Professional Documents
Culture Documents
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LEARNING OUTCOMES
1. Explain the supervisors role in safety. 2. Explain the basic facts about safety law and OSHA. 3. Answer the question, What causes accidents? 4. List and explain five ways to prevent accidents. 5. Minimize unsafe acts by employees. 6. List five workplace health hazards and how to deal with them. 7. Discuss the prerequisites for a security plan and how to set up a basic security program.
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possible safe and healthful working conditions and to preserve human resources.
and health standards for almost all workers in the United States.
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construction standards, other regulations and procedures, and issues a field operations manual.
Record Keeping
Employers with 11 or more employees must maintain records
Any abnormal condition or disorder caused by exposure to environmental factors associated with employment.
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FIGURE 161
Guardrails not less than 2 4 or the equivalent and not less than 36 or more than 42 high, with a midrail, when required, of a 1 4 lumber or equivalent, and toeboards, shall be installed at all open sides on all scaffolds more than 10 feet above the ground or floor. Toeboards shall be a minimum of 4 in height. Wire mesh shall be installed in accordance with paragraph [a] (17) of this section.
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FIGURE 162 What Accidents Must Be Reported Under the Occupational Safety and Health Act?
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of the regulations and standards that have been violated in the workplace.
Penalties
Are calculated based on the gravity of the violation
and usually take into consideration factors like the size of the business, the firms compliance history, and the employers good faith.
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Inspection Guidelines
Initial Contact
Refer inspector to the companys OSHA coordinator. Check inspectors credentials. Ask inspector why he or she is inspecting the workplace:
to know whether the person is a current employee, though not the persons name.
Notify your counsel.
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He or she may not go to the work floor if paperwork is complete and up to date.
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recognized hazards.
To be familiar with mandatory OSHA standards. To examine workplace conditions to make sure
Employer Rights
To seek advice and off-site consultation from OSHA. To request and receive proper identification of the OSHA
for an inspection.
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Employee Rights
The right to demand safety and health on the job
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Bargain with the union for the right to discharge or discipline an employee who disobeys an OSHA standard. Establish a formal employer-employee arbitration process for resolving OSHA-related disputes. Use positive reinforcement and training for gaining employee compliance.
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10 Ways To Get into Trouble with OSHA or retaliate against employees who raise safety issues. 1. Ignore
2. 3. 4. 5. 6. 7. 8. 9. Antagonize or lie to OSHA during an inspection. Keep inaccurate OSHA logs and have disorganized safety files. Do not correct hazards OSHA has cited you for and ignore commonly cited hazards. Fail to control the flow of information during and after an inspection. Do not conduct a safety audit, or identify a serious hazard and do nothing about it. Do not use appropriate engineering controls. Do not take a systemic approach toward safety. Do not enforce safety rules.
Chance occurrences
Unsafe conditions
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Unsafe Conditions
Improper illumination Hazardous procedures
Unsafe/Untidy storage
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FIGURE 169
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TABLE 161
Reduce Unsafe Conditions Identify and eliminate unsafe conditions. Use administrative means, such as job rotation. Use personal protective equipment. Reduce Unsafe Acts Emphasize top management commitment. Emphasize safety. Establish a safety policy. Reduce unsafe acts through selection. Provide safety training. Use posters and other propaganda. Use positive reinforcement. Use behavior-based safety programs. Encourage worker participation. Conduct safety and health inspections regularly.
Copyright 2011 Pearson Education, Inc. publishing as Prentice Hall 1627
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TABLE 162
OSHA Substance-Specific Health Standards Substance Limits Asbestos Vinyl chloride Inorganic arsenic Lead Cadmium Benzene Coke oven emissions Cotton dust 1,2-Dibromo-3-chloropropane Acrylonitrile Ethylene oxide Formaldehyde 4,4-Methylene-dianaline Methylene chloride Permissible Exposure
.1001 .1017 .1018 .1025 .1027 .1028 .1029 .1043 .1044 .1045 .1047 .1048 .1050 .1051
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to reduce overcrowding.
