Osha Notes Part II

CHAPTER 3 Workplace Health Hazards: Problems and Remedies The Basic Industrial Hygiene Program First, the facility’s health and safety officers must recognize possible exposure hazards. The evaluation phase involves determining how severe the hazard is. Finally, the hazard control phase involves taking steps to eliminate or reduce the hazard so that it no longer ranks as dangerous. Asbestos Exposure at Work There are four major sources of occupational respiratory diseases: asbestos, silica, lead, and carbon dioxide. Of these, asbestos has become a major concern. Infectious Diseases -The Case of SARS With many employees traveling to and from international destinations, monitoring and controlling infectious diseases like Ebola and SARS has become an important safety issue. Obviously, employers must make provisions for ensuring that a returning employee does not inadvertently infect one or more colleagues. Employers can take a number of steps to prevent the entry or spread of infectious diseases like SARS into their workplaces. Alcoholism and Substance Abuse Alcoholism and Substance Abuse are serious and widespread problems at work because they usually lead to declines in the quality and quantity of work. Dealing With Substance Abuse Various techniques can be used to deal with these problems, which start with testing, and include: disciplining, discharge, in-house counseling, and referral to an outside agency. Stress, Burnout, and Depression Stress, Burnout, and Depression can sometimes lead to problems such as alcoholism and drug abuse, which are problematic for the employee and employer. A variety of external environmental factors can lead to job stress. Personal factors also influence stress whereby no two people react to the same job in the very same way. • Human consequences of stress include anxiety, depression, anger, and various physical consequences. • Organizational consequences include reductions in the quantity and quality of job performance, increased absenteeism and turnover, increased grievances, and increased health care costs. Stress is not necessarily dysfunctional; it can lead some people to be more productive and/or creative. Reducing Job Stress can range from getting more sleep and eating better to negotiating with your boss for realistic deadlines on important projects to reducing the amount of trivia to which you give your attention. Sources of Stress Regardless of its origin, stress possesses the same devastating potential. Some factors are controllable to varying degrees, whereas others are not. The following are some major sources of stress: 1. The family -- A frequent source of happiness and security, the family can also serve as a significant stressor. 2. Financial problems -- Problems with finances may create an unbearable strain. 3. Living conditions -- Stress levels may be higher for people who live in densely populated areas. 4. Corporate Culture -- Corporate culture has a lot to do with stress. The CEO's leadership style sets the tone. 5. Role ambiguity -- Role ambiguity exists when employees lack clear information about the content of their jobs. 6. Role conflict. Role conflict occurs when an individual is placed in the position ofseeking opposing goals. 7. Job overload. When employees are given more work than they can possibly handle, they become victims of job overload. 8. Working conditions. The physical characteristics of the workplace, including the machines and tools used, can create stress. 9. Managerial Work. The nature of managerial work may itself be a source of stress. The three-step stress-reduction technique involves: • developing awareness • adjusting attitudes; • taking action. The HR department can take a positive role in reducing stress. Burnout is the total depletion of physical and mental resources caused by excessive striving to reach an unrealistic work-related goal. Some suggestions for alleviating burnout include: breaking your patterns; getting away from it all periodically; reassessing your goals in terms of their intrinsic worth; and think about your work. Computer-Related Health Problems Short-term eye problems (like burning, itching, tearing, eyestrain, and eye soreness), backaches, and neck-aches are common complaints among video display operators. The National Institute for Occupational Safety and Health (NIOSH) has several recommendations for reducing these problems. Workplace Smoking The Nature of the Problem is serious for employees and employers. Smokers have significantly greater risk of occupational accidents and higher absenteeism rates than nonsmokers. They increase the cost of health and fire insurance. Violence at Work Violence against employees has become an enormous problem at work, including homicide and robbery. Steps to Reduce Workplace Violence Heightened Security Measures This include improve external lighting use drop safes to minimize cash on hand, and post signs noting that only a limited amount of cash is on hand; install silent alarms and surveillance cameras; increase the number of staff on duty; provide staff training in conflict resolution and nonviolent response; close establishments during high-risk hours late at night and early in the morning; and issue weapons policy. Improved Employee Screening Improved Employee Screening of potentially explosive employees and applicants by instituting a rigorous pre-employment investigation is a line of defense. Workplace Violence Training should supplement enhanced security and screening. Organizational Justice A related step is to create a workplace culture emphasizing mutual respect, justice, and civility. Of course, this is easier said than done. In general, management should emphasize by word and deed that it believes deeply in and demands civility. Enhanced Attention to Employee Retention/Dismissal This is to reduce the potential liability of retaining employees who subsequently commit violent acts. Dismissing Violent Employees Use caution when firing or disciplining potentially violent employees. Analyze anticipate their behavior. Have a security guard or a violence expert present when the dismissal takes place. Dealing with Angry Employees includes: making eye contact; stopping what your are doing and giving you full attention; speaking in a calm voice and creating a relaxed environment; being open and honest; letting the person have his/her say; asking for specific examples of what the person is upset about; being careful to define the problem; asking open-ended questions and exploring all sides of the issue; and listening. Legal Constraints on Reducing Workplace Violence Most states have policies that encourage the employment and rehabilitation of ex-offenders, thus limiting the use of criminal records in hiring decisions. CHAPTER 4 SAFETY PROGRAMS Although many businesses had elaborate safety programs years before OSHA was passed, a large number of firms didn't establish formal safety programs until it was enacted. The Focus of Safety Programs Safety programs may be designed to accomplish their purposes in two primary ways. The first approach is to create a psychological environment and attitudes that promote safety. A strong company policy emphasizing safety and health is crucial. The second approach to safety program design is to develop and maintain a safe physical working environment. It is in this area that OSHA has had its greatest influence. Developing