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DOCUMENT CHANGE CONTROL
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Date |
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Requested |
Tech Writer |
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1/2023 |
2022 |
Contract |
Morgan |
Annual |
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2/2024 |
2023 |
Contract |
Greg Powell – |
Annual |
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5/2025 |
2024 |
Contract |
Morgan |
Annual |
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Modified by: Morgan Tanner 05-12-2205
Table of Contents
Illness and Injury Prevention Program (IIPP) for Red
Mountain Roofing
Commitment and
Involvement Policy Statement
About Red Mountain
Roofing s General Safety Policies
About Red Mountain
Roofing s General Safety Policies – Employee Acknowledgment
Termination (Employment
Ended)
Accountability Policy –
Employee Acknowledgment
Bloodborne Pathogens
(BBP) Policy
Personal Protective
Equipment (PPE)
Bloodborne Pathogens
(BBP) Policy – Employee Acknowledgment
Emergency Action Plan
(EAP) Contact Sheet for Red Mountain Roofing
Emergency Action Plan
(EAP) Policy – Employee Acknowledgment
Fall Protection Policy
Employee Acknowledgement
Ladder Safety Inspection
Checklist
Fire Prevention and
Escape Policy
Fire Prevention and
Escape Policy – Employee Acknowledgment
Hand and Power Tool
Policy – Employee Acknowledgment
Hazard Communication
Policy (HazCom)
Contractors and Their
Employees
Hazard Communication
Policy Employee Acknowledgement
Heat Illness Prevention
Policy
Heat Illness Prevention
Policy for Red Mountain Roofing – Employee Acknowledgment
Housekeeping Policy –
Employee Acknowledgment
Incident Investigation
Report for Red Mountain Roofing
Incident Investigation
Policy Employee Acknowledgement
Booklets and Forms to be
Completed
Incident Reporting Policy
Employee Acknowledgement
Materials Handling
Equipment Policy
Materials Handling
Equipment Policy Employee Acknowledgement
Mental Health and Suicide
Prevention Policy
Practices to Promote
Mental Health
Mental Health and Suicide
Prevention Policy Employee Acknowledgment
Personal Protective
Equipment (PPE)
Personal Protective
Equipment (PPE) Policy – Employee Acknowledgment
Personal Protective
Equipment Hazard Assessment for Red Mountain Roofing
Respirator Policy
Employee Acknowledgement
Respirator Policy
Employee Acknowledgement continued
Silica Exposure Control
Plan Employee Acknowledgement
Unemployment Compensation
Benefits/Workers Compensation Benefits
Substance Abuse Policy
for Red Mountain Roofing Employee Acknowledgment
Vehicle and Fleet Safety
Policy
Definitions or
Informative Information
Review of Driving Record
for Red Mountain Roofing
Vehicle Accident Report
Form for Red Mountain Roofing
Routine Inspection
Checklist Items for Red Mountain Roofing Vehicles
Vehicle Safety Policy for
Red Mountain Roofing – Employee Acknowledgment
Vehicle Safety Policy for
Red Mountain Roofing- Employee Acknowledgment continued
Illness and Injury
Prevention Program (IIPP) for Red Mountain Roofing
Commitment and Involvement Policy Statement
Red Mountain Roofing, LLC (herein
referred to as Red Mountain Roofing) is committed to providing employees with a
safe and healthy workplace. It is Red Mountain Roofing s policy that employees
report unsafe conditions and do not perform work tasks if the work is
considered unsafe. Failure to report known unsafe acts and/or duties can result
in disciplinary action, up to and including termination. Employees shall also report all accidents and injuries to their
department manager/supervisor or the safety director.
Employee recommendations to
improve safety and health conditions are greatly encouraged and shall always be given thorough consideration. Red Mountain
Roofing will give top priority to unsafe conditions and provide the financial resources for the correction of unsafe
conditions. Similarly, management will take disciplinary action against an
employee who willfully or repeatedly violates workplace safety policies.
Actions may include a verbal warning, written warning, and/or termination of
employment.
Red Mountain Roofing is a drug free company. Any workplace incident
shall require a mandatory drug test. An employee found to have tested
positive shall have immediate disciplinary action up to, and possibly including
termination.
Red Mountain Roofing will be
actively involved with employees in establishing and maintaining an effective
safety program, as well as on-going safety and health program activities, which
include:
Promoting Safety Committee participation,
providing safety and health education and
training, and
reviewing and updating workplace safety
policies.
Compliance with the safety policies shall be required of
all employees (including temporary and those contracted) as a condition of
employment.
About Red Mountain Roofing s
General Safety Policies
OSHA
standard 29 CFR 1910.1030
Purpose
Red Mountain Roofing strives to have a successful Injury and
Illness Prevention Program (IIPP). This can only be achieved and maintained
when there is an active interest, participation, and accountability at all
levels of the organization. To ensure this, the About Red Mountain Roofing s General Safety Policies establishes
the general safety rules for all employees to follow, to ensure a safe work
environment and to address the hazards and/or potential hazards in the
workplace. Some rules only require a paragraph or two in
order to effectively establish the rules; others require sections all to
themselves. Employees are to follow these rules, review them often, and use
good, common sense in carrying out assigned duties.
All employees are to follow the
Practices, Duties and Responsibilities, Training, and Recordkeeping required in
this policy. Additional Practices, Duties and Responsibilities, Training and
Recordkeeping may be listed in other company policies. Employees shall follow
those specific policies unless expressly stated differently in the policy.
Duties and Responsibilities
A successful Injury and Illness
Prevention Program can only be achieved and maintained when there is active
interest, participation, and accountability at all levels of the organization.
To ensure this, the company defines the following safety.
Management
It is the responsibility of management to support and
oversee the implementation of this IIPP and all its policies and instructions.
Management shall also ensure that the safety director safety director and supervisors are aware of all
the requirements within the IIPP.
A member of management, other than the safety director,
shall participate in the safety committee meetings.
Management shall be responsible for setting a good example
of proper safety practices for its company s employees.
Safety director
The safety director shall plan, organize, and administer
the IIPP program by establishing policies, setting goals and objectives,
assigning responsibility, motivating subordinates, and monitoring results. To
aid in these tasks, a safety committee shall be organized to assist the safety
director in the following:
Verifying corrective action has been taken
regarding safety hazards as identified by the Job Hazard Analysis (JHA) and/or
incident investigations.
Conducting periodic
documented inspections of the work sites to identify and correct unsafe actions
and conditions that could cause incidents.
Continuously setting a good example by following
all the safety policies.
The safety director shall also act as a safety resource for
Red Mountain Roofing and is responsible for maintaining program records. The
safety director shall also be our primary person to deal with outside agencies
regarding the safety program and its contents (unless otherwise instructed.)
Additional duties include:
Coordinating all loss prevention activities as a
representative of management.
o Acting
as a consultant and liaison to upper management in the implementation and
administration of the IIPP.
Developing and implementing loss prevention
policies and procedures that shall ensure compliance with the applicable rules
and regulations of all federal, state, and local agencies.
Reviewing all incident reports to determine
cause and preventability.
Conducting periodic reviews of the program and
job sites to evaluate performance, discuss problems, and help resolve them.
Consulting with
representatives of the company s insurance provider to ensure that their loss
control services shall support Red Mountain Roofing s IIPP.
Review Workers Compensation claims. Help supply
the company s insurance carrier with information about injured employees or
property damage in order to keep loss reserves as low
as possible.
Safety Committee
The purpose of the safety committee is to promote workplace
safety and health by increasing the communication, education, and involvement
of company personnel. The safety director holds permanent membership in the safety committee in order to
ensure that responsibility is delegated appropriately.
The safety committee membership shall be represented by the
safety director, management, supervisors, and self-volunteered non-supervisory
employees. (Supervisors are encouraged to have one employee from each
department on the safety committee.)
With the full support of management, the safety committee
shall support and maintain an ongoing IIPP through the following:
Providing a clear understanding and direction to
all members of management and employees regarding the importance of safety.
This can be accomplished through the development, implementation, monitoring,
and revision of policies and procedures.
Providing financial support for the IIPP,
including training, through the provision of adequate funds for the purchase of
necessary safety materials, safety equipment, proper personal protective
equipment, adequate time for employee safety training, and maintenance of tools
and equipment.
Overseeing development, implementation, and
maintenance of safety manuals, the IIPP, and other required safety programs.
Maintaining Red Mountain Roofing s commitment to
incident prevention by encouraging and expecting safe conduct on the part of
all managers, supervisors, and employees.
Holding all levels of management and employees
accountable for incident prevention
and safety.
Reviewing all incident investigations to
determine corrective action and ensuring corrective
action takes place in a timely manner.
Communications
All original written communications, or true copies
thereof, shall be maintained and made readily available for inspection by
government agencies. Red Mountain Roofing shall issue a timely written response
to all written questions and recommendations, via recommendations from the
safety committee members and with guidance of the company s legal counsel if
necessary.
Other than upper management, no single employee, safety
committee member or otherwise, is allowed to respond to any inquiries, from any
agencies, governmental or otherwise, unless specifically given a media
relations job assignment.
Meetings
Safety committee meetings shall be held regularly
(monthly, quarterly, or annually, depending on the number of employees and risk
management factors). The dates shall be determined by the members’ schedules
and posted in advance for all employees to view.
All safety committee meetings and trainings
shall be conducted during working hours. Compensation shall be at the member s
normal rate of pay during the meetings, committee specific training, and any
other committee-related duties.
Emergency safety committee meetings may be conducted if the majority of the members conclude that such a meeting is
necessary.
If an emergency meeting is called outside regular working
hours, if required to attend, the non-salaried employees shall be compensated
at their overtime rate.
Safety Committee Recordkeeping
Complete and accurate records of the functions and
proceedings of the safety committee shall be maintained. Meetings shall be
recorded either via meeting minutes or video. An agenda shall be prepared for
each safety committee member and following each meeting, each member will copy
and turn in their notes from the meetings. These documents will be made
available for inspection upon request by any employee.
The safety committee shall review all suggestions from
employees on improvement ideas/suggestions. A brief written response shall be
given to any employee that submits an idea for safety improvement.
