by jeffp | Jan 21, 2015 | Workplace Safety
The Occupational Safety and Health Administration (OSHA) recently expanded requirements for reporting fatalities and serious injuries in the workplace. The revised rule—that went into effect on January 1—also includes updates to the list of industries partially exempt from workplace illness and injury record-keeping requirements.
When OSHA announced the new rule in 2014, Thomas E. Perez, the U.S. Secretary of Labor, stated, “Workplace injuries and fatalities are absolutely preventable, and these new requirements will help OSHA focus its resources and hold employers accountable for preventing them.”
Reporting of Fatalities and Serious Injuries
Revisions to previous rules now require employers to notify OSHA of any work-related fatality within eight hours. They have 24 hours to report work-related in-patient hospitalizations, amputations or accidents involving the loss of an eye. Previously, reporting requirements were limited to fatalities and hospitalizations of three or more employees. The report of single hospitalizations, amputations or eye-loss injuries was not required.
To ease employers’ administrative burden, OSHA has established three methods for reporting incidents. If one of your employees is killed, hospitalized or suffers an accident causing amputation or eye loss, you can report the event by telephone during normal business hours to your local OSHA office (find the location and number at www.osha.gov/html/RAmap.html). You can also call the 24-hour OSHA hotline (at 1-800-321-OSHA) or submit your report online at www.osha.gov/report_online.
Work-Related Illness and Injury Record-keeping
Depending on the size of your company, or your industry, you may be exempt from OSHA’s recordkeeping requirements for work-related illnesses and injuries. Employers with 10 or fewer employees are always exempt from records maintenance rules. Employers on the new list of partially exempt industries are also not required to maintain workplace illness and injury records.
While the Standard Industrial Classification system was the basis for the old list of exemptions, OSHA created the new list using the North American Industry Classification System and updated injury and illness data from the Bureau of Labor Statistics. Partially exempt industries include gasoline stations, florists, most retail stores, most publishers and broadcasters, banks, insurance carriers, real estate, legal services, business support services, schools, restaurants and other low-risk industries as determined by OHSA. You can find a complete list at www.osha.gov/recordkeeping/ppt1/RK1exempttable.html.
All employers, including those partially exempt due to company size or industry classification, must still report any workplace incident that results in a fatality, in-patient hospitalization, amputation, or loss of an eye—even if they’re not required to maintain records of illnesses and injuries.
If you’d like more information on the new OSHA reporting and record-keeping rule, you can find additional details at www.osha.gov/recordkeeping2014. For further insight into how these changes may impact your business, or assistance with updating your workplace safety program, give me a call.
by jeffp | Dec 19, 2014 | Workplace Safety
Every journey begins with a single step, and the National Safety Council is encouraging U.S. businesses to take that step today. They designed the Journey to Safety Excellence campaign, the largest advocacy effort of its kind, to act as a roadmap to help employers of every size and in every industry keep their workers free from harm. Unfortunately, our nation needs it; according to the council, nearly 11 workers die on the job every day and accidents injure 5 million annually. Another 400,000 contract illnesses in the workplace each year—and 50,000 die as a result.
We can all agree that these are unacceptable numbers in a country that considers workers one of its most important assets. Not only do preventable accidents and illnesses in the workplace often provoke the wrath of the Occupational Safety and Health Administration (OSHA), but safe businesses generally enjoy greater financial success, better workers and lower employee turnover in exchange for their diligence. Working towards “safety excellence” can boost employee morale, increase productivity and lower operating costs.
“The National Safety Council has been an important partner throughout OSHA’s history,” said Dr. David Michaels, Assistant Secretary of Labor for Occupational Safety and Health on the campaign’s website. “Their newest initiative, the Journey to Safety Excellence, is essential in helping a company or organization become successful in their quest for and commitment to workplace safety.”
Employers can access Journey to Safety Excellence documents and tools online at the National Safety Council website. There you will find a number of valuable resources including:
Journey Tools – Designed to help you benchmark your safety performance against that of your competitors, these tools will help you measure baselines and identify areas for improvement. You’ll also find tools to help you set realistic goals and monitor your company’s progress towards safety excellence.
Journey Guides – Review webinars, best practices, training resources and more as you explore workplace safety and health topics. From safety basics to risk reduction, you’ll learn everything you need to know to start your own journey to safety excellence.
Safety Talk – A discussion board dedicated to workplace safety, you’ll find dozens of helpful topic threads and can even start your own. Build a profile and connect with safety advisors and other business owners to share best practices and safety solutions.
Journey News – Get the latest information on workplace safety, from trends and events to new tools and resources.
To learn more about the Journey to Safety Excellence, download the free introductory guide today. And don’t hesitate to contact your risk management or workplace safety advisor for assistance creating or optimizing your company’s safety program.
by jeffp | Nov 26, 2014 | Workplace Safety
With every news program, newspaper and news website full of stories about Ebola, it’s easy to forget that flu season is nearly upon us. Unfortunately, this illness, which is contracted when influenza viruses infect the nose, throat and lungs, can cause severe symptoms and even life-threatening complications in many people. The Centers for Disease Control and Prevention (CDC) estimate 5 percent to 20 percent of the U.S. population catches the flu each year.
