7 Stupid Reasons

SPECIAL REPORT

7 Stupid Reasons New Employees Get Injured— And How to Avoid These Mistakes

10102360

SPECIAL REPORT

7 Stupid Reasons New Employees Get Injured— And How to Avoid These Mistakes

10102300

Executive Publisher: Robert L. Brady, J.D. Editor in Chief: Margaret A. Carter-Ward Managing Editor: Judy Ruddy Editor: Carolyn Leese Production Supervisor: Isabelle B. Smith Graphic Design: Catherine A. Downie Layout and Production: Brian Palmes This publication is designed to provide accurate and authoritative information in regard to the subject matter covered. It is sold with the understanding that the publisher is not engaged in rendering legal, accounting, or other professional services. If legal advice or other expert assistance is required, the services of a competent professional should be sought. (From a Declaration of Principles jointly adopted by a Committee of the American Bar Association and a Committee of Publishers.) © 2007 BUSINESS & LEGAL REPORTS, INC. All rights reserved. This book may not be reproduced in part or in whole by any process without written permission from the publisher. Authorization to photocopy items for internal or personal use or the internal or personal use of specific clients is granted by Business & Legal Reports, Inc., provided that the base fee of U.S. $0.50 per copy, plus U.S. $0.50 per page, is paid directly to Copyright Clearance Center, 222 Rosewood Drive, Danvers, MA 01923, USA. For those organizations that have been granted a photocopy license by CCC, a separate system of payment has been arranged. The fee code for users of the Transactional Reporting Service is 1-55645-212-8/07/$.50+$.50. ISBN 1-55645-212-8 Printed in the United States of America Questions or comments about this publication? Contact: Business & Legal Reports, Inc. 141 Mill Rock Road East P.O. Box 6001 Old Saybrook, CT 06475-6001 860-510-0100 http://www.blr.com

7 Stupid Reasons New Employees Get Injured—And How to Avoid These Mistakes

Table of Contents Did You Know? . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1 1. Employers assume that new employees know more than they really do—and that common sense will prevent most accidents. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1 2. New employees are often afraid to ask questions. . . . . . . . . . . . . . . . . . 2 3. The workplace environment is new to them—they aren’t familiar with its hazards or what to do in an emergency. . . . . . . . . . . . 4 4. Employee training for a particular job often focuses on what to do—but neglects training about the job hazards to avoid. . . . . . . . . 5 5. Employees do not know enough about hazardous substances in their workplace. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6 6. New employees do not thoroughly understand the necessity of using required PPE—or how to use it properly. . . . . . . . . . . . . . . . . 7 7. The workplace does not send the message that safety is a high priority. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9 Checklists and Handouts . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11 OSHA Required Training . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11 General Orientation Checklist . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15 Machine Operator Job Orientation and Evaluation . . . . . . . . . . . . . . . . . . . . . . . . . 17 Chemical Worker Orientation and Evaluation . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19 Employee Rights Under OSHA . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 21

©Business & Legal Reports, Inc. 10102300

Did You Know? 40 percent of employees injured at work have been on the job for less than a year. It seems like a high percentage, doesn’t it? Why is it so high? In a nutshell, new employees lack the knowledge and experience that is gathered by workers who have spent more time on the job. The obvious question is: How can employers protect their new employees and prevent them from getting injured? To answer that, let’s take a look at 7 stupid reasons new employees get injured.

1. Employers assume that new employees know more than they really do—and that common sense will prevent most accidents. It’s not that new employees are stupid—not by a long shot. Many of them may have specific knowledge or special skills, but they don’t necessarily know how to translate this knowledge into safety in their new environment. Certain jobs require precautions that may seem like common sense to someone who has spent years at a job. For a newcomer, however, these jobs may present brand new hazards they have never even thought about. All employees should know that the Occupational Safety and Health Act of 1970 gives them a basic right to a safe workplace. The General Duty Clause, which is Section 5A.1 of the Act, applies to any aspects of workplace safety that may not be covered by other specific OSHA regulations. The clause reads: N

“Each employer shall furnish to each of his employees employment and a place of employment which are free from recognized hazards that are causing or likely to cause death or serious physical harm to its employees.”

