Your Workplace Injury & Illness Prevention Program
Guide to Developing
with checklists forself-inspection
CS-1 Reviewed/Updated May 2011 Cal/OSHA Consultation Service
State of California-Department of Industrial Relations- Division of Occupational Safety & Health
In California every employer has a legal obligation to provide and maintain a safe and healthfulworkplace for employees, according to the California Occupational Safety and Health Act of 1973. Asof 1991, a written, effective Injury and Illness Prevention (IIP), Program is required for every Californiaemployer.
This manual describes the employers’ responsibilities in establishing, implementing, maintaining, an IIPProgram. It also outlines steps that can be taken to develop an effective Program that helps assure thesafety 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 andevery State agency, every county or city or district and public agency therein, which has any personengaged 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 onprinciples and techniques developed by occupational safety and health professionals nationwide. It isintended to provide guidance, rather than prescribe requirements, and is not intended as a legalinterpretation of any state standard.
About This Guide
Table of Contents
Why Have a Workplace Injury and Illness Prevention Program? ................................................... 1
Accidents Cost Money ........................................................................................................................................... 1Controlling Losses ................................................................................................................................................... 1Cal/OSHA Injury & Illness Prevention Program ............................................................................................... 1
What is an Injury & Illness Prevention Program? ............................................................................ 2
Management Commitment/Assignment of Responsibilities ........................................................................... 2Safety Communications .......................................................................................................................................... 3Hazard Assessment & Control ............................................................................................................................. 4Accident Investigation............................................................................................................................................. 5Safety Planning, Rules & Work Procedures ........................................................................................................ 6Safety & Health Training ......................................................................................................................................... 7
Getting Started on Your Injury & Illness Prevention Program ....................................................... 9
Assign Responsibilities ............................................................................................................................................ 9Look at What You Have .......................................................................................................................................... 9Safety & Health Survey ........................................................................................................................................... 9Workplace Assessment ....................................................................................................................................... 10Review & Compare .............................................................................................................................................. 10Develop an Action Plan ....................................................................................................................................... 11Take Action............................................................................................................................................................. 11Maintain Your Program ........................................................................................................................................ 11
Safety & Health Recordkeeping ....................................................................................................... 12
Injury & Illness Records ...................................................................................................................................... 12Exposure Records ................................................................................................................................................ 12Documentation of your Activities ..................................................................................................................... 13
Model Programs................................................................................................................................. 14
Sources of Information & Help............................................................................................15Cal/OSHA Consultation Service ....................................................................................................................... 15Other Sources ....................................................................................................................................................... 15
Appendix A: Model Policy Statements ............................................................................................. 17
Appendix B: Non-Mandatory Checklist Evaluation ........................................................................ 18
Appendix C: Code of Safe Practices ................................................................................................ 19
Appendix D: Title 8, Sections 3203 and 1509 .................................................................................. 20
Taking risks is a part of running abusiness, particularly for small business owners.You take risks in product development,marketing, and advertising in order to staycompetitive. Some risks are just not worth thegamble. One of these is risking the safety andhealth of those who work for you.
Accidents Cost Money
Safety organizations, states, smallbusiness owners and major corporations alikenow realize that the actual cost of a lost workdayinjury is substantial. For every dollar you spendon the direct costs of a worker’s injury or illness,you will spend much more to cover the indirectand hidden costs. Consider what one lostworkday injury would cost you in terms of:
• Productive time lost by an injuredemployee;
• Productive time lost by employees andsupervisors attending the accidentvictim;
• Clean up and start up of operationsinterrupted by the accident;
• Time to hire or to retrain otherindividuals to replace the injured workeruntil his/her return;
• Time and cost for repair or replacementof any damaged equipment or materials;
• Cost of continuing all or part of theemployee’s wages, in addition tocompensation;
• Reduced morale among youremployees, and perhaps lower efficiency;Increased workers’ compensation
insurance rates; and
• Cost of completing paperworkgenerated by the incident.
Controlling Losses
If you would like to reduce the costs and risksassociated with workplace injuries and illnesses,you need to address safety and health right alongwith production.
Setting up an Injury and Illness PreventionProgram helps you do this. In developing theprogram, you identify what has to be done topromote the safety and health of youremployees and worksite, and you outline policiesand procedures to achieve your safety and healthgoals.
Cal/OSHA Injury & Illness PreventionProgram
In California every employer is required by law(Labor Code Section) to provide a safe andhealthful workplace for his/her employees. Title8 (T8), of the California Code of Regulations(CCR), requires every California employer tohave an effective Injury and Illness PreventionProgram in writing that must be in accord withT8 CCR Section 3203 of the General IndustrySafety Orders. Additional requirements in thefollowing T8 CCR Safety Order Sections addressspecific industries:
Construction—Section 1509;Petroleum—Sections 6507, 6508,6509, 6760, 6761, 6762;Ship Building, Ship Repairing,Ship Breaking—Section 8350; andTunnels—Section 8406.
For your convenience Section 3203(General Industry) and Section 1509(Construction) are reproduced here.
Why Have a Workplace Injury and Illness PreventionProgram?
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Your Injury and Illness Prevention Program mustbe a written plan that includes procedures and isput into practice. These elements are required:
· Management commitment/assignment ofresponsibilities;
· Safety communications system withemployees;
· System for assuring employeecompliance with safe work practices;
· Scheduled inspections/evaluation system;
· Accident investigation;
· Procedures for correcting unsafe/unhealthy conditions;
· Safety and health training and instruction;and
· Recordkeeping and documentation.
Management Commitment/Assignmentof Responsibilities
Your commitment to safety and healthshows in every decision you make and everyaction you take. Your employees will respond tothat commitment.
The person or persons with the authorityand responsibility for your safety and healthprogram must be identified and givenmanagement’s full support. You can demonstrateyour commitment through your personal concernfor employee safety and health and by the priorityyou place on these issues.
If you want maximum production andquality, you need to control potential work-placehazards and correct hazardous conditions or
practices as they occur or are recognized.
You must commit yourself and yourcompany by building an effective Injury and IllnessPrevention Program and integrating it into yourentire operation.
This commitment must be backed bystrong organizational policies, procedures,incentives, and disciplinary actions as necessaryto ensure employee compliance with safe andhealthful work practices.
They should include:
1. Establishment of workplace objectives foraccident and illness prevention, like those youestablish for other business functions such as salesor production for example: “Ten percent fewerinjuries next year,” “Reduce down-time due topoorly maintained equipment.”
2. Emphasis on your staff’s safety and healthresponsibilities and recognition by yoursupervisors and employees that they areaccountable. Advise your management staff thatthey will be held accountable for the safety recordof the employees working under them, and thenback it up with firm action.
