by jeffp | Jun 15, 2016 | Uncategorized, Workplace Safety
As of January 1, 2015, the Occupational Safety and Health Administration (OSHA) has required employers to report severe work-related injuries—such as hospitalizations, amputations or eye loss—with 24 hours of the incident. During the first full year the requirement was in effect, U.S. employers reported 10,388 severe injuries. This included 7,636 hospitalizations and 2,644 amputations.
The industry that reported the largest number of severe injuries was manufacturing, which accounted for 26 percent of hospitalizations and 57 percent of amputations. Employers in the construction industry reported 19 percent of the hospitalizations and 10 percent of the amputations. Transportation and warehousing had the third largest number of hospitalizations (11 percent), while retail trade and wholesale trade each accounted for 5 percent of the reported amputations. You can review a complete list of severe injuries reported by individual industry at www.osha.gov/injuryreport/2015_by_industry.pdf.
One of the purposes of the new reporting rule was to collect timely information on severe injuries that would enable OSHA to better enforce workplace safety standards and assist employers with compliance. In 62 percent of the severe injury cases reported last year, OSHA utilized its Rapid Response Investigation process, asking the employers involved to conduct their own incident investigations. They also provided guidance materials and requested that employers propose their own solutions to prevent such injuries from occurring in the future.
In OSHA’s official impact evaluation report, the author (assistant secretary of labor for occupational safety and health) writes, “We have found this process to be extremely effective in abating hazards while also using far fewer OSHA resources than are required for on-site inspections. In this way, we are able to use agency resources more efficiently and, ultimately, better protect the safety and health of workers.”
In about 33 percent of the severe injury cases (including 58 percent of those involving amputations) OSHA determined a site inspection by a compliance officer was warranted. Not only did these inspections help resolve immediate safety issues in the workplaces under inspection, but OSHA reports they often inspired larger changes in the employer’s overall safety program. In many cases, employers created incentive programs to reward their staff for taking an active role in injury prevention. In others, employers hired safety consultants to review their practices or utilized OSHA’s free on-site consultation program.
Unfortunately, OSHA believes that some employers—especially those who are small- or mid-sized—are still not reporting severe injuries as required. They hypothesize that many are not aware of the requirements, and they’re developing an outreach strategy to educate them. In some cases, they believe employers are ignoring the requirements because they believe any fine they may incur will be less than the cost of remedying safety issues. OSHA would like these employers to know that they’ve recently increased the penalty for failure to report a severe injury from $1,000 to as much as $7,000. In the event it is determined that the employer was aware of the reporting requirement but chose not to report a severe injury promptly, the fine will be even higher. According to the impact evaluation report, one such employer has already been charged with $70,000 in penalties.
If you’d like a review of your workplace safety program or further information on OSHA’s severe injury reporting requirements, we’re here to help. Give us a call today to set up an appointment for an evaluation.
by jeffp | May 18, 2016 | Workplace Safety
In 2015, the Occupational Safety and Health Administration’s (OSHA) on-site consultation program helped 27,871 small and medium-sized businesses to identify and fix hazards. Most (87 percent) of the consultations took place at businesses with 100 or fewer employees, many of whom otherwise lacked the resources to employ their own on-site safety professional. More than 140,000 total hazards were addressed, and an estimated 3.5 million workers protected from possible injury, illness or death.
The consultation program is free to employers and separate from OSHA’s inspection efforts. Identified hazards are confidential and are not reported to OSHA inspection staff. Citations and penalties are not issued, though employers are obligated to correct serious safety and health hazards that are brought to their attention.
Should your business make use of this program? Ask yourself the following questions:
Do I want to learn more about workplace safety?
If you do, the OSHA on-site consultation program is for you. A well trained professional consultant will tour your workplace and assist you in recognizing and removing hazards that could cause injury or illness to your workers. He or she can also provide insight into how you can create a culture of safety within your workforce, encouraging your employees to take proactive responsibility for their own safety and that of the worksite as a whole.
Do I want to reduce accident and injury-related business costs?
A well thought out and executed workplace injury and illness prevention program will help you reduce your company’s illness and injury rates, decrease workers’ compensation costs and lost workdays, and limit associated equipment damage and production losses.
If you’re like most employers, you answered “yes” to both questions. When you’re ready to schedule an appointment with an OSHA on-site consultant, visit the Consultation Directory. Once you’re identified your state’s consultation project office, you can call or email to get the process started. Priority is given to companies in to high-hazard industries such as manufacturing and construction.
What to Expect from Your Consultation
During your consultation, the OSHA consultant will examine the conditions in your workplace and interact with your employees while looking for potential injury and illness hazards. He or she will help you understand applicable OSHA standards as well as other risks that may not be cited under OSHA standards but still pose a danger to employees. The consultant will also appraise your present injury and illness prevention program or advise you in the creation of one. You’ll receive a written report detailing recommendations and agreements and can request additional training and assistance to help you implement them.