Supervisors
Supervisors are crucial in the prevention of accidents on
the job, as they have direct contact with their employees and are aware of the
nature of hazards likely to be encountered by the employees for their job
duties within their department. Supervisors shall be held accountable for the
actions of the employees within their department.
Safety responsibilities for supervisors include, but are
not limited to:
Being a competent person.
Enforcing all safety rules in the Practices
section in each policy and ensuring safe work practices are followed.
Becoming familiar with local, state, and federal
safety regulations. The safety director is available for assistance.
Training or assisting the safety director with
all new and existing employees in proper on-the-job safety practices and
hazards of their job duties and environment.
Instructing all employees under your supervision
of the safe work practices and job safety requirements.
Holding weekly safety meetings with your
department employees.
Ensuring employee proficiency when assigning
work requiring specific knowledge, special operations or equipment.
Ascertaining that all machinery, equipment,
vehicles, and workstations are maintained in safe working condition
and operate properly.
Correcting unsafe acts and conditions that could
cause accidents.
Communicating with all employees about safety
and accident prevention activities.
Correcting the cause of any incident as soon as
possible.
Ascertaining that proper first aid and
firefighting equipment is maintained and used when conditions warrant its use.
Maintaining good housekeeping
practices at all times.
Investigating all incidents to determine their
cause and potential corrective action.
Ascertaining that all injuries involving our
employees that require medical attention are properly treated and promptly
reported to the office.
It is the responsibility of the supervisor to make certain
that all employees on their crew, in their department or under their leadership are following all safety practices and working
safely.
Employees
It is the responsibility and duty of all employees to
follow all safety practices and procedures that Red Mountain Roofing has put in to place. Every employee is responsible for working
safely, both for self-protection, and for the protection of their fellow
employees.
Employees shall also support all company safety efforts.
Specific employee safety responsibilities include:
Participate in, and actively support, Red
Mountain Roofing s IIPP.
o
Read and abide by all requirements of the IIPP.
o
Make suggestions on how to improve a policy s
practice and company procedures.
If you are unsure how to do any task safely, ask
your supervisor.
Know and follow the Practices section in each
policy and all company safety
policies, practices, procedures and rules.
Wear all required personal protective equipment
(PPE).
Report all incidents and injuries, no matter how
minor, to your supervisor immediately.
Do not
operate any equipment you have not been trained and authorized to use.
Report any safety hazard or defective equipment
immediately to your supervisor.
Do not
remove, tamper with or detach any guard, lock, safety device, or shield.
Never use any equipment with inoperative or
missing guards, safety devices or interlocks.
Do not
possess, or be under the influence of, alcohol, controlled substances, or
illegal drugs while on the premises or on company time. o Rare company functions may take place after hours and may
serve alcohol. These functions are never mandatory, and it is the
responsibility of the employee to ensure they have a safe ride home after the
function.
Do not
engage in horseplay or fighting, not even play fighting.
Practices
By following the practices in
this IIPP, employees reduce (and in cases eliminate) the possibility of injury
or illness. The following practices are general safety rules for all employees
to follow:
Housekeeping Policy
The purpose of this policy is to emphasize the importance
of keeping a clean and organized working space in both the office and in the
field.
Keep work areas clear of items such as paper
clips, pencils, tacks, wrappers, paper, or staples.
Clean-up spills or leaks immediately by using a
paper towel, rag, mop and bucket or if in the field, digging out the spill and
properly disposing of it (filling the hole made).
Use caution signs or cones to barricade slippery
areas such as freshly mopped floors or power tool work areas.
Mop up water around drinking fountains, drink
dispensing machines, and ice machines/buckets.
Straighten or remove rugs and mats that do not
lie flat on the floor.
Return tools to their storage places after use.
Obey all posted safety and danger signs.
Do not
store or leave items on any stairways.
Do not
use gasoline for cleaning purposes.
Do not
place material such as boxes or trash in walkways and passageways.
Do not
block or obstruct stairwells, exits, or access to safety and emergency
equipment such as fire extinguishers or fire alarms.
Knives and Sharp Instruments
From time-to-time, employees are
exposed to the use of knives and various sharp instruments (this applies to
both office and field employees). The following are considered best practices
when using knives or any sharp instrument:
When handling knife blades and other cutting
tools, direct sharp points and edges AWAY from you.
o
Cut in the direction away from your body when
using knives.
Use a knife and any sharp instrument that has a
sharp blade; do not use knives that
have dull blades.
o
Dull blades require more strength to use and
skipping of the blades can sometimes occur.
Use knives and sharp instruments only for the
operations for which they are designed.
Do not
use knives and sharp instruments that have broken or loose handles.
Do not
use knives and sharp instruments as screwdrivers or pry bars.
Do not
pick up knives and sharp instruments by their blades.
Carry knives and sharp instruments with their
tips pointed towards the floor.
Do not
carry knives and sharp instruments in your pockets or an apron unless they are
first placed in their sheath or holder.
Do not
attempt to catch falling knives and sharp instruments.
Store knives in knife blocks or in sheaths after
using them. o Store any sharp instrument in a
sheath or holder if they came with one.
When opening cartons use the safety designed box
cutters.
o
Do not
cut with the blade extended beyond the guard.
Do not
dispose of dull, broken or rusted blades in the regular trash can.
o
Designate by clearly marking a container (such
as a coffee can with a lid or old plastic container with a lid) for Blade Disposal Only .
o
When the container is full, a supervisor shall
tape the container shut to prevent the spilling out of all the blades, then
dispose of in the normal trash.
Ladders and Step Ladders
Improper use of ladders and step ladders can result in
employees falling and injuring themselves. Falling
is the number one cause of death and serious accidents. The practices for
ladders and step ladders are put in place for the best safety practice when
using ladders and step ladders (for both office and field employees).
Read and follow the manufacturer’s instructions
label affixed to the ladder if you are unsure how to use the ladder.
o
If it is your first time on any type of ladder,
make sure another employee is present to guide you and help stabilize the
ladder.
Only one person on the ladder at a time.
o
In some instances, usually in the field, a
ladder may be bought or rented that is specifically designed to hold two
people. Those using this type of ladder have specific training BEOFRE using it
for the first time.
Face the ladder when climbing up or down.
Keep all ladder rungs clean and free of grease.
o
Remove buildup of material such as dirt or mud.
o
Occasionally wash all ladders; dry metal and
aluminum ladders and wax fiberglass ladders with a non-greasy wax (as suggested
by each manufacturer.)
Maintain a three-point contact by keeping
both hands and one foot OR both feet and one hand on the ladder at all times
when climbing up or down.
When using a ladder, extend the top of the
ladder at least three (3) feet above the edge of the landing.
Employees many secure
ladders less than 10 feet in place by having another employee hold it. o The employee holding the ladder shall not be doing anything else while the other employee is on the
ladder.
Do not
stand on the top two rungs or the top step of any ladder.
Do not
use a ladder as a horizontal platform unless they are designed to do so.
Do not
stand on a ladder that wobbles, or that leans to the left or right.
Do not
move a rolling ladder while an employee is on it.
Do not
place ladders on barrels, boxes, loose bricks, pails, concrete blocks, scaffold
platforms, or other unstable bases.
Do not
carry items in your hands while climbing up or down a ladder.
o
Have someone hand items to you or use a hoist
system.
Do not
use a metal ladder within 50 feet of electrical power lines, including roof tops.
Do not
use metal ladders in wet grass or puddles, as the water can hide unknown
hazards and promote rust on the ladder.
Do not
try to walk a ladder by rocking it.
o
Climb down the ladder, and
then move it.
When performing work from a ladder, face the
ladder and do not lean backward or
sideways from the ladder.
Do not
use ladders that have loose rungs, cracked, or split side rails, missing rubber
footpads, or other visible damage.
o
Damaged ladders shall be taken out of service
and tagged Do Not Use . o To dispose of the ladder, cut it in half length wise (down
the center of all the rungs), then scrap for metal or dispose of in the bulk
trash.
o
NO
employee may take a broken ladder (or any company equipment) for use at their
home.
Do not
place a ladder in a passageway or doorway without posting warning signs or
cones that detour pedestrian traffic away from the ladder.
o
Lock the doorway that you are blocking with the
ladder and post signs that will detour traffic away from your work.
Lifting
Back injury is one of the leading causes for employees to
miss work and has a long-term impact on the quality of life of each employee.
This policy addresses the best safety practices in regard to
lifting and back safety.
Always face the load to be carried/lifted.
Keep your back straight, bend at the knees (not
at the back.)
Hold objects as close to your body as possible.
Plan the move before lifting; remove
obstructions from your chosen pathway.
Test the weight of the load before lifting by
pushing the load along its resting surface.
o
If the load is too heavy or bulky, use lifting
and carrying aids such as hand trucks, dollies, pallet jacks and carts, or get
assistance from a co-worker.
o
If assistance is required to perform a lift,
coordinate and communicate your movements with those of your co-worker BEFORE the lift and during the lift.
Position your feet 6 to 12 inches apart, with
one foot slightly in front of the other.
Get a firm grip on the object with your hands
and fingers.
o
Use handles when present.
Wear protective gloves when lifting objects with
sharp corners, jagged edges, or any material that might cause splinters.
Set down objects in the same manner as you
picked them up, except in reverse.
Do not
lift anything if your hands are greasy or wet.
Perform lifting movements smoothly and
gradually; do not jerk the load.
Do not
lift an object from the floor to a level above your waist in one motion.
o
Set the load down on a table or bench and then
adjust your grip before lifting it higher.
If you must change direction while lifting or
carrying the load, pivot your feet and turn your entire body. Do not twist at the waist.
Slide materials to the end of the tailgate
before attempting to lift them off a pick-up truck or flat bed.
o
Do not
lift over the walls or tailgate of the truck bed.
If you feel pain, a sting, a burn or any other
uncomfortable feeling in your body while lifting: o Stop
where you are if possible and pause.
If the pain goes away, continue slowly.
If the pain persists, call for help, do not
continue to move as you can do more damage to your body and risk dropping the
load.
o
If you are unable to stop and pause:
Move very slow.
Call for help if you
are able.
Immediately tell your supervisor and do not lift anymore until instructed
further.
