A training Webinar is an online seminar. You log on at a particular time, and you will get to see a seminar on the Internet. Many training seminars are offered with a telephone number included, so that you can also call in and have an opportunity to interact with the trainer.

Online classes or webinars offer several advantages to in-person presentations. You are not limited to only local speakers for one. Nationally recognized trainers are available because with Internet access you are no longer limited by geography. An Internet presentation can be much more cost effective when you wish to have trainers give a presentation, but they live across the country from your offices and getting them there would make the training too cost prohibitive. Anyone with Internet access can participate in a webinar.

Many managers appreciate the flexibility that comes with webinar presentations. You can provide a specialized training for a select group of employees, or even individual trainees, or you can train a large group when you use an online training. A computer hooked to a projector and an amplified speaker telephone makes online seminars for large groups a snap. Training in a group setting also has the added benefit of facilitating greater collaboration and communication among employees, an excellent result when teams use the skills learned at the seminar to more effectively function in a small-group dynamic.

Employees who are receiving the training get much more out of a presentation that has been not only presented live, but is also recorded. Most educational experts agree that learning is best accomplished in a circular rather than a linear manner. A student needs to take in a new idea more than once for it to become permanently ingrained. Unlike a live presentation where you see it one time, material can be repeated as many times as desired when it is recorded and available to your employees online. Employees can then learn at their own pace, an added boon to increasing the effectiveness of the delivery method for all employees.

All of the different learner types can be well accommodated through the webinar delivery method. People who learn by listening, watching or doing themselves will have ample opportunity to learn with webinar training.

]]> http://safetycampus.wordpress.com/2008/12/31/how-to-use-webinars-for-successful-training/feed/ 0 Safety International 123-21 banner1 http://safetycampus.wordpress.com/2008/12/22/locking-in-safety/ http://safetycampus.wordpress.com/2008/12/22/locking-in-safety/#comments Mon, 22 Dec 2008 12:28:47 +0000 Safety International http://safetycampus.wordpress.com/?p=261 ]]> Understanding and implementing OSHA-approved safety measures

Last year the Occupational Safety and Health Administration (OSHA) issued more than $750,000 in citations to the metal fabrication industry for equipment-related safety violations. This includes tool usage and guarding issues, control of hazardous energy (lockout/tagout), and electrical safety. These citations do not begin to account for the total cost to metal fabricating shops when considering associated property damage, medical costs, workers’ compensation and insurance increases, lost work time, and lawsuits that often go along with the citations. To avoid equipment-related incidents, you must understand OSHA requirements and have safety programs in place, including those pertaining to tool safety and machine guarding, lockout/tagout, and electricity.

Tool Safety and Machine Guarding

Safe tool usage and machine guarding violations were the most frequent and costly citation areas last year. The first thing that you must do is assess the specific hazards by evaluating each piece of equipment. If the machine is new, determine all points of operation, pinch points, and areas that require protection. Ensure that all required guards are in place, and replace any missing guards before allowing anyone to use the equipment.

If you have an older machine that needs guards, you must first determine if the machine is still made. If it is, contact the manufacturer and ask for information on the current guards supplied with new machines. Purchase or replicate the new guard configurations to provide protection, and discard any equipment that cannot be guarded adequately.

After you have assessed the hazards and have adequate guards on your equipment, you can then develop your safety program. Equipment operators must leave the guards on at all times unless the equipment is locked out. Include in your safety program your policy on removal of guards, including who is authorized to do it, and the required lockout/tagout procedures. Also include discipline for employees who remove or bypass guards.

Next, explain the function and purpose of the guards to each employee. Managers and employees must be familiar with the proper guards so they can recognize when something is missing. Without knowledge of the safety program and the purpose and function of the guards that protect them, employees are more likely to bypass or remove them. Remember that a successful training program is always time and money well spent; studies have shown a $4 to $6 return for every dollar invested in safety and health.

Lockout/Tagout Safety

Failure to follow safe lockout/tagout procedures also accounted for a significant percentage of citation dollars. An effective lockout/tagout program is especially critical because the type of accident it is meant to prevent typically is severe and can result in crushing, amputation, struck-by, or electrocution injuries. OSHA requires you to identify the practices and procedures necessary to shut down and lock out or tag out machines and equipment; provide locks; and train employees on their role in the lockout/tagout program. Also, conduct periodic inspections to maintain or enhance your hazardous energy control program. The No. 1 citation in this area is lack of an effective written program.

Assess hazards by first identifying the lockout requirements for each piece of equipment used, serviced, and maintained at your facility. All energy sources must be documented, including direct and hidden sources. Documentation must include the hazard posed, the magnitude of danger, any special or unusual conditions, and the correct isolation methods and required devices.

About 95 percent of all lockout/tagout citations involve companies’ failure to have a formal program in place. The energy control or lockout/tagout program must be written and must include your hazard assessment, devices to be used, personnel authorized to perform lockout/tagout, enforcement policy and training methods, and the method for auditing and updating procedures. You must develop written procedures for shutting down and locking out each machine. Except in emergencies, each lock/tag must be removed by the person who put it on, and each employee must have his or her own locks and tags. Make sure your written program accounts for situations when servicing lasts longer than one shift, when contractors are involved, or when a group of employees services a piece of equipment.

