HSE People - Health and Safety Community

SETTING THE STAGE FOR ACTION

 

Introduction

Fred A. Manuele, author of On the Practice of Safety, considers occupational ergonomics to be "the art and science of designing the work to fit the worker to achieve optimum productivity and cost efficiency, and minimum risk of injury." To best fulfill the goal to achieve these benefits through ergonomics, a sound program should be developed. A program that includes a written plan, education, training, and effective procedures to identify, analyze, and evaluate work for ergonomic risk factors.
As with other workplace safety and health issues, managers and employees both play key roles in setting the stage: developing and carrying out an ergonomics program. It's important that management understand the benefits of an effective ergonomics program.
Ergonomics as part of a company safety and health program
Ergonomics programs should not be regarded as separate from those intended to address other workplace hazards. Aspects of hazard identification, case documentation, assessment of control options, and health care management techniques that are used to address ergonomic problems use the same approaches directed toward other workplace risks of injury or disease. Although many of the technical approaches described in this course are specific to ergonomic risk factors and MSDs, the core principles are the same as efforts to control other workplace hazards.
Reactive vs. Proactive approaches
Proactive ergonomics activities emphasize efforts at the design stage of work processes to recognize needs for avoiding risk factors that can lead to musculoskeletal problems. The goal is to design operations that ensure proper selection and use of tools, job methods, workstation layouts, and materials that impose no undue stress and strain on the worker.
Essential considerations
Ergonomics issues are identified and resolved in the planning process. In addition, general ergonomic knowledge, learned from an ongoing ergonomics program, can be used to build a more prevention-oriented approach. Management commitment and employee involvement in the planning activity are essential. For example, management can set policies to require ergonomic considerations for any equipment to be purchased and production employees can offer ideas on the basis of their past experiences for alleviating potential problems.
Planners of new work processes involved in the design of job tasks, equipment, and workplace layout, must become more aware of ergonomic factors and principles. Designers must have appropriate information and guidelines about risk factors for MSDs and ways to control them. Studying past designs of jobs in terms of risk factors can offer useful input into their design strategies.
Expressions of management commitment
Management commitment is a key and perhaps the most important controlling factor in determining whether any worksite hazard control effort will be successful. Management commitment is more than mere "support." Support is merely talk, but real commitment is expressed by actually backing up that talk with action that takes time and money.
Remember, support = talk and commitment = action!
Management commitment can be expressed in a variety of ways. Lessons learned from NIOSH case studies of ergonomic hazard control efforts in the meatpacking industry emphasize the following points regarding evidence of effective management commitment:
Policy statements are issued that:
• treat ergonomic efforts as furthering the company's strategic goals
• expect full cooperation of the total workforce in working together toward realizing ergonomic improvements
• assign lead roles to designated persons who are known to "make things happen"
• give ergonomic efforts priority with other cost reduction, productivity, and quality assurance activities
• have the support of the local union or other worker representatives
• allow full discussion of the policy and the plans for implementation
• set concrete goals that address specific operations and give priority to the jobs posing the greatest risk
Resources are committed to:
• train the workforce to be more aware of ergonomic risk factors for MSDs,
• Provide detailed instruction to those expected to assume lead roles or serve on special groups to handle various tasks,
• bring in outside experts for consultations about start-up activities and difficult issues at least until inhouse expertise can be developed, and
• implement ergonomic improvements as may be indicated.
• provide release time or other compensatory arrangements during the workday for employees expected to handle assigned tasks dealing with ergonomic concerns.
It's important to furnish information to all those involved in or affected by the ergonomic activities.
Misinformation or misperceptions about such efforts can be damaging: If management is seen as using the program to gain ideas for cutting costs or improving productivity without equal regard for employee benefits, the program may not be supported by employees. For example, management should be up-front regarding possible impacts of the program on job security and job changes. All injury data, production information, and cost considerations need to be made available to those expected to make feasible recommendations for solving problems.
Employee involvement
Promoting employee involvement in efforts to improve workplace ergonomic conditions has several benefits. They include:
• enhanced worker motivation and job satisfaction,
• added problem-solving capabilities,
• greater acceptance of change, and
• greater knowledge of the work and organization.
Worker involvement in safety and health issues means obtaining worker input on several issues.
• The first input is defining real or suspected job hazards.
• Another is suggesting ways to control suspected hazards.
• A third involves working with management in deciding how best to put controls into place.
Employee participation in an organization's efforts to reduce work-related injury or disease and ergonomic problems may take the form of direct or individual input. A common involvement process is participation
through a joint labor-management safety and health committee, which may be company-wide or departmentwide in nature. Membership on company-wide committees includes union leaders or elected worker representatives, department heads, and key figures from various areas of the organization.
Two factors are critical to the different forms of worker involvement. One is the need for training both in hazard recognition and control and in group problem solving. The second is that management must share information and knowledge of results with those involved. No single form or level of worker involvement fits all situations or meets all needs. Much depends on the nature of the problems to be addressed, the skills and abilities of those involved, and the company's prevailing practices for participative approaches in resolving workplace issues.
Who should participate?
Ergonomic problems typically require a response that cuts across a number of organizational units. Hazard identification through job task analyses and review of injury records or symptom surveys, as well as the development and implementation of control measures, can require input from
• safety and hygiene personnel,
• health care providers,
• human resource personnel,
• engineering personnel,
• maintenance personnel, and
• ergonomics specialists.
In addition, worker and management representatives are considered essential players in any ergonomics program effort. In small businesses, two or more of the functions noted on this list may be merged into one unit, or one person may handle several of the listed duties. Regardless of the size of the organization, persons identified with these responsibilities are crucial to an ergonomics program. Purchasing personnel in particular should be included, since the issues raised can dictate new or revised specifications on new equipment orders.
How best to fit these different players into the program could depend on the company's existing occupational safety and health program practices. Integrating ergonomics into the company's current occupational safety and health activities while giving it special emphasis may have the most appeal.
Conclusion
Taking a proactive approach to ergonomics is so important to the success of the program. Maximizing employee involvement is one of the keys to a successful proactive ergonomics program. When employees identify and help devise solutions, they gain a degree of ownership. We value what we own. Ownership increases the probability that "EC" (ergonomically correct ;-) behaviors are performed when employees are not being directly supervised.

