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Guide to Developing Your Workplace Injury and Illness Prevention Program with checklists for self-inspection CS-1 revised August 2005 - Cal/OSHA Consultation Service About This Guide In California every employer has a legal obligation to provide and maintain a safe and healthful workplace for employees, according to the California Occupational Safety and Health Act of 1973. As of 1991, a written, effective Injury and Illness Prevention (IIP), Program is required for every California employer. This manual describes the employers' responsibilities in establishing, implementing, maintaining, an IIP Program. It also outlines steps that can be taken to develop an effective Program that helps assure the safety and health of employees while on the job. The term 'employer' as used in the Cal/OSHA Act includes any person or corporation, the State and every State agency, every county or city or district and public agency therein, which has any person engaged in or permitted to work for hire, except for household services.

This manual is designed to help employers provide better workplace protection for their employees, and to reduce losses resulting from accidents and injuries. The material in this publication is based on principles and techniques developed by occupational safety and health professionals nationwide.

It is intended to provide guidance, rather than prescribe requirements, and is not intended as a legal interpretation of any state standard. Table of Contents Taking risks is a part of running a business, particularly for small business owners. You take risks in product development, marketing, and advertising in order to stay competitive. Some risks are just not worth the gamble. One of these is risking the safety and health of those who work for you. Safety organizations, states, small business owners and major corporations alike now realize that the actual cost of a lost workday injury is substantial. For every dollar you spend on the direct costs of a worker's injury or illness, you will spend much more to cover the indirect and hidden costs.

Silkk The Shocker The Shocker Rar Files. Documentation of Your Activities Essential records, including those legally required for workers' compensation, insurance audits, and government inspections, must be maintained for as long as required. For most employers, Cal/OSHA standards also require that you keep records of steps taken to establish and maintain your Injury and Illness Prevention Program.

They must include: • Records of scheduled and periodic inspections as required by the standard to identify unsafe conditions and work practices. The documentation must include the name of the person(s) conducting the inspection, the unsafe conditions and work practices identified, and the action taken to correct the unsafe conditions and work practices. The records are to be maintained for at least one year. However, employers with fewer than 10 employees may elect to maintain the inspection records only until the hazard is corrected. • Documentation of safety and health training required by standards for each employee.

The documentation must specifically include employee name or other identifier, training dates, type(s) of training and the name of the training provider. These records must also be kept for at least one year, except that training records of employees who have worked for less than one year for the employer need not be retained beyond the term of employment if they are provided to the employee upon termination of employment. Also, employers with fewer than 10 employees can substantially comply with the documentation provision by maintaining a log of instructions provided to the employee with respect to the hazards unique to the employees' job assignment when first hired or assigned new duties. Some relief from documentation is available for employers with fewer than 20 employees who are working in industries that are on the Department of Industrial Relations (DIR's) designated list of low-hazard industries, and for employers with fewer than 20 employees who are not on DlR's list of high-hazard industries and who have a Workers' Compensation Experience Modification Rate of 1.1 or less.

For these industries, written documentation of the Injury and Illness Prevention Program may be limited to: • Written documentation of the identity of the person or persons with authority and responsibility for implementing the program; • Written documentation of scheduled periodic inspections to identify unsafe conditions and work practices; and • Written documentation of training and instruction. Keeping such records fulfills your responsibilities under General Industry Safety Order 3203. It also affords an efficient means to review your current safety and health activities for better control of your operations, and to plan future improvements.

Three model Injury and Illness Prevention Programs are available from Cal/OSHA. They are: • CS 1A — Workplace Injury and Illness Prevention Model Program for High Hazard Employers • CS 1B — Workplace Injury and Illness Prevention Model Program for Non-High Hazard Employers • CS 1C — Workplace Injury and Illness Prevention Model Program for Employers with Intermittent Workers There are no requirements to use these model programs. However, any employer in an industry which has been determined by Cal/ OSHA as being non-high hazard and who adopts, posts, and implements the Workplace Injury and Illness Prevention Model Program for Non-High Hazard Employers in good faith is not subject to assessment of a civil penalty for a first violation of T8 CCR 3203.

Any employer in an industry which has been determined by Cal/OSHA to historically utilize intermittent or seasonal employees and who adopts and implements the Workplace Injury and Illness Prevention Model Program for Employers with Intermittent Workers in good faith is deemed to be in compliance with the IIP Program requirements of T8 CCR 3203. Proper use of these model programs, requires the IIP Program administrator to carefully review the requirements for each of the eight IIP Program elements, fill in the appropriate blank spaces and check those items that are applicable to your workplace. Sample forms for hazard assessment and correction, accident/exposure investigation, and worker training and instruction are provided with these model programs. Also provided are lists of training subjects and workplace checklists. As always, these model programs must be maintained by the employer in order to be effective. Contact the nearest Cal/OSHA Consultation Service office listed at the back of this publication to learn more about the model programs and obtain information on the different industry lists. The Cal/OSHA Consultation Service can suggest sources both governmental and private for information, advice and training aids to help you develop and maintain your safety program.