The training program must consist of effective initial training and periodic retraining. You must have certification that training has been given to all employees covered by the standard. The training each employee needs is based on the relationship of his or her job to the machine or equipment being locked or tagged out. OSHA identifies three types of employees: authorized, affected, and other.

1. Authorized employees are those responsible for implementing the energy control procedures to perform service and maintenance. They must understand the need for lockout/tagout procedures and be able to recognize hazardous energy sources. They also must have a clear understanding of the means and methods of controlling the various types of energy sources and how to verify that each energy isolation is effective.
2. Affected employees are those who operate or use equipment on which servicing or maintenance is being performed under lockout, or those who work in an area where servicing or maintenance is performed. Affected employees must ensure that they can recognize when a lockout/tagout procedure is being implemented. The goal of this training is simple: Whenever there is a lockout or tagout device in place on an energy-isolating device, the affected employee must leave it alone and make no attempt to operate the equipment.
3. All other employees must be able to recognize when the control procedure is being implemented and understand that they must leave lockout/tagout devices alone and not attempt to energize or operate the equipment.

Retraining must be provided whenever there is a change in job assignments, machines, equipment, or processes that present a new hazard; when there is a change in energy control procedures; inadequacies are present in employees’ use of the energy control procedure; or at least every three years.

Periodic inspections must be performed annually on each energy control procedure at your site, and the employer must certify that the periodic inspections have been performed. The certification must identify the particular machine, the date of the inspection, the employees included in the inspection, and the name of the person performing the inspection.

Electrical Safety

An average of one worker dies from electrocution on the job every day. Even low-voltage or low-current shock can cause serious harm or death. All of the equipment in a metal fabricating shop operates on 110 V or more and is capable of causing electric shock, burns, or electrocution.

Check your tools and equipment to ensure that the ground prong is present and that cords are in good condition. OSHA requires that live parts of electrical equipment operating at 50 V or more be guarded against accidental contact. Whenever conduit or electrical equipment is in a location where it could be exposed to physical damage, it must be enclosed or guarded. Junction boxes, pull boxes, and fittings must have approved covers. Unused openings in cabinets, boxes, and fittings must be closed.

Flexible cords are vulnerable because they can be damaged by aging, door or window edge contact, staples or fastenings used to hold them in place, abrasion from adjacent materials that they may contact, and various activities in their proximity. Improper use of flexible cords or use of damaged cords can cause shocks, burns, or fire. Whenever possible, use one of OSHA’s recognized hard-wiring methods. OSHA allows flexible cords to be used only for certain applications.

Check your circuits regularly. An inexpensive tester can tell you if the ground is connected and can also test your ground fault interrupter (GFI) protection. Your safety program must include policies for grounding systems and electrical shutoff device systems. Develop policies for use of ladders and scaffolding around electrical devices. Extension cords have specific current ratings that must not be exceeded or they can overheat and cause a fire without tripping the circuit breaker. Use a qualified electrician for installation and repair of circuits.

Personnel who are at primary risk of electrical hazards are arc welders, those who work with or around electric power tools and equipment, and maintenance and janitorial staff who are responsible for handling electrical issues at your facility. At lesser risk are all other personnel who work with or around other electrical equipment, including lighting, computers, coffee makers, and so forth. Training must be adequate to the needs of each employee depending on his or her specific tasks.

Employees must understand the built-in safety features of electrical systems, including insulation, ground fault circuit interrupters, double-insulated devices, grounding (both of the circuit and the equipment), guarding of live electrical parts, and fuses and circuit breakers.

Employees also must follow safe work practices, such as de-energizing electrical equipment before inspecting or making repairs, correct usage of flexible cords and extension cords, recognition of damaged electric tools and procedures to remove them from use, how to work safely near energized lines, and use of personal protective equipment.

All lockout/tagout devices (locks and tags) must have four key characteristics:

* They must be durable, meaning that they must withstand the environment for the length of the expected exposure.
* They must be standardized according to color, shape, or size.
* Devices must be substantial enough to minimize early or accidental removal.
* They must be identifiable, clearly identifying the person who applied them and warning of hazards should the machine or equipment become energized.

In cases such as these, respirators must be provided to protect the health of a worker and be selected on the basis of hazards the worker is exposed to. Employers are responsible for establishing and maintaining an effective respiratory protection program, which includes fit-testing for all employees who are required to use one.

The Occupational Safety and Health Administration (OSHA) is looking at fit-testing again, this time with a proposal to add a new fit-test method to its existing standard. The following is a review of the current requirements.

Current OSHA Fit-test Procedures

Anyone using a negative- or positive-pressure, tight-fitting facepiece respirator must pass an appropriate fit-test that uses an OSHA-accepted protocol. Fit-testing is required before initial use, whenever a different respirator facepiece is used, and at least once a year thereafter. An additional fit-test is required whenever a change in the wearer’s physical condition, such as facial scarring, dental changes, cosmetic surgery, or a significant change in body weight, could affect respirator fit.

