Safety Net | July 2022

THE SAFETY NET L O C A T I O N C O NCSO U LNTSI NUGL T

JULY 2022

D• ESIGN D & EESNIGGI NNE E R I N•G

E SGI GI N N -EBEURI L D ED N

IT’S ALWAYS SAFETY FIRST. R UNCSTTI R OU NC & TC O N T R A C T I N G • C O N SCTO

VOLUME 16 ISSUE 07

Tap Water Isn’t Safe For At-Home Medical Use, Researchers Warn 6.1.2022 | Family Safety and Health

SAFETY FIRST. Using tap water to rinse contact lenses or fill nasal irrigation or at-home respiratory devices can put your health at risk, researchers from the Centers for Disease Control and Prevention say.

Austin employees have worked 4,934,039 hours without a Lost Time Accident through 5/2022.

“Tap water that is safe to drink is not sterile,” the CDC says. “When used for medical purposes (e.g., nasal rinsing) unsterile tap water can result in infections from high consequence waterborne pathogens like nontuberculous mycobacteria and free-living amebae.”

The researchers surveyed more than 1,000 U.S. adults, and found that 62% of respondents believe tap water is safe for sinus rinsing. Half thought it was safe for rinsing contact lenses, while nearly 42% thought tap water was safe for filling medical respirators and humidifiers.

The agency says 7 million waterborne-related infections occur each year.

The study was presented May 5 at the Epidemic Intelligence Service Conference.

Survey Shows A Third Of Executives Expect Workers To Answer Calls While Driving 5.23.2022 | Safety & Health Hartford, CT — A third of recently surveyed business

president of personal insurance at Travelers, said in a press

executives expect their workers to answer or participate in

release. “We all play a role in helping to address this public

work-related calls while driving – and 42% of workers say

health crisis; it’s imperative that we simply silence our

they oblige.

phones while driving and stay focused behind the wheel.”

The results are from a pair of surveys, commissioned by

NHTSA offers guidance on avoiding driver distraction, including:

insurance provider The Travelers Cos., that asked 1,000 U.S. adults and 1,000 executives about perceptions and behaviors related to distracted driving.

The workers who said they accept work calls, texts and emails while driving do so because: • The call might be a work-related emergency (43%) • They feel they need to always be available (39%) • They believe ignoring a call will upset their supervisor (19%) “This year’s findings expose a gap between people’s perception that they can drive safely while using their

• Pull over and park your car in a safe location if you’re expecting a call/text message or need to make/ send one.

• Ask a passenger to respond to calls or text messages on your behalf.

• Avoid social media use while driving.

• If necessary, activate the “do not disturb” feature on your phone, or place the device in the trunk, glove box or back seat of your vehicle until you reach your destination.

• Speak up when seeing someone using a phone while

smartphone and the National Highway Traffic Safety

driving; 87% of the survey respondents said they’d be

Administration data, which shows a 20% increase in car

more likely to end a call if a passenger said something.

crashes and fatalities since the pre-pandemic levels of 2019,” Michael Klein, executive vice president and

3

Verona Mayor Joseph Heck during an Environmental Protection Agency meeting at the high school gym in his Missouri city. His partner, Crystal Payne, who is battling cancer, is to his left.

Credit: Kathleen Flynn, special to ProPublica.

State Launches Cancer Study After ProPublica Identifies Toxic Air Pollution Hot Spot 6.9.2022 | EHS Today by Lisa Song After learning from a ProPublica analysis that his Missouri

that a committee of health and environmental experts

city had a high estimated cancer risk from toxic air,

had opened an inquiry. The department asked Heck to

Verona Mayor Joseph Heck demanded that the state

distribute a health survey to local cancer patients, which

investigate. Health officials confirmed his worst fears and

could prompt additional study.

want to learn more.

Heck said he was encouraged by the cancer inquiry and

After learning from a ProPublica analysis that his Missouri

the surveys. “If we get these filled out and it does show a

city is a hot spot of toxic air pollution, Verona Mayor

high number, maybe this will prompt the EPA to take the

Joseph Heck demanded that government officials look into

next step, or there could be funding available for more

the local cancer rate.

health studies,” he said.

