Employees for all

To determine which jobs should be analyzed first, review your job injury and illness reports. Obviously, a JELA should be conducted first for jobs with the highest rates of accidents and disabling injuries. Also, jobs where close calls have occurred should be given priority. Analyses of new jobs and jobs where changes have been made should follow. Eventually, a JHA should be conducted and made available to employees for all jobs in the workplace. 

Employers must ensure that SDSs are readily accessible to employees for all hazardous chemicals in their workplace. This may be done in many ways. For example, employers may keep the SDSs in a binder or on computers as long as the employees have immediate access to the information without leaving their work area when needed and a back-up is available for rapid access to the SDS in the case of a power outage or other emergency. 

If an employee s work area includes the location where the SDSs can be obtained, then maintaining SDSs on a computer would be in compliance with the requirements of the HazCom standard. However, if the SDSs can only be accessed outside the employee s work area(s), then the employer would not be in compliance with 1910.1200(g)(8) or (9). Employers must ensure that SDSs are readily accessible to employees for all hazardous chemicals in their workplace. 

Table 2 Hsts some of the physical, toxicity, flammabiUty, and reactivity properties of common chemicals (10,13,42,45—51). Also given are some of the quantities specified for reporting spills and for compliance with legislated requirements. The OSHA regulations require that material safety data sheets (MSDS) be developed for all process materials, so that the ha2ard data can be communicated to employees (52). Characteristics of toxicity, flammabiUty, chemical iastabiUty, reactivity and reaction energy, operatiag coaditioas, and corrosive properties of constmction materials must all be considered ia analy2iag ha2ard poteatials of chemicals and chemical operations.

In the Ha2ard Communication Standard, OSHA requires that all employees are trained in the ha2ards of the materials they are working with. This standard also requires that MSDSs be available for all ha2ardous chemicals at the worksite, accompany all shipments, and be sent to all customers. An... 

The company should have set standards for all employees to indicate the quality/safety performance expected of them. The quality manual, improvement plan and performance standards should be available to be seen by all employees. Check that this is the case... 

Combining the practice of preventive maintenance and total quality control and total employee involvement results in an innovative system for equipment maintenance that optimizes effectiveness, eliminates breakdowns, and promotes autonomous operator maintenance through day-to-day activities. This concept known as Total Productive Maintenance (TPM) was conceived by Seiichi Nakajima and is well-documented in his book Introduction of TPM and is highly recommended reading for all involved in the maintenance area. 

A ull-time employee," for purposes of section 313 reporting, is defined as 2,000 work hours per year. To determine the number of full-time employees atyourfacility, add up the hours worked by all employees during the calendar year, including contract employees and sales and support staff working at the facility and divide the total by 2,000 hours. In other words, if the total numter of hours worked by all employees is 20,000 hou rs or more, your facility meets the ten employee threshold. 

Managers who eonduet hazardous waste aetivities are required to implement systems to assess, monitor, and maintain reeords eoneerning employee health to minimize adverse health effeets on the workforee. Chapter 6 will diseuss HASP eomponents that outline the medieal sur-veillanee requirements for hazardous waste aetivities. In addition, it will provide examples of how to doeument physieal requirements, working eonditions, required proteetive equipment, and speeial qualifieations for all positions [4],... 

Once you have selected the job for analysis, discuss the procedure with the employee who performs the job and explain the intended purpose. Point out that you are studying the job itself and not checking on the employee s job performance. Involve the employee in all phases of the analysis, from reviewing the job steps and procedures to discussing potential hazards and recommended solutions. You should... 

Procedures to account for all employees after emergency evacuation has been completed (head count in rally points). 

The site-specific safety and health plan (SSAHP) mnst inclnde pro-cednres for implementing and enforcing safety and health rnles for all persons on site, inclnding employers, employees, ontside contractors, and visitors. 

In eontrast, emergeney evaeuation proeedures had not been rehearsed at Sites E and K, and some employees at the Site K expressed doubt that the employee alarm system (portable air horns) would be audible above site noise levels or would be aeeessible for all emergeneies. 