Want to learn more about workplace safety? Our team can help you create a workplace safety plan or improve upon a program you already have in place. Give us a call today to request additional information or assistance.
by jeffp | May 4, 2016 | Workplace Safety
According to some estimates, as many as 700,000 U.S. adults are transgender—meaning they identify as a gender that is different from the sex they were assigned at birth. Associated issues have been a hot topic lately—one even the Occupational Safety and Health Administration (OSHA) is addressing.
OSHA recently released a best practices publication on restroom access for transgender workers. Within it, they explain that restroom access is a health and safety matter. When an employer requires an employee to use a restroom that is not consistent with his or her gender identity, or restricts the employee to a specific or gender-neutral restroom, it may make the worker fear for his or her physical safety at work. This can result in restroom avoidance and potentially serious physical injury or illness.
OSHA suggests that employers implement written policies that permit all employees to use the facilities that correspond with their gender identity as well as provide single-occupancy unisex facilities or multiple-occupant, gender-neutral facilities with lockable single occupant stalls. Any employee can then choose what he or she feels to be the most appropriate and safest option for him- or herself.
OSHA Requires Accessible and Sanitary Restrooms for All Employees
Transgender issues aside, OSHA regulations require employers to provide all workers with sanitary and accessible restrooms. Access to the facilities must be prompt and a minimum number of such facilities must be available. This means employers must:
- Consider the size of the workforce to ensure they’ve provided an adequate number of restrooms to prevent long lines. On construction sites, this means at least one toilet for 20 or fewer workers and one toilet plus one urinal for every 40 workers.
- Allow employees to use the restroom however often and for however long as needed.
- Avoid procedures (such as signing out bathroom keys) that cause extended delays.
If a restroom is not available on the jobsite, there must be one less than 10 minutes away. For farmworkers, the restroom facilities must be no more than a quarter mile away.
Employers must maintain the sanitary condition of their restrooms as well. This means there must be:
- Hot and cold running water or lukewarm water available
- Hand soap or similar cleansing product provided
- Access to warm air blowers or individual hand towels
- Trash cans for disposal of feminine hygiene products and hand towels
For more information on OSHA’s restroom and sanitation requirements, you can read the standards 29 CFR 1910.141, 29 CFR 1926.51 and 29 CFR 1928.110.
by jeffp | Apr 12, 2016 | Workplace Safety
Does your team complain about neck or back pain? Do you often have employees out sick due to headaches? According to the American Academy of Orthopaedic Surgeons, desk workers who use computers regularly are in danger of nerve, tendon, ligament and muscle injuries that cause symptoms like these due to ergonomics issues.
There’s no doubt the reduced productivity, increased sick days and worker’s comp claims that result are bad for business. Fortunately, properly designed workstations and a little instruction in proper posture can eliminate ergonomics problems for the majority of desk workers.
Choose the Right Chair
Invest in chairs that adjust easily for both height and tilt. Workers should be able to sit comfortably with their feet resting on the ground and their thighs horizontal and at the level of their hips. The chair’s armrests should also be adjustable to keep your employee’s elbows near his or her waist.
Proper Desk Height is Essential
When your employee is sitting, the height of his or her desk (or pullout keyboard tray) should be at elbow level. The mouse should also be positioned at elbow level, or about one to two inches above the thighs. If the desk includes a pullout keyboard tray, the mouse should be placed here, not on the main desk surface. Whether typing, writing or using the mouse, your employee should be able to keep his or her arms nearly perpendicular to the floor.
Position Monitors Carefully
For the best ergonomics, position the computer monitor directly in front of your worker and about 20 to 26 inches away. The top of the screen should be at eye level to avoid neck strain caused by looking up or down.
Practice Good Posture
Sure, slouching can be comfortable—but only for a while. Proper posture takes a bit more effort but will keep your desk workers feeling and performing their best throughout the workday. Encourage them to:
- Sit up straight while keeping their head centered over their body. Their ears should always be in line with their shoulders, which are in line with their hips.
- Keep their upper arms relaxed and loose. Allowing them to hang close to the body rather than reaching them forward will help prevent shoulder strain.
- Avoid wrist strain by aligning their hands with their lower arms. Try to type lightly; don’t pound the keyboard with excessive force.
- Take frequent breaks. They can rest their eyes periodically by looking at an object across the room or outside the window. They should also spend a few minutes standing and gently stretching each hour.
Poor ergonomics are a common cause of workplace injuries in office environments and should be addressed in your illness and injury prevention plan. If you’d like assistance doing so, please give us a call.
by jeffp | Mar 29, 2016 | Workplace Safety
Last September, the Bureau of Labor Statistics released the preliminary results of the 2014 National Census of Fatal Occupational Injuries. The report revealed 4,679 fatal work injuries were recorded in the U.S. in 2014, an increase of 2 percent over 2013’s numbers. Nearly 750 of these workplace deaths were due to violence and other injuries by persons or animals. Among those classified as homicides, 32 percent involved relatives or domestic partners when female workers were the victims. Thirty-three percent of workplace homicides with male victims were robberies.
