (OSHA) standards, consensus standards, or equipment manufacturer’s guidelines. Generally, reducing the risk of such incidents requires comprehensive worker training, systematic traffic management, a safe work environment, a safe powered lift truck, and safe work practices.

This “Client Handout” provides small business owners a means of identifying potential problem areas with their powered lift truck operations. Any question answered “No” should be thoroughly investigated and an experienced powered industrial lift truck consultant used to correct any deficiencies.

Questions	Yes	No	N/A
Is there a written safety policy and procedure for operating powered lift trucks?
Are only trained personnel allowed to operate powered lift trucks?
Is routine maintenance performed on each powered lift truck?
Are inspections required prior to using a powered lift truck?
Is overhead protective equipment provided on high lift rider equipment?
Are the required operating rules for powered lift trucks posted and enforced?
Is directional lighting provided on each powered lift truck that operates in an area with less than 2 footcandles per square foot of general lighting?
Does each powered lift truck have a warning horn, whistle, gong, or other device which can be clearly heard above the normal noise in the areas where they operate?
Are the brakes on each lift truck capable of bringing the vehicle to a complete and safe stop when fully loaded?
Will the powered lift trucks’ parking brake effectively prevent the vehicle from moving when unattended?
Are powered lift trucks operating in areas where flammable gases or vapors, or combustible dust or ignitable fibers may be present, approved for such locations?
Are motorized hand and hand/rider trucks so designed that the brakes are applied and power to the drive motor shuts off when the operator releases his or her grip on the controls?
Are powered lift trucks with internal combustion engines that are operated in buildings or enclosed areas checked to ensure such operations do not cause harmful concentrations of dangerous gases and fumes?

 

COPYRIGHT ©2005, ISO Services Properties, Inc.

Hearing Conservation Part Four – Recordkeeping

An effective hearing conservation program can prevent hearing loss, improve employee morale and a general feeling of well-being, increase quality of production, and reduce the incidence of stress-related disease. The Occupational Safety and Health Administration (OSHA) recommend an employer should administer a continuing, effective hearing conservation program whenever employee noise exposures are at or above an eight hour time-weighted average (TWA) of 85 dBA. This is referred to as the action level.

An effective hearing conservation program consists of four parts – Part One – Monitoring Program; Part Two – Hearing Protection Devices; Part Three – Employee Training and Education; and Part Four – Recordkeeping. This Handout provides information on recordkeeping.

The purpose of OSHA recordkeeping regulations is to assist employers in recognizing and correcting workplace hazards by tracking work-related injuries/illnesses and their causes. Requirements in the noise standard include:

Employers should maintain an accurate record of all employee exposure measurements for at least two years. Modern microprocessor-based audiometers (hearing testing equipment) can save test results and download them to a computer database for analysis and archiving. But a “hard copy” should always be maintained, just in case.

The employer should retain all employee audiometric test records for the duration of the employee’s employment.

These records should include: (1) name and job classification of the employee; (2) date of the audiogram; (3) the examiner’s name; (4) date of the last acoustic or exhaustive calibration of the audiometer; and (5) employee’s most recent noise exposure assessment.

The employer should maintain accurate records of the background sound pressure level measurements in audiometric test rooms.

All records required by the noise standard should be provided upon request to (1) employees, (2) former employees, (3) representatives designated by the individual employee, and (4) OSHA.

Employers who cease to do business should transfer to the successor employer all records required by the noise standard.

The successor employer should retain these records for the remainder of the periods described previously.

Employees should be encouraged to keep their own records.

With regard to recordkeeping requirements, OSHA has developed a “decision tree” to determine whether the results of an audiometric exam given on or after January 1, 2003 reveal a recordable standard threshold shift (STS). See 29 CFR 1904 for additional information on recording and reporting occupational injuries and illness.

 

COPYRIGHT ©2005, ISO Services Properties, Inc.

Hearing Conservation Part Three – Employee Training and Education

An effective hearing conservation program can prevent hearing loss, improve employee morale and a general feeling of well-being, increase quality of production, and reduce the incidence of stress-related disease. The Occupational Safety and Health Administration (OSHA) recommend an employer should administer a continuing, effective hearing conservation program whenever employee noise exposures are at or above an eight hour time-weighted average (TWA) of 85 dBA. This is referred to as the action level.

An effective hearing conservation program consists of four parts: Part One – Monitoring Program; Part Two – Hearing Protection Devices; Part Three – Employee Training and Education; and Part Four – Recordkeeping. This Handout provides information on employee training and education.

Workers should be trained to recognize noise hazards and which administrative and engineering controls can be used to eliminate or control such hazards. Some administrative controls include: (1) Operating noisy machinery on shifts when fewer employees are present; (2) Rotating employees out of noisy area for part of a shift; and (3) Changing equipment or the physical structure to reduce noise.

Employees should also be trained to recognize engineering changes that could reduce noise. These include: (1) Enclosing noisy processes in sound-absorbing rooms; (2) Using carpet, resilient flooring, and sound-dampening walls; (3) Using rubber cushions or cardboard at the end of line chutes; (4) Replacing noisy metal parts with quieter plastic or rubber components; (5) Eliminating vibration noise by placing heavy equipment on resilient pads; and (6) Ensuring equipment is properly maintained.

Other considerations include:

The employer should institute a training program for all employees with noise exposures at or above the action level and ensure employee participation.

Training should be repeated annually for each employee in the hearing conservation program.

Information should be updated to be consistent with changes in protective equipment and work processes.

The employer should ensure that each employee is informed of the purpose of hearing protectors.

The employer should provide information on the advantages, disadvantages, and attenuation of various types of hearing protectors.

The employer should provide training to employees on how to select, fit, use, and care for hearing protection devices.

The employer should ensure that each employee is informed of the purpose of audiometric testing and an explanation of test procedures.

The employer should make copies of the noise standard available to affected employees or their representatives and post a copy in the workplace.

The employer should provide affected employees with any informational materials pertaining to the standard that are supplied to the employer by OSHA.

The employer should provide, upon request, all materials relating to the employer’s training and education program to OSHA.

COPYRIGHT ©2005, ISO Services Properties, Inc.

Hearing ConservationPart Two – Hearing Protection Devices

An effective hearing conservation program can prevent hearing loss, improve employee morale and a general feeling of well-being, increase quality of production, and reduce the incidence of stress-related disease. The Occupational Safety and Health Administration (OSHA) recommend an employer should administer a continuing, effective hearing conservation program whenever employee noise exposures are at or above an eight hour time-weighted average (TWA) of 85 dBA. This is referred to as the action level.

An effective hearing conservation program consists of four parts – Part One – Monitoring Program; Part Two – Hearing Protection Devices; Part Three – Employee Training and Education; and Part Four – Recordkeeping. This Handout provides information on hearing protection devices.

The effectiveness of hearing protection is reduced greatly if the hearing protectors do not fit properly or if they are worn only part time during periods of noise exposure. To maintain their effectiveness, they should not be modified. Radio headsets are not substitutes for hearing protectors and should not be worn where hearing protectors are required to protect against exposure to noise. Other considerations include:

Hearing protection devices (HPDs) are considered the last option to control exposures to noise. HPDs are generally used during the necessary time it takes to implement engineering or administrative controls, or when such controls are not feasible.

Employers should make HPDs available to all employees exposed to noise at or above the action level. These must be provided at no cost to employees and must be replaced as necessary.

Employers should ensure that HPDs are worn by employees where feasible administrative and engineering controls fail to reduce sound levels and when employees are exposed to noise at or above the action level and who have not yet had a baseline audiogram established or have experienced a standard threshold shift (STS).

Employees should be given the opportunity to select their HPDs from a suitable variety. Generally, this should include a minimum of two devices, representative of at least two different types. The types of hearing protectors available include: (1) Ear plugs that block the ear canal, (2) Semi-insert ear plugs which consist of two ear plugs held over the ends of the ear canal by a rigid headband, or (3) Ear muffs that consist of sound-attenuating material and soft ear cushions that fit around the ear with hard outer cups and are held together by a head band.

The employer should provide training in the use and care of all HPDs provided to employees.

The employer should ensure proper initial fitting of HPDs and supervise their correct use.

The employer should evaluate HPD attenuation for the specific noise environments in which the HPD will be used. Attenuation refers to the damping or decrease of noise levels as a result of wearing HPDs.

HPDs should attenuate employee exposure to noise to at least an eight hour time-weighted average of 90 dBA.

For employees who have experienced a standard threshold shift (STS), HPDs must attenuate exposure to noise to a level at or below the action level of 85 dBA-TWA.

The adequacy of the HPDs should be re-evaluated whenever employee noise exposures increase to the extent that they may no longer provide adequate attenuation. The employer should provide more effective hearing protectors as necessary.

COPYRIGHT ©2005, ISO Services Properties, Inc.

Hearing Conservation Part One – Monitoring Program

An effective hearing conservation program can prevent hearing loss, improve employee morale and their general feeling of well-being, increase quality of production, and reduce the incidence of stress-related disease. The Occupational Safety and Health Administration (OSHA) recommends that an employer should administer a hearing conservation program whenever employee noise exposures are at or above an eight hour time-weighted average (TWA) of 85 dBA. This is referred to as the action level.

Some general indications of a noise problem at a workplace include: (1) There are areas where you must raise your voice in order to be heard? (2) Noise levels are as loud or Iouder than heavy traffic? (3) Workers complain of ringing in the ears, dull hearing, headache, or lack of concentration or irritability during or after work? (4) Long-term workers seem to have difficulty hearing? If these indications exist, or you know there is excessive noise, then a hearing conservation program should be implemented.

An effective hearing conservation program consists of four parts – Part One – Monitoring Program; Part Two – Hearing Protection Devices; Part Three – Employee Training and Education; and Part Four – Recordkeeping. This Handout provides information on establishing a monitoring program.

A noise sampling strategy should be designed to identify all employees for inclusion in the hearing conservation program, and enable the proper selection of hearing protectors.

For purposes of the hearing conservation program, employee noise exposures should be computed without regard to any attenuation provided by the use of personal protective equipment (PPE).

Either personal or area noise monitoring may be used. The noise monitoring requirement is performance-based, as it allows employers to choose a monitoring method that best suits each individual work situation.

If there are circumstances that may make area monitoring generally inappropriate,(e.g., high worker mobility, significant variations in sound level, or a significant component of impulse noise) then the employer should use representative personal sampling unless it can be shown that area sampling produces equivalent results.

Noise measurements should integrate all continuous, intermittent, and impulsive noise levels from 80 to 130 dBA.

Noise monitoring should be repeated whenever a change in production, process, equipment, or controls increases noise exposures to the extent that additional employees may be exposed at or above the action level or the attenuation provided by PPE.

The employer should notify each employee who is exposed at or above the action level of the results of the monitoring.

The employer should provide affected employees or their representatives with an opportunity to observe noise monitoring procedures.

It should be noted that employees with a diminished capacity to hear cannot satisfy the requirement to wear hearing protection simply by turning off their hearing aids when working in a high noise area. Hearing aids are not hearing protectors. Employees should actually leave their hearing aids on and wear ear muffs with sufficient attenuation to reduce all workplace noise below the action level. While employees need to be protected from excess noise, they should also be able to hear any machine noises or warning signals necessary for safety. Even employees, who have been diagnosed with severe or profound deafness, may still hear some noise and need to be protected from additional hearing loss.

COPYRIGHT ©2005, ISO Services Properties, Inc.

Compressed Air – Recommendations for Safe Use

Compressed air systems used in shops may appear to be relatively harmless. However, to avoid accidents, compressed air systems must be used correctly. The improper use may cause serious personal injury and the inadvertent connection of tools not designed for the high pressures will, more than likely, damage the tool.

Compressed air is extremely forceful and, depending on its pressure, can dislodge particles that have the potential to enter a worker’s eyes or abrade the skin. There have also been reports of hearing damage caused by the pressure of compressed air and its sound. On rare occasions, some of the compressed air can enter the blood stream through a break in the skin or through a body opening. An air bubble in the blood stream, known medically as an embolism, is a dangerous medical condition. The air bubble can block the blood vessel, such as an artery, and can cause coma, paralysis, or death depending upon its size, duration, and location.

The following recommendations can help workers avoid the risks of personal injury and equipment damage when using compressed air:

Maintain the air compressor in accordance with the manufacturer’s instructions.

Ensure all personnel are familiar with the compressor’s operating instructions.

Ensure the maximum working pressure of compressed air lines is identified in psi, and that pipeline outlets are tagged or marked, immediately adjacent to the outlet, with their maximum working pressures.

Require personnel to Inspect air supply and tool hoses before use, discarding damaged hoses.

Ensure the air-supply shutoff valves are located as near as possible to the points-of-operation.

Ensure compressed air is not used to blow dirt, chips, or dust from clothing.

Do not apply compressed air to any part of the body, even for cleaning off dirt.

Do not use compressed air to transfer materials from containers when there is a possibility of exceeding the safe maximum allowable working pressure of the container.

Do not use compressed air to transfer materials from standard 55-gal (208.3 L) drums – use a siphon with a bulk aspirator on a pump.

Do not use compressed air to clean machinery or parts unless absolutely necessary; where possible, use a brush and wear goggles to protect your eyes.

Do not use a compressed air line that does not have a pressure regulator for regulating the line pressure.

Ensure the hose length between tool housing and the air source is as short as possible.

Attach a short length of light chain between the hose and the housing on air-operated tools – this keeps the hose from whipping should the hose-tool coupling separate.

Ensure valves are off and pressure vented before any line is connected or disconnected.

Do not connect air supply respirators or supplied-air suits to the compressed air supply system of any building – such compressed air is unsafe to breathe.

Do not attach pneumatic tools and process or control instruments to breathing air lines – the contaminated air would be hazardous to workers.

COPYRIGHT ©2005, ISO Services Properties, Inc.

Loading Dock Safety Recommendations

Loading dock safety should be a major priority due to the potential severity of injuries that can occur from accidents. Injuries sustained when lift trucks tip over or fall from docks, or those that occur when workers, as well as pedestrians, are impacted by a lift truck, falling load, or tractor-trailer, tend to be very serious and sometimes fatal. Prevention of these and other types of accidents can be achieved through the use of proper equipment, proper training, and enforcement of safe operating procedures. The following recommendations can improve safety on loading docks – some of these are equipment related, while most are simply procedural.

Use portable jack stands when loading and unloading trailers to prevent potential tipping of lift trucks.

Equip lift trucks with spotlights; also, use dock-mounted lights to supplement lift-truck lights.

Purchase forklifts with side shifting capability – they help to prevent product damage and promote safety by allowing the lift truck operator to perform the task with fewer movements and eliminating the need for the forklift to be right up against the wall of a trailer.

Have all equipment maintained in accordance with manufacturer’s recommendations – this includes lift trucks, dock levelers, vehicle restraining devices, dock doors, and automatic signaling devices.

Whenever possible, avoid having workers in trailers while a lift truck is loading or unloading.

Perform a visual inspection of the trailer prior to driving a lift truck into it – damaged and rotting floorboards are common in older trailers.

If lift trucks are used to unload straight trucks (i.e., small delivery trucks), make sure the straight truck has the capacity to handle the weight of the lift truck and loads.

Use physical barriers at open edges of docks and ramps and adjacent to pedestrian walkways.

Use paint or tape to designate staging areas, through aisles, and loading lanes – make sure workers recognize the designations.

Use traffic cones or portable barricades to block off staging lanes where pedestrians may be walking.

Keep the dock areas clean and free of debris.

Designate areas for storage of used pallets, containers, and trash.

Limit the stacked height of used pallets and containers.

Limit the stacked height of materials in staging areas, especially if pedestrians will be walking around the materials.

Leave sufficient aisle space between rows of staged material if workers may be required to inspect or otherwise access the materials.

Do not allow workers to stand between a trailer and the dock.

Do not allow workers to climb on docks at undesignated places or to place any part of their bodies outside of the dock door.

If workers need to climb down into the dock area, make sure proper ladders or stairs are provided.

Train all workers about the hazards of dock-area work – do not limit training to lift truck operators only.

COPYRIGHT ©2005, ISO Services Properties, Inc.

Electrical Self-Inspection Checklist

Electrical current exposes workers to a serious, widespread occupational hazard. Many workers are unaware of the potential electrical hazards present in their work environment, which makes them more vulnerable to the danger of electrocution. Electrical injuries consist of four main types: electrocution (fatal), electric shock, burns, and falls caused as a result of contact with electrical energy.

The Occupational Safety and Health Administration (OSHA) addresses electrical safety in Subpart S of 29 CFR 1910.302 through 1910.399 of the General Industry Safety and Health Standards. The standards contain requirements that apply to all electrical installations and utilization equipment, regardless of when they were designed or installed. Subpart K of 29 CFR 1926.402 through 1926.408 of the OSHA Construction Safety and Health Standards contain installation safety requirements for electrical equipment and installations used to provide electric power and light at the jobsite. These sections apply to both temporary and permanent installations used on the jobsite.

This checklist can help supervisors ensure an electrically safe work environment.

	Yes	No	N/A
Are employees required to report any obvious hazard to life or property observed in connection with electrical equipment or lines?
Are employees instructed to make preliminary inspections and/or appropriate tests to determine what conditions exist before starting work on electrical equipment or lines?
Would an emergency responder (not a plant electrician) be able to recognize the main switch or switches?
Does each panelboard have a “legend” indicating the purpose of each circuit breaker, fuse, or switch in the panelboard? (e.g., #3 – lights, east side)
Is any aluminum wire used for wiring on the premises?
If aluminum wire is used, are all connectors and devices approved for use with aluminum?
When electrical equipment or lines are to be serviced, maintained, or adjusted, are necessary switches opened, locked-out, and tagged?
Are portable electrical tools and equipment grounded or of the double insulated type?
Are electrical appliances, such as vacuum cleaners and vending machines, grounded?
Do extension cords have a grounding conductor?
Are multiple plug adaptors prohibited?
Are ground-fault circuit interrupters installed on each temporary 15 or 20 ampere, 120 volt AC circuit at locations where construction, demolition, modifications, alterations or excavations are being performed?
If any electrical installations are in hazardous dust or vapor areas, do they meet the National Electrical Code (NEC) for hazardous locations?
Are flexible cords and cables free of splices or taps?
In wet or damp locations, are electrical tools and equipment appropriate for the use or location, or otherwise protected?
Is the location of electrical power lines and cables determined before digging or drilling?
Are metal measuring tapes, ropes, or similar devices with metallic thread woven into the fabric prohibited where they could come in contact with energized parts of equipment or circuit conductors?
Are metal ladders prohibited in areas where the ladder or the person using the ladder could come in contact with energized parts of equipment, fixtures, or circuit conductors?
Are all disconnecting switches and circuit breakers labeled to indicate their use or equipment served?
Are disconnecting means always opened before fuses are replaced?
Are all energized parts of electrical circuits and equipment guarded by approved cabinets or enclosures against accidental contact?
Is sufficient access and working space provided and maintained around all electrical equipment to permit ready and safe operations and maintenance?
Are all unused openings (including conduit knockouts) in electrical enclosures and fittings closed with appropriate covers, plugs or plates?
Is each motor disconnecting switch or circuit breaker located within sight of the motor control device?
Are employees who regularly work on or around energized electrical equipment or lines instructed in cardiopulmonary resuscitation (CPR) methods?
Are employees prohibited from working alone on energized lines or equipment over 600 volts?

 

COPYRIGHT ©2005, ISO Services Properties, Inc.

Preventing Forklift Injuries

The National Institute for Occupational Safety and Health (NIOSH) investigations of forklift-related deaths indicate that many workers and employers may not be aware of the risks of operating or working near forklifts and are not following the procedures set forth in the Occupational Safety and Health Administration (OSHA) standards, in national consensus standards, or in equipment manufacturer’s guidelines. According to NIOSH, most fatalities occur when a worker is crushed by a forklift that has overturned or fallen from a loading dock.

Workers who operate or work near forklifts can take these steps to protect themselves. These include:

Do not operate a forklift unless you have been trained and licensed.

Use seatbelts if they are available.

Report to your supervisor any damage or problems that occur to a forklift during your shift.

Do not jump from an overturning, sit-down type forklift. Stay with the truck, holding on firmly and leaning in the opposite direction of the overturn.

Exit from a stand-up type forklift with rear-entry access by stepping backward if a lateral tipover occurs.

Use extreme caution on grades or ramps.

On grades, tilt the load back and raise it only as far as needed to clear the road surface.

Do not raise or lower the forks while the forklift is moving.

Do not handle loads that are heavier than the weight capacity of the forklift.

Operate the forklift at a speed that will permit it to be stopped safely.

Slow down and sound the horn at cross aisles and other locations where vision is obstructed.

Look toward the travel path and keep a clear view of it.

Do not allow passengers to ride on forklift trucks unless a seat is provided.

When dismounting from a forklift, set the parking brake, lower the forks or lifting carriage, and neutralize the controls.

Do not drive up to anyone standing in front of a bench or other fixed object.

Do not use a forklift to elevate workers who are standing on the forks.

Elevate a worker on a platform only when the vehicle is directly below the work area.

Whenever a truck is used to elevate personnel, secure the elevating platform to the lifting carriage or forks of the forklift.

Use a restraining means, such as rails, chains, or a body belt with a lanyard or deceleration device, for the worker(s) on the platform.

Do not drive to another location with the work platform elevated.

COPYRIGHT ©2005, ISO Services Properties, Inc.

Forklift Inspections

Before operating a forklift, the worker should perform an inspection of the equipment. Below is a suggested checklist to evaluate the operational safety of the equipment before use. Any problems identified in the inspections should be reported to the supervisor immediately.

When conducting a visual inspection, the worker should check that:

• The equipment is in good condition and clean.
  