Three months later, the state health department confirmed

Pamela Dorton, a former schoolteacher who volunteers for

his fears: The rate of Non-Hodgkin lymphoma in the

Verona’s city government, was also heartened. “This is kind

Verona zip code is more than twice as high as that of the

of the first light we’ve seen as far as anyone who’s willing to

surrounding county and state, officials told him. Non-Hodgkin

listen,” she said. “I welcome any kind of investigation, any

lymphoma, a cancer that begins in the lymphatic system,

kind of realization that there may be health issues.”

can be caused by exposure to ethylene oxide, a potent carcinogen released by the BCP Ingredients plant in Verona.

ProPublica’s unique analysis of air pollution data from the Environmental Protection Agency found the facility’s ethylene oxide emissions substantially increased local cancer risk; in some areas, the estimated industrial cancer risk was 27 times what the EPA considers acceptable.

Following ProPublica’s investigation last fall and a segment on Verona’s cancer risk by TV station KY3, the EPA held a community meeting where residents including Heck called for regulators to protect them. The following day, Heck asked the state health department to investigate broader health effects in Verona. “While cancer is of the highest concern, we understand that there may be other ailments

This month, state regulators sent Heck a letter about

that are triggered or caused by exposure” to ethylene

the “statistically significantly higher” Non-Hodgkin

oxide, he wrote to officials.

lymphoma cancer rate for the 65769 zip code, saying

A spokesperson for BCP Ingredients said in an email this

told Heck that it “does not have the equipment to deploy

week that the company would not comment on the

immediately to conduct ethylene oxide monitoring.”

health survey. “We would like to bring your attention to the language that is listed on the form that states, ‘Confirmation of a cancer excess in a community does not necessarily mean that there is any single, external cause or hazard that can be identified,’” the spokesperson wrote.

The statement said the facility “is in full compliance with both federal and state regulations” and has “strict protocols in place to ensure that we’re safely manufacturing, storing and transporting ethylene oxide which is used to sterilize medical and surgical equipment for life-saving surgeries and medical procedures.”

Verona is also the site of an old toxic waste site that contains dioxin, a contaminant that’s linked to NonHodgkin lymphoma and other cancers.

Lisa Cox, a state health department spokesperson, said the agency would focus on responses involving Non-Hodgkin lymphoma for its study.

“We recognize the concerns in Verona,” said EPA Region 7 spokesperson Ben Washburn in an email to ProPublica.

“On January 27, EPA Region 7 committed to evaluating what an air monitoring campaign in Verona would look like.

Region 7 staff have been working since the December 2021 public meeting to seek access to the air quality monitors necessary for such a study, as we do not house such equipment in our regional office in Kansas City.”

Heck expressed “disgust” in a reply to the EPA. “I do not understand how you say that you don’t have air monitoring systems or the technology, because we have paperwork that shows that in other cities, EPA does have this equipment and technology,” he wrote. “There is no trust, respect, or even hope that you and the agency will ever be honest and keep to your word.”

Only those construction businesses willing to use technology and transform how they work for the future—by fast-

Cox provided data showing 17 counts of Non-Hodgkin

tracking digital transformation and optimizing digital skills

lymphoma diagnosed between 1999 and 2018 in the zip

to become more efficient—will be sure to stay ahead of

code of roughly 2,900 people. That’s more than twice the

the competition and outlast the pandemic and supply

rate expected based on diagnoses from the rest of the

chain disruptions.

county and state, the data showed. (Verona itself has a population of 620.)

“This type of study is an opportunity to provide useful community-level health information,” Cox wrote. It is “unlikely” to “provide a link to a common identifiable risk factor and cannot provide information about individual health causes or concerns.”

Heck said the surveys are available at Verona City Hall. He publicized the survey on Verona’s Facebook page and asked a local newspaper to write about it. Heck urged current and former residents of the 65769 zip code, BCP Ingredients employees and the families of those who’ve died from cancer to fill one out. The survey asks people to explain the type of cancer they have, when they were diagnosed and where they lived at the time of diagnosis.

Each respondent should mail their completed survey to the state health department to maintain medical privacy.

Since December, Verona has also repeatedly requested air monitoring from the EPA to track ethylene oxide emissions.