Annually, the flu leads to more than 200,000 hospitalizations, 111 million lost workdays, and $7 billion in revenue losses due to sick days and lost productivity. Keep your workforce safe—and your company’s productivity up—throughout flu season with these tips to help prevent cold and flu.
Educate Your Employees
It may seem like common sense, but not all workers recognize flu symptoms or understand how the virus spreads. You may want to send a company-wide email reminding them to monitor their health if they begin to exhibit any of the following:
- Fever and/or chills
- Cough
- Sore throat
- Sinus congestion or runny nose
- Body aches
- Headache
- Extreme fatigue
- Vomiting or diarrhea
Experts advise that not everyone with the flu will have a fever, so this symptom is not the best indication that one has the illness. Additionally, someone with the flu may be able to pass the illness on beginning one day before their symptoms develop to seven days after they become sick. The virus generally spreads through the airborne droplets released when someone with the flu coughs or sneezes. These droplets may land on the mucous membranes (eyes, nose and mouth) of nearby people, thereby transferring the virus.
Encourage Flu Vaccinations
According to the CDC, the very best way to prevent catching the flu is to get a flu vaccine every flu season. Encourage your staff to do so—perhaps by allowing them to visit a nearby vaccination clinic (often held at drug and grocery store pharmacies) on the clock, or by arranging for a medical professional to visit your office and administer vaccines.
The CDC recommends seasonal flu vaccines for everyone six months of age and older. Vaccination is particularly important for individuals who are at high risk for influenza-related complications. This includes adults 65 years of age and older, pregnant women, individuals with asthma or heart disease, and the morbidly obese.
Keep Your Office Clean
Droplets containing the flu virus can also land on nearby surfaces. Should someone touch those surfaces and transfer the droplets to their eyes, nose and mouth by way of their hands, they can contract the virus. Encourage your staff to wash their hands frequently as well as keep their workspace clean. Daily disinfecting of phones, computer keyboards, desk surfaces, break room and bathroom sink faucet handles, microwave door handles and refrigerator door handles is advised.
Create a Contingency Plan
Most people who contract seasonal flu will recover in a few days to less than two weeks. However, because the illness passes quite easily from person to person, the CDC recommends that individuals who have the flu stay home from work during the period in which they are contagious. This means you may find yourself without key employees at some point during the winter flu season (running from October to May, peaking between December and February). A contingency plan—including cross training multiple workers in vital functions—can help you maintain normal business operations.
by jeffp | Nov 13, 2014 | Workplace Safety
Do you remember your elementary school years? How about the suspense you felt every time your school had a fire drill—as you lined up single file and marched slowly from the building to your group’s designated meeting spot. During good weather, a fire drill could be fun. During bad weather, they were a little less pleasant. But they served a purpose either way: to teach you to respond quickly, calmly and safely in the event of a building fire. Fire drills can serve the same purpose for your workforce today.
Although the Occupational Safety and Health Administration (OSHA) does not require employers to conduct fire drills in the workplace, it strongly recommends them. As they state in one document, “It is a good idea to hold practice drills as often as necessary to keep employees prepared.” Your business insurance carrier may have stronger feelings about drills. Some require clients to hold period drills to ensure the safe evacuations of employees. Drills may also be necessary to satisfy local fire codes.
Why Should I Conduct Fire Drills?
When you give your employees the opportunity to practice emergency procedures in a simulated—but safe—environment, you reduce their risk of harm in an actual life-threatening situation. Written evacuation procedures included in your workplace safety plan are not enough. Unless you physically run through them, you cannot evaluate their effectiveness and make changes to improve them. Also, there’s the previously mentioned issue of insurance and local fire codes. If you’re on the fence about conducting workplace fire drills, take a moment to call your insurance agent and the fire marshal to confirm the legal necessity.
How Often Should We Drill?
Your insurance policy or local fire codes may dictate the frequency of your fire drills. However, if they do not, consider the number of fire hazards in your workplace. If your office houses flammable materials or is located within a building that is difficult to exit (such as a high rise), you may want to conduct quarterly drills. If there are few fire hazards at your location, twice-yearly drills may be adequate.
Is a Surprise or Planned Drill Better?
While scheduled/planned fire drills minimize workflow disruption, surprise/unannounced drills are better for evaluating the emergency readiness of your workforce. If you’re just instituting evacuation procedures, or have recently made some changes, a planned drill will give you the chance to take your staff through the evacuation step by step. However, if you’re practicing established procedures, a surprise drill will give you the best indication of how your people will react in a real fire emergency.
