Accidents involving vehicles or mobile equipment (excavators, dumpers, etc.) on building sites kill more than a dozen workers a year and injure hundreds more. To help make sure that your workers and outsiders can move around your job sites safely,and keep your insurance premiums down, experts recommend using this checklist:
Keep pedestrians and vehicles apart:
- have separate entry and exit gateways for pedestrians and vehicles
- provide safe pedestrian walkways that take a direct route where possible
- make sure drivers with access to public roads can see both ways
- don’t block walkways or vehicle routes
- install barrier between roads and walks
Minimize vehicle movements:
- provide offsite parking
- control entry to the site
- have storage areas so that delivery vehicles don’t have to cross the site
Control people on site:
- recruit drivers and equipment operators carefully
- make sure that drivers, operators, and those who direct traffic are trained
- manage the activities of visiting drivers
Maximize visibility:
- provide mirrors, CCTV cameras or reversing alarms
- designate signalers to control maneuvers by drivers or equipment operators
- install lighting for use after sunset or in bad weather
- make sure that all pedestrians on the site wear high-visibility clothing
Provide safety signage and instructions:
- ensure that all drivers and workers know and understand the routes and traffic rules on the site
- use standard traffic signs where appropriate
- provide safety instructions to all visitors in advance
For a comprehensive – and free– review of vehicle and mobile vehicle safety practices on your job sites, just give us a call. We’re here to help at any time.
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Workplace safety signs and tags play a key role in helping prevent accidents to workers and visitors alike.
To make the most effective use of signs and tags in your facility that comply with OSHA regulation (29 CFR 1910.145), we’d recommend that you follow these guidelines:
- Identify all hazards throughout the workplace. In addition to obvious dangers, include those that are out of the ordinary, unexpected, or not readily apparent.
- Select or design signs and tags. Make sure they conform to OSHA requirements and are consistent in format.
- Use proper wording. According to OSHA, “the wording of any sign should be easily read, concise, and contain sufficient information to be easily understood.”
- Position signs carefully. Signs should be placed so that they’re easy to see and read from a distance and draw maximum attention to hazards.
- Identify safety and fire protection equipment clearly. This includes such items as eyewash stations and safety showers, as well as fire extinguishers and hoses.
- Employ tags properly. OSHA requires that “tags shall be used as a means to prevent accidental injury or illness to employees who are exposed to hazardous or potentially hazardous conditions, equipment, or operations.”
- Review your program whenever new hazards are introduced. If you just put up signs and tags and forget about them, your facility probably won’t be in compliance with the OSHA regulations. Check the program frequently to make sure that it’s still doing the job.
The workplace safety professionals at our agency would be happy to help you review your signage and tag policy. Give us a call at any time.
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Social media rules! In recent studies, Twitter, Facebook, and Tumblr users sent tens of millions of messages every day– and new players keep entering the marketplace. Although these platforms provide significant benefits for businesses of all sizes, they also pose a variety of risks. Everything from employment, privacy and security, through intellectual property to media-related liability.
Chances are your employees are using social media, either at home or work, in ways that could put your business at risk. To limit this exposure, experts recommend creating social media guidelines based on a five-point checklist:
- Assess both your company’s general social media activities and individual social media campaigns, weighing potential risks against benefits as accurately as possible.
- Designate specific individuals and departments to develop, execute, and monitor a comprehensive and proactive social media strategy – and make a senior executive responsible for implementing it in a timely fashion.
- Have the policy reviewed by the relevant departments (human resources, IT, communications, and legal) and by an outside law firm.
- Because employees pose the biggest risk to a company, although often unwittingly,,provide educational programs about the danger of damage to the company by using social media on the job or at home.
- Create a social media agreement for employees to review and sign as a condition of employment and part of their employment contract. Update the agreement annually, or as often as needed, to address changes in social media that might impact your risk in new ways.
Following this checklist will help position your business to reap the enormous benefits that participationin social media offers.
As always, we’re here to help you– just give us a call!
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Every business is vulnerable to disruptions. Most companies have taken steps to mitigate the impact of major hazards. However many businesses have neglected smaller, more probable perils, ranging from inadequate fire protection and offsite data backup, through the death or disability of key personnel, to over-reliance on a limited number of vendors.