Heck said the initial conversations were so promising that

Verona, Missouri and the estimated excess lifetime cancer risk due to emissions from BCP Ingredients. Credit:Graphic by Lucas Waldron and Al Shaw/ProPublica

the city decided not to apply for an EPA air monitoring grant, since it believed the agency would provide monitoring services. But on March 3, the regional EPA office

5

Creating a Safer, More Efficient Workplace Through Visuals When at work, nearly every employee is compelled to

Unfortunately, when employees don’t seek out those

do good and make a positive contribution to their team

answers, they are likely to just make something up or come

and organization. But sometimes their knowledge, or lack

to their own, potentially wrong, conclusion. Occasionally,

thereof, can hinder their ability to do just that.

this approach can turn out just fine, reinforcing the

When there’s a lack of knowledge or an information deficit,

undesirable behavior. But, when this approach fails, it

it can lead to wasted time: • Searching for the information or tools needed to complete the job • Asking questions to gather the needed information • Waiting for answers But, there are human factors that can also get in the way of resolving an information gap.

While it would make logical sense for an employee to ask more questions when they require additional information, that doesn’t always happen. The human ego can, at times, lead these same great employees to avoid asking more questions because they think they should know the answer or they fear being perceived as incompetent.

can cause costly errors that are detrimental to the entire enterprise.

Wouldn’t it be nice if you could ensure your team has the information they need when they need it? A visual workplace can help you achieve that goal.

WHAT IS THE VISUAL WORKPLACE? In a visual workplace, critical information is conveyed through visual devices, positioned at the point of need, that can be understood at-a-glance. Because visuals are easy to understand, an effective visual workplace can improve safety by reinforcing training and eliminate wasted downtime that had previously been spent searching, asking or waiting for information.

When put to use in the workplace, the goal is to provide essential information in a visual, non-verbal format that is easily understood at a glance and is located at the point of need for anyone and everyone who needs it, all without asking a single question. When information is conveyed in this manner, it ensures that everyone can understand what is being communicated, even in a multi-language workforce. For organizations struggling to find experienced workers due the growing skills gap, visual devices can be

For instance, when storeroom shelves are well-labeled,

invaluable by helping less experienced employees learn

employees don’t have to waste time searching for

the job quickly and effectively.

something or accidentally grabbing the wrong thing.

Helping them find what they need at-a-glance instantly

VISUAL WORKPLACE AND LEAN

improves efficiency.

A continuously improving work environment means

A BRIEF HISTORY OF VISUAL WORKPLACE

constant change. Many lean concepts, including Lean 5S,

The concept of the visual workplace was introduced in the

Improvement) and other lean activities can benefit when

1990s by Gwendolyn Galsworth, Ph.D., who is considered

visual devices are incorporated, often helping to sustain the

the world’s leading expert on the concept. In the 2017

improvements and ongoing initiative.

edition of her book “Visual Workplace: Visual Thinking,” Dr. Galsworth likens a workplace that lacks visuals to trying to reach a destination without signs, signals or lines on the road.

Total Productive Maintenance (TPM), Kaizen (Continuous

Visuals ensure lean improvements remain clearly visible, readily understood, and consistently adhered to long after the Kaizen improvement event is over, preventing employees from reverting to old habits. However, while

“You can probably make it, but you are likely to pay a

closely related to lean manufacturing, Dr. Galsworth makes

terrible price,” she states.

it clear that visual workplace is not lean or lean’s little

WHY VISUAL DEVICES WORK Every day during your commute you are surrounded by visual devices that give

helper. The two should be considered “equal and powerful partners in operational excellence.”

Dr. Galsworth goes on to clarify, “Lean addresses the timedriven facets of your operations. Visuality addresses the informational landscape.”

you information when you

Visual workplace is a powerful tool all on its own and Dr.

need it. From speed limit

Galsworth notes that it can often be easier to implement,

signs to lane closures, you

and much more effective, when put into place prior to lean

encounter visual devices

implementation. When completed first, Dr. Galsworth says

that nudge you in the right

“...visuality grooms the work environment as well as

direction and help you

the work culture and paves the way for a resounding

successfully make it to your

lean success.”

destination. This concept

BENEFITS OF A VISUAL WORKPLACE

works because humans are visual beings. In fact, 50% of

Organizations that have implemented an effective visual

human brain function is devoted to finding and interpreting

workplace system experience a number of benefits.

visual information.