3. A means for encouraging employees toreport unsafe conditions with assurance thatmanagement will take action.
4. Allocation of company resources financial,material and personnel for:
· Identifying and controlling hazards in newand existing operations and processes, and
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What is an Injury & IllnessPrevention Program?
potential hazards.
· Installing engineering controls.
· Purchasing personal protectiveequipment.
· Promoting and training employees insafety and health.
5. Setting a good example! If, for instance,you require hard hats to be worn in a specificarea, then you and other management wear ahard hat in that area.
If you and your management team do notsupport and participate in the program, you aredoomed to failure from the start. It is especiallyimportant for plant supervisors and fieldsuperintendents to set a good example.
Safety Communications
Your program must include a system forcommunicating with employees - in a formreadily understandable by all affected employees- on matters relating to occupational safety andhealth, including provisions designed toencourage employees to inform the employerof hazards at the worksite without fear ofreprisal.
While this section does not requireemployers to establish labor-management safetyand health committees, it is an option you shouldconsider. If you choose to do so, remember thatemployers who elect to use a labor-managementsafety and health committee to comply with thecommunication requirements are presumed tobe in substantial compliance if the committee:
1. Meets regularly but not less than quarterly.
2. Prepares and makes available to affectedemployees written records of the safety andhealth issues discussed at the committee
meetings, and maintained for review by theDivision upon request.
3. Review results of the periodic scheduledworksite inspections.
4. Reviews investigations of occupationalaccidents and causes of incidents resultingin occupational injury, occupational illnessor exposure to hazardous substances, andwhere appropriate, submits suggestions tomanagement for the prevention of futureincidents.
5. Reviews investigations of alleged hazardousconditions brought to the attention of anycommittee member. When determinednecessary by the committee, it may conductits own inspection and investigation to assistin remedial solutions.
6. Submits recommendations to assist in theevaluation of employee safety suggestions.
7. Upon request of the Division, verifiesabatement action taken by the employer toabate citations issued by the Division.
If your employees are not representedby an agreement with an organized labor union,and part of your employee population isunionized, the establishment of labor-management committees is considerably morecomplicated. You should request clarificationfrom the Cal/OSHA Consultation Service.
If you elect not to use labor-management safety and health committees, beprepared to formalize and document yourrequired system for communicating withemployees.
Here are some helpful tips on complying withthis difficult section:
1. Your communication system must be in aform “readily understandable by all affectedemployees.” This means you should be preparedto communicate with employees in a language
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they can understand, and if an employee cannotread in any language, you must communicate withhim/her orally in a language “readilyunderstandable.” Your communication systemmust be “designed to encourage employees toinform the employer of hazards at the workplacewithout fear of reprisal” it must be a two-waysystem of communication.
2. Schedule general employee meetings at whichsafety is freely and openly discussed by thosepresent. Such, meetings should be regular,scheduled, and announced to all employees sothat maximum employee attendance can beachieved. Remember to do this for all shifts. Manyemployers find it cost effective to hold suchmeetings at shift change time, with a brief overlapof schedules to accomplish the meetings. Ifproperly planned, effective safety meetings canbe held in a 15 to 20 minute time frame.Concentrate on:
· Occupational accident and injury historyat your own worksite, with possiblecomparisons to other locations in yourcompany.
· Feedback from the employee group.
· Guest speakers from your worker’scompensation insurance carrier or otheragencies concerned with safety.
· Brief audio-visual materials that relate toyour industry.
· Control of the meetings.
Stress that the purpose of the meeting issafety. Members of management shouldattend this meeting.
3. Training programs are excellent vehicles forcommunicating with employees.
4. Posters and bulletins can be very effectiveways of communicating with employees. Usefulmaterials can be obtained from Cal/OSHA, yourworkers’ compensation insurance carrier, theNational Safety Council or other commercial and
public service agencies.
5. Newsletters or similar publications devotedto safety are also very effective communicationdevices. If you cannot devote resources to anentire publication, make safety a featured item inevery issue of your company newsletter.
6. A safety suggestion box can be used byemployees, anonymously if desired, tocommunicate their concerns to management.
7. Publish a brief company safety policy orstatement informing all employees that safety isa priority issue with management, and urgeemployees to actively participate in the programfor the common good of all concerned. (Modelpolicy, statements are found in Appendix A.)
8. Communicate your concerns about safetyto all levels of management.
9. Document all communication efforts, asyou will be required to demonstrate that a systemof effective communication is in place.
Hazard Assessment & Control
Periodic inspections and procedures forcorrection and control provide a method ofidentifying existing or potential hazards in theworkplace, and eliminating or controlling them.Hazard control is the heart of an effective Injuryand Illness Prevention Program.
If hazards occur or recur, this reflects a breakdownin the hazard control system. The hazard controlsystem is also the basis for developing safe workprocedures and injury/illness prevention training.
The required hazard assessment survey of yourestablishment, when first developing your Injuryand Illness Prevention Program, must be made bya qualified person. This survey can provide thebasis and guide for establishing your hazardassessment and control system. The surveyproduces knowledge of hazards that exist in theworkplace, and conditions, equipment and
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procedures that could be potentially hazardous.
An effective hazard control system will identify:hazards that exist or develop in your workplace,how to correct those hazards, and steps youcan take to prevent their recurrence. If you havean effective system for monitoring workplaceconditions:
1. You will be able to prevent many hazardsfrom occurring through scheduled anddocumented self-inspections. Make sureestablished safe work practices are beingfollowed and those unsafe conditions orprocedures are identified and correctedproperly. Scheduled inspections are in additionto the everyday safety and health checks thatare part of the routine duties of managers andsupervisors.
The frequency of these inspections depends onthe operations involved, the magnitude of thehazards, the proficiency of employees, changesin equipment or work processes, and the historyof work-place injuries and illnesses. Inspectionsshould be conducted by personnel who, throughexperience or training, are able to identify actualand potential hazards and understand safe workpractices.
Written inspection reports must be reviewedby management and/or the safety committee.The review should assist in prioritizing actionsand verify completion of previous correctiveactions. Overall inspection program resultsshould be reviewed for trends.
Know which Cal/OSHA safety orders containedin Title 8 of the California Code of Regulationsapply to your workplace and use them to identifypotential hazards. A Cal/OSHA ConsultationService consultant or outside consultant canassist you in identifying safety orders applicableto your work.
2. Your employees should be encouragedto tell you or their supervisors of possibly
hazardous situations, knowing their reports willbe given prompt and serious attention withoutfear of reprisal. When you let them know thatthe situation was corrected (or why it was nothazardous), you create a system by which youremployees continue to report hazards promptlyand effectively.