A surprising amount of assistance can be obtained at no cost to you, if you take time to inquire. In cases where money must be spent, it is usually money well spent. Employers who need help developing, improving or maintaining a safe and healthful place of employment can obtain free professional assistance from the Cal/ OSHA Consultation Ser-vice on any of the issues or activities described in this manual. Cal/OSHA consultants help employers by: • Identifying actual and potential safety or health hazards in the workplace and finding solutions to eliminate or control them. • Identifying sources of help for employers in further technical assistance is needed.

• Providing a written report summarizing the finding of any consultation visit. • Interpreting applicable safety and health standards. • Helping establish or improve worksite Injury and Illness Prevention Programs. • Helping develop and/or conduct safety and health training of both supervisory and non-supervisory personnel. All services of the Cal/OSHA Consultation Service are entirely separate and distinct from the enforcement activities of the Division of Occupational Safety and Health (DOSH).

Consultants do not issue citations or assess penalties, and they do not inform DOSH of their work with an employer. Any employer who has had a wall-wall survey performed by the Cal/OSHA Consultation Service, and has an effective Injury and Illness Prevention Program in operation, will greatly re-duce the likelihood of citations or penalties if inspected by DOSH. Employers with fixed worksites and 250 or fewer employees at a specific worksite, can now become exempt from a DOSH discretionary compliance inspection by participating in a voluntary compliance program. To obtain assistance or information from the Cal/OSHA Consultation Service contact any of its offices listed inside the back cover of this manual. • It is likely that businesses similar to yours have encountered similar problems. It is also possible that at least one of them has found a simple, efficient solution.

Most managers are willing to share information in the area of work-place safety and health. • Most equipment manufacturers have also become quite concerned with safety in the use of their products. To help their customers and potential customers, and to minimize their liability in the event of adverse legal action, they are more than willing to furnish advice and engineering information to enhance safe operation of their equipment. • Many workers' compensation carriers, as well as liability and fire insurance companies, conduct periodic inspections and visits to evaluate safety and health hazards and give guidance and assistance in establishing and monitoring your program. Contact your carrier to see what it has to offer. • Many trade associations and employer groups emphasize safety and health matters to better serve their members.

If you are not a member, find out if these groups are circulating their materials to non-members, as many do. • If your employees are organized, coordinate with their unions for taking joint action to solve problems and correct hazards. Many trade unions have safety and health expertise they are willing to share. • The National Safety Council has a broad range of information services available. Call or visit your local chapter to obtain material pertaining to your business. If a local chapter is not nearby, you can write to: National Safety Council 1121 Spring Lake Drive Itasca, lL • The Hazard Evaluation System and Information Services (HESIS) offers California employer and employees answers to questions about the health effects of chemical and physical agents in the workplace.

You can contact HESIS at: HESIS 850 Marina Bay Parkway, Bldg P, 3rd Flr Richmond, CA 94704 Telephone (510) 620-5757 Fax (510) 620-5743 • The yellow pages of your telephone directory list many companies that specialize in items and services relating to safety and health and fire prevention. Most of them have extensive experience and knowledge in safety-related subjects, and are willing to furnish you with information and advice. 'The Occupational Safety and Health Act of 1970, clearly states our common goal of safe and healthful working conditions to be the first consideration in operating this business.' 'Safety and health in our business must be part of every operation. Without questions, it is every employee's responsibility at all levels.' 'It is intent of this company to comply with all laws. To do this, we must constantly be aware of conditions in all work areas that can produce injuries.

No employee is required to work at a job he/she knows is not safe or healthful. Your cooperation in detecting hazards and, in turn, controlling them, is a condition of your employment. Inform your supervisor immediately of any situation beyond your ability or authority to correct.' 'The personal safety and health of each employee of this company is of primary importance. Prevention of occupationally-induced injuries and illnesses is of such consequence that it will be given precedence over operating productivity, whenever necessary.

To the greatest degree possible, management will provide all mechanical and physical activities required for personal safety and health, in keeping with the highest standards.' 'We will maintain a safety and health program conforming to the best practices of organizations of this type. To be successful, such a program must embody proper attitudes toward injury and illness prevention on the part of supervisors and employees.