IMPROVED SAFETY

“The visual workplace is about answering all the questions

Visual devices help employees quickly recognize and

that anyone has related to work: questions about what

respond with the correct action. For example, when

is known as well as unknown; questions spoken out loud

an employee sees a sign identifying a pinch point on

as well as those on a sub-vocal level; questions that are

a machine, they know to pay attention and take steps

commonplace as well as those so specialized that only a

necessary to stay safe.

few people think to ask them,” says Dr. Galsworth. ...continued on next page 7

INCREASED PRODUCTIVITY Visual devices — such as labeling on inventory, processes and general facility identification — help reinforce employee training and guide workers to complete their tasks by helping them find what they need quickly. In addition, safe state, equipment identification and safety signs all help keep processes running smoothly, reducing downtime.

ELIMINATE WASTE AND INFORMATION DEFICITS A primary cause of waste is information deficits — employees simply lacking the knowledge they need to do their jobs efficiently and effectively. To find the information they need, employees often waste valuable time and motion searching, waiting, retrieving, reworking…or just plain giving up! Visual devices, such as one point lessons, can keep employees up-to-date on new or revised standards or work methods for a specific machine or task by providing a visual standard operating procedure right at the point of need.

ENHANCED KNOWLEDGE ACQUISITION One of the primary reasons organizations around the world implement a visual workplace is because of the benefits it offers for knowledge acquisition among employees.

Because employees tend to learn by seeing, workplace visuals can play an important role in job training. That’s because visual devices, such as one point lessons, can help reduce the need for training by visually reinforcing processes and steps. Visuals make it easier for employees to do their jobs and get their tasks done on time, with fewer mistakes and less stress.

GETTING STARTED WITH VISUAL WORKPLACE Dr. Galsworth has written a few books that can help you get started on your path to a visual workplace: • Visual Workplace: Visual Thinking (2nd Edition) • Work That Makes Sense: Operator-Led Visuality • Smart Simple Design/Reloaded

And when it comes to surgery rates and costs Oregon, Kentucky, and Montana led the nation in MSK surgery rates, almost 3 times higher than the lowest rate states (New Mexico, California, and Georgia). In terms of surgery (spinal) cost, California ($28,180), Alaska ($25,294), and Wyoming ($22,162) top the list – almost 2.3 times higher than the lowest-cost states (Rhode Island, Tennessee, Arkansas).

The report makes five key recommendations to employers and health plans: 1.

Understand the impact across the member population Analyze MSK and mental health medical claims, opioid prescriptions, and segment them by zip codes to determine populations benefiting from alternative care. Launch holistic care strategies once the most vulnerable population is identified.

2.

Treat the whole person Go beyond physical therapy and provide an integrated clinical care team that includes doctors of physical therapy, health coaches, physicians, and orthopedists. Members receive personalized exercise therapy plans, lifestyle support, and expert second

Half of All Americans Have MSK Pain

opinions in this comprehensive care environment.

3.

Utilize digital technology to break down barriers to care Allow members to access consistent best-practice

5.18.2022 | EHS Today

care at home with zero deductibles and avoid unpaid

Musculoskeletal care consumes one-sixth of employer-

time off work. Choose a digital MSK provider that offers

sponsored plan dollars and costs $600 billion.

clinically validated care via an all-in-one app, applying the latest advances in computer vision and sensor

A new study, State of MSK Report, which sources its data

technologies to improve the member experience.

from the CDC as well as the National Health Interview Survey (NHIS), representing over 252 million American adults,

4.

Utilize electronic medical record integration across in-

produced some rather startling results.

person and digital care providers and help care teams

The first was that one in two Americans experiences back,

intervene in real-time.

neck, shoulder, or other musculoskeletal (MSK) pain in any given year.

The second is that the economic cost of MSK medical claims has doubled in the U.S. over the last decade, despite the population with MSK conditions remaining relatively constant.

End siloed patient care

5.

