A study released by the RAND corporation looking into California’s Injury and Illness Prevention Program (IIPP) indicates failures to “look beyond paper compliance with its provisions.” The paper points to training by employers and enforcement by regulators as having the most pronounced impact on injury rates under the program.

The IIPP law has required for the last 20 years that California employers develop an injury and illness prevention program and share it with employees. It also mandates training employees on safe practices. OSHA has made a priority of adopting a similar program at a federal level, I2P2, and has looked to California’s implementation as it considers moving forward with its plan.

The study into the impact of Cal/OSHA’s 20-year-old IIPP finds negligible impact on workplace deaths as a direct result of the program and cites more than 20 percent improvement in injuries — but only for workplace injury rates in workplaces that received citations and inspections.

John Mendeloff, study author and director of the RAND Center for Health and Safety in the Workplace, suggests a more involved enforcement mechanism to increase compliance and reduce injuries. However, along with the benefits of enforcement, he adds, “the training requirement appeared to have the greatest impact on injuries.”

The study, sponsored by the California Commission for Health, Safety and Workers’ Compensation, is the first evaluation of Cal/OSHA’s IIPP program. It paints a picture of effective I2P2 implementation that may require a more involved enforcement mechanism and emphasizes training and employee involvement as businesses implement an injury and illness prevention program.

Safety Services Company offers custom-built IIPP manuals for your organization so that your safety team can focus on implementation and training and see the benefits of IIPP without costly citations or inspections.

Ever since man picked up a rock more than 2 million years ago and used it break apart wood, bone and other objects the hammer was destined to become an integral tool in the construction of human society.

Yet despite more than 2 million years of experience using hammering devices, mankind still suffers from hammer related injuries at a rate as high as any other hand tool.

Why?

Improper use, selection and maintenance

However, by following the advice in this article you and your employees can help prevent hammer related injuries in the workplace.

Hammer Selection

There is no such thing as a “universal” hammer. Each hammer is designed for a specific job and using the improper hammer can increase the probability of an injury.

The following is a look at a few of the more popular hammers and their intended usage.

Ball Pein Hammer-For riveting, center punching and bending or shaping soft metal. Choose a size to match the task.

Hand Drilling Hammer-The only hammer to use with star drills, masonry nails, steel chisels and nail pullers. Easy to handle; packs plenty of punch.

Rawhide Mallet-For use in furniture assembly, shaping soft sheet metals or any task that requires non-marring blows.

Brick Hammer-Designed for cutting and setting bricks or blocks, and for chipping mortar.

Shingling Hatchet- Used  for installing shakes and shingles. Handy gauge pin sets exposed length of shingle. Milled and crowned face sets nails cleanly.

Wallboard Tool-Multi-purpose tool scores wallboard, makes cutouts and sets nails with a perfect dimple.

Curved Claw or Nail Hammer-For use with finishing nails only. Choose 16 or 20 oz. weights for general carpentry; lighter weights for model work or fine cabinetry.

Straight Claw or Rip Hammer-For use with non-hardened, common or finishing nails only. Choose weights from 20 to 32 oz. for framing and ripping.

Remember when selecting a hammer to always use the appropriate weight so that only a natural swing is required. Let the weight of the hammer do the work.

Hammer Safety

Hammers injuries can be caused by trying to strike too heavy a blow with a lightweight hammer, by using a damaged hammer and by using the wrong style of hammer for the task.

These injuries can range from minors cuts and scrapes to possible broken bones of even damaged eyes.

Follow these tips to prevent hammer injuries.

• When using a hammer ensure proper clearance from fellow workers.
• Keep your work area clean and free from debris.
• Use hammers or mallets with insulated handles for work on or around exposed energized parts. The hammer should feel balanced and under control as you grip the handle.
• Wear proper eye protection.
• When pulling nails or prying material apart, make sure the claw of the hammer is in the proper position and the right leverage is applied.
• Never use anything other than a hammer to drive nails into material (i.e.… rock, brick, back of a tool).
• Avoid handles with sharp edges which can cut off circulation to your finger during long periods of use. Handles should be shaped to fit your hand comfortably.
• Use hammers with cushioned handles to  help absorb vibration, impacts, or squeezing pressure.
• Keep floors clean and dry to prevent accidental slips with or around dangerous tools.
• When hammering make sure you can easily reach your work without straining muscles.
• Make sure that you have secure footing and good balance while using a hammer. Use a vise, clamps, or other means to secure the piece you are striking.

