7 stupid reasons

10102360

SPECIAL REPORT

7 Stupid ReasonsNew EmployeesGet Injured—And How to Avoid These Mistakes

10102300

SPECIAL REPORT

7 Stupid ReasonsNew EmployeesGet Injured—And How to Avoid These Mistakes

Executive Publisher: Robert L. Brady, J.D.

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

©Business & Legal Reports, Inc. 10102300

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 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11OSHA 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

Did You Know?

40 percent of employees injured at work have been on the job forless 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 gatheredby workers who have spent more time on the job.

The obvious question is: How can employers protect their new employees andprevent them from getting injured?

To answer that, let’s take a look at 7 stupid reasons new employees get injured.

1. Employers assume that newemployees know more than theyreally do—and that commonsense will prevent most accidents.

It’s not that new employees are stupid—not by a long shot. Many of them mayhave specific knowledge or special skills, but they don’t necessarily know how totranslate this knowledge into safety in their new environment.

Certain jobs require precautions that may seem like common sense to someonewho has spent years at a job. For a newcomer, however, these jobs may presentbrand new hazards they have never even thought about.

All employees should know that the Occupational Safety and Health Act of 1970gives 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 becovered by other specific OSHA regulations.

The clause reads:

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

� “Each employer shall comply with occupational safety and health standardspromulgated under this Act.”

©Business & Legal Reports, Inc. 10102300 1

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

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

Employees should be told to report any safety hazards they cannot correct them-selves. 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 itcan be repaired or replaced.

It should also be mandatory for all employees to report any accidents and nearmisses in the workplace. A near miss is a close call. It’s an accident that almost hap-pened or even did happen, but that just didn’t result in an injury this time around.

For example:

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

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

� Instead of using a ladder, an employee puts a box on top of a drum, but onceup 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) feelrelieved 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 manage-ment should ever shrug it off. Someone—the employee who had the near miss orsomeone 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 NationalSafety Council, 75 percent of all accidents are preceded by one or more nearmisses. The difference between a near miss and a serious injury might be a frac-tion of an inch or a split second of time. So near misses are a red flag—a warningthat something is very wrong and requires your immediate attention.

Frequently, however, employees are reluctant to report near misses to a supervisorbecause they are afraid they’ll be blamed for it. So make sure they understand thatno one is trying to blame anyone. The purpose is to get to the root of the problemto prevent future accidents and injuries. This is an important facet of each worker’sorientation. It should also give them a feeling for the importance managementplaces on workplace safety.

2. New employees are often afraid toask questions.

They are afraid they will sound stupid—they may even fear that they will sound sostupid they will be fired. This may be especially true of young workers. Supervisorsneed to remind them over and over that they are happy to answer questions—anytime.

2 7 Stupid Reasons New Employees Get Injured—And How to Avoid These Mistakes

One safety instructor puts it this way. Students’ questions often remind him ofthings he didn’t explain as thoroughly as necessary—or something he forgot tomention at all. He feels the more questions, the better. Everyone will learn more.

Teen workers may be unaware of common workplace hazards. They should beinformed of the restrictions on their duties imposed by federal and state childlabor laws, so they know they have the right to refuse if they are asked to do some-thing they feel is unsafe or prohibited by law.

On the other hand, older workers may think they know it all—they may not reallypay close attention because they think they’ve heard it all before. In fact, hazardsand conditions in this particular workplace may be different from where theyworked previously.

Workers with a disability, like the hearing or visually impaired, may require theirtraining to be individualized according to their particular needs. They should alsobe aware of their rights under the Americans with Disabilities Act (ADA) to ask forreasonable accommodations, if any are needed, to help them perform the essen-tial functions of their jobs.

Workers who require a wheelchair or have difficulty walking may require assis-tance in case evacuation is ever necessary. Obviously, these workers also haverights to reasonable accommodation under the ADA, but they may have questionsabout whether the company’s emergency plans have provisions to include theirspecific needs.

Workers who can’t read or understand English well may need individual help tomake sure they understand the safety rules. If at all possible, use anotheremployee 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 guideand mentor for each new employee. Often, small details or questions will arisethat no one thought to cover in a general orientation session.

Luckily, unless your company is very large, most new employee orientation isoffered to small groups. This helps the trainees feel less embarrassed to ask ques-tions. Discussing the material that has been covered or giving a short quiz may behelpful in pinpointing areas where they may not have understood the informationcompletely.

Handouts can also help trainees remember the important points from their orienta-tion. This report includes several that may be useful—either as is, or as customizedto meet your company’s needs.