Safety Programs Organizational safety programs require planning for prevention of workplace accidents. Plans may be relatively simple, or more complex and highly sophisticated in order to fit the organization's size. Top management's support is essential if safety programs are to be effective. Tremendous economic losses can result from accidents. Accident Investigation Accidents can happen even in the most safety-conscious firms. Each accident, whether or not it results in an injury, should be carefully evaluated to determine its cause and to ensure that it doesn't recur. The safety engineer and the line manager jointly investigate accidents-why, how, and where they occur, and who is involved. Evaluation of Safety Programs An indicator that a safety program is succeeding is a reduction in the number and severity of accidents. The frequency rate is expressed by a formula that yields the number of lost-time accidents per million person-hours worked. The severity rate indicates the number of days lost because of accidents per million person-hours worked. Proper evaluation of a program depends on the accurate reporting and recording of data. Safety and Health Trends Firms are spending an increasing amount of money on safety. Reasons include: ✓ Profitability – Employees can only produce while they are on the job. ✓ Employee relations – Firms with good safety records can attract and retain good employees. ✓ Reduced liability – An effective safety program can reduce corporate and executive liability. Marketing – A good safety record may well provide companies with a competitive edge. ✓ Productivity – An effective safety program may boost morale and productivity while simultaneously reducing rising costs. One trend is the increased use of ergonomics. Ergonomics is the study of human interaction with tasks, equipment, tools and the physical environment. OSHA has increased its budget and staff to concentrate on ergonomic issues, with standards being established for all industries. CHAPTER 5 PART 2 OCCUPATIONAL SAFETY AND HEALTH ACT (1994) SALIENT FEATURE OF THE ACT (13 Parts) • Part 1: Preliminary • Part II: Appointment of Officers • Part III: National Council for Occupational Safety and Health • Part IV: General Duties of Employers and Self Employed Persons • Part V: General Duties of Designers, Manufacturers and Suppliers • Part VI: General Duties of Employees • Part VII: Safety & Health Organizations • Part VIII: Notification of Accidents, Dangerous Occurrence, Occupational Poisoning and Occupational Diseases, and Inquiry • Part IX: Prohibition against use of Plant or Substance • Part X: Industry Code of Practice • Part XII: Liability for Offences • Part XIII: Appeals • Part XIV: Regulations PART 1: PRELIMINARY Interpretation Contract of service - any agreement, whether one person agrees to employ another as an employee and that other agrees to serve his employer as an employee and includes an apprenticeship contract; Council - the National Council for Occupational Safety and Health established; Employee - a person who is employed for wages under a contract of service on or in connection with the work of an industry to which this Act applies and :▪ who is directly employed by the principal employer on any work of the industry, whether done by the employee at the place of work or else where; or ▪ who is employed by or through an immediate employer at the place of work of the industry or under the supervision of the principal employer or his agent on work which is ordinarily part of the work; or ▪ whose services are temporarily lent or let on hire to the principal employer by the person with whom the person whose services are so lent or let on hire has entered into a contract of service; Employer - the immediate employer or the principal employer or both; Government - the Federal Government, the Government of a State or a local government; Immediate employer - a person who has undertaken the execution at the place of work where the principal employer is carrying on his trade, business, profession, vocation, occupation or calling, and includes a person by whom the services of an employee who has entered into a contract of service with him are temporarily lent or let on hire to the principal employer; Industry - the public services, statutory authorities or any of the economic activities listed in the First Schedule; Occupier - a person who has the management or control of the place or work; Officer - the occupational safety and health officer appointed under sub-section 5(2) and includes the Director General, Deputy Director General, Directors, Deputy Directors and Assistant Directors of Occupational Safety and Health; Place of work - premises where persons work or premises used for the storage of plant or substance; Plant - includes any machinery, equipment, appliance, implement or tool, any component thereof and anything fitted, connected or appurtenant thereto; Practicable - practicable having regard to :• the severity of the hazard or risk in question; • the state of knowledge about the hazard or risk and any way of removing or mitigating the hazard or risk; • the availability and suitability of ways to remove or mitigate the hazard or risk; and • the cost of removing or mitigating the hazard or risk; Premises include :• any land, building or part of any building; • any vehicle, vessel or aircraft; • any installation on land, offshore installation or other installation whether on the bed of or floating on any water; and • any tent or movable structure; Prescribe - prescribed by this Act or the regulations; Principal employer - the owner or the person with whom an employee has entered into a contract of service and includes :- • a manager, agent or person responsible for the payment of salary or wages to an employee; • the occupier of a place of work; • the legal representative of a deceased owner or occupier; and • any government in Malaysia, department of any such government, local authority or statutory body; Self-employed person - an individual who works for gain or reward otherwise than under a contract of employment, whether or not he himself employs others; Substance - any natural or artificial substance, whether in solid or liquid form or in the form of a gas or vapour or any combination thereof; Substance for use at work - any substance intended or supplied for use, whether exclusively or not, by persons at work; Supply - the supply by way of sale, exchange, lease hire or hire-purchase, whether as principal or agent for another; Trade union - any association or combination of workmen or employers within the meaning of the Trade Unions Act 1959. THE OBJECTS OF THIS ACT ARE (a) to secure the safety, health and welfare of persons at work against risks to safety or health arising out of the activities of persons at work; (b) to protect person at a place of work other than persons at work against risks to safety or (c) health arising out of the activities of persons at work; (d) to promote an occupational environment for persons at work which is adapted to their physiological and psychological needs; (e) to provide the means whereby the associated occupational safety and health legislations may be progressively replaced by a system of regulations and approved industry codes of practice operating in combination with the provisions of this Act designed to maintain or improve the standards of safety and health