3. Workplace equipment and personal,protective equipment should be maintained insafe and good working condition. In addition towhat is required by Cal/ OSHA standards, yourown program monitors the operation ofworkplace equipment, and can also verify thatroutine preventive maintenance is conductedand personal protective equipment is reliable.This makes good safety sense, and propermaintenance can prevent costly breakdowns andundue exposures.
4. Hazards should be corrected as soonas they are identified. For any that can’t beimmediately corrected, set a target data forcorrection based on such considerations as theprobability and severity of an injury or illnessresulting from the hazard; the availability ofneeded equipment, materials and/or personnel;time for delivery, installation, modification orconstruction; and training periods.
Provide interim protection to employees whoneed it while correction of hazards is proceeding.A written tracking system such as a log helpsyou monitor the progress of hazard correction.
5. You should review and prioritize yourprogram based on the severity of the hazard.
Accident Investigation
A primary tool you should be using in an effortto identify and recognize the areas responsiblefor accidents is a thorough and properlycompleted accident investigation. It should bein writing and adequately identify the cause(s)
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of the accident or near-miss occurrence.
Accident investigations should be conducted bytrained individuals, and with the primary focus ofunderstanding why the accident or near missoccurred and what actions can be taken topreclude recurrence. In large organizations thisresponsibility may be assigned to the safetydirector. In smaller organizations the responsibilitymay lie directly with the supervisor responsiblefor the affected area or employee. Questions toask in an accident investigation include:
1. What happened?
The investigation should describe what took placethat prompted the investigation: an injury to anemployee, an incident that caused a productiondelay, damaged material or any other conditionsrecognized as having a potential for losses ordelays.
2. Why did the incident happen?
The investigation must obtain all the factssurrounding the occurrence: what caused thesituation to occur; who was involved; was/werethe employee(s) qualified to perform the functionsinvolved in the accident or near miss; were theyproperly trained; were proper operatingprocedures established for the task involved; wereprocedures followed, and if not, why not; whereelse this or a similar situation might exist, andhow it can be corrected.
3. What should be done?
The person conducting the investigation mustdetermine which aspects of the operation orprocesses require additional attention. It isimportant to note that the purpose here is notto establish blame, but to determine what typeof constructive action can eliminate the cause(s)
of the accident or near miss.
4. What action has been taken?
Action already taken to reduce or eliminate theexposures being investigated should be noted,along with those remaining to be addressed. Anyinterim or temporary precautions should also benoted. Any pending corrective action and reasonfor delaying its implementation should beidentified.
Corrective action should be identified in termsof not only how it will prevent a recurrence ofthe accident or near miss, but also how it willimprove the overall operation. This will assist theinvestigation in selling his/her solutions tomanagement. The solution should be a means ofachieving not only accident control, but also totaloperation control.
If you have a safety and health committee, itsmembers should review investigations of allaccidents and near-miss incidents to assist inrecommending appropriate corrective actions toprevent a similar recurrence.
Thorough investigation of all accidents and nearmisses will help you identify causes and neededcorrections, and can help you determine whyaccidents occur, where they happen, and anyaccident trends. Such information is critical topreventing and controlling hazards and potentialaccidents.
Safety Planning, Rules & WorkProcedures
Planning for safety and health is an important partof every business decision, including purchasing,engineering, changes in work processes, andplanning for emergencies. Your safety and healthplanning are effective when your workplace has:
1. Rules written to apply to everyone andaddressing areas such as personal protectiveequipment, appropriate clothing, expectedbehavior, and emergency procedures. You and your
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employees should periodically review andupdate all rules and procedures to make surethey reflect present conditions.
Rules and procedures should be written for newexposures when they are introduced into theworkplace.
2. Safe and healthful work practices developedfor each specific job.
3. Discipline or reward procedures to helpassure that safety rules and work proceduresare put into practice and enforced. Reward orpositive reinforcement procedures such asbonus, incentive or employee recognitionprograms should provide positive motivation forcompliance with safety rules and procedures.
4. A written plan for emergency situations. Yourplan must include a list of emergencies that couldarise and a set of procedures in response toeach situation. Some emergency procedures,such as those covering medical emergencies orfire evacuation, are mandated by Cal/OSHAregulations.
If you have operations involving hazardoussubstances, procedures or processes, you mustdesignate emergency response teams to bespecifically trained and equipped to handlepossible imminent hazards.
Safety & Health Training
Training is one of the most importantelements of any Injury and Illness PreventionProgram. It allows employees to learn their jobproperly, brings new ideas into the workplace,reinforces existing ideas and practices, and putsyour program into action.
Your employees benefit from safety andhealth training through fewer work-relatedinjuries and illnesses, and reduced stress and
worry caused by exposure to hazards.
You benefit from reduced workplaceinjuries and illnesses, increased productivity, lowercosts, higher profits, and a more cohesive anddependable work force.
An effective Injury and Illness PreventionProgram includes training for both supervisorsand employees. Training for both is required byCal/OSHA safety orders.
You may need outside professionals tohelp you develop and conduct your requiredtraining program. Help is available from the Cal/OSHA Consultation Service, your workers’compensation insurance carrier, privateconsultants and vendor representatives.
Outside trainers should be consideredtemporary. Eventually you will need your ownin-house training capabilities so you can providetraining that is timely and specific to the needs ofyour workplace and your employees.
To be effective and also meet Cal/OSHArequirements, your training program needs to:
1. Let your supervisors know:
• They are key figures responsible forestablishment and success of your Injuryand Illness Prevention Program.
• The importance of establishing andmaintaining safe and healthful workingconditions.
• They are responsible for being familiarwith safety and health hazards to whichtheir employees are exposed, how torecognize them, the potential effects thesehazards have on the employees, and rules,procedures and work practices forcontrolling exposure to those hazards.
• How to convey this information toemployees by setting good examples,instructing them, making sure they fully
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understand and follow safe procedures.
• How to investigate accidents and takecorrective and preventive action.
2. Let your employees know:
• The success of the company’s Injury andIllness Prevention Program depends ontheir actions as well as yours.
• The safe work procedures required fortheir jobs and how these proceduresprotect them against exposure.
• When personal protective equipment isrequired or needed, how to use it andmaintain it in good condition.
• What to do if emergencies occur in theworkplace.
An effective Injury and Illness PreventionProgram requires proper job performance byeveryone in the workplace. As the employer, youmust ensure that all employees are knowledgeableabout the materials and equipment they areworking with, what known hazards are presentand how they are controlled.
Each employee needs to understand that:
• No employee is expected to undertake a jobuntil he/she has received instructions on howto do it properly and safely, and is authorizedto perform the job.
• No employees should undertake a job thatappears to be unsafe.
• No employee should use chemicals withoutfully understanding their toxic properties andwithout the knowledge required to work withthem safely.
• Mechanical safeguards must always be in placeand kept in place.
• Employees are to report to a superior ordesignated individual all unsafe conditions
encountered during work.
