Supervisory Safety Leadership Best Safety Practice # 1

1. Supervisory Safety Leadership Best Safety Practice # 1 Understanding Legal, plus Employee Safety & Health & UCD Economic impacts Understanding Legal, Employee Safety/Health & Economic impacts

2. Supervisor Safety LeadershipMajor Job Factors Leadership is a job requirement: • Supervisors have a major influence/impact on; • Regulatory compliance, • Meeting University safety/environmental goals • Injury prevention, • Absenteeism, and • Workers’ compensation costs

3. Safety Leadership Legal, Safety & Business Aspects UC Davis’s commitment to employee safe behavior reflects: • Meeting Federal, State, County, and UC Davis safety requirements • Concern for employee’s safety, health and quality of life • Concern for costs associated with injuries & illnesses

4. Legal: EH&S Regulatory Compliance Requirements/Implications • Many of the EH&S programs are based on Federal, California, and/or local (Yolo) government regulations • Provide a safe working environment for employees http://www.dir.ca.gov/samples/search/query.htm (Cal OSHA link) • It is the intent of UC Davis to comply with the intent of these regulations as well as meeting the specific legal requirements. • In addition, any violation of University EH&S policies & procedures is taken seriously; http://safetyservices.ucdavis.edu/environmental-health-safety/health-safety/health-safety

5. Regulatory Relationships Government Visits • Follow procedures for responding to government agency visits (i.e. Cal OSHA), information requests, and required reports (some immediate reporting needs) • It is important for you, as a Supervisor, to treat each agency representative with respect • Interactions with government agencies focus solely on the incident/issue • All agency representatives will be escorted by an EH&S and a department representative at all times

6. Supervisor Safety LeadershipUC DavisEH&S Programs & Policies • First point of contact: EH&S policies • Supervisor direct impacts employee performance:  • Enforce compliance with EH&S policies • Communicate expectations • Set the proper example • Follow the policies, procedures & rules.

7. EH&S Programs & Policies • Establishing a Safety Management program http://safetyservices.ucdavis.edu/environmental-health-safety/health-safety/safety-management-program/safety-management-program-1 • Complying with EH&S Policies & procedures; http://safetyservices.ucdavis.edu/environmental-health-safety/health-safety/policy-and-procedure-manual • Supervisor guidance and interpretation to employees (work w/DSC’s-DSA’s) • Knowledge of policies and procedures to prevent serious or life-threatening situations

8. Supervisor Safety LeadershipGetting Assistance • Tools: University Safety Organizations • UCOP Risk Management • Campus Safety Professionals: • Safety Services Administration • UC Davis Safety Council • Departmental Directors & Managers • EH&S Departmental Safety Advisors (DSA) • Supervisors • Departmental Safety Coordinators (DSC) • Individual employees

9. The Role of EH&S Departmental Safety Advisors (DSA) Assist their departments: • Assist supervisors, management & DSC’s on inspections • Serve as a Technical Resource • Coordinate activities with Cal OSHA, Yolo County, Cal EPA, and other regulatory agencies • Conduct incident investigation with the department • Bring closure to injury/illness investigations List of DSA’s; http://safetyapps.ucdavis.edu/EHS/dsa/index.cfm

10. Injury & Illness Impacts Economic: Direct Cost$ • There are “Direct Costs of Employee Injuries, Illnesses, and Indirect costs due to Employee Wellness and Behavior • Economic Value of Safety; Positive ROI • Direct Workers Compensation )WC) Costs: • Temporary Disability payments to injured worker, • Physician and specialist, • Therapists, • Diagnostic testing, • Surgery, • After care nursing costs, • Permanent Disability costs • Each department annually assessed for WC costs

11. Example Workers CompensationCase Back Injury Cost (3 yr claim)

12. Supervisor Best Safety Practice #6Workers’ Compensation (WC) Reporting: Employees need to report all injuries and illnesses Immediately; • Supervisors: • Assure Employees get Medical treatment • Inform Workers' Compensation Unit of the injury • Complete “notice of injury” form (if employee does not go to Employee Health) • Responsible for written Incident Report. • Contact Occupational Health for all WC claims and referrals

13. Injury & Illness Prevention Indirect Costs of injuries/illnesses • Indirect costs*: • Productivity losses; overtime or extra wages, • Training replacements, • Administrative time managing claims & disability, • Legal costs & possible fines • Investigation and corrective action time & expenditure, • Work completion delays, equipment damage • Employee skill loss, project/research delays, • Morale & efficiency impacts * Liberty Mutual estimates for every $1 of direct costs there are $3-5 indirect costs

14. Supervisor Best Safety Practice Incident Investigations • Incident Investigation is supervisory primary responsibility • Incident Investigations are performed to find all the causes and corrective actions for injuries, illnesses • Supervisors will be provided additional training on effective incident investigation* • A simple incident investigation technique is to ask the 5 Why’s • HANDOUT: Incident Investigation form • Interview employee(s), pictures, sketch * Note: Ask for assistance from experienced Supervisors for your first investigation

15. Supervisor Best Safety Practice Incident Investigations • Ensure department managers are awareness of injuries, WC claims and prevention efforts • Insure a detailed injury investigation is completed • Provide this information to Workers' Compensation Unit for the claim filing & investigation • Occupational Health work with the designated WC provider for claims management

16. Supervisor Best Safety Practice Returning Employees to Work (RTW) • Return to Work (RTW); • Employee will provide release to Employee Health prior to RTW. • Human Resources provides notices of work restriction to Department Management & Supervisors. • Supervisor ensures employee work within their restrictions • Adhere to physician notes and restrictions • Provide ‘modified duty’ according to policy • Call Workers' Compensation with questions