• The floor is clear of objects that could cause an accident, that there are no overhead obstructions, and to identify nearby objects to avoid.
  
• There is a charged fire extinguisher.
  
• The engine oil level, fuel level, and radiator water level (for LPG, gas, and diesel forklifts) are okay.
  
• The battery is fully charged; that the cables do not have exposed wires; that the battery plug connections are not loose, worn or dirty; that vent caps are not clogged; that the electrolyte levels in cells is okay; and that a bracket is provided to keep the battery securely in place.
  
• There are no damaged, missing, or loose bolts, nuts, guards, chains, or hydraulic hose reels.
  
• The wheels and tires are not worn or damaged, and that the air pressure (for pneumatic tires) is okay.
  
• The forks are not bent or cracked, and that the positioning latches are in good working condition.
  
• There are no fluid leaks, damp spots, or drips under the equipment.
  
• All hoses are secured, with no signs of crimping, wearing, or rubbing.
  
• The horn is working and loud enough to be heard in the working environment.
  
• The head lights and warning lights are operational.
  

When conducting an operational inspection, the worker should check that:

• The foot brake pedal holds and smoothly stops the forklift.
  
• The parking brake holds against a slight acceleration.
  
• The “Deadman” seat brake holds when the operator rises from the seat.
  
• The clutch and gearshift operate smoothly with no jumping or jerking.
  
• All lights and gauges are operational.
  
• The steering operates smoothly.
  
• The lift mechanism operates smoothly (raise forks to maximum height then lower completely).
  
• That the tilt mechanism moves smoothly.
  
• After the above checks, there are no leaks or unusual sound or noises.
  

COPYRIGHT ©2005, ISO Services Properties, Inc.

Small Business Owner Four Part Safety Program: Part #4 – Documentation

Documentation is an essential element of a safety program. Essential records, including those legally required for workers’ compensation, insurance audits, and government inspections, must be maintained as long as required by law and an actual need exists. Keeping records of your activities, such as policy statements, training sessions for management, workers’ safety and health meetings held, information distributed to workers, and medical arrangements made, is greatly encouraged.

Maintaining essential records also will aid in the demonstration of sound business management as supporting proof for credit applications, for showing “good faith” in reducing any proposed penalties from OSHA inspections, and for insurance audits. Additionally, documentation will enable the efficient review of current safety and health activities for better control of operations and to plan improvements.

Safety and Health Recordkeeping

Records of sales, costs, profits and losses are essential to all successful businesses. They enable the owner or manager to learn from experience and to make corrections for future operations. Records of accidents, and related injuries, illnesses and property losses, can serve the same purpose, if they are used the same way. The sole purpose of OSHA recordkeeping is to store factual information about certain accidents that have happened. When the facts have been determined, causes can often be identified, and control procedures can be instituted to prevent a similar occurrence from happening.

Injury/Illness Records

OSHA requires injury/illness recordkeeping that can provide you with one measure for evaluating the success of your safety and health activities. Success would mean a lack of, or a reduced number of, worker injuries or illnesses during the following calendar year. There are five important steps required by the OSHA recordkeeping system:

1. Obtain a report on every injury requiring medical treatment (other than first aid).
   
2. Record each injury on the OSHA Form No. 300 according to the instructions provided.
   
3. Prepare a supplementary record of occupational injuries and illnesses for recordable cases either on OSHA Form No. 101 or on workers’ compensation reports giving the same information.
   
4. Every year, prepare the annual summary (OSHA Form No. 300); post it no later than February 1, and keep it posted until March 1. (Next to the OSHA workplace poster is a good place to post it.)
   
5. Retain these records for at least 5 years.
   

During the year, periodically review the records to see where injuries are occurring. Look for any patterns or repeat situations. These records can help you to identify those high risk areas where you should direct your immediate attention. You might consider expanding your own system to include all incidents, including those where no injury or illness resulted. Safety councils, insurance carriers, and others can assist you in instituting such a system. There are some limited exemptions for small business employers who employ l0 or fewer workers, as well as for businesses that have certain SIC codes. Regardless of the number of workers you have or the SIC classification; you may be selected by the Federal Bureau of Labor Statistics (BLS), or a related State agency, for inclusion in an annual sample survey. The specific agency will send you a letter, if you are selected.

Exposure Records and Others

The injury/illness records may not be the only records you will need to maintain. Certain OSHA standards that deal with toxic substances and hazardous exposures require records on the exposure of workers, physical examination reports, employment records, etc. As you work on identifying hazards, you will be able to determine whether these requirements apply to your situation on a case-by-case basis. It is mentioned here so that you will be aware of these records and that, if required, they should be used with your control procedures and with your self-inspection activity to analyze your exposures – they should not be considered merely as bookkeeping.

COPYRIGHT ©2005, ISO Services Properties, Inc.

Small Business Owner Four Part Safety Program: Part #3 – Hazard Control

The Occupational Safety and Health Administration (OSHA) has created guidelines for small business owners to aid them in creating and benefiting from a safety program. Although voluntary, these guidelines represent OSHA’s policy on what every worksite should have in place to protect workers from occupational hazards. The guidelines are based heavily on OSHA’s experience with the Voluntary Protection Programs (VPP). These voluntary programs are designed to recognize and promote effective safety and health management as the best means of ensuring a safe and healthful workplace. This handout is the third of four outlining the creation and implementation of a safety program for a SBO.

After completing Part #2 – Analysis, you should know what your existing and potential hazards are. Now you should concentrate on putting in place the systems that will prevent or control those hazards. Your State OSHA or insurance loss control consultant can help you do this. Whenever possible, you will want to eliminate those hazards. Sometimes that can be done through substitution of a less toxic material or through engineering controls that can be built in. When you cannot eliminate hazards, systems should be set up to control them.

Here are some actions for small business owners to take to control their exposures:

• Set up safe work procedures, based on the analysis of the hazards in your workers’ jobs, and make sure that the workers doing each job understand the procedures and follow them. This may be easier if workers are involved in the analysis that results in the implementation of those procedures.
  
• Be ready, if necessary, to enforce the rules for safe work procedures by asking your workers to help you set up a disciplinary system that will be fair and understood by everyone.
  
• Where necessary to protect your workers, provide personal protective equipment (PPE) and be sure your workers know why they need them, how to use them, and how to maintain them.
  
• Provide for regular equipment maintenance to prevent breakdowns that can create hazards.
  
• Ensure that preventive and regular maintenance are tracked to completion and documented.
  
• Plan for emergencies, including fire and natural disasters, and drill everyone frequently enough so that if the real thing happens, everyone will know what to do even under stressful conditions.
  
• Ask your State OSHA or insurance loss control consultant to help you develop a medical program that fits your worksite and involves nearby doctors and emergency facilities. Invite these medical personnel to visit the plant before emergencies occur and help you plan the best way to avoid injuries and illness during emergency situations.
  
• Ensure the ready availability of medical personnel for advice and consultation on matters of worker health. This does not mean that you must provide health care; but, if health problems develop in your workplace, you are expected to get medical help to treat them and their causes.
  
• Have an emergency medical plan for handling injuries, transporting ill or injured workers, and notifying medical facilities with a minimum of confusion. Posting emergency numbers is a good idea.
  
• Survey the medical facilities near your place of business and make arrangements for them to handle routine and emergency cases. Cooperative agreements could possibly be made with nearby larger plants that have medical personnel and/or facilities onsite.
  
• Have a procedure for reporting injuries and illnesses that is understood by all workers.
  
• If your business is remote from medical facilities, ensure that a person or persons are adequately trained and available to render first aid, and that adequate first-aid supplies are readily available for emergency use. Arrangements for this training can be made through your local Red Cross Chapter, your insurance carrier, your local safety council and others.
  
• Consider performing routine walkthroughs of the worksite to identify hazards and track them until they are corrected.
  
• Check battery-charging stations, maintenance operations, laboratories, heating and ventilating operations and any corrosive materials areas to make sure you have the required eye wash facilities and showers.
  
• Consider retaining a local doctor or an occupational health nurse on a part-time or as-used basis to advise you in your medical and first-aid planning. Train workers, supervisors, and managers. (An effective accident prevention program requires proper job performance from everyone in the workplace. As an owner or manager, you must ensure that all workers know about the materials and equipment they work with, what known hazards are in the operation, and how you are controlling those hazards.)
  
• Ask your State OSHA or insurance loss control consultant to recommend training for your worksite. The consultant may be able to do some of the training while he or she is there.
  
• Make sure you have trained your workers on every potential hazard that they could be exposed to and how to protect themselves. Then verify that they really understand what you taught them.
  
• Pay particular attention to your new workers and to old workers who are moving to new jobs. Because they are learning new operations, they are more likely to get hurt.
  
• Make sure that you train your supervisors to know all the hazards that face the people they supervise and how to reinforce training with quick reminders and refreshers, and with disciplinary action if necessary. Verify that they know what is expected of them.
  
• Make sure that you and your top management staff understand all of your responsibilities and how to hold subordinate supervisory workers accountable for theirs.
  
• Depending upon the kinds of potential and existing hazards that you have, when possible, combine safety and health training with other training that you do,. With training, the “proof is in the pudding” in that the result that you want is everyone knowing what they need to know to keep themselves and their fellow workers safe and healthy.
  

Each worker needs to know the following:

• No worker should be expected to undertake a job until he or she has received job instructions on how to do it properly and has been authorized to perform that job.
  
• No worker should undertake a job that appears unsafe.
  

COPYRIGHT ©2005, ISO Services Properties, Inc.

Small Business Owners Four Part Safety Program: Part #2 – Worksite Analysis

The Occupational Safety and Health Administration (OSHA) has created guidelines for small business owners to aid them in creating and benefiting from a safety program. Although voluntary, these guidelines represent OSHA’s policy on what every worksite should have in place to protect workers from occupational hazards. The guidelines are based heavily on OSHA’s experience with the Voluntary Protection Programs (VPP). These voluntary programs are designed to recognize and promote effective safety and health management as the best means of ensuring a safe and healthy workplace. This handout is the second of four outlining the creation and implementation of a safety program for a SBO.

As a business owner, it is your responsibility to know the hazards in your workplace that could hurt your workers. Worksite analysis is a group of processes that helps you analyze these hazards. Help in getting started with these processes is available from your OSHA State Consultation Program, or you can do it yourself by reviewing the OSHA published booklet, Job Hazard Analysis, which is available on the OSHA Web site, www.OSHA.gov.

Here are some actions for small business owners to take to analyze their exposures:

• Initially, take the time to look back over several years of injury or illness experience to identify patterns that can lead to further prevention. Thereafter, periodically look back over several months of experience to determine if any new patterns are developing.
  
• Request a consultation visit from your State Consultation Program covering both safety and health to get a full survey of the hazards existing in your workplace and those that may develop. You can also contract for such services from expert private consultants, if you prefer.
  
• Set up a way to get expert help when you make changes, to be sure that the changes are not introducing new hazards into your workplace. Also, find ways to keep current on newly recognized hazards in your industry.
  
• Make an assignment, maybe to teams that include workers, to look carefully at each job from time to time, taking it apart step-by-step to see if there are any hidden hazards in the equipment or procedures. Some training may be necessary at the start.
  
• Set up a system to check that your hazard controls have not failed and that new hazards have not appeared. This is usually done by routine self-inspections that can be created by your workers. Periodically review these self-inspection checklists to ensure new processes or procedures have not introduced new hazards; add items that materialize from accidents or near misses in the workplace, and subtract from it those items that no longer fit your situation. Your State consultant can probably assist you to establish an effective self-inspection system.
  
• Provide a way for your workers to let you or another member of management know when they see things that look harmful to them and encourage and recognize creative thinking that leads to lower exposures.
  
• Learn how to do a thorough investigation when things go wrong and someone gets sick or hurt. This will help you find ways to prevent recurrences.
  

COPYRIGHT ©2005, ISO Services Properties, Inc.

Small Business Owners Four-Part Safety Program: Part #1 – Setup

The Occupational Safety and Health Administration (OSHA) has created guidelines for small business owners to aid them in creating and benefiting from a safety program. Although voluntary, these guidelines represent OSHA’s policy on what every worksite should have in place to protect workers from occupational hazards. The guidelines are based heavily on OSHA’s experience with the Voluntary Protection Programs (VPP). These voluntary programs are designed to recognize and promote effective safety and health management as the best means of ensuring a safe and healthy workplace.

A small business owner (SBO) may have inherent advantages over a larger corporation when it comes to safety. They generally have closer contact with their workers and a reduced worker turnover. They probably have already developed a personal relationship of loyalty and cooperation that can be built upon very easily. These advantages may not only increase the owners’ concern for their workers, but also may make it easier to get their help. This handout is the first of four outlining the creation and implementation of a safety program for a SBO.

The following are suggestions for business owners to help them create a viable small business safety program:

• Post your own policy on the importance of worker safety and health next to the OSHA workplace poster where all workers can see it.
  
• Hold a meeting with all your workers to communicate that policy to them and to discuss your objectives for safety and health for the rest of the year. (These objectives will result from the decisions you make about changes you think are needed.)
  
• Make sure that support from the top is visible by taking an active part, personally, in the activities that are part of your safety and health program. For example, personally review all inspection and accident reports to ensure follow-up when needed.
  
• Ensure that you, your managers, and supervisors follow all safety requirements that workers must follow, even if you are only in their areas briefly. If, for instance, you require a hard hat, safety glasses, and/or safety shoes in an area, wear them yourself when you are in that area.
  
• Use your workers’ special knowledge and help them buy into the program by having them make inspections, put on safety training, or help investigate accidents.
  
• Make clear assignments of responsibility for every part of the program that you develop.
  
• Make certain all employees understand their responsibilities – the more people involved the better. A good rule of thumb is to assign safety and health responsibilities in the same way you assign production responsibilities.
  
• Make it a special part of everyone’s job to operate safely. That way, as you grow and delegate production responsibilities more widely, you will commit safety and health responsibilities with them.
  
• Give those with responsibility enough people, on-the-clock time, training, money, and authority to get the job done.
  
• Don’t forget about it after you make assignments; make sure, personally, that the job gets done. Recognize and reward those who do well, and correct those who don’t.
  
• Take time, at least annually, to review what you have accomplished against what you set as your objectives and decide if you need new objectives or program revisions to get where you want to be.
  

COPYRIGHT ©2005, ISO Services Properties, Inc.

Preventing Sunburn to Workers

Anyone can be burned by the sun. Sun induced skin cancers are the most common cancers of Caucasian adults. The incidence of skin cancer is increasing in epidemic proportions in our country. The risk of developing a melanoma, a deadly skin cancer, doubles every 10 years. Protecting skin from the sun’s rays could prevent about 80 percent of skin cancers. Harmful ultraviolet rays (UV) reflect off water and light colored surfaces, such as concrete, water, sand and snow. UV rays also reach below the surface of water.

The following are tips for helping workers avoid sunburn:

• Use sunscreen every day of the year. Even on cloudy days up to 80 percent of the sun’s harmful rays will reach the earth.
  
• Wear a sunscreen everyday that has at least a Sun Protection Factor (SPF) of 15.
  
• Use plenty of sunscreen. Studies have shown that the average person uses about 1/2 the amount of sunscreen that the manufacturer used when determining the SPF value. The average adult requires one ounce (oz) of sunscreen for adequate total body coverage. Children require about half this amount.
  
• Apply sunscreens to dry skin about 15 to 30 minutes before going outdoors.
  
• Reapply sunscreen after sweating, swimming or toweling off.
  
• Understand Sun Protection Factors (SPF). A SPF of 8 filters out 86 percent of ultraviolet radiation; SPF 15 blocks 92 percent of damaging rays; and SPF 30 blocks 96 percent of ultraviolet rays.
  
• Use stick balms for lips and ears. These can also be used around the eyes to avoid stinging.
  
• Wear Hats. Each inch of hat brim can lower your lifetime risk of skin cancer by 10 percent.
  
• Minimize sun exposure between 10 a.m. and 4 p.m. when the worst and greatest quantity of ultraviolet light exists. If your shadow is longer than you are tall, it is okay to be outside.
  
• Wear protective eyewear. Sunglasses with UV-blocking filters are very important. The eye is the second most common site in which melanoma develop.
  
• Be aware that some medications can increase sensitivity to the sun’s rays. Certain antibiotics, birth control pills, diuretics, antihistamines and antidepressants may cause increased sensitivity to the sun.
  
• Avoid using tanning parlors. Tanning devices can damage the skin and eyes, as much as direct sunlight, and have been linked to increased risk of developing melanoma.
  
• Check the UV Index each day and dress accordingly. The UV Index is a prediction of the sun’s UV radiation on any given day at noon.
  

Sunscreens absorb most of the sun’s rays before they penetrate the skin, but some still gets through. Sunblocks such as zinc oxide or titanium oxide block or reflect the sun’s rays. Water-resistant sunscreens protect skin for 40 minutes of water exposure; waterproof sunscreens protect for 80 minutes.

Spray, Gel and Lotion forms are now available. Sprays work best on the body and are fun for children. Gels work well for oily skin or when working and sweating. Lotions help dry skin.

COPYRIGHT ©2005, ISO Services Properties, Inc.

Safety Program Self-Evaluation Checklist for Small Business

Small business owners (SBOs) have a unique opportunity to increase profits by controlling loss costs due to poor safety and health programs. The key to accomplishing this is to perform a safety and health evaluation. Such an evaluation reviews the policies and procedures of a company’s safety and health program to determine if they are working effectively and efficiently. These policies and procedures include management leadership, worksite hazards analysis, hazard prevention and control programs, accident and near miss investigations, employee involvement, safety and health training, use of personal protective equipment (PPE), the health program, and the emergency response program.

This checklist, which highlights areas of best practices used in successful safety programs, can be used to perform an evaluation of a small business’ safety and health program. On at least an annual basis, an SBO should review each “best practice” and compare it to his/her company’s policies and procedures. Those items marked “NO” are areas where improvement is possible that may result in an enhanced bottom line.

	Yes	No	N/A
Policies and objectives are established and communicated to all employees.
Top management is visibly involved in safety and health.
Employees are involved in identifying and solving safety and health problems.
All safety and health responsibilities are clearly assigned.
Adequate authority and resources are provided to those with responsibilities.
Managers, supervisors and employees are held accountable.
Program operations are reviewed at least annually to evaluate success in meeting goals and objectives and to prepare new objectives.
A baseline survey of hazards has been done or updated within the last three years.
Change analysis is done for every change of facility, equipment, process, or material.
Job hazard analysis is done on an ongoing basis.
Self-inspections are conducted regularly by trained supervisors in their work areas.
Broad, regular inspections are conducted periodically by adequately trained personnel.
Employees know how and whom to notify about hazards, without fear of reprisal, and receive timely and appropriate responses.
Accidents and near-miss incidents are investigated to identify all contributing causes and to prevent future occurrences.
Reviews are done of injury and illness experiences over a period of time long enough for patterns of potentially common causes to appear.
All identified hazards are prevented or controlled in the best feasible manner.
Safe work procedures based on job hazard analyses have been established.
Supervisors reinforce safe work through positive feedback and training.
Enforcement of safe work procedures and safety and health rules is accomplished fairly and efficiently through a disciplinary system that all employees understand.
New or existing hazards are identified and corrected in a timely manner.
The facility and equipment are regularly maintained to prevent hazardous breakdowns.
Arrangements have been made for occupational health specialists to provide medical services, including assistance in health problem identification.
First aid and CPR-trained employees are available on every shift.
Preparations have been made for all types of anticipated emergencies.
Exits, evacuation routes, and emergency telephone numbers are prominently displayed.
Employees can explain how and why they do the job safely and healthfully.
Employees use all required PPE properly.
Employees can explain why a PPE is used, how to use and maintain it, and what the limits of its protection are.
Supervisors are able to explain the company’s safety rules and procedures for hazard control to workers, and are trained in how to enforce them.
Managers can explain their safety and health responsibilities.

 

COPYRIGHT ©2005, ISO Services Properties, Inc.

Forklift Operational Safety

Safety is the most important factor when lifting, moving, or lowering a load with a forklift. Smooth operation is essential for maintaining stability and preventing accidents. The following offers some recommendations for loading, carrying the load, and unloading a forklift to ensure worker safety.

Loading

Make sure the load is within the forklift’s rated capacity. The nameplate lists the maximum weight the forklift can carry – never exceed it!

Forklifts are top heavy – do not use counter-weights to balance a heavy load; instead, split the load.

Check that the load is stable and centered, and stack and/or tie uneven or loose loads.

Use the proper lift fixture for the type of load (e.g., carpet spike, drum grappler, etc.).

When lifting a load, spread the forks as widely as possible for even distribution, drive into the loading position and insert the forks far enough to be sure the load is completely on the forks and is slightly touching the carriage, and tilt the forks to shift the weight of the load back, which will make the lift more stable.

If the load is unbalanced, keep the heavier end closer to the carriage, tilt the mast back, lift the load, and tilt the mast back a little more before traveling.

Carrying the Load

Keep the forks at a height of 6 to 10 in (15.24 to 25.4 cm) above the ground to avoid potential ground hazards and carry the load low and tilted back. Remember that forklifts are very top heavy when the load is high and a bump can tip it over.

Don’t carry anything on the overhead guard.

Travel in reverse if the load blocks your forward vision, or use a spotter if there is not a clear view ahead.

Always look in the direction of travel, keep your arms and legs inside the forklift, and never reach through the mast to adjust the load.

Do not raise or lower the load while moving, exercise caution on wet surfaces, and travel at an appropriate speed.

Unloading

If unloading onto a truck, before driving straight in, make sure the rear wheels of the truck are chocked, the brakes are locked, and the dock plate is secure and won’t move; then drive in, position the load, tilt it forward, and release it.