3. The workplace environment is newto them—they aren’t familiar withits hazards or what to do in anemergency.

The building is new to them. They may know only one way to enter or leave. Ifthey go to a different part of the building they may become disoriented. In case ofan emergency, that could mean a disaster.

OSHA requires that when they are given their initial assignments, all employeesmust be trained in those parts of their employer’s emergency plan necessary toprotect themselves in the event of an emergency (29 CFR 1910.38(a)).

In developing its emergency plan, an employer must decide what it wants employ-ees to do in case of fire. If the answer is “Evacuate immediately,” it is necessary tomake sure that each employee knows the sound of any emergency alarm and therecommended exit routes from any part of the building.

Most employers also include training on phoning in an emergency. (Is 911 thenumber to call in your area? Who should make the phone call?) Everyone shouldknow the proper place to gather after they get outside safely. They should alsoknow the location of first-aid kits in case of an emergency.

If the employer feels that employees should be permitted to use portable fire extin-guishers to douse a small fire, it becomes necessary to train workers in their properuse. Likewise, if they have any specific assignments, such as helping disabled work-ers or shutting down machinery, employees will need instruction for these dutiesas well.

If your company’s emergency planning goes beyond fire prevention, new employeesshould know about other aspects. Many companies have policies in place coveringnatural disasters, such as floods, tornadoes, hurricanes, or blizzards, that are relativelycommon in their particular area. Workers should know about policies coveringplant closures and the proper procedure for notifying their supervisors if they areunable to get to work because of a weather emergency.


4. Employee training for a particularjob often focuses on what to do—but neglects training about thejob hazards to avoid.

After demonstrating a job, the instructor should give the trainee step-by-stepinstructions to be followed every time. Having the instructions in writing will giveboth 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 addi-tion, 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 equip-ment involved to be sure it is operating correctly and that any necessary guardsare in place.

When the trainer is demonstrating a particular job, it will probably go smoothlybecause he or she knows how to do the job correctly and also knows about anydangers. If new workers aren’t warned about what can go wrong, they may learnthe hard way—with an accident.

In some cases, it may seem unnecessary to follow a certain procedure unless thereason for following a particular rule is explained. Workers are going to be muchmore willing to follow a safety rule if they understand that following the rule isnecessary to prevent a dangerous accident.

If they don’t understand the reason, they may feel that it is acceptable to skip itand find out—too late—that it really was important.

Even after a worker has demonstrated that he or she can do the job properly, thesupervisor should continue to observe frequently to be sure that the operation isperformed properly every single time. This is a prime example of how assigning amentor can be very beneficial. Because the new employee and the experiencedworker are in frequent contact, there can be close observation without the newworker feeling that he or she is being spied on.


5. Employees do not know enoughabout hazardous substances intheir workplace.

OSHA has specific requirements in its Hazard Communication Standard (HazCom)that spell out exactly what workers should know. If this training isn’t thoroughlyunderstood, workers can expose themselves to serious physical or health hazards.

The Hazard Communication Standard (1900.1200) gives workers the right to knowthe hazards of substances being used in the workplace and how to use themsafely. As part of their basic right to know, the Hazard Communication Standardspecifically gives them the right to be informed about:

� The requirements of the standard,

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

� The location and availability of the company’s written hazard communicationprogram, including lists of hazardous chemicals and material safety datasheets (MSDSs).

Workers should be informed of:

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

� The procedure to be followed in order to read it, and

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

The training should be given at the time of the worker’s initial assignment andwhenever a new physical or health hazard that the employee has not previouslybeen 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 informa-tion must always be available through labels and MSDSs. The MSDSs must beavailable 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:

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

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

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


� The details of the hazard communication program developed by theemployer, 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 vio-lations, too. In fact, lack of a written HazCom program has been the most frequentviolation OSHA found in recent years. Lack of adherence to other parts of Haz-Com that have recently appeared in the top 10 violations include failures to pro-vide information on hazardous chemicals, MSDSs, identification information onhazardous chemicals, and hazard warnings for hazardous chemicals. A worker’sright to know about chemical hazards is an important right guaranteed by OSHA.

6. New employees do not thoroughlyunderstand the necessity of usingrequired PPE—or how to use itproperly.

Most people have heard horror stories about workers who were injured becausethey weren’t wearing PPE that could have kept them safe. Perhaps they have somescary stories of their own to tell. Year after year, work accident statistics show thatan 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—fallingobjects, chemical exposures, flying objects, sharp objects, and rolling or pinchingobjects—as well as all the protections—hard hats, safety glasses and goggles, res-pirators, gloves, safety shoes, and other clothing and equipment. The better man-agers identify and understand the impact of specific hazards, the better able theywill 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. Inother instances, administrative controls or work practices can reduce a hazard byminimizing the time a worker is exposed. Remember that PPE is only a supple-mentary form of protection, necessary where all hazards have not been controlledthrough other means. Even if they have been reduced, PPE may still be advisablein some cases as a backup.