Employ solutions with proven ROI Implement care solutions with a proven track record of engagement and impact. Drive positive economic and health outcomes with care options that are comprehensive and clinically validated.

MSK care remains one of the top three cost drivers in the U.S. health system – consuming one-sixth of employersponsored plan dollars and costing $600 billion to the U.S. economy.

Part of the cost is that people with MSK pain missed 8.2 days of work, more than double the average workers’ sick days.

For those who experience MSK pain and mental health needs, the figure increases to 13 days.

9

Keep Workers Safe by Managing Heat-Related Hazards 5.24.2022 | Construction Executive By Scott B. Lassila Along with worker shortages, supply-chain issues and other challenges facing the construction sector, the arrival of the summer months means construction site owners, contractors and trades need to take extra precautions to protect workers from the consequences of extreme heat conditions.

In recent years, OSHA launched a national emphasis program on heat-illness prevention through which the agency will be doing targeted inspections. At present, however, federal OSHA does not have a heat illness prevention program—although it did launch a notice of proposed rulemaking last year.

For the time being, anything OSHA might cite would likely fall under the general duty clause. Meanwhile, some states, such as California, have a standard in their state program. Some of their recommendations that are especially relevant to construction firms include the following: • Provide workers with water, rest and shade.

• Allow new or returning workers to gradually increase workloads and take more frequent breaks as they acclimatize, or build a tolerance for working in the heat.

• Plan for emergencies and train workers on prevention.

• Monitor workers for signs of illness.

• Create a written program for conducting ambient temperature monitoring.

WIDESPREAD EXPOSURE Across all industries, an estimated 5 million to 10 million U.S. workers are exposed to heat illness annually. Heat illnesses, such as heat stroke, heat exhaustion and heat cramps, are caused by hot environments and are preventable occupational health hazards. Nonetheless, construction firms need to be especially vigilant in implementing preventive measures given the significant proportion of workers who are age 50 and older as well as the growing number of inexperienced workers entering construction as a result of the extensive labor shortage.

Heat injuries occur when the body’s thermostat is out of balance. This means that the body is losing the same rate of heat as it is producing; it is retaining heat, and therefore the body starts to overheat. If the symptoms are not recognized and addressed promptly, an individual might experience various forms of heat illness, ranging from heat rash, muscle cramps and heat exhaustion to heat stroke. Significantly, heat stroke can result in death and requires immediate medical attention.

HOW DOES THE HEAT INDEX AFFECT WORKERS? The body cools itself through perspiration. An example to explain this is to put a little water on your arm and then blow on it.

You will feel the cooling effects on your skin. High humidity affects your body’s ability to lose heat through sweating, which is why heat index charts are so important. They show the relationship between temperature and humidity produce a heat index temperature or “feels like” number.

As temperature and humidity rise, so does the risk for heat illness. Today, weather conditions such as temperature and humidity are readily available on any weather app on a smartphone. Use the temperature and relative humidity, and reference the chart below—developed by the National Oceanic and Atmospheric Administration (NOAA)—to determine your risk. However, NOAA devised the heat index values for shaded conditions and light winds. Full sunshine can increase heat index values by up to 15°F. Strenuous work and the use of heavy or specialized protective clothing also have an additive effect.

Table 1 (left) from the U.S. Department of Labor shows heat index temperatures, risk levels and related protective measures that need to be implemented: Use the protective measures to take at each risk level as the basis of your planning. The plan should address the elements listed in Table 2 (from NOAA) at a minimum: At construction sites, supervisors and employees must use an effective communication system that allows employees to report to supervisors, coworkers or other designated persons how they are feeling as soon as possible. Some suggestions to speed communication about possible incidents include the following: • Designate an individual to closely monitor and report frequently on employees’ physical and mental condition.

• Use a “buddy system” so supervisors or a designated individual and coworkers can watch each other closely for discomfort or symptoms of heat illness. Are employees looking and acting normal throughout the work shift?

• Account for the whereabouts of your crew at appropriate intervals throughout and at the end of each work shift (e.g., keep a log of employees on your work crews, including their names, supervisors, work locations and hours worked on a given day).

