witc-safety day rice lake, wi april 8, 2014 mary bauer cih, csp compliance assistance specialist eau...
TRANSCRIPT
TEMPORARY AND
VULNERABLE WORKERS
WITC-Safety Day
Rice Lake, WI
April 8, 2014
Mary Bauer CIH, CSP
Compliance Assistance SpecialistEau Claire, WI 54701 715-832-9019 [email protected]
MY BACKGROUND Mary Bauer Eau Claire Area OSHA Office
Compliance Assistance Specialist (CAS)
1310 West Clairemont AveEau Claire, WI 54701
715-832-9019 [email protected]
Compliance Officer for 20 Years CAS for 8 Years All in Eau Claire Area Office CIH: Certified Industrial Hygienist CSP: Certified Safety Professional
TAKE AWAYS Bigger Picture of Temporary Workers
Understanding of a “Vulnerable” Worker
Similarities and Differences between a permanent hire and temporary worker
Shared Responsibilities for Safety Training
Requirements/Best Practices
INITIATIVE VS. EMPHASIS PROGRAM No Inspection Targeting CSHOs will inquire if site uses Temp
Workers Collecting Info: Coded and Tracked OUTREACH
Memo Highlight ConcernsWorking w/ Stakeholders to Increase
Awareness Identifying Best PracticesDeveloping Outreach Material
OSHA’S RECENT MEMO Protecting the Safety and Health of Temporary Workers
4/29/13
Called Attention to Higher Accident Rate for Temps
“…citing Bacardi Bottling Corporation following the death of a 21-year old temporary worker on his first day on the job.”
"A worker’s first day at work shouldn’t be his last day on Earth. We are seeing untrained workers – many of them temporary workers – killed very soon after starting a new job. This must stop," said Michaels. "Employers must train all employees, including temporary workers, on the hazards specific to that workplace – before they start working. Had Bacardi done so, this tragic loss of life could have been prevented."
https://www.osha.gov/pls/oshaweb/owadisp.show_document?p_table=INTERPRETATIONS&p_id=28613
“I WANTED HIM TO QUIT,” CARBOT, SPEAKING IN SPANISH, SAID. “BUT, AT THE SAME TIME, WE KNEW HE HADN’T FOUND ANOTHER JOB YET, AND EXPENSES CONTINUED, UNFORTUNATELY, AND HE HAD TO WORK.”
A man is burned by scalding water and citric acid at work. No one rinses him off or calls 911. Instead, his boss sends him to a small clinic and they finally send him to the hospital. He arrives 98 minutes later.
Carlos Centeno, 50, died three weeks later on Dec. 8, 2011.
DEFINITIONS: TEMPORARY WORKER The term "temporary worker" is broadly
defined. Per the Bureau of Labor Statistics, temporary workers are those who are paid by a temporary help agency, whether or not their job is temporary. For the purposes of this memorandum and the new coding, temporary workers are those supplied to a host employer and paid by a staffing agency.
Per USDOL-OSHA 4/29/2013 Memo
“Protecting the Safety and Health of Temporary Workers”
WHY DO COMPANIES RELY ON TEMPORARY EMPLOYEES? “Temps for Hire”: Screening Process for new ees Part Timers Limited Employment: University Work Study Prog To fill in for sick, injured, vacationing employees
Summer Help To fill gaps during short-term peaks in production
Christmas Agriculture
Temporary labor may costs less. Full time help is not available Limits a company’s liability to an employee.
DEFINITION: VULNERABLE WORKER
?
HARD TO REACH WORKER Vulnerable worker, also called “hard-to-
reach” worker, could be described as a worker that possesses any of the following characteristics: low-wages, limited education, language-barrier, foreign-born, youth or older worker, temporary employment, day laborer, migrant or seasonal work.
Crew Leaders “Human Trafficking” Illegal Sweatshops
HUMAN TRAFFICKING
UNITED KINGDOM’S DEFINITION:
A vulnerable worker is defined as “someone working in an environment where the risk of being denied employment rights is high and who does not have the capacity or means to protect themselves from that abuse”. It goes on to say that whilst “a worker may be susceptible to vulnerability…that is only significant if an employer exploits that vulnerability”.
ELECTRONIC RECYCLER Employees were tearing
about electronics for recycling.
Lead, cadmium exposures.
Full-time employees were provided different PPE from Temporary workers Respirators, tyveks, heavy work
gloves.
Employer’s rationale was to save money “...because so many don’t stick around long”.
FOUNDRY Employees being exposed
to heavy toxic metals and carbon monoxide.
Employees required to wear ½ face elastomeric respirators equipped with cartridges.
Only full-time employees were medically evaluated and cleared for respirator use, temporary workers were just given a respirator.
Employer explained it was due to cost of the medical evaluations.