N

“Each employer shall comply with occupational safety and health standards promulgated under this Act.”


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The General Duty Clause has one more line, however. It goes on to say: N

“Each employee shall comply with occupational safety and health standards and all rules, regulations and orders pursuant to this Act which are applicable to his own actions and conduct.”

Employees should be told to report any safety hazards they cannot correct themselves. They should be reminded to inspect all tools and equipment before use, mark anything that doesn’t check out properly, and remove it from service until it can be repaired or replaced. It should also be mandatory for all employees to report any accidents and near misses in the workplace. A near miss is a close call. It’s an accident that almost happened or even did happen, but that just didn’t result in an injury this time around. For example: N

An employee trips over an extension cord that lies across the floor, but avoids a fall by grabbing the corner of a desk.

N

An outward opening door nearly hits a worker, who jumps back just in time.

N

Instead of using a ladder, an employee puts a box on top of a drum, but once up loses his balance and falls to the ground. He’s a little shaken up, but unhurt.

When things like this happen, most employees (and often their supervisors) feel relieved that nobody was hurt and simply get back to work. But that’s a big mistake. When employees narrowly avoid accidents and injuries, neither they nor management should ever shrug it off. Someone—the employee who had the near miss or someone else—is very likely to be injured eventually by that very same hazard. In fact, most accidents can be predicted by near misses. According to the National Safety Council, 75 percent of all accidents are preceded by one or more near misses. The difference between a near miss and a serious injury might be a fraction of an inch or a split second of time. So near misses are a red flag—a warning that something is very wrong and requires your immediate attention. Frequently, however, employees are reluctant to report near misses to a supervisor because they are afraid they’ll be blamed for it. So make sure they understand that no one is trying to blame anyone.The purpose is to get to the root of the problem to prevent future accidents and injuries. This is an important facet of each worker’s orientation. It should also give them a feeling for the importance management places on workplace safety.

2. New employees are often afraid to ask questions. They are afraid they will sound stupid—they may even fear that they will sound so stupid they will be fired. This may be especially true of young workers. Supervisors need to remind them over and over that they are happy to answer questions—any time.

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One safety instructor puts it this way. Students’ questions often remind him of things he didn’t explain as thoroughly as necessary—or something he forgot to mention at all. He feels the more questions, the better. Everyone will learn more. Teen workers may be unaware of common workplace hazards. They should be informed of the restrictions on their duties imposed by federal and state child labor laws, so they know they have the right to refuse if they are asked to do something they feel is unsafe or prohibited by law. On the other hand, older workers may think they know it all—they may not really pay close attention because they think they’ve heard it all before. In fact, hazards and conditions in this particular workplace may be different from where they worked previously. Workers with a disability, like the hearing or visually impaired, may require their training to be individualized according to their particular needs. They should also be aware of their rights under the Americans with Disabilities Act (ADA) to ask for reasonable accommodations, if any are needed, to help them perform the essential functions of their jobs. Workers who require a wheelchair or have difficulty walking may require assistance in case evacuation is ever necessary. Obviously, these workers also have rights to reasonable accommodation under the ADA, but they may have questions about whether the company’s emergency plans have provisions to include their specific needs. Workers who can’t read or understand English well may need individual help to make sure they understand the safety rules. If at all possible, use another employee who speaks their language or knows them well to assist you. Actually, it’s a very good idea to assign an experienced worker to act as a guide and mentor for each new employee. Often, small details or questions will arise that no one thought to cover in a general orientation session. Luckily, unless your company is very large, most new employee orientation is offered to small groups. This helps the trainees feel less embarrassed to ask questions. Discussing the material that has been covered or giving a short quiz may be helpful in pinpointing areas where they may not have understood the information completely. Handouts can also help trainees remember the important points from their orientation. This report includes several that may be useful—either as is, or as customized to meet your company’s needs.