Ehi Iden
Ceo
Occupational Health and Safety Managers Ltd
Ikeja-Lagos
Nigeria
234 (1) 480 509
234 (0) 803 339 1619
e: ehi@ohsm.com.ng
w: www.ohsm.com.ng
 blog: www.ohsmcomng.blogspot.com

Reference to my mentor and Friend:
Steve Geigle 

Taken from our blog - http://www.resourcing-solutions.com/blog/?p=223#more-223

Health & Safety at work

The new " Introduction to Health and Safety at Work" fourth edition by Hughes and Ferrett will be available from Amazon Books in August. 

Advance orders are now being accepted for mid August delivery. (Check for updated delivery information with Amazon Books) 

This book will be of particular interest and benefit to students studying for the Nebosh National General Certificate.

 

There are few families that have impacted the American people as much as the Kennedys. Through politics, activism, fashion, controversy and tragedy, one thing that everyone can agree upon is that this family name will be remembered. The latest tragic end has fallen upon Senator Edward M. Kennedy who died at the age of 77 on August 25th.

Kennedy spent over 3 decades of his life in the U.S. Senate and among his many contributions (over 2,500 bills), one of his passions was creating a safer workplace for American workers.

One of the most well-known rights Kennedy fought to give workers was the Family and Medical Leave Act (FMLA). This act gave all workers the ability to take unpaid leave to care for themselves or family members in case of a medical illness or for maternity leave without fear of termination. Over 60 million Americans have been able to take advantage of this act thanks in part to Ted Kennedy.

Kennedy also worked to provide Americans with the right to paid sick leave by introducing the Healthy Families Act, which would ensure 7 days of paid sick leave to be used for workers’ health maintenance as well as their family members. He also saw the need for the Working Families Flexibility Act in order to allow employees the ability to meet the needs of both family and work through a flexible job arrangement.

He even made a point throughout his career to address the financial discrimination that hits women where it hurts, their wallets. Women currently earn 78 cents to every $1 earned by a man. When the Lily Ledbetter Fair Pay Act of 2009 was signed by President Obama, Kennedy was a leader in its passing.

Another group Kennedy fought for are those in the mining industry, with his MINER Act legislation passed in 2006. Despite the new law being passed, Kennedy felt more needed to be done and he continued to call for safety investigations across the country concerning these workers.

He also worked tirelessly to pass the Protecting America’s Worker’s Act, which would expand the coverage of the Occupational Safety and Health Act. “Enacting of the Occupational Safety and Health Act in 1970 was a major step in guaranteeing the basic right of workers to be safe on the job.  Since the law was signed, however, we have not substantially amended it to improve worker protections,” said Kennedy.