• Ensure employees who work alone have a special system to monitor them closely by ...continued on next page 11

having them check-in periodically and account for their whereabouts (e.g., procedures to follow and a reliable means of communication for employees and supervisors to use).

• Hold brief, frequent meetings (e.g., before and during work).

• Have frequent check-ins by the designated persons and supervisors.

Track the worksite heat index daily, implement the plan and communicate the plan to workers. When the heat index indicates an elevated risk level, the following measures might be implemented at the jobsite.

• Make sure workers drink adequate fluids before, throughout and after their shift to stay hydrated.

• Provide access to shade, air conditioning, fans and/or cool air circulating systems.

• Allocate adequate break time to cool and maintain body temperature.

• Provide employee training to recognize and treat symptoms.

• Conduct frequent surveillance of potential heat illness developing in workers.

COMORBIDITIES Recent demographic studies indicate the average age of construction workers is around 43 years old. With age come weight issues, high blood pressure, heart disease and prediabetic and diabetic issues, among other health-related concerns. Furthermore, these workers are at higher risk factors for heat-related injuries. Although employers cannot ask employees directly if they have these comorbidities, they need to understand how they can affect employees and take appropriate precautions.

Thus, contractors need to educate employees about risk factors, the need for hydration and the need to manage their blood pressure, heart disease and diabetic issues to ensure these risk factors do not contribute to heat illness. Accordingly, construction firms should be wary about providing sugared sports drinks to help replenish electrolytes. Instead, they might consider using sugar-free versions, if available, to avoid creating health risks for workers with comorbidities.

Energy drinks may pose additional risks. Many construction firms already ban their use on jobsites. Notably, some medical and health authorities warn that excessive consumption of energy drinks can increase blood pressure and diabetes risks, exacerbate risks of irregular heart rhythms, cause dehydration and kidney damage and contribute to mental-health problems.

Furthermore, these risk factors increase in high-temperature and -humidity environments. Understanding these risks and taking appropriate action can help workers avoid potential issues. At the same time, continued focus on making sure workers stay hydrated before work and on the job with appropriate breaks and fluid intake can help reduce the risk of heatrelated illnesses.

By being diligent and taking appropriate precautions, construction firms can protect their workers from heat-related illness, maintain productivity in otherwise difficult working conditions and enhance the overall safety of their jobsites.

Written by Scott B. Lassila - Director, Aon Global Risk Consulting Contact Info: scott.lassila@aon.com Scott Lassila, Director of Aon Global Risk Consulting, specializes in workers’ compensation and general liability risk control, including: evaluation of management control systems applied to safety, program development, safety culture improvement, behavior-based safety and training. An OSHA Outreach Trainer for the 10- and 30-hour classes for both Construction and General Industry, Mr. Lassila is a Professional Member of American Society of Safety Engineers and holds the Certified Safety Professional (CSP), Associate Safety Professional (ASP), CSM Certified Safety Manager (CSM), and Approved Professional Source (APS) professional designations.

Rate Of Fatal Injuries In Construction Up More Than 10% Between 2011 And 2020: CPWR Report 5.19.2022 | Safety & Health Silver Spring, MD — The rate of fatal injuries in construction

In 2020, the highest fatal injury rate by occupation was

rose 11.1% over a recent 10-year period, with the rate

recorded by roofers (47 per 100,000 FTEs). From 2018 to

among Hispanic workers spiking 31.3%, according to a new

2020, helpers (501.8 per 100,000 FTEs) had the highest

report from CPWR – The Center for Construction Research

nonfatal injury rate.

and Training.

Using 2011-2020 data from the Census of Fatal Occupational Injuries, researchers calculated an annual average of 963 fatal injuries among all construction and extraction occupations. For nonfatal injuries, the annual average among private wage-and-salary construction workers was 78,000.

The overall rate of fatal injuries in construction rose to 10 per 100,000 full-time equivalent workers in 2020 from nine at the beginning of the decade, and averaged 9.6 annually. For Hispanic workers, the rate climbed to 12.6 per 100,000 FTEs from 9.6. Sharp rate increases were also observed among workers younger than 55 (9.0 from 8.1, or 11.1%) and males (10.8 from 9.7, or 11.3%).