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3. The workplace environment is new to them—they aren’t familiar with its hazards or what to do in an emergency. The building is new to them. They may know only one way to enter or leave. If they go to a different part of the building they may become disoriented. In case of an emergency, that could mean a disaster. OSHA requires that when they are given their initial assignments, all employees must be trained in those parts of their employer’s emergency plan necessar y to protect themselves in the event of an emergency (29 CFR 1910.38(a)). In developing its emergency plan, an employer must decide what it wants employees to do in case of fire. If the answer is “Evacuate immediately,” it is necessary to make sure that each employee knows the sound of any emergency alarm and the recommended exit routes from any part of the building. Most employers also include training on phoning in an emergency. (Is 911 the number to call in your area? Who should make the phone call?) Everyone should know the proper place to gather after they get outside safely. They should also know the location of first-aid kits in case of an emergency. If the employer feels that employees should be permitted to use portable fire extinguishers to douse a small fire, it becomes necessar y to train workers in their proper use. Likewise, if they have any specific assignments, such as helping disabled workers or shutting down machinery, employees will need instruction for these duties as well. If your company’s emergency planning goes beyond fire prevention, new employees should know about other aspects. Many companies have policies in place covering natural disasters, such as floods, tornadoes, hurricanes, or blizzards, that are relatively common in their particular area. Workers should know about policies covering plant closures and the proper procedure for notifying their supervisors if they are unable to get to work because of a weather emergency.

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4. Employee training for a particular job often focuses on what to do —but neglects training about the job hazards to avoid. After demonstrating a job, the instructor should give the trainee step-by-step instructions to be followed every time. Having the instructions in writing will give both the worker and the trainer a checklist to be sure no steps are overlooked— and no shortcuts are taken that could introduce hazards. The list should point out any hazards present at any part of the process. In addition, the checklist should state what, if any, personal protective equipment (PPE) is required for the job. The worker should be taught how to inspect any equipment involved to be sure it is operating correctly and that any necessary guards are in place. When the trainer is demonstrating a particular job, it will probably go smoothly because he or she knows how to do the job correctly and also knows about any dangers. If new workers aren’t warned about what can go wrong, they may learn the hard way—with an accident. In some cases, it may seem unnecessary to follow a certain procedure unless the reason for following a particular rule is explained. Workers are going to be much more willing to follow a safety rule if they understand that following the rule is necessary to prevent a dangerous accident. If they don’t understand the reason, they may feel that it is acceptable to skip it and find out—too late—that it really was important. Even after a worker has demonstrated that he or she can do the job properly, the supervisor should continue to observe frequently to be sure that the operation is performed properly every single time. This is a prime example of how assigning a mentor can be very beneficial. Because the new employee and the experienced worker are in frequent contact, there can be close observation without the new worker feeling that he or she is being spied on.


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5. Employees do not know enough about hazardous substances in their workplace. OSHA has specific requirements in its Hazard Communication Standard (HazCom) that spell out exactly what workers should know. If this training isn’t thoroughly understood, workers can expose themselves to serious physical or health hazards. The Hazard Communication Standard (1900.1200) gives workers the right to know the hazards of substances being used in the workplace and how to use them safely. As part of their basic right to know, the Hazard Communication Standard specifically gives them the right to be informed about: N

The requirements of the standard,

N

Any operations in their work area where hazardous chemicals are present, and

N

The location and availability of the company’s written hazard communication program, including lists of hazardous chemicals and material safety data sheets (MSDSs).