It also requires cooperation in all safety and health matters, not only between supervisor and employee, but also between each employee and his/her co-workers. Only through such a cooperative effort can a safety program in the best interest of all be established and preserved.' 'Our objective is a safety and health program that will reduce the number of injuries and illnesses to an absolute minimum, not merely in keeping with, but surpassing, the best experience of operations similar to ours. Our goal is zero accidents and injuries.' 'Our safety and health program will include: • Providing mechanical and physical safeguards to the maximum extent possible. • Conducting safety and health inspections to find, eliminate or control safety and health hazards as well as unsafe working conditions and practices, and to comply fully with the safety and health standards for every job.

• Training all employees in good safety and health practices. • Providing necessary personal protective equipment, and instructions for use and care. • Developing and enforcing safety and health rules, and requiring that employees cooperate with these rules as a condition of employment. • Investigating, promptly and thoroughly, every accident to find out what caused it and correct the problem so it will not happen again. • Setting up a system of recognition and awards for outstanding safety service or performance.' 'We recognize that the responsibilities for safety and health are shared: • The employer accepts the responsibilities for leadership of the safety and health program, for its effectiveness and improvement, and for providing the safeguards required to ensure safe conditions.

• Supervisors are responsible for developing proper attitude toward safety and health in themselves and in those they supervise, and for ensuring that all operations are performed with the utmost regard for the safety and health of all personnel involved, including themselves. • Employees are responsible for wholehearted, genuine operation of all aspects of the safety and health program-including compliance with all rules and regulations and for continuously practicing safety while performing their duties.' • Does the written Injury and Illness Prevention Program contain the elements required by Section 3203(a)? • Are the person or persons with authority and responsibility for implementing the program identified?

• Is there a system for ensuring that employees comply with safe and healthy work practices (i.e., employee incentives, training and retraining programs, and/or disciplinary measures)? • Is there a system that provides communication with affected employees on occupational safety and health matter (i.e., meetings, training programs, posting, written communications, a system of anonymous notification concerning hazards and/or health and safety committees)? • Does the communication system include provisions designed to encourage employees to inform the employer of hazards at the worksite without fear of reprisal? • Is there a system for identifying and evaluating workplace hazards whenever new substances, processes, procedures, or equipment are introduced to the workplace and whenever the employer receives notification of a new or previously unrecognized hazard? Download Soal Toefl Dan Pembahasannya 2014 here. • Were workplace hazards identified when the program was first established?

• Are periodic inspections for safety and health hazards scheduled? • Are records kept of inspections made to identify unsafe conditions and work practices, if required? • Is there an accident and near-miss investigation procedure? • Are unsafe or unhealthy conditions and work practices corrected expeditiously, with the most hazardous exposures given correction priority? • Are employees protected from serious or imminent hazards until they are corrected? • Have employees received training in general safe and healthy work practices? • Do employees know the safety and health hazards specific to their job assignments?

• Is training provided for all employees when the training program is first established? • Are training needs of employees evaluated whenever new substances, processes, procedures, or equipment are introduced to the workplace and whenever the employer receives notification of a new or previously unrecognized hazard? • Are supervisors knowledgeable of the safety and health hazards to which employees under their immediate direction and control may be exposed? • Are records kept documenting safety and health training for each employee by name or other identifier, training dates, type(s) of training and training providers?

• Does the employer have a labor-management safety and health committee? • Does the committee meet at least quarterly? • Is a written record of safety committee meetings distributed to affected employees and maintained for Division review? • Does the committee review results of the periodic, scheduled worksite inspections?

• Does the committee review accident and near-miss investigations and, where necessary, submit suggestions for prevention of future incidents? • When determined necessary by the committee does it conduct its own inspections and investigations, to assist in remedial solutions? • Does the committee verify abatement action taken by the employer as specified in Division citations upon request of the Division? (This is a suggested code. It is general in nature and intended as a basis for preparation by the contractor of a code that fits his operations more exactly.) GENERAL • All persons shall follow these safe practice rules, render every possible aid to safe operations, and report all unsafe conditions or practices to the foreman or superintendent. • Foremen shall insist on employees observing and obeying every rule, regulation, and order as is necessary to the safe conduct of the work, and shall take such action as is necessary to obtain observance.

• All employees shall be given frequent accident prevention instructions. Instructions shall be given at least every 10 working days. • Anyone known to be under the influence of drugs or intoxicating substances that impair the employee's ability to safely perform the assigned duties shall not be allowed on the job while in that condition. • Horseplay, scuffling, and other acts that tend to have an adverse influence on the safety or well-being of the employees shall be prohibited.