When in an Office Environment
For those employees in a full-time office environment (job
site trailers can be considered office environments) or for those field
employees that occasionally come into the office, the following practices shall
be followed for everyone s safety:
Employees Role
Read the company s Emergency Action Plan (EAP).
Observe building rules for nighttime and weekend
access to offices and elevators. o If
you re going to be working late or on a weekend, tell someone. o Notify the security department in your building; tell a
family member, co-worker, or friend in case you run into problems.
o Make sure the walking areas and
halls near your office are well-lit. o If possible, lock the doors to your
office to limit access after-hours.
Do not leave
incoming or outgoing mail on a desk or where it is available to the general public.
Do not
prop open doors.
Make police reports on all thefts or break-ins.
This helps the police and your security service
establish crime patterns.
Limit Access
Maintain good office traffic control with signs
limiting public access to work areas. o A sign may state that visitors or
delivery people must check-in at the front desk.
o
Passes or name tags could be issued to
authorized visitors and/or a sign-in sheet used.
o
Request that staff receiving visitors come to
the front desk to escort them, do not send visitors, contractors or vendors
back into the office areas unescorted.
Block passage to inner offices or work areas by
a locked gate or inner door.
o
Provide an automatic bell, buzzer or other
notice making device to signal the opening of this entry door or gate.
Inspect your office building inside and outside
to make sure it is well-lit with no dark stairwells or areas that would invite
crime.
Consider using a spot in your office that could
be made into a safe room. o The safe room should contain a telephone
and the door should lock on the inside. A staff person
who is in jeopardy could retreat to this room to call 911.
Dealing with Angry/Hostile Clients
Be alert for strangers
in the building.
o
Immediately notify the proper person or security
personnel if you notice suspicious individuals loitering around the lobby,
waiting areas, or private offices.
o
Assure proper identification of visitors or
delivery people before admitting them to the work/office area.
Watch
out for people posing as repairmen, delivery, etc. Never release equipment or
files in exchange for an official-looking receipt until you verify the name,
location and phone number of their company.
Trust your instincts and if you feel problems
may occur, have pre-arranged signals to contact either security or the office
manager to assist you.
Always pay attention to detail.
o
Make a mental note of each person who arrives it
will aid security or the police department if a problem should happen.
Remember, clients can react with anger because
of difficulty in finding help with their situations; this can cause emotional
pain, discomfort, fear, and/or anxiety.
o
React and respond to the client in a calm but
firm manner. o A lower volume of voice can help the client calm down.
o
Encourage the client to sit down.
Rehearse ahead of time what you d say or do in
these situations; annual practice drills can make the difference between a bad
or good ending. o Think over situations that could
occur and how you would react.
o
Go through the movements you would need to make
to get help or get out of the situation. Practice.
o
One strategy might be to keep a desk, chair, or
other object between you and the person to keep distance.
Do not
tolerate abusive behavior, call 911 (dial 9 first to get an outside line, then
911) or security.
Make command statements in a firm but
non-challenging tone, saying what you want or don t want I want you to
leave. I don t want to argue with you.
Do use strong body language.
o
When standing, place your feet slightly apart,
one foot slightly in from of the other. Relax your
joints and position your shoulders over your feet.
If you are sitting down, stand up. (Use the same
foot stance, body upright, ready to move.)
If you anticipate problems with a client, let
co-workers and security know ahead of time.
If you feel you may be in jeopardy, leave the
area immediately (items can be replaced, you cannot!), go somewhere safe and
call 911 (dial 9 first to get an outside line, then 911) and notify security.
Inventory Control
Establish a key control system for all locks and
hardware. o Limit
key assignment to authorized employees and maintain a current list to indicate
who has keys.
o
Change locks if a key was
lost or was retained by a former employee.
o
If possible, install a computerized card access
system.
Provide a safe or other locked area for storing
key company documents, equipment, valuables, and employee possessions. o Be
sure not to store keys to locked cabinets in places that would be obvious to
burglars.
Maintain an up-to-date inventory of equipment,
listing serial numbers and descriptions. o Mark company property with a unique
identification number.
o
Community Crime Prevention/SAFE is a resource.
Purse and Wallet Thefts
As serious problem for office
workers is purse and wallet theft. Thieves can be in
and out of your workspace in just minutes and know just where to look. They may
try to access your workspace by asking to use a
restroom or slip by the reception area.
Do not
leave guests, visitors, contractors, vendors alone in an open work area. Do not
leave your purse or wallet unattended even for a moment.
o Lock your purse or wallet somewhere
secure, such as a desk drawer or file cabinet, if you cannot take it with you.
Do not
bring any more cash to work than you need for the day.
If you need to carry credit cards, make sure you inventory stack them, listing card numbers and phone numbers
to call in the event of their theft. Keep this list in a safe place.
Be alert to anyone who tries to get you to leave
your desk for errands. Some thieves will pose as clients and try to get you to
go to another room for a copy, etc. Do not
leave your desk unattended. If this is unavoidable, lock your desk and screen
lock your computer before you walk away from it.
Be alert to all people in your workspace. If you
see someone you do not know, unaccompanied, do the Friendly Challenge.
The Friendly Challenge
If you see someone whom you do not know, do a friendly
challenge. Simply ask, May I help you? If they do not belong in the building,
they may offer a vague excuse, but in most cases, a suspicious person will
leave as soon as they know they have been observed. If they do not belong, ask
for an ID, or call 911 or your company s security guard.
Ergonomics and Video Display
The purpose of this policy is to make the employees aware
of the importance of posture and when sitting and working at the
desk.
Take periodic micro- breaks from repetitive or
prolonged activities by standing up and stretching.
Use a chair that is padded, is stable, mobile, swivels, and allows operator movement.
Sit straight up in your chair, and when needed
use a footrest that has an adjustable height and is large enough to allow
operator movement.
Adjust your computer screen and keyboard so that
they are directly in front of you. Use a table large enough to hold the
keyboard, the display screen and all necessary documents.
Place the keyboard low enough so that the
operator is not required to reach up or out to the keys.
Keep wrists and hands in a straight position
while keystroking by keeping forearms parallel to the floor and elbows at your
sides.
Training
The safety director will be in charge of safety training. At times, the safety
director may delegate training or tasks to others, including supervisors.
Ultimately the safety director shall verify that training is taking place.
Training provides the following
benefits:
Alerts employees to potential and known job
hazards.
Teaches employees to perform their jobs safely.
Promotes two-way communication.
Encourages safety suggestions and safety
committee participation.
Creates an interest in the safety program.
Fulfills Federal and/or State (if applicable)
regulatory requirements.
Previous experience can allow for
greater responsibilities within the company as the opportunities arise, but
previous experience is not a
substitute for training given by Red Mountain Roofing.
New Hires
Every new employee shall participate in the New Hire
Orientation. A copy of the Practices section in each policy that applies to
their job description, duties, or tasks shall be provided to each employee at
this time.
Management
Managers and supervisors will be trained extensively to
help enforce the practices of the IIPP.
Employees
All employees shall be trained on
at least the following:
When given a new job assignment for which
training has not been previously provided shall be
trained before beginning the new assignment.
Whenever new substances, processes, procedures
or equipment are introduced into the workplace.
Whenever Red Mountain Roofing is made aware of a
new or previously unrecognized hazard.
Whenever management believes that additional
training is necessary.
After all serious incidents.
When employees are not following safe practices.
Job-specific Training
The following training method should be used:
Tell the employees how to do the job safely.
Show the employees how to do the job safely.
o
Actual demonstrations of the proper way to
perform a task are very helpful in most cases.
o
Supervisors shall observe employees performing
the work. If necessary, the supervisor will provide a demonstration using safe
work practices, or remedial instruction to correct training deficiencies before
an employee is permitted to do the work without supervision.
Have the employees tell you how to do the job
safely (repeat back).
Have the employees show you (demonstrate) how to
do the job safely.
Follow up to ensure they are still performing
the job safely. o All employees will receive safe operating instructions on seldom
used or new equipment before using the equipment.
Retraining
Employees shall be retrained when:
A lack of proficiency is observed.
After any incident.
When a policy is revised, updated or changed in
a manner that would affect the meaning of content in which the employee was
originally trained.
o
Whenever the employee’s responsibilities or
designated actions under the plan change.
If a different make/model of equipment or
machine is to be used than the employee was originally
trained in.
o
This training may be partial, training in the
classroom and hands-on training.
Supervisors shall review safe work practices with
employees BEFORE permitting the performance of new, non-routine, or specialized
job duty or task.
All training shall be documented on one of the following
three (3) forms:
New Hire Employee
Safety Orientation sign-off sheet.
Employee Acknowledgement forms (found at the end
of each company policy).
Safety Meeting Report and Sign-in sheet.
Recordkeeping
Written policies for Red Mountain Roofing shall, at all times, be available for review by any employee upon
written request. The safety director shall always have
available copies of the most current company policies.
Any changes to any policy shall be approved by the safety
director. The safety director shall review all policies at least annually. Some
reasons for updating a policy can be:
As the job progresses, to determine if
additional practices, procedures or training is needed.
To improve or provide additional employee
protection against hazards that could not fully be eliminated.
Additional reviewing of a policy shall happen if any of the
following occurs:
Changes in equipment, machinery, tools,
chemicals, etc.
Significant changes in the environment.
o Out
in the field or for construction work, each site will be on a case-by-case
basis when determining if re-training is required, as job sites tend to have
their environment change daily.
Any incident occurs (including near misses)
A new process is introduced OR removed from the
standard operating procedures.
The safety committee or safety director shall ensure the
maintenance of all IIPP records for the listed periods:
|
New |
length of employment |
|
Safety |
length of employment |
|
Disciplinary actions for safety |
1 year |
|
Safety |
2 years |
|
Safety meeting reports (Trainings) |
3 years |
|
Safety |
2 years |
|
Accident investigations |
5 years |
|
Federal or State OSHA log of |
5 years |
|
Inventory |
30 years |
|
Employee |
30 years |
Training and medical records are available to all employees
for review, upon written request.