Other findings: • Helpers (43.3 per 100,000 FTEs) and structural iron and steel workers (32.5) trailed only roofers for the highest fatal injury rate by occupation in 2020.

• From 2018 to 2020, structures and surfaces (such as confined spaces, scaffolds and roofs) and vehicles (such as highway vehicles, bucket trucks, forklifts and tractors) were the most common primary sources of fatal injuries, linked to an average of 298 and 275 a year, respectively.

• Building materials – such as bricks, pipes, ducts, tiles and lumber – were the most common primary source of nonfatal injuries from 2018 to 2020, linked to an average of 15,900 injuries a year.

From 2018 to 2020, the leading cause of events or exposures was slips, trips and falls, which resulted in an annual average of 376 fatal injuries and 22,900 nonfatal injuries.

13

Temporary Workers 6.13.2022 | Weeklysfety.com OSHA has the resources you need to gain a better

responsibilities will sometimes overlap. Either the staffing

understanding of who is responsible for the health and

agency or the host employer may be better suited to

safety of temporary workers.

ensure compliance with a particular requirement and may

Temporary workers, who are hired through a staffing

assume primary responsibility for it. The joint employment

agency, have the same rights as permanent workers, including the right to: • A safe workplace free of dangers.

• Receive training in clear language that they understand.

structure requires effective communication and a common understanding of the division of responsibilities for safety and health and all of this should be in the contract.

There are many best practices recommended by OSHA and NIOSH that can provide guidance to both staffing

• Receive safety equipment.

agencies and host employers.

• Speak up about safety.

Staffing agencies do not need to become experts on

• Report work-related injuries without being punished.

specific workplace hazards, but should determine what

Workers employed through staffing agencies are typically referred to as temporary (or supplied) workers. Temporary workers are provided to a host employer and paid by a staffing agency, whether the job is temporary.

Whether temporary or permanent, all workers always have the right to a safe and healthy workplace. Host employers must treat temporary workers like any other workers in terms of training and safety and health protections.

The staffing agency and the staffing agency’s client (the host employer) are joint employers of temporary workers and, therefore, both are responsible for providing and maintaining a safe work environment for those workers. The key is communication between the agency and the host to ensure that the necessary protections are provided.

The extent of the obligations of both the agency and the employer will vary depending on workplace conditions and should be outlined in a contract. Safety and health

conditions exist at the worksite, what hazards may be encountered, and how to best ensure protection for the temporary workers.

Employers should expect to receive a document that specifies the temporary worker’s specific training and competencies related to the tasks to be performed.

Employers can request and review the safety training and certification records of their temporary workers.

The contract should clearly state who is responsible (the agency or the employer) for specific safety and health duties and the employee should understand these responsibilities before their work begins. For example, if the job requires personal protective equipment (PPE), the contract should state what equipment will be needed and if the agency or the employer will supply it.

The scope of the temporary worker’s tasks should also be clearly defined in the agency-employer contract. Having

workers understand. The training of temporary workers is a responsibility that is shared between the staffing agency and the host employer. Staffing agencies should provide general safety and health training applicable to different occupational settings, and host employers provide specific training tailored to the hazards at their workplaces.

Employers should provide temporary workers with safety training that is identical or equivalent to that provided to the permanent employees performing the same or similar work.

For more information on Safety and Health Training for Temporary Workers, please read OSHA’s Temporary the job description in writing discourages the employer

Worker Initiative Bulletin No. 4 on Safety and

from asking the worker to perform tasks that the worker is

Health Training.

not qualified or trained to perform, or which carry a higher risk of injury. Defining, clarifying, and communicating the employers’ and worker’s responsibilities protects the staffing agency, the host employer, and the temporary employee.

Both staffing agencies and host employers should have a safety and health program in place and ensure that their temporary workers know where to find it, understand it, and participate in it. Employers are also required

If a temporary worker is injured on the job the staffing

to have hazard-specific programs when workers are

agency should be informed promptly. Equally, if a

exposed to certain hazards. Such programs include

staffing agency learns of an injury, they should inform the

bloodborne pathogens, hearing conservation, hazard

host employer promptly so that future injuries might be

communication, respiratory protection, and control of

prevented, and the case is recorded appropriately.

hazardous energy (lockout/tagout).