• Any work-related injury or illness suffered,however slight, must be reported tomanagement at once.
• Personal protective equipment must beused when and where required, andproperly maintained.
Your supervisors must recognize that they arethe primary safety trainers in your organization.Encourage and help them by providing supervi-sory training. Many community colleges offermanagement training courses at little or nocost.
You as the employer are required under Cal/OSHA standards to establish and carry out aformal training program. A professional trainingperson, an outside consultant or your supervi-sors may provide injury and illness preventiontraining to your employees.
This program must, at a minimum, providetraining and instruction:
• To all employees when your program isfirst established.
• To all new employees.• To all employees given new job assign-
ments for which training has not beenpreviously received.
• Whenever new substances, processes,procedures or equipment are intro-duced to the workplace and present anew hazard.
• Whenever you or your supervisors aremade aware of a new or previouslyunrecognized hazard.
• For all supervisors to assure they arefamiliar with the safety and healthhazards to which employees under theirimmediate direction and control may beexposed.
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Put the elements (see page 7) of an Injury andIllness Prevention Program together, and comeup with a plan to suit your individual workplace.Decide exactly what you want to accomplish,and determine what steps are necessary toachieve your goals.
Then plan out how and when each step will becarried out and who will do it and put this planin writing. In developing the plan, consider yourcompany’s immediate needs and provide forongoing worker protection.
If you have difficulty deciding where to begin,call the Cal/OSHA Consultation Service forassistance. A Consultation Service consultantcan help you determine what is needed to makeyour Injury and Illness Prevention Programeffective. The consultant will work with you ona plan for making these improvements, and assistyou in establishing procedures for making sureyour program remains effective.
The following sections describe the process youmight go through in establishing an Injury andIllness Prevention Program. Remember that youdo not have to do everything described in thismanual at once.
Assign Responsibilities
Decide who in your company will be givenresponsibility and authority to manage thisprogram. In many cases, it’s the owner.
Sometimes the plant manager or a rankingmember of the management team is the one todevelop and set up the program. It could evenbe an engineer, personnel specialist or other staffmember.
The person assigned must be identified by namein your program. Your program’s success hingeson the individual you choose, and he/she cannotsucceed without your full cooperation and
support. Remember, though, that even when youappoint someone as your safety manager anddelegate authority to manage the program, theultimate responsibility for safety and health inyour workplace still rests with you.
When considering responsibility, do not forgetto include all of your employees. Give eachemployee training and responsibility to followyour safety and health procedures, and torecognize report hazards in his/her immediatework area.
All employees must be informed of theirresponsibility under Labor Code Section 6407.1,which requires every employee to comply withoccupational safety and health standardsapplicable to their own actions and conduct.
Look at What You Have
Before you make any changes in your safety andhealth operations, gather as much informationas possible about current conditions at yourworkplace, and work practices that are alreadypart of your Injury and Illness PreventionProgram. This information can help you identifyworkplace problems and determine what’sinvolved in solving them.
Assessment of your workplace should beconducted by the person responsible for theInjury and Illness Prevention Program, and/or aprofessional occupational safety and healthconsultant.
It consists of the following activities.
Safety & Health Survey
The first is a comprehensive safety and healthsurvey of your facility to identify existing orpotential safety and health hazards.
This survey should evaluate workplaceconditions with respect to: safety and health
Getting Started on Your Injury & Illness PreventionProgram
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regulations and generally recognized safe workpractices and physical hazards; use of anyhazardous materials; employee work habits; anda discussion of safety and health problems withemployees. The survey must be documented ifmade for the purpose of establishing an Injuryand Illness Prevention Program.
Your safety and health survey includes:
1. Equipment - Make a list of your equipmentand tools, including the principle locations of theiruse. Special attention should be given to inspectionschedules, maintenance activities and your facility’slayout.
2. Chemicals - Make a list of all chemicals used inyour workplace, obtain material safety data sheetson the materials used, and identify where theyare used.
3. Work practices - Detail specific work practicesassociated with equipment, tools and chemicaluse. Special attention should be given to personalprotective equipment, guarding, ventilation,emergency procedures and use of appropriatetools.
4. Cal/OSHA Standards - Review standardsapplicable to your type of operation, equipment,processes, materials, and the like. These standardsare minimum requirements for workplace safetyand health. Most workplaces come under Title 8,California Code of Regulations, General IndustrySafety Orders. If you are involved withconstruction, petroleum, mining or tunneling, youwill need the specific standards applicable to thatindustry as well.
Workplace Assessment
The next activity is an evaluation of your existingInjury and Illness Prevention Program to identifyareas that may be working well and those that
may need improvement.
Examine your company’s:
1. Accident, injury or illness data.
2. Worker’s compensation costs.
3. Rates of employee turnover orabsenteeism.
4. Information on safety and healthactivities ongoing or previously tried.
5. Company policy statements.
6. Rules-both work and safety.
7. Guidelines for proper work practicesand procedures.
8. Records of training programs.
9. Compliance with requirements ofCalifornia’s Right to Know Law andHazards Communications Standard.
10. Employee capabilities-make an alphabeticallist of all employees, showing the dates theywere hired, what their jobs are, and theirexperience and training. Special attentionshould be given to new employees andemployees with handicaps.
11. Joint labor-management safety and healthcommittee activities.
12. Other safety-related programs.
Review & Compare
After all the facts are gathered, look at how theinformation on your workplace corresponds withthe standards, and with the critical componentsof an Injury and Illness Prevention Program:management commitment/assignment ofresponsibilities; safety communications systemwith employees; system for assuring employeecompliance with safe work practices; scheduledinspections/evaluation system; accidentinvestigation; procedures for correcting unsafe/
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unhealthy conditions; safety and health trainingand instruction; recordkeeping anddocumentation.
You may find that you are already well on yourway toward having a good Injury and IllnessPrevention Program. Compare what you havewith Appendix B.
Develop an Action Plan
An action plan is a specific, written descriptionof problems and solutions-it can and should bechanged to correspond with changes in theworkplace.
A good action plan has two parts. One is anoverall list of major changes or improvementsneeded to make your Injury and IllnessPrevention Program effective. Assign each itema priority and a target date for completion, andidentify the person who will monitor or directeach action.
The second part of an action plan involves takingeach major change or improvement listed andworking out a specific plan for making thatchange. Write out what you want to accomplish,the steps required, who would be assigned todo what, and when you plan to be finished. Thispart of the action plan helps you keep track ofprogram improvement so that details do notslip through the cracks.
Take Action
Put your plan into action, beginning with theitem assigned highest priority. Make sure it isrealistic and manageable, then address the stepsyou have written out for that item.
You can, of course, work on more than one itemat a time. Priorities may change as other needsare identified or as your company’s resourceschange.