Once an employer determines that such hazards are present—or are likely tobe—the employer must:

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


� Communicate decisions about required PPE to employees, and

� Select PPE that fits each affected employee properly.

Try to involve employees in the selection process whenever possible. Have a vari-ety of sizes and styles available to accommodate the needs of all workers. Letthem 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 totheir tastes. When choices are possible, worker cooperation increases if theyactually like the look of their PPE.

These first two steps are actually the easy part. The hard part is encouraging employ-ees to actually use the PPE. The next two steps—training and follow-up— presentthe challenge of reaching employees and communicating the important message.

It stands to reason that employees will be more willing to cooperate with wearingrequired PPE if they are trained properly. Training must include:

� When PPE is necessary,

� What PPE is necessary,

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

� Limitations of the PPE, and

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

New training must be provided whenever:

� Changes in the workplace render previous training obsolete,

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

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

Here are some training tips to encourage employees’ cooperation.

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

� Point out that OSHA requires it.

� Dramatize the consequences of failing to use required PPE.

� Help employees recognize that PPE gives them more control.

� 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 employ-ees will still forget to use their PPE, ignore the rules, think that PPE is for wimps, orbelieve that accidents always happen to someone else. Daily monitoring is essen-tial to see that employees are actually wearing their PPE. Try these suggestions tomotivate your employees and keep your PPE program from going down the drain:

� Recognize and reward employees for using PPE.

� Make it easy to get and exchange PPE.

� Recognize proper use of PPE in performance appraisals.

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


But the BIGGEST STUPID REASONmay be:

7. The workplace does not send themessage that safety is a high prior-ity.

Workers (especially new workers) are going to judge how important safety is byobserving what goes on around them.

� Is the workplace clean and orderly?

� Are there frequent drills to practice emergency procedures and evacuation?

� Do supervisors always answer questions promptly and politely?

� Are “No Smoking” signs obeyed?

� Are areas where hazardous substances are being used properly labeled?

� Are MSDSs readily accessible by all workers?

� Are all workers wearing eye protection if it is required?

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

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

� Are supervisors and managers following the rules as well?

The everyday behavior of everyone at the facility will indicate the value the organ-ization places on safety. If managers and supervisors don’t abide by the safetyrules, it sends a strong message. If they ignore workers who are not obeying therules, 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 onsafety by consistently following the safety protocols and by using progressive dis-cipline, 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 getaround very quickly: “These guys mean it.” Other workers may be less inclined toignore 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 actuallyhappening in the actual workplace. There is truth in the old adage, “Put yourmoney where your mouth is.” What you do speaks louder than what you say.


Checklists and Handouts

OSHA Required TrainingIn addition to the general training, specific training requirements are established by OSHA regardingspecific 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 areassigned 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 thisequipment before they are allowed to use it. The company needs written work procedures for the oper-ation, 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 an8-hour time-weighted average of 85 decibels.

This must be repeated annually and include the effects of noise on hearing, information about hearingprotection, and information about audiometric testing.

Subpart H—Hazardous materials

There are too many regulations and categories of workers involved with hazardous training to coverthis subject in detail in this report. However, the following is a brief listing of some of the groups thatrequire training:

� Workers with flammable and combustible liquids,

� Workers with explosives and blasting agents,

� Workers operating bulk delivery and mixing equipment,

� Workers with liquefied petroleum gases,

� Workers with anhydrous ammonia,

� Workers following process safety management procedures for highly hazardous chemicals,

� Contract employers with workers exposed to hazardous chemicals, and

� Workers involved with hazardous waste operations and emergency response.

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


Subpart I—Personal protective equipment (PPE)

This training must be provided for every worker who is required to use PPE. It must include when PPEis necessary, what kind, how to use it, limitations, and maintenance of PPE. Workers must be retrainedin 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 theseworkers 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 theselocations.

All employees need to be trained about accident prevention signs and tags and to understand whatspecial 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 beunderstood 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 incase of a fire emergency. At the minimum, all employees must know how to recognize emergencyalarm systems and know proper evacuation procedures.

If management wants workers to use portable fire extinguishers in case of a minor fire, they must supplytraining to their employees.

Fire brigades need the most detailed training, need annual retraining, and must be aware of specialhazards in their workplace.

Subpart N—Material handling and storage

Workers who service multipiece and single-piece rim wheels need special training and must demon-strate their ability to perform these duties safely. They must also be retrained as necessary to ensurecontinued proficiency.