About Red Mountain
Roofing s General Safety Policies – Employee Acknowledgment
Topics Covered:
Purpose
Duties and Responsibilities
o
Management
o
Safety director o Safety
Committee
Communications
Meetings
Safety Committee Recordkeeping o Supervisors o Employees
Practices o Housekeeping Policy o Knives
and Sharp Instruments o Ladders and Step Ladders o Lifting
o
When in an Office Environment
Employee s Role
Limit Access
Dealing with Angry/Hostile Clients
Inventory Control
Purse and Wallet Thefts
The Friendly Challenge
Ergonomics and Video
Display
Training o New Hires o Management
o
Employees o Job-specific
Training o Retraining
Recordkeeping
About Red Mountain
Roofing s General Safety Policies – Employee Acknowledgment Continued
I have read and fully understand all practices
and responsibilities.
I agree to observe and follow these practices.
I have received a copy of this policy and
practices.
I understand failure to follow these practices
may affect my current employment, my reemployment, reinstatement, and
vocational assistance rights (worker s comp claims).
I acknowledge that the above information was covered during
the training of About
Red Mountain Roofing s General Safety
Policies, and that I was allowed to ask questions following the training
session.
Employee (Print):
Employee Signature:
Training date:
Trainer (Print):
Title:
Accountability Policy
Red Mountain Roofing shall hold all employees accountable
for their willful and undesirable actions. When policies and procedures are not
followed, people can become seriously injured, machinery can become damaged and
unusable, and the downtime affects everyone. Employees shall be given jobs and
safety training for the tasks they are assigned. Since such training is made
available to all employees, anyone that willfully breaks the company s rules
will be held accountable, with one or more of the following disciplinary
actions:
Verbal (First Warning)
When an employee(s) willfully does not follow the policies
and procedures of Red Mountain Roofing, and an incident occurs, the employee(s)
shall be given a verbal warning by their supervisor. This warning shall be in
the presence of another supervisor, the safety director, or a member of
management. The employee(s) shall also be re-trained on the policies and/or
procedures that are related to the incident.
Written (Second Warning)
When an employee(s) willfully does not follow the policies
and procedures of Red Mountain Roofing for a second time, and/or another
incident occurs, the employee(s) shall be given a written warning by their
supervisor. This warning shall be in the presence of another supervisor, the
safety director, or a member of management. The employee(s) shall also be
re-trained on the policies and/or procedures that are
related to the incident and put under supervision of another experienced
(seasoned) employee for a period of time determined by
that department supervisor.
It shall also be explained to the employee(s)
that the written warning shall be the last warning; that if another incident
occurs and they are found to be even partially responsible for the incident,
their employment with Red Mountain Roofing shall be terminated.
The written warning may include time off without pay,
depending on the circumstances. Time off without pay is determined on a
case-by-case basis.
Termination (Employment
Ended)
Upon an incident with an employee(s) that has already
received a written warning, that employee(s) employment with Red Mountain
Roofing shall be terminated immediately.
Termination shall also occur when:
A fatality or serious (hospitalization of at
least one employee or decommission of any high dollar equipment/machinery)
incident occurs, any employee(s) found to have planned or plotted to harm
another employee or damage equipment will be terminated immediately, whether or not previous warnings have been issued.
It is discovered that an employee(s) knows of
serious hazards that will most likely cause a fatality or serious injury and
does not report it.
It is discovered that an employee(s) knows of
serious hazards that will most likely
cause serious damage to
equipment/machinery and does not report it.
Accountability Policy –
Employee Acknowledgment
Topics Covered:
Verbal
Written
Termination
I have read and fully understand all practices
and responsibilities.
I agree to observe and follow these practices.
I have received a copy of this policy and
practices.
I understand failure to follow these practices
may affect my current employment, my reemployment, reinstatement, and
vocational assistance rights (worker s comp claims).
I acknowledge that the above information was covered during
the training of Red Mountain Roofing s Accountability
Policy, and that I was allowed to ask questions following the training
session.
In addition, I acknowledge that the Accountability Policy
can sometimes be referred to as Disciplinary Actions at Red Mountain Roofing.
Employee (Print):
Employee Signature:
Training date:
Trainer (Print):
Title:
Bloodborne Pathogens (BBP)
Policy
OSHA
standard 29 CFR 1910.1030
Purpose
Red Mountain Roofing is committed to providing a safe and healthful work environment for our entire staff. In pursuit
of this goal, the following Exposure Control Plan (ECP) is provided to
eliminate or minimize occupational exposure to bloodborne pathogens that can be
present when an employee is injured or becomes ill (at home or in the
workplace).
The ECP includes:
Duties and responsibilities
Determination of employee exposure
Practices o Universal precautions o Exposure
Control Plan (EPC) o Engineering controls and work practices o Personal
protective equipment (PPE)
o Housekeeping o Laundry
o Vaccines
Post-exposure evaluation and follow-up
Training
Recordkeeping
Procedures for evaluating circumstances
surrounding exposure incidents.
Implementation methods for these elements of the standard
are discussed in the subsequent pages of this ECP.
Definitions
Bloodborne Pathogens are
disease-causing microorganisms that are present in human blood. These pathogens
include, but are not limited to:
o Hepatitis B virus (HBV) o Hepatitis C virus (HCV) o Human
Immunodeficiency Virus (HIV)
Parenteral Exposure refers to
piercing the mucous membranes OR the skin barrier through such events as: o Needle
sticks. o Human
bites o Cuts
and abrasions
A Universal
Precaution is an approach to infection control; treating all human
blood and human bodily fluids as if they were infected with HBV or HIV.
Duties and
Responsibilities
Management
It is the responsibility of management to support and
oversee the implementation of this Bloodborne Pathogens Policy and make certain
that the employees are aware of all requirements pertaining to this policy.
They are also responsible for setting an example of proper safety practices and
make certain that all employees follow the safety
practices of the policy.
Safety director
The safety director is responsible for implementation of
the ECP. The safety director will maintain, review (at least annually), and update the ECP whenever necessary to include new or
modified tasks and procedures. Those employees who are determined to have
occupational exposure to blood or other potentially infectious materials must
comply with the procedures and work practices outlined
in this ECP.
Safety Committee
It is the responsibility of the safety committee to
present any needed changes or adjustment to the policy
that will protect all workers.
Supervisor
It is the responsibility of the supervisor to make certain
that all employees in their crew or under their leadership is
following all safety practices and working safely.
Employees
It is the responsibility and duty of the employee to
follow all safety practices and procedures that the employer has put into
practice and made them aware of.
Practices
Engineering Controls
Sharps
When it is known that a job duty or health issue may expose
at least one employee to a needle stick or the possibility exists that an
employee(s) may cut themselves on broken glass (due to a job duty), then a
sharps box and sharps program will be provided.
Guards and Shields
Keep all safety guards and/or shields on all tools, at all times. If a guard or shield should become broken,
damaged, or loose, that piece of equipment or machinery shall be repaired
immediately. If repairs cannot be performed at the time, the
equipment/machinery taken out of service and tagged DO not USE until it is
repaired.
Housekeeping
Contaminated equipment, machinery and/or tools are to be
cleaned and decontaminated as soon as feasible after visible contamination.
Broken glassware should be assumed contaminated and is only to be picked up
using mechanical means, such as a brush and dustpan. Any materials swept up
shall be placed in a trash bag and that bag is to be properly disposed; do not
toss contaminated materials into the regular trash and leave it.
Laundry
The contaminated articles of clothing will be laundered by
the employee(s). Any contaminated articles shall be disposed of.
Vaccines
If employees are required to provide first aid, then
Hepatitis B vaccinations are to be made available.
The vaccine and vaccination will be offered at no cost to
the worker and at a reasonable time and place. The hepatitis B vaccination is a
non-infectious, vaccine prepared from recombinant yeast cultures, rather than
human blood or plasma. There is no risk of contamination from other bloodborne
pathogens nor is there any chance of developing HBV from the vaccine.
Declining the Vaccination
Red Mountain Roofing will ensure that workers who decline
vaccination sign a declination form. The purpose of this is to encourage
greater participation in the vaccination program by stating that a worker
declining the vaccination remains at risk of acquiring hepatitis B. The form
also states that if a worker initially declines to receive the vaccine, but at a later date decides to accept it, the employer is
required to make it available, at no cost, provided the worker is still
occupationally exposed.
Administrative Controls
Universal Precautions
All employees shall use universal precautions.
Exposure Control Plan (ECP)
Employees covered by the bloodborne pathogen standard
receive an explanation of this ECP once a year. All employees can review this
plan at any time during their work shifts by contacting the Safety director. If
requested, we will provide an employee with a copy of the ECP free of charge.
Shift/Schedule Changes
Change of work shift, workdays, when necessary, to avoid a
hazard.
Post-Exposure Evaluation and Follow-up
Should an exposure incident occur, contact your
supervisor, who will then notify the safety director. A confidential medical
evaluation shall be conducted immediately; with a follow-up completed once all
data needed is obtained.
Following initial first aid (clean
the wound, flush eyes or other mucous membrane, etc.), the following activities
shall be performed:
Document the routes of exposure and how the
exposure occurred regardless of PPE.
Identify and document the source individual (unless the employer can establish that
identification is infeasible or prohibited by state or local law).
Obtain consent and make
arrangements to have the source individual tested as soon as possible to
determine HIV, HCV, and HBV infectivity; document that the source individual s
test results were conveyed to the employee s health care provider.
If the source individual is already known to be
HIV, HCV and/or HBV positive, new testing need not be performed.
Assure that the exposed employee is provided
with the source individual s test results and with information about applicable
disclosure laws and regulations concerning the identity and infectious status
of the source individual (e.g., laws protecting confidentiality).
After obtaining consent, collect exposed
employee s blood as soon as feasible after exposure incident, and test blood
for HBV and HIV serological status.
If the employee does not give consent for HIV
serological testing during collection of blood for baseline testing, preserve
the baseline blood sample for at least 90 days; if the exposed employee elects
to have the baseline sample tested during this waiting period, perform testing
as soon as feasible.
Administration of Post-Exposure Evaluation and
Follow-up
The safety director ensures that the health care
professional evaluating an employee after an exposure incident receives the
following:
A description of the employee s job duties
relevant to the exposure incident
Route(s) of exposure
Circumstances of exposure
If possible, results of the source individual s
blood test
Relevant employee medical records, including
vaccination status. The employee shall be provided with a copy of the
evaluating health care professional s written opinion within 15 days after
completion of the evaluation.