Although this bill has not yet become law, even after his death it will live on through the efforts of his fellow senators. He will be missed.

The importance of having an up to date “Driving at Work Management System in place is getting crutial by the day as legislation dictates that we must protect our businesses from the few.

One of the biggest issues we face as human beings is our attitude to certain protocols in life, for instance how many times have we heard someone at work or within our business say;

“It’s not my job”        or       “It won’t happen to me”

It never ceases to amaze me at times that a large proportion of employees will pass the buck by assuming you are responsible when an incident happens. It is all too easy to lay the blame at somebody else’s doorstep and it could be yours if you are not careful, it’s called human conditioning. 

Health & Safety isn’t a sexy subject, and before you doze off, as it always happens when we talk about Health & Safety especially compounded with vehicles being a very emotive subject then I am onto a loser before I start!

We need to take a hard look at the management systems that we have in place, because, as the legislation gets tighter and resultant fines from breaches being like telephone numbers. Can we afford not to take action and be responsible 100% of the time whether that is from an employer, employee, sub contractor or volunteer perspective?

So how do you protect everyone in your business? The answer is easy; communicate with everyone in a manner that gets the message across, without alienating them or yourself into the bargain.

It is funny; when we use the word “communicate” we tend to clam up and are not sure where to start.

Get a pad and pen out and let me ask you; when someone whom you employ or engage to do work for you, drives on behalf of your organisation.  Do you see or think of areas that can eat into your profit? If so write them down and address it.

For instance a van livered up with your name pristine and proudly displayed and the driver is either doing something or a number of things all at the same time. Such as using a mobile phone, smoking, speeding, hand gestures or even parked irresponsibly. You may even class these as minor issues. But they can dent your reputation without you knowing about it until it is too late. Would you purchase food from a baker when the driver delivering the goods has been seen smoking in the cab?  or would you recommend a plumber, joiner or an electrician if they cut you up and started giving gestures out the window?, I know I wouldn’t and perhaps now I have maybe started you thinking.

No matter what business you are in and are using vehicles, you run the risk of lost sales revenue by the actions of a few. Now we all need sales to keep the business going it is our life blood.

Take speeding & mobile phone issues and a minimum 3 points on the drivers licence as a result, what will this do to your insurance renewal? The driver has a risk of losing their licence with totting up of points? What is your policy for reporting this?

With businesses going through difficult times, can you really afford to eat into what profit you may have?

Now let’s look at the worst case scenario and the driver has caused or is involved in an incident. If a fatality has occurred the police will treat it the same way as a murder and you better hope that you have a fully auditable management system in place to protect you which will stand up to close scrutiny.  

Examples above will have a cost; however fines for serious breaches could put you out of business unless you have money stashed under the mattress so to speak and you don’t need to own the vehicle.

What will the cost be if you have to replace an employee who was injured, died or even sent to prison because of the incident. Now I hear you say the dreaded words “That won’t happen to us” It could, how do you know as it only takes a lapse of concentration. Oh, and what about all the adverse publicity, fine and the time it drags out as it could be a few years before it is heard in court if you are deemed negligent.

Putting your house in order isn’t rocket science and you have three choices.

1.      Engage a company to help you install a proper management system.

This will allow you to get your house in order correctly using the expertise available.

 

2.      Do it yourself or have someone in your organisation do it.

Understanding what is required may eat into more resources than you realise and the person needs to be competent and have an understanding of what is required.

 

3.      Continue as you are.

This isn’t an option, if you have something in place get it reviewed, otherwise you may well be in a false position. If you are not sure what you have in place get it checked out now as it could be the best decision you have made.

These options have cost implications; the most expensive will only come to light when you have an incident. The big question is can you afford to take the chance? Safety isn’t a cost option, it is a necessary option as the:

“Unexpected will always happen when you least expect it too!”

 

 

When it comes to posting your CV on an internet job board there are some basic rules you need to follow to make sure your details can be found by the right people and to maximise your chances of finding your next job.

Each job board is slightly different, but the basics are the same for each.

1. They will always ask you for your contact details – many sites have an option to hide these details and a lot of people take advantage of that, which is understandable. What you need to remember is that your contact details need to be SOMEWHERE, or recruiters and potential employers won’t be able to contact you. I had a CV in yesterday from a job site – a good candidate with skills highly relevant to a particular job I’m working on, but he didn’t bother to put any contact details on either his CV or on the site so I can’t let him know about the opportunity. A complete waste of time. So, remember either put your contact details on the job board, or on your CV.