Open communication with your employees iscrucial to the success of your efforts. Their
cooperation depends on understanding what theInjury and Illness Prevention Program is all about,why it is important to them, and how it affectstheir work. The more you do to keep theminformed of the changes you are making, thesmoother your transition will be.
By putting your action plan into operation atyour workplace, you will have taken a major steptoward having an effective Injury and IllnessPrevention Program. Remember, an Injury andIllness Prevention Program is a plan put intopractice.
Maintain Your Program
Schedule a review-quarterly, semiannually orannually-to look at each critical component inyour Injury and Illness Prevention Program, todetermine what is working well and whatchanges, if any, are needed. When you identifyneeds that should be addressed, you have thebasis for new safety and health objectives forprogram improvement.
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No operation can be successful without adequaterecordkeeping, which enables you to learn frompast experience and make corrections for futureoperations. Records of accidents, work-relatedinjuries, illnesses and property losses serve as avaluable purpose.
Under Cal/OSHA recordkeeping requirements,information on accidents is gathered and stored.Upon review, causes can be identified and controlprocedures instituted to prevent the illness orinjury from recurring. Keep in mind that anyinspection of your workplace may require you todemonstrate the effectiveness of your program.
Injury & Illness Records
Injury and illness recordkeeping requirementsunder Cal/OSHA require a minimum amount ofpaperwork.
These records give you one measure forevaluating the success of your safety and healthactivities: success would generally mean areduction or elimination of employee injuries orillnesses during a calendar year.
Five important steps are required by the Cal/OSHA recordkeeping system:
1. Each employer (unless exempt by size orindustry) must record each fatality, injury, or illnessthat is work-related, is a new case, or meets oneor more of the general recording criteria specifiedin Title 8, Section 14300.
2. Record each injury or illness on the Cal/OSHA Log of Occupational Work Related Injuriesand Illnesses (Form 300) according to its
instructions.
3. Prepare an Injury and Illness IncidentReport (Form 301), or equivalent.
4. Annually review and certify the Cal/OSHAForm 300 and post the Summary of Work-RelatedInjuries and Illnesses (Form 300A) no later thanFebruary 1 and keep it posted where employeescan see it until April 30.
5. Maintain the last five years of theserecords in your files.
NOTE: Additional information on recordkeepingcan be found on the Internet at:www.californiaosha.info or www.dir.ca.gov/DOSH
During the year, regularly review these recordsto see where your injuries and illnesses areoccurring. Look for any patterns or repeatsituations. These records can help you identifyhazardous areas in your work-place and pinpointwhere immediate corrective action is needed.
Since the basic Cal/OSHA records are forreportable injuries and illnesses only, you mightexpand your system to include all incidentsrelating to workplace safety and health, even thosewhere no injury or illness resulted. Suchinformation can assist you in pinpointing unsafeacts, conditions or procedures.
Exposure Records
Injury and illness records may not be the onlyrecords you need to maintain. Cal/ OSHAstandards concerning toxic substances andhazardous exposures require records ofemployee exposure to these substances andsources, physical examination reports,
Safety & Health Recordkeeping
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employment records, and other information.
Employers using any regulated carcinogens haveadditional reporting and recordkeepingrequirements. See Title 8 of the California Codeof Regulations for details.
Documentation of Your Activities
Essential records, including those legally requiredfor workers’ compensation, insurance audits, andgovernment inspections, must be maintained foras long as required.
For most employers, Cal/OSHA standards alsorequire that you keep records of steps taken toestablish and maintain your Injury and IllnessPrevention Program. They must include:
1. Records of scheduled and periodicinspections as required by the standard toidentify unsafe conditions and work practices.The documentation must include the name ofthe person(s) conducting the inspection, theunsafe conditions and work practices identified,and the action taken to correct the unsafeconditions and work practices. The records areto be maintained for at least one year. However,employers with fewer than 10 employees mayelect to maintain the inspection records onlyuntil the hazard is corrected.
2. Documentation of safety and healthtraining required by standards for eachemployee. The documentation must specificallyinclude employee name or other identifier,training dates, type(s) of training and the nameof the training provider. These records must alsobe kept for at least one year, except that trainingrecords of employees who have worked for lessthan one year for the employer need not beretained beyond the term of employment if theyare provided to the employee upon terminationof employment.
Also, employers with fewer than 10 employeescan substantially comply with the documentation
provision by maintaining a log of instructionsprovided to the employee with respect to thehazards unique to the employees’ job assignmentwhen first hired or assigned new duties. Somerelief from documentation is available foremployers with fewer than 20 employees whoare working in industries that are on theDepartment of Industrial Relations (DIR’s)designated list of low-hazard industries, and foremployers with fewer than 20 employees whoare not on DlR’s list of high-hazard industriesand who have a Workers’ CompensationExperience Modification Rate of 1.1 or less. Forthese industries, written documentation of theInjury and Illness Prevention Program may belimited to:
1. Written documentation of the identityof the person or persons with authority andresponsibility for implementing the program;
2. Written documentation of scheduledperiodic inspections to identify unsafe conditionsand work practices; and
3. Written documentation of training andinstruction.
Keeping such records fulfills your responsibilitiesunder General Industry Safety Order 3203. Italso affords an efficient means to review yourcurrent safety and health activities for bettercontrol of your operations, and to plan futureimprovements.
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Three model Injury and Illness PreventionPrograms are available from Cal/OSHA. They are:
CS 1A — Workplace Injury and Illness PreventionModel Program for High HazardEmployers
CS 1B — Workplace Injury and Illness PreventionModel Program for Non-High HazardEmployers
CS 1C — Workplace Injury and Illness PreventionModel Program for Employers withIntermittent Workers
There are no requirements to use thesemodel programs. However, any employer in anindustry which has been determined by Cal/OSHA as being non-high hazard and who adopts,posts, and implements the Workplace Injury andIllness Prevention Model Program for Non-HighHazard Employers in good faith is not subject toassessment of a civil penalty for a first violationof T8 CCR 3203.
Any employer in an industry which hasbeen determined by Cal/OSHA to historicallyutilize intermittent or seasonal employees andwho adopts and implements the Workplace Injuryand Illness Prevention Model Program for Employerswith Intermittent Workers in good faith is deemedto be in compliance with the IIP Programrequirements of T8 CCR 3203.
Proper use of these model programs,requires the IIP Program administrator to carefullyreview the requirements for each of the eight IIPProgram elements, fill in the appropriate blankspaces and check those items that are applicableto your workplace. Sample forms for hazardassessment and correction, accident/exposureinvestigation, and worker training and instructionare provided with these model programs. Alsoprovided are lists of training subjects and
workplace checklists.
As always, these model programs must bemaintained by the employer in order to beeffective.
