by jeffp | Nov 15, 2016 | Workplace Safety
U.S. laborers put thousands of chemicals to work each day, many potentially harmful, but only a handful that are regulated in the workplace.
If your enterprise leverages chemicals, it is important to think beyond OSHA minimum standards. Transitioning to safer, less toxic chemicals is critically important… presently workers suffer in excess of 190,000 illnesses and 50,000 deaths each year due to chemical exposures. What kinds of illnesses? Well cancer to start. But there are a myriad of other illnesses that affect the entire body: from lungs & kidneys to the central nervous & reproductive systems.
The reality is that switching to safer chemicals can be a tough process and finding safer alternatives can be a daunting task. It can sometimes be difficult to think about starting the process let alone actually pursuing it in detail. However, the potential benefits far exceed what time you might invest in the process. In addition to feeling better about protecting your workers you can:
- Create cost savings by reducing expenses and risk exposure.
- Create greater efficiency through better performance.
- Increase your competitiveness through innovative application of less toxic chemicals.
- Improve your brand positioning by promoting socially responsible practices.
To help OSHA has created a systematic toolkit to help employers and workers with selecting and implementing substitute chemicals in the workplace. Designed for all business types from manufacturing & construction to service-oriented companies such as janitorial companies and auto body repair shops, the toolkit will empower you to create a safer workplace that will benefit both your bottom line and your employee’s state of mind. (We all want to feel like our employer cares about us.)
And as always, remember that your business insurance professional also understands how to mitigate risk and help you with maximizing workplace safety initiatives… so be sure to reach out if you have questions or need a bit of deeper advice on how to strengthen your company while protecting your workforce.
Working together with your insurance professional and armed with information offered by OSHA you can keep your workforce safe, reduce the costs and risks associated with chemical related injury and create a more competitive enterprise in the process…
To get started, you can access the toolkit here: https://www.osha.gov/dsg/safer_chemicals/index.html
by jeffp | Nov 14, 2016 | Workplace Safety
If you’re concerned at all about workplace safety then you must spend time thinking about your training records?
Why is it important? To start, they help you demonstrate that you’ve taken the necessary steps to ensure you are compliant with all the safety, health, and environmental regulations that you fall under.
But that really only scratches the surface on the value of thorough training records…
To begin with, first ask if your training system is complete. After all, it’s a proven fact that training is absolutely the most important part of a safety program.
Companies often mistakenly cut funding for training or fail to pay attention to it as a necessary part of doing business. If workers aren’t being regularly trained, if your training materials are dusty because they’ve been sitting on a shelf, or if your training materials aren’t fresh (hint: you are keeping a VHS player around for those training tapes you purchased 20 years ago…) then you probably aren’t maintaining adequate documentation of your training process.
More than a necessary nuisance, keeping detailed training can be extremely beneficial if leveraged properly.
For example, your training records can help you gauge your overall safety program penetration. Key elements include:
- The % of new employees completing orientation each quarter.
- The % of training programs completed compared to what is required.
Next, it’s important to know if workers understand the training they are receiving. Naturally, this happens via post-training tests & evaluations. By documenting each employees progress over time you’ll have a more complete picture of the effectiveness of your programs.
TIP: Be sure to ask for candid feedback on your training and whether it is viewed with negative or positive sentiment.
By combining test scores with perception of training quality you can begin to narrow which training types are most effective in delivering the greatest results. (Live training, computer based training, training DVDs & manuals, etc.)
This helps create absolute clarity on how to best impact training and safety outcomes… something that can only be accomplished with adequate documentation of your training efforts.
Of course, the real measure of training’s success is if your workplace is actually safer. Look at the total number of workers receiving training of a specific type and the total training hours given then compare against your incident rates.
By cross-correlating the data you can see if the right people are getting the right amount of training or you can investigate to see what changes you might need to make in your training programs to improve outcomes.
Finally, by maintaining complete training records you’ll be able to easily understand if what you’re investing in training is cost-effective. By understanding the specific costs involved in each part of your training program you can see which dollars invested yield the greatest result and where you might need to consider shifting spending if you discover ineffectual training.
Whatever training recordkeeping system you leverage, be sure you keep track of the following at a minimum:
- Name and signature of trainer
- Subject of training
- Date of training
- Name of employee
- Proof of understanding (results of test or demonstration of ability) as well as the date the employee was evaluated
- Past training on same topic of safety
- Summary of the key objectives and training points of the training content
- Next scheduled training date
- If training was “retraining” caused by an accident or safety performance deterioration.
If you need additional insights on your Workplace Safety training programs, talk with your insurance professional as they are Risk Management specialists and can direct you to a myriad of resources designed to help you reduce your risk for workplace related losses.
by jeffp | Oct 5, 2016 | Workplace Safety
Injuries can occur at any workplace—from minor sprains and strains to life-altering amputations—and happen more frequently than you may imagine. According to data from the Bureau of Labor Statistics (BLS), nearly 3 million nonfatal workplace injuries and illness were reported by private industry employers in 2014. Another 722,300 (estimated) employee injuries and illness were reported by state and local government employers.