If you are unloading onto a stack:

1. Position the forklift properly before lifting the forks.
   
2. Check for overhead clearance before raising the load and raise and position the load to the correct height of about 2 in (5.08 cm) above the stack.
   
3. Move the load slowly into position and allow for 2 to 3 in (5.08 to 7.62 cm) of clearance at the sides and back of the load.
   
4. Tilt the load forward and then lower it, level the forks so they are no longer tilted, and pull the forks back slowly.
   
5. Sound the alarm and back up slowly, looking over your shoulder.
   
6. When clear, stop the forklift and lower the forks to a height of about 6 to 8 in (15.24 to 20.32 cm) off the ground.
   

COPYRIGHT ©2005, ISO Services Properties, Inc.

Self-Evaluation Checklist for Confined Spaces

Many workplaces contain spaces that are considered “confined” because their configurations hinder the activities of workers who enter, work in, and exit them. For example, employees who work in process vessels generally must squeeze in and out through narrow openings and perform their tasks while cramped or contorted. The Occupational Safety and Health Administration (OSHA) uses the term “confined space” to describe such spaces. In some cases, confinement itself poses entrapment hazards. In other cases, confined work spaces keep workers closer to hazards, such as asphyxiating atmospheres or the moving parts of machinery. OSHA uses the term “permit-required confined space” (permit space) to describe those spaces that both meet the definition of “confined space” and pose health or safety hazards.

The following questions can help supervisors and workers evaluate a confined space to ensure that all hazards to workers are controlled.

• Before entry, are confined spaces thoroughly emptied of corrosive or hazardous substances?
  
• Before entry, are confined spaces checked for decaying vegetation or animal matter that may produce methane?
  
• Are all utility lines to the confined space, containing inert, toxic, flammable, or corrosive materials, turned off and blanked or disconnected and separated before entry?
  
• Are all impellers, agitators, or other moving parts and equipment inside confined spaces locked-out?
  
• Is either natural or mechanical ventilation provided prior to entry into the confined space?
  
• Are appropriate atmospheric tests performed to check for oxygen deficiency, toxic substances, and explosive concentrations in the confined space before entry?
  
• Is the atmosphere inside the confined space frequently tested or continuously monitored?
  
• Is adequate illumination provided in the confined space for the work to be performed?
  
• When required, is there an assigned safety standby worker outside of the confined space whose sole responsibility is to watch the work in progress, sound an alarm if necessary, and render assistance?
  
• Is the standby worker appropriately trained and equipped to handle an emergency?
  
• Is the standby employee or other employees prohibited from entering the confined space without lifelines and respiratory equipment if there is any question as to the cause of an emergency?
  
• Is approved respiratory equipment required when the atmosphere cannot be made acceptable?
  
• Are portable electrical equipment used inside the confined space either grounded and insulated, or equipped with ground fault protection?
  
• Before performing gas welding in a confined space, are hoses checked for leaks?
  
• Are compressed gas bottles forbidden inside of the confined space,
  
• Are torches lighted only outside of the confined area, and the confined space tested for an explosive atmosphere each time before a lighted torch is to be taken into it?
  
• If employees will be using oxygen-consuming equipment, such as salamanders, torches, and furnaces, in a confined space,is sufficient air provided to assure combustion without reducing the oxygen concentration of the atmosphere below 19.5 percent by volume?
  
• When combustion-type equipment is used in a confined space, are provisions made to ensure the exhaust gases are vented outside of the enclosure?
  

COPYRIGHT ©2005, ISO Services Properties, Inc.

Self-Evaluation of Lockout/Tagout Program

The Occupational Safety and Health Administration (OSHA) requires employers to establish a program and use procedures for affixing appropriate lockout or tagout devices to energy isolating devices, and to otherwise disable machines or equipment to prevent unexpected energization, start up, or release of stored energy in order to prevent injury to workers.

OSHA requires that, in general, before service or maintenance is performed on machinery or equipment, the machinery or equipment must be turned off and disconnected from the energy source, and the energy-isolating device must be either locked or tagged out. OSHA estimates that adherence to these requirements can eliminate nearly 2 percent of all workplace deaths in establishments affected by this rule and can have a significant impact on worker safety and health in the U.S.

The following questions can help supervisors and workers evaluate their Lockout/Tagout program to ensure the exposure to these hazards is reduced to a minimum.

• Is all machinery or equipment capable of movement, required to be de-energized or disengaged and locked-out during cleaning, servicing, adjusting, or setting up operations?
  
• Where the power disconnecting means for equipment does not also disconnect the electrical control circuit, are the appropriate electrical enclosures identified?
  
• Where the power disconnecting means for equipment does not also disconnect the electrical control circuit, is a means provided to ensure the control circuit can also be disconnected and locked-out?
  
• Is the locking-out of the control circuit, in lieu of locking-out the main power disconnect, prohibited?
  
• Are all equipment control valve handles provided with a means for locking-out?
  
• Do lock-out procedures require that stored energy (mechanical, hydraulic, air, etc.) be released or blocked before equipment is locked-out for repairs?
  
• Are appropriate workers provided with individually keyed personal safety locks?
  
• Are workers required to keep personal control of their key(s) while they have safety locks in use?
  
• Is it required that only the worker exposed to the hazard place or remove the safety lock?
  
• Are workers required to check the safety of the lock-out by attempting, after making sure no one is exposed, a startup?
  
• Are workers instructed to always push the control circuit stop button immediately after checking the safety of the lock-out?
  
• Are the workers who are working on locked-out equipment able to be identified by their locks or accompanying tags?
  
• Are a sufficient number of accident prevention signs or tags and safety padlocks provided for any reasonably foreseeable repair emergency?
  
• When machine operations, configuration, or size requires the operator to leave his or her control station to install tools or perform other operations, and that part of the machine could move if accidentally activated, are such elements required to be separately locked or blocked out?
  
• In the event that equipment or lines cannot be shut down, and locked-out and tagged, is a safe job procedure established and rigidly followed?
  

COPYRIGHT ©2005, ISO Services Properties, Inc.

Conveyor Safety

Conveyors are generally considered to be productivity-enhancing tools for warehouse, industrial facilities, and distribution centers operations. However, conveyor injuries in the U.S. cost employers millions of dollars every year. This, despite the fact they are generally safer than other materials handling alternatives if they are maintained, designed and properly operated.

The U.S. Department of Labor’s Bureau of Labor Statistics reports over fifty workplace fatalities a year where conveyors are the primary source of injury. Workplace injuries account for nearly 25 percent of all workers’ compensation claims and up to 35 percent of all associated costs.

Supervisors and workers will benefit by observing some general safety rules when operating conveyors. The following recommended operating procedures apply to all conveyor installations:

Supervisors

Have only authorized and trained personnel perform conveyor maintenance service.

Instruct workers to keep clothing, fingers, hair, and other parts of the body away from moving parts of a conveyor.

Ensure ALL workers know the location and function of all START/STOP controls.

Ensure all START/STOP and emergency controls are clearly marked and free from obstructions.

Ensure all workers are clear of a conveyor before starting it.

Have only trained personnel operate the conveyor system.

Have operators wear appropriate clothing, and avoid wearing loose clothing, near moving conveyors.

Require workers to report all unsafe practices to a supervisor.

Workers

Lockout and tagout the system before performing any maintenance service.

Lockout and tagout the system before working on a bogged or overloaded conveyor.

Don’t repair or provide maintenance while the conveyor is operating.

Don’t clean belts, pulleys, drum, and trough or return idlers while a conveyor is operating.

Don’t climb, step, sit, or ride on conveyor at any time.

Don’t walk under a moving conveyor unless the route is guarded against spillage.

Don’t load a conveyor outside of its design limits.

Don’t remove or alter conveyor guards or safety divides.

Keep the areas around conveyors clear of obstructions.

COPYRIGHT ©2005, ISO Services Properties, Inc.

Carpal Tunnel Syndrome – Exposure Checklist

Cumulative trauma disorders (CTDs) are defined as injuries to the musculoskeletal system that develop gradually as a result of repeated motion. Carpal tunnel syndrome (CTS), tendinitis, tenosynovitis, Raynaud’s syndrome, and De Quervain’s disease are examples of CTDs.

CTS is a significant loss exposure in certain industrial operations – it can reduce a worker’s efficiency, disrupt workflow, work scheduling, and increase workers’ compensation costs. CTS may also lead to other serious injuries – afflicted workers may not be able to sense heat and cold, and may drop materials and tools on themselves and others due to the loss of feeling in their hands. The primary control measures for CTS are administrative controls, such as task redesign and job rotation, and tool substitution or modification. The following checklist may help in evaluating a worker’s potential for CTS.

Administrative Issues	Yes	No	N/A
Are pre-placement medical exams used to identify existing signs of CTS?
Are workers trained to recognize and report the early symptoms of CTS?
Are all jobs analyzed to identify tasks requiring the employee to work with a bent wrist?
Are proper temperatures maintained?
Are job rotation and job transfer alternatives established and used?
Are work gloves fitted and well-maintained?
Are work-surface heights adjusted to reduce the need to bend the wrist?
Are work surfaces inclined and the worker-to-work distance changed to reduce the need to bend the wrist?
Tools
Are tool handles large enough to span the palm?
Are tool handles shaped to eliminate the need to bend the wrist while working?
Are tool handles equipped with flanges, where applicable?
Are tool handles properly sized to fit comfortably in the worker’s hand?
Are heavy tools supported or balanced to reduce strain?
Are tools of proper capacity to complete the task without excessive effort by the worker?
Are power tools selected to reduce vibration?
Are triggers replaced with a “full hand” control, foot control, or automatic switching?

 

COPYRIGHT ©2005, ISO Services Properties, Inc.

Selecting Hearing Protection

When feasible, employers are required to use engineering solutions to reduce hazardous noise in the work environment. When an engineering solution is not possible or economically feasible, it is acceptable to use hearing protection as a temporary solution. The best hearing protector is the one that is comfortable and convenient and that the worker will wear every time they are in an environment with hazardous noise.

The following provides information on the different types of hearing protection devices:

Disposable formable plugs are made of a material that is designed to expand and conform to the shape of the wearer’s ear canal. They are rolled or compressed by the wearer prior to inserting it into the ear. It works best when the wearer creates a smooth tube thin enough to fit in the ear about half the length of the plug. These formable ear plugs can be for single use or reuse for up to a week. They are good for a variety of noise areas, but are not recommended for use in areas where workers’ hands can become contaminated with abrasive materials, dirt, or irritating or caustic substances since the plugs must be formed using the hands. Some individuals with small ear canals may have difficulty rolling the plugs small enough to make them fit; in these situations, a small-size, expandable plug can be used.

Pre-molded plugs are reusable and generally made from silicone, plastic, or rubber, and are available in several styles – as one-size-fits-all, sized, or custom molded. The plugs should seal the ear canal without being uncomfortable, which generally takes trial and error of the various styles and sizes. Advantages of pre-molded plugs are that they are relatively inexpensive, reusable, washable, and convenient to carry, and come in a variety of sizes – nearly everyone can find a plug that will be comfortable and effective. Unlike the disposable formable plugs, in dirty or dusty environments, a worker does not have to handle or roll the tips. These plugs are recommended for hearing protection where workers are exposed to high levels of noise. A critical user-tip about pre-molded plugs is that a worker may need a different size plug for each ear.

Canal caps are cone-shaped earplugs on a flexible plastic or metal band. The earplug tips may be molded by the user or be of a pre-molded material. The headbands provide a means to wear the device over the head, behind the neck, or under the chin. Some models have jointed bands, increasing the ability to properly seat the earplug. The main advantage canal caps offer is convenience. When it is quiet, workers can leave the band hanging around their necks and can quickly insert the plug tips when hazardous noise starts again; however, some workers find the pressure from the bands uncomfortable. In addition, not all canal caps have tips that adequately block all types of noise. Generally, the canal cap tips that resemble stand-alone earplugs seem to block the most noise. Canal caps are recommended for a variety of noisy locations, and especially for workers who are uncomfortable wearing plug-type protectors.

Earmuffs are available in active noise reduction (ANR), dielectric, and passive designs, and come in many models intended to fit most people. They work to block out noise by completely covering the outer ear. ANR earmuffs employ electronics to cancel low frequency noise and are recommended for locations with high level, severe noise. Dielectric earmuffs do not contain any metal parts and are recommended for work around high-voltage lines, power plants, utilities, and generating plants. Passive earmuffs allow desirable sounds (conversation) to reach the ear, and are recommended for impulse noise locations, rather than locations with sustained, high-noise levels. Some earmuffs also include electronic components to help users communicate or to block impulse noises.

Workers who have heavy beards or sideburns, or who wear glasses, may find it difficult to get good protection from earmuffs. Beards or sideburns, and the temples of eyeglasses, can break the seal that the earmuff cushions make around the ear; for such workers, earplugs are recommended. Other potential drawbacks of earmuffs are that they can be hot and heavy in some environments.

COPYRIGHT ©2005, ISO Services Properties, Inc.

OSHA Guidance in Selecting a Powered Industrial Truck

The Occupational Safety and Health Administration (OSHA) provides guidance on selecting powered industrial trucks for use in different operating environments. The standard classifications include 11 different designations of industrial trucks or tractors: Types D, DS, DY, E, ES, EE, EX, G, GS, LP, and LPS. The employer is responsible for determining the hazards associated with the operating environment and then selecting the truck(s) appropriate for that environment.

The following is an abbreviated explanation of which powered industrial trucks may be used in specific environments:

If the environment is not classified as hazardous, any approved truck designated as Type D, E, G, or LP may be used.

Trucks should not be used in atmospheres containing hazardous concentrations of metal dust, including aluminum, magnesium, and their commercial alloys, or other metals of similarly hazardous characteristics.

Trucks designated as Type EX may be used in atmospheres containing acetone, acrylonitrile, alcohol, ammonia, benzine, benzol, butane, ethylene dichloride, gasoline, hexane, lacquer solvent vapors, naphtha, natural gas, propane, propylene, styrene, vinyl acetate, vinyl chloride, or xylenes.

Trucks designated as Type EX should not be used in atmospheres containing carbon black, coal, or coke dust.

Trucks designated as Type EX may be used in atmospheres where combustible dust is or may be in suspension continuously, intermittently, or periodically under normal operating conditions. This includes a variety of working areas, such as grain handling and storage plants; rooms containing grinders or pulverizers, cleaners, graders, scalpers, open conveyors, or spouts; open bins or hoppers; mixers or blenders; automatic or hopper scales; and packing machinery.

Trucks designated as Type DY, EE, or EX may be used in locations where volatile flammable liquids or flammable gases are handled, processed, or used, and only where the hazardous liquids, vapors, or gases will normally be confined within closed containers or closed systems.

Trucks designated as Type DS, ES, GS, or LPS may be used in locations where hazardous liquids or liquefied or compressed gases are sealed in containers.

Trucks designated as Type DY, EE, or EX may be used in atmospheres where combustible dust will not normally be in suspension in the air, or will not be likely to be thrown into suspension by the normal operation of equipment, in quantities sufficient to produce explosive or ignitable mixtures but where deposits or accumulations of such dust may be ignited by arcs or sparks originating in the truck.

Trucks designated as Type DY, EE, or EX should be used in locations which are hazardous because of the presence of easily ignitable fibers that are not likely to be in suspension in the air in quantities sufficient to produce ignitable mixtures.

Trucks designated as Type DS, DY, ES, EE, EX, GS, or LPS may be used in locations where easily ignitable fibers are stored or handled, but are not being processed or manufactured, including outside storage. Trucks designated as Type E, which have been previously used in these locations, may continue to be used.

Trucks designated as Type D, E, G, or LP may be used on piers and wharves handling general cargo.

Note – NFPA 505, Standard for Powered Industrial Trucks Including Type Designations, Areas of Use, Conversions, Maintenance, and Operations – 2002 Edition, published by the National Fire Protection Association, has additional information on classifications of powered industrial trucks for special circumstances.

COPYRIGHT ©2005, ISO Services Properties, Inc.

Accident Investigation Interviews

Reducing the frequency and severity of workplace accidents requires a timely investigation when accidents occur. In general, only experienced personnel should conduct interviews of workers who witnessed an accident or have relevant knowledge of the circumstances. If possible, a team should be assigned to this task and an individual with a legal background should be included.

Timely interviews are important to reduce the opportunity for workers to discuss the accident with others and “rethink” what occurred. Workers may be fearful and reluctant to provide the interviewer with accurate facts about the accident. The injured worker or other workers may feel embarrassed, may be fearful of disciplinary action, or be hesitant to talk for any number of reasons. A witness may not want to provide information that might place blame on a friend, other fellow workers, the foreman or supervisor or possibly even themselves.

The Occupational Safety and Health Administration (OSHA) provide the following guidance on conducting accident investigation interviews.

Appoint a speaker for the group.

Get preliminary statements as soon as possible from all witnesses.

Locate the position of each witness on a master chart (including the direction of view).

Arrange for a convenient time and place to talk to each witness.

Explain the purpose of the investigation (accident prevention) and put each witness at ease.

Listen, let each witness speak freely, and be courteous and considerate.

Take notes without distracting the witness; use a tape recorder only with consent of the witness.

Use sketches and diagrams to help the witness.

Emphasize areas of direct observation – label hearsay accordingly.

Be sincere and do not argue with the witness.

Record the exact words used by the witness to describe each observation – do not “put words into a witness’ mouth.”

Word each question carefully and be sure the witness understands.

Identify the qualifications of each witness (i.e., name, address, occupation, years of experience, etc.).

Supply each witness with a copy of his or her statements – signed statements are desirable.

After interviewing all witnesses, the team should analyze each witness’ statement. They may wish to re-interview one or more witnesses to confirm or clarify key points. While there may be inconsistencies in witnesses’ statements, investigators should assemble the available testimony into a logical order. This information should be analyzed, along with data from the accident site.

Not all people react in the same manner to a particular stimulus. For example, a witness within close proximity to the accident may have an entirely different viewpoint than one who saw it at a distance. Some witnesses may also change their stories after they have discussed it with others. The reason for the change may be additional clues.

A witness who has had a traumatic experience may not be able to recall the details of the accident. A witness who has a vested interest in the results of the investigation may offer biased testimony. Also, eyesight, hearing, reaction time, and the general condition of each witness may affect his or her powers of observation. A witness may omit entire sequences because of a failure to observe them or because their importance was not realized.

COPYRIGHT ©2005, ISO Services Properties, Inc.

Eyewash Fountains

The Occupational Safety and Health Administration (OSHA) frequently issues citations relating to the lack of emergency eyewash fountains and, less frequently, the lack of a deluge shower. The OSHA standard referenced most often is 29 CFR 1910.151(c), Medical Services and First Aid. The standard states: “Where the eyes or body of any person may be exposed to injurious corrosive materials, suitable facilities for quick drenching or flushing of the eyes and body shall be provided within the work area for immediate emergency use.” There is no exact criteria describing what specific chemical properties or amounts will invoke the standard.

The current American National Standards Institute (ANSI) standard, ANSI Z358.1, Standard for Emergency Eyewash and Shower Equipment, provides details on eyewash and shower equipment and system specifications. The ANSI standard emphasizes the time it takes a worker to reach the eyewash or shower, rather than the distance traveled. Therefore, the flushing facility should be located such that it is not just close at hand, but also easy to access.

The following provides general recommendations for the location and operation of eyewash fountains.

Locate the eyewash fountain in the immediate area of the hazard, so that it can be accessed within 10 seconds.

Ensure the fountain is easily accessible, conspicuous, and marked by a green and white sign.

Ensure there are no doors, ramps, or steps in the path to the fountain, and that turns are minimized.

Ensure the fountain provides for “no hands required” operation after simple activation.

Install nozzles at 33 – 45 in (83.8 – 114.3 cm) from the floor.

Use caps or similar devices to cover the nozzles. Caps should be displaced by the initial flow of water.

Ensure the fountain has two streams, meeting at nearly a vertex, with a constant flow for 15 minutes that provides a minimum of 0.4 gl (1.5 L) per minute of potable water or commercial flush.

Provide automatic control of the fountain’s water temperature and pressures. Water temperature should be tepid or lukewarm, between 15 and 35^OC (60 and 95^OF).

Equip plumbed fountains with an audio and visual alarm on a spring-loaded bypass. This alarm should alert others to the emergency and should be designed with an automatic reset function. The bypass allows employees to test the “eye-full tower” units without setting off the alarm.

Conduct weekly checks to flush lines and verify proper operation; plumbed units should be flushed for three minutes.

Use portable units only where fixed installations are not feasible.

Provide squeeze bottles only in conjunction with eyewashes stations.

Train workers on the location and proper use of eyewash fountains.

Train workers to hold their eyelids open and roll their eyeballs to flush the entire eye.

COPYRIGHT ©2005, ISO Services Properties, Inc.

Accident Investigation Fact-Finding

Workplace accidents are unplanned and unintentional events that result in harm or loss to personnel, property, production, or nearly anything that has some inherent value to a business. Accidents are rarely simple and almost never result from a single cause. Most accidents involve multiple, interrelated causal factors. Accidents can occur whenever significant deficiencies, oversights, errors, omissions, or unanticipated changes are present. Any one of these conditions can be a precursor for an accident; the only uncertainties are when the accident will occur and how severe its consequences will be.

Understanding how to prevent or control accidents requires an understanding of the sequence of events leading to an accident – this is called the fact-finding phase of an accident investigation, and the results can assist in identifying and implementing countermeasures.

When conducting the fact-finding phase of an investigation, the investigator or the investigating team should consider the following:

Gather evidence from all sources available.

Get information from any written reports, as well as by onsite observations.

Interview witnesses as soon as possible after an accident.

Inspect the accident site before any changes occur.

Take photographs and make sketches of the accident scene.