Workers should be informed of: N

The location of the company’s written hazard communication program,

N

The procedure to be followed in order to read it,

N

The location of the company’s list of hazardous chemicals and their MSDSs.

and

The training should be given at the time of the worker’s initial assignment and whenever a new physical or health hazard that the employee has not previously been trained about is introduced into the work area. Information and training may be designed to cover categories of hazards (e.g., flammability, carcinogenicity) or specific chemicals. Chemical-specific information must always be available through labels and MSDSs. The MSDSs must be available to workers at all times, and workers must be taught how to access them, whether there are paper copies, or whether they have to be accessed by FAX, computer, or the Internet. Employee training shall include at least:

6

N

Methods and observations that may be used to detect the presence or release of a hazardous chemical in the work area (such as monitoring conducted by the employer, continuous monitoring devices, visual appearance or odor of hazardous chemicals when being released);

N

The physical and health hazards of the chemicals in the work area;

N

The measures employees can take to protect themselves from these hazards, including specific procedures the employer has implemented to protect employees from exposure to hazardous chemicals, such as appropriate work practices, emergency procedures, and PPE to be used; and


N

The details of the hazard communication program developed by the employer, including an explanation of the labeling system, and the MSDSs, and how employees can obtain and use the appropriate hazard information.

HazCom is very high on OSHA's enforcement agenda—and high on its list of violations, too. In fact, lack of a written HazCom program has been the most frequent violation OSHA found in recent years. Lack of adherence to other parts of HazCom that have recently appeared in the top 10 violations include failures to provide information on hazardous chemicals, MSDSs, identification information on hazardous chemicals, and hazard warnings for hazardous chemicals. A worker’s right to know about chemical hazards is an important right guaranteed by OSHA.

6. New employees do not thoroughly understand the necessity of using required PPE—or how to use it properly. Most people have heard horror stories about workers who were injured because they weren’t wearing PPE that could have kept them safe. Perhaps they have some scary stories of their own to tell. Year after year, work accident statistics show that an alarming number of injured workers were not wearing PPE that could have prevented—or at least lessened the severity of—their injuries. The first vital step that employers must take to determine the need for PPE is performing a hazard assessment of each job in the workplace. Think head-to-toe protection and be sure to consider all the hazards—falling objects, chemical exposures, flying objects, sharp objects, and rolling or pinching objects—as well as all the protections—hard hats, safety glasses and goggles, respirators, gloves, safety shoes, and other clothing and equipment. The better managers identify and understand the impact of specific hazards, the better able they will be to take the next step and select the most appropriate PPE for the job. In some cases, engineering controls, such as ventilation systems, machine guards, or physical separation of workers, can eliminate or reduce a particular hazard. In other instances, administrative controls or work practices can reduce a hazard by minimizing the time a worker is exposed. Remember that PPE is only a supplementary form of protection, necessary where all hazards have not been controlled through other means. Even if they have been reduced, PPE may still be advisable in some cases as a backup. Once an employer determines that such hazards are present—or are likely to be—the employer must: N

Select and have affected employees use the PPE that will protect them from the hazards that have been identified,


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N

Communicate decisions about required PPE to employees, and

N

Select PPE that fits each affected employee properly.

Try to involve employees in the selection process whenever possible. Have a variety of sizes and styles available to accommodate the needs of all workers. Let them help pick the PPE they find most comfortable—as long as it can do its job. Many employers have found that for some items, like safety glasses or shoes, employees like to be able to select from different colors or styles according to their tastes. When choices are possible, worker cooperation increases if they actually like the look of their PPE. These first two steps are actually the easy part. The hard part is encouraging employees to actually use the PPE. The next two steps—training and follow-up— present the challenge of reaching employees and communicating the important message. It stands to reason that employees will be more willing to cooperate with wearing required PPE if they are trained properly. Training must include: N

When PPE is necessary,

N

What PPE is necessary,

N

How to properly put on, remove, adjust, and wear PPE,

N

Limitations of the PPE, and

N

Proper care, maintenance, useful life, and disposal of the PPE.