A few basic checks must be performed even before using test protocols. The wearer should check for proper chin placement and strap tension, but be sure not to overtighten the respirator. He should make sure it fits correctly across the nose bridge—a respirator should span the distance from nose to chin—and that it doesn’t slip. Along with evaluating fit and respirator position, the wearer also should perform a seal check. If leakage is detected from a poorly fitting facepiece, he needs to try another size of the same model, or another model of respirator.

The workplace exposure level determines what constitutes an acceptable fit and which OSHA fit-test procedure is required. The two types of fit-test methods are qualitative and quantitative.

Qualitative methods rely on a subjective sensation, such as taste, irritation, or smell, to a particular test agent. These test agents include isoamyl acetate, saccharin, Bitrex®, and irritant smoke. Essentially, the wearer puts on the respirator and enters a test chamber. The test agent is then released, and the wearer must determine whether or not he can smell, taste, or feel the agent inside of the respirator during a series of defined exercises.

Quantitative methods use instruments to measure face seal leakage. These protocols are more complex and thorough because they are not dependent on the wearer observing and reporting the presence of a test agent. These protocols are:

1. Aerosol generated from corn oil, salt, or DEH: The wearer enters a test chamber that is isolated from the outside air. A sampling port or probe is inserted into the respirator, and an instrument is used to create a computer record or strip chart showing the rise and fall of the test agent concentration with each inhalation and exhalation. Whenever the concentration inside the mask exceeds 5 percent for half masks, and 1 percent for full-facepiece respirators, the test subject must be refitted and retested. The fit factor is determined by the ratio of the average chamber concentration to the concentration measured inside the respirator for a series of test exercises.

2. Condensation nuclei counter (PortaCount™). This protocol uses a probe with a special sampling device installed on the respirator that samples the air from inside the mask. A probed respirator is required for each make, style, model, and size that the employer uses. These can be obtained from the respirator manufacturer or distributor. Alternatively, the manufacturer also provides probe attachments (TSI sampling adapters) that permit fit-testing in an employee’s own respirator. A record of the test needs to be kept on file, assuming the fit-test was successful.

3. Controlled negative pressure (Dynatech FitTester 3000). This protocol measures leak rates through the facepiece of negative-pressure respirators. To perform the test, the subject closes his mouth and holds his breath, after which an air pump removes air from the respirator facepiece. The facepiece fit is the leak rate through the facepiece, expressed as milliliters per minute. CNP systems have built-in capability to conduct fit-testing that is specific to a work rate, mask, or gender.

For negative-air-pressure purifying respirators, users may rely on either a qualitative or a quantitative fit-test procedure for exposure levels less than 10 times the occupational exposure limit. An exposure level greater than 10 times the occupational exposure limit requires a quantitative fit-test procedure. Requirements for respirators used to protect wearers from certain airborne contaminants, such as asbestos, have their own special fit-test requirements.

Proposed Fit-test Requirement

OSHA’s current proposal is to include an abbreviated Bitrex qualitative fit-test in its respiratory protection program. This emphasizes that OSHA is again focusing on protection programs in workplaces where respirators are required to ensure employee safety and health.

If you need help with your Fit Testing Program, contact one of our Safety Specialists.

When people think of machine guarding, usually they think of devices to protect people from the moving parts on machinery. While this is clearly one use of machine guarding, another area involves protecting workers from all types of cutting, welding, or grinding that can take place in tube or pipe cells.

Flying debris, weld flash, and other dangers make machine guarding an important component in the overall safety of a facility. But how do you choose the proper machine-guarding devices for your facility?

Because machine-guarding devices can do more than improve safety, it’s important to understand the different types of machine-guarding options available. Properly applied devices can help improve workcell productivity, help eliminate ergonomic concerns, and improve the overall efficiency of a facility.

Because the amount of information on machine-guarding systems can be overwhelming, you’ll find it easier first to examine closely your specific applications and needs. And, you can do it in just six steps.

One—Keep Safety First

Safety is the primary goal of any machine-guarding device, and you must look closely at safety in your work area. Are you concerned about flying debris, or do you simply want a process to stop when a person enters the work area? Are you concerned about weld flash? Is an automated process occurring in the cell? Consider all these issues before choosing a solution. When considering your machine-guarding options, always keep safety as your first goal.

Two—Evaluate the Cell Process

Pay close attention to how materials are moved in and out of a workcell, and evaluate how a machine-guarding device could help or hinder that process. Can you use fixed devices, or are movable barriers necessary? Is automated equipment used, or does the application rely on people to complete the process? Look for opportunities to improve both productivity and safety.

Three—Determine If a Physical Barrier Is Required

While the term “machine-guarding device” implies that a barrier exists, not all devices provide a physical barrier to help protect employees from harm. Typically, you would use a physical barrier if flying objects are present that could harm employees. This includes the weld flash and debris from cutting or grinding that are common in tube or pipe cells.

Four—Improve Productivity

If you want to improve your facility’s productivity, the type of machine-guarding device you choose may have a direct impact. For example, an automated device can significantly improve workcell productivity versus a manual device, which requires a person to complete the operation.

Five—Determine If Automated Material Handling Devices Are Needed

While you might improve productivity by using a forklift to move objects in an operation, you could slow down productivity if an operator must exit that forklift to manually remove a machine-guarding device before entering a cell. This holds true for overhead cranes and conveyors as well. The productivity benefits realized by material handling devices will be lost by the human intervention required in the process.