Record all pertinent data on maps.

Get copies of all reports, documents containing normal operating procedures, flow diagrams, maintenance charts, or reports of difficulties or abnormalities.

Keep complete and accurate notes in a bound notebook.

Record pre-accident conditions, the accident sequence, and post-accident conditions.

Document the location of victims, witnesses, machinery, energy sources, and hazardous materials.

Include in the notes taken during the investigation or in the later analysis of data, any particular physical or chemical laws, principles, or properties that may explain a sequence of events.

Gather data during the investigation that may lend itself to analysis by these laws, principles, or properties.

Include an extended discussion of these laws, principles, or properties in an appendix in the final report.

COPYRIGHT ©2005, ISO Services Properties, Inc.

Accident Investigation Process

Accident investigations help determine how and why events occurred. By using the information gained through an investigation, a similar, or perhaps more disastrous, accident may be prevented. Accident investigations should be conducted with prevention in mind, and not to place blame.

The actual procedures used in a specific investigation will depend on the nature and outcome of the accident. Senior management should appoint an investigator to be in charge of the investigation or to head up the investigation team, if a team approach is used to analyze the facts. The investigator should define the scope of the investigation and select the investigation team, assigning, preferably in writing, specific responsibilities for each person on the team. The investigating team composition depends on the scope of the accident and could consist of just the investigator.

The following steps offer a recommended, systematic approach to conducting an accident investigation:

1. Develop a preliminary briefing that includes a description of the accident, with damage estimates; normal operating procedures; maps (local and general); location of the accident site; a list of witnesses; and events that preceded the accident.
   
2. Visit the accident site to get updated information.
   
3. Inspect the accident site.
   
4. Have the area secured; however, the scene should not be disturbed unless a hazard exists.
   
5. Prepare the necessary sketches and photographs, labeling each carefully and keeping accurate records.
   
6. Interview each victim and witness. Also interview those who were present before the accident and those who arrived at the site shortly after the accident. Accurate records of each interview should be kept – a tape recorder can be used, if desired and approved.
   
7. Determine what was not normal before the accident, where the abnormality occurred, when it was first noted, and how it occurred.
   
8. Analyze the data obtained in step 7.
   
9. Repeat any of the prior steps, if necessary.
   
10. Determine why the accident occurred, a likely sequence of events and probable causes (direct, indirect, basic), and alternative sequences.
    
11. Check each sequence against the data from step 7.
    
12. Determine the most likely sequence of events and the most probable cause(s).
    
13. Conduct a post-investigation briefing.
    
14. Prepare a summary report, including the recommended actions to prevent a recurrence.
    
15. Distribute the report according to applicable instructions.
    

An investigation is not complete until all data is analyzed and a final report is completed. In practice, the investigative work, data analysis, and report preparation will proceed simultaneously during the investigation.

COPYRIGHT ©2005, ISO Services Properties, Inc.

Actions to Prevent Back Injuries

Back injuries represent the largest single contributor to injury cost and insurance claims for most occupational environments. Back-injury prevention programs generally include administrative controls and/or engineering controls. Relying solely on administrative controls, such as training, to reduce costs has not proven successful. And, while engineering controls can be successful, they are most effective when coupled with administrative concepts. Listed below are some examples of management actions, administrative controls, and industrial engineering concepts that, when properly applied, will help to reduce the risk of back injuries.

Management Actions

Identify the jobs and tasks that result in back injuries.

Modify or eliminate the task(s) causing back injuries.

Rotate personnel in and out of the jobs that cause back injuries.

Decrease the weight of objects being carried.

Provide nonskid footwear to workers.

Provide adequate lighting, work temperature, noise control, and good housekeeping.

Provide carts, hand trucks, utility vehicles, and wheelbarrows with large wheels.

Provide scissor lifts and spring lift tables.

Mark containers with the weight of the contents.

Provide handles on bags, boxes, and containers.

Industrial Work Concepts to Reduce Back Injuries

Minimize body movements by reducing bending, twisting, and reaching motions.

Decrease the forces on the body by reducing the weight of the object and the forces due to moments (load x distance) or the distance between the load and the body.

Decrease carrying forces by eliminating the need to carry or by converting to push or pull actions.

Minimize the push or pull force needed to move an object or reduce the distance that has to be covered.

Reduce the weight of the object and/or reduce the traveling distance the object is carried.

Workstation Design Actions

Fit the workstation to the worker (ergonomics).

Design workstations to accommodate the worker in both the sitting and standing positions.

Locate tools, materials, and controls close to the point of use.

Provide gravity feed bins and containers to deliver materials close to the point of use.

Equip workstations with mats to cushion floors and provide a nonskid surface.

COPYRIGHT ©2005, ISO Services Properties, Inc.

OSHA – Employer Posting and Recordkeeping Requirements

The Occupational Safety and Health Administration (OSHA) require employers to post a company’s accidents each year and to keep records concerning worker incidents. A number of specific industries in the retail, service, finance, insurance, and real estate sectors that are classified as low hazard are exempt from most posting requirements, as are small businesses with fewer than ten employees.

OSHA requires employers to record only injuries and illnesses that are work-related. In general, injuries and illnesses are considered work-related if events or exposures at work either caused or contributed to the condition or significantly aggravated a pre- existing injury or illness.

All employers, including those partially exempted by reason of company size or industry classification, must report to OSHA any workplace incident that results in a fatality or the hospitalization of three or more employees. Accident and illness reporting that invades the privacy of employees is curtailed by the new rules, which went into effect on 1 January 2003. Employee names should be withheld from the workplace log for certain injuries, including those caused by sexual assaults. The names of employees involving injuries or illnesses from incidents involving HIV infection and mental illnesses are also left off the log. Employers are allowed to leave further information off the injury log if it would identify the employee.

The following self-inspection checklist is designed for the business employer. It is derived from government sources, but is not all-inclusive, and identifies select areas or employer posting and recordkeeping requirements. Copies of the employer posting forms can be obtained on OSHA’s Web site at http://www.osha.gov.

Employer Posting	Yes	No	N/A
Is the required OSHA workplace poster displayed in a prominent location?
Are emergency telephone numbers posted?
Where employees may be exposed to any toxic substances or harmful physical agents, are Material Safety Data Sheets (MSDS) readily available for review by affected employees?
Are signs, concerning exits, room capacities, floor loading, biohazards, exposures to x-ray, microwave, or other harmful radiation or substances, posted where appropriate?
Is the Summary of Occupational Illnesses and Injuries (OSHA Form 300) posted in the month of February?
Recordkeeping
Are all occupational injuries or illnesses, except minor injuries requiring only first aid, being recorded, as required, on the OSHA Form 300 log?
Are employees’ medical records and records of employees’ exposure to hazardous substances or harmful physical agents up-to-date and in compliance with current OSHA standards?
Are employees’ training records kept and accessible for review by OSHA?
Have arrangements been made to maintain required records for the legal period of time for each specific type record? (Some records must be maintained for at least 40 years.)
Are operating permits and records up-to-date for such items as elevators, air pressure tanks, and liquefied petroleum gas tanks?

 

COPYRIGHT ©2005, ISO Services Properties, Inc.

Evaluating a Personal Protective Equipment Program

Personal protective equipment (PPE) includes all accessories designed to create a barrier between a worker and workplace hazards. A hazard assessment should be conducted of the workplace to determine if conditions are present that would require the use of PPE. This checklist identifies areas of concern in assessing a PPE program for workers.

Questions	Yes	No	N/A
Has a hazard analysis been conducted to identify PPE requirements or needs?
Is there a written PPE program derived from the hazard analysis?
Is there a written respirator program?
Is there a written hazard communication program?
Is there a written hearing protection program?
Has training been provided to each worker required to wear PPE?
Are regularly scheduled PPE training sessions conducted and documented?
Do workers use the PPE required by the hazard assessment?
Are workers involved in PPE selection?
Are protective helmets provided and worn on the jobsite where there is danger of head injuries?
Are protective helmets inspected periodically for wear or damage?
Is protective footwear and gloves used where there is danger of foot or hand injuries?
Are approved respirators provided, as needed, and inspected before and after each use?
Does the PPE fit each worker properly?
Is PPE maintained in a sanitary and reliable condition?
Are workers issued, and required to wear, hearing, eye, and face protection devices?
Are full-body harnesses used, when necessary, and regularly inspected for damage or wear?
Do workers wear reflective clothing when working outdoors at night?
Is defective PPE immediately removed from service?

 

COPYRIGHT ©2006, ISO Services Properties, Inc.

OSHA’s Consultation Service

The Occupational Safety and Health Administration (OSHA) has implemented a free consultation service to help employers find out about potential hazards at their worksites and improve their occupational safety and health management systems. Companies meeting certain program criteria may qualify for a one-year exemption from routine OSHA inspections.

Primarily targeted for smaller businesses, this safety and health consultation program is completely separate from the OSHA inspection effort. In addition, no citations are issued or penalties proposed.

The service is confidential. Individual names, company names, and any information provided about the workplace, plus any unsafe or unhealthful working conditions that the consultant uncovers, will not be reported routinely to the OSHA inspection staff.

The only obligation on the part of the company will be a commitment to correct serious job safety and health hazards prior to the actual visit and a commitment to carry out corrective measures in a timely manner.

The OSHA consultant will:

Help the company recognize hazards in the workplace.

Suggest general approaches or options for solving a safety or health problem.

Identify the kinds of help available, if further assistance is needed.

Provide the company with a written report summarizing findings.

Assist the company in developing or maintaining an effective safety and health program.

Provide training and education for management and workers.

Recommend the company for a one-year exclusion from OSHA programmed inspections; once program criteria are met.

The OSHA consultants will not:

Issue citations or propose penalties for violations of OSHA standards.

Report possible violations to OSHA enforcement staff.

Guarantee that the workplace will “pass” an OSHA inspection.

Because the consultation service is a voluntary activity, the company must request it. A telephone call or letter to the local OSHA office will set the process in motion. The consultant will discuss the company’s specific needs and set up a visit date based on the priority assigned to the request, the company’s work schedule, and the time needed for the consultant to adequately prepare for the visit. OSHA encourages a complete review of the company’s safety and health situation; however, if the company wishes, they may limit the visit to one or more specific problems.

The following link provides a list of OSHA offices that provides this consultation service: http://www.osha.gov/dcsp/smallbusiness/consult.html.

COPYRIGHT ©2006, ISO Services Properties, Inc.

Small Business Self-Evaluation Checklist: General Operations

Business owners should ensure that routine inspections of work areas are conducted and the results documented.

This “Client Handout” provides small business owners a means of identifying potential problem areas that may occur within their facilities. Any question answered “No” should be thoroughly investigated and corrective actions taken.

Questions	Yes		No	N/A
Are walking surfaces clean, clear of debris, and dry?
Are stairs, steps, handrails, and landings in good condition?
Is area lighting adequate?
Is general housekeeping acceptable and storage neat and orderly?
Is furniture in a good state of repair?
Are exits properly identified and lighted?
Are exit paths clear?
Are exit doors operable and equipped with panic hardware?
Is emergency lighting operable?
Does the fire alarm system work?
Has the fire alarm system been inspected and tested?
Are evacuation floor plans posted?
Are emergency phone numbers posted in conspicuous areas throughout the building?
Are “Do Not Use Elevator in Fire Emergency” signs posted and legible?
Are boilers and hot water heaters serviced regularly?
Are state inspection certificates on file and current for boilers?
Is a preventive maintenance service contract in effect on heating/air conditioning equipment?
Are elevator inspection certificates posted and a service contract in effect?
Is the parking area well-maintained and properly illuminated?
Are exterior walkways in good physical condition?
Are walkways, roads, and parking lots kept clear of ice, snow, and other debris?

 

COPYRIGHT ©2005, ISO Services Properties, Inc.

Welding Smoke

Welding, particularly the “smoke” (i.e., fumes and gases) produced during welding operations, presents many health hazards. Welding smoke is a mixture of very fine particles (fumes) and gases. Many of the substances in welding smoke, such as chromium, nickel, arsenic, asbestos, manganese, silica, beryllium, cadmium, nitrogen oxides, phosgene, acrolein, fluorine compounds, carbon monoxide, cobalt, copper, lead, ozone, selenium, and zinc, can be extremely toxic. Welding smoke can be generated from sources, such as the base material being welded or the filler material that is used, the coatings and paints on the metal being welded, and chemical reactions that result by the action of ultraviolet light from the arc and from heat. The individual components of welding smoke can affect just about any part of the body, including the lungs, heart, kidneys, and central nervous system.

The following provides general information on the health hazards of welding smoke.

Short-Term (Acute) Health Effects Created by Welding Smoke

Exposure to metal fumes, such as zinc, magnesium, copper, and copper oxide, can cause metal-fume fever. Symptoms of metal-fume fever may occur 4 to 12 hours after exposure, and include chills, thirst, fever, muscle ache, chest soreness, coughing, wheezing, fatigue, nausea, and a metallic taste in the mouth.

Welding smoke can also irritate the eyes, nose, chest, and respiratory tract, and cause coughing, wheezing, shortness of breath, bronchitis, pulmonary edema (fluid in the lungs) and pneumonitis (inflammation of the lungs). Gastrointestinal effects, such as nausea, loss of appetite, vomiting, cramps, and slow digestion, have also been associated with welding smoke.

Some components of welding fume (e.g., cadmium) can be fatal in the short term. Ultraviolet radiation given off by welding reacts with oxygen and nitrogen in the air to form ozone and nitrogen oxides. These gases can be fatal at high doses, and lower doses can cause irritation of the nose and throat and serious lung disease. Ultraviolet rays given off by welding can react with chlorinated hydrocarbon solvents, such as trichloroethylene, 1,1,1-trichloroethane, methylene chloride, and perchloroethylene, to form phosgene gas. Exposure to even a very small amount of phosgene may be fatal. The early symptoms of exposure usually take 5 or 6 hours to appear and include dizziness, chills, and coughing.

Long-Term (Chronic) Health Effects Created by Welding Smoke

Studies of welders have shown that they have an increased risk of lung cancer, and possibly cancer of the larynx (voice box) and urinary tract. Welders may also experience a variety of chronic respiratory (lung) problems, including bronchitis, asthma, pneumonia, emphysema, pneumoconiosis (refers to dust-related diseases), decreased lung capacity, silicosis (caused by silica exposure), and siderosis (a dust-related disease caused by iron oxide dust in the lungs).

Other health problems that appear to be related to welding include heart disease, skin diseases, hearing loss, chronic gastritis (inflammation of the stomach), gastroduodenitis (inflammation of the stomach and small intestine), and ulcers of the stomach and small intestine. Welders exposed to heavy metals, such as chromium and nickel, have also experienced kidney damage.

Welding also poses reproductive risks to welders. Studies have found that welders, and especially welders who have worked with stainless steel, had poorer sperm quality than men in other types of work. Several studies have shown an increase in either miscarriages or delayed conception among welders or their spouses. Possible causes include exposure to metals, such as aluminum, chromium, nickel, cadmium, iron, manganese, and copper; gases, such as nitrous gases and ozone; heat; and ionizing radiation that is used to check the welding seams.

Welders who perform welding or cutting on surfaces covered with asbestos insulation are at risk of asbestosis, lung cancer, mesothelioma, and other asbestos-related diseases.

COPYRIGHT ©2006, ISO Services Properties, Inc.

Latex Allergies – Recommendations for Employers and Workers

Latex allergies have become a major occupational health problem, rising to epidemic proportions in highly exposed healthcare workers and other populations with significant exposures. Latex allergy can be prevented. Employers should adopt policies to protect workers from undue latex exposures. The National Institute for Occupational Safety and Health (NIOSH) recommends that employers and workers take the following steps to minimize latex exposure and allergy in the workplace.

Employers

Provide workers with education programs and training materials about latex allergy.

Use appropriate barrier protection when handling infectious materials. If latex gloves are chosen, provide workers with reduced protein, powder-free gloves to reduce exposure to allergy-causing proteins (antigens).

Ensure that workers use good housekeeping practices to remove latex-containing dust from the workplace. Identify areas (e.g., upholstery, carpets, ventilation ducts, and plenums) contaminated with latex dust for frequent cleaning. Make sure that workers change ventilation filters and vacuum bags frequently.

Periodically screen high-risk workers for latex allergy symptoms. Detecting symptoms early and removing symptomatic workers from latex exposure are essential for preventing long-term health effects.

Evaluate current prevention strategies whenever a worker is diagnosed with latex allergy.

Workers

Use non-latex gloves for activities that are not likely to involve contact with infectious materials (e.g., food preparation, routine housekeeping, maintenance, etc.).

If latex gloves are chosen, use powder-free gloves with reduced protein content. Such gloves reduce exposures to latex protein and thus reduce the risk of latex allergy (though symptoms may still occur in some workers). So-called hypoallergenic latex gloves do not reduce the risk of latex allergy; however, they may reduce reactions to chemical additives in the latex (allergic contact dermatitis).

Use appropriate work practices to reduce the chance of reactions to latex. When wearing latex gloves, do not use oil-based hand creams or lotions (which can cause glove deterioration) unless they have been shown to reduce latex-related problems and maintain glove barrier protection. After removing latex gloves, wash hands with a mild soap and dry thoroughly.

Take advantage of all latex allergy education and training provided by the employer: Become familiar with procedures for preventing latex allergy. Learn to recognize the symptoms of latex allergy, such as skin rashes; hives; flushing; itching; nasal, eye, or sinus symptoms; asthma; and shock.

If symptoms of latex allergy develop, avoid direct contact with latex gloves and other latex-containing products until you can see a physician experienced in treating latex allergy.

If you have latex allergy, consult your physician regarding the following precautions: (1) avoid contact with latex gloves and other latex-containing products, (2) avoid areas where you might inhale the powder from latex gloves worn by other workers, (3) tell your employer and your healthcare providers (e.g., physicians, nurses, dentists, etc.) that you have latex allergy, (4) wear a medical alert bracelet, and (5) carefully follow your physician’s instructions for dealing with allergic reactions to latex.

COPYRIGHT ©2006, ISO Services Properties, Inc.

Manual Materials Handling

This checklist is designed to be a tool to quickly identify potential problems with manual materials handling tasks. Additional risk factors may exist that are not accounted for in this checklist.

It is common practice to follow up checklist observations with more precise techniques to confirm problem risk factors. A “No” response indicates potential problem areas that should be investigated further.

Question	Yes	No
Are the weights of loads to be lifted judged acceptable by workers?
Are lifting tasks analyzed so that materials are moved manually over minimum distances?
Is the distance between the object load and the body minimized?
Are walking surfaces level, wide enough, clean, and dry?
Are objects easy to grasp, stable, and able to be held without slipping?
Are there handholds on the objects?
When required, do gloves fit properly?
Is the proper footwear worn?
Will there be enough room to maneuver while lifting the load?
Are mechanical aids used in lifting the load, whenever possible?
Are working surfaces adjustable to the best handling heights?
Does material handling avoid movements below knuckle height and above shoulder height?
Does material handling avoid static muscle loading?
Does material handling avoid sudden movements during handling?
Does material handling avoid twisting at the waist?
Does material handling avoid extended reaching?
Is help available for heavy or awkward lifts?
Are high rates of repetition avoided by job rotation, self-pacing, or sufficient pauses?
Are pushing or pulling forces reduced or eliminated?
Does the worker have an unobstructed view of the task?
Are workers trained in correct handling and lifting procedures?

 

COPYRIGHT ©2006, ISO Services Properties, Inc.

Small Business – Benefits of a Safety Program

Implementing an accident prevention program will allow a small business to learn, first hand, that the cost of accident prevention is far lower then the cost of accidents. Recent estimates place the business costs associated with occupational injuries at close to $171 billion in expenditures that come straight out of company profits. According to the American Society of Safety Engineers (ASSE), businesses can reduce injury and illness costs by 20 to 40 percent, and save as much as 5 percent of a company’s total profits, by implementing health and safety programs.

An effective workplace safety and health management system will allow the small business owner to:

Recognize and remove hazards from the workplace;

Protect workers from injury, illness, or loss of life; and

Cultivate informed and alert employees who take responsibility for their own and their coworkers’ safety and for worksite safety as a whole and Improve employee morale.

An increased understanding of workplace hazards and remedies will put managers in a better position to:

Comply with federal and State safety and health requirements; and

Become more effective at their jobs, and Increase productivity rates and assure product quality.

An exemplary workplace safety and health management system is “good business sense” that also makes financial sense. When workers stay healthy, the direct cost-savings and bottom line improvements include:

Lowered workers’ compensation insurance costs through lowered injury and illness rates;

Reduced medical and indemnity expenditures through reduced lost workdays;

Reduced expenditures for return-to-work programs, overtime, and lowered costs for job accommodations; and

Fewer faulty products and limited equipment damage and product losses.

Safety and health also make big reductions in indirect costs, due to:

Increased productivity and higher quality products; and

Increased morale, better labor/management relations, and reduced turnover.

Employees and their families benefit from safety and health because:

Their incomes are protected;

Their family lives are not hindered by injury; and

Their stress is not increased.

And, small business employers who operate an exemplary safety and health management system may be eligible for the benefit of recognition by the State and OSHA through participation in the Safety and Health Achievement Recognition Program (SHARP). Upon receiving SHARP recognition, the business will be exempt from programmed inspections during the period that your SHARP certification is valid. Information on SHARP may be found by going to the OSHA Web site (osha.gov) and searching for SHARP.

COPYRIGHT ©2006, ISO Services Properties, Inc.

