ETC Basic SafeLandUSA HSE Orientation

1. ETC Basic SafeLandUSA HSE Orientation

2. Housekeeping and Emergency Procedures • Emergency Procedures & Alarms • Fire • Tornado • Earthquake • Violent Incident • Shelter in Place • Smoking Policy • Restroom Location • Scheduled Breaks

3. Behavioral Safety

4. Behavioral Safety • Behavior Based Safety (BBS) focuses on what people do, analyzes why they do it, and then applies a strategy to improve what people do. • To be successful a BBS program must include all employees and requires buy-in and support by everyone.

5. Behavioral Safety • How BBS works: • A site observation is conducted – looking for safe behaviors and at-risk behaviors. • Feedback is given: • Positive feedback first • At-risk behaviors last

6. Behavioral Safety • With at-risk behaviors, we must ask “Why” the employee is putting themselves at risk. • Explain the associated negative impact the at-risk behavior may have.

7. Behavioral Safety • Behaviors are discussed until the observer and worker agree on suggested recommendations to work more safely.

8. Behavioral Safety • It is important to understand: • Terminology of the work environment. • How to recognize hazards. • Mindset of the employee. • How to reach the goal of a safe work environment.

9. Behavioral Safety • Effective Feedback: • Must be sincere. • Focus on actions that can be observed (not attitudes). • Focus on correct actions as well as what can be done better.

10. Behavioral Safety • Receiving Feedback: • Listen with an open mind. • Separate what the person says from what you think about that person. • Never overreact. • Ask open, non-defensive questions. • Focus on areas to improve. • What is right should outweigh what is wrong.

11. Behavioral Safety • Hazard Recognition: • Recognize the hazards in your work area. • A hazard is any source of energy that has a potential to cause harm. • If we can find the energy, we can eliminate or lessen the hazard.

12. Behavioral Safety • How do we identify hazards? • Use your knowledge and experience. • Use your senses – sight, sound, touch, smell, feel. • Use your job planning skills.

13. Behavioral Safety • Types of Energy Sources: • Motion • Chemical • Radiation • Electrical • Gravity • Heat/Cold • Biological • Pressure

14. Behavioral Safety • In a culture of safety, everyone takes personal responsibility for their own safety as well as those around them.

15. Behavioral Safety • Once the energy source is identified, the hazard must be evaluated. • Can the job be done safely? • How can I make the job safer? • If something unforeseen happens, will I stop work? • Am I in the right state of mind to work safely?

16. Behavioral Safety • Talking about safety is the key to success. • Everyone is obligated to speak up when they see someone performing an at-risk behavior. • A culture of safety creates a level of trust that encourages people to speak up.

17. Review

18. Intervention

19. Intervention • Stop Work Authority (SWA) • Assessing hazards correctly depends on each employee taking responsibility for their safety and that of their co-workers. • It is through this process that you can determine if work must be stopped.

20. Intervention • Employees have the RIGHT and AUTHORITY to stop work without repercussions. • Do it safely or not at all. • There is always time do to it right.

21. Intervention • Always: • Operate in a safe and controlled condition. • Ensure safety devices are in place and functioning. • Follow safe work practices and procedures. • Meet or exceed customer requirements.

22. Intervention • Always: • Maintain integrity of dedicated systems. • Comply with all applicable rules and regulations. • Address abnormal conditions. • Follow written procedures. • Involve the right people in decisions that affect procedures and equipment.

23. Intervention • How Intervention Works: • Identify the perceived unsafe condition(s).

24. Intervention • Coordinate the “Stop Work Action” • Start with the supervisor. • If the supervisor is not available and affected persons are in immediate risk, initiate the “Stop Work” intervention. • Notify all affected • persons of the stop • work issue.

25. Intervention • All parties shall discuss and gain agreement on the stop work issue. • If the work is determined to be safe, proceed with the work. • If the stop work issue is valid, resolve the unsafe actions and proceed with work. • If the stop work issue cannot be resolved immediately, suspend work until a resolution is achieved.

26. Intervention • Under no circumstances should retribution be directed at any person(s) who exercise in good faith their stop work authority. • All stop work interventions and associated detail shall be documented and reported. Stop Work Authority (SWA) Your Right, Your Responsibility

27. Review

28. Incident Reporting & Investigation

29. Incident Reporting • Incident reporting is more than just notifying your company that an incident has occurred. It is a way for the company to look at what happened, investigate all the contributing factors and determine if work can be made safer for you and your co-workers.