These figures do not include non-fatal incidents, as they are more difficult to track. According to the Occupational Safety and Health Administration (OSHA) more than 2 million American workers experience workplace violence each year—from harassment, intimidation and verbal abuse to threats of physical violence, physical assaults and homicide. Workplace violence may be perpetrated by other employees, clients, customers or workplace visitors—and it should be a major concern for employers nationwide.
Certain worksite factors may increase the risk of violence—such as exchanging money with the public, serving alcohol, or providing care for volatile individuals. High-risk professionals include delivery and taxi drivers, healthcare and public service workers, police officers and customer service agents, and anyone who works alone, late at night, or in a high-crime area.
Fortunately, there are steps all employers can take to reduce the risk of violence in their workplaces and protect the lives of their staff. We recommend that you engage the assistance of a workplace safety professional as you complete the following:
- Create a zero-tolerance workplace violence policy. It should be clearly worded and detail how the employer defines workplace violence, the conduct the policy prohibits, methods for reporting violations, and how these reports will be investigated. It should also outline the disciplinary actions employees can expect if they engage in workplace violence. The Society for Human Resource Management has a template you can use as a starting place here.
- Identify your workplace’s risk factors. Do you have employees who work alone? Does your business require early morning or late night shifts? Can you control who enters the building or jobsite? Do your employees work with money or prescription medications? Are their areas of poor lighting on your premises? Do your employees deal with volatile customers regularly? Take a close look at the day-to-day operations of your business and talk to your employees about their experience.
- Create a workplace violence prevention program. This can be a standalone program or you can integrate it into your general injury and illness prevention program. Regardless, you should schedule periodic training sessions with your employees to ensure they understand the role they play in successfully preventing workplace violence including reporting and logging all incidents or suspected incidents and avoiding potentially dangerous situations whenever possible.
If you’re ready to address the threat of violence in your workplace, we can help. Contact us today for a review of your safety program.
by jeffp | Jan 27, 2016 | Workplace Safety
You obviously don’t want your employees consuming alcohol or using mind-altering substances while they’re on the clock. However, have you ever considered what after hours binge drinking, alcoholism or abuse of prescription drugs might be doing to your company’s bottom line? The National Institute on Drug Abuse (NIDA) estimates the total costs of drug abuse and addiction are $524 billion a year. Illegal drug use alone accounts for $181 billion in healthcare, productivity loss, crime, incarceration and drug enforcement.
My Employees Would Never Use Drugs!
If you don’t think any of your employees are drug misusers or abusers, you could be wrong. According to the National Council on Alcohol and Drug Dependence, 8.5 percent of Americans have alcohol-use disorders. Millions more abuse illegal or prescription drugs. They may work within any type of business and within any industry. They may hold positions at any level within an organization—from entry level to c-suite executives. And because of the side effects of substance abuse—from reduced coordination and slow reflexes to overconfidence and reckless behavior—they are more likely to make devastating mistakes or cause accidents in the workplace.
Yikes! What Are the Warning Signs?
Employees who abuse or misuse alcohol and other drugs often exhibit performance or behavioral problems. While the presence of one or more of these issues does not necessarily mean a particular worker is an abuser, they may warrant closer observation. Extreme stress due to life events such as divorce, death or health problems may also cause these symptoms.
- Inconsistent quality of work
- An increase in mistakes
- Inability to concentrate
- Faltering productivity
- Chronic absenteeism or tardiness
- Extended lunch hours
- Early departures
- Unexplained disappearances
- Errors in judgment
- Risk-taking behaviors
- Avoidance of colleagues
- Blame throwing
- Frequent complaints
- Lack of personal hygiene or deterioration in appearance
All of these issues may cause your business to lose money through the deterioration of workplace morale (which can increase turnover), reduction in employee productivity, and increase in accident risks. When workplace injuries increase, workers compensation insurance rates follow.
So What Can I Do?
It’s essential that you create a company substance abuse policy, document it in writing, and communicate it to your employees. The best policies clearly define what constitutes substance abuse and misuse in your workplace, outline the disciplinary actions that you will take if an issue is identified, and tie into your organization’s drug and alcohol testing program.
Additionally, you should train managers and supervisors to recognize the symptoms of possible drug and alcohol abuse and misuse and communicate with the employees in question in a caring, confidential and effective fashion. An Employee Assistance Program (EAP) that includes education on substance abuse and misuse as well as short-term counseling for employees with personal problems that are impacting their work performance can also be a valuable investment.
If you’re concerned about substance abuse and misuse within your workplace, contact your insurance professional for assistance and insight into appropriate policies, protective and preventative measures.