MEATPACKING Employer was only recording injuries for
“their employees”, which was management, so injury rates were very low (1 or 2 per year).
Temporary worker injuries numbered over 50 a year, sometimes up to 100. Went unrecorded.
When confronted, employer blamed a bilingual employee, who had no OSHA recordkeeping experience or training, for not recording the injuries on a log.
CONSTRUCTION Temporary workers first day on the job. Told to clean up an area, alone. Previous day a hole was cut in the floor
for HVAC equipment, employee not aware.
Employee removed the sheet of plywood covering the hole and fell over 27 feet to his death.
EXAMPLES OF TEMPORARY OR VULNERABLE WORKERS Staffing Agency workers Other ‘atypical workers’ (for example casual
workers and some freelancers) “1099” Day Laborers Young workers Older Workers Homeworkers Unpaid family workers Recent migrantsMore likely to face extreme discrimination, dangerous working conditions and a range of other abuse – including forced labor
REMEMBER YOUR FIRST DAY ON THE JOB? Sounds Smells Close Calls Learning New Tasks Needing to be told a number of times Overwhelmed
UNDERCOVER BOSS
FOUR-STEP TRAINING PROCESS
Involve ThemInvolve Them
Tell ThemTell Them
Show ThemShow Them
Coach ThemCoach Them
ADULT COMPREHENSION LEVELS Tell Them…They Listen
They remember 20%
Show Them…They Watch They understand 35-45%
Involve Them…They Do They absorb 75-80%
Coach Them…They’ll Never Forget
EFFECTIVE TRAINING Video clip
BRETT FAVRE – AARON RODGERS Mentoring….maybe not so much… Allowing to Mature or gain Experience to
become extremely Effective? Not thrown to the wolves.
MANAGEMENT OF CHANGE
PROBLEMS EXPERIENCED: Unsafe Workplaces
Untrained: Not Familiar with Hazards More Hazardous Tasks (Intrinsically Haz Jobs) Unaware of Rights Unaware of How to Address Concerns Peer Pressure – Poor Examples
Host doesn’t Pay Workers Compensation Illegal / Unfair Deductions from Paycheck Limited Leave Benefits Low Pay Insecurity of Work
SAFETY FIRST?If you were ONE paycheck from being homeless, what would you put up with?
FACTORS THAT INCREASE RISK: Inexperience of a youth, temporary or
migrant worker in that trade or occupation Eagerness to please the supervisors Assigned work not appropriate for skills or
training Take on unassigned tasks to impress the
supervisors Misunderstanding the job assignment Lack of supervision Lack of training Use dangerous tools or equipment
HOW BIG IS THE PROBLEM? OSHA-300 Logs are kept by the Host
Employer Staffing Service Pays the Worker
Compensation Staffing Services TCR/DART rates low
but high Workers Compensation Rates. Hard to connect Temporary Employee
Injuries and Illnesses to a “rate” or “number”
Temporary Workers – Same Rights
You have the right to:◦ A safe and healthful workplace ◦ Know about hazardous chemicals◦ Information about injuries and illnesses in your
workplace ◦ Complain or request hazard correction from
employer ◦ Training◦ Hazard exposure and medical records◦ File a complaint with OSHA◦ Participate in an OSHA inspection◦ Be free from retaliation for exercising safety and
health rights
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11( c) Rights Upheld for Temps
Host/Client, supervising the temporary worker, has been held responsible for making a temporary employee “whole” if the Host declines having that worker back after a safety complaint.
Staffing Agency can be held responsible if the temporary worker is not found work “because they complain about safety”
Can be a shared responsibility-typically holds the Staffing Agency responsible since the paycheck is from the employer.
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JOB DESCRIPTION Good Job Description includes:
Example tasksPPE requirementsSafety requirements (e.g. attend
safety orientation)Exclusions (e.g. no operation of
press brake)Additional hazards (e.g. confined
spaces)
POSSIBLE PROHIBITED JOBS/INDUSTRIES
Unsupervised JobsRoofingTrenchingHazardous wasteBiological wasteFoundry (pours)
Prohibited jobs can be determined by either the PEO/Staffing Agency or its Insurance Carrier.
BEFORE PLACEMENT – ASSESS CLIENT Safety Training Safety Reviews Job Description/Prohibited Jobs OSHA Establishment Search
www.OSHA.govStatistics Inspection DataEnter Company NameState
CLIENT RISK ASSESSMENT Assessment of client’s WC
history
Description of business operation
List of states (operating)Copy of 3-yr loss run (minimum)OSHA reportsCopy of existing safety
manual(s)
POSSIBLE SAFETY QUESTIONNAIRE1. What safety training did you
receive by the host employer prior to starting job?