Take the time to evaluate the results of every fire drill immediately after the event. Make note of issues such as employees who did not hear/respond to the alarm, equipment that wasn’t properly shut down, assigned evacuation routes that were not followed, unexpected corridor or stairwell obstructions, and employees requiring assistance. Look for ways to adjust your workplace procedures to account for or eliminate these issues.
If you’d like assistance incorporating regular workplace fire drills into your workplace safety plan, or determining if your insurance carrier or local fire codes require them, contact your workplace safety advisor.
by jeffp | Oct 24, 2014 | Workplace Safety
Workplace accidents are not unusual. They occur every day, and some are serious enough to take the lives of the workers involved. While the Occupational Safety and Health Act of 1970 and other laws require employers to take every step possible to prevent their staff from workplace injuries and illnesses, it’s equally important that you have procedures in place for investigating any accidents that occur.
Although the Occupational Safety and Health Administration (OSHA) has not set specific standards for workplace accident investigation, experts recommend employers take the following steps regardless of the severity of the incident and even in the case of near-miss incidents which did not cause injury or illness.
1. Determine what happened. You’ll need to examine the accident scene (including any equipment used), speak to the injured employee (if possible) and collect the accounts of other workers who witnessed the incident. Facts you’ll need to gather include the names of the injured parties, descriptions of the injuries or damage that occurred, and a timeline of the incident.
Questions to Ask:
- Where did the incident occur?
- What was the employee doing at the time of the accident?
- Was the employee performing a new job or process?
- Were there any other workers in the area?
- What were the witnesses doing at the time of the incident?
- What is the physical condition of the area?
- What injuries did affected parties sustain?
- What damage did the accident cause?
2. Determine why it happened. Workplace accidents rarely happen without a reason. While common causes include shortcuts, overconfidence, neglecting safety procedures and lack of preparation, every situation is different. Taking a look at the details should help you determine the catalyst in your workplace incident.
Questions to Ask:
- Was the area wet or muddy, too hot or too cold?
- Was there debris within or near the accident site?
- Was the employee qualified to perform the task?
- Had the employee received all necessary training to perform the operation?
- Was the employee using proper tools and equipment?
- Were these tools and equipment in good condition?
- Did the employee follow all company safety procedures?
- Was the employee receiving proper supervision?
3. Determine how to prevent future accidents. While no business owner wants to deal with a workplace accident, there is a silver lining to every incident: the opportunity to learn how to prevent a reoccurrence.
Questions to Ask:
- What immediate action could have prevented or minimized the incident?
- What long-term action can you take to prevent or minimize such incidents?
- Do you need to adjust your workplace safety procedures?
- Do you need to review workplace safety procedures with your staff?
If you have ten or more employees and OSHA does not classify your establishment as a partially exempt industry, you must record workplace injuries and illnesses using the appropriate OSHA forms. You can learn more about record-keeping and reporting requirements on the OSHA website. If you would like further information on accident investigation and workplace safety, please contact your insurance professional or workplace safety advisor.
by jeffp | Oct 10, 2014 | Uncategorized, Workplace Safety
Temporary workers are common in today’s businesses. In fact, according to the Bureau of Labor Statistics, temporary help employment was up 8 percent year over year in August. Whether you’re running a call center, a retail establishment, a medical center, a manufacturing plant or a construction site, it’s quite possible you’ve supplemented your staff in the past with temporary workers hired through a staffing agency or firm. However, have you been following the Occupational Safety and Health Administration (OSHA) rules for recording temporary worker injuries and illnesses?
In a temp worker and staffing agency situation, many employers are confused about how to determine who is responsible for satisfying particular OSHA requirements. While both—the staffing agency and the host employer—are responsible for complying with laws related to workplace safety, any injuries and illnesses only need to be recorded on one party’s log. Supervision is generally the determining factor.
The employer who supervises the temporary workers on a day-to-day basis is responsible for recording any work-related illnesses or injuries they incur. According to 29 CFR 1904.31(a), day-to-day supervision means the employer “supervises the details, means, methods and processes by which the work is to be accomplished” in addition to “specifying the output, product or result to be accomplished by the person’s work.” This is the case at most businesses that employ temporary workers—so most host employers are the party responsible for maintaining illness and injury records.
In some cases, a staffing agency may have a representative present at the host employer’s workplace. However, the presence of this agent does not usually transfer the record-keeping responsibilities away from the host employer. As long as the host employer continues to provide day-to-day supervision of the temporary worker, he is responsible for recording any work-related injuries and illnesses.
It’s important that the staffing agency and host employer coordinate their methods for the reporting of work-related illnesses and injuries and communicate those instructions to the temporary workers. Should a temporary worker be involved in a workplace accident, the host employer should inform the staffing agency. If the staffing agency learns of an illness or injury, they should confirm that the host employer is aware of it. Any contract you form with a staffing agency should contain language clearly establishing these notification procedures.
To learn more about your responsibilities when employing temporary workers through a staffing agency, visit the OSHA website. For additional assistance understanding reporting rules or workplace safety regulations, contact your workplace safety advisor.