Both the agency and the employer should track investigate

Employers should expect the staffing agency to check in

the cause of workplace injuries but for statistical purposes,

with their temporary employees to verify that the employer

OSHA requires that injury and illness records (often called

has fulfilled its responsibilities to a safe workplace. The

OSHA Injury and Illness Logs) be kept by the organization

staffing agency should have a written procedure for

who is providing day-to-day supervision or controlling the

workers to report any hazards and instances when a

means and manner of the temporary employees’ work,

worker’s tasks are altered by the host employer from those

and this is generally the host employer.

previously agreed upon.

OSHA STANDARD 1904.31(B)(2) IF I OBTAIN EMPLOYEES FROM A TEMPORARY HELP SERVICE, EMPLOYEE LEASING SERVICE, OR PERSONNEL SUPPLY SERVICE, DO I HAVE TO RECORD AN INJURY OR ILLNESS OCCURRING TO ONE OF THOSE EMPLOYEES?

The staffing agency has a responsibility to follow up on a

You must record these injuries and illnesses if you supervise

reading more about employer responsibilities to protect

these employees on a day-to-day basis.

temporary workers on OSHA’s website at osha.gov/

The supervising employer is required to set up a method

temporaryworkers. OSHA has released numerous bulletins

for employees to report work-related injuries and illnesses

through their Temporary Worker Initiative Program that

promptly and must inform each employee how to report

each outline specific requirements to consider when hiring

work-related injuries and illnesses. However, both the

temporary workers.

staffing agency and the host employer should inform the

Employers in every industry are strongly encouraged to

temporary employee on this process and how to report

develop an injury and illness prevention program. An

a work-related injury or illness. No policies or programs

effective safety program benefits all employees, including

should be in place that discourage the reporting of injuries,

temporary workers, and involves supervisors, management,

illnesses, or hazards.

experienced workers, and new workers.

worker’s safety and health concerns and any complaints with the host employer, as well as investigate any injuries, illnesses, and incidents of close calls.

If your organization employs temporary workers consider

OSHA standards require site- and task-specific safety and health training and this training must be in a language the 15

The Importance of Psychological Safety to Your Workforce 5.23.2022 | EHS Today by Adrienne Selko When employees can bring their best selves to work, the

Angus. “Psychological safety is tied directly to a company’s

result is a safer and more productive environment.

culture. At our company, which is over 350 years old and has

Psychological safety is achieved when an employee feels

been built on a foundation of deep respect for others, it’s

that they can be their authentic self, especially in a team

easy to leverage that culture into an inclusive workplace.”

setting, and not suffer any negative consequences as a

An example of how this culture is codified can be found in

result. The realization that an employee should have a safe

specific programs. “The deep respect we have for each

environment where they can be who they are every day at

other has resulted in Employee Resource Groups (ERG),

work is something that became especially important due to

which are grassroots organizations that allow leaders,

the pandemic. As companies and employees had to adjust

like me, to access input from a variety of groups. It

to a variety of circumstances, a more open atmosphere

expands our perspective and makes us truly diverse,

was essential.

inclusive and equitable,” says Angus. The ERGs include

“When I think of psychological safety prior to the pandemic,

networks for women, veterans, LGBTQ, Asian Americans

it was always important to me as a leader,” explains Jean

and a multicultural group, Leading Efforts to Ancestral

Angus, president and CEO of Saint-Gobain Life Sciences, a

Diversity (LEAD).

Solon, Ohio-based manufacturer of materials and solutions

EMPLOYEE ENGAGEMENT LEADS TO INNOVATION

for the pharmaceutical, medical and biotech industries.

“When I became the director of innovation processes at our Performance Plastics group, our goal was to help everyone be creative. I quickly realized that in order for everyone to bring their best ideas to the table, they had to feel they are working in a safe environment.”

A BASELINE OF SECURITY “Safety is one of the basic needs on Maslow’s hierarchy of needs, and it applies to the workplace as well,” says

“If people come to work exactly who they are, they are going to be more engaged. And engagement is a global metric for the company. It’s also part of every leader’s performance metrics at our company,” Angus notes.