2. Are you required to wear any personal protective equipment? If so, was it provided?
Associate Safety Appraisal or Feedback Survey
POSSIBLE SAFETY QUESTIONNAIRE (CONTINUED)
3. Are you currently performing the job functions as described to you by our staff?
4. Do you feel that there are any unsafe aspects or hazards associated with your job? If so, please explain.
OSHA REQUIREMENTSTo whom do the following OSHA requirements apply?
RecordkeepingFinesMedical surveillanceSafety Training
(General and Specific)
RECORDKEEPINGWhoever provides day-to-day supervision of the employee is responsible for recordkeeping.
Must record the injury or illness BUT the host employer COUNTS the temporary employees’ hours into their total hours worked for that year!
FINES
Fines may be levied to the host employer and/or staffing agency/PEO (Professional Employment Organization) depending on the circumstances.
MEDICAL SURVEILLANCE
When medical surveillance or monitoring is necessary, the host employer must offer and perform this requirement.
MEDICAL SURVEILLANCE (CONTINUED)
The staffing agency/PEO must ensure that the records of the required medical surveillance or evaluations are maintained in accordance with the appropriate OSHA standards.
SAFETY TRAINING What is the general rule for generic
training? The staffing agency/PEOs are expected to
provide some generic training.
“Provide appropriate training in a language and vocabulary that workers understand.”
SAFETY TRAINING (CONTINUED)Who is responsible for site specific training?
The host employer must still certify that the required training has been provided "when the employee has demonstrated proficiency [to the employer] in the work practices involved."
SAFETY TRAINING (CONTINUED)
General
1. Safe lifting practices 2. Ergonomics 3. Personal protective equipment4. Electrical safety5. Machine guarding6. Fall hazards and protection7. Chemical hazard communication
PPEWho is responsible for PPE? Host employer is responsible for providing PPE for site-specific hazards to which employees may be exposed. PPE can be a contractional issue between the host employer and staffing agency/PEO, but enforcement is the responsibility of the host employer.
BEST PRACTICES Assign a “mentor” to Temp Worker. Introduce the Worker and involve them
in the work environment. (Not just a warm body)
Document Training &/or Demonstration of JSA or Safety Topics.
Worker has an “OSHA-10 Card” to accomplish generic training.
MENTORING BENEFIT: TEACH OTHERS
ACCLIMATED TO THE WORK Can’t expect a worker to perform at
100% efficiency on “day one”. “Work Hardening”
Previous employment may have been sedentary vs. physical activitySittingStanding Lifting Heavy ItemsRepetitive Lifting
May not be use to the length of the – shift particularly if > 8 hours
NON-ROUTINE PROJECT/TASKS If a non-routine project or task requires
additional workers or a different skill set, should you take on the responsibility of the task and safety?
When do you hire a “professional” or contractor that specializes in that work?Snow Removal RoofsRoof RepairConfined SpaceRemodeling
SUMMARY Temporary and Vulnerable Workers are
part of the workforce. Employers have the choice on how they
treat the workers. OSHA expects host employer to treat
temporary worker as though the worker was a New Hire i.e. Training.
Work w/ the Staffing Service to accomplish adequate training.
Provide Job Descriptions, JSA, and list of Prohibited Jobs.
RESOURCE: “YOU TUBE”
RESOURCES
April 29, 2013 Temporary Worker Imitative Announcement http://www.osha.gov/pls/oshaweb/owadisp.show_document?p_table=NEWS_RELEASES&p_id=23994
OSHA Recordkeeping Requirement-Q&A Temp Worker http://www.osha.gov/pls/oshaweb/owadisp.show_document?p_table=STANDARDS&p_id=12775
Feb. 2, 1994:HazCom, PPE and Medical Monitoring http://www.osha.gov/pls/oshaweb/owadisp.show_document?p_table=INTERPRETATIONS&p_id=21393
April 30, 1996Employer Safety Program & Incentive: http://www.osha.gov/pls/oshaweb/owadisp.show_document?p_id=22156&p_table=INTERPRETATIONS
November 21, 2012: HazComm & Recordkeeping http://www.osha.gov/pls/oshaweb/owadisp.show_doc
ument?p_table=INTERPRETATIONS&p_id=28598
QUESTIONS
MULTI-EMPLOYER WORKSITE POLICY CPL 02-00-124 - CPL 2-0.124 - Multi-
Employer Citation Policy.
12-10-99
http://www.osha.gov/pls/oshaweb/owadisp.show_document?p_table=DIRECTIVES&p_id=2024
IT’S EVERYONE’S PROBLEM!!! Creating
Who removed the electrical cover?
ExposingWho’s Employees Used the box?
CorrectingWho Was to Provide Safe electrical?
ControllingWho Has Oversight/Authority for The
Project?