Contact the nearest Cal/OSHAConsultation Service office listed at the back ofthis publication to learn more about the modelprograms and obtain information on the differentindustry lists.
Model Programs
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The Cal/OSHA Consultation Service cansuggest sources both governmental and privatefor information, advice and training aids to helpyou develop and maintain your safety program.A surprising amount of assistance can be ob-tained at no cost to you, if you take time toinquire. In cases where money must be spent, itis usually money well spent.
Cal/OSHA Consultation Service
Employers who need help developing, im-proving or maintaining a safe and healthful placeof employment can obtain free professional as-sistance from the Cal/ OSHA Consultation Ser-vice on any of the issues or activities describedin this manual. Cal/OSHA consultants help em-ployers by:
· Identifying actual and potential safetyor health hazards in the workplaceand finding solutions to eliminate orcontrol them.
· Identifying sources of help for employersin further technical assistance isneeded.
· Providing a written report summarizingthe finding of any consultation visit.
· Interpreting applicable safety andhealth standards.
· Helping establish or improve worksiteInjury and Illness Prevention Programs.
· Helping develop and/or conduct safetyand health training of both supervisoryand non-supervisory personnel.
All services of the Cal/OSHA Consulta-tion Service are entirely separate and distinctfrom the enforcement activities of the Divisionof Occupational Safety and Health (DOSH).
Consultants do not issue citations or as-sess penalties, and they do not inform DOSHof their work with an employer.
Any employer who has had a wall-wall sur-vey performed by the Cal/OSHA ConsultationService, and has an effective Injury and Illness
Prevention Program in operation, will greatly re-duce the likelihood of citations or penalties ifinspected by DOSH.
Employers with fixed worksites and 250or fewer employees at a specific worksite, cannow become exempt from a DOSH discretion-ary compliance inspection by participating in avoluntary compliance program.
To obtain assistance or information fromthe Cal/OSHA Consultation Service contact anyof its offices listed inside the back cover of thismanual.
Other Sources
1. It is likely that businesses similar to yourshave encountered similar problems. It is alsopossible that at least one of them has found asimple, efficient solution. Most managers arewilling to share information in the area of work-place safety and health.2. Most equipment manufacturers havealso become quite concerned with safety in theuse of their products. To help their customersand potential customers, and to minimize theirliability in the event of adverse legal action, theyare more than willing to furnish advice and en-gineering information to enhance safe opera-tion of their equipment.3. Many workers’ compensation carriers,as well as liability and fire insurance companies,conduct periodic inspections and visits to evalu-ate safety and health hazards and give guidanceand assistance in establishing and monitoringyour program. Contact your carrier to see whatit has to offer.4. Many trade associations and employergroups emphasize safety and health matters tobetter serve their members. If you are not amember, find out if these groups are circulatingtheir materials to non-members, as many do.5. If your employees are organized, coor-dinate with their unions for taking joint actionto solve problems and correct hazards. Many
Sources of Information & Help
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trade unions have safety and health expertise theyare willing to share.6. The National Safety Council has a broadrange of information services available. Call orvisit your local chapter to obtain material per-taining to your business. If a local chapter is notnearby, you can write to:
National Safety Council1121 Spring Lake DriveItasca, lL 60143-3201
7. The Hazard Evaluation System andInformation Services (HESIS) offers Californiaemployer and employees answers to questionsabout the health effects of chemical and physicalagents in the workplace. You can contact HESISat:
HESIS850 Marina Bay Parkway, Bldg P, 3rd FlrRichmond, CA 94804Telephone (510) 620-5757Fax (510) 620-5743
8. The yellow pages of your telephonedirectory list many companies that specialize initems and services relating to safety and healthand fire prevention. Most of them have extensiveexperience and knowledge in safety-relatedsubjects, and are willing to furnish you withinformation and advice.
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“The Occupational Safety and Health Act of 1970, clearlystates our common goal of safe and healthful workingconditions to be the first consideration in operating thisbusiness.”
“Safety and health in our business must be part of everyoperation. Without questions, it is every employee’sresponsibility at all levels.”
“It is intent of this company to comply with all laws. Todo this, we must constantly be aware of conditions in allwork areas that can produce injuries. No employee isrequired to work at a job he/she knows is not safe orhealthful. Your cooperation in detecting hazards and, inturn, controlling them, is a condition of your employment.Inform your supervisor immediately of any situationbeyond your ability or authority to correct.”
“The personal safety and health of each employee of thiscompany is of primary importance. Prevention ofoccupationally-induced injuries and illnesses is of suchconsequence that it will be given precedence overoperating productivity, whenever necessary. To thegreatest degree possible, management will provide allmechanical and physical activities required for personalsafety and health, in keeping with the highest standards.”
“We will maintain a safety and health program conformingto the best practices of organizations of this type. To besuccessful, such a program must embody proper attitudestoward injury and illness prevention on the part ofsupervisors and employees. It also requires cooperationin all safety and health matters, not only betweensupervisor and employee, but also between eachemployee and his/her co-workers. Only through such acooperative effort can a safety program in the best interestof all be established and preserved.”
“Our objective is a safety and health program that willreduce the number of injuries and illnesses to an absoluteminimum, not merely in keeping with, but surpassing, thebest experience of operations similar to ours. Our goalis zero accidents and injuries.”
“Our safety and health program will include:
· Providing mechanical and physical safeguards tothe maximum extent possible.
· Conducting safety and health inspectionsto find, eliminate or control safety and healthhazards as well as unsafe working conditions andpractices, and to comply fully with the safety and
health standards for every job.
· Training all employees in good safety andhealth practices.
· Providing necessary personal protectiveequipment, and instructions for use and care.
· Developing and enforcing safety and health rules,and requiring that employees cooperate withthese rules as a condition of employment.
· Investigating, promptly and thoroughly, everyaccident to find out what caused it and correctthe problem so it will not happen again.
· Setting up a system of recognition and awardsfor outstanding safety service or performance.”
“We recognize that the responsibilities for safety andhealth are shared:
· The employer accepts the responsibilities forleadership of the safety and health program, forits effectiveness and improvement, and forproviding the safeguards required to ensure safeconditions.
· Supervisors are responsible for developingproper attitude toward safety and health inthemselves and in those they supervise, and forensuring that all operations are performed withthe utmost regard for the safety and health ofall personnel involved, including themselves.
· Employees are responsible for wholehearted,genuine operation of all aspects of the safetyand health program-including compliance withall rules and regulations and for continuouslypracticing safety while performing their duties.”
Appendix A: Model Policy Statements
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• Does the written Injury and Illness Prevention Programcontain the elements required by Section 3203(a)?
• Are the person or persons with authority andresponsibility for implementing the program identified?
• Is there a system for ensuring that employees complywith safe and healthy work practices (i.e., employeeincentives, training and retraining programs, and/ordisciplinary measures)?
