Scissor Lifts & Fall Protection: A Safety Officers Opinion

There is continuing discussion about the need to utilize appropriate fall protection (harness lanyard connected to anchorage point) while working within scissor lifts. Let’s not mask the need by referencing minimalist OSHA regulations and interpretations which essentially differ the strict need to be “tied off”. Even with full rail systems people are falling. On a recent fatality investigation, yes a fall from a fully railed lift, I commented; “look at all the modern, excellent equipment we use on projects in construction and yet we still have these accidents!” Let’s stop the parochial review of what OSHA may enforce and manufacturer’s may suggest and get serious about preventing accidents. I have no patience for so called “safety professionals” who use rote necessitation of OSHA regulation and interpretive letters when their job is solely accident prevention. We recently saw one contractor who built a diamond plate stair system to be placed on a scissor lift platform to gain elevation. They said their “PE” designed it so it must be OK!

Scissor Lift Tie Off Point

Author: John P. Coniglio - PhD, CSP, CHMM, RPIH, CSC

Managing Director of OSEA (www.osea.com)

Narcotic Painkillers - In the Workplace

Reviewing cases involving industrial accidents presents many interesting facts about the

workplaces we toil within, both construction & industrial. This information is gathered to a large degree from transcripts of testimonies from the injured and of interest is after the incident’ outcomes as it pertains to the treatment (medical) and the waiting disruption of the lives of injured workers.

I have always been amazed at the amount of narcotic pain medicine prescribed (loratab a favorite) to individuals with a past history of drug abuse. In several cases the worker sought out further treatment for addiction after on-going receipt of narcotic pain ‘killers’. It made me wonder why these physicians are prescribing these narcotics and what are the alternatives? The National Safety in its July 2014 edition of 'Safety & Health’ magazine reported on a study of prescription painkillers; “worker use of prescription painkillers; wide-spread, varies by state report”, authored by the Workers Compensation Research Institute released May 14, 2014. Upon review of 264,000 workers compensation cases and this 1.5 million Rx associated with them demonstrated some startling facts.

• On average 85% of injured workers in most states (25 states included in study), received narcotic painkillers.

• Typically the workers received 1800 milligrams of morphine equivalent narcotics per claim.

• Workers in N.Y and Louisiana received 3600 milligrams on average. This is equivalent to taking a 5 milligram Vicodan tablet ever 4 hours for 4 months.

You further have to ask yourself how much of these narcotics go beyond the injured worker to others for illicit use? We all know the problems occurring with Rx drugs getting into the hands of recreational drug abusers!These drugs are leaving Rx by physicians working under U.S. authorization and certainly their aim is pain reduction after an accident. But it seems clear that the physicians and the U.S. Systems of States must begin to reconsider this approach and seek improved treatment and alternative pain reduction treatment. Perhaps faster diagnosis and treatments authorized by the W.C. Systems would shorten the pain cycle experienced and get the resolution of the problem faster. Certainly, prevention of the accident in the first place would resolve the problem. Treatment modalities using narcotics as a last resort, not first reaction, would seem in order. Long term chronic cases should be sent to pain clinics for alternative treatment options. Any worker taking narcotic pain relievers would be suspect for return to work while taking the medication. Close review of a patients history of past drug abuse would certainly give pause to prescribing narcotics.

This is a serious situation requiring study and response...

Author: John P. Coniglio - PhD, CSP, CHMM, RPIH, CSC

Managing Director of OSEA (www.osea.com)

How do we make safety a priority?

You don’t!  Surprising response to this often asked question.  We've tried over the years.  Our humanist tendency compels us to set safety as the standard.  Yet, our “blind eye”, not an uncaring spirit puts it behind other workplace concerns.  Safety First!  Well, how has that worked?  While we do make continual improvements, those come from regulatory pressure, technological advancements and a clear change from a heavy industrial complex to a service driven economy.  Serious accidents still occur at an unacceptable rate, especially in what is left of industry and in construction.  We have also lagged in adjusting our thinking to prevention in the service sector with ergonomics being a prime concern.

What’s the answer?  Safety needs only to be a common thread mixed within all the other threads of the workplace.  Part of the common fabric of planning, decision making and expectation-at all levels!  Just an automatic part of what we plan and do.

Start with culture, quite frankly an over worked phrase!  But the truth is, it’s important and the very factor that separates average from exceptional.  Some companies have found the formula to achieve the common expectation of a safe work environment.  With our basic socialization within the workplace, hierarchy of position and leadership, it’s not surprising that as always is stated, it starts at the top!  Management sets the tone, the pace and the expectation.  Culture emanates from this simple fact.  Management sets the culture not the employee. To think passing this responsibility down the line to them is the answer only sets an improper expectation and the foundation for excuse.  Effective management does not work toward minimal compliance to regulations as an expectation; they espouse an, “Is It Safe” environment.  This equals the concern for profitability and quality.

Empowering employees to be part of this process gets them to be part of this process, gets them to work automatically in a safe manner and not just toward minimal compliance.

Profitability, quality and safety are then one fabric!

Author: John P. Coniglio - PhD, CSP, CHMM, RPIH, CSC

Managing Director of OSEA (www.osea.com)

Legalized Marijuana In the Workplace

Denver has recently legalized the use of recreational marijuana.  Without entering into a discussion of the social/political aspects of this step, what will the impact be on the workplace?