7. Emphasize the importance of frequent hand washing
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TABLE 163
Middle
Advanced
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employment, not only to abide by the employers policy but also to report any criminal convictions for drug-related activities in the workplace.
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Disciplining
Discharge
In-house counseling
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Employer Consequences
Diminished quantity and
of customers or clients
Personal Factors
Personality type Non-job factors
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Employee Stress-Reduction
Ensuring that job designs and workflows are correct Using individual employee assessment, attitude surveys to find sources of stress Rehabilitation through employee assistance programs and counseling
Rehabilitation
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Burnout
Burnout
The total depletion of physical and mental resources caused
intense?
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Employee Depression
Warning signs of depression (if they last for more than 2 weeks) include:
Persistent sad, anxious, or empty moods Sleeping too little Reduced appetite Loss of interest in activities once enjoyed Restlessness or irritability Difficulty concentrating
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Employees should take a 35 minute break from working at the computer every 2040 minutes, and use the time for other tasks. Design maximum flexibility and adaptability into the workstation. Dont stay in one position for long periods. Reduce glare with devices such as shades over windows and recessed or indirect lighting. Give workers a complete preplacement vision exam to ensure properly corrected vision for reduced visual strain. Allow for positioning wrists at the same level as the elbow. Put the screen at or just below eye level, at a distance of 18 to 30 inches from the eyes. Let the wrists rest lightly on a pad for support. Put the feet flat on the floor or on a footrest.
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2.
3.
4.
5. 6.
7. 8.
Higher health and fire insurance costs Increased absenteeism Reduced productivity Secondhand smoke Remedies Ban smoking in the workplace Do not hire smokers Fire smokers who wont quit
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Violence at Work
Steps to Reduce Workplace Violence:
Institute heightened security measures Improve employee screening Provide workplace violence training Provide organizational justice Pay enhanced attention to employee retention/dismissal Take care when dismissing violent employees Deal promptly with angry employees Understand the legal constraints on reducing workplace violence
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FIGURE 1610
Initiatives Safety and Security Personal protective equipment New/more stringent building entry procedures Restricted access to some areas Closed entrances/areas New/additional security personnel Extended work hours for security personnel New security devices (e.g., metal detectors) New/more stringent applicant screening Physical barriers to building entry Emergency Planning and Disaster Recovery Review emergency/disaster recovery plan(s) Revise emergency/disaster recovery plan(s) New/revised evacuation drills Form committee or task force to address emergency planning/disaster recovery Develop emergency/disaster recovery plan(s) Develop/revise procedures for data backup Develop/revise procedures for tracking employee whereabouts
46% 43 19 17 12 10 10 7 5 46 32 23 15 14 14 10
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Company philosophy and policy on crime Investigations of job applicants Security awareness training Crisis management
Analyzing the current level of risk Installing natural, mechanical, and organizational security systems
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Interior security
Evacuation procedures
Authorities involvement
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Evacuation Plans
Evacuation contingency plans should contain:
Methods for early detection of a problem. Methods for communicating the emergency externally. Communications plans for initiating an evacuation. Communications plans for those the employer wants
to evacuate that provide specific information about the emergency, and let them know what action they should take next.
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Company Security and Employee Privacy To investigate employees for potential security
breaches:
1. Distribute a policy that says the firm reserves the right
to inspect and search employees, their personal property, and all company property.
2. Train investigators to focus on the facts and avoid
making accusations.
3. Make sure investigators know that employees can
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KEY TERMS
Occupational Safety and Health Act of 1970 Occupational Safety and Health Administration (OSHA) occupational illness citation unsafe conditions behavior-based safety burnout
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All rights reserved. No part of this publication may be reproduced, stored in a retrieval system, or transmitted, in any form or by any means, electronic, mechanical, photocopying, recording, or otherwise, without the prior written permission of the publisher. Printed in the United States of America.
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