30. Incident Reporting • Types of incidents to report: • Unsafe acts • Unsafe conditions • Any incident or injury – regardless of severity • Near hits

31. Incident Reporting • How to report an incident: • Notify your Supervisor immediately that something has happened. • Fill out a written report.

32. Incident Reporting • There are two categories of incidents: • Non-Recordable: incidents that are kept on the company register but not reportable to the Occupational Safety & Health Administration (OSHA). • Recordable: incidents that are required by OSHA to be reported on an annual basis.

33. Incident Reporting • Non-Recordable Injuries • For Record Only (FRO): an injury has occurred but no medical treatment is required. • First Aid By Professional (FABP): an injury has occurred and you wish to see a doctor. • Medical treatment is limited • No prescriptions are given • Return to work with no restrictions

34. Incident Reporting • Recordable Injuries • Medical Only (MO): an injury has occurred that requires medical treatment. • Treatment is more that FABP • Prescriptions may be given • Return to work with no restrictions • Light Duty (LD): The employee receives medical attention. • Return to work with restrictions

35. Incident Reporting • Lost Time (LT): an employee is injured and unable to work for a period of time. • Fatality (FA): loss of life.

36. Incident Reporting • Incident Investigations: • Are conducted to determine who/what is at fault. • Look at all contributing factors such as people, equipment, materials or the work environment. • Help to reduce future incidents.

37. Help your employer make a safer work place for you and your co-workers. • Work together.

38. Review

39. Substance Abuse Awareness

40. Substance Abuse Awareness • There are approximately 12.1 million people in America that perform a safety sensitive job in transportation. • These jobs are regulated by the Department of Transportation (DOT) drug and alcohol regulations. • Your employer may have a policy to prevent substance abuse along with many other agencies that govern prevention.

41. Substance Abuse Awareness • Workplace Impact • Nearly ¾ of those who use illegal drugs also work, and alcohol remains the leading drug abused with one in every ten people in the U.S. having a problem. • People don’t check their substance abuse problems at the door when they come to work. • Abuse has no boundaries: field workers to upper management positions can be affected.

42. Substance Abuse Awareness • Facts • 12% of the workforce reports heavy drinking. • 14% of employees abuse drugs on the job. • 60% of drug users will sell drugs to co-workers. • 40% of users will steal from the company. • 8 times more likely to have attendance problems. • 5 times more likely to file workers comp. claims • 5 times more likely to have an accident. • 3.5 times more likely to injure others at work. • 300% higher medical costs and benefit usage.

43. Substance Abuse Awareness • Employee Health • Substance abusers tend to neglect their nutrition, sleep and other health needs. • Substance abuse depresses the immune system which can lead to more frequent illness.

44. Substance Abuse Awareness • Safety • Safety is affected with the use of alcohol and drugs. • Impairments affect: • Vision • Hearing • Attention span • Muscle coordination • Alertness • Mental acuity

45. Substance Abuse Awareness • Productivity • Employees who abuse alcohol or use drugs can be physically and mentally impaired on the job. • Substance abuse interferes with job satisfaction and the motivation to do a good job. • Reduced output • Increased errors • Lower quality • Low customer satisfaction

46. Substance Abuse Awareness • Decision Making • Employees who use alcohol and/or drugs often make poor decision and have a distorted perception of their abilities. • Reduced innovation, creativity, competitiveness and poor • daily/strategic decisions.

47. Substance Abuse Awareness • Morale • The presence of an employee with drug and/or alcohol problems places a strain on relationships between co-workers. • Higher turnover • Diminished quality • Reduced team effort

48. Substance Abuse Awareness • Security • Employees with drug and/or alcohol problems often have financial difficulties, and employees using illegal drugs may conduct illegal activities in the workplace. • Theft • Law enforcement involved

49. Substance Abuse Awareness • Image and Community Relations • Accidents, lawsuits, and other incidents may receive media attention. • Reduced trust and confidence • Reduced ability to attract high quality employees • Decreased business/financial well-being

50. Substance Abuse Awareness • Understanding Addiction • Employees with addiction problems are often unhappy with their lives, but fail to realize their abuse is a major contributing factor. • The struggle with addiction is characterized by repeated failures to control use and a need for greater amounts of the substance to achieve the desired effect. • Not everyone who uses alcohol or experiments with illegal drugs becomes addicted.