While you can transfer many risks that could disrupt your business to insurance companies (through such coverages as Business Interruption and Extra Expense policies), this probably won’t be enough to ensure that the company will survive or continue its long-term growth and profitability. To prevent and/or reduce the impact of such a mishap, it makes sense to implement Business Continuity Planning (BCP). This process involves three key steps:
- Pre-disruption planning. Assess the “risk and threat environment” of your business and take steps to reduce these hazards and weaknesses.
- Disruption response. The extent and nature of losses will depend on the effectiveness of the emergency plans that you implement during the incident to provide a methodical, rational, and coordinated approach to dealing with the disruptions.
- Post-disruption recovery. While the first two steps can reduce or mitigate risk, the recovery process focuses on rebuilding and restoration. Although many businesses depend heavily on central and distributed computer resources, a comprehensive BCP involves a wide variety of crucial activities that need to continue with minimal interruption.
Your BCP should not be a one-time project that involves creating a plan and then moving on to “business as usual” – but a long-term commitment to design, develop, implement, and maintain a comprehensive, company-wide strategy to keep your business running effectively..
We’d be happy to review the risks facing your business and tailor a Business Continuation Plan to your needs.
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Chances are that you outsource most risk management functions to an insurance company representative or agent. However, to protect your business against the risks you face at a price you can afford, you need to control the presentation of your loss and coverage information to insurers. In other words, it makes sense to provide what an underwriter needs to write your business: a “risk profile” that shows a historic record of your exposures, loss data, and insurance contracts.
Your profile should include these items:
- A history of the firm that’s positive and realistic. The more effectively you’ve adapted to the recession, the better your chances of getting a competitive rate.
- Résumés of key management— to show that you and your team know your business.
- Marketing materials and Web page(s).
- A D&B Report. Without one, you might get a lower grading. If you’ve had financial problems, some insurance companies might be willing to write your business, as long as you provide this information upfront.
- Audited financial statements, if applicable.
- Estimated values, including sales, workers compensation payroll, automobile fleet, property and equipment.
- Sales and payrolls for the past five years.
- Insurance loss runs and claim runs during the past five years for all policies, valued within 90 days of renewal.
- An outline of your workplace safety plan(s).
- Fleet maintenance schedules, if applicable.
- Your workers compensation experience modification factor.
Be sure to review all data on your company in the files of your insurance company and add it to your database.
Maintaining a comprehensive, accurate, and updated risk profile, and staying on top of how you present this information,will play a key role in securing a comprehensive and cost-effective insurance program.
Our risk management specialists stand ready to offer their advice at any time.
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Stress, called the “health epidemic of the 21st century” by the World Health Organization, costs American businesses up to $300 billion a year,
According to “Stressed at Work,” a recent research report by Benzinger, Dupont &Associates, stress impacts work performance in nearly half (49%) of employees surveyed. Difficulties in concentration, absenteeism, and poor work quality are leading the way.
Differences by gender or age can be significant.. Personal problems cause females to be absent from work more often, but males tend to miss more days of work. The frequency of disciplinary action for stress-related acts by males was almost twice as high as for women; with the 56-65 year-old age group having the highest disciplinary rates
The good news: More than nine in ten employees (94%) report improved work performance following participation in an Employee Assistance Program (EAP). The study recommends that companies work with their EAP in identifying and addressing the needs of workers, who are more vulnerable to stress, so they can prevent potential problems becoming serious. These programs and promotion campaigns should consider differences in gender and age. For example:
- Managers need to pay attention to female absenteeism because it might reflect stress at home and/or at work.
- To decrease male disciplinary actions, EAP support and wellness programs should focus on the specific needs of men in the workforce, and use promotional outreach methods that reflect male preferences for brevity (e-mail and text messages).
The more familiar you become with signs and symptoms of stress on the job, the more effective you’ll be in encouraging stressed employees to engage with EAP and workplace health programs: which means the healthier your workers are, the better your bottom line!
To learn more, feel free to give us a call at any time.
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