Summer Slog Melissa Dotson Manager EHS Blue Scope
“Summer Slog” Melissa Dotson Manager EHS, Blue. Scope Buildings North America
Session Agenda Safety Contact BSL BBNA’s “Slog” Round Table Discussion 2
Safety Contact 3
“Good Safety is absolutely good business… …Our Top Value is Safety” “It’s not just talk, it really cuts to the core of what we are fundamentally about” (P O’Malley – MD & CEO) 4
BSL Management System Overriding statement of our values Our Beliefs relating to Health and Safety Our Policy on Health, Safety, Environment and Community Our Safety Management Standards of Intent and Key Performance Requirements Company wide set of Documents and Codes of Practice Business, Sites and Department Documents of applicable procedures BOND BELIEFS POLICY STANDARDS COMPANY DOCUMENTS BUSINESS / SITE / DEPT DOCUMENTS 5
Our Bond Our people are our strength • Our success comes from our people • We work in a safe and satisfying environment Our Bond establishes our commitment to a safe workplace. 66
Our Health, Safety, Environment & Community Policy Health and Safety • We aspire to Zero Harm to people • Our fundamental belief is that all injuries can be prevented • This responsibility starts with each one of us 77
Our Safety Beliefs – ‘WEMATA’ Working safely is a condition of employment Employee involvement is essential Management is accountable for safety performance All injuries can be prevented Training employees to work safely is essential All operating exposures can be safeguarded Our Safety Beliefs are fundamental in guiding the company in it's path towards ZERO HARM. 88
What’s a Summer Slog? 9
Perennial Problem MTIFR (per 1, 000 hours worked) 20, 0 *mfg facilities, only 18, 0 16, 0 14, 0 12, 0 10, 0 8, 0 6, 0 4, 0 2, 0 0, 0 Q 1(Jul-Sep) Q 2(Oct-Dec) FY 10 Q 3(Jan-Mar) FY 11 Q 4(Apr-Jun) FY 12 10
Where Is the Problem? FY 10 - # MTIs / Month / Site FY 09 - # MTIs / Month / Site 6 14 12 5 10 4 8 3 6 2 4 1 2 0 0 Jul Aug Sep Oct Nov Dec Jan Feb Mar Apr May Jul Jun Aug FY 11 - # MTIs / Month / Site Sep Oct Nov Dec Jan Feb Mar Apr May Jun FY 12 - # MTIs / Month / Site 7 6 6 5 5 4 4 3 3 2 2 1 1 0 0 Jul Aug Sep Oct Nov Dec Jan Feb Mar Apr May Jun Jul Aug Sep Oct Nov Dec Jan Feb Mar Apr 11
Individualized Analysis Sprain / Strain Struck By / Caught Between Insect Sting Heat Stress Slip, Trip Fall Burns Electrical Sprain / Strain Struck By / Caught Between Slip / Trip Cuts Scraps Chem Exposure Abrasion Contusion Burn Sprain Strain Dermititis Cut Puncture Weld Flash FB (eye) Insect Electrical Sprain / Strain Struck By / Caught Between Insect Sting Heat Stress Slip / Trip Debris in Eye Cuts Scraps Burns Chem Burns 12
Individualized Strategies: March • Utilizing team leaders to refresh employees who are being borrowed (current and where going to). Scheduled SWOT analysis w/all leadership (will also include employees). Want a full "summer plan" well before summer. Also emphasizing "don't let pain progress". • Injuries are directly related to OT, even though they occur w/in first couple of hours of shift. Hiring new employees prior to hotter months. Limiting new employee class size to 4. Goal of reducing overtime going forward, especially in summer. Purchased summer cooling devices (for neck, cooling towels, etc). Also fit-for-duty (older, outer of shape workplace). • Have already changed orientation strategy (using pools where employees have had all class room stuff). Kept 2 nd shift over winter so won't have to add a whole new shift all at once. • New hires now over a 4 month period in lieu of 2 months. Increasing hiring requirements, managing OT (making sure have right number of people on board). Re-emphasizing hydration. Focus initiative on senior persons. 13
Individualized Strategies: March • Looking at heat stress-relieving products. Having regular gettogether. Looking at additional break period for long-hour days and/or when heat index is high. Continue to utilize 5 S (bi-monthly) which will assist w/housekeeping issues. Plant-wide stretching program - have utilized outside resources. Conducted a survey of all employees asking for their input… still working on this and getting responses in. • Are going to have meeting w/leadership to discuss analysis and get thoughts/action plans from supervisors. Will take summertime strategies, more CPR/1 st Aid training. Have already begun hiring and have improved on-boarding process. Having Occ Health Clinic put together physical ability "test" to use as part of new-hire. Will also use as return to work. Still working on new employee limits / strategies. Splitting up new employees on different shifts (nonwelders). Welders will be limited to 5 new ones at a time - put through specialized training and will distribute among shifts. • Bringing employees in more "slowly" and before they are actually needed. Have expanded on-boarding process. Have also improved 14
After SWOTs, EE Meetings, Etc (May) • Plan is working - but need to be committed to following when times get busy (have pool, sao w/in first 24 hours of being signed off) • Focus on new EE's - need to maintain it • Asked EE's on what can be done to raise awareness… (1) ask EE's how they have used Take 2 (2) all shop EE's do 2 sao's per month throughout summer (3) all leaders perform sao's on new hires. PLs agreed to perform TBT both at beginning of shift and immediately after lunch break. • Staffed for 3 rd shift (reduce OT), utilizing summer cooling devices, purchased add'l fans, buddy system • More water fountains, focus on hydration (based on EE input), increased focus on housekeeping (ankle biters), trying to pull up schedule to reduce OT in June / July • “Good Catch" 15