Hammer Maintenance

One of the greatest hazards of hammer use is improper maintenance. As an employer it is your responsibility toensure the safe condition of the tools your employees use.

To ensure this safety you should train employees on how to properly maintain their hammers. To further enhance this training you should have employees sign off at least once a week that their equipment is in proper working condition.

Consider the following when crafting a hammer maintenance program.

• Hammers with loose, splintered or cracked handles are susceptible to having the head fly off during use.
• Use tool boxes or tool chests to keep hammers and tools organized.
• Hang larger tools on pegboards and never leave hammers or tools strewn about your work area.
• Replace broken equipment immediately. Make repairs only if you are qualified.
• Make sure you examine each hammer and tool before using.

Each year the flu accounts for 200,000 hospitalizations, 41,000 deaths and an economic impact in excess of $80 billion.

However, the risk of outbreak in your place of employment can be significantly lowered through the implementation of engineering controls, administrative controls and work practices.

Engineering Controls

Engineering controls involve changes to the work environment to reduce work-related hazards. These types of controls are preferred because they make permanent changes to reduce exposure to hazards and do not rely on worker or customer behavior. By reducing a hazard in the workplace, engineering controls can be the most cost-effective solutions for employers to implement.

Examples include:

• Installing physical barriers, such as clear plastic sneeze guards.
• Installing a drive-through window for customer service.
• Using specialized negative-pressure ventilation for aerosol-generating procedures in healthcare settings.

Administrative Controls

Administrative controls are practices and policies designed to prevent exposures. The usage of administrative controls is not as effective as engineering controls because of dependence upon   management and employees for implementation. Examples of administrative controls include;

• Developing policies that encourage ill workers to stay at home
• Developing practices to minimize face-to-face contact between workers such as extended use of e-mail, websites and teleconferences.
• Relying on home delivery of goods and services to reduce the number of clients or customers who must visit your workplace.

 Work Practices

Work practices are procedures designed to reduce the duration, frequency or intensity of exposure to a hazard. When defining safe work practice controls, ask employees for their input, since they have firsthand experience with the day-to-day tasks.

Examples include:

• Providing a work environment that promotes personal hygiene. For example, provide tissues, no-touch trash cans, hand soap, hand sanitizer, disinfectants and disposable towels.
• Encouraging workers to obtain a seasonal flu vaccine.
• Providing workers with up-to-date education and training on flu risk factors, protective behaviors, and instruction on proper behaviors (for example, cough etiquette; avoiding touching eyes, nose and mouth; and proper care of PPE).

If you need further training on preventing the flu call 877-201-8923.

OSHA has issued a directive on Enforcement Procedures for Investigating or Inspecting Incidents of Workplace Violence.

The directive establishes uniform procedures for OSHA field staff for responding to incidents and complaints of workplace violence and conducting inspections in industries considered vulnerable to workplace violence, such as healthcare and social service settings, and late-night retail establishments.

Workplace violence is a serious recognized occupational hazard, ranking among the top four causes of death in workplaces during the past 15 years. More than 3,000 people died from workplace homicide between 2006 and 2010, according to the Bureau of Labor Statistics. Additional BLS data indicate that an average of more than 15,000 nonfatal workplace injury cases was reported annually during this time.

A recent OSHA inspection of a Maine psychiatric hospital found more than 90 instances in which workers were assaulted on the job by patients from 2008 through 2010. The hospital was cited for not providing its workers with adequate safeguards against workplace violence and a fine of more than $6,000 was proposed.

OSHA has also recently cited facilities in New York and Massachusetts where employees have been killed as a result of assaults.

“These incidents and others like them can be avoided or decreased if employers take appropriate precautions to protect their workers,” said Assistant Secretary of Labor for Occupational Safety and Health Dr. David Michaels. “We have accompanied this directive with a new Web page on Preventing Workplace Violence to help employers address workplace violence issues.”

In addition to the possibility of fines the  National Safe Workplace Institute estimates a single episode of workplace violence can amount to $250,000 in lost work time and legal expenses.

Studies by the National Institute for Occupational Safety and Health and other organizations show that employers who implement effective safety measures can reduce the incidence of workplace violence.

These measures include training employees on workplace violence, encouraging employees to report assaults or threats, and conducting workplace violence hazard analyses.

Other methods such as using entrance door detectors or buzzer systems in retail establishments, and providing adequately trained staff, alarms and employee “safe rooms” for use during emergencies in healthcare settings can help minimize risk.

To help companies’ battle workplace violence Safety Services Company is proud to offer our workplace violence prevention training program.