Marijuana contains several chemicals referred to as cannabinoids, more often as THC (tetrahydrocannabinol).  Its effect is unique preventing classification as a stimulant, sedative, tranquilizer or hallucinogen.  Marijuana has definitive medical use and currently 20 states allow such use.  It would seem proper with its clinically positive impact to allow this use as a pharmaceutical since we prescribe opiates for pain control.  Why not marijuana?

However, recreational allowance opens many doors for possible impact in the workplace not to mention driving automobiles!  At what level does impairment have a negative impact and if it is legal, when does it become “illegal” in the workplace?

The effect of marijuana (THC) is like most substances, dose related.  Currently many workplaces espouse “drug free” workplaces.  This affords a ZERO tolerance for drug and alcohol use and when detection is positive, removal from the workplace and often entry into an employee assistance program or loss of employment.  Positive test results generally indicate use within 1-3 days with detection period expanded for chronic users.  An immunoassay after 4 hours of use can trigger a positive hit (50 ng/ml) following use.  Lower levels can be detectable for as long as 5 weeks in urine.

The literature is expansive on impact but no definitive charting appears as to what level establishes impairment.  If you have a “ZERO” tolerance, will the legalization impact handling of positive results and continued employment?  Will challenges appear?

What to do?   There is no place for drug or alcohol use in the workplace.  This includes the lingering effect and possible impairment from prior use before reporting to work.  While definitive levels for establishing impairment is still being investigated and established, literature points out it definitely exists with marijuana use.  ZERO tolerance should remain in place and with an effectively communicated policy in place with training and uniform enforcement all will be so advised and held accountable!

Author: John P. Coniglio - PhD, CSP, CHMM, RPIH, CSC

Managing Director of OSEA (www.osea.com)

Source information: 

National Highway & Traffic Safety Administration, Drugs and Human Performance Fact Sheet.

Marijuana Meets The Workplace

So what do you think of legalization of “weed”!  Why not, alcohol is legal.  But how do we equate usage with impairment?  Will we derive some level of allowable dose similar to alcohol for defining legal impairment?  And, if we do, will the “ZERO” tolerance in place now at many workplaces (as part of a Drug & Alcohol Policy), hold up to future liberalized interpretation when a dismissal occurs after a failed drug test because Cannabis (THC) was detected?

marijuana has a greater half life than alcohol since is is stored in the fat cells.  Simply put, it is detectable for a far greater period after use especially in chronic users.  Will some level of the chemical component detected be acceptable as we go forward and begin to quantify the impairment levels at varying doses?

This is a changing Frontier.  Liberalization of drug use will open doors to acceptability at some level which will or could impact the workplace.  Will “ZERO” tolerance hold up?  What do you think?

As someone stated to me recently, we dumb them down in school, get em’ high and wonder why we are falling behind!

Have some thoughts on this developing area, share them.

Author: John P. Coniglio - PhD, CSP, CHMM, RPIH, CSC

Managing Director of OSEA (www.osea.com)

The Best Feedback Comes From Within

The Best Feedback Comes From Within

Is it safe?  This is the most important question that needs to be answered in the workplace.  Chance taking is not a proper form of risk assessment!  So how do we know if it is safe?  How do we know that the employee can answer that question?  We train (hopefully), we set standards (hopefully above minimal compliance), and we seek feedback.

Some of the best organized feedback can come from the safety committee.  These voluntary members can collect information from fellow workers, ply their knowledge reviewing issues and with proper training sort through the mundane and present information on critical items for review and discussion.  Most importantly, things unnoticed now have a communication path.

We can engineer operations but no one is closer to the task than the employee, the same people that should make up the safety committee.  The worker tasked with completion of the operation is the best source of information on the safe aspects and quite frankly, productivity considerations.  Often, these suggestions not only affect safety considerations, but improved process and productivity.

A well-organized safety committee empowers the workforce to participate, voice their concerns, to be part of the successful operation and most importantly, part of the change.  The commitment to such an effort is demanding but has great return on invested time.  This form of involvement and communication is excellent.

• If you do not have a safety committee, start one!   Seek out assistance to help properly organize and seek out voluntary participation.  Make it important!
• If you have one, review its operation and make adjustments as needed to keep it effective.

Author: John P. Coniglio - PhD, CSP, CHMM, RPIH, CSC

Executive VP of OSEA (www.osea.com)

2014 New Year's Resolution: Improve Safety Performance

10 ways to improve safety performance in 2014

1.     What is your safety culture?  Find out what employees and supervisors think of your safety effort.

2.     Do an assessment, get feedback.  Then follow up after 6 months to see if any adjustments are having impact on areas of negative feedback.

3.     Train and train effectively.  This includes all employees and supervision.

4.     Top management with renewed involvement.  Pace setters with vigor!

5.     Set goals and expectations.  Utilize the safety professional assisting the site to aid the process and gauge results.

6.     Do an audit of the facility and operations.  Use employees in the process.  Look beyond mere regulatory compliance and check to see things are safe.

7.     Review your safety management system or safety program. Update and plan for the year’s activity based on your expected operations, goals and objectives.  If you don’t have one, develop one.

8.      Reinvigorate your safety committee, if one is not present set it up.

9.      Begin to do or reevaluate current Job Safety (Hazard) Analysis for critical tasks.  This will include personal protection selection and evaluation of indoor air quality.

10.   Do safety briefs daily.  Review and discuss with work crews the day’s activity, safety concerns and expectations.

Good luck with your efforts as luck will come from nothing more than well directed effort!

Author: John P. Coniglio - PhD, CSP, CHMM, RPIH, CSC

Executive VP of OSEA (www.osea.com)