Six—Define Ergonomic Concerns

Ergonomic problems can arise from the repetitive motion of opening or closing a manual machine-guarding device, even if the operation is done properly. Count the number of times this operation must take place on one of your machines and multiply the total by the number of work days a year.

An operation performed just a dozen times a day will add up to 3,120 times in a 260-day work year. Evaluate your own operation and talk to your employees to determine if a potential exists for ergonomic problems.

Range of Choices

Once you understand the issues to consider, you then can look at the variety of devices available with a better understanding of your needs to determine the best solution for your operation. You’ll find you have a number of options.

Nothing. You might find this hard to believe, but many facilities do not offer any protection to their employees. This can be a dangerous decision, as unprotected work processes may result in flying debris or weld flash, which can cause serious injuries.

Fixed Solid Guarding. The obvious benefit of a solid guard is that it provides a barrier between personnel and a hazard. This is ideal if you want to prevent access to a workcell completely. Unfortunately, because these devices are fixed and unmovable, they can hinder productivity if objects must move in and out of a cell.

Fixed guards are recommended for use around a workcell, but consider other guards for the opening, where material or an operator must move in and out.

Fixed Fencing. Although fixed fencing may seem to have the same benefits as a fixed solid guard, it doesn’t protect from flying objects or flash. A fence does a good job of preventing access to a cell, but it isn’t recommended for welding, grinding, or cutting areas, which are prone to flying debris. Again, fixed fencing is recommended for use around the workcell, but another device should be considered for the opening of the cell.

Safety Mats. Safety mats are used to stop an automated activity, such as welding or cutting, when a person steps on the mat. The mat sends a signal to the machine to stop, which protects the person from the potential hazards of the operating machine.

While safety mats are useful in preventing a person from getting too close to an automated process, they don’t provide a physical barrier. And, though safety mats are automated, they can hinder productivity.

If people working around a cell step on the mat several times a day, the automated operation stops that many times, so safety mats often are used with other machine-guarding devices such as a physical barrier.

Light Curtains. These curtains use light beam technology to provide an invisible barrier to the hazards inside a workcell. When the light beam is broken, the automated activity inside the cell stops.

Unfortunately, the barrier is invisible, so it doesn’t provide a physical barrier to hazards. In addition, light beam technology can be unreliable in dusty or dirty environments, causing false signals. A dirty light curtain may imitate the effect of a broken beam and stop the operation.

Manual Curtains and Barriers. Manual curtains and manual barriers provide a movable physical barrier between personnel and the hazard. This can be considered an advantage over fixed barriers, which can hinder productivity, and over light curtains and safety mats, which do not provide a physical barrier. Manual devices include rollup curtains, sliding curtains, and sliding hard panels.

The greatest limitation of manual barriers is that they require human intervention to open them and stop the automated operation in the cell. This human operation not only can slow productivity, but raises safety concerns if operators don’t follow proper procedures.

To protect employees, safeguards must be in place to prevent them from opening the curtain before the automated activity stops. And, ergonomic issues could arise from the repetitive action of opening and closing the curtain or barrier, depending on how much effort is required.

Automated Machine-guarding Systems. The latest development in machine-guarding devices is automated systems, which offer the benefits of the other devices, without the disadvantages. Automated solutions include rollup curtains and barriers, pneumatic sliding curtains, and bottomup hard panel devices, which are custom-made to fit specific application requirements.

These systems provide a physical barrier between personnel and hazards and are connected to the automated activity in the cell for reliability and safety. This means the barrier won’t open unless the activity in a cell has stopped, and the activity won’t begin until the barrier is closed.

Automated systems also work well with material handling equipment, such as forklifts, overhead cranes, or conveyors. The machine-guarding system can open automatically without the need for human intervention. This complete automation of the cell process can help improve a facility’s productivity and safety, and can help eliminate the ergonomic concerns associated with manual devices.

By installing the proper machine-guarding solutions for your operation, you can improve safety and productivity, while lowering long-term costs. By doing your homework first to determine what your needs are and what options you have, you’ll be able to save yourself time, effort, and money and provide effective safety measures for your employees.

The use of fork trucks to handle and store materials and products efficiently is vital to the metal fabricating industry. Unfortunately, unsafe fork truck use often results in injuries, property damage, and costly Occupational Safety and Health Administration (OSHA) citations. Each year tens of thousands of injuries related to forklifts occur in U.S. workplaces. Most incidents also involve property damage.

The majority of fork truck accidents can be attributed to lack of safe operating procedures and safety rule enforcement and insufficient or inadequate training. In addition to training and education, applying general safety principles—such as proper work practices, equipment, and controls—can help to reduce such workplace accidents.

Cost of Unsafe Fork Truck Usage

The powered industrial trucks (PIT) standard (29 CFR 1910.178) is one of the most commonly cited standards in the materials handling industry. According to the U.S. Department of Labor, OSHA forklift violations alone cost the manufacturing industry almost $1 million last year, with metal fabricating businesses accounting for the largest amount—approximately $250,000. This is the cost of OSHA citations only, it does not account for the cost of property damage, lost work time, replacement of an injured employee, medical expenses, increased workers’ compensation rates, and potential lawsuits.