Ergonomic Issues – Sitting at a Desk

Over the last decade, workers have increased the amount of time they spend sitting at a desk, watching television, or using a computer to nearly 12 hours per day, according to a Harris poll conducted by the America On the Move Foundation. All together, this extensive length of time can put an individual at risk of back pain, particularly if they sit with poor posture, leg cramps, or tense muscles. According to the Occupational Safety and Health Administration (OSHA), individuals should keep their bodies in a neutral position where joints are naturally aligned to reduce the risk of stress and strain on the muscles, tendons, and skeletal systems and help prevent development of a musculoskeletal disorder (MSD). OSHA recommends the following:

To achieve a neutral body position:

Choose a well-padded chair that supports your back (especially your lower back), and allows your thighs to be parallel with the floor.

Keep your hands, wrists and forearms in-line and roughly parallel to the floor.

Keep your head in-line with the torso and at a level, balanced position (or just slightly forward).

Keep your elbows close to your body, bent at a 90- to 120-degree angle.

Keep your shoulders relaxed and upper arms hanging naturally next to your body.

Keep your feet flat on the floor or supported by a footrest.

To mitigate back pain resulting from sitting at a desk:

Move Around Often. According to the Mayo Clinic, your body can only tolerate being in one position for about 20 minutes before it starts to feel uncomfortable. About every 15 minutes, stand, stretch, walk around, or change your position for at least 30 seconds.

Reduce Repetitive Movements. Reduce unnecessary movements as much as possible by keeping items you use often within arm’s reach and using tools, such as a phone headset, to reduce repetitive movements.

Position The Computer Monitor Properly. According to OSHA, the monitor should be placed directly in front of you, but at least 20 inches away, the top of the screen should be at or below your eye level, and it should be perpendicular to any window in the room to reduce glare.

Look Away Often. Focusing on a computer screen for too long can lead to dry eyes and eye fatigue. Change your focus often by looking at a point in the distance, and blink regularly to keep your eyes moist.

Use A Document Holder. It should be at the same height and distance as your computer monitor.

To reduce stress, create a healthy work environment, and reduce back pain:

Keep Your Desk And Work Area Clean. Keyboards, phones, and other office equipment are breeding grounds for germs. Desks themselves can even harbor more bacteria than a toilet seat!

De-clutter Your Desk. Save yourself this mental strife by taking a few minutes each day to go through papers. Throw away those you don’t need and file those you do.

Don’t Keep Junk Food At Your Desk. Junk food can make you feel sluggish, tired or guilty. Instead, keep a supply of healthy snacks nearby to satisfy your hunger such as cut-up vegetables, a few nuts, fresh fruit, or a hard-boiled egg.

COPYRIGHT ©2006, ISO Services Properties, Inc.

Electrocution

Researchers from the National Institute for Occupational Safety and Health (NIOSH) believe electrocution fatalities, burns, and other serious injuries from electricity can be prevented. This handout provides safety recommendations addressing electrocution issues at construction sites.

Metal Ladders – The use of portable metal ladders near energized overhead power lines is a major cause of electrocutions on jobsites. From 1992 through 1998, nearly four times as many construction workers were electrocuted in incidents involving ladders than in incidents involving scaffolds, NIOSH researchers report. Many electrocutions happen when workers set up or relocate ladders near overhead power lines. If non-conductive fiberglass ladders had been used instead, or if safe working clearances had been maintained, these deaths might have been prevented. Recommended actions include:

Employers and workers should comply with the Occupational Safety and Health Administration (OSHA) regulation prohibiting the use of portable metal or conductive ladders for electrical work or in locations where they may contact electrical conductors.

Employers should fully inform workers about the hazards of using portable metal (including aluminum) ladders near energized power lines.

To assure protection of anyone working near electrical power lines, employers should make arrangements with the power company to de-energize the lines or cover the lines with insulating line hoses or blankets.

Scaffolds – NIOSH suggests that employers ensure workers check the scaffold’s distance from overhead power lines, vertical clearance between the ground and any sagging power lines, scaffold height and weight, wheel condition, obstacles, ground slope, or changes in elevation that may alter clearance distance and other ground or floor conditions. Deaths have occurred when erecting, moving, or working from metal or conductive scaffolds near overhead power lines and while working from scaffolds while using conductive tools or materials near overhead lines. Recommended actions include:

Employers should comply with current OSHA regulations for working with scaffolds near energized power lines.

Employers should train workers in the hazards associated with scaffolds and power lines. Place special emphasis on avoiding inadvertent contact with energized power lines. Inform workers about the hazards of erecting, moving, or working from scaffolds near overhead power lines or other energized circuits. Emphasize that most overhead high voltage lines are not insulated – if there is any doubt, workers should not assume lines are insulated.

Employers should conduct daily hazard surveys at each jobsite before starting work, then implement appropriate control measures and training to address identified hazards.

Workers should not use electrically conductive tools or materials in situations where they may contact overhead power lines.

Employers should keep all unauthorized persons away from the area.

A worker should monitor the clearance between power lines and the scaffold. If a scaffold is to be moved in the vicinity of overhead power lines, a competent worker should be assigned to observe the clearance and warn others if the minimum clearance distance is not maintained.

Employers should establish emergency procedures in case a scaffold contacts a power line.

Cranes – According to NIOSH, an average of 15 electrocutions occur each year from contact between cranes, or similar boomed vehicles, and energized overhead power lines. Among those especially at risk are workers handling taglines or crane loads, workers who are in contact with the crane, and operators who leave the crane cab. NIOSH sources recommend that crane workers who are around power lines must be trained and reminded of regulations designed to keep them safe. Recommended actions include:

Workers must comply with applicable OSHA regulations, including those that require workers and employers to consider all overhead power lines to be energized until the owner of the lines or the electric utility indicates that they are not energized, and they have been visibly grounded.

Before beginning work near power lines, employers should notify the owners of the lines or their authorized representatives and tell them the type of equipment (including length of boom), and date, time, and type of work involved. Request their cooperation to de-energize and ground the lines or to help provide insulated barriers. Consider de-energizing the lines, whenever possible, as the primary means of preventing injury.

Workers should evaluate job sites before beginning work to determine the safest areas for material storage, the best placement for machinery during operations, and the size and type of machinery to be used.

Workers should know the location and voltage of all overhead power lines at the jobsite before operating or working with any crane.

Employers should designate workers to observe clearance during crane operation, and not give these workers any other duties or responsibilities.

Employers should evaluate other work methods that do not require the use of cranes.

Get Prompt Emergency Care – Regardless of how a worker comes into contact with high- or low-voltage electric energy, electrocution victims can be revived if immediate cardiopulmonary resuscitation (CPR) or defibrillation is provided within approximately four minutes of the electrocution, followed by advanced cardiac life support within approximately eight minutes. Recommended actions include:

Employers should ensure that no one who works with or around electric energy is working alone – use a buddy system and have both workers trained in CPR.

Employers should ensure that everyone who works with or around electrical energy is familiar with emergency procedures that should include knowing how to de-energize the electrical system before rescuing or beginning CPR on a worker who remains in contact with an electrical energy source.

Employers should ensure that CPR and first aid is immediately available at each jobsite so prompt care (within four minutes) can be provided.

Employers should work out provisions at each jobsite to provide advanced cardiac life support – within eight minutes, if possible – generally by calling an ambulance staffed by paramedics. Ensure that signs are posted giving the correct emergency number to call and that workers are educated regarding what information to relay once the call is made.

Co-workers should not attempt to rescue a victim until they are sure that the victim is not in contact with a source of electrical energy. To do otherwise merely results in rescuers becoming victims, too.

COPYRIGHT ©2006, ISO Services Properties, Inc.

Drug-Free Workplace Program – Steps to Minimize Legal Problems

Employers who want to establish a drug-free workplace program often find themselves faced with many different federal, State, and local laws. Employers can take several simple and practical steps to help avoid legal problems. The following ten steps are offered by the Division of Workplace Programs (DWP), in the Center for Substance Abuse Prevention, Substance Abuse and Mental Health Services Administration (SAMHSA), U.S. Department of Health and Human Services.

1. Consult a lawyer whenever you introduce a new drug-free workplace policy or make alternations to an existing policy. The American Bar Association and most State Bar Associations offer free legal referral services that can help you locate a qualified employment lawyer in your area.
   
2. Make sure that your drug-free workplace policy clearly stipulates what the penalties for policy violations will be. If your policy includes a drug testing program, spell out exactly who will be tested, when they will be tested, and what will happen to employees who test positive.
   
3. Make sure that every one of your employees receives and signs a written copy of your drug-free workplace policy. Verbal agreements and unsigned agreements have little legal standing.
   
4. Make sure that you, and all your supervisors, receive proper training in how to detect and respond to workplace drug and alcohol abuse.
   
5. Maintain detailed and objective records documenting the performance problems of all your employees. Such records often provide a basis for referring workers to employee assistance programs.
   
6. Never take disciplinary action against a worker or accuse a worker of a policy violation simply because that employee is acting impaired. Instead, try to clarify the reasons for the employee’s impairment. If drug testing is a part of your workplace policy, obtain a confirmatory test result before taking any action.
   
7. Never accuse or confront an employee in front of his or her coworkers. Instead, try to stage all discussions someplace private, with another manager present to serve as a witness.
   
8. Never single out an individual employee or particular group of employees, for special treatment—whether it is rehabilitation or punishment. Any inconsistencies in the enforcement of your policy may lead to charges of discrimination.
   
9. Try to get to know your employees, as much as possible. This may help you more quickly identify workers who are in trouble or developing substance abuse problems.
   
10. Most important, try to involve workers at all levels of your organization in developing and implementing your drug-free workplace policy. This will reduce misunderstandings about the reasons for having a drug-free workplace program and help ensure that your policies and procedures are fair to everyone.
    

The best way for an employer to avoid legal problems is to hire an employment lawyer to help develop the workplace policy. This will help ensure that the new policy is consistent with all the required State, federal, and local laws, rules, and regulations. Employers should follow these basic steps and strive to create programs that are fair, consistent, and supported by all.

COPYRIGHT ©2006, ISO Services Properties, Inc.

Sprains Versus Strains

Regardless of the type of work performed, from clerical duties to heavy construction, any worker may suffer a sprain or strain. This handout provides basic information on the difference between sprains and strains.

Sprains – A sprain is an injury to ligaments, which are the thick bands of fibrous tissue that connects the bones and binds joints together. Ligaments hold the skeleton together in a normal alignment. Commonly injured ligaments are in the ankle, knee, and wrist. The ligaments can be injured by being stretched too far from their normal position or by over contraction. When too much force is applied to a ligament, they can be stretched or torn and result in a sprain. The most common type of sprain is the twisted ankle. More than 25,000 individuals sprain an ankle each day in the United States.

The usual signs and symptoms of sprains include pain, swelling, bruising, instability, and loss of the ability to move and use the joint. However, these signs and symptoms can vary in intensity, depending on the severity of the sprain.

A sprain can result from a fall, a sudden twist, or a blow to the body that forces a joint out of its normal position and stretches or tears the ligament supporting that joint. Typically, sprains occur when people fall and land on an outstretched arm, land on the side of their foot, or twist a knee with the foot planted firmly on the ground. Sometimes people feel a pop or tear when the injury happens.

Strains – Strains are injuries that affect muscles and tendons, which are the fibrous bands of tissue that attach muscles to bones. Strains are a type of injury that results from trauma, such as a fall, or outside force that displaces the surrounding joint from its normal alignment. Bruising, swelling, instability, pain, weakness, and muscle spasms are common symptoms experienced after a strain occurs.

By pulling too far on a muscle (i.e., overstretching) or by pulling a muscle in one direction while it is contracting in the other direction (i.e., over contraction) can cause injuries within the muscle or tendon. Strains can also be caused by chronic activities that develop an overstretching of the muscle fibers.

Strains can be acute or chronic. An acute strain is associated with a recent trauma or injury, or it can occur after improperly lifting heavy objects or overstressing the muscles. Chronic strains are usually the result of overuse (i.e., prolonged, repetitive movement of the muscles and tendons).

Two common sites for strains are the back and the hamstring muscle. Typically, people with a strain may experience pain, limited motion, muscle spasms, and possibly muscle weakness. They can also have localized swelling, cramping, or inflammation and, with a minor or moderate strain, usually some loss of muscle function. Patients typically have pain in the injured area and general weakness of the muscle when they attempt to move it. Severe strains that partially or completely tear the muscle or tendon are often very painful and disabling

RICE Therapy – This is considered an emergency home treatment for most muscle/tendon strains, ligament sprains, suspected fractures, joint inflammation, and bruises.

(R) Rest – Reduce regular exercise or activities of daily living, as needed. Your healthcare provider may advise you to put no weight on an injured area for 48 hours. If you cannot put weight on an ankle or knee, crutches may help. If you use a cane or one crutch for an ankle injury, use it on the uninjured side to help you lean away and relieve weight on the injured ankle.

(I) Ice – Apply an ice pack to the injured area for 20 minutes at a time, 4 to 8 times a day. A cold pack, ice bag, or plastic bag filled with crushed ice and wrapped in a towel can be used. To avoid cold injury and frostbite, do not apply the ice for more than 20 minutes.

(C) Compression – Compression of an injured ankle, knee, or wrist may help reduce swelling. Examples of compression bandages are elastic wraps, special boots, air casts, and splints.

(E) Elevation – If possible, keep the injured ankle, knee, elbow, or wrist elevated on a pillow, above the level of the heart, to help decrease swelling.

COPYRIGHT ©2006, ISO Services Properties, Inc.

Working Outdoors in Hot Weather

Outdoors work, in hot weather, presents special exposures for workers. Besides the long-term concern with skin cancer from exposure to the sun, three immediate concerns that should be addressed are heat exhaustion, Lyme disease, and West Nile Virus infection.

Heat

The combination of heat and humidity can be a serious health threat during hot weather. Workers at a beach resort, on a farm, or outdoors at a construction site should protect themselves from injury and illness due to exposure to excessive heat. Workers should consider the following precautions:

Drink plenty of water – don’t wait to get thirsty, and avoid caffeine, alcohol, or large amounts of sugar.

Wear light, loose-fitting, breathable clothing, such as clothing made of cotton.

Take frequent short breaks and stay in the shade.

Eat small meals, on a frequent basis, before and during work activity.

Be aware that equipment, such as respirators or work suits, can increase heat stress.

Lyme Disease

This illness is caused by bites from infected ticks. There is an increased risk for workers involved in construction, landscaping, forestry, brush clearing, land surveying, farming, railroads, oil fields, utility work, or park and wildlife management. Workers should consider the following precautions:

Wear light-colored clothes to make ticks more visible.

Wear long sleeve shirts, a hat, and tuck pants’ legs into socks or boots.

Wear high boots or closed shoes that cover the feet completely.

Apply tick repellants over the entire body, except the face.

Check for ticks after work and remove any attached ticks promptly with fine-tipped tweezers – do not use petroleum jelly, a hot match, or nail polish to remove ticks.

Shower after work.

Wash and dry work clothes at a high temperature.

West Nile Virus Infection

This illness is caused by bites from infected mosquitoes – while it is rare, it does happen. To protect from mosquito bites, workers should consider the following precautions:

Empty standing water in containers, discarded tires, and buckets, which can be mosquito breeding areas.

Apply insect repellent with DEET to exposed skin.

Spray clothing with repellents containing DEET or permethrin.

Wear long sleeves, long pants, and socks.

Be extra vigilant at dusk and dawn when mosquitoes are most active.

COPYRIGHT ©2006, ISO Services Properties, Inc.

Controlling Hand-Arm-Vibrations

Hand-Arm Vibration (HAV) is defined as the transfer of vibration from a tool to a worker’s hand and arm. Hand-arm vibration is caused by the use of vibrating hand-held tools, such as pneumatic jack hammers, drills, gas powered chain saws, and electrical tools such as grinders. The nature of these tools involves vibration (a rapid back and forth type of motion) which is transmitted from the tool to the hands and arms of the person holding the tool. The vibration is typically measured on the handle of tool, while in the grasp of the worker, and the amount of HAV is a function of the acceleration levels transferred to the worker.

Vibration restricts the blood supply to the hands and fingers. Signs and symptoms of vibration-induced injury, such as Reynaud’s phenomenon, start with occasional numbness or loss of color in the fingertips. This progresses to more frequent and persistent symptoms affecting a larger area of the fingers and resulting in reduction in feeling and manual dexterity.

This handout provides recommendations for managers and workers to minimize the injury risk from HAV.

Management

Train workers to recognize the warning signs of HAV.

Medically monitor workers who routinely use products associated with HAV.

Institute health care management practices ensuring early detection of hand/arm vibration disorders.

Purchase new vibration-reduced tools.

Inspect and service tools at regular intervals in accordance with manufacturer instructions.

Repair or replace tools producing high vibration levels due to wear and tear.

Workers

Wear protective clothing, such as multiple layers of gloves or anti-vibration gloves, to reduce the transmission of vibration energy to the hands and to protect the hands against exposure to cold.

In cold weather, dress adequately to keep the whole body warm since a low body temperature can make you more susceptible to HAV.

Take a 10-minute break after each hour of continuously using a vibrating tool.

Let the tool do the work by grasping it as lightly as possible, consistent with safe work practice.

Keep chisels and chainsaws sharp to reduce vibration. Using new grinder wheels will also reduce vibration.

Operate the tool at the minimum speed (and impact force) to reduce vibration exposure.

Substitute a manual tool or other process where practical.

COPYRIGHT ©2006, ISO Services Properties, Inc.

Job Stress

As part of its mandate, the National Institute for Occupational Safety and Health (NIOSH) is directed by the U.S. Congress to study the psychological aspects of occupational safety and health, including stress at work. NIOSH works in collaboration with industry, labor, and universities to better understand the stress of modern work, the effects of stress on worker safety and health, and ways to reduce stress in the workplace.

Job stress can be defined as the harmful physical and emotional responses that occur when the requirements of the job do not match the capabilities, resources, or needs of the worker. Job stress can lead to poor health and even injury. No standardized approaches or simple “how to” manuals exist for developing a stress prevention program.

The first steps in the process of controlling job stress is identifying the critical factors leading to stress and providing some of the organizational changes that need to be made to reduce this stress. Program design and appropriate solutions will be influenced by several factors, including the size and complexity of the organization, available resources, and the unique types of stress problems faced by the organization. NIOSH identified the following factors in the work environment that may lead to job stress:

The Design of Tasks. These include heavy workloads; infrequent rest breaks; long work hours; shift work; and hectic and routine tasks that have little inherent meaning, do not utilize a worker’s skills, and provide little sense of control.

Management Style. These include lack of participation by workers in decision-making, poor communication in the organization, and lack of family-friendly policies.

Interpersonal Relationships. These include poor social environments and lack of support or help from coworkers and supervisors.

Work Roles. These include conflicting or uncertain job expectations, too much responsibility, and too many “hats to wear.”

Career Concerns. These include job insecurity; lack of opportunity for growth, advancement, or promotion; and rapid changes for which workers are unprepared.

Environmental Conditions. These include unpleasant or dangerous physical conditions, such as crowding, noise, air pollution, or ergonomic problems.

Recommendations for an Organization to Control Job Stress

Although it is not possible to give a universal prescription for preventing stress at work, it is possible to offer guidelines on the process of stress prevention in organizations. Such guidelines, which are derived from NIOSH studies, include:

Ensure that the workload is in line with workers’ capabilities and resources.

Design jobs to provide meaning, stimulation, and opportunities for workers to use their skills.

Clearly define workers’ roles and responsibilities.

Give workers opportunities to participate in decisions and actions affecting their jobs.

Improve communications – reduce uncertainty about career development and future employment prospects.

Provide opportunities for social interaction among workers.

Establish work schedules that are compatible with demands and responsibilities outside the job.

COPYRIGHT ©2006, ISO Services Properties, Inc.

Controlling Whole-Body Vibration

Vibration is an occupational hazard in the workplace. It is separated into two sub categories – Hand-Arm vibration (HAV), which is usually associated with the use of vibrating hand tools, and Whole-Body Vibration (WBV), which is experienced when the operator or driver sits or stands on or in a vibrating machine. Such operations include truck and tractor driving, forklift operating, and driving earth moving machines

The health effects from vibration is caused by the energy wave that is transferred from the energy source (i.e., a hand tool or vehicle) into the body of the operator and is transmitted through the body tissues, organs, and systems of the individual. The body can tolerate certain levels of vibration, but eventually starts to deteriorate and fail as long-term damage is done and natural processes and systems of the body are disrupted.

The most pronounced and common effect of WBV is lower back pain, resulting from the degeneration of the intervertebral discs in the spinal column. Muscle fatigue also occurs as the muscles try to react to the vibrational energy to maintain balance and protect and support the spinal column. Other health effects that have been associated with WBV, and especially the driving environment, are hemorrhoids, high blood pressure, kidney disorders, and even impotence and other adverse reproductive effects in both men and women.

Prevention or mitigation of exposure to WBV is generally accomplished by eliminating the vibration source, reducing vibration at the source, reducing the transmission of vibration to the body, or reducing the duration of vibration exposure. The following are recommendations to control the exposure to WBV.

Train workers to recognize the warning signs of WBV injury.

Medically monitor workers who routinely use products associated with WBV.

Consider rotating jobs to limit worker exposure to WBV, but beware of increasing the number of workers exposed to risk.

Check, lubricate, and maintain seat, cab, and chassis suspensions according to manufacturer’s recommendations.

Keep suspension seats in vehicles in good working order and replace when worn out. A seat usually has a shorter working life than that of the vehicle.

Replace vibration dampers in suspension seats when worn out.

Show drivers how to adjust seats so that they are able to easily reach the vehicle’s pedals.

Show drivers how to use and adjust back supports.

Show drivers how to adjust the seat so it provides support for their thighs.

Show drivers how to adjust the suspension mechanism correctly. A suspension seat is usually adjusted in the middle of the suspension range for a particular driver’s weight.

Balance all machinery to eliminate unwanted vibration.