2. Salary and location options – it can be tempting to select all locations and all salary brackets when you post your CV, but actually when you do that you’re making it more difficult for people to assess your suitability for a particular role. If you say you are looking for £30 – 40,000 a year, for example, that’s clear and people can work on that basis. If you select “£10 – 20k, 20 – 30k, 30-40k, 50 – 60k, 60k +” then it gives no accurate information at all, so won’t help recruiters assess your suitability at all! Likewise with location – if you really are totally mobile and can go anywhere in the UK (or the world) at a moment’s notice, then fine, select all those locations. 99.5% of people AREN’T totally mobile though, and would rather cut their hands off than relocate to Outer Mongolia or Timbuktu! If you aren’t really going to do it, then don’t say you will!

3. Always make your nationality clear, either on the job board selection options or on your CV. People need to know for legal reasons, not to be racist! It isn’t us being nosy, it’s the Home Office!

4. Keywords – many job boards allow recruiters and potential employers to search candidate’s CVs using keywords. If your CV or profile doesn’t have the relevant keywords in it people won’t be able to find you. Once a recruiter has your CV they may well be able to “read between the lines” to ascertain your relevant skills and experience, but if the right keywords aren’t in there to enable them to find your CV in the first place, they’re never going to get that far!

5. Job title – look on a job title as a keyword. Many job boards give you the option to put in your current job title, which recruiters and potential employers can then search on. If you put “unemployed”, what do you really think the chances are of anyone finding your CV or looking at your profile?

6. Spelling – my old bug bear, but just as relevant as ever, particularly when it comes to keyword searching. If, for example, you write IOSH as OHS institution, no-one will find you. If you spell NEBOSH as NESHOB (which I saw recently, so it isn’t a joke!) no-one will find you. Also, a properly formatted and spellchecked CV demonstrates your attention to detail and your professionalism.

These past few days have been horrific across the U.S. The stunning tragedy at Fort Hood claiming the lives of 13 people along with many injured, and then today’s workplace shooting in Orlando. All that seems to come to mind is, what is wrong with people today and why is it that signs of danger get ignored until it is too late?

In Fort Hood, Texas on Nov. 5 at 1:30 p.m. suspected shooter Maj. Nidal Malik Hasan, an Army psychiatrist, gunned down the very soldiers who he was there to help. 13 have died and 30 are seriously wounded. So what made this man crack to the point of violence and were there any signs that could have been an indication of what was to come?

It was reported by several individuals that Hasan was frequently expressing anger about his upcoming deployment. He was also involved in many office arguments about his disapproval of the war in Iraq and Afghanistan. His final and most explosive outburst took the lives of his fellow soldiers and he now lies in a hospital bed breathing on a ventilator. Now don’t get me wrong, not foreseeing the future is nobody’s fault in this tragic situation. But being aware and alert to possible dangers is important to everyone. Unfortunately, it seems that our soldiers can’t even feel safe on their own base. It’s hard enough to have to become mentally prepared for the dangers of war without having to worry about your safety at home.

As if that wasn’t enough horror for one week, another shooting occured in Orlando, Florida at the office of Reynolds, Smith and Hills. This shooting left Otis Beckford, 26, dead and five others injured. This incident reportedly occured due to the anger of disgruntled former employee, Jason Rodriguez. Rodriguez is currently in police custody facing a charge of first-degree murder.

With two fatal episodes of workplace violence taking place within two days, one has to wonder – could anything have been done to prevent such tragedies? From 1992 to 2006, the Bureau of Labor Statistics’ Census of Fatal Occupational Injuries (CFOI) found that 11,613 workplace homicides took place. Many have even indicated that this type of violence is expected to grow due to the stress of the economy and job market. Employers need to take the extra time to ensure their employees’ safety by taking extra security precautions as well as training efforts.

Here are some helpful tips on creating a safer work environment to avoid workplace violence:

- Do thorough background checks on employees.

Many employers currently do this, but some have become more lax due to financial reasons. If you find out that a potential employee has a violent past, it may be in everyone’s best interest if you pass.

- Provide proper training.

All employees should be administered not only training for the physical hazards of their jobs, but the emotional ones as well. There is a reason companies have a Human Resources department. Take advantage of all of the recommended HR training, such as Violence in the Workplace at www.safetyskills.com.

- Create an open-door policy and protocols for safety concerns.