Call 877-801-8923 for more info.

“Oh I’m a general contractor so it’s the subcontractor’s responsibility.” “I’m a subcontractor so it’s the general contractor’s responsibility.”

One of the common myths involving a general and subcontractor is safety is the other person’s responsibility.

OSHA has decided everybody is responsible for safety. If you have a jobsite you have to be compliant with a safety program, have safety training and materials.

As a subcontractor, you are the one that is going to be responsible to OSHA, the one that gets a lawsuit if someone who gets a paycheck from you gets hurt. It is up to you to make sure you have the documentation and safety program in place.

If a roofer gets electrocuted on a job, whose fault is it? First the roofing company is responsible for their own employee’s safety. Also, the electrical contractor may be in fault if it was his violation. And then the general contractor is also responsible for the entire jobsite.

The most current OSHA Field Operations Manual (FOM) – released April 22, 2011 – states, “On multi-employer worksites (in all industry sectors), more than one employer may be cited for a hazardous condition that violates an OSHA standard.” (CPL 02-00-124, Multi-Employer Citation Policy)

On a multi-employer worksite, the inspector first determines what category the employer fits into. Did the employer create, expose, fail to correct or have control over the hazardous situation. An employer may have multiple roles, and several employers can be cited at once.

The Creating Employer –

The Creating Employer is the employer that caused a hazardous condition violating an OSHA standard.

Even if the employees exposed are those of other employers, the contractor that caused the problem can be cited.

The Exposing Employer –

The Exposing Employer is one whose own employees are exposed to the hazard and, (1) knew of the hazardous condition or failed to exercise reasonable diligence to discover the condition, and (2) failed to take steps consistent with its authority to protect its employees.

In short, the Exposing Employer must correct the hazard if it has the authority to. If the employer does not have the authority then it must ask the creating/controlling employer to correct it, inform its own employees and take reasonable alternative protective measures. In extreme circumstances of imminent danger, the exposing employer must remove its employees from the job.

For example, if there are no guardrails around a permanent hole in an area the Exposing Employer’s workers are, the Exposing Employer must install guardrails if it is allowed to do so. If not it must ask the employer authorized to install the guardrails, but also take reasonable alternative steps such as
providing fall protection to its employees regardless of when or if the hazard is corrected.

The Correcting Employer –

The Correcting Employer is responsible for correcting a hazard on the same worksite as the exposing employer. This usually occurs where an employer is responsible for installing or maintaining particular safety and health equipment or devices.

The Correcting Employer must exercise reasonable care in preventing and discovering violations and meet obligations of correcting the hazard.

The Controlling Employer –

The Controlling Employer is the worksite’s general supervisor, has the power to correct safety and health violations or require others to correct them. A controlling employer must exercise reasonable care to prevent and detect violations on the site.

Wisconsin updated the “Hours and Times of Day Minors May Work in Wisconsin” required posting for employers July, 2011.

The update eliminates all restrictions on the hours 16-year-olds may work, except during school hours.

The change also simplifies the “Maximum Hours of Work for Minors Chart” by removing 16-year-olds, and keeping in place weekly hour restrictions for 14 and 15-year-olds.

In addition to the changes to the hour restrictions and chart formatting, employers must obtain work permits for all minors before allowing them to work.

The update replaces guidelines established June, 2006.

Check that your postings or Labor Law Posters of all the Wisconsin required postings has this updated information. A company with an out-of-date poster is viewed the same as a company without posters.

Safety Services Company offers an annual service that supplies updates like this to changes in your state when they happen at no cost to you.

All current Wisconsin Labor Law Poster subscribers will receive this update and new customers after 7/7/2011 will receive the new posting with their posters.

This summer OSHA launched a nationwide outreach campaign to raise awareness among workers and employers about the hazards of working outdoors in hot weather (heat-related illness).

OSHA’s website informs businesses on the importance of preventing Heat Illness in Outdoor Workers: http://www.osha.gov/SLTC/heatillness/index.html

OSHA has also partnered with the National Oceanic and Atmospheric Administration (NOAA) on weather service alerts.

The NOAA Heat Watch now includes worker safety precautions when extreme heat alerts are issued. Alerts can be found on this website: http://www.weather.gov/

The General Duty Clause of the OSH Act allows OSHA to cite employers for failing to take steps to protect employees from heat related illness. Employers in warm climates, in particular, should review their policies and practices to ensure that they have plans in place to deal with heat stress at their worksites.