Safe Operation

All new PITs, except vehicles for earthmoving and over-the-road hauling, must meet the design and construction requirements established in the American National Standard for Powered Industrial Trucks, Part II, ANSI B56.1-1969.

Each of the 11 different designations of industrial trucks is suitable for use in certain locations and under specific conditions. Pay special attention to work areas containing hazardous concentrations of chemicals or metal dusts. Special requirements for trucks in these areas include safeguards to prevent ignition of vapors, fumes, or dust, such as completely enclosed electric motors and electrical equipment and strict temperature limitation features. Also, mechanical operator protection becomes especially important where loads can shift or fall. To protect operators in this situation, ensure that trucks, especially high-lift riders, have an overhead guard if possible, and make sure that fork trucks have the manufacturer’s vertical load backrest extension.

Aisles, Passageways, and Docks. Aisles and passageways must have sufficient clearance at loading docks, through doorways, and wherever turns must be made. Providing sufficient clearance for mechanically moved materials can prevent workers from being pinned between the equipment and fixtures in the workplace, such as walls, racks, posts, and other machines. Sufficient clearance also helps prevent the load from striking an obstruction and causing materials to fall on or injure an employee.

Make sure that all passageways that workers use remain clear of obstructions and tripping hazards. Do not store materials in aisles or passageways, and mark permanent aisles and passageways appropriately.

Modifications. You are allowed to modify a powered industrial truck only with the manufacturer’s written approval. In this case, you also must change the plates, tags, and decals that list capacity, operation, and maintenance instructions to reflect the new information. Appropriate training also must be provided.

If the truck is equipped with front-end attachments that aren’t factory-installed, make sure the truck is labeled to identify these attachments and show the truck’s approximate weight—including the installed attachment—when it’s at maximum elevation with its load laterally centered. Extended forks move the load away from the operator and can move the center of gravity off the base, causing the entire truck to become unstable and tip. Alternate or modified equipment requires careful consideration of load limits.

Stability. According to OSHA, forklift overturns are the leading cause of fatalities involving forklifts; they represent about 25 percent of all forklift-related deaths. To maintain stability:

* Center the load on the forks as close as possible to the mast to pull in the center of gravity and minimize the potential for the truck tipping or the load falling.
* Do not overload a lift truck; this impairs control and can cause it to tip.
* Do not place extra weight on the rear of a counterbalanced forklift to allow an overload without the manufacturer’s approval.
* Carry the load in the lowest position possible when traveling.
* Pile and cross-tier all stacked loads correctly to prevent slippage and load shift.
* Secure dock boards or bridge plates properly so they won’t shift when equipment moves over them.
* Refuse to handle an unstable or unsafely arranged load.

Loading and Unloading. Preplan and train employees on how to move loads and what the limits are. The size, weight, and shape of the material being moved will dictate the type of equipment used. All material handling equipment has rated capacities that determine the maximum weight the equipment can safely handle and the conditions under which it can handle that weight. The rated capacity must be displayed on each piece of equipment and cannot be exceeded except for load testing.

Before loading or unloading, prevent movement of trucks, trailers, or railroad cars by ensuring that brakes are set and wheels are chocked. It is recommended that truck keys be removed to prevent unintentional “driving off.”

Load Stacking. Stacking materials can be dangerous if workers don’t follow safety guidelines. Falling materials and collapsing loads can crush or pin workers, causing injuries or death. To prevent injuries when stacking materials:

* Ensure that stacks are stable and self-supporting.
* To avoid creating a hazard to passersby when removing supplies, do not store pipes and bars in racks that face main aisles.
* Stack and block poles, as well as structural steel, barstock, and other cylindrical materials, to prevent spreading or tilting unless they are in racks.
* Consider placing bound materials on racks, secured by stacking, blocking, or interlocking, to prevent them from sliding, falling, or collapsing.

Ensure that employees can identify safe stacking heights easily: Paint walls or posts with stripes to indicate maximum stacking heights for quick reference. Be sure to enforce any rules you have on height limitations when stacking materials.

Fuel Safety

Four main fuel types are used to power fork trucks: gasoline, diesel, propane, and electric batteries (produced by the interaction of water and acid). Each fuel type has safety issues, some more than others. Because gasoline is flammable, it should be used outdoors in a nonsmoking area. Safe gasoline storage and dispensing is both an OSHA and an Environmental Protection Agency (EPA) issue. While less flammable, diesel fuel and diesel exhaust contain known carcinogens, and safe handling procedures must be established for them.

Liquefied petroleum (LP) gas, also known as propane, is a derivative of natural gas. Like gasoline, it’s both flammable and explosive. However, it’s also a cryogenic liquid, which means that contact with skin can result in frostbite.

No smoking, open flames, sparks, or electric arcs are permitted near LP tank storage or tank-filling areas. If you fill your own LP tanks, do it outdoors in a well-ventilated area to prevent the buildup of gas vapors. Keep tools and other metallic objects away from LP tanks. Have a charged ABC dry chemical fire extinguisher in filling areas. Ensure that employees understand the proper method of changing an LP tank and the safety precautions to follow. Personal protective equipment (PPE) requirements include safety glasses and rubber or leather gloves.