• Is there a system that provides communication withaffected employees on occupational safety and health matter(i.e., meetings, training programs, posting, writtencommunications, a system of anonymous notificationconcerning hazards and/or health and safety committees)?
• Does the communication system include provisionsdesigned to encourage employees to inform the employerof hazards at the worksite without fear of reprisal?
• Is there a system for identifying and evaluatingworkplace hazards whenever new substances, processes,procedures, or equipment are introduced to the workplaceand whenever the employer receives notification of a newor previously unrecognized hazard?
• Were workplace hazards identified when the programwas first established?
• Are periodic inspections for safety and health hazardsscheduled?
• Are records kept of inspections made to identify unsafeconditions and work practices, if required?
• Is there an accident and near-miss investigationprocedure?
• Are unsafe or unhealthy conditions and work practicescorrected expeditiously, with the most hazardous
exposures given correction priority?
• Are employees protected from serious or imminenthazards until they are corrected?
• Have employees received training in general safe andhealthy work practices?
• Do employees know the safety and health hazardsspecific to their job assignments?
• Is training provided for all employees when the trainingprogram is first established?
• Are training needs of employees evaluated whenevernew substances, processes, procedures, or equipment areintroduced to the workplace and whenever the employerreceives notification of a new or previously unrecognizedhazard?
• Are supervisors knowledgeable of the safety and healthhazards to which employees under their immediatedirection and control may be exposed?
• Are records kept documenting safety and healthtraining for each employee by name or other identifier,training dates, type(s) of training and training providers?
• Does the employer have a labor-management safetyand health committee?
• Does the committee meet at least quarterly?
• Is a written record of safety committee meetingsdistributed to affected employees and maintained forDivision review?
• Does the committee review results of the periodic,scheduled worksite inspections?
• Does the committee review accident and near-missinvestigations and, where necessary, submit suggestions forprevention of future incidents?
• When determined necessary by the committee doesit conduct its own inspections and investigations, to assistin remedial solutions?
• Does the committee verify abatement action taken bythe employer as specified in Division citations upon requestof the Division?
Appendix B: Non-Mandatory Checklist Evaluation Injury& Illness Prevention Programs
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1. All persons shall follow these safe practice rules,render every possible aid to safe operations, and reportall unsafe conditions or practices to the foreman orsuperintendent.
2. Foremen shall insist on employees observing andobeying every rule, regulation, and order as is necessaryto the safe conduct of the work, and shall take such actionas is necessary to obtain observance.
3. All employees shall be given frequent accidentprevention instructions. Instructions shall be given at leastevery 10 working days.
4. Anyone known to be under the influence ofdrugs or intoxicating substances that impair theemployee’s ability to safely perform the assigned dutiesshall not be allowed on the job while in that condition.
5. Horseplay, scuffling, and other acts that tend tohave an adverse influence on the safety or well-being ofthe employees shall be prohibited.
6. Work shall be well planned and supervised toprevent injuries in the handling of materials and in workingtogether with equipment.
7. No one shall knowingly be permitted or requiredto work while the employee’s ability or alertness is soimpaired by fatigue, illness, or other causes that it mightunnecessarily expose the employee or others to injury.
8. Employees shall not enter manholes,underground vaults, chambers, tanks, silos, or other similarplaces that receive little ventilation, unless it has beendetermined that is safe to enter.
9. Employees shall be instructed to ensure that allguards and other protective devices are in proper placesand adjusted, and shall report deficiencies promptly tothe foreman or superintendent.
10. Crowding or pushing when boarding or leavingany vehicle or other conveyance shall be prohibited.
11. Workers shall not handle or tamper with anyelectrical equipment, machinery, or air or water lines in amanner not within the scope of their duties, unless they
have received instructions from their foreman.
12. All injuries shall be reported promptly to theforeman or superintendent so that arrangements can bemade for medical or first aid treatment.
13. When lifting heavy objects, the large muscles ofthe leg instead of the smaller muscles of the back shall beused.
14. Inappropriate footwear or shoes with thin orbadly worn soles shall not be worn.
15. Materials, tools, or other objects shall not bethrown from buildings or structures until properprecautions are taken to protect others from the fallingobjects.
Appendix C: Code of Safe Practices(This is a suggested code. It is general in nature and intended as a basis for preparation bythe contractor of a code that fits his operations more exactly.)
GENERAL
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Title 8, Section 3203. Injury and IllnessPrevention Program.
(a) Effective July 1, 1991, everyemployer shall establish, implementand maintain effective Injury andIllness Prevention Program. TheProgram shall be in writing and shall,at a minimum:
(1) Identify the person or persons withauthority and responsibility forimplementing the Program.
(2) Include a system for ensuring thatemployees comply with safe andhealthy work practices. Substantialcompliance with this provision includesrecognition of employees who followsafe and healthful work practices,training and retraining programs,disciplinary actions, or any other suchmeans that ensures employeecompliance with safe and healthfulwork practices.
(3) Include a system for communicatingwith employees in a form readilyunderstandable by all affected em-ployees on matters relating to occu-pational safety and health, includingprovisions designed to encourageemployees to inform the employer ofhazards at the worksite without fearof reprisal. Substantial compliancewith this provision includes meetings,training programs, posting, writtencommunications, a system ofanonymous notification by employeesabout hazards, labor/managementsafety and health committees, or anyother means that ensures communi-cation with employees.
Exception: Employers having fewer than10 employees shall be permitted tocommunicate to and instruct employ-ees orally in general safe work prac-tices with specific instructions withrespect to hazards unique to theemployees' job assignments, in compli-ance with subsection (a)(3).
(4) Include procedures for identifying andevaluating workplace hazards includingscheduling periodic inspections toidentify unsafe conditions and workpractices. Inspections shall be made toidentify and evaluate hazards:
(A) When the Program is first established;
Exception: Those employers havingin place on July 1, 1991, a writtenInjury and Illness Prevention Programcomplying with previously existingSection 3203.
(B) Whenever new substances, processes,procedures, or equipment are intro-duced to the workplace that repre-sent a new occupational safety andhealth hazard; and
(C) Whenever the employer is madeaware of a new or previously unrec-ognized hazard.
(5) Include a procedure to investigateoccupational injury or occupationalillness.
(6) Include methods and/or proceduresfor correction of unsafe or unhealthyconditions, work practices and workprocedures in a timely manner based
Appendix D: Title 8, Section 3203 and 1509
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on the severity of the hazard:
(A) When observed or discovered; and
(B) When an imminent hazard existswhich cannot be immediately abatedwithout endangering employee(s) and/or property, remove all exposedpersonnel from the area except thosenecessary to correct the existingcondition. Employees necessary tocorrect the hazardous condition shallbe provided the necessary safeguards.