Procedures for Evaluating the Circumstances
Surrounding an Exposure Incident
The safety director shall review the circumstances of all
exposure incidents to determine:
Which controls were in place at the time of the
exposure
Work practices that were being followed
A description of the equipment, machinery, tools
and/or vehicle being used (including type, brand, and model)
PPE or clothing that was used at the time of the
exposure incident (gloves, safety glasses, hardhat,
etc.)
Location of the incident
What the employee(s) was doing when the incident
occurred
Employee(s) received the required training.
This policy is to be reviewed annually. If revisions to
this ECP are necessary, the appropriate changes will be made by the safety
director. (Changes may include an evaluation of safer devices, changing work
schedules, adding employees to the exposure determination list, etc.)
NOTE: Additional state and federal agency forms may need
to be filled out if a bloodborne incident occurs.
Personal Protective
Equipment (PPE)
PPE to be worn to protect against exposure is provided to
our employees at no cost.
The types of PPE provided to Red Mountain Roofing s
employees for protection against BBPs are as follows:
Latex gloves in the first aid kits
Goggles and face shields when required.
All employees shall observe the following precautions:
Wear appropriate gloves when it is reasonably
anticipated that there may be hand contact with blood and when handling or
touching contaminated items or surfaces; replace gloves if torn, punctured or
contaminated, or if their ability to function as a barrier is compromised.
Remove PPE after it becomes contaminated and
before leaving the work area.
Remove immediately, or as soon as feasible, any
garment contaminated by blood in such a way as to avoid contact with any other
surface or body part.
Wash hands immediately, or as soon as feasible,
after removing contaminated gloves or other PPE.
Training
The training shall include, but is not limited to:
Epidemiology, symptoms, and transmission of
bloodborne pathogen diseases.
An explanation of:
o
The OSHA bloodborne pathogen standard o The
ECP and how to obtain a copy.
o
The use and limitations of engineering controls,
work practices, and PPE o The types, uses, location, removal,
handling, decontamination, and disposal of contaminated PPE
o
The procedure to follow if an exposure incident
occurs, including the method of reporting the incident and the medical
follow-up that shall be made available.
Information on the:
o
Appropriate actions to take and persons to contact in an emergency involving bloodborne
pathogen exposure. o Post-exposure evaluation and follow-up
that the employer is required to provide for the employee following an exposure
incident.
An opportunity for interactive questions and
answers with the person conducting the
training session.
Workers are trained about the vaccine and vaccination,
including efficacy, safety, method of administration, and the benefits of
vaccination. They also must be informed that the vaccine is offered at no cost
to the worker.
Recordkeeping
Training Records
Training records are completed for each employee upon
completion of each training. These documents will be kept for the length of
employment with Red Mountain Roofing and at least three years after the
employee leaves Red Mountain Roofing. These documents are kept at the corporate
office.
The training records include, but are not limited to, the
following:
The dates of the training sessions
The contents or a summary of the training
sessions
The names and qualifications of persons conducting the training.
The names and job titles of all employees
attending the training sessions.
Employee training records are provided upon written request to the employee or the employee s authorized
representative within 15 working days.
Medical Records
Medical records are maintained for each employee with
occupational exposure in accordance with 29 CFR1910.1020, Access to Employee
Exposure and Medical Records. Human Resources is responsible for maintenance
of the required medical records.
These confidential records are kept at the corporate
office for at least the duration of employment plus 30 years. Employee medical
records are provided upon written request of the employee or to anyone having
written consent of the employee within 15 working days.
Bloodborne Pathogens
(BBP) Policy – Employee Acknowledgment
Topics Covered:
Purpose
Definitions
Duties and Responsibilities
Practices o Engineering
Controls
Sharps
Guards and Shields
Housekeeping
Laundry
o
Administrative Controls
Universal Precautions
Exposure Control Plan
Shift/Schedule Changes
o
Post-Exposure Evaluation
o
Administration of Post-Exposure Evaluation and
Follow-up o Procedures for Evaluation the
Incident
PPE
Employee Training
Recordkeeping
I have read and fully understand all practices
and responsibilities.
I agree to observe and follow these practices.
I have received a copy of this policy and
practices.
I understand failure to follow these practices
may affect my current employment, my reemployment, reinstatement, and
vocational assistance rights (worker s comp claims).
I acknowledge that the above information was covered during
the training of Red Mountain Roofing s Bloodborne
Pathogens Policy, and that I was allowed to ask questions following the
training session.
Employee (Print):
Employee Signature:
Training date:
Trainer (Print):
Title:
Emergency Action Plan (EAP)
OSHA
standards 29 CFR 1910.38 and 1926.35
Purpose
This Emergency Action Plan (EAP) outlines the
best procedures that shall be followed by all employees at Red Mountain
Roofing. For the purposes of everyone s safety in an
emergency, employees are considered both full and part-time, workers, and
contracted workers.
Definitions
OTC
refers to over-the-counter pharmaceuticals (i.e., Advil, Excedrin, Tums,
Vitamin C, Neosporin, etc.)
Practices
First Aid and Medical Emergency
Red Mountain Roofing will ensure the
availability of emergency medical services for its employees at all times.
Red Mountain Roofing shall also ensure the availability of a suitable number of
appropriately trained persons to render first aid. The
safety director will maintain a list of trained individuals and take steps to
provide training for those that desire it.
First-Aid Kits
All of Red Mountain Roofing s
buildings and company job sites shall have access to at least one (1) first-aid
kit in a weatherproof container. The first-aid kit will be inspected regularly
to ensure that it is well stocked, in sanitary condition, and any used items
are promptly replaced. The contents of the first-aid kit shall be arranged to
be quickly found and remain sanitary. First-aid dressings shall be sterile and
in individually sealed packages.
OTC drugs, inhalants, medicines, or proprietary
preparations shall not be included in first-aid kits. Other supplies and
equipment, if provided, shall be in accordance with the documented
recommendations of an employer-authorized licensed physician upon consideration
of the extent and type of emergency care to be given based upon the anticipated
incidence and nature of injuries and illnesses and availability of
transportation to medical care (also based on remoteness of the job site.)
Contents of First Aid Kit
First Aid kits will contain at least the following:
|
OSHA has adopted ANSI s list of minimal |
|
16 – |
|
1 – |
|
10-Antiobiotic |
|
10 |
|
1 |
|
1 |
|
10 – |
|
1 |
|
2 |
|
1 |
|
1 |
|
6 |
|
2 |
|
1 |
|
1 – |
|
2 – |
|
2 |
|
1 – |
Administering First Aid
To assure that Red Mountain
Roofing employees are provided with necessary medical services in the event of
an emergency, employees that are injured, but not requiring an ambulance,
should seek medical care at an urgent care closest to their office or job site
(or location if en
route.)
If injured employees cannot drive, but are not in immediate
danger, they should call their supervisor to come pick them up and transport
them to the nearest urgent care whenever medical services are not readily
available.
Red Mountain Roofing will provide a certified first-aid
employee to be in each location, adequate for the number of employees and
exposures presented. These first-aid employees will be certified equal to the
training provided by the American Red Cross or the American Heart Association.
The names of such certified employees are available from
the safety director for office personnel and will be made known to those on job
sites via their supervisor(s).
The telephone numbers of the following emergency services
in the area shall be posted by the safety director at the jobsite gang box, or
otherwise made available to the employees where no jobsite gang box exists:
Local Urgent Care: NextCare Urgent Care – (480) 807-0130
Hospital: Banner Baywood – (480) 321-2000
Ambulance Service: 911
Fire
Department: Mesa
City Fire Department Station 208 – (480) 644-2101
Prior to the commencement of work at any site, the
supervisor shall locate the nearest preferred medical facility and establish
that transportation or communication methods are available in the event of an
employee injury.
Each employee shall be informed of the procedures to follow
in case of injury or illness through new employee orientation, toolbox
meetings, and/or safety meetings.
Where the eyes or body of any person may be exposed to
injurious or corrosive materials, suitable facilities for drenching the body or
flushing the eyes with clean water shall be conspicuously and readily placed
and accessible.
Incidents
These procedures are to be followed in the event of a
serious employee incident:
Call 911 and request the paramedics.
Employees shall report all work-related
incidents to their supervisor immediately, even if the employee does not feel
that they require medical attention. Failure to report any incident may result
in a delay of Workers Compensation benefits and
disciplinary action, up to and including termination.
The supervisor, employee, and first aid
personnel should determine whether or not outside
medical attention is needed. When uncertainty exists on the part of any
individual, the employee shall be sent for professional medical care.
If medical attention is not desired or the
employee refuses treatment, Red Mountain Roofing s Incident Investigation
Report shall still be filled out in case complications arise later.
In all cases, if employees cannot transport
themselves for any reason, transportation should be provided.
In the event of a serious incident involving
hospitalization for more than 24 hours, amputation, permanent disfigurement,
loss of consciousness, or a death, then phone contact shall be made with the
safety director as soon as possible. The safety director must also contact the
nearest State or Federal OSHA office for a fatality within 8 hours and all
work-related inpatient hospitalizations, all amputations and all losses of an eye within 24 hours.
Evacuation Routes
Office Locations
Evacuation route maps have been posted throughout each Red
Mountain Roofing office location.
Job Sites
On Red Mountain Roofing s job sites, there may or may not
be an actual drawing. Whether or not a drawing exists, the job site supervisors
are to review the evacuation routes with employees on the first day of each
job, before any work begins by walking the route and ending up at the
evacuation meeting location. If new employees are brought on the job site,
mid-job, the evacuation routes and meeting place is to
be reviewed with those employees the first day of their reporting to the job
site, before their work begins in the same way as those employees on the first
day of the job.
The following information shall be marked on evacuation
route maps:
Emergency exits.
Stairways if present
Primary and secondary evacuation routes
Locations of fire extinguishers
Location of fire hose systems if provided.
Fire alarm pull
stations location.
Assembly points
All employees should know at
least two evacuation routes.