Change machinery speed so the resulting vibration frequency is not in a range that affects the human body.

Use additional mass to shift the natural frequency of the machine.

Level all roads or tracks that heavy machinery uses as a platform for movement.

Fill in all potholes that might cause problems for powered industrial trucks.

Adjust bridge cranes to ensure the rail track of a bridge crane provides a smooth ride.

COPYRIGHT ©2006, ISO Services Properties, Inc.

Does Your Facility Need an Emergency Action Plan?

In general, the Occupational Safety and Health Administration’s (OSHA) Standard 29 CFR 1910.38, Emergency Action Plans (EAP), requires employers to develop plans to handle fires and other emergencies that may require evacuation of the premises. Such plans must be in writing, kept in the workplace, and be available to employees for review; however, an employer with 10 or fewer employees may communicate the plan orally.

This handout presents information provided by OSHA that can be used by employers to identify their need to develop an EAP. It is important to note that this information does not alert employers to other OSHA standards that may be associated with the emergency plan or to the additional OSHA standards that apply to their facilities.

QUESTION	YES	NO
Are fire extinguishers provided in the workplace?
Are the fire extinguishers intended for employee use?
Will any of your workers be required to evacuate the workplace?
If you answered “no” to either of the first two or “yes” to all three questions then you are required by OSHA to develop an EAP. Otherwise, you should continue with the questions below

 

QUESTION	YES	NO
Does your facility use a total flooding extinguishing system that provides any one of the following design concentrations: 4 percent or greater of Halon 1211? 4 percent or greater of carbon dioxide? 10 percent or greater of Halon 1301, or concentrations exceeding 7 percent when egress from an area cannot be accomplished in one minute?
Does your facility use a fire detection system with alarms or devices that are delayed by more than 30 seconds for reasons other than a total flooding extinguishing system listed above?
Are you required to comply with OSHA Standard 29 CFR 1910.119, Process Safety Management?
Are you required to comply with OSHA Standard 29 CFR 1910.272, Grain Handling Facilities?
Are you required to comply with OSHA Standard 29 CFR 1910.1047, Ethylene Oxide?
Are you required to comply with OSHA Standard 29 CFR 1910.1050 Methylenedianiline?
Are you required to comply with OSHA Standard 29 CFR 1910.1051, 1,3-Butadiene?
Do you plan to evacuate all of your employees and to rely on an outside party to provide emergency response to a hazardous substance release? Note: if a hazardous substance emergency could occur at your facility and you plan to have any of your employees participate in the emergency response, you are required to have an emergency response plan consistent with OSHA Standard 29 CFR 1910.120(q) Hazardous Waste Operations and Emergency Response.
If you answered “YES” to any one of the questions above, you are required by OSHA to develop an EAP.

 

COPYRIGHT ©2006, ISO Services Properties, Inc.

Controlling Heat Stroke

Heat stroke is a serious condition caused by the failure of the body’s internal mechanism to regulate its core temperature. Heat stroke is a medical emergency that can result in death. During heat stroke, sweating stops and the body is unable to eliminate excessive heat. The heat stroke victim can experience: dry, pale skin (no sweating); hot, red skin (looks like sunburn); mood changes (irritable, confused); seizures/fits; and collapsing/passing out. The following actions may help reduce worker exposure to heat stroke.

Work Environment

Provide general ventilation throughout the work areas.

Provide local exhaust ventilation in areas of high heat.

Provide heat shielding to protect workers from radiant heating.

Provide air conditioning or evaporative cooling in work areas.

Repair and eliminate any steam leaks in the work environment.

Understand that fans do not decrease the temperature; they only move the hot air.

Provide recovery areas, such as air-conditioned rooms.

Work Clothes

Provide ice vests, with internal pockets to hold pre-frozen gel-type packs or ice (ice vest will normally last two to four hours).

Provide localized cooling with specially-designed, air-supplied hoods or helmets.

Provide vest-style garments that employ a battery-powered pump, and a pouch that holds a bag filled with water and crushed ice.

Take into consideration that wearing respirators and special suits to protect against toxic substances can increase the risks of heat-induced illnesses.

Ensure exposed workers wear light, loose-fitting, breathable clothing, where possible.

Provide power tools, rolling carts, and manual material handling equipment to reduce manual labor.

Work Practices

Ensure worker acclimatization by way of gradual exposures to heat – brief periods followed by longer periods of work in the hot environment. Government agencies recommend that new, hot-area workers be exposed to the heat for only 20 percent of their work time the first day, with a 20 percent increase in exposure each additional day.

Consider starting the work earlier in the day when temperatures are generally cooler.

Discourage workers from eating large meals, drinking caffeinated and alcoholic beverages, and smoking before working in hot environments.

Ensure workers are provided the opportunity to drink a large amount of fluid.

Provide regular work breaks in a cooler environment.

COPYRIGHT ©2006, ISO Services Properties, Inc.

Welding Hazards

Welding is inherently hazardous to workers. Besides the hazards from noise, electric shock, and fires and explosions, exposure to welding “smoke” (i.e., gases and fumes) can lead to acute or chronic respiratory diseases, such as lung-function impairment, obstructive and restrictive lung disease, cough, dyspnea, rhinitis, asthma, pneumonitis, pneumoconiosis, and carcinoma of the lungs. In addition, welding workers suffer from eye irritation, including photokeratitis and cataracts; skin irritation, such as erythema, pterygium, non-melanocytic skin cancer, and malignant melanoma; and infertility due to reduced sperm count and motility.

With proper planning and attention to detail, however, workers can increase their margin of safety. The following safety recommendations during welding operations may help reduce the potential for worker injury.

Preparing to Weld

Before any welding is started, identify the hazards for that particular welding operation. The hazards will depend on the type of welding, the materials used, and the environmental conditions.

Review material safety data sheets (MSDSs) to identify the hazardous materials used in welding and the fumes that may be generated. Substitute less hazardous materials, where feasible.

Use cadmium-free silver solders and asbestos-free electrodes.

Wear gloves and ensure that hoods and ductwork are constructed of fire-resistant materials.

Use shielding to protect people in the work area from the light of the welding arc, as well as from heat and hot spatter.

Ensure welding booths are painted with a dull finish that does not reflect ultraviolet light.

Use acoustic shields between the worker and the noise source to reduce noise levels.

Remove all flammable or combustible materials in the immediate area before striking an arc or lighting a flame.

Ensure that the proper fire extinguishers are readily available.

Make sure that equipment is properly maintained (e.g., replace worn insulation and hoses).

During Welding Operations

Use soapy water, instead of matches, to check for leaks in hoses, fittings, and valves in welding equipment.

Use ventilation to the maximum extent possible. Local exhaust ventilation that removes the fumes and gases at their source is the most effective method. This can be provided by a partial enclosure, such as a ventilated work bench, or by hoods positioned as close to the point of welding as possible.

For gas-shielded arc welding processes, provide local exhaust by means of an extracting gun – this can reduce worker exposure to welding emissions by 70 percent.

Do not weld on painted or coated parts – if possible, remove all surface coatings before welding.

Use a water table under plasma arc cutting to reduce fume and noise levels.

Use the sub-arc process to minimize light and fumes created by a visible arc.

Position your body while welding or cutting so that your head is not in the fumes.

Minimize welding fumes by using the lowest acceptable amperage and holding the electrode perpendicular and as close to the work surface as possible.

Do not perform arc welding within 200 ft (61.0 m) of degreasing equipment or solvents.

Ensure materials that have been recently welded are marked “HOT” to avoid burns.

COPYRIGHT ©2006, ISO Services Properties, Inc.

Carbon Monoxide Poisoning

Carbon monoxide (CO) – a colorless, odorless, and tasteless gas – is one of the most common industrial hazards. Small quantities can cause illness and large quantities can kill. The more CO in the air, and the longer a worker is exposed to it, the greater the danger. Any one or more of the following symptoms can signal carbon monoxide poisoning: headaches, tightness across the chest, nausea, drowsiness, inattention, or fatigue. As the amount of CO in the air increases, more serious symptoms develop, such as lack of coordination, weakness, and confusion.

CO is a common industrial hazard resulting from the incomplete burning of natural gas and any other material containing carbon, such as gasoline, kerosene, oil, propane, coal, or wood. Forges, blast furnaces, and coke ovens produce CO, but one of the most common sources of exposure in the workplace is the internal combustion engine.

Carbon monoxide is harmful when breathed because it displaces oxygen in the blood and deprives the heart, brain, and other vital organs of oxygen. Large amounts of CO can overcome a worker in minutes without warning, causing loss of consciousness and, eventually, suffocation.

Workers who suspect exposure to CO should get out of the area and into the open, fresh air. If it can be done safely, help remove anyone overcome by the gas and provide artificial respiration. Call for a doctor and continue the artificial respiration until the doctor arrives or the person recovers. Prompt action can make the difference between life and death.

Suggestions for Employers

Instruct workers in the hazards of CO and train them in the proper use of respirators.

Use a full-face-piece pressure-demand self-contained breathing apparatus (SCBA) certified by the National Institute for Occupational Safety and Health (NIOSH), or a combination full-face-piece pressure-demand supplied-air respirator with auxiliary self-contained air supply in areas with high CO concentrations (i.e., atmospheres that are immediately dangerous to life and health).

Install a ventilation system to remove CO from the area and install CO monitors with audible alarms.

Maintain appliances and equipment in good order, adjusting flames, burners, and drafts to reduce the formation of CO.

Consider switching from fossil fuel-powered to battery-powered equipment.

Provide periodic medical examinations for workers who may be exposed to CO.

Suggestions for Workers

Be alert to ventilation problems, especially in enclosed areas where exhaust from burning fuels may be released. Report to your employer any condition that might create CO.

Don’t overexert yourself if you suspect CO poisoning. Physical activity increases the body’s need for oxygen and thus increases the danger of poisoning. Report promptly complaints of dizziness, drowsiness, or nausea.

If you get sick, don’t forget to tell your doctor about the possibility of exposure to CO.

Think carefully about your smoking habits. Tobacco, when burned, releases CO that reduces the oxygen-carrying ability of the blood, even before any industrial exposure is added.

Avoid the use of gas-powered engines, such as those in powered washers, as well as heaters and forklifts, while working in enclosed spaces.

COPYRIGHT ©2006, ISO Services Properties, Inc.

Hazard Communication Program – Self-Evaluation Checklist

The Occupational Safety and Health Administration (OSHA) requires employers to establish a hazard communication program that provides workers with information on the hazards of the chemicals with which they work. This information is derived from labels on containers, Material Safety Data Sheets (MSDS), and training programs.

Chemicals pose a myriad of hazards to exposed workers, from mild health effects, such as skin irritation, to injuries, such as rashes and burns, and to death, such as from poisoning. Some chemicals can pose physical hazards to workers by contributing to accidents, such as fires and explosions. The following list of questions can help guide supervisors and workers to ensure the exposure to hazardous substances is minimized.

Questions	Yes	No	N/A
Is there a written hazard communication program dealing with MSDS, labeling, and employee training?
Does the program include an explanation on how to obtain and use a MSDS?
Does the program include an explanation of “Right to Know?”
Is a written copy of the program posted in the workplace for employee referral?
Are employees informed when and where hazardous substances may be present in their work areas?
Does the program include information on the physical and health hazards of the hazardous substances in the work area and specific protective measures that can be used?
Does the program include details of how to use the labeling system and MSDS?
Is there an employee training program for hazardous substances?
Is a list maintained of the hazardous substances used in the workplace?
Is there a MSDS readily available for each hazardous substance used?
Is each container for a hazardous substance (i.e., vats, bottles, storage tanks, etc.) labeled with product identification and a hazard warning (i.e., an explanation of the specific health and physical hazards)?
Are employees trained in how to recognize tasks that might result in occupational exposure to hazardous substances?
Are employees trained in how to use work practice, engineering controls, and personal protective equipment?
Are employees trained in how to identify their physical limitations?
Are employees trained in how to obtain information on the types, selection, proper use, and location of personal protective equipment?
Are employees trained in how to obtain information on removal, handling, decontamination, and disposal of personal protective equipment?
Are employees trained in who to contact and what to do in an emergency release of a hazardous substance?

 

COPYRIGHT ©2006, ISO Services Properties, Inc.

OSHA – Hearing Conservation Program – Audiometric Testing

The Occupational Safety and Health Administration’s (OSHA) hearing conservation program is designed to protect workers that are exposed to occupational noise from suffering material hearing impairment. OSHA requires that employers establish and maintain audiometric testing program, which includes baseline audiograms, annual audiograms, training, and follow-up procedures, for workers exposed to significant occupational noise, even if they are subject to such noise exposures over their entire working lifetimes. Audiometric testing not only monitors the sharpness and acuity of an employee’s hearing over time, but also provides an opportunity for employers to educate employees about their hearing and the need to protect it.

The two types of audiograms required in the hearing conservation program are baseline and annual. The baseline audiogram is the reference audiogram against which future (annual) audiograms are compared. The essential elements of an audiometric testing program include:

Making audiometric testing available at no cost to all employees who are exposed to an action level of 85 dB or above, measured as an 8-hour time weighted average (TWA).

Having a licensed or certified audiologist (i.e., a specialist dealing with an individual having impaired hearing), an otolaryngologist (i.e., a physician specializing in the diagnosis and treatment of disorders of the ear, nose, and throat), or a physician responsible for the program.

Both professionals and trained technicians may conduct audiometric testing. The professional in charge of the program does not have to be present when a qualified technician conducts tests. The professional’s responsibilities include overseeing the program and the work of the technicians, reviewing problem audiograms, and determining whether referral is necessary.

Baseline Audiograms

Baseline audiograms must be provided within six months of an employee’s first exposure at or above an 8-hour TWA of 85 dB. An exception is the use of mobile test vans to obtain audiograms. In these instances, baseline audiograms must be completed within one year after an employee’s first exposure to workplace noise at or above a TWA of 85 dB.

Employees must be fitted with, issued, and required to wear hearing protectors for any period exceeding 6 months after their first exposure until the baseline audiogram is conducted.

Employees must not be exposed to workplace noise for 14 hours preceding the baseline test; however, appropriate hearing protectors can serve as a substitute for this requirement and can be worn during this time period.

Annual Audiograms

Annual audiograms must be conducted within one year of the baseline to identify deterioration in hearing ability so that protective follow-up measures can be initiated before hearing loss progresses. Annual audiograms must be routinely compared to baseline audiograms to determine whether the audiogram is valid and to determine whether the employee has lost hearing ability, i.e., if a standard threshold shift (STS) has occurred. STS is an average shift in either ear of 10 dB or more at 2,000, 3,000, and 4,000 hertz. An averaging method of determining STS was chosen because it diminished the number of persons falsely identified as having STS and who are later shown not to have had a change in hearing ability. Additionally, the method is sensitive enough to identify meaningful shifts in hearing early on.

The employee must be given a referral for further testing when test results are questionable or when problems of a medical nature are suspected.

If additional testing is necessary or if the employer suspects a medical pathology of the ear is caused or aggravated by the wearing of hearing protectors, the employee should be referred for a clinical audiological evaluation or otological exam, as appropriate.

COPYRIGHT ©2006, ISO Services Properties, Inc.

Carbon Monoxide Dangers and Prevention Issues

Carbon monoxide (CO) is a colorless, odorless gas that can cause illness and death. CO is found in combustion fumes, such as those produced by cars and trucks, small gasoline engines, stoves, lanterns, burning charcoal and wood, and gas ranges and heating systems. CO from these sources can build up in enclosed or semi-enclosed spaces. The most common symptoms of CO poisoning are headache, dizziness, weakness, nausea, vomiting, chest pain, flu-like symptoms, and confusion. Breathing in high levels of CO can cause loss of consciousness, possible brain damage, and even death.

Even though deaths due to carbon monoxide poisoning have declined over the past three decades, it should be acknowledged that CO poisoning is still recognized as being totally preventable.

CO poisoning can be prevented by taking some simple precautions, which include:

Properly install, maintain, and operate all fuel-burning appliances.

Annually inspect furnaces, water heaters, and gas dryers.

Each year, check and clean fireplace chimneys and flues.

Operate un-vented fuel-burning space heaters only while someone is awake to monitor them and doors or windows in the room are open to provide fresh air.

Annually inspect automobile exhaust systems.

Never use a gas range or oven to heat a facility.

Never use a charcoal grill, hibachi, lantern, or portable camping stove inside a home, tent, or camper.

Never run a generator, pressure washer, or any gasoline-powered engine inside a basement, garage, or other enclosed structure, even if the doors or windows are open, unless the equipment is professionally installed and vented.

Never run a motor vehicle, generator, pressure washer, or any gasoline-powered engine outside of an open window or door where exhaust can vent into an enclosed area.

Never leave the motor running in a vehicle parked in an enclosed or semi-enclosed space.

Never ignore symptoms, particularly if more than one person is feeling them. You could lose consciousness and die, if you do nothing. In most cases of unintentional poisonings, victims did not realize that carbon monoxide was being produced or building up in the air they were breathing. Carbon monoxide can be easily and cheaply detected; several relatively inexpensive carbon monoxide alarms are available.

If you experience symptoms that you think could be from CO poisoning:

Get fresh air immediately.

Open doors and windows, turn off combustion appliances, and leave the facility.

Go to an emergency room.

Tell the physician you suspect CO poisoning. If CO poisoning has occurred, it can often be diagnosed by a blood test done soon after exposure.

COPYRIGHT ©2006, ISO Services Properties, Inc.

Hexavalent Chromium – General Information

This handout is part of a series intended to help small businesses comply with the Occupational Safety and Health Administration’s (OSHA) standard 29 CFR 1910.1026, Chromium (VI) that applies to occupational exposures to chromium (VI), known as Hexavalent Chromium. Workers exposed to chromium (VI) are at increased risk of developing serious adverse health effects, including lung cancer, asthma, and damage to the nasal passages and skin. The handout provides OSHA information that employers should know to help protect workers from the hazards associated with exposure to chromium (VI).

Hexavalent chromium is a toxic form of the element chromium. Chromium (VI) compounds are man-made and widely used in many different industries. Some major industrial sources of hexavalent chromium are:

Chromate pigments in dyes, paints, inks, and plastics.

Chromates added as anti-corrosive agents to paints, primers, and other surface coatings.

Chrome plating by depositing chromium metal onto an item’s surface using a solution of chromic acid.

Particles released during smelting of ferrochromium ore.

Fume from welding stainless steel or nonferrous chromium alloys.

Impurity present in Portland cement.

Workplace Exposure and Possible Health Effects

Skin exposure can occur during direct handling of hexavalent chromium-containing solutions and coatings, and Portland cement. Some workers can develop an allergic skin reaction, called allergic contact dermatitis. This occurs from handling liquids or solids containing chromium (VI). Once a worker becomes allergic, brief skin contact causes swelling and a red, itchy rash that becomes crusty and thickened with prolonged exposure. Allergic contact dermatitis is long-lasting and more severe with repeated skin contact. Direct skin contact with chromium (VI) can cause a non-allergic skin irritation. Contact with non-intact skin can also lead to chrome ulcers – these are small crusted skin sores with a rounded border that heal slowly and leave scars.

Lung cancer may develop in workers who breathe airborne hexavalent chromium. Breathing in high levels of hexavalent chromium can cause irritation to the nose and throat. Symptoms may include runny nose, sneezing, coughing, itching and a burning sensation. Repeated or prolonged exposure can cause sores to develop in the nose and result in nosebleeds. If the damage is severe, the nasal septum (wall separating the nasal passages) develops a hole in it (perforation).

Breathing small amounts of hexavalent chromium even for long periods does not cause respiratory tract irritation in most people. Some workers become allergic to hexavalent chromium so that inhaling chromate compounds can cause asthma symptoms, such as wheezing and shortness of breath.

Workers can inhale airborne hexavalent chromium as a dust, fume, or mist while:

Producing chromate pigments and powders, chromic acid, and chromium catalysts, dyes, and coatings.

Working near chrome electroplating processes.

Welding and hot-working stainless steel, high chrome alloys, and chrome-coated metals.

Applying and removing chromate-containing paints and other surface coatings.

Also, irritation or damage to the eyes and skin may occur if hexavalent chromium contacts the eyes and skin in high concentrations.

OSHA’s Workplace Standard Requires Employers To:

Limit eight-hour time-weighted average hexavalent chromium exposure in the workplace to 5 micrograms or less per cubic meter of air.

Perform periodic monitoring at least every 6 months if initial monitoring shows worker exposure at or above the action level (2.5 micrograms per cubic meter of air calculated as an 8-hour time-weighted average).

Provide appropriate personal protective clothing and equipment when there is likely to be a hazard present from skin or eye contact.

Implement good personal hygiene and housekeeping practices to prevent hexavalent chromium exposure.

Prohibit worker rotation as a method to achieve compliance with the exposure limit.

Provide respiratory protection as specified in the standard.

Make available medical examinations to workers within 30 days of initial assignment, annually, to those exposed in an emergency situation, to those who experience signs or symptoms of adverse health effects associated with hexavalent chromium exposure, to those who are or may be exposed at or above the action level for 30 or more days a year, and at termination of employment.

COPYRIGHT ©2006, ISO Services Properties, Inc.

The Young and Inexperienced Employee

During their frequent visits to insureds, seasoned insurance loss control consultants begin to identify trends or patterns in their clients’ safety management systems. Some are above standard – such as formal hiring practices or routine workplace inspections, while others may be substandard – such as inadequate supervision or inconsistent new hire training. Identifying these trends enables the consultant to commend or offer correction to a business owner with the ultimate purpose of injury avoidance and increased productivity.

One such trend often involves young and inexperienced employees. Too often these employees are treated the same as other employees when it comes to occupational safety, but their “place in life” requires more attention. And if they don’t get this attention the results can be tragic! There are several factors that contribute to this higher level of risk. Review the three described below and assess whether or not your organization is exerting some control over this hazard.

