Contents Employee Involvement

A system for the documentation of the pharmacy preparation will only retain its value if it is continuously updated. In addition, the contents of frequently used documents, such as procedures, should be known broadly by all employees involved in the relevant processes. Having read and understood the procedure, the employees should sign or place their initials on a cover sheet or training document to indicate this. In the pharmacy the following should be clearly defined... 

Moreover, both the employees involved and management must be aware of the effort necessary to transfer ffie generic solutions to a specific company. Thus, before applying the provided analysis and methods of the guideline, companies need to familiarize themselves with its contents to ensure a successful result. 

The audit s objective affects both the form and the content of audit. It is our contention that audits are suited to determine point-in-time compliance. It is relatively easy to design an audit to determine point-in-time compliance with a regulation or a standard. It is much more difficult to design an audit process that will reliably help evaluate and improve a process. It is unlikely that a standardized audit could accomplish this. What is required is that the auditor has an understanding of the particular process under study. Based on this understanding, the auditor can then design questions to evaluate the process. We have some limited experience with this approach. It lacks the appeal of standardization and is relatively slow and costly. Moreover, it can succeed only in an atmosphere of trust. If the auditor is to ever find out what is really happening, the employees involved have to be confident that the information they reveal will be used to improve the system rather than to evaluate them. 

In a detailed bottom-up process which involved surveys among customers, employees, management, and external opinion leaders, the core contents of the old company brands Degussa, Hills, SKW, Rohm, and Goldschmidt were analyzed. Internal and external sources turned out to connect four attributes with all five companies reliability, ability to innovate, uniqueness of products and services, and intelligent linking. 

The first major element is Employee Participation [29 CFR 1910.119 (c)]. This requires that affected employees (those who could be affected by an incident) not only have access to pertinent Process Safety Management information, but also be allowed to provide input to its development and use. It is expected that affected employees will be trained in the standard s content. Many companies not only welcome employees input, but also involve them in the development and management of the individual elements. It is expected that all employee participation in PSM implementation will be documented. ... 

In the absence of regulation, companies need to consider the extent to which label identification of contents would reveal valuable commercial secrets. Protection of these secrets involves different considerations depending upon whether hazardous labelling will be used within the trade secret owners workplace or outside of it. Since employees can be bound to keep such informa-... 

Every company must have at least one first aid kit under the regulations. The size and contents of the kit will depend upon the nature of the risks involved in the particular working environment and the number of employees. Table 1.2 gives a list of the contents of any first aid box to comply with the HSE Regulations. 

I have only seen this once, but it certainly is worth exploring if you have the right employees and correct safety culture. It could be honed to a very useful tool. The case I m familiar with involved a dedicated process operator who worked within the cell room of a chlorine manufacturing plant. This conscientious employee was effective in everything he did. However, some years ago, as required for a brief correction, he cut the feed brine flow to an electrolyzer cell. As I recall the story, he got busy and failed to restore the feed brine. The protective instramentation was limited and the electrical current heated the cell contents. An expensive explosion occurred but fortunately no one was injured because this employee was disciplined. 

The same content can be delivered on- and ofif-the-job. On-the-job may involve one-on-one training under a supervisor or other experienced employee, but these should have had train-the-trainer training, i.e. training in how to train, and assess competency. 

Job analysis for training purposes involves a careful study of job tasks. This is a further effort to define the specific content of training—determining what should be the contents of training in terms of what an employee must do to perform a task, job, or assignment in an effective way [4]. It requires an orderly, systematic collection of data (task analysis) about the job. We are familiar with this through our job Hazard Analysis procedures. Refer to Chapter 15 for an overview of Job Hazard Analysis. The following methods are also available for job analysis ... 

OSHA does not generally consider discarded feminine hygiene products to fall within the definition of regulated waste. These products should be discarded in waste containers which are lined in such a way as to prevent contact with the contents. OSHA notes, however, that it is the employer s responsibility to determine which job classifications or specific tasks and procedures involve occupational exposure. For example, the employer must determine whether employees can come into contact with blood during the normal handling of such products fi om initial pick-up through disposal in the outgoing trash. 

The Stickiness Factor is how well your message will stick with your intended audience. This factor involves an understanding of what media style and content your message must have to be remembered and utilized by your employees. Your message must be designed and presented so that employees understand and can demonstrate their knowledge of the content (Gladwell, 2000). 

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