Bottom Line I PI T Y A CCTSI V Business-Wide Injury Prevention Company Emphasis & Prevention
& Safety Committee CSIP Business-Wide Injury Prevention Company Emphasis: Management Must support new initiatives. An essential element of this program is the involvement of the top managers down to the workers.
It is Managements responsibility to assign responsibilities and control work activities to ensure it is safe. CSIP Business-Wide Injury Prevention Company Emphasis: Behave Lawfully CSIP Business-Wide Injury Prevention Prevention & Safety Committee Safety Staff As in any management position, the job
description, the goals and objectives, the performance measures and the evaluations should tell accurately describe the job. CSIP Business-Wide Injury Prevention Prevention & Safety Committee Safety Staff Best Serves the Organization If: Reports directly to the President
Accountable Consults for other for managers, determining department heads, the State of supervisors and the Program lead persons CSIP Business-Wide Injury Prevention Prevention & Safety Committee Safety Staff Should: Review and evaluate
performance measures Analyze effectiveness, compliance with regulations Initiate efforts to improve safety CSIP
Business-Wide Injury Prevention Prevention & Safety Committee Safety Staff Should: Serve as a liaison Serve as the with the legal investigator for entities to support accidents, OSHA the company. inspections of accidents, etc. CSIP
Business-Wide Injury Prevention Prevention & Safety Committee Safety Staff Should: Be well versed in OSHA regulations, standards, directives, and interpretations. Have experience with industry safety and health profession. Commitment toward professionalism and demonstrated credibility. CSIP Business-Wide Injury Prevention
Prevention & Safety Committee Safety Staff Small Business Considerations It is possible to split up the tasks and program elements to share the responsibilities. There are assumptions and understandings that must be clear up front. Everyone should understand the elements of the safety and health program and understand that each must do their share to ensure safe and healthful workplaces.
CSIP Business-Wide Injury Prevention Prevention & Safety Committee Safety Staff: Collateral Duty Considerations HR person is assigned collateral duty safety position. Monitor the action table
showing tasks and assignment of each task CSIP Business-Wide Injury Prevention Prevention & Safety Committee Safety Staff: Collateral Duty Considerations HR person is assigned collateral duty safety position.
Develop activity hazard analyses for operations department or implement safety program CSIP Safety Considerations Who is Responsible? It is Managements
responsibility to assign responsibilities and control work activities to ensure it is safe. CSIP Safety Considerations Who is Responsible? Designing a Safety Program The program can be developed by any manager who is authorized to assign work. The program must be effective and should be monitored accordingly.
CSIP Safety Considerations Safety Plan Policies & Procedures The program identifies policies and procedures. It says what has to be done and who is responsible for
each action. CSIP Safety Considerations Safety Plan Policies & Procedures Provides outline and elements for: Compliance with the regulations, Assigns
responsibilities, and Provides consistency. CSIP Safety Considerations Excuses Rules are too restrictive Rules
prevent us from doing work Rules are political Rules are stupid I PI T Y A CCTSI V Bottom Line
Protect Your Workers Stay Safe! Develop an alternate work method or procedure. Request a variance if you can. If you cant do it do something about it. Dont leave your workers out there to get hurt.
CSIP Bottom Line Things to Consider Roles and Responsibilities need to be established Program goals need to be clearly defined Sub-contractors need to be aware of safety policies CSIP ?
? ? Questions? ? ? ? OSHA Disclaimer
CSIP This material was produced under grant SH29640SH6 from the Occupational Safety and Health Administration, U.S. Department of Labor. It does not necessarily reflect the views or policies of the U.S. Department of Labor, nor does mention of trade names, commercial products, or organizations imply endorsement by the U.S. Government.
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