Factor #1 – Age: This probably could be better described as “hormonal.” Regardless of their sex, young employees are impetuous – they take chances, and really don’t even realize what they are doing (read the paragraph below). In the world of safety, this characteristic is known as the Superman Complex. It can be very dangerous especially when the employee is using a tool that could lacerate or a machine that could amputate a body part. If we are older than 21, then we transitioned through this period of life, but did we make it with all of our fingers still attached? How about your back? Never forget that young employees bounce when they fall, but older workers shatter! However, young employees who bounce will get bruised and those bruises become cumulative injuries.

Factor #2 – Experience Level: This can be summarized in just three words – young and dumb. This is not meant to be insulting. The fact is that young employees are inexperienced. They do not have any work history. None of us did when we started. It is normal, but not safe. Do not assume that they are competent just because they are confident (read the paragraph below). The old saying that gray hair and wrinkles equals experience does have some merit. Young employees have neither, unless they have dyed their hair, and that does not count. By definition, a young employee is an inexperienced employee.

Factor #3 – Social Dynamics: This factor is linked to both of those described above. Young employees are young people, and social relationships are extremely important to them. They want to fit in and they want to make a good first impression. This needs to be controlled; otherwise they will end up hurting themselves or someone else. Two of the best ways to control it is by providing detailed instructions/training and by supervising them. Also, if you have more than one young employee then don’t let them work side by side. This invites “social/occupational” competition. Remember when you were young and someone dared you to do something risky? The only reason you would even consider doing it was if someone “witnessed” the event. If you have young employees then separate them so they won’t tempt one another to do something unsafe. No one ever jumped off a bridge unless someone else witnessed the event.

Summary: Young employees need more attention than do other employees. It is not insulting or degrading to initially “over” supervise them. Once they demonstrate competency and confidence in their job, then back off. But never totally ignore them. Remember what you did when you were that age? Incorporating young employees into the workforce is a wonderful opportunity to “train them up in the way that they should go.” However, while they are young and inexperienced they need and deserve additional supervision because they are different.

Preventing Needlestick Injuries

Needlesticks can expose workers to a number of bloodborne pathogens that can cause serious or fatal infections. The pathogens that pose the most serious health risks are Hepatitis B virus (HBV), Hepatitis C virus (HCV), and human immunodeficiency virus (HIV), the virus that causes AIDS. HBV vaccination is recommended for all health care workers (unless they are immune because of previous exposure). HBV vaccine has proven highly effective in preventing infection in workers exposed to HBV. However, no vaccine exists to prevent HCV or HIV infection.

On an annual basis, the Centers for Disease Control and Prevention (CDC) estimates that more than 380,000 percutaneous injuries from contaminated sharps (i.e., needles and other sharp devices) occur among health care workers in the U.S., with most happening to members of the nursing staff. Estimates for all health care settings are as high as 600,000 to 800,000, with approximately half of those accidents going unreported.

Yet, the CDC also says that for every 10 sharps injuries that occur, between six and eight of them could potentially have been prevented if safer medical devices had been used. Additionally, the cost of an injury from a contaminated sharp can be far greater than the pain or discomfort of the injury itself, not to mention the associated psychological effects or emotional trauma that may occur.

Four kinds of needles usually cause needlestick injuries: these are hypodermic needles, blood collection needles, suture needles, and needles used in IV delivery systems. Past studies have shown that needlestick injuries are often associated with certain activities, such as recapping needles, transferring a body fluid between containers, and failing to dispose of used needles properly in puncture-resistant sharps containers.

The following steps can be used to protect workers from needlestick injuries:

Avoid the use of needles where safe and effective alternatives are available.

Select and evaluate devices with safety features that reduce the risk of needlestick injury.

Only use devices with safety features.

Avoid recapping needles.

Plan for safe handling and disposal of needles before using them.

Promptly dispose of used needles in appropriate sharps disposal containers.

Report all needlestick injuries promptly to ensure appropriate follow-up care is provided.

Direct staff to tell a supervisor about any needlestick hazards observed.

Participate in training related to infection prevention.

Have staff get a hepatitis B vaccination.

Note: On November 6, 2000, President Clinton signed HR 5178, the Needlestick Safety and Prevention Act. The Act requires health care facilities to use newer safety devices to reduce the number of needlestick injuries suffered by health care workers and patients. To prevent transmission of disease, these safety devices automatically cover needle tips after they have been used. The law also requires employers to establish an injury log to record the kind of devices and location of all needlestick accidents.

COPYRIGHT ©2006, ISO Services Properties, Inc.

Tips for a Successful Safety Incentive Program

Many companies have offered safety incentive programs where the measures used to indicate progress or achievement are accidents. If the company had fewer accidents than estimated (their goal), then employees were rewarded; if not, they were not rewarded. Many safety consultants find problems with this approach in that it establishes an environment where accidents or incidents may not be reported to keep the goal reachable.

An alternate approach has been used by some companies with success. The rewards are based on safety-related behaviors or activities. Some companies combine the two approaches. Regardless of the approach, the following tips may aid in creating and implementing a successful safety incentive program. The process of planning for this program should include both top management and workers.

LEGAL – Obtain legal advice covering Internal Revenue Service issues regarding gifts, awards, or other items used in the program.

GOALS – Establish measurable and attainable goals, such as reducing OSHA recordable incidents by 50 percent compared to the last three-year average, scoring 80 percent or more on housekeeping audits over a six-month period, or observed safety behaviors.

BUDGET – Establish budget restrictions. Base it on a portion, such as 50 percent, of the anticipated savings from reaching safety goals.

ELIGIBILITY – Determine who will be eligible for awards. For example, will eligibility be based on individual or group safety performance?

RULES - Establish written rules, such as whether employees will compete against their past safety records or will departments compete against each other; set time limits for the campaign; and post the rules for all to see and review. Try to anticipate potential problems when setting these rules; for example, if two departments tie for an award, will there be a tiebreaker or will both receive awards? Also, decide who will judge the competition.

AWARDS – Allow workers to participate in the selection of awards, bearing in mind the established budget. Awards don’t need to be expensive – they may be as simple as a parking space on “management row” for the winner. While luxury items that employees normally would not buy for themselves should be considered, offering cash is not recommended. It is often helpful to divide anticipated savings by the number of eligible workers to establish a per-employee value to use when choosing awards.

STARTING – Before implementing the program, ensure all needed materials ar available, including actual awards, tracking programs, judges, and informational handouts. Start with a flourish of promotions and consider giving away small tokens to capture employee interest.

PROMOTING – Keep employees’ interest up by regularly giving them information on their progress toward incentive goals.

WINNERS – Announce winners and issue awards promptly. Interest may wane if there is a lag between the campaign’s end and the presentation of awards. Prompt conferral of awards also helps generate interest in the next campaign. The best results are obtained when top management not only supports the program, but is visible in promoting it and handing out awards.

POSTING – Post final standings promptly so that everyone knows where they finished.

RECOGNITION – Provide recognition, in addition to prizes. Have top management present awards, and give winners publicity in newsletters and on bulletin boards.

COPYRIGHT ©2006, ISO Services Properties, Inc.

The Free OSHA Consultation Service

The Occupational Safety and Health Administration’s (OSHA) Consultation Service is a free service that allows employers to find out about potential hazards at their worksites, improve their occupational safety and health management systems, and even qualify for a one-year exemption from routine OSHA inspections. Targeted for smaller businesses, this confidential safety and health consultation program is completely separate from the OSHA inspection effort and no citations are issued or penalties proposed. The only obligation is to commit the company to correcting serious job safety and health hazards.

The Process

The company requests the consultation by telephone call or letter to the local OSHA Office, and a date and time is established for the OSHA consultant to visit the workplace to evaluate the specific issue of concern.

During the visit, the consultant will conduct an opening conference and a walk-through of the operation. The consultant will examine conditions in the workplace, talk with workers, and discuss the applicable OSHA standards for any issues identified. During the closing conference, the consultant will review detailed findings and identify what needs to improve, provide possible solutions, and identify what is done right. A comprehensive consultation also includes:

Appraisal of all mechanical and environmental hazards and physical work practices.

Appraisal of the present job safety and health program, or the establishment of one.

A written report of recommendations and agreements.

Training and assistance with implementing recommendations.

The consultant will help the company recognize hazards, suggest general approaches or options for solving a safety or health problem, identify kinds of help available, provide a written report summarizing findings, assist in developing or maintaining an effective safety and health program, provide training and education, and recommend a one-year exclusion from OSHA programmed inspections, once program criteria are met.

The consultant will not issue citations or propose penalties for violations of OSHA standards, report possible violations to OSHA enforcement staff, nor guarantee that a workplace will “pass” an OSHA inspection.

The Report

Following the closing conference, the consultant will send a detailed written report explaining the findings and confirming any abatement periods agreed upon. Ultimately, OSHA does require hazard abatement so that each consultation visit achieves its objective – effective worker protection. If the company fails to eliminate or control identified serious hazards (or an imminent danger), according to the plan and within the limits agreed upon or an agreed-upon extension, the situation must be referred from consultation to an OSHA enforcement office for appropriate action. This however, has occurred only rarely in the past.

Contacts

The listing of OSHA Offices can be found on the OSHA Web site at www.osha.gov, under the “OSHA Consultation Program Directory – State Listing”

A complete listing of all OSHA consultation programs may be found in the OSHA booklet #3047 (1996 revised), Consultation Services for the Employer, and on the OSHA Web site under “Directory.”

State OSHA consultation programs generally are listed in the State government section of the telephone directory under “Department of Labor and Industry.”

COPYRIGHT ©2006, ISO Services Properties, Inc.

Employer Responsibilities for Worker Exposure and Medical Records

The Occupational Safety and Health Administration’s (OSHA) requires employers to provide workers with access to their exposure and medical records. This handout highlights what employers should know concerning these records, as outlined in the OSHA Standard Title 29 of the Code of Federal Regulations (CFR) Part 1910.1020, Access to Employee Exposure and Medical Records.

What should an employer do?

As an employer, you should:

Preserve and maintain accurate medical and exposure records for each worker.

Inform workers of the existence, location, and availability of those medical and exposure records.

Give workers any informational material regarding the standard that OSHA makes available.

Make records available to workers, their designated representatives, and to OSHA, as required.

What types of medical and exposure records must an employer maintain?

Exposure records include the following:

Monitoring results of workplace air or measurements of toxic substances or harmful physical agents in the workplace, including personal, area, grab, wipe, or other forms of sampling results.

Biological monitoring results, such as blood and urine test results.

Material Safety Data Sheets (MSDS) containing information about a substance’s hazards to human health.

Medical records are those records concerning a worker’s health status that were created or maintained by a physician, nurse, health care professional, or technician, and include the following:

Medical and employment questionnaires or histories.

Results of medical examinations and laboratory tests.

Medical opinions, diagnoses, progress notes, and recommendations.

First-aid records.

Descriptions of treatments and prescriptions.

Worker medical complaints.

In addition, you must maintain any analyses (i.e., compilations of data or statistical studies) of medical and exposure records that concern working conditions or the workplace.

Do employers have to make all medical records available?

No, the following are not considered “medical records” under the standard:

Physical specimens, such as blood and urine samples.

Records concerning health insurance claims if they are (1) maintained separately from your medical program and its records, and (2) not accessible by worker name or other personal identifier (e.g., social security number or home address).

Records created only for use in litigation that are privileged from discovery.

Records created as part of voluntary worker assistance programs, such as records for alcohol and drug abuse or personal counseling, if they are maintained separately from your medical program and its records.

Trade secret information involving manufacturing processes or a percentage of a chemical substance in a mixture, as long as you inform health professionals and workers, and their designated representatives, that the information has been deleted from medical and exposure records. If the exclusion of the trade secret information substantially impairs the evaluation of when and where the exposure occurred, however, the employer must provide alternative information to the worker.

What if an employer does not have exposure records for a particular worker?

If an employer does not have exposure records that document the amount of a toxic substance or harmful physical agent that the requesting worker has been exposed to:

The employer should give the requesting worker the records of other workers (with personal identifiers removed) with similar duties or working conditions that reasonably indicate the amount and nature of exposures the worker requesting the records may have had.

The employer may be required to supply exposure records that reasonably indicate the amount and nature of toxic substances or harmful physical agents at a particular workplace, or used in a specific working condition, to which the requesting worker is being assigned or transferred.

How long does an employer have to keep worker medical records?

Unless another OSHA rule specifically provides a different period of time, you must keep medical records for at least the duration of the worker’s employment plus 30 years, except for:

Health insurance claim records that the employer maintains separately from the employer’s medical program and its records.

First-aid records made onsite, by a non-physician, of one-time treatment and later observations of minor scratches, scrapes, or other injuries that did not involve medical treatment, loss of consciousness, restriction of work or motion, or transfer to another job.

Medical records of workers who have worked for less than 1 year as long as the employer offers all such records to the worker upon termination of employment.

How long does an employer have to keep worker exposure records and other exposure information?

Unless another OSHA rule specifically provides a different period of time, you must keep exposure records for at least 30 years, except for

Background data related to environmental or workplace monitoring or measuring, such as laboratory reports and worksheets, must only be retained for 1 year, so long as the employer preserves certain interpretive documents relevant to the interpretation of the data for 30 years.

MSDS and other specified records concerning the identity of a substance or agent, so long as the employer keeps some record of the identity, preferably the chemical name and information on when and where it was used, for 30 years.

Biological monitoring results designated as exposure records by specific OSHA standards shall be preserved and maintained as required by the specific standard governing their use.

Analyses using medical or exposure records for at least 30 years.

What if an employer goes out of business?

You must transfer all records subject to the standard to the successor employer; or, if there is no successor, notify current workers at least 3 months before the business closes of their right to access their records. You should either transfer the records required to be preserved under the standard to the National Institute for Occupational Safety and Health (NIOSH), or notify the Director of NIOSH in writing of your intent to dispose of the records 3 months before that disposal.

Does the standard cover an employer who runs a business in a State that operates its own job safety plan?

Yes. OSHA requires States with their own safety and health programs to have rules and enforcement programs that are at least as effective as those of the federal program. If you are an employer in a State plan, you have at least the same responsibilities and rights as employers in States under federal OSHA jurisdiction, but your State plan may have additional requirements.

COPYRIGHT ©2006, ISO Services Properties, Inc.

Factors Affecting the Risk of Injury from Manual Materials Handling

Strains and sprains from manual materials handling are significant causes of workplace injury. Although lifting, placing, carrying, holding, and lowering are involved in manual materials handling (the principal cause of compensable work injuries), Bureau of Labor Statistics data shows that four out of five of these injuries were to the lower back, and that three out of four occurred while the employee was lifting an object.

Management and workers should both be involved with analyzing and assessing manual materials handling job tasks for risk of injury. When a manual materials handling task has been assessed as a risk, the first control option should be redesign (i.e., redesigning the task so that the risk is completely eliminated). If this is not possible, the risk should be reduced through the use of mechanical aids and training.

Consider the following factors when assessing the risk of a manual materials handling task:

Weight – A lighter load normally means a lesser risk of injury. The weight of the objects should be within the capacity of the person to safely handle.

Type of Handling – It is easier to pull or push a load, than to lift, put down, or carry it.

Position of the Load – When lifting, there is much less force on the spine if the load is held in front and comfortably close to the body. Twisting and bending during lifting puts more force on the spine and increases the risk of injury, even for light loads.

Frequency – The more times a load is handled, the more tired the muscles become, making it easier for a person to be injured.

Distance – The farther the load has to be moved, the greater the risk of injury.

Duration (time) – Where the job involves repetitive movements, reducing the time spent on handling will help to ensure the movements are not causing unnecessary strain.

Forces Applied – Forces should be applied smoothly, evenly, and close to the body. Forces exerted should be well within the capacity of the person, and the person should maintain proper posture.

Nature of the Load – Loads that are compact, stable, easy to grip, and capable of being held close to the body, are much easier to handle.

Terrain – Rough ground, steep slopes, slippery and uneven floors, stairs, and cluttered floors make moving a load awkward and increase the chance of injury.

Environment (Climate and Lighting) – If it is too hot, too humid, too cold, or the lighting is inadequate, the capacity to work safely is reduced.

Condition of the Workplace – Safe and comfortable working conditions, with adequate space to perform the task, and tools and equipment that are well-maintained, make the job safer.

Age/Gender – Young and old workers alike may be at an increased risk of injury from manual materials handling activities.

Training – Proper training for the specific task is vital to reduce injury.

Team Lifting – If one person cannot lift or move a heavy, large, or awkward object safely, organize a team lift. Team lifting reduces the risk of injury, reduces fatigue, and makes the task much easier.

COPYRIGHT ©2006, ISO Services Properties, Inc.

Action Plan Checklist for OSHA Inspections

Under the Occupational Safety and Health Act of 1970 (the Act), the Occupational Safety and Health Administration (OSHA) is authorized to conduct workplace inspections and investigations to determine whether employers are complying with standards issued by the agency for safe and healthful workplaces. Workplace inspections and investigations are conducted by OSHA compliance safety and health officers who are safety and health professionals trained in the disciplines of safety and industrial hygiene.

The following checklist can help a company prepare for an inspection by OSHA, and suggests actions to take during the inspection and in follow-up.

• Verify the identity of the OSHA officer by asking to see their official credentials. If there is any doubt the person is a compliance officer, call the nearest OSHA office for verification.
  
• Ask the OSHA officer what prompted the visit. Was it an accident, a complaint, or a general scheduled inspection?
  
• Be cooperative and inform the officer that the company policy is to notify the main office when an OSHA officer arrives on the site.
  
• Inform top management an OSHA officer is at the workplace/jobsite to make an inspection/investigation.
  
• Make sure that authorized representatives (management and employees) accompany the OSHA officer during the inspection.
  
• Be aware that the compliance officer determines the route and duration of the inspection.
  
• Request copies of any pictures, test results, or measurements taken by the OSHA inspector.
  
• Take recommended corrective action immediately to show the OSHA officer a desire to cooperate.
  
• Answer only questions that are asked. Never volunteer any information during the inspection.
  
• Never argue with the OSHA officer and always be courteous and polite.
  
• Take detailed notes at the closing conference, which will be held after the inspection, at which time all items observed during the inspection will be discussed and an abatement date will be set.
  
• Be sure the officer lists and indicates all apparent violations for which a citation and a proposed penalty may be issued or recommended. The OSHA Area Director determines whether citations will be issued and whether penalties are proposed via certified mail.
  
• Post a copy of each citation at or near the place the violation occurred for three days, or until the violation is abated, whichever is longer.
  

States administering their own occupational safety and health program, through plans approved under section 18(b) of the Act, must adopt standards and enforce requirements that are at least as effective as federal requirements. Although most States adopt standards identical to the federal standards, and have similar inspection procedures that include citations and penalties and employer and employee rights and responsibilities, the company should contact the State plan agency directly to determine if there are any different or additional State occupational safety and health requirements.

COPYRIGHT ©2006, ISO Services Properties, Inc.

Workplace Substance Abuse Programs and Workers Compensation

Unfortunately, substance abuse plagues our society. Your workforce is a small segment of that society, so it stands to reason that you have employed, are currently employing or may employ a substance abuser in the future. In fact, according to the Substance Abuse and Mental Health Services Administration it is estimated that 75 percent of adults who admit to current illicit drug use (at least once per month) are actively employed either full-time or part-time. This number represents more than 12.4 million individuals. Although those statistics are eye-opening, the problem of substance abuse is particularly distressing within the context of workers’ compensation because several studies have shown that a disproportionately large percentage (approaching 50%) of workers’ compensation claims are related to the use of alcohol or illegal drugs in the workplace. Furthermore, the National Institute on Drug Abuse reports that employed drug abusers cost their employers about twice as much in medical and workers’ compensation claims as their drug-free coworkers.

Certainly this data provides the evidence that substance abuse is an enormous and pervasive workers’ compensation issue. But that’s not the whole picture. There are plenty of statistics that point toward substance abuse as a cause for increased employee turnover, absenteeism, violence, decreased productivity and a host of other ills. Each of these can contribute to stress on the employees who do not abuse drugs and can make them more likely to incur injuries at work.

No Program and No Problems – Think Again: Many business owners and managers are blind to the near inevitability that the problem of substance abuse will surface within their company. They are equally blind to the reality that substance abuse can have a direct, negative and long-lived impact on their workers’ compensation premiums.

Too often owners or managers operate with a false perspective regarding their workforce. For example many will offer the statement…I know each and every one of my employees, and I know none of them are drug abusers; or, I have known them their whole life and they came from a good family. Another false assumption is their ability to discern whether or not an employee is abusing a substance or is under the influence. Consider that many parents, spouses, close friends and others who have more frequent and more intimate interaction with an individual than does the employer, have been shocked to learn that someone close to them has a substance abuse problem. Many are also shocked to learn just how long the problem went undetected.

Although there are certainly signs and symptoms that point to substance abuse, the presence of some of these behaviors could be the product of stress. Others may be symptoms of depression or a host of other problems. Relying upon mere observation as a means of detection can be misguided and fail to deter substance abusers from seeking employment within your organization. Incidentally, where do you suspect that a substance abuser will seek employment – at an organization that screens its employees or at one that does not?

The Solution – A Drug-Free Workplace Program: Many people automatically associate a drug-free workplace program with drug-screening. But there’s more. While drug-screening is important, a drug-free workplace program generally includes five components.

1) Written Policy: A written policy typically defines what behavior is prohibited, when drug-testing will be conducted, how the policy will be enforced, and what will occur if the policy is violated. It may also address issues such as confidentiality, searches of persons or property, and reporting of drug related convictions. Many times a written drug-free workplace program also identifies how and when the policy is to be communicated to employees.