Emergency Phone Numbers
EMERGENCY: For severe incidents or if
you are unsure if medical attention is needed, call 911 (at an office
one may need to dial 9 first to get an outside line, then 911).
FIRE DEPARTMENT:
911
PARAMEDICS:
911
AMBULANCE: 911
POLICE: 911
Types of emergencies to be reported by employees are:
Bomb Threat Severe
Weather
Extended Power Loss Workplace
Violence
Fire Other
Incidents/Accidents
Medical
Serious Medical Emergency
Call 911 (at an
office some may need to dial 9 first to get an outside line, then 911) ask for
one or more of the following:
Paramedics
Ambulance
Fire Department
Police
Other
Provide the following information:
Nature of medical emergency
Location of the emergency (address, building,
room number)
Your name and the phone number from which you
are calling.
Do not move the victim unless it
is absolutely necessary.
If employees trained in First Aid/CPR are not available, as
a minimum, attempt to provide the following assistance:
Only if latex or vinyl gloves AND eye protection
are available should another employee render minor assistance.
Stop the bleeding with firm pressure on the
wound(s)
Clear the air passage using the Heimlich
maneuver in case of choking.
Do not perform mouth-to-mouth if you do not have
a mouth guard.
In case of rendering assistance to personnel exposed to
hazardous materials, consult the Safety Data Sheet (SDS) and wear the
appropriate personal protective equipment (PPE). A master binder for all SDSs
shall be maintained and available in the corporate office. Also, each company
vehicle and/or job site must have a binder containing all current SDSs. Attempt
first aid and/or CPR ONLY if trained.
Training
Red Mountain Roofing will provide free First Aid/CPR
training to those *employees that wish to volunteer as hands-on emergency
response personnel.
Those *employees wishing to receive the training, please
notify the safety director.
Refresher training shall take place every two (2) years at
no cost to the *employee.
Those *employees that wish to receive the training, but do
not wish to be on the emergency response team can do
so at a discounted price.
*For the training of
First Aid/CPR, employees are those that are full or part time employees only.
Emergency Action Plan
(EAP) Contact Sheet for Red Mountain Roofing
Facility or Job Site Name: Red
Mountain Roofing
Facility or Job Site
Address: 4735 E. Virginia St., Ste.
102, Mesa, AZ 85215
Emergency Personnel Name and Response Numbers
Designated Responsible Employee:
Name: Krystal Beseth Phone:
Emergency Coordinator:
Name: Krystal Beseth Phone:
Emergency Action Plan
(EAP) Policy – Employee Acknowledgment
Topics Covered:
Purpose
Definitions
Practices o First
Aid and Medical Emergencies
First Aid Kits Administering First Aid
o Incidents o Evacuation Routes
Office Locations
Job Site Locations
Emergency Phone Numbers
Emergency Action Plan Contact Sheet for Red
Mountain Roofing
Serious Medical Emergency
Training
Recordkeeping
I have read and fully understand all practices
and responsibilities.
I agree to observe and follow these practices.
I have received a copy of this policy and
practices.
I understand failure to follow these practices
may affect my current employment, my reemployment, reinstatement, and
vocational assistance rights (worker s comp claims).
I acknowledge that the above information was covered during
the training of Red Mountain Roofing s Emergency
Action Plan (EAP) Policy, and that I was allowed to ask questions following
the training session.
Employee (Print):
Employee Signature:
Training date:
Trainer (Print):
Title:
Fall Protection Policy
OSHA
standards 29 CFR 1926 Subpart M
Purpose
Red Mountain Roofing is dedicated to protecting its
employees from falls on the job. All employees of Red Mountain Roofing have the
responsibility to work safely on the job. The purpose of the Fall Protection Policy is to ensure that
every employee who works for Red Mountain Roofing recognizes workplace fall
hazards and to take all appropriate measures to address such fall hazards to
prevent injuries.
Definitions
Anchorage
means a secure point of attachment for lifelines, lanyards or deceleration
devices.
Body
harness means straps which may be secured about the employee in a manner
that will distribute the fall arrest forces over at least the thighs, pelvis,
waist, chest and shoulders with means for attaching it to other components of a
personal fall arrest system.
Controlled
access zone (CAZ) means an area in which certain work (e.g., overhand
bricklaying) may take place without the use of guardrail systems, personal fall
arrest systems, or safety net systems and access to the zone is controlled.
Deceleration
device means any mechanism, such as a rope grab, rip-stitch lanyard, specially-woven lanyard, tearing or deforming lanyards,
automatic self-retracting lifelines/lanyards, etc., which serves to dissipate a
substantial amount of energy during a fall arrest, or otherwise limit the
energy imposed on an employee during fall arrest.
Deceleration
distance means the additional vertical distance a falling employee travels,
excluding lifeline elongation and free fall distance, before stopping, from the
point at which the deceleration device begins to operate. It is measured as the
distance between the location of an employee’s body belt or body harness
attachment point at the moment of activation (at the
onset of fall arrest forces) of the deceleration device during a fall, and the
location of that attachment point after the employee comes to a full stop.
Lanyard
means a flexible line of rope, wire rope, or strap which generally has a
connector at each end for connecting the body belt or body harness to a
deceleration device, lifeline, or anchorage.
Leading
edge means the edge of a floor, roof, or formwork for a floor or other
walking/working surface (such as the deck) which changes location as additional
floor, roof, decking, or formwork sections are placed, formed, or constructed.
A leading edge is considered to be an
“unprotected side and edge” during periods when it is not actively
and continuously under construction.
Lifeline
means a component consisting of a flexible line for connection to an anchorage
at one end to hang vertically (vertical lifeline), or for connection to
anchorages at both ends to stretch horizontally (horizontal lifeline), and
which serves as a means for connecting other components of a personal fall
arrest system to the anchorage.
Personal
fall arrest system means a system used to arrest an employee in a fall from
a working level. It consists of an anchorage, connectors, a body belt or body
harness and may include a lanyard, deceleration device, lifeline, or suitable
combinations of these.
Positioning
device system means a body belt or body harness system rigged to allow an
employee to be supported on an elevated vertical surface, such as a wall, and
work with both hands free while leaning.
Safety-monitoring
system means a safety system in which a competent person is responsible for
recognizing and warning employees of fall hazards.
Self-retracting
lifeline/lanyard means a deceleration device containing a drum-wound line
which can be slowly extracted from, or retracted onto, the drum under slight
tension during normal employee movement, and which, after onset of a fall,
automatically locks the drum and arrests the fall.
Duties and Responsibilities
Constant awareness of and respect for all hazards, and
compliance with all safety rules are considered conditions of employment. The
job site supervisor or foreman, as well as the safety coordinator, reserve the
right to issue disciplinary warnings to employees, up to and including
termination, for failure to follow the guidelines of this policy and the fall
protection site plan.
Employer
It is the responsibility of Red Mountain
Roofing to ensure that all employees understand and adhere to the procedures of
this policy and to follow the instructions of the job site supervisor. Safety
Coordinator
It is the responsibility of the safety coordinator to
review and update the fall protection policy. It is also the responsibility of
the safety coordinator to ensure all employees are properly trained in fall
protection practices.
Supervisors
It is the responsibility of the job site supervisor to
implement this plan. Continual observational safety checks of work operations,
and the enforcement of the safety policy and procedures shall be regularly
enforced. The job site supervisor is responsible for correcting any unsafe
practices or conditions immediately and if needed, notifying the safety
coordinator so changes can be made in the written policy.
Employees
Only those employees designated and trained in fall
protection safety shall be allowed to work in areas of potential fall hazards.
Also, only employees trained and qualified to perform leading edge work shall
do so. Employees shall:
Use a Personal Fall Arrest System (PFAS) when:
o
Working from heights of six (6) feet or higher.
Residential
roofing; on flat roofs, employees working at least six (6) feet away or more
from a leading edge and do not approach the leading edge at any time except to
climb up or down a ladder, do not have to have fall protection. A safety
monitor is still suggested as an added measure of protection.
o
Working from an extension ladder.
o
Working on a scaffold of heights of 10 feet or
higher. o Working
on steel erection of heights of 30 feet or higher.
Inspect all of the PFAS
components prior to and after each use.
Only enter the Controlled Access Zones (CAZ) if
you have been trained in fall
protection.
o
All other employees are not allowed in the CAZ at any time.
Any employee having reason to believe that their PFAS
equipment is defective will notify their supervisor immediately and not use such equipment.
It is also the responsibility of the employee to bring to
management s attention any unsafe or hazardous conditions or practices that may
cause injury to themselves, any other employees and/or potential property
damage.
Any employee who intentionally removes, defeats, damages,
or works outside of any fall protection system shall be subject to disciplinary
action, up to and including termination.
Practices
Personal protective equipment (PPE) shall be provided as
required, including fall arrest systems. The steps below shall be followed
throughout all phases of work:
All fall protection equipment shall be
conspicuously located.
All fall protection equipment shall be
periodically inspected, inspected before each use, and maintained in good
operating condition. Defective equipment shall be immediately taken out of
service and tagged Do Not Use. All
the company s fall protection equipment shall meet industry or regulatory
standards.
Any lifelines or lanyards that have actually been subjected to an in-service load shall be
removed from service and tagged Do Not
Use. Such equipment shall not
be used for employee safeguarding again under any circumstances.
Guardrails, Handrails and Covers
To prevent the possibility of employees or materials
falling through floor, roof or wall openings, or from stairways or runways, the
following procedures shall be exercised where such hazards exist.
Guarding of unprotected sides and edges, leading
edges, hoist areas, dangerous equipment, wall openings, floor openings, floor
holes and roofs with slopes shall be implemented.
Wherever feasible and required, employees shall
be protected from areas of potential falls, which are more than 6 feet above a
lower level, with a guardrail system, including toeboards, a personal fall
arrest system and/or safety nets (except at entrances to stairways), and while
properly using portable ladders and extension ladders.
All ladderway floor openings shall be guarded
with standard railings and standard toeboards.
Wherever feasible, all work areas above
dangerous equipment shall be guarded with a guardrail system, personal fall
arrest systems and/or safety nets.