Perennial Problem? Not Anymore! MTIFR (per 1, 000 hours worked) 20, 0 *mfg facilities, only 18, 0 16, 0 14, 0 12, 0 10, 0 8, 0 6, 0 4, 0 2, 0 0, 0 Q 1(Jul-Sep) Q 2(Oct-Dec) FY 10 FY 11 Q 3(Jan-Mar) FY 12 Q 4(Apr-Jun) FY 13 16
Round Table Discussions Hours of Work Guidelines / Restrictions General Initiatives Around “Slogs” Acclimation Strategies Safe Summe r / Busy Seasonal Hiring Strategies 17
Round Table Discussions Hours of Work Guidelines / Restrictions General Initiatives Around “Slogs” Acclimation Strategies Safe Summe r / Busy Seasonal Hiring Strategies 18
Guidelines for Hours of Work • Employees who are scheduled to work 20 -hours or more overtime per calendar week require written approval by the Plant Manager. Employees will be limited to 30 -hours overtime in any calendar week. • If an employee works seven consecutive days of overtime, the employee must not be scheduled to work the eighth day unless approved by the Plant Manager. • Work shifts that exceed 12 -hours requires approval by the Plant Manager. • If an employee works two consecutive 16 -hour days, no overtime will be allowed on the third day. • Employees will be limited to 16 -hours overtime per week after the 4 th consecutive week of 16 hours or greater overtime. • A mandatory break of at least 8 -hours between the end time and start time of an employee’s shift is required. This includes any overtime worked. 19
Round Table Discussions Hours of Work Guidelines / Restrictions General Initiatives Around “Slogs” Heat & Acclimation Strategies Safe Summe r / Busy Seasonal Hiring Strategies 20
Fit for Duty (Combating Heat) Heat Index Risk Level Protective Measures Less than 91°F Lower (Caution) Basic heat safety and planning Moderate Implement precautions and heighten awareness High Additional precautions to protect workers 91°F to 103°F to 115°F Triggers even more Greater Very High aggressive than 115°F to Extreme protective measures 21
Fit for Duty (Combating Heat) Heat Risk Protective Measures Index Level <91°FLower • Provide drinking water (Caut • Ensure that adequate medical services are available ion) • Plan ahead for times when heat index is higher, including worker heat safety training • Encourage workers to wear sunscreen 91°F Mode In addition to the steps listed above: to rate • Remind workers to drink water often (about 4 cups/hour)** 103°F • Review heat-related illness topics with workers: how to recognize heat-related illness, how to prevent it, and what to do if someone gets sick • Schedule frequent breaks in cool, shaded area • Acclimatize workers • Set up buddy system/instruct supervisors to watch workers for signs of heat-related illness 22
Fit for Duty (Combating Heat) Heat Risk Index Level 103°F High to 115°F Protective Measures In addition to the steps listed above: • Alert workers of high risk conditions • Actively encourage workers to drink plenty of water (about 4 cups/hour)** • Limit physical exertion (e. g. use mechanical lifts) • Have a knowledgeable person at the worksite who is well-informed about heatrelated illness and able to determine appropriate work/rest schedules • Establish and enforce work/rest schedules • Adjust work activities (e. g. , reschedule work, pace/rotate jobs) • Use cooling techniques • Watch/communicate with workers at all times >115°F Very Reschedule non-essential activity for days with a reduced heat index or to High to a time when the heat index is lower Extrem Move essential work tasks to the coolest part of the work shift; consider e earlier start times, split shifts, or evening and night shifts. Strenuous work tasks and those requiring the use of heavy or non-breathable clothing or impermeable chemical protective clothing should not be conducted when the heat index is at or above 115°F. If essential work must be done, in addition to the steps listed above: • Alert workers of extreme heat hazards • Establish water drinking schedule (about 4 cups/hour)** • Develop and enforce protective work/rest schedules • Conduct physiological monitoring (e. g. , pulse, temperature, etc) 23
Fit for Duty (Acclimatization) • Allow workers to get used to hot environments by gradually increasing exposure over at least a 5 -day work period. • Begin with 50% of the normal workload and time spent in the hot environment and then gradually build up to 100% by the fifth day. • New workers and those returning from an absence of two weeks or more should have a 5 -day minimum adjustment period. 24
Round Table Discussions Hours of Work Guidelines / Restrictions General Initiatives Around “Slogs” Acclimation Strategies Safe Summe r / Busy Seasonal Hiring Strategies 25
Summary I Any Questions? 26
“. . . the most important thing is that we actually go home to our families after work, fundamentally nothing else matters. At no point would you ever compromise on that. ” P O’Malley – MD & CEO 27
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