New training must be provided whenever: N

Changes in the workplace render previous training obsolete,

N

Changes in the types of PPE to be used render previous training obsolete,

N

Inadequacies in an employee’s knowledge or use of assigned PPE indicate that the employee has not retained the necessary understanding or skill.

and

Here are some training tips to encourage employees’ cooperation. N

Identify each hazard and explain specifically how a particular type of PPE protects them against this hazard.

N

Point out that OSHA requires it.

N

Dramatize the consequences of failing to use required PPE.

N

Help employees recognize that PPE gives them more control.

N

Lead by example. Always use required PPE in the work area, and require visitors to use it, too.

To make any PPE program effective requires continual follow-up. A few employees will still forget to use their PPE, ignore the rules, think that PPE is for wimps, or believe that accidents always happen to someone else. Daily monitoring is essential to see that employees are actually wearing their PPE. Try these suggestions to motivate your employees and keep your PPE program from going down the drain:

8

N

Recognize and reward employees for using PPE.

N

Make it easy to get and exchange PPE.

N

Recognize proper use of PPE in performance appraisals.

N

Use discipline if necessary as a last resort to show employees you are serious about their wearing assigned PPE.


But the BIGGEST STUPID REASON may be:

7. The workplace does not send the message that safety is a high priority. Workers (especially new workers) are going to judge how important safety is by observing what goes on around them. N

Is the workplace clean and orderly?

N

Are there frequent drills to practice emergency procedures and evacuation?

N

Do supervisors always answer questions promptly and politely?

N

Are “No Smoking” signs obeyed?

N

Are areas where hazardous substances are being used properly labeled?

N

Are MSDSs readily accessible by all workers?

N

Are all workers wearing eye protection if it is required?

N

Are there areas where hearing protection is required—and is it being worn?

N

What about hard hats where there is danger of falling objects?

N

Are supervisors and managers following the rules as well?

The everyday behavior of everyone at the facility will indicate the value the organization places on safety. If managers and supervisors don’t abide by the safety rules, it sends a strong message. If they ignore workers who are not obeying the rules, it says loud and clear: “We really don’t care about safety!” On the other hand, company management can show the high priority it places on safety by consistently following the safety protocols and by using progressive discipline, if necessary, to enforce the rules. If a worker receives a real punishment, such as a day’s suspension without pay for failing to wear PPE, the word will get around very quickly: “These guys mean it.” Other workers may be less inclined to ignore the rules if they find out it can cost them a day’s pay. What is said in an orientation meeting doesn’t mean as much as what is actually happening in the actual workplace. There is truth in the old adage, “Put your money where your mouth is.” What you do speaks louder than what you say.


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Checklists and Handouts OSHA Required Training In addition to the general training, specific training requirements are established by OSHA regarding specific job duties.

Subpart E—Emergency plans and fire prevention plans In addition to the general training for all employees discussed in this report, employees who are assigned to assist in an emergency or in fighting a fire must have special training. This training must be conducted when the plan is developed or changed. It should be reviewed frequently to refresh memories on a regular basis.

Subpart F—Powered platforms, manlifts, and vehicle-mounted work platforms Workers must be trained in safe operation and in the hazards associated with working on any of this equipment before they are allowed to use it. The company needs written work procedures for the operation, including safe use of equipment, inspection of working platforms, and written training records.

Subpart G—Hearing protection The employer must have a training program for all employees who are exposed to noise at or above an 8-hour time-weighted average of 85 decibels. This must be repeated annually and include the effects of noise on hearing, information about hearing protection, and information about audiometric testing.

Subpart H—Hazardous materials There are too many regulations and categories of workers involved with hazardous training to cover this subject in detail in this report. However, the following is a brief listing of some of the groups that require training: N

Workers with flammable and combustible liquids,

N

Workers with explosives and blasting agents,

N

Workers operating bulk delivery and mixing equipment,

N

Workers with liquefied petroleum gases,

N

Workers with anhydrous ammonia,

N

Workers following process safety management procedures for highly hazardous chemicals,

N

Contract employers with workers exposed to hazardous chemicals, and

N

Workers involved with hazardous waste operations and emergency response.