All hatchways and chute floor openings shall be
guarded by:
o
Hinged covers of standard strength and
construction and standard railings. o A removable standard railing with
toeboards.
o
Skylight openings shall be guarded by fixed
standard railings.
o
Fixed and trap door openings shall be guarded by
floor opening covers of standard strength and construction.
o
Manhole openings shall be guarded by standard
covers.
Wherever feasible, employees shall
be protected when working on surfaces 6 feet or more above a lower level with a
guardrail system, safety net or personal fall arrest system.
All employees exposed to injury from falling
objects shall be required to wear a hard hat.
Additional protection systems such as toeboards,
screens and guardrail systems should be employed wherever feasible to prevent
objects from falling from upper levels.
If necessary, a canopy structure should be built
on the lower level to protect employees, or the area should be barricaded and the employee entrance should be off limits
when the potential for objects to fall exists.
All fall protection systems shall be installed
in accordance with accepted practices.
Personal Fall Arrest System
Employees shall be protected from falling from all sides
and edges of elevated areas, which are more than six (6) feet above a lower
level, where standard protection systems are not feasible, by one of two
methods described below:
By the use of Personal Fall Arrest System (PFAS).
Some or all of the following
equipment will be utilized (as needed) as a personal fall arrest system:
o
Anchorage Devices o Body
Harness o Lanyard o Lifeline
o
Deceleration Device
*NOTE: As of January 1, 1998, body belts are not acceptable as part of
a personal fall arrest system but can be used as a part of a positioning
device system.
All components of a fall arrest system shall meet the
specifications of the OSHA Fall
Protection Standard and shall be used in accordance with
the manufacturer s instructions. All equipment, including supplementary
equipment such as D-rings, snaphooks and connectors, shall comply with
installation and construction requirements of 1926.502(d) and
(e).
The use of non-locking snaphooks is prohibited.
Prior to each use, employees shall inspect all equipment
to determine if it has any flaws, defects or excessively worn parts which would
render it unusable and unsafe. Such equipment shall be immediately removed from
service, tagged Do Not Use , and
sent back to the shop for repair or properly disposed of.
A Fall Protection Plan will be developed and implemented
if all other fall protection systems are not feasible or all other fall
protection options themselves would be a hazard. The Fall Protection Plan shall
comply with provisions of 1926.501(b)(2)(i) and all of 1926.502(k).
Fall Protection from Ladders
1.
Only the following ANSI approved ladders shall be used
by employees of Red Mountain Roofing:
a.
ANSI A14.1-1990 for Portable Wood Ladders
b.
ANSI A14.2-1990 for Portable Metal Ladders
c.
ANSI A14.5-1992 for Portable Reinforced Plastic Ladders
d.
ANSI A14.5-2007 for Fiberglass Ladders
2.
All ladders shall be used in accordance with provisions
of 1926.1051 and 1926.1053.
3.
Ladders shall be inspected daily by a competent person
before use.
4.
Defective ladders shall be tagged Do Not Use and
removed from service.
5.
When using step ladders, no employee shall stand on the
top two steps of the ladder.
6.
Portable extension ladders shall be leaned against the
structure so that distance between the base of the ladder and the structure is
1/4th of the height of the ladder.
7.
Extension ladders are to be used only to climb from one
level to the next. When placed, the top of the ladder must extend 3 feet above
the platform and be secured to prevent it from falling.
8.
If it is necessary to work on any ladder, employees
shall keep their weight centered on the ladder and shall never extend their
center of gravity beyond the vertical rails of the ladder.
9.
Fixed ladders shall be provided with cages, wells,
ladder safety devices or selfretracting lifelines if
the length of climb is less than 24 feet but the top of the ladder extends 24
feet above the lower levels.
10. Metal
and plastic ladders shall be washed if overcome with debris or material that
can make the ladder unsafe in any manner or shorten the normal lifespan of the
ladder. a. Occasionally wash all ladders; dry metal and aluminum ladders
and wax fiberglass ladders with a non-greasy wax (as
suggested by each manufacturer).
Non-Conventional Means of Fall Protection
Red Mountain Roofing s fall protection plan addresses the
use of conventional fall protection at a number of areas, as well as identifies specific activities
that require non-conventional means of fall protection. During the construction
of some structures, it is sometimes infeasible or it
creates a greater hazard to use conventional fall protection systems at
specific areas or for specific tasks. The area or tasks may include, but are
not limited to:
Installation of fixture openings
Installation of conduit risers
Any high work to be performed in any location
where standard equipment (ladders, lifts, etc.) cannot be used
Some roofing work
Brick and masonry
workers
In these cases, conventional fall protection systems may
not be the safest choice. The FP Site Plan is designed to enable employers and
employees to recognize the fall hazards associated with the job and to
establish the safest procedures that are to be followed in
order to prevent falls to lower levels or through holes and openings in
walking/working surfaces. The FP Site Specific plan is developed by a qualified
person.
Each employee shall be trained in
these procedures and shall strictly adhere to them except when doing so would
expose the employee to a greater hazard.
If, in the employee s opinion, a greater hazard would be the result of
following any of the practices in this policy, the employee is to notify their
supervisor of the concern and have the concern addressed before proceeding.
Controlled Access Zone
When using FP Site Plan to implement the other fall
protection options available, employees shall be protected through limited
access to high hazard locations.
Before any non-conventional fall protection systems are
used as part of the fall protection site plan, a Controlled Access Zone (CAZ) shall be clearly defined by the
competent person as an area where a recognized hazard exists.
The demarcation of the CAZ shall be communicated by the
competent person in a recognized manner, either through signs, wires, tapes,
ropes, chains or an employee acting as a safety monitor that remains in the CAZ
for the duration of the job s work day.
The job site Supervisor shall take the following steps to
ensure that the CAZ is clearly marked or controlled by the competent person:
1.
All access to the CAZ shall be restricted to authorized
entrants;
2.
All employees who are permitted in the CAZ shall be
listed in the appropriate sections of the fall protection site plan (or be
visibly identifiable by the competent person) prior to implementation;
3.
The competent person shall ensure that all protective
elements of the CAZ be implemented prior to the beginning of work.
Warning Lines
Warning lines may only be used on flat or low-slope roofs.
Stanchions must be set up at least 6 feet from the edge for general industry
work or 15 feet for construction tasks, unless using
other safety measures like a personal fall arrest system. The warning lines
should be made of ropes, wires, or chains, and must be flagged at intervals of
no more than 6 feet with highvisibility material. They
should also be able to withstand a force of at least 16 pounds.
Only trained and authorized personnel are allowed to work
within the warning line area, and access to the area should be restricted to
minimize the risk of accidental falls.
Regular inspections of the system must be conducted to
ensure its integrity and effectiveness.
Safety Monitoring Systems
In situations when no other fall protection has been
implemented, competent person shall
monitor the safety of employees in these work areas. The competent person shall
be:
1.
competent in the recognition of fall hazards;
2.
capable of warning workers of fall hazard dangers;
3.
operating on the same walking/working surfaces as the
employees and able to see them;
4.
close enough to work operations to communicate orally
with employees; and
5.
free of other job duties that might distract them from
the monitoring function.
No employees other than those engaged in the work being
performed under the safety monitoring system shall be allowed in the area. All
employees under a safety monitoring system are required to promptly comply with
the fall hazard warnings of the competent person.
Fall Arrest Rescue Plan
Prolonged suspension from fall arrest systems can cause
orthostatic intolerance, which, in turn, can result in serious physical injury,
or potentially, death. Research indicates that suspension in a fall arrest
device can result in unconsciousness, followed by death, in less than 30
minutes. To reduce the risk associated with prolonged suspension in fall arrest
systems, Red Mountain Roofing s rescue plan addresses the necessary factors to
prevent prolonged suspension in fall protection devices. The plan includes
procedures for: preventing prolonged suspension, identifying orthostatic
intolerance signs and symptoms, and performing rescue and treatment as quickly
as possible (within 15 minutes).
Description of Hazard
Orthostatic intolerance may be experienced by workers
using fall arrest systems. Following a fall, a worker may remain suspended in a
harness. The sustained immobility may lead to a state
of unconsciousness. Depending on the length of time the suspended worker is
unconscious/immobile and the level of venous pooling, the resulting orthostatic
intolerance may lead to death. While not common, such fatalities often are
referred to as harness induced pathology or suspension trauma.
Signs and symptoms that may be observed in an individual
who is approaching orthostatic intolerance:
|
Faintness |
Nausea |
|
Breathlessness |
Dizziness |
|
Sweating |
Unusually |
|
Paleness |
Unusually Low Blood Pressure |
|
Hot Flashes |
“Greying” |
Factors that can affect the degree of risk of suspension
trauma:
Rescue Procedures
Under 29 CFR 1926.502 (d) (Fall Protection Systems
Criteria and Practices), OSHA requires that employers provide for “prompt
rescue of employees in the event of a fall or shall assure
that employees are able to rescue themselves.” It is Red Mountain
Roofing s policy to initiate rescue procedures immediately and procedures
should occur within 15 minutes.
Rescue procedures shall include the following
contingency-based actions:
If self-rescue is impossible, or if rescue
cannot be performed promptly, the worker should be trained to “pump”
his/her legs frequently to activate the muscles and reduce the risk of venous
pooling. Footholds can be used to alleviate pressure, delay symptoms, and
provide support for “muscle pumping.”
Continuous monitoring of the suspended worker
for signs and symptoms of orthostatic intolerance and suspension trauma.
Ensuring that a worker receives standard trauma
resuscitation once rescued.
If the worker is unconscious, keeping
the worker’s air passages open and obtain first aid.
Monitoring the worker after rescue,
and ensuring that the worker is evaluated by a healthcare professional.
The worker should be hospitalized when appropriate. Possible delayed effects,
such as kidney failure, which is not unusual in these cases, are difficult to
assess on the scene.
Training
Training shall be provided for all
employees who have potential to be exposed to fall hazards. The training will
enable employees to recognize the hazards of falling and train in the practices
to be followed in order to minimize these hazards.
The training shall be conducted by a competent person who
is aware of the nature of fall hazards likely to be encountered by the
employees; the correct procedures for erecting, maintaining, and disassembling
and inspecting fall protection systems, and the role of employees in fall
protection plans and standards.