Your area may have specific requirements. For example one state – California – requires employers to take four steps to prevent heat illness:

1. Training – Train all employees and supervisors about heat illness prevention.
2. Water – Provide enough fresh water so that each employee can drink at least 1 quart per hour, and encourage them to do so.
3. Shade – Provide access to shade and encourage employees to take a cool-down rest in the shade for at least 5 minutes. They should not wait until they feel sick to cool down.
4. Planning – Develop and implement written procedures for complying with the Cal/OSHA Heat Illness Prevention Standard.

The Federal OSHA has worked closely with Cal/OSHA to adapt materials from that state’s successful outreach campain on heat illness for use in this national effort.

At Safety Services Company, we have training material to help you keep employees safe while working in the summer heat. Call us at 877-201-8923 to receive a consultation.

OSHA is in the midst of switching from the MSDS system of categorizing chemicals and their hazards to the Global Harmonized System.

To help answer some of the questions about this switch Safety Services talked with OSHA representatives about the switch.

1. Why did OSHA start the process to switch to the GHS?

The main reason for updating the existing Hazard Communication Standard is to improve worker safety and health by increasing the quality and consistency of information provided to workers, employers and chemical users by adopting a standardized approach to hazard classification, labels and safety data sheets. In addition, the incorporation of aspects of the GHS into the existing HCS is perpetuated by the increase of the global economy, world wide trade and multilingual workplaces.

2. When did the process of switching begin?

OSHA published an Advanced Notice of Proposed Rulemaking (ANPRM) in September 2006 to align the HCS with the GHS. The ANPRM provided information about the GHS and its potential impact on the HCS, and sought input from the public on issues related to GHS implementation. OSHA then used the information provided by the public in drafting the Proposed Rule which was published in September 2009.

3. When does OSHA expect the GHS will be implemented?

The fall 2010 Regulatory Agenda, which was published in the Federal Register on December 20, 2010, provided an expected publication date of August 2011 for the final Hazard Communication Standard. Any updates on the final rule will be published in the Spring Regulatory Agenda.

4. How long after implementation do employers typically have to adopt the GHS?

In the September 2009 NPRM, OSHA proposed a three-year time frame for full implementation of the GHS. We are currently considering all comments that were received during the public comment periods for the proposed rule.

5. What does OSHA expect the savings/cost of this new system to be?

As outlined in the proposed rule, OSHA estimates that updating the HCS will result in the prevention of 318 non-lost-workday injuries and illnesses, 203 lost-workday injuries and illnesses, 64 chronic illnesses and 43 fatalities. The net benefits of the proposed rule are estimated to be $754 million annually.
Preliminarily, estimates for the total annualized cost of compliance with the proposed rule are approximately $97 million. Of this amount, the cost of chemical hazard reclassification and revision of SDS’s and labels is estimated to be $11 million, the cost of training employees is an estimated $44 million, and the cost of management familiarization and other management costs is an estimated $42 million.

6. Who is required to abide by the new system?

OSHA did not change the scope of the current HCS. Similar to the current HCS, the proposed rule requires that chemical manufacturers and importers evaluate the chemicals they produce or import to determine if they are hazardous and convey this information downstream to employers and employees through labels on containers and safety data sheets. Employers with hazardous chemicals in their workplaces will be required to train employees on the new label elements and the new safety data sheet format.

7. Will it completely replace the MSDS?

The purpose and concept of the MSDS’s will remain intact. The SDS in the proposed rule requires the same information but requires the data to be provided in a standardized 16 section format. With the new standardized format, it is OSHA’s belief that this will make SDS more universal and easier for employees to find the information they need.

8. Will employers need to train employees on the GHS?

Yes, the proposed rule included a provision that requires employers to train all employees on the new label elements and the standardized safety data sheet format within two years after the publication of the HCS final rule.

9. Will this final rule only affect how OSHA implements GHS or will this also affect the other regulatory groups like the Consumer Product Safety Commission, Department of Transportation, and Environmental Protection Agency? How much agreement between these agencies is expected?

The HCS final rule will only affect how OSHA implements GHS. However, OSHA is part of the GHS Interagency Coordinating Group which also consists of the Consumer Product Safety Commission (CPSC), Department of Transportation (DOT), and the Environmental Protection Agency (EPA). The Interagency group meets bi-annually to discuss issues related to the GHS.

Roughly 520,000 employees each year suffer a job-related eye injury requiring medical treatment.

The U.S. Department of Labor estimates these injuries cost employers more than $300 mil­lion in lost production time, medical expens­es, and worker compensation.

