ETC Basic SafeLandUSA HSE Orientation

1. ETC Basic SafeLandUSAHSE Orientation

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

3. MODULE 1

4. Behavioral Safety

5. 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.

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

7. Behavioral Safety • Components of a successful Behavior Based Safety program: • Written program • Observation process • Observation reporting process • Safety meetings

8. Behavioral Safety Roles and Responsibilities: • Supervisors • Managers • Employees • Steering committees

9. Behavioral Safety • Process of a Behavioral Based Safety Observation • Introduce yourself • Observe the work being performed and the people involved • Make an observation…good and bad • Give verbal feedback • Document findings

10. Short Service Employee

11. Short Service Employee (SSE) New Personnel/Short Service Guidelines • A short service employee is new to the company and/or position they are working in. • New employees are often identified by color coded hard hats and/or being assigned to a mentor. • The mentoring process allows proper skills and processes to be conveyed.

12. Short Service Employee (SSE) New Personnel/Short Service Guidelines • Generals rules include: • No fighting or horseplay • Avoid working alone • Report hazards or at-risk conditions to supervisor • Smoke only in designated areas • Machine guards and protective coverings must be in place while operating equipment

13. Short Service Employee (SSE) • New Personnel/Short Service Guidelines • Rings, jewelry, loose hair and loose clothing are prohibited • Do not ride on forklifts or use forklifts as man lifts • All crew changes require communications between crews • Never work on or service moving equipment • Use the proper tool for each job task

14. Short Service Employee (SSE) • Reporting for Work • Being under the influence of drugs or alcohol poses unnecessary and unacceptable safety and health risks to you and co-workers. • Watch alcohol consumption the day before reporting to work. • Companies reserve the right to test for drug and alcohol misuse to ensure you are fit for duty.

15. Intervention

16. Intervention • Intervention- an act to slow down, change, or stop an unsafe condition or act. • Proactive vs. Reactive

17. Intervention • Stop Work Authority (SWA) • Stop Work- Suspend work when risks are not understood or an unsafe act or condition is observed. • It is through this process that you can determine if work must be stopped. • Assessing hazards correctly depends on each employee taking responsibility for their safety and that of their co-workers.

18. Intervention • Workers, Supervisors, Management and Employees have the RIGHT, AUTHORITY and OBLIGATION to stop work without fear of reprisal. • Do it safely or not at all. • There is always time do to it right.

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

20. 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

21. 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, Your Obligation

22. Incident Reporting & Investigation

23. 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.

24. Incident Reporting • All personnel SHALL immediately report all incidents, injuries, first aids, near misses, spills, or any other events, regardless of size or severity to your immediate supervisor.

25. Incident Reporting Incident - Unplanned event that could have, or did cause occupational illness, personal injury or property damage. • Types of incidents to report: • Unsafe acts • Unsafe conditions • Any incident or injury – regardless of severity • Near hits

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

27. Incident Reporting Incident Investigations: • Look at all contributing factors such as • people, equipment, materials or the work environment to identify the root cause • Help to reduce future incidents

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

29. Substance Abuse Awareness

30. Substance Abuse Awareness • Some jobs are regulated by the Department of Transportation (DOT) drug and alcohol regulations. These include Pipeline 49 CFR 199 and Motor Carrier 49 CFR 382 • Your employer may also have a policy governing substance abuse

31. 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.

32. Substance Abuse Awareness • Workplace Impact • Medications • Inform supervisor • Keep in original container • Label intact • Never share • Never take someone else’s

33. Substance Abuse Awareness • Employee Testing • Pre-employment • Post accident • Random • Reasonable Suspicion • Return to Duty • Follow-up • Test results: • Required to be kept by employer in medical and exposure files and protected by privacy and access rights.

34. Substance Abuse Awareness • Supervisor Training • Recognize substance abuse through • Reasonable suspicion • Performance indicators • Physical • Behavioral • Speech • Performance • Training

35. Substance Abuse Awareness • Employee Awareness (effects) • 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

36. Substance Abuse Awareness • Employee Awareness (consequences) • Not allowed on operator premises • Termination • Legal prosecution • A person’s abuse of alcohol or other drugs affects everyone around them. Whether it’s an employee, an employee’s loved one, or a co-worker who has a problem, the impact can be felt on the job.

37. Substance Abuse Awareness • Employee Assistance Program (EAP) • The EAP can help employees decide what to do about their alcohol or drug problem. • The EAP can also help decide if someone in your family or work group has a problem. • Conversations with the EAP are protected and records are kept confidential. • There are clear limits on when and what information the EAP can share and with whom.

38. Substance Abuse Awareness Outside Help • If your company does not have anEAP, you should still seek help. • Alcoholics Anonymous • Narcotics Anonymous • County or State addiction agencies • County or State mental health agencies

39. Prevention ofWorkplace Violence

40. Prevention of Workplace Violence • All employees should expect and receive a secure workplace with a mutual respect toward all co-workers and personnel. • It is impossible to plan for every event that may unfold on the worksite. • All employees must prepare themselves with basic emergency planning, response and evaluation skills to handle unforeseen events.

41. Prevention of Workplace Violence • Workplace Violence: • any behavior, act or statement that would be interpreted by a reasonable person to be aggressive, intimidating, harassing, or unsafe, and that carries an expressed or implied intent to cause harm to a person or property.

42. Prevention of Workplace Violence • Zero Tolerance • No company should ignore, condone, or tolerate disruptive, threatening, or violent behavior by anyone while at the workplace.

43. Prevention of Workplace Violence Warning Signs: Obsessive interest in weapons Pathological ‘blamer’ Romantic obsession Safety issues Paranoia • Boundary crossing • Chemical dependence • Concentration problems • Depression • Inconsistent work patterns

44. Prevention of Workplace Violence Banned Items • The following is a list of banned items that shall not be in possession of an employee at any time during working hours or on work locations. All employees should refer to your company policy. • Weapons: • firearms, ammunitions, bows and arrows, and knives. • Illegal drugs • Alcohol • Explosives

45. Prevention of Workplace Violence • Notification Process • Report any acts of violence or threats of violence to your supervisor, or if necessary, the appropriate authorities.

46. Prevention of Workplace Violence Recognition: • Employees become aware of a violent act by the sounds of an explosion, gunfire, scuffling or by observation of events. • Employees are responsible for taking any threat or violent act seriously.

47. Prevention of Workplace Violence If a violent situation arises: • Stay calm • Speak slowly and softly to reduce the momentum of the situation • Move away from any objects that may be used to harm you • Position yourself, if possible, so that an exit route is readily accessible

48. Prevention of Workplace Violence • Explosion – Leave the area immediately • Gunfire – Take refuge in a secured area with limited visibility to anyone on the outside • Physical Threat – Leave the area immediately • Hostage Situation – Leave the area; take no chances to endanger the life of the hostage

49. Prevention of Workplace Violence • In an emergency situation, it is important to always remain calm and call for help.

50. MODULE 1 REVIEW