These training requirements are very detailed and vary according to the actual duties assigned.


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Subpart I—Personal protective equipment (PPE) This training must be provided for every worker who is required to use PPE. It must include when PPE is necessary, what kind, how to use it, limitations, and maintenance of PPE. Workers must be retrained in the event of changes, and the employer must keep records that certify proper training. There are special training rules and programs for workers who require respiratory protection, and these workers must be retrained annually.

Subpart J—General environmental controls These regulations cover a wide variety of work situations and duties. Special rules apply to temporary labor camps and the persons trained to administer first aid at these locations. All employees need to be trained about accident prevention signs and tags and to understand what special precautions are necessary in a particular location. There are very detailed training requirements for workers who enter permit-required confined spaces. They cover the type of training, when retraining is necessary, and certification of training. Likewise, the training rules and procedures for lockout/tagout procedures are very specific and must be understood by both authorized and affected employees in order to protect themselves.

Subpart K—Medical and first aid All employees assigned to administer first aid require proper training.

Subpart L—Fire protection Again, the amount and detail of training varies according to the role a worker is expected to play in case of a fire emergency. At the minimum, all employees must know how to recognize emergency alarm systems and know proper evacuation procedures. If management wants workers to use portable fire extinguishers in case of a minor fire, they must supply training to their employees. Fire brigades need the most detailed training, need annual retraining, and must be aware of special hazards in their workplace.

Subpart N—Material handling and storage Workers who service multipiece and single-piece rim wheels need special training and must demonstrate their ability to perform these duties safely. They must also be retrained as necessary to ensure continued proficiency. Forklift operators (or powered industrial truck operators, as they are called in the regulations) need training before they are allowed to operate these vehicles. Training must include truck-related topics, workplace-related topics, and demonstration of proficient operation. Refresher training must be provided according to the regulations but, at a minimum, there must be a performance evaluation at least once every 3 years.

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Subpart O—Machinery and machine guarding OSHA has very specific rules concerning machine guarding, and each employee should be aware of the particular safeguards associated with each piece of equipment they are authorized to operate. They need to realize it is never proper to remove a guard even if they feel it will make the machine’s operation easier or faster. Because of the danger of serious injuries, or even amputations, OSHA places great emphasis on these regulations. Certainly, all employees whose duties include any type of machine operation need individual evaluation to make sure they can operate their equipment properly, following all safety procedures.

Subpart Q—Welding, cutting, and brazing There are general training requirements for all workers performing these operations and special rules for performing fuel gas welding and cutting, arc welding and cutting, and resistance welding.

Subpart R—Special industries The following special industries have specific training requirements: N

Pulp, paper, and paperboard mills—instruction in the use of gas masks capable of absorbing chlorine for workers who may be exposed

N

Laundries—training about machinery and the proper rules for operating it

N

Sawmills—training in lift truck operation similar to forklift training

N

Logging—multifaceted training for performing work duties safely and requirements for first aid and CPR training

N

Telecommunications—training in working with storage batteries as well as training in emergency situations, first-aid, and artificial respiration training

N

Derrick trucks—operator training

N

Cable fault—training in safety precautions for locating and testing cables

N

Guarding manholes—training in first aid available for on-site workers

N

Tree trimming—training required concerning electrical hazards

N

Electric power generation, transmission, and distribution—training in medical services and first aid available to workers

N

Grain handling facilities—training regarding hazards present and training in rescue procedures where entry into bins, silos, and tanks is necessary

Subpart S—Electrical safety These regulations require training according to workers’ respective job assignments.

Subpart T—Commercial diving operations Training is required for each member of a dive team, with additional training for the designated person in charge.

Subpart Z—Toxic and hazardous substances The Hazard Communication Standard, always the leading standard in number of violations, requires employee information and training on hazardous chemicals in their work area. Workers need to understand how to locate and understand the information found on MSDSs. They must receive instruction in how to detect the presence or release of a hazardous chemical in the work area and about PPE to be used.