(7) Provide training and instruction:
(A) When the program is first established;
Exception: Employers having in placeon July 1, 1991, a written Injury andIllness Prevention Program complyingwith the previously existing AccidentPrevention Program in Section 3203.
(B) To all new employees;
(C) To all employees given new job assign-ments for which training has notpreviously been received;
(D) Whenever new substances, processes,procedures or equipment are intro-duced to the workplace and repre-sent a new hazard;
(E) Whenever the employer is madeaware of a new or previously unrec-ognized hazard; and
(F) For supervisors to familiarize themwith the safety and health hazards towhich employees under their immedi-ate direction and control may beexposed.
(b) Records of the steps takento implement and maintain the Pro-gram shall include:
(1) Records of scheduled and periodicinspections required by subsection(a)(4) to identify unsafe conditionsand work practices, includingperson(s) conducting the inspection,the unsafe conditions and workpractices that have been identified andaction taken to correct the identifiedunsafe conditions and work practices.These records shall be maintained forone (1) year; and
Exception: Employers with fewerthan 10 employees may elect tomaintain the inspection records onlyuntil the hazard is corrected.
(2) Documentation of safety and healthtraining required by subsection (a)(7)for each employee, including employeename or other identifier, training dates,type(s) of training, and training provid-ers. This documentation shall bemaintained for one (1) year.Exception No. 1: Employers withfewer than 10 employees cansubstantially comply with thedocumentation provision by maintaininga log of instructions provided to theemployee with respect to the hazardsunique to the employees' job assignmentwhen first hired or assigned new duties.
Exception No. 2: Training recordsof employees who have worked forless than one (1) year for the em-ployer need not be retained beyondthe term of employment if they are
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provided to the employee upontermination of employment.
Exception No. 3: CaliforniaLabor Code §6401.7 states that foremployers with fewer than 20employees who are in industries thatare not on a designated list of high-hazard industries established by theDepartment of Industrial Relations(Department) and who have aWorkers' CompensationExperience Modification Rate of 1.1 orless, and for any employers with fewerthan 20 employees who are inindustries on adesignated list of low-hazard industries established by theDepartment, written documentationof the Program may be limited to thefollowingrequirements:
A. Written documentation of the identityof the person or persons withauthority and responsibility forimplementing the program as requiredby subsection (a)(1).
B. Written documentation of scheduledperiodic inspections to identify unsafeconditions and work practices asrequired by subsection (a)(4).
C. Written documentation of trainingand instruction as required bysubsection (a)(7).
Exception No. 4: California LaborCode §6401.7 states that Localgovernmental entities (any county, cityand county, or district, or any public orquasi-public corporation or publicagency therein, including any publicentity, other than a state agency, that isa member of, or created by, a joint
powers agreement) are not requiredto keep records concerning the stepstaken to implement and maintain theProgram.
Note 1: Employers determined by theDivision to have historically utilizedseasonal or intermittent employeesshall be deemed in compliance withrespect to the requirements for awritten program if the employeradopts the Model Program preparedby the Division and complies with therequirements set forth therein.
Note 2: Employers in theconstruction industry who arerequired to be licensed under Chapter9 (commencing with Section 7000) ofDivision 3 or the Business andProfessions Code may use recordsrelating to employee training providedto the employer in connection withan occupational safety and healthtraining program approved by theDivision, and shall only be required tokeep records of those steps taken toimplement and maintain the programwith respect to hazards specific to theemployee's job duties.
(c) Employers who elect to use a labor/management safety and healthcommittee to comply with thecommunication requirements ofsubsection (a)(3) of this section shallbe presumed to be in substantialcompliance with subsection (a)(3) ifthe committee:
(1) Meets regularly, but not less thanquarterly;
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Title 8, Section 1509.Construction Injury and Illness
Prevention Program.
(a) Every employer shall establish, imple-ment and maintain an effective Injuryand Illness Prevention Program inaccordance with Section 3203 of theGeneral Industry Safety Orders.
(b) Every employer shall adopt a writtenCode of Safety Practices which relatesto the employer’s operations. TheCode shall contain language equivalentto the relevant parts of Plate A-3 ofthe Appendix contained within theCal/OSHA Construction SafetyOrders. (Note: General items arelisted in Appendix C of this guide.)
(c) The Code of Safe Practices shall beposted at a conspicuous location ateach job site office or be provided toeach supervisory employee who shallhave it readily available.
(d) Periodic meetings of supervisoryemployees shall be held under thedirection of management for thediscussion of safety problems andaccidents that have occurred.
(e) Supervisory employees shall conduct“toolbox” or “tailgate” safety meetings,or equivalent, with their crews at leastevery 10 working days to emphasizesafety.
(2) Prepares and makes available to theaffected employees, written records ofthe safety and health issues discussedat committee meetings, andmaintained for review by the Divisionupon request. The committee meetingrecords shall be maintained for one(1) year;
(3) Reviews results of the periodic,scheduled worksite inspections;
(4) Reviews investigations of occupationalaccidents and causes of incidentsresulting in occupational injury, occu-pational illness, or exposure to haz-ardous substances and, where appro-priate, submits suggestions to manage-ment for the prevention of futureincidents;
(5) Review investigations of allegedhazardous conditions brought to theattention of any committee member.When determined necessary by thecommittee, the committee mayconduct its own inspection andinvestigation to assist in remedialsolutions;
(6) Submits recommendations to assist inthe evaluation of employee safetysuggestions; and
(7) Upon request from the Divisionverifies abatement action taken by theemployer to abate citations issued bythe Division.
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On-site Assistance Program Area Offices
Northern California2424 Arden Way, Suite 410 Sacramento, CA 95825 (916) 263-0704
San Francisco Bay Area1515 Clay Street, Suite 1103 Oakland, CA 94612 (510) 622-2891
San Fernando Valley6150 Van Nuys Blvd., Suite 307 Van Nuys, CA 91401 (818) 901-5754
San Diego/ Imperial 7575 Metropolitan Dr. suite 204 San Diego, CA 92108 (619) 767-2060
Central Valley1901 North Gateway Blvd., Suite 102 Fresno, CA 93727 (559) 454-1295
San Bernardino464 West 4th Street, Suite 339 San Bernardino, CA 92401 (909) 383-4567
Santa Fe Springs/LA/Orange 1 Centerpointe- Suite 150 La Palma, CA 90670 (562) 944-9366
• Research and Education Unit Sacramento, CA 95825 (916) 574-2528
• Voluntary Protection Program San Francisco, CA 94142 (415) 703-5272
Cal/OSHA Consultation Programs Toll-free number: 1-800-963-9424 • Internet: www.dir.ca.gov
Your call will in no way trigger an inspection by Cal/OSHA enforcement.
