SAFETY BLOG

Positioning Device Systems Compliance

The following safety huddle represents OSHA's safety compliance regulations for positioning device systems 1926.502(e).  Always consult directly with OSHA compliance standards and manufacturer recommendations before utilizing these systems.  Positioning device systems are not fall arrest systems, but they are personal safety devices that can be used to prevent an employee from falling.  They are an invaluable tool for fall protection but employers and managers must understand how to use them properly.

• Positioning device systems and their use shall conform to the following:
• Shall be rigged such that an employee cannot free fall more than 2 feet.
• anchor points for these systems must be capable of supporting twice the potential impact load of an employee's fall or 3,000 pounds, whichever is greater.
• All connectors shall be drop forged, pressed or formed steel, or made of equivalent materials.
• Connectors shall have a corrosion-resistant finish, and all surfaces shall be smooth.
• Connecting assemblies shall have a minimum tensile strength of 5,000 pounds.
• Dee-rings and snaphooks shall be proof-tested to a minimum tensile load of 3,600 pounds without cracking, breaking, or taking permanent deformation.
• Snaphooks shall be sized to be compatible with the member to which they are connected, or shall be a locking type designed and used to prevent disengagement.
• As of January 1, 1998, only locking type snaphooks shall be used.
• Unless the snaphook is a locking type and designed for the following connections, snaphooks shall not be engaged:
• directly to webbing, rope or wire rope
• to each other
• to a Dee-ring to which another snaphook or other connector is attached
• to a horizontal lifeline
• to any object which is incompatibly shaped
• Shall be inspected prior to each use for wear, damage, and other deterioration, and defective components shall be removed from service.
• Body belts, harnesses, and components shall be used only for employee protection (as part of a fall arrest system or positioning device system) and not to hoist materials.

 Be safe out there!

Elements of an Emergency Action Plan

An emergency action plan (EAP) should address emergencies that the employer may reasonably expect in the workplace.  Some examples include: fires; hazardous materials spills; tornadoes; floods; and others.  The following text identifies the main components of an EAP as outlined by OSHA.

• An EAP must be in writing, kept in the workplace, and available to employees for review.  Employers with fewer than 10 employees may communicate the EAP orally.
• An EAP must include at a minimum:
• procedures for reporting a fire or other emergency
• procedures for emergency evacuation, including type of evacuation and exit route assignments
• use floor plans or workplace maps which clearly show the emergency escape routes
• color coding will aid employees in determining their route assignments
• procedures to be followed by employees who remain to operate critical plant operations before they evacuate
• i.e. plant power supplies, plant water supplies, and other essential services that cannot be shut down or have to be shut down in stages
• procedures to account for all employees after evacuation
• procedures to be followed by employees performing rescue or medical duties
• the name or job title of every employee who may be contacted by employees who need more information about the plan or an explanation of their duties under the plan
• An employer must have and maintain an employee alarm system.
• the alarm system must use a distinctive signal for each purpose and comply with the requirements in section 1910.165
• An employer must designate and train employees to assist in a safe and orderly evacuation of other employees.
• assure an adequate number of employees are available at all times to act as evacuation wardens in times of emergencies
• one warden for every twenty employees in considered adequate
• make wardens thoroughly aware of facility layout, places of refuge (interior and exterior), and any and all handicapped or disabled employees who may need extra assistance
• An employer must review the EAP with each employee covered by the plan.
• when the plan is developed or the employee is assigned initially to a job
• when the employee's responsibilities under the plan change
• when the plan is changed

If you need more information or are looking to have an emergency action plan created for your company, just click on this link. EAP 

Be safe out there!

Intro to Bloodborne Pathogens

Background of 1910 Subpart Z:

• 1986 OSHA petitioned by various unions to set standards for bloodborne pathogens
• December 6, 1991, Bloodborne Pathogens Standards 29 CFR 1910.1030 established
• combination of engineering controls, work practice controls, PPE, training, medical surveillance, hepatitis B vaccinations, signs and labels, and other regulations that minimize the risk of disease transmission
• revised in 2001 to reflect Needlestick Safety and Prevention Act of November 6, 2000
• revised standard took effect April 18, 2001
• enforced July 18, 2001
• Primary agents of concern are HIV, HBV (Hep B), HCV (Hep C)
• Factors that determine overall risk for transmission is the type and number of blood contacts
• Factors that vary risk of exposure are:
• the pathogen involved
• type of exposure
• amount of blood in exposure
• amount of virus in persons blood at time of exposure
• The employer must:
• have exposure control plan in place for reporting exposures
• inform employees about treatments available
• monitor for side effects of treatments
• may involve testing the employee's blood
• risks of infection:
• HBV: none for vaccinated, 6-30% for unvaccinated
• HCV: 1.8%
• HIV: 0.3%