While educating employees on the proper use of eye and face wear protection is impor­tant, just as important is the implementation of a maintenance program.

To craft your maintenance program first you need to create a log book for your PPE.

The easiest way to complete this task is to number each piece of PPE with a permanent marker and place the corresponding number in the vertical rows of an excel file or log book. The horizontal rows will represent dates.

After creating the log book train your employ­ees on upkeep so they can properly check their equipment each day and sign off on its condition in the log book.

Here are some basic guidelines you can impart to your employees.

• Clean safety glasses and goggles regu­larly with mild soap and water.

• When lens are dirtied on the job rinse with water before wiping to prevent scratching.

• Store eye protection preferably in a clean dust-proof case or in a safe place such as the top shelf of a locker where it won’t get scratched or otherwise damaged.

• Replace safety glasses if frames are bent, and replace goggles if headbands are loose, twisted, knotted, or worn. Replace any kind of eye protection if lenses are scratched or pitted and impair vision.

• Replace headbands that no longer con­tain elasticity, are sweat-soaked, broken or twisted.

• Repair or throw away protection that that does not properly hold face guards in place.

Have the employees check the condition of their PPE before the beginning of each shift and check initial in the log book showing they performed the required inspections.

By having this program in place you will not only reinforce the proper maintenance of PPE, but create a helpful reminder for your employees to properly use their PPE.

1. Bloodborne Pathogens – 1910.1030
Bloodborne pathogens are diseases transmitted through bodily fluids. To protect against the spread of these diseases in the work place OSHA requires all employers whose employees work with sharp objects or have the possibility of exposure to bodily fluids to have a bloodborne pathogen policy in place. This policy must address clean up, proper PPE usage, training on dangers and more.

2. Hazard Communication – 1910.120
Each year more than 500,000 employees are exposed to hazardous chemicals and cleaners. To lower the risk of injury or illness when handling these substances OSHA requires employers to have in place a hazard communication plan. The hazard communication plan must address chemical handling, proper PPE usage, clean up policy, MDS placement, chemical dangers and more.

3. Respiratory Protection – 1910.134
An estimated 5 million workers are required to wear respirators in 1.3 million workplaces throughout the United States. Respirators protect workers against insufficient oxygen environments, harmful dusts, fogs, smokes, mists, gases, vapors, and sprays. OSHA requires employers to have in place training policy outlying respiratory dangers, proper respiratory protection equipment usage and more.

4. Occupational Noise Exposure – 1910.95
Every year, approximately 30 million people in the United States are occupationally exposed to hazardous noise. To prevent injuries associated with noise exposure OSHA requires employers to have in place a training program detailing the dangers of occupational noise, proper ppe usage and more.

5. Powered Industrial Trucks – 1910.178
OSHA requires all employers who utilize PITs or forklifts to train and retrain employees on the safe and proper usage of forklifts.

6. Permit-required Confined Spaces – 1910.146
If you have a confined spaces that workers must access you need to abide by OSHA’s permit-required confined spaces requirement. This requirement states you need to have a training policy in place for entrance into these spaces and a sign out policy when employees are entering the spaces.

7. Lockout/Tagout – 1910.147
Approximately 3 million workers each year service equipment that requires the proper usage of lockout/tagout devices. To prevent potentially fatal injury to these employees OSHA requires all employers whose employees’ maintenance or work with equipment that can cause injury unintentional discharge to develop a lockout/tagout policy. This policy must train employees on proper usage of lock/tagout products, teach the dangers of not using lockout/tagout and more.

8. Hazardous Waste Operations and Emergency Response – 1910.120
OSHA requires employers whose employees are exposed or potentially exposed to hazardous waste to develop a hazardous waste operations and emergency response plan. The plan requires the creation of an emergency response team, industry specific hazard identifications and more. The employer is also required to retrain employees every 12 months.

9. Guarding Floor and Wall Openings and Holes – 1910.23
OSHA requires the guarding of holes, ladderways and stairway floor openings. Employees are required to be trained on the proper usage and placement of these guardings.

10. Personal Protective Equipment 1910.132
OSHA requires the use of personal protective equipment (PPE) to reduce employee exposure to hazards when engineering and administrative controls are not feasible or effective in reducing these exposures to acceptable levels. With the usage of PPE OSHA also requires a PPE program. This program should address the hazards present; the selection, maintenance, and use of PPE; the training of employees; and monitoring of the program to ensure its ongoing effectiveness.

For information on meeting these standards call 877-804-8786
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