Forklift operators (or powered industrial truck operators, as they are called in the regulations) needtraining 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 pro-vided according to the regulations but, at a minimum, there must be a performance evaluation at leastonce every 3 years.


Subpart O—Machinery and machine guarding

OSHA has very specific rules concerning machine guarding, and each employee should be aware ofthe 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’soperation easier or faster. Because of the danger of serious injuries, or even amputations, OSHA placesgreat emphasis on these regulations.

Certainly, all employees whose duties include any type of machine operation need individual evalua-tion 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 rulesfor 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:

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

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

� Sawmills—training in lift truck operation similar to forklift training

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

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

� Derrick trucks—operator training

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

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

� Tree trimming—training required concerning electrical hazards

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

� 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 personin charge.

Subpart Z—Toxic and hazardous substances

The Hazard Communication Standard, always the leading standard in number of violations, requiresemployee information and training on hazardous chemicals in their work area. Workers need to under-stand how to locate and understand the information found on MSDSs. They must receive instruction inhow to detect the presence or release of a hazardous chemical in the work area and about PPE to be used.


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

� Asbestos

� 4-Nitrobiphenyl

� Alpha-napthylamine

� Methyl chloromethyl ether

� 3,3’-Dichlorobenzidine (and its salts)

� Bis-chloromethyl ether

� Beta-napthylamine

� Benzidine

� 4-Aminodiphenyl

� Ethyleneimine

� Beta-propiolactone

� 2-Acetoaminofluorene

� 4-Dimethylaminobenzene

� n-Nitrosodimethylamine

� Vinyl chloride

� Inorganic arsenic

� Lead

� Chromium (vi)

� Cadmium

� Benzene

� Coke oven emissions

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

� Cotton dust

� 1,2-Dibromo-3-chloro-propane

� Acrylonitrile (vinyl cyanide)

� Ethylene oxide

� Formaldehyde

� 4,4’ Methylenedianiline

� Ionizing radiation

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


General Orientation ChecklistCompany 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


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


Machine Operator Job Orientation and Evaluation

General Work Area Hazards:________________________________________________________________________________________

Workstation Yes No� 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:

_____________________________________________________________________________________

_____________________________________________________________________________________

� Is lockout/tagout needed for maintenance or repair?

Explain procedure:

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

� Give operator his lock and key.

—Has operator worked with identical machine previously?

—List required (or suggested) PPE:

_____________________________________________________________________________________

_____________________________________________________________________________________

� 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.


Chemical Worker Orientation and Evaluation

Work Area Hazards: _____________________________________________________________________________________

� List hazardous chemicals in the workplace:

_____________________________________________________________________________________

_____________________________________________________________________________________

Yes No� Are MSDSs on hand?

� Does the operator know the specific hazards?

� Does the operator know the signs of a problem?

� Are chemicals stored and labeled correctly?

� Explain the procedures for a minor accident:

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

� Explain the procedures for a major accident:

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

� Has operator worked with same chemicals previously?

� List required (or suggested) PPE:

_____________________________________________________________________________________

� Are there special procedures to prevent contamination?

� Explain procedures like showering, removal and disposal of clothing.

� Show location of supplies and procedures for obtaining them.

� Discuss storage of chemicals and organization of workstation.

� List steps in operating procedure:

_____________________________________________________________________________________

_____________________________________________________________________________________

� If previous experience, ask new worker to perform procedure.

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

� Ask operator to perform procedure with supervision.

—Repeat as required.

—Ask if worker has any questions.


Employee Rights Under OSHAEvery employee has these rights:

A safe workplace—The General Duty Clause says:

Each employer:

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

� “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:

� “Each employee shall comply with occupational safety and health standards and all rules, regula-tions 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:� View posted notice on OSHA and any state protections and obligations.

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

Complaints of OSHA—Employees have a right to:� Submit specific written complaints to OSHA requesting inspection.

� Have complainants’ names withheld from employer’s copy.

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

� Ask for a review if OSHA denied request for inspection.

� Receive a written response to request for review.

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

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

� Have OSHA citations of company posted visibly.

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

Hazard Communication Standard—Employees have a right to:� Be informed about the Hazard Communication Standard and know where hazardous

materials are used.

� 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:� View a posted summary of prior year’s recorded injuries and illnesses between February 1

and April 30.

� Receive a copy of the OSHA 300 log and summary.

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


Exposure and Medical Records—Employees have a right to:� Ask to view or copy results of personal exposure measurements or monitoring related to toxic

substances or harmful physical agency.

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

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

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


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