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The following substances have their own set of regulations requiring specialized training: N

Asbestos

N

4-Nitrobiphenyl

N

Alpha-napthylamine

N

Methyl chloromethyl ether

N

3,3’-Dichlorobenzidine (and its salts)

N

Bis-chloromethyl ether

N

Beta-napthylamine

N

Benzidine

N

4-Aminodiphenyl

N

Ethyleneimine

N

Beta-propiolactone

N

2-Acetoaminofluorene

N

4-Dimethylaminobenzene

N

n-Nitrosodimethylamine

N

Vinyl chloride

N

Inorganic arsenic

N

Lead

N

Chromium (vi)

N

Cadmium

N

Benzene

N

Coke oven emissions

N

Bloodborne pathogens—training for all workers who have occupational exposure to these substances

N

Cotton dust

N

1,2-Dibromo-3-chloro-propane

N

Acrylonitrile (vinyl cyanide)

N

Ethylene oxide

N

Formaldehyde

N

4,4’ Methylenedianiline

N

Ionizing radiation

Basically, all the regulations have common elements—information regarding special hazards and safe procedures as well as any requirements for refresher training.

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General Orientation Checklist Company Rules and Regulations — Human Resource (HR) Department

Attendance —Hours of work and overtime policies—breaks and lunch period —Pay schedules (including time cards, if applicable) —Reporting absences —Leave time—sick days, holidays, vacations —Family and Medical Leave Act (FMLA), if applicable —Tax, insurance, and other forms

Employee benefits and eligibility —Health and dental insurance —Disability insurance —Life insurance —Pension or 401(k) pla —Miscellaneous benefits, if applicable, such as educational assistance, matching gift program, or wellness program

Company policies —Facility security: Company ID, keys, or passwords —Drug and alcohol use and other prohibitions —Sexual harassment and discrimination —Americans with Disabilities Act and “reasonable accommodation” —Use of company phone, e-mail, and Internet

New Employee Handouts —Employee manual —Description of benefit programs —Any relevant union contract —ID card or badge —Key or password, if applicable

Department Rules and Regulations —Department head, supervisor, and/or trainer

Department rules —Introduction to co-worker “buddy” —Tour of department and introduction to other workers —Location of rest rooms, lockers, lunchroom, first-aid supplies


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Safety rules and procedures —Emergency training—exits and alarms —Reporting accidents, near misses, and unsafe conditions —Reporting tools or equipment needing repair

New employee job description and responsibilities —Step-by-step introduction to procedures of the job —On-the-job training and evaluation —Distribution of tools, PPE, and supplies —Hazardous chemicals, if applicable

New employee department handouts —Job description —Step-by-step procedure instructions —Required PPE or other safety equipment —Tools —Materials —Printout of department rules or safety procedures —Diagram showing layout of department or facility, if appropriate

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Machine Operator Job Orientation and Evaluation General Work Area Hazards: ________________________________________________________________________________________

Workstation

Yes

No

N

Machine guards—Are they all in place?   —Does the machine appear to be in good repair?   —Does wiring appear to be in good repair?   —Explain potential hazards of equipment: _____________________________________________________________________________________ _____________________________________________________________________________________

N

Is lockout/tagout needed for maintenance or repair?   Explain procedure: _____________________________________________________________________________________ _____________________________________________________________________________________ _____________________________________________________________________________________

N

Give operator his lock and key. —Has operator worked with identical machine previously?





—List required (or suggested) PPE: _____________________________________________________________________________________ _____________________________________________________________________________________ N N N N

N

N

Discuss storage of tools and organization of workstation. Show location of supplies and procedures for obtaining them. Identify hazards created while performing job—dust, heat, excessive noise, or other specific hazard. List steps in operating procedure: _____________________________________________________________________________________ _____________________________________________________________________________________ _____________________________________________________________________________________ _____________________________________________________________________________________ If previous experience, ask new operator to perform procedure. —Evaluate performance and make suggestions. —Observe workstation and job operation to be sure ergonomic dangers are minimized. —Suggest ways to reduce repetitive motions. If no previous experience, demonstrate procedure. —Ask operator to perform procedure with supervision. —Repeat as required. —Ask if operator has any questions.