Control and Compliance:

• All employers and employees who have occupational exposure to bloodborne pathogens are required to establish a written exposure control plan and must include:
1. an exposure determination:
• list of all job classifications in which all employees have occupational exposures
• list of job classifications in which some employees have exposures
• a list of all tasks and procedures in which exposure may occur
2. methods of compliance
3. HIV and HBV research laboratories and production facilities
4. Hep B vaccination and post exposure evaluation and follow up
5. communications of hazards to employees
6. record keeping
7. procedures for evaluating circumstances surrounding exposure incidents
• Plan must be reviewed annually
• Plan must be available to OSHA for examination and/or copying
• The first principle of compliance is that universal precautions are to be observed
• Engineering controls must be used to eliminate or minimize exposure
• Sharps containers standards:
• puncture resistant and closeable
• labeled with biohazard placard or red colored
• leak proof on bottom and sides
• be constructed to prevent person from reaching inside

Communication and Training:

• Hazards are primarily communicated through labels, tags and placards affixed to containers and contaminated articles or equipment
• this is the visual component of communications
• training will provide knowledge and skills
• Training must include at least the following:
1. accessible copy of the bloodborne text with explanation of content
2. general explanation of blood diseases and symptoms
3. explanation of employers control plan and how to obtain a copy
4. explanation of how to recognize tasks that may involve exposure
5. use and limitations of methods to prevent or reduce exposure
6. all aspects of PPE
7. information on Hep B vaccination
8. information on persons to contact in an emergency and emergency procedures
9. post exposure evaluation and follow up
10. opportunity to ask employers questions

 Always consult government standards for more details.

Be safe out there!

Employee Health & Wellness

Research is beginning to shed more light on successful companies.  We are starting to find out that the general health and wellness of a company's employees directly relates to the efficiency and success of that company.  Healthy employees are efficient employees.  Tests have shown that employers who promote health and wellness among their employees have a more dedicated, satisfied, and successful workforce than those employers that do not.

Areas of health and wellness to promote in your company:

• Workplace Safety-
• The first and top priority in any workplace should be the health and safety of its employees.  Just like at home, an employee wants to feel nurtured and safe in their work environment.
• The first step is having a management staff that is committed to protecting their employees from all hazards and dangers.  They must practice what they preach.  If an employee knows that their management cares about them, then a level of trust will take root and the employee will dedicate more energy and talent to the benefit of the entire company.
• Next, comprehensive safety protocols must be developed to protect employees from known or potential hazards.
• Finally, training and education is the best way to increase knowledge of safe practices and to developing a safety-minded company.
• Aesthetics and ergonomics-
• The look and feel of the office or workplace can have a major effect on the emotional wellbeing of its employees.
• Limit restrictive barriers such as cubicles and solid wall offices in the workplace.  Maximize space in a way to promote socializing and idea creation.
• Maximize natural light and fresh air.  Encourage outdoor breaks, lunches, brainstorming sessions, etc.
• A fresh coat of paint with balanced color schemes can go a long way to substitute for the industrial feel of many workplaces.
• Utilize artwork that reflects the dedication and ideals of the company's employees.
• Many employees who are involved in repetitive movements can be plagued by soreness and long term injuries.
• Invest in a comprehensive ergonomics study within your workplace.
• Upgrade to equipment, furniture, and procedures that will minimize repetitive movement injuries.
• Mental and emotional health-
• Provide access to confidential mental health professionals that can assist employees with common life difficulties such as depression, divorce, death in the family, etc.
• Develop a comprehensive substance abuse program within the workplace.  This program must deter substance abuse among employees, educate employees on the dangers of substance abuse, and provide treatment and recovery options for employees that are seeking help.
• Physical health and wellness-
• Educate employees on the impacts of eating healthy, exercising and monitoring health.
• Set health goals as a company.
• For example, an office of 15 people will strive to lose 100 pounds in one month.
• Replace unhealthy foods and beverages in vending machines with fresh and healthy foods.
• Develop a healthy workplace program that will cover all areas of health and wellness for the work force.
• Provide interoffice wellness checks for employees on a regular basis.
• Blood pressure checks
• Influenza vaccinations
• Prostrate cancer screenings
• Breast cancer screenings
• Encourage yearly physicals for employees in high-risk operations.

 Take care of yourselves and your employees, they are the best asset you will ever have.

 Be safe out there!