With electric forklifts, electrical shock is a potential hazard, as is the immense weight of the battery—as much as 1,500 pounds. Because hydrogen gas, a byproduct of the industrial battery’s charging process, is highly flammable, smoking is prohibited near it. Safety shower and eyewash stations must be readily available in case an employee comes into contact with sulfuric acid.

Combustion Exhaust Safety

Gasoline, diesel, and propane are fuels that are burned and emit combustion byproducts. Carbon monoxide is a byproduct of the incomplete combustion of anything containing carbon, including fossil fuels.

OSHA considers carbon monoxide to be one of the most dangerous industrial hazards. Because it’s colorless and odorless at room temperature, it has no warning properties. The most common means of exposure is through inhalation—especially in enclosed spaces. Carbon monoxide concentrations are especially high in the exhaust from internal combustion engines. Forklift operators are on the list of the most typical occupations that may experience this hazard. Control measures include controlling emissions, ventilation, and PPE.

Truck Maintenance

OSHA data has identified key items that can help prevent accidents that occur while maintaining these trucks:

* Ensure that replacement parts on industrial trucks are equivalent to original parts.
* Isolate battery-charging in designated safe areas.
* Provide materials for flushing and neutralizing spilled electrolytes when changing or recharging batteries.
* Vent fumes in the charging area from off-gasing batteries.
* Provide adequate overhead hoists and conveyors to handle the large batteries safely.
* Disconnect the battery before repairing electrical systems.

Training Requirements

Employers are responsible for training all personnel who work with or around forklifts on potential hazards and safe work practices. OSHA training requirements for operators were enhanced significantly in 1999 because of the high accident rate across the U.S. Today all employers must develop a training program specific to the type of truck to be driven and the working conditions encountered. Employers now must evaluate the operator’s performance in the workplace and certify that each operator has successfully received the training needed.

Refresher training, including an evaluation of each operator’s performance, must be conducted at least every three years. Retraining must be immediate, however, if:

* The operator is observed operating the vehicle in an unsafe manner.
* The operator is involved in an accident or near-miss incident.
* The operator is assigned to drive a different type of truck.
* Conditions in the workplace change that could affect safe operation.

Fork trucks are an essential tool in the metal fabricating industry, so you must ensure that they are an asset, and not a liability, by assessing the work site for potential safety problems, developing safe work procedures, and adequately training employees.

Safety Training International is now offering Unlimited Training Courses for $199 per year for each employee. Contact Us for more information!

The two types of respirators are air-purifying respirators and supplied-air respirators. Air-purifying respirators filter the air from the immediate work area before it enters the lungs. Supplied-air respirators provide clean air from an air line or tank. Each type comes in several styles, such as those that cover half of the face (mouth and nose area), all of the face (referred to as a full face piece), or a helmet or hood. Respirator selection becomes particularly important with air-purifying, or filtering, respirators because the respirator is cleaning the air rather than receiving supplied fresh air.

Answering six frequently asked questions can help employers simplify the respirator selection process.

1. How Do Respirator Filters Work?

Determining the type of respirator needed, whether it is a supplied-air unit or an air-purifying unit like the one shown above, depends on the APF it is assigned.

Air-purifying respirators work by filtering the air before it reaches the lungs. The pores of the filter are small enough to screen out dust and particles. For chemical fumes and gases, the filter contains absorbents such as charcoal that capture the chemicals before they reach the lungs. Some work situations, such as spray painting, require both dust and chemical removal. Most welding applications generate metal fumes or particulate and require filtering to clean the air.

2. What Factors Determine Which Respirator to Use?

To help determine what respirator to use and how long it lasts, OSHA and the National Institute for Occupational Safety and Health (NIOSH) have developed a rating system for respirators called the assigned protection factor (APF). Another new term—maximum use concentration (MUC)—has also been incorporated into the revised OSHA standard.

3. What Are Assigned Protection Factors (APFs)?

APFs are numbers that indicate the level of workplace respiratory protection that a respirator, or class of respirators, is expected to provide to the user. APFs are used to select the appropriate type of respirator based on the permissible exposure limit (PEL) of a contaminant and the level of the contaminant in the workplace. The APF number is the percentage of the contaminant that will be filtered out of the surrounding air.

4. What Are Maximum Use Concentrations (MUCs)?

The selected respirator must keep exposure at or below the PEL. For each specific respirator, the MUC is the largest concentration of an airborne contaminant that the respirator can handle. The exposure level must be measured using OSHA protocol and compared to the MUC for the respirator selected. If the workplace exposure exceeds the respirator’s MUC, a respirator with a higher APF must be chosen.

5. What Do These Revisions Mean to the Metal Fabricating Industry?

Fabricators may be required to use a respirator to protect themselves from inhaling fumes, particles, or dust when cutting, grinding, welding, coating, and painting. If work is done with stainless steel or with coatings containing chrome, there is the risk of exposure to hexavalent chromium, and a respirator may be required. It is important to determine the level of exposure for each chemical produced or used in the workplace, and then ensure that the protection level of every respirator is adequate for the exposure level.

6. What Constitutes an Effective Respirator Program?

First, all airborne hazards in the workplace must be identified and their levels determined. These levels must be compared to the OSHA PELs.