2) Supervisor Training: This component is essential. At a minimum, this training should familiarize supervisors with their specific responsibilities in implementing the drug-free workplace policy. Additionally, it should train supervisors to recognize and deal with employees who have job performance problems that could be related to substance abuse.

3) Employee Education: Just as supervisor training is essential to an effective drug-free workplace program, so is employee education. The purpose of employee education is to familiarize employees with the organization’s drug-free workplace program, to provide general awareness education about the dangers of alcohol and drug abuse, and to make employees aware of the types and sources of assistance that may be available.

4) Drug Screening: There are six primary triggers for drug screening and each serves a valid purpose, which include pre-placement, random, reasonable suspicion, post-accident, return to duty and follow-up.

5) Employee Assistance: This activity is either paid for by the organization or the cost is deferred to the employee, but it directs employees to substance abuse counselors where they can receive professional assistance. The goal is to rehabilitate the employee and salvage his/her human capital, for themselves and for the organization.

Overcoming Obstacles: The benefits of implementing a drug-free workplace program are obvious. However, many employers are discouraged to the point of inaction because they fear that implementing a drug-free workplace program is too costly, too difficult or too risky. The reality is that none of these things should stand in the way of implementing a program.

For employers who are discouraged by the anticipated cost of implementing a drug-free workplace program, a stronger case can be made for the exact opposite. Failing to implement a drug-free workplace program is where the cost really lies. Employers who fail to implement a program eliminate the chance of getting a drug-free workplace credit from their workers’ compensation insurance carrier. In many cases that premium credit alone will more than cover the cost of the entire drug-free workplace program. But beyond that, employers who do not actively confront the threat of drug abuse in the workplace increase the risk of employee injuries, theft, workplace violence, absenteeism, employee turnover and a myriad of other problems that can erode the company’s bottom-line.

For employers who are discouraged from implementing a drug-free workplace program because they are apprehensive about its complexity, they have quite a number of options at their disposal. The most exhaustive source is the Department of Labor web site (www.dol.gov/elaws/drugfree.htm), which provides a step by step explanation of program development, implementation and subsequent management. It even provides a template for writing a site specific program policy, etc.

Lastly, for employers who are concerned about the risk of having employee drug-screening challenged in a court of law, they should rest in the knowledge that the courts consistently rule in favor of employee drug-screening that is based upon procedures that are clear, fair, consistent and communicated in a written policy statement.

Summary: Substance abuse occurs in the general population, the very population from which you hire your employees. If you don’t want substance abusing employees then you must protect your company. The best method of achieving this goal is to implement a drug-free workplace program. It is a “high priority” from two perspectives!

Accommodating Medically-Imposed Work Restrictions

Unfortunately, even with the best efforts to prevent workplace injuries, employees may still get hurt and then the medical provider may impose a work restriction that temporarily limits their activities. For many employers this appears to be a situation in which they have few to no options; however, there is still an opportunity to control the cost of this workers’ compensation claim, but it requires action on the part of the company. That action is known by many names – modified duty, light duty, early return to work programs, even restricted duty. Regardless of the name, the objective is the same and that is to accommodate the medically-imposed work restriction. Using modified duty is not easy. It will require time and effort. It sometimes involves shuffling the job duties of others or trying to create productive work for the injured employee out of thin air. It may even require that training be conducted for one or more employees to perform tasks that they have never performed before. However, the benefits of doing so are numerous. This newsletter describes them as well as addressing some of the common objections for not doing so.

Financial Advantage Benefit – A portion of the cost of workers’ compensation insurance claims includes the payment of temporary total or partial disability. This payment is better known as lost wages. Ironically, that descriptive phrase applies more to the employer losing wages as opposed to the employee losing wages because it is payment for “not working.” Initially this payment is made by the insurance provider, but in the long run the company will ultimate pay for it through increased insurance premiums, so it can really be said that the company is making the payment for an employee to not work. Read that phrase again – the company is making the payment for an employee to not work. That just does not make good financial sense. What is the other option? Accommodate the medically-imposed work restriction. There are two definite advantages for doing so. It will reduce or eliminate the lost wages portion of the claim, thus reducing the cost of that claim and in turn reducing the negative impact on your future workers’ compensation insurance premiums. In addition, if you utilize (accommodate) an employee who has a medically-imposed work restriction then it stands to reason that the organization is benefiting from his/her contribution to the productivity of the company.

Fraud Prevention Benefit – A common fraud involved with workers’ compensation claims is the use/abuse of medically-imposed work restrictions. The less than honest injured employee will “work the system” to ensure that work restrictions are written by the medical provider in order to stay at home/away from work. This affords the employee several opportunities to do anything, from painting the house, to going turkey hunting, to even picking up a second job and making extra money while not working the primary job. Accommodating a medically-imposed work restriction will get that employee back to work, unless he/she refuses to do so and then the insurance provider has the option to stop the wage replacement payments. Besides that, accommodating the work restriction will bring the employee back to work and back to formal supervision, which ensures that he/she will not violate the medically-imposed restrictions, at least for the time that he/she is at work.

Holistic Healing Benefit – For whatever reason, experience has shown that injured employees heal quicker when they are allowed to return to work. This can be attributed to the fact that their self esteem improves because they feel productive, or they benefit from the social aspects of time spent with co workers, or their personal routine remains relatively unchanged. Regardless, injured employees who are allowed to return to work as soon as possible heal quicker. The obvious conclusion then is to accommodate medically-imposed work restrictions to speed the recovery process.

Workforce Morale Benefit – As stated above, injured employees’ self esteem will improve because they feel productive and when their self esteem improves so does their morale. In addition, they receive the message that management is willing to make the extra effort to accommodate a medically-imposed work restriction because the employees are valued not only when they are at 100 percent, but also when they are not physically up to par. Then what about the balance of the workforce – how does accommodating medically-imposed work restrictions benefit their morale? Their morale is heightened by accommodating medically-imposed work restrictions because they are not asked to take up the slack for a co worker who is off work.

Some employers object to the use of modified duty, light duty, early return to work programs, or restricted duty. Two of the more common objections are based upon myths. A third reason is simply a lack of management motivation.

Objection #1 – Injured employees who are allowed to return to work and perform modified duty are more likely to get hurt, thus resulting in another workers’ compensation claim or even a lawsuit. Initially, this sounds like a valid excuse, but consider two facts. Medically restricted employees are performing specific jobs and tasks designed for their restrictions with proper training, equipment and supervision, just like any other employee. Why are they more likely to get hurt? And if they do sustain another injury or aggravate the current injury then workers’ compensation insurance is the remedy. By the way, if they are properly trained, equipped and supervised they are no more likely than any other employee to sustain an injury- so where is the logic behind this objection?

Objection #2 – Many employers believe that using modified duty will create morale problems with other employees. They believe that employees will see a peer performing “light duty” work and view him as getting off easy and not pulling his fair share of the load. This mindset is quickly and easily reversed when disgruntled co workers are assisted in visualizing the alternative, in which the injured employee is off work, makes roughly the same amount of income and does nothing to help get the work done.

Objection #3 – Accommodating medically-imposed work restrictions is just too much trouble. Granted, it does increase management’s workload, but the benefits of using modified duty outweigh this increased workload. Modified duty is a very simple process. No lengthy policy is needed; no forms are required. It simply takes knowledge of the tasks performed by employees (supervisors should know this in their sleep), a general idea of the physical requirements to perform those tasks and a commitment to cash in on the benefits that modified duty provides.

If you don’t want the hassle of accommodating medically-imposed work restrictions, then don’t let employees get injured! However, if they do get injured put on your thinking cap and devise a modified job that will allow them to return to work until their medical restriction is withdrawn. The company will benefit in numerous ways.

Identifying Workers’ Compensation Fraud

 

 

In conjunction with preventing workers’ compensation claimant fraud, an employer must also remain alert for the indications of claimant fraud. Sometimes even the best efforts to prevent the theft are thwarted, so vigilance is necessary. This newsletter describes some of the most common “red flags” of claimant fraud. There are many more.

Prior to discussing those indicators, it is important to understand the impact of claimant fraud. Primarily it is financial, and it is the company that ultimately sustains the loss. For example, when an employee is medically restricted from working he is just that – not working. The company is minus one producer. (By the way, this is true whether the claim is valid or fraudulent.) Next, your workers’ compensation insurance premium will eventually rise simply because your loss history contains a claim. And the often unrecognized financial impact on an organization is the diminished employee morale. Nobody likes to work with a thief, especially a successful thief. Another negative impact that claimant fraud has on an organization is that it subtly changes the employer’s opinion of workers’ compensation insurance and anyone who files a claim. This results in the employer being resentful towards the system (the very institution that exists to cover his losses) and towards all employees who file a claim. This is unfortunate because 99% of workers’ compensation claims are valid and what this disillusioned employer is doing is stereotyping honest people as being dishonest.

Red Flag #1 – Injury Reporting: If an employee reports an injury early on the first day back to work after a weekend or vacation, then the claim may be fraudulent. Most likely the injury occurred during his time off. Also, if there is a significant time lag between the when the employee says the injury occurred and when he actually reported the injury, then the claim may be fraudulent. The advantage to late reporting is that the company has limited opportunity to investigate the facts/evidence surrounding the accident; therefore, its validity really can’t be substantiated. Keep in mind that some injuries are slow to manifest pain, so the employee may be telling the truth.

Red Flag #2 – Statements from Coworkers: If other employees report to management that the claimant is not telling the truth, listen to them. Often times the fraudulent claimant will brag about his deed or confide with another employee prior to submitting the fraudulent claim. In addition, the coworkers may even see the fraudulent claimant in the community performing tasks that are inconsistent with his medically restrictive injury (loading groceries into the trunk of his car; cutting his grass with a push mower; performing repairs to his property; going hunting; etc.).

Red Flag #3 – Accident Description: If the “allegedly” injured employee has difficulty recalling the details surrounding his accident, or if those details change with each recounting of the event, then the claim may be fraudulent. It is more difficult to consistently lie than it is to tell the truth.

Red Flag #4 – Employment Status: If the claim is reported by an employee who has limited tenure with the company, or who may be facing layoff, then the claim may be fraudulent. The primary motivation for fraudulent claims is to receive medical work restriction, which then affords the individual the opportunity to unofficially work elsewhere and to increase his income. On the other hand, if an individual is facing imminent furlough then he may do the math and realize that a workers’ compensation claim may be financially more advantageous than unemployment benefits.

Red Flag #5 – Personal Financial Pressures: If the employee who files the claim is experiencing tough financial issues in his personal life, then the claim may be fraudulent. Unfortunately, several individuals experience financial crises and they “cross the line” and resort to desperate measures to survive. Workers’ compensation fraud is one measure. Add to this the fact that many employees do not truly understand the workers’ compensation system. They believe it is an entitlement; therefore, they do not view themselves as a thief if they submit a fraudulent claim. Lastly, many Americans do not have private health insurance, but they do have workers’ compensation insurance. The choice seems clear, even if it is stealing.

Red Flag #6 – Evasive Behavior: If the medically restricted employee avoids contact with the company or otherwise seems evasive, then the claim may be fraudulent. This evasiveness is usually characterized by the employee providing a P. O. Box for his address instead of a physical location. It’s difficult to visit someone at a post office box. And if the employee never answers his phone then you begin to wonder about his whereabouts and his “doings.”

Red Flag #7 – Personal Attitude: If the employee demonstrates a persistently negative or defiant attitude regarding the injury or the claim, then the claim may be fraudulent. Sometimes employees will “settle the score” with an employer by filing a fraudulent workers’ compensation claim. If there have been other integrity issues with this individual during his employment, there may be strong reason to suspect that a suspicious injury is also less than honest.

Red Flag #8 – Personal Ties: If the employee has close ties to others who have defrauded the system or others who may currently be off work for any reason, then the claim may be fraudulent. In the first situation an employee may be influenced by his friends who have been successful in submitting fraudulent claims. In the latter, an employee may be motivated to get off work, regardless of the method, so he can be available when relatives come to town for a visit, or when his spouse is off work. These are often known as “sympathetic claims.”

Red Flag #9 – Legal Expertise: If the claimant demonstrates an unusual knowledge regarding workers’ compensation or retains an attorney soon after filing the claim, then the claim may be fraudulent. Both of these situations are very strong indicators of fraud. Most employers have limited knowledge of the workers’ compensation system so why would an employee be well versed in its intricacies? Furthermore, the system is designed to minimize litigation so what is the true motivation for retaining an attorney so early in the process? Perhaps it could be to “bully or bluff” the employer and insurance company into an early settlement.

Red Flag #10 – Medical Treatment: If an employee fails to attend medically prescribed physical therapy sessions or follow-up evaluations, or even changes doctors just prior to the termination of his medical work restriction, then the claim may be fraudulent. These actions, or inactions, on behalf of the employee/patient represent intent to prolong the medical treatment process in order to prolong the time away from work (temporary disability = pay check without work).

As stated in the March 2008 newsletter, the employer is in the best position to prevent, identify and then control claimant fraud. This is best accomplished by establishing and enforcing company policies, educating employees, investigating accidents, documenting events and reporting this information to your insurance claims adjuster. Workers’ compensation claimant fraud is a significant obstacle to business profit and sometimes even survival.

Preventing Workers’ Compensation Fraud

 

 

There are several sources of fraud involving workers’ compensation insurance, which include the employer, the employee, the insurance provider, the insurance agent, medical providers and even attorneys. The focus of this newsletter is on the employee’s opportunity to commit fraud, otherwise known as claimant fraud. This type of fraud is addressed for three reasons; it occurs more often than the other types; it is one of the largest sources of irritation regarding workers’ compensation insurance; and it is the type of fraud that is best controlled by the employer.

Claimant fraud occurs more often for a simple reason – there are so many employees and each of them is unique. Some may be dishonest from the beginning. Others may be lead into dishonesty by peers, relatives or spouses. And others may be lead into dishonesty by economic pressures in their personal lives.

Whenever an individual perceives that he or she has been deceived, in this case an employer and the bill payer for workers’ compensation premiums, the accompanying feelings are strongly emotional because the event was personal. Overtime the result is a general suspicion regarding all occupational injuries and a general dislike of workers’ compensation insurance companies. This is unfortunate because only a minor number of employees ever commit workers’ compensation fraud, which means that most occupational injuries are valid. In addition, the negative opinion of workers’ compensation insurance companies may result in the employer denying access by the loss control consultants from that company. These are the very people who can help identify workplace hazards and recommend effective control measures to prevent occupational injuries. In effect, this stereotyping of employees and insurance providers complicates the problem.

Claimant fraud is best prevented by the employer. Others, such as the insurance provider, the medical provider and the state workers’ compensation agency, may become involved but the individual who has the greatest advantage for preventing claimant fraud is the employer. There are several methods of doing so; however, the six listed below are typically the most effective.

1. Don’t let them get hurt. Identifying and controlling workplace hazards is the first step. Next, employees need to be properly trained, equipped and supervised to safely accomplish their jobs. By the way, this is what is referred to as a safety program.
   
2. Investigate all injuries. This should be done for two reasons – to find out what happened to prevent its reoccurrence, and to determine if it really happened. When employees know that all injuries will be investigated, they are less likely to fake an injury.
   
3. Surround yourself with good people. In other words, don’t hire substandard employees who may be likely to commit claimant fraud. This can be accomplished by applying due diligence hiring practices (formal applications, verification of references, criminal background checks, substance abuse screens, and even medical/physical determination if the applicant has the ability to perform the critical functions of the job). Subsequently, the workforce should be managed through supervision (counseling and performance appraisals).
   
4. Educate the workforce. Inform them about the workers’ compensation process, which includes the costs to the company and the consequences of claimant fraud. Also brief them on the company policies and procedures regarding accident investigations, etc. This precludes confusion and misperceptions regarding the situation plus it subtly sends notice to substandard employees that fraud will not be tolerated.
   
5. Communicate with your employees. This should be occur prior to any injury and definitely after any injury. Employees become experts at their jobs. Over time they know better than anyone else what and where the hazards are with their specific tasks. Listen to their comments and recommendations. You will be surprised how this improves your loss history (less number of injuries) and it improves the morale of the workforce. They will feel valued by the employer simply because the employer listened to them. If one of them does sustain an injury continue to communicate with that individual even if he or she can not immediately return to work. They will heal faster and be less likely to develop feelings of inadequacy, paranoia or even mistrust if you stay in touch with them. Of course, the individual who should do this is their immediate supervisor because employees have a closer personal relationship with their supervisor than they do with their employer.
   
6. Bring them back to work. Primarily there are two expenses associated with a workers’ compensation claim. One is the cost of medical services. The other is payment to the employee for wages lost during that period of time when he could not work because of medical restriction. Most often the motivator for fraud is to remain off of work as long as possible and receive temporary benefits while supplementing that income by working on the side for someone else. To counter this the company should establish a policy (known as early return to work, modified duty, limited duty, restricted duty or even light duty) and ensure that all employees understand the policy (see point #4 above). This deters fraud because those who might be tempted to try this tactic will be required to return to work in accordance with the medical restriction, thus reducing the cost of the claim by reducing or eliminating the amount of lost wages paid or by causing that employee to refuse to return to work. This, by the way, is a refusal to work and in most companies that constitutes a valid reason for termination. If the employee is terminated because he refused work, then the lost wages expense of that claim will most likely also be terminated by the insurance company. In this process, the company has contained the cost of claimant fraud and purged the workforce of a substandard employee.
   

As previously stated, the employer is in the best position to prevent, identify and then control claimant fraud. This requires action, but so does the prevention of fire damage, theft, burglary and larceny. It’s a loss than can and should be controlled.

 

PPE – Let’s Get it On

One of the greatest hassles for all employees is the requirement to wear items of personal protective equipment.  Excuses include such things as “it’s uncomfortable” or “it doesn’t fit” or “it makes me look stupid” or “I have difficulty performing my job with it on” or you fill in the blank “……………………………………………………………” 

Sound familiar?  And as you well know from experience, if it is that much of a hassle for them then it is even more of a hassle for supervisors – their parent figure at work!  

Unfortunately, the use of PPE is necessary for some tasks even after all other methods of hazard control have been applied.  It then is a must, have to, absolute, job requirement, etc. and if the individual employee does not accept this as his/her responsibility then the supervisor must enforce its use.  There’s the hassle. 

Regardless of the type of PPE necessary, there is one FACT that is true in all situations.  The hazard is still present and the employee is still exposed to that hazard.  The only thing protecting that employee from injury is the proper use of the appropriate PPE.  This is when your leadership skills as a supervisor are put to the test.  You must ensure that the appropriate PPE is worn appropriately! 

Before discussing some possible solutions, it’s important to understand that the best method of control is always to remove the hazard entirely. Since this may not always be possible, here are some guidelines for applying safety controls in a preferred order of priority – from most effective to least effective:

► Remove the hazard at the source – get rid of the piece of equipment, the material or work procedure that presents the hazard.

► Substitute the equipment or process with a less hazardous one.

► Isolate the hazard – relocate it away from people.

► Add safeguards – such as safety barriers or screens.

► Adopt a safer procedure. Consider improved safety training and supervision.

► If there are still risks, provide suitable PPE, and make sure it is used.     

As a supervisor you are probably saying to yourself…”Yea right, I can’t do anything on this list.  This is management’s responsibility.”  But, you occupy that KEY position in the organization that funnels information (complaints, suggestions, etc.) from the front line worker up to management.  Your employees know more about their site specific workplace hazards than anyone else.  Your responsibility is to get this information to management so corrective action can be implemented.  Now read the list above one more time and look closely at the last two bullets.  These activities occur after YOU have provided management with information regarding the workplace hazards and YOU have direct responsibility for the implementation of these actions.   

So after all has been done to eliminate or control the hazard the requirement exists for employees to wear PPE.  Now the supervisory challenge becomes getting employees to wear their PPE.  Consider these three simple recommendations – educate, involve and enforce.     

Educate

Actually, this process includes both educating employees and training employees.  They need to be educated regarding workplace hazards and how personal protective equipment will protect them from injury.  They also need to be trained on the proper use and maintenance of assigned PPE.  For example, employees may not understand the concept of flash burn from welding, or the fact that some chemicals do not have any warning properties (smell, irritation, color, etc.) or how and why hearing loss occurs.  In addition, they may not know how to conduct a positive and negative pressure check on a respirator or how to properly insert ear plugs.  Informing your employees about the workplace hazards and how to properly utilize PPE is YOUR responsibility.  Incidentally, an educated, informed employee is a better employee. 

Involve

One of the basic human needs is to feel valued.  This is true at the workplace just as it is in one’s personal life.  One effective method of validating your employees’ value is to involve them in the decision making process.  This does not mean that you are surrendering your authority and responsibility as a supervisor; instead, it means that you are incorporating more “brain power” in the process.  Most often this leads to better decisions.  But it also has a secondary benefit.  Your employees will support the decision, even if it varies from their input, simply because they felt valued when you solicited their input.  What does this have to do with PPE?  Everything!  If you don’t get them involved in the selection process, then you will spend the rest of your life trying to get them to wear their PPE. 

Enforce

This is the tough one, but that is why you get paid more.  Policies and rules are developed and written for a reason.  If employees understand the reasoning (educate) and have had the opportunity to participate in the process (involve) then they will most likely follow the rules.  However, some may not and that is when YOU enforce the rules.  Consistent and fair enforcement will result in the eventual development of a PPE culture in the organization.  Employees will internalize the fact that “this is the way we do things around here.”

By the way, have you ever known anyone who sustained hearing loss, vision impairment, severe dermatitis or any other injury as the result of not properly wearing the appropriate PPE?  Did you know their supervisor?  Was it YOU?

PPE – let’s get it on!

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