While illnesses and injuries on the job can happen in any industry, those with the highest percentage are local government transportation and warehousing; local government justice, public order and safety; state government healthcare and social assistance; local government construction; and local government trade, transportation and utilities. Within these industries, between 2.7 and 4 percent of employees suffered an injury or illness in 2014.
Employees in private industries fared better. Most of the industries with the lowest percentage of reported injuries and illness were in the private sector. They include professional, scientific and technical services reporting (with the lowest injury and illness rate of any industry, private or government); management, financing, professional services; and state government educational services. Within these industries only 0.25 to 0.6 percent of employees suffered a reported injury or illness in 2014.
Of course, some injuries and illnesses are more serious than others, requiring employees to spend more time away from the job while they recover. Some industries with average illness and injury rates are still more heavily impacted by these events than those with higher rates because of the recovery time associated with the injuries their employees sustain.
The BLS data show that the top five industries in terms of days away from the workplace are mining (with an average of 31 recovery days per incident); local government transportation and warehousing (21); private sector transportation and warehousing (20); local government trade, transportation and utilities (16); and state government justice, public order and safety (14).
Industries in which reported illnesses and injuries require employees to spend the fewest days away from the workplace while recovering are educational services (5 days on average); accommodation and food services (6); agriculture, forestry, fishing and hunting (6); education and health services (6); and healthcare and social assistance (6).
The age of employees who suffer workplace illnesses and injuries appears to have an effect on the number of days they need to recover away from the job—regardless of industry. While the data shows injured workers between the ages of 20 and 24 spend an average of 5 days recovering, that number jumps to 6 days for workers between the ages of 25 and 34, and then skyrockets to 10 days for workers who are 35 to 44. Injured employees between the ages of 45 and 54 need an average of 12 days away from their job, while those 65 and older need the most time—17 days on average.
By now you’re probably wondering which workplace injuries and illnesses are most common. The BLS keeps track of that as well. For 2014, their data shows that sprains, strains and tears top the charts, followed by musculoskeletal disorders (including tendonitis and carpal tunnel syndrome), soreness and pain, bruises and contusions, cuts and lacerations, and fractures.
What events are most likely to cause these injuries and illnesses? Overexertion and bodily reactions are the major contributor, followed by falls, slips and trips; contact with object or equipment; violence and other injuries by person or animal; transportation incidents; exposure to harmful substances and environments; and fires and explosions.
Regardless of your industry, it’s your responsibility to provide your employees with a safe workplace and do what you can to reduce their chances of sustaining a work-related injury or illness. A comprehensive safety program—including regular, consistent jobsite training—is essential, as is a period review to ensure your program is adequately addressing developing issues.
by jeffp | Aug 30, 2016 | Workplace Safety
On August 1, the Occupational Safety and Health Administration (OSHA) increased the maximum assessed penalties for violations for the first time since 1990. Mandated by Congress in 2015, the maximum penalties—which were adjusted for inflation—increased by about 78 percent. Any citations issued by OSHA after August 1 for violations that occurred after November 2, 2015 will be subject to the new maximum penalties.
Serious Violations = $12,471 Max
The maximum penalty for a serious violation has increased from $7,000 per citation to $12,471. As defined by OSHA, a serious violation is one in which there is a substantial probability of death or serious physical harm from a hazard of which the employer should have been aware. The penalty for a serious violation may be lower depending on the size of the business, the employer’s previous violation history, and the gravity of the violation for which the citation was issued.
Willful Violations = $124,709 Max
The maximum penalty for a willful violation has increased from $70,000 per citation to $124,709. As defined by OSHA, a willful violation occurs when an employer knowingly creates or ignores a hazardous condition and makes no reasonable effort to eliminate it. The minimum penalty for a willful violation is $8,908. An employer may be assessed less than the maximum fine depending on the size of the business and previous violation history.
Repeat Violations = $124,709 Max
The maximum penalty for a repeat violation has increased from $70,000 per citation to $124,709. As defined by OSHA, a repeat violation occurs when the same hazard—or a substantially similar hazard—is identified upon re-inspection of the jobsite.
Other-Than-Serious Violations = $12,471 Max Suggested
Other-than-serious violations result from hazards that have direct relationships to job safety and health but are not likely to cause serious physical harm or death. While the maximum suggested penalty for other-than-serious violations has increased to $12,471, most fines assessed are significantly lower—particularly if the employer does not have a history of workplace safety issues.
Failure to Abate Violation =$12,471 Max Per Day Beyond Abatement Date
Employers who are cited by OSHA for a violation and fail to remedy the hazardous condition by a predetermined date may receive a failure to abate violation. The maximum penalty has increased from $7,000 per day to $12,471 per day. If the violation was corrected but later reappeared, they would receive a repeat violation instead.