Whenever possible, general or local welding or other exhaust systems should be used to control dusts, vapors, gases, fumes, smoke, solvents, and mists that may be generated. Hazardous materials should be used only in designated work areas that can be ventilated.

If airborne contaminants are still above safe levels after ventilation and exhaust systems have been applied, fabricators must then use respirators to reduce exposure to an acceptable level. Respirators must be approved for each chemical and specific application by NIOSH. Matching the MUC against the measured airborne contaminants ensures selection of a respirator with adequate protection.

Employers should develop written standard operating procedures for the selection and use of respirators. These procedures include when respirators must be worn and who, specifically, must wear them. Welders required to wear a respirator first must have a medical evaluation to be sure that they can safely breathe through the restricted airflow of the respirator.

Once the doctor determines that a welder is medically fit to wear a respirator, fit-testing must be performed to ensure that the respirator fits the shape and size of the face, thereby ensuring a good seal. OSHA regulations list specific protocol for fit-testing.

Everyone must be trained on the correct use and limitations of their respirators. Respirators must be stored in a convenient and clean location, away from contaminants, and must be regularly inspected and sanitized.

Is your training program easy to understand?

Ensure your training is updated at least annually.

You interviewed applicants and found one who matches the skill set and attitude for the job opening you are offering. The new hire has seen your operation and knows what is expected. Now, you have to start with the actual training.

Have you kept your training program up-to-date and easy to implement? Your program should be periodically reviewed in each area’s training program with other managers and update them if necessary. Also, when reviewing training programs, ask yourself, “Would I understand this on my first day in a new job?”

Be confident and direct

You have a solid training program, but your new hire still shows signs of confusion during the training. Don’t give up hope. Perhaps it isn’t your new hire that is having trouble with the training session. As a trainer, you are looked at as the expert, which can be a little frightening at times, even for the most seasoned trainer.

Just being skilled and knowledgeable about the job you are demonstrating isn’t enough to effectively train a new hire; you need to be able to communicate instructions with clarity and confidence. To keep my trainer skills sharp, look for opportunities every day to pass on a piece of knowledge or skills, not just in a formal training session. It may be just answering a simple question from a co-worker; adding something to a group of co-workers looking for a solution to a problem; or something similar that doesn’t require set instructions.

Adjust your trainer’s voice to fit the trainee’s attention span

Take control of the training and get feedback from participants.

Remember how nervous you were during your first training session? I do. Recently, I trained an intern who is confident and very skilled. Yet, early on, I found he retained information more effectively when I slowed the rate of my speech down a little from my normal rate.

Don’t wait for your trainee to tell you to slow down or speed up. Use short pauses when explaining training material to make sure a new hire is still grasping the teaching. It is during the pauses in the training that you can listen closely to the questions or comment (or lack of!) from a trainee.

As a trainer, you have control over the direction and pace of the training program, but what you hear and see from your trainee helps you to alter the rate you deliver your training program when needed to get better response from your trainee.

Allow your trainee to fail during training

As a trainer, you may be tempted to stop your trainee from fumbling during coaching, but refrain from stepping in and trying to save them. Many “what-not-to-do” lessons hold as much learning (sometimes more) as any other training does.

Having experienced the fear of failure myself in past jobs, I know how strong this fear can be in a trainee. Right from the start, I prefer to help a new employee confront and get rid of, as quickly as possible, any anxiety over failing. Once a new employee experiences what happens when things don’t work in training, they know what to look for when they actually start their new job duties.

Schedule rest periods during training sessions

Frequent breaks will keep training participants on track.

This tip goes along with staying aware of attention spans – both yours and the trainee’s. Don’t waste valuable training time by tiring out yourself or your trainee, but be sure to set regular break times. Some workplace allows breaks every two to three hours which works well for training sessions.

A final thought on this issue. When I happen to take a break with a trainee, I talk about anything, except the training. I use breaks in training to strike up conversations about family, hobbies, etc. Break times during normal work periods are meant for relaxing and re-charging, so let it be the same during a training session.

Relax, be nice…and be yourself!

This is the most important piece of advice I can offer. You enjoy teaching others in the workplace. So, let your trainee see how much you like being a trainer. Be relaxed, warm, and friendly, while staying on track with instructions.

If you were like me in school, I was bored and frustrated with the teacher who barely cracked a smile in class, or hardly ever looked up from his or her desk. This was the teacher who looked uncomfortable, making me uncomfortable being in class. My school experience has taught me to make it a point to try to shed any nervousness or discomfort before starting a training session.

Still, a fast-pace work environment doesn’t always allow for a relaxed state of mind! So, when I need to slow my mind and focus on instructing a new employee, I take a moment to think about something pleasant. I might think about a joke I recently heard or read; an upcoming family event; or a favorite place. Once I have attained a quiet state of mind, I begin every training session with a smile.

Staying relaxed and pleasant during instructing a trainee will help him or her to stay comfortable as well. As a trainer, I see trainees retain far more information and show trust in what they are taught, when they see and hear the passion I have for being a trainer.

Bottom line: show pride in being a trainer and let the real you show through for your trainee to see!

For more information about our Safety Training please contact us!

Well, if you are only scheduling and implementing training sessions for your employees, you are merely doing half the job. Equally as important as these two steps is the task of following up your training sessions.