• Work shall be well planned and supervised to prevent injuries in the handling of materials and in working together with equipment. • No one shall knowingly be permitted or required to work while the employee's ability or alertness is so impaired by fatigue, illness, or other causes that it might unnecessarily expose the employee or others to injury. • Employees shall not enter manholes, underground vaults, chambers, tanks, silos, or other similar places that receive little ventilation, unless it has been determined that is safe to enter. • Employees shall be instructed to ensure that all guards and other protective devices are in proper places and adjusted, and shall report deficiencies promptly to the foreman or superintendent. • Crowding or pushing when boarding or leaving any vehicle or other conveyance shall be prohibited. • Workers shall not handle or tamper with any electrical equipment, machinery, or air or water lines in a manner not within the scope of their duties, unless they have received instructions from their foreman.

• All injuries shall be reported promptly to the foreman or superintendent so that arrangements can be made for medical or first aid treatment. • When lifting heavy objects, the large muscles of the leg instead of the smaller muscles of the back shall be used. • Inappropriate footwear or shoes with thin or badly worn soles shall not be worn. • Materials, tools, or other objects shall not be thrown from buildings or structures until proper precautions are taken to protect others from the falling objects. Title 8, Section 3203.

Injury and Illness Prevention Program. • Effective July 1, 1991, every employer shall establish, implement and maintain effective Injury and Illness Prevention Program. The Program shall be in writing and shall, at a minimum: • Identify the person or persons with authority and responsibility for implementing the Program. • Include a system for ensuring that employees comply with safe and healthy work practices. Substantial compliance with this provision includes recognition of employees who follow safe and healthful work practices, training and retraining programs, disciplinary actions, or any other such means that ensures employee compliance with safe and healthful work practices. • Include a system for communicating with employees in a form readily understandable by all affected employees on matters relating to occupational safety and health, including provisions designed to encourage employees to inform the employer of hazards at the worksite without fear of reprisal. Substantial compliance with this provision includes meetings, training programs, posting, written communications, a system of anonymous notification by employees about hazards, labor/management safety and health committees, or any other means that ensures communication with employees.

Exception: Employers having fewer than 10 employees shall be permitted to communicate to and instruct employees orally in general safe work practices with specific instructions with respect to hazards unique to the employees' job assignments, in compliance with subsection (a)(3). • Include procedures for identifying and evaluating workplace hazards including scheduling periodic inspections to identify unsafe conditions and work practices. Inspections shall be made to identify and evaluate hazards: • When the Program is first established; Exception: Those employers having in place on July 1, 1991, a written Injury and Illness Prevention Program complying with previously existing Section 3203. • Whenever new substances, processes, procedures, or equipment are introduced to the workplace that represent a new occupational safety and health hazard; and • Whenever the employer is made aware of a new or previously unrecognized hazard.

• Include a procedure to investigate occupational injury or occupational illness. • Include methods and/or procedures for correction of unsafe or unhealthy conditions, work practices and work procedures in a timely manner based on the severity of the hazard: • When observed or discovered; and • When an imminent hazard exists which cannot be immediately abated without endangering employee(s) and/ or property, remove all exposed personnel from the area except those necessary to correct the existing condition. Employees necessary to correct the hazardous condition shall be provided the necessary safeguards. • Provide training and instruction: • When the program is first established; Exception: Employers having in place on July 1, 1991, a written Injury and Illness Prevention Program complying with the previously existing Accident Prevention Program in Section 3203.

• To all new employees; • To all employees given new job assignments for which training has not previously been received; • Whenever new substances, processes, procedures or equipment are introduced to the workplace and represent a new hazard; • Whenever the employer is made aware of a new or previously unrecognized hazard; and • For supervisors to familiarize them with the safety and health hazards to which employees under their immediate direction and control may be exposed. • Records of the steps taken to implement and maintain the Pro-gram shall include: • Records of scheduled and periodic inspections required by subsection (a)(4) to identify unsafe conditions and work practices, including person(s) conducting the inspection, the unsafe conditions and work practices that have been identified and action taken to correct the identified unsafe conditions and work practices.

These records shall be maintained for one (1) year; and Exception: Employers with fewer than 10 employees may elect to maintain the inspection records only until the hazard is corrected. • Documentation of safety and health training required by subsection (a)(7) for each employee, including employee name or other identifier, training dates, type(s) of training, and training providers. This documentation shall be maintained for one (1) year. Exception No. 1: Employers with fewer than 10 employees can substantially comply with the documentation provision by maintaining a log of instructions provided to the employee with respect to the hazards unique to the employees' job assignment when first hired or assigned new duties. Exception No. 2: Training records of employees who have worked for less than one (1) year for the employer need not be retained beyond the term of employment if they are provided to the employee upon termination of employment.

Exception No.