Make sure that employees feel safe when coming to a supervisor about a possible safety issue. All discussions should be respected and stay confidential. Create a protocol for reporting a concern for violence and follow-up on the matter with discretion.

- Have a no tolerance policy.

Never condone or forgive a violent matter of any kind in your workplace. It doesn’t matter how minor the incident or if it was a joke gone awry. This needs to be embedded into the minds of your staff that your number one concern is their safety.

- Get security.

Get some type of security in your workplace. This can mean an actual security guard, a monitoring system or a personal keycode system that can be removed upon the termination of an employee. The harder it is for a disgruntled employee to get into the building, the less likely they will try.

It is common knowledge that more accidents occur during the holiday season than any other time of the year. The best way to prevent an injury is to learn what the most common reasons are that bring a person into the ER.

Car Accidents

Car accidents this time of year are extremely dangerous due to weather conditions and a higher-percentage of intoxicated drivers on the road than usual. Avoid driving in hazardous weather conditions when possible and winterize your vehicle before traveling. Above all else, never drink and drive.

 

Holiday Decorating

When it comes to holiday decorating a variety of accidents can happen. Over 5,000 each year involve falling off of a ladder hanging Christmas lights and decorations. The month of December is responsible for 25 percent of all home decorating fires. Fires caused by Christmas trees and decorative lights claim an average of 500 homes annually. 

 

Winter Sports

Many people do not realize how dangerous winter sports can be and end up with extreme consequences. Skiing and snowboarding accidents cause hundreds of physical injuries, as well as frostbite, hypothermia and severe sun burns. 35,000 sledding injuries occur each year. In 2004, 11,000 children sought medical attention from ice skating injuries.

 

Kitchen Fires

Fire departments across the country plead with the public to be careful in the kitchen during the holidays to avoid kitchen fires. Three out of ten home fires began in the kitchen. To reduce the risk of a kitchen fire, do not leave cooking food unattended and keeping flammable materials away from heat sources.

 

Cuts

From cooking to wrapping presents, if it’s sharp it can cut the skin. Hundreds of people cut themselves every year working hard to create the perfect holiday mood. Be careful with sharp objects and keep out of the reach of children. Make sure that first aid kits are available when needed.

 

Poisonous Christmas Plants

The many holiday plants are poisonous and can cause severe reactions if ingested. Keeping poinsettias, mistletoe, holly, Jerusalem cherry and amaryllis out of the reach of small children and pets is the best way to ensure that there will be no need to call poison control.

 

Electrical Shock

Electrical decoration mishaps bring an average of 5,000 people to the emergency room each year. Only use extension cords that are in good condition (not frayed) and never run them underneath any kind of fabric, including rugs. Be careful to overload electrical sockets and unplug devices when they are no longer in use.

 

Shoveling Snow and Snow Blowers

Removing snow and ice from walkways and driveways provides protection from potential lawsuits, but each year 100,000 injuries are result of this chore. When shoveling snow, lift with knees bent and a straight back to prevent back injury. Permission from a physician is necessary for those with heart conditions and should stop immediately if chest pains occur. When using a snow blower, the fourth leading cause of finger amputation, always wear protective eyewear and keep hands away from the auger. Make sure that all safety devices are in working condition and read safety instructions before operating.

To learn more about SafetySkills™, visit http://www.safetyskills.com.

Most of us learn safety from home. As our parents, friends and relatives direct us “this not be done, this should be done”. They only dictate but the thing is the one should understand the reasons and make understand the other. This is the area one which we should give stress to make a healthy community. We should be a role model for the followers. We should be able to explain and convince the other, why? And why not?. There will be many questions on the mind. For example, we say to our children don’t play with electricity. Child says “my father told me not to play with electricity”, so I am not playing.  This should not be the case. Father have the responsibility to make understand the child what happens if electrocuted, what are the safety systems are inbuilt, what social and environmental impact, how to save electricity and convince the child. So child never forgets these things and it act as a basic lifeline in the future.

What happens here, the busy father leave behind this responsibility because he has to fulfill a lot of other responsibilities and he is not able to find time to spare with children and family.  We should share our concern with the children also to the maximum possible extend. We should be able to convert our experiences into small stories and ask our children to evaluate it. Let them learn from it. There by we can keep on developing our children and a new generation. We should provide learn and develop environments instead of spoon feeding the data. Let us try to develop skills, observe safety attitude in our young generation which can act as a backbone for many achievements. A safety cautious personality can make win & win situation.