Following up involves measuring and evaluating a session’s effectiveness. Doing so will provide you with a benchmark for future sessions as well as give your employees the opportunity to tell you how they would like to change the training subject or format.

Here are five easy steps to follow up your training sessions.

1. At the end of the training session, ask each participant to commit to trying 1-3 new skills. Get the participants to write down the actions and then schedule a follow up meeting to discuss whether theses actions stuck, and why. If you do want to lead this meeting yourself just bring back the original trainer.

2. Shortly after the training, ask each participant to give you a brief summary of the two or three most important points they took away from the training. Consolidate the responses and post them in a popular location for a couple weeks.

If time passes and you see your employees reverting to their old habits, email them their responses along with any more feedback you have received.

3. If appropriate, post facts or statistics related to the training after a session. For example, if your training was on customer service, post the number of sales made per week to show employees how they are improving.

4. A week or two after the training, ask participants how they have changed. If appropriate, post the responses. If participants are saying they haven’t changed, ask why and how the training can be improved next time.

5. Several weeks after a training session, send the participants a quiz related to the training’s content. Post all the responses (but separate the right and wrong answers) and award a prize to the person who does the best. For example, if your training was on speedwriting, ask each participant to write down as many abbreviations they can come up with.

Follow these steps and see the results for yourself. After all, going halfway when it comes to managing your organization’s training only cheats the very employees whose performance you are looking to improve.

Fact: Small and medium-sized businesses are forced to operate differently than large businesses due to more limited resources.

Fiction: There is a direct correlation between the amount of those limited resources and the quality of service small and medium-sized businesses are forced to deliver.

Small and medium-sized enterprises (SMEs) often need to be creative, innovative and just plain smart when it comes to using resources – especially when it comes to staff training. While the reasons for requiring skill development are usually the same regardless of a business’ size, how those needs are filled can vary greatly. Whereas large businesses can afford to have their own internal training departments, SME’s often rely on external providers such as school board continuing education departments, association professional development events or private training companies.

There is a reason why large businesses have in-house departments dedicated to performance improvement; staff training requires time, money, customized training content and enough employees to make such a department justifiable.

The fact is, SMEs can be wise when devoting resources to staff training, and even take advantage of their sizes. Here are the Top 5 Ways for SMEs to Maximize Training Resources.

1. Implement and promote a program where senior employees can tutor new employees, thereby eliminating knowledge gaps within your business.

2. Pay for your employees’ membership fees in associations. These organizations often host professional development seminars for their members at very reasonable prices.

3. If you feel your employees need training to improve their performance ask them what they feel they need. This ensures that the training you provide will be as effective as possible.

4. Send an employee to learning opportunities, such as conferences, tradeshows or public courses. The employee can then act as an in-house trainer.

5. Budget for training by setting aside a set amount of money that will be used for training when needed – just like saving up for your first car.

If you feel your employees would be better served by a private training company, do your research. Find an organization that will customize its material for your needs and deliver the training at your office when you need it. The training company should also understand the needs of an SME, so ask for references from companies that are similar to yours.

Fact: If SMEs treat their size as a weakness, it will be a weakness. If SMEs treat their size as a strength and use their resources wisely, they can compete with competitors of all sizes.

If you own a small business, you know that the morale of your employees can directly affect the quality of the service and customer care you provide. Because of this, it’s vital to ensure that your staff feels appreciated and respected.

Malcontent employees can create a sense of gloom and doom in the workplace. Their mood is infectious, and in many cases their negative attitude can get transferred to other staff members. If you see problems among your staff, it’s important that you take steps to address these issues.

So if you’ve been sensing unhappiness among your employees, it might be time to boost morale with one of these tips:

Theme Fridays: Every once in a while, hold a “Theme Friday.” Pick a theme like a Hawaiian Party, a Taste of Asia or a Sports Day. Plan for a long lunch, and provide your staff with food and activities related to the theme. For the Hawaiian Party, for example, provide Hawaiian food and leis for everyone’s neck. For a Taste of Asia, bring in some Chinese food and teach everyone to eat with chopsticks. If you want to plan a Sports Day theme, serve hotdogs and show a few innings from the previous night’s baseball game. Any type of break from the typical mundane schedule will boost everyone’s mood.

Games: Create games that aren’t based on job performance, but instead reward happiness and good cheer. Get a small trophy and award it to the person who tells the funniest joke each week. Or foster the competitive spirit among your employees by offering a prize to the person who wears the silliest outfit to work. You can even plan a checkers tournament or other traditional game. Try activities that anyone can play.

Chats: Plan a regular meeting with each one of your employees on a one-on-one basis, even if it’s only fifteen minutes. Tell them that these chats are non-judgmental, and everything they say is confidential. Remind your employees that anything they say – whether positive or negative – will not be used against them on the job. Then invite them to speak about any of their issues or concerns. There may be hidden things in the office that are dragging down employee morale, and this is a great way to find out about them so you can effectively combat the problem.

The mood of your employees will dramatically affect your business. Customers can usually sense if the staff is happy, content, bored or annoyed. By making an effort to ensure that employee morale remains high, you’ll be taking steps to create a better company that will generate higher profits.