Employees stated that they had received confined space training and were prepared to perform confined space rescue, but they had not rehearsed rescue procedures. In addition, the confined space entry permit form for both contractors did not ask for all required information. For example, the form did not require documentation of the duration for the permit, the intended communications procedures for entry operations, or documentation of hot work performed during confined space entry operations. Completed permits did not contain documentation of hot work performed during confined space entry operations, even though hot work had been performed during such operations at least twice during the project. 

Contract employees must perform their work safely. Considering that contractors often perform very specialized and potentially hazardous tasks, such as confined space entry activities and nonroutine repair activities, their work must be controlled while they are on or near a process covered by PSM. A permit system or work authorization system for these activities is helpful for all affected employers. The use of a work authorization system keeps an employer informed of contract employee activities. Thus, the employer has better coordination and more management control over the work being performed in the process area. 

The standard requires controlled conditions to include documented procedures defining the manner of production, installation, and servicing where the absence of such instructions would adversely affect quality. The supplementary requirements also require job instructions for all employees having responsibilities for the operation of processes and for these job instructions to be accessible for use at the work station without disruption to the job. 

Probably one of the most important safety and healtli standards ever adopted is tlie OSHA hazard communication standard, more properly known as tlie right to know laws. The liazard communication standard requires employers to communicate information to tlie employees on liazardous chemicals tliat e.vist witliiii the workplace. The program requires employers to craft a written luizard communication program, keep material safety data sheets (MSDSs) for all haztirdous chemicals at the workplace and provide employees with training on tliose hazardous chemicals, and assure tliat proper warning labels are in place. 

As stated in previous sections of this chapter, there exists at all times a statutory and common law duty on all employers (which includes all engineers) to maintain a safe working environment for all their employees and the public at large. Additionally, it is contractual obligation on the insured under liability insurance policies to maintain the best reasonable standards of working procedures, equipment and the environment at all times. Consequently, there is a duty on all engineers to conduct their... 

The company s general policy statement should be a declaration of the employer s intent to provide a safe and healthy workplace for all employees and should include the request that the employees provide the necessary support towards achieving the company s aims. 

Dojob descriptions exist Are there current curricula vitae for all employees that detail education and experience Are they routinely updated Are they retained for past employees ... 

Maintenance may be handled either by employees hired especially for that job or by an outside contractor. The latter is most economical when workers in most trades are needed only occasionally. The company does not need to hire these workers full time, but still has their talents available when they are needed. Even in a large plant where a number of employees skilled in each maintenance trade are needed full time, contract maintenance may be used as a supplement at times of turnarounds (a planned time when large continuous plants are shut down to do preventive maintenance, repairs, and inspections) or especially heavy demands. For instance, during the turnaround of a 140,000 bbl/day (22,000 m3/day) Tidewater Oil Company refinery, the number of maintenance personnel rose from a preshutdown level of 181 to 924 men.48 Fewer men could have been used, but the downtime of the refinery would have been increased. In this instance the plant contracted for all of its maintenance. 

To ensure that the safety program is working, most companies have a safety policy follow-through. This includes monthly safety meetings, performance reviews, and safety audits. The monthly safety meetings include a discussion of any accidents (and resolution of prevention means), training on specific issues, inspection of facilities, and delegation of work. Performance reviews within the company for all employees must have a visible safety performance component. 

Neckties are recommended for all salaried and exempt employees. Non-exempt and hourly employees may or may not be required to wear neckties, depending upon job duties and the discretion of management. 

In addition, the type and number of assays developed may depend on why the testing is being done. If, on the one hand, the testing is to be done for worker safety within the industrial or pharmaceutical environment, where eye protection is mandatory for all employees, it may only be necessary to establish an irritant-nonirritant label rather than a qualitative ranking (nonirritating, slight, mild, moderate, severe, extreme). In these circumstances, only a single in vitro test or reliance on a data base of information on similar compounds may be required to achieve this level of information. However, because the information obtained would... 

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