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Chemical Worker Orientation and Evaluation Work Area Hazards: _____________________________________________________________________________________ N

List hazardous chemicals in the workplace: _____________________________________________________________________________________ _____________________________________________________________________________________

Yes

No

N

Are MSDSs on hand?





N

Does the operator know the specific hazards?





N

Does the operator know the signs of a problem?





N

Are chemicals stored and labeled correctly?





N

Explain the procedures for a minor accident: _____________________________________________________________________________________ _____________________________________________________________________________________ _____________________________________________________________________________________

N

Explain the procedures for a major accident: _____________________________________________________________________________________ _____________________________________________________________________________________ _____________________________________________________________________________________





N

Has operator worked with same chemicals previously?

N

List required (or suggested) PPE: _____________________________________________________________________________________

N

Are there special procedures to prevent contamination?

N

Explain procedures like showering, removal and disposal of clothing.

N

Show location of supplies and procedures for obtaining them.

N

Discuss storage of chemicals and organization of workstation.

N

List steps in operating procedure: _____________________________________________________________________________________ _____________________________________________________________________________________

N

If previous experience, ask new worker to perform procedure.

N

If no experience, demonstrate procedure. Identify hazards created while performing job— chemicals, heat, fumes, skin irritation, ingestion, contamination of clothing or tools.

N

Ask operator to perform procedure with supervision.





—Repeat as required. —Ask if worker has any questions.


19

Employee Rights Under OSHA Every employee has these rights: A safe workplace—The General Duty Clause says: Each employer: N

“Shall furnish to each of his employees employment and a place of employment which are free from recognized hazards that are causing or likely to cause death or serious physical harm to its employees.

N

“Shall comply with occupational safety and health standards promulgated under this Act.”

The General Duty Clause has one more line, however. It goes on to say: N

“Each employee shall comply with occupational safety and health standards and all rules, regulations and orders pursuant to this Act which are applicable to his own actions and conduct.”

OSHA Notice and OSH Act—Employees have a right to: N

View posted notice on OSHA and any state protections and obligations.

N

Request copies of the OSH Act and specific safety and health standards.

Complaints of OSHA—Employees have a right to: N

Submit specific written complaints to OSHA requesting inspection.

N

Have complainants’ names withheld from employer’s copy.

N

Contact OSHA without fear of being fired, penalized, or discriminated against.

N

Ask for a review if OSHA denied request for inspection.

N

Receive a written response to request for review.

N

Report possible safety violations to an OSHA official during any inspection.

N

Have an employee representative accompany OSHA official during inspection or have employees speak with official.

N

Have OSHA citations of company posted visibly.

N

Contest a citation or employer’s request to modify the requirements of a citation.

Hazard Communication Standard—Employees have a right to: N

Be informed about the Hazard Communication Standard and know where hazardous materials are used.

N

Know about the company’s written hazard communication program and the list of hazardous chemicals, and know where material safety data sheets are located.

OSHA 300 Log—Employees have a right to: N

View a posted summary of prior year’s recorded injuries and illnesses between February 1 and April 30.

N

Receive a copy of the OSHA 300 log and summary.

N

Request that their name not be entered on the log when reporting an injury or illness.


21

Exposure and Medical Records—Employees have a right to: N

Ask to view or copy results of personal exposure measurements or monitoring related to toxic substances or harmful physical agency.

N

In the absence of personal records, ask to see records for employees with similar jobs or working conditions.

N

See records of potentially hazardous exposures in workplaces or areas to which you’re being assigned.

N

See personal health records, including medical complaints, exams, and tests.

22


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