Employers can be given citations for violating any of OSHA’s workplace safety standards. However, the most commonly cited include fall protection, hazard communication, scaffolding, respiratory protection, lockout/tagout, powered industrial trucks, ladders, electrical and wiring methods, machine guarding, and electrical general requirements. If you’re concerned that your jobsite may be violating some of these standards, you may want to schedule an on-site consultation through OSHA’s on-site consultation program. Or, if you’d like to ensure your workplace safety program is adequately addressing all possible risks, contact us for a review and evaluation.
by jeffp | Jul 23, 2016 | Workplace Safety
Earlier this year, OSHA issued a final rule to modernize injury data collection and reporting. While OSHA has required many employers to keep a record of workplace injuries and illnesses for the last 45 years, very little of that information has been made public. However, under the new rule—which goes into effect on January 1, 2017—employers in high-hazard industries will be required to send their injury and illness data to OSHA so it can be posted on the agency’s website. Personally identifiable information will, of course, be removed before the data is published online.
As a result of the new rule, workers and the public will be better informed about the more than three million workplace injuries and illnesses that occur each year—further incentivizing employers to improve workplace safety. Job seekers will be able to easily identify workplaces where the risk of injury is lowest. Employers can use the data to benchmark their safety performance and make necessary improvements.
“Our new reporting requirements will ‘nudge’ employers to prevent worker injuries and illnesses to demonstrate to investors, job seekers, customers and the public that they operate safe and well-managed facilities,” said Dr. David Michaels, Assistant Secretary of Labor for Occupational Safety and Health, in a statement. “Access to injury data will also help OSHA better target our compliance assistance and enforcement resources at establishments where workers are at the greatest risk, and enable ‘big data’ researchers to apply their skills to making workplaces safer.”
The new reporting rule applies to all establishments with 250 or more employees in industries covered by the recordkeeping regulation as well as establishments with 20-249 employees in certain industries including utilities, construction and manufacturing. Reporting requirements will be phased in beginning in 2017.
Additionally, the new rule further promotes an employee’s right to report workplace injuries and illnesses without fear of retaliation, targeting programs and policies that either directly or inadvertently discourage workers from doing so. Employers must inform employees of their rights and provide a clear and reasonable reporting process. These provisions become effective on August 10, 2016, though OSHA has stated they will not begin enforcing them until November.
For more information on the final rule, visit the OSHA website. And if you need assistance creating a workplace safety program or would like to review the provisions of your current program to ensure they comply with the new final rule, we’re here to help. Contact us today to schedule an appointment.
by jeffp | Jul 6, 2016 | Workplace Safety
Mosquito bites are downright annoying. Caused by a mild immune system reaction to proteins in the saliva of female mosquitos, the bites can be extremely itchy. Scratching any mosquito bite can lead to infection, but some bites result in more serious complications. If the mosquito has recently fed off an infected person or animal, they may transfer a virus or parasite along with that saliva. These include West Nile, encephalitis, Dengue fever, malaria, yellow fever and—most recently—the Zika virus.
Central and South America, Mexico and parts of the Caribbean have all recently experienced an outbreak of the Zika virus. While there have been no reports of mosquitos transmitting Zika in the U.S. as of yet, it’s not outside the realm of possibility. Zika can also be spread through exposure to the blood and bodily fluids of infected individuals.
The Occupational Safety and Health Administration (OSHA) and the National Institute for Occupational Safety and Health (NIOSH) recently released interim guidance for employers who want to take steps to prevent or minimize the risk of Zika virus infection among their outdoor workers and other employees should a Zika outbreak occur in the States.
What is the Zika Virus?
Historically found in Africa, Southeast Asia and the Pacific Islands, Zika virus infection began to emerge in the Americas and Caribbean in 2015. It’s generally transmitted by mosquitoes of the Aedes species. Aedes aegypti can be found in the southern U.S. and parts of the southwest. Aedes albopictus are found in the southern and eastern parts of the U.S.
According to the Centers for Disease Control and Prevention (CDC), only one in five infected individuals will develop symptoms of the Zika virus two to seven days after they are bitten by an infected mosquito. The symptoms—which include fever, joint pain, muscle pain, headache, rash and pink eyes—are generally mild and last no more than a week. However, serious neurological and autoimmune complications have recently been reported in Brazil. Pregnant women who contract the Zika virus may give birth to babies with microcephaly, a serious birth defect of the brain. Zika can also cause vision and hearing deficits as well as impair the growth of the fetus.
What does OSHA recommend for protection?
OSHA suggests employers educate their workers about Zika virus infection. This includes the modes of transmission (mosquitoes, blood and bodily fluids) and particular dangers for pregnant women.
Employers should provide their outdoor workers with insect repellents and encourage them to wear clothing that minimizes exposed skin. You may want to provide your workers hats with mosquito netting to protect their faces and necks as well.
Extra layers during warmer weather can lead to heat-related illness. As such, employers should always provide workers with plenty of water, shaded areas and rest. They should be taught to monitor and recognize the signs and symptoms of heat exhaustion and heat stroke in themselves and others.
Sources of standing water should be eliminated from the jobsite whenever possible to reduce or eliminate mosquito breeding areas. This includes removing tires, buckets, cans, bottles and barrels that may fill with rainwater.
If a Zika virus outbreak occurs in the U.S., consider reassigning female outdoor workers who indicate they are or may become pregnant as well as those who are male and have wives or partners who are or may become pregnant, to indoor tasks.