Workers who wear fall arrest devices while working, and
those who may perform rescue activities, shall also be trained in:
How to ascertain whether their personal
protective equipment is properly fitted and worn, so that it performs as intended;
How orthostatic intolerance/suspension trauma
may occur;
The factors that may increase a worker’s risk;
How to recognize the signs and symptoms
identified in this bulletin; and
The appropriate rescue procedures and methods to
diminish risk while suspended.
Recordkeeping
Any changes to this policy shall be approved by the safety
coordinator and this policy is to be reviewed at least annually. Some reasons
for up-dating this policy and/or the fall protection
site plan are:
as the job progresses, to determine if
additional practices, procedures or training is needed
to be implemented by a competent person
to improve or provide additional fall
protection.
Employees shall be notified and trained, if necessary, in
the revised policy and procedures.
Fall Protection Policy Employee Acknowledgement
Topics Covered:
Purpose
Definitions
Duties and Responsibilities
Practices o Guardrails, Handrails and Covers o Persona
Fall Arrest System o Fall Protection for
Ladders
o Non-conventional Means of Fall Protection o Controlled
Access Zone
Training
Recordkeeping
I have read and fully understand all practices
and responsibilities.
I agree to observe and follow these practices.
I have received a copy of this policy and
practices.
I understand failure to follow these practices
may affect my current employment, my reemployment, reinstatement, and
vocational assistance rights (worker s comp claims).
I acknowledge that the above information was covered during
the training of Red Mountain Roofing s Fall
Protection Policy, and that I was allowed to ask questions following the
training session.
Employee (Print):
Employee Signature:
Training date:
Trainer (Print):
Title:
Fall Arrest Rescue Plan
|
Date: ______________________________ Job ________________________________________________ Location: ___________________________ ________________________________________________ ____________________________________ ________________________________________________
|
||||
|
Contacts
Rescuer(s) _________________ ___________________________
Competent Person
Emergency Contact
Method of □ PA □ Radio Channel: ____________ □
|
Rescue
□ Ladder □ Block & Tackle □ Rescue Pole □ First Aid Kit □ Rescue Rope □ Life Ring □ Spider □ Work Vest □ Scaffold □ (Cutting Device) □ Stokes Litter □ Alternative Lifting &
Location □ Job Site □ Gang Box □ Tool
|
Critical
Anchor Point ___________________________ ___________________________
Landing Area _______________ ___________________________ ___________________________
Rescue ___________________________ ___________________________ ___________________________ ___________________________ ___________________________ |
||
|
Check for |
Comment |
|||
|
□ Have alternatives to using fall arrest |
|
|||
|
□ Has rescue equipment been inspected and found |
|
|||
|
□ Is equipment adequate for the rescue plan |
|
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|
□ Have communication devices been identified, |
|
|||
|
□ Are all rescuers familiar with the use of the |
|
|||
|
□ If working over water, is there a boat |
|
|||
|
|
Response Procedure: 1)
2)
3)
4)
5)
6)
|
|||
Ladder Safety Inspection
Checklist
Employee: Date:
|
Inspection |
Yes |
No |
N/A |
Comments* |
|
Are all the rungs, cleats, |
|
|
|
|
|
Are the |
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|
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|
|
Do the rungs, cleats, or |
|
|
|
|
|
Is the ladder free of |
|
|
|
|
|
Are the side rails and |
|
|
|
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|
Are the ladder’s hardware |
|
|
|
|
|
Do moveable parts operate |
|
|
|
|
|
Are the ropes |
|
|
|
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|
Are all OSHA labels intact |
|
|
|
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|
Are damaged ladders |
|
|
|
|
|
Notes: |
|
|
||
*Additional comments made below or on back of form
Signature:
Fire Prevention and Escape
Policy
Purpose
The Fire
Prevention and Escape Policy for Red Mountain Roofing shall outline what to
do in the event of a fire. Fires can spread fast and cause massive property
damage; items can be replaced, people cannot. The procedures outlined in this
plan will aid the employees of Red Mountain Roofing with doing due diligence to
prevent fires, as well as what to do to escape a fire safely.
Fire Prevention
Practices
Hazardous Chemicals/Materials Storage
Please reference the Hazard Communication Policy for Red
Mountain Roofing.
Housekeeping
Good housekeeping practices apply to both office and field
employees. When applicable:
Each employee is responsible to
see that their work area is free of debris. The work area should be
clean and orderly.
All spilled materials or liquids should be
cleaned up immediately by the employee. If help is needed, the designated
onsite safety personnel can be advised.
Metal covered waste cans are to be used for all oily and/or paint-soaked waste and rags.
All oil and gas fired devices will be equipped
with flame failure controls that will prevent flow of fuel if pilots or main
burners are not working or malfunctioning.
All aisles and passageways shall be kept clear
of storage and debris to allow access to exits in the
event of an emergency.
All exits shall remain unlocked or be equipped
so that they can be opened from the direction of exit travel without the use of
a key or any special knowledge or effort, when the building is occupied. o Do
not block any exit (emergency or
otherwise) with material or equipment at any jobsite unless that exit is being
built or repaired.
All equipment, tools, machines, etc. shall be
properly grounded at all times.
Flex cords (extension cords) shall not be used as a permanent source of
power.
o
Flex cords shall not be daisy chained.
o
Flex cords shall not be plugged into power strips.
All electrical cords shall be free of loose
connectors and damage.
Power strips shall be mounted and not
overloaded.
o
Microwaves and commercial copies/printers shall not be plugged into power strips or
flex cords but shall be plugged into a permanent power source.
Preventative Precautions
Check all outlets and light switch covers to insure they have plates or are patched.
Patch/fill all holes in any walls/doors.
Check to make sure windows and doors that should
open do so at least twice a year.
Scheduled, annual fire sprinkler/alarm maintenance shall be
performed.
Periodically walk around and ensure outlets,
flex cords, power strips, etc. are not
near a water source (i.e., a flex cord plugged in under a water fountain in not allowed.)
Some materials, such as the glues used in roofing, are
highly flammable and require additional preventative precautions.
●
At least one portable fire extinguisher having an Underwriter s Laboratories
Classification rating of not less than 20-B units shall be
located not less than 10 feet, nor more than 50 feet, from any flammable liquid
storage area located outside of a storage room but inside of a building.
●
Open flames and smoking shall not be permitted in or
near flammable or combustible liquid storage areas.
●
Whenever flammable or combustible liquids are
transferred, containers shall be bonded and grounded to prevent discharge sparks of static electricity.
Smoking
For those employees that smoke cigarettes, the following
practices shall be followed:
Smoking shall be allowed:
o Only on breaks and during lunch. o Only
in designated smoking areas.
Smoking in your personal car in the company
parking lot is allowed. Smoking
in company vehicles is not allowed
at any time.
Smoking in your personal car on job sites shall
be determined by the client or general contractor.
All cigarettes shall be extinguished and
disposed of in the proper receptacles; do not
litter.
Cigar smoking is not permitted on company
property.
Electronic cigarettes are permitted in personal
cars.
Smoking at off-site company functions will be
determined on an event-by-event basis.
For marijuana use, please see the Substance Abuse Policy for Red Mountain
Roofing.
Fire Emergency Practices
Once a fire is discovered:
All Locations
Employees shall be immediately notified of such
a situation. An orderly evacuation of the premises shall begin for those not
specifically trained to use fire-fighting equipment, such as fire
extinguishers, water hoses, etc.
The employee(s) in your
department or area identified as able to use fire-fighting equipment and
provide first aid/CPR trained are to be notified.
If an employee is properly instructed in the proper use of
fire extinguishers, and if the fire is identified as still being able to be
contained, those employees shall attempt to control
and put out the fire with the proper fire extinguisher.
o In no event, however, will the employee
remain to fight the fire if there is imminent peril to their life or health.
Corporate Office/Building/Trailer Locations
All employees, visitors, contractors, and vendors shall
evacuate the premises according to the nearest posted Emergency Escape Routes Diagram for fire escape, contained in this
policy and shall meet at the designated place(s) as indicated on the diagrams
for each location to escape fire and the dangers a fire can cause. This meeting
place shall be the same place that is used in all practice
fire drills.
Activate the nearest fire alarm (if installed).
o If a fire alarm is not available, notify
a supervisor and all other employees by means of:
c Horn, whistles or other noise makers. c Paging system. c Voice/Signal commands. c Other
Notify the local fire department if the fire
alarm is connected to a contracted alarm company. This may be required to
prevent false alarms during testing.
Do not assume the contracted alarm company will notify the fire
department.
The safety director is to be notified of all
fires by the department supervisor in which the fire started.
Fire drills shall be held at least annually at
all offices/buildings/trailers.
To assist in an orderly evacuation of the premises, the
safety director has identified the following to oversee the evacuation (and
those employees have been advised):
For the corporate office: The safety director shall oversee
the evacuation of the corporate office.
The human resource director shall serve as the back-up to
the safety director should the safety director not be available, out of the
office, or on vacation.
Field/Job Site Locations
The job site foreman shall oversee the evacuation at
their respective job site. (The supervisor employee on each job site shall
serve as the back-up to the job site supervisor, should the supervisor not be
available, off the jobsite, or on vacation.)
All employees, visitors, contractors, and vendors shall
evacuate the premises according to the emergency escape route discussed on the
first day at the job site or at the beginning of the visit on the job site.
The safety director is to be notified of all fires by the
job site supervisor.
911 shall be called and the fire department
notified, or other emergency agency, if applicable (such as the police for a
serious workplace violence situation), unless specific phone numbers are posted
by work phones.
Employees or others may contact those identified
on emergency phone lists to ask for assistance or for further information on
their duties under this plan.
Fire drills shall be held at least every three
(3) months on job sites.
o Job
sites that have shorter than a three (3) month contract only need to be held:
The
first week of the start of the project. (Fire drills held by a job site general
contractor may also be required.)
To ensure that all employees are properly evacuated, the employee(s) identified to help to assist in the evacuation
of the premises shall take a head count at the beginning of each day’s work
shift. Whenever an evacuation is necessary, as soon as the employees gather at
the designated meeting location outside, another head count will be taken to
compare it with the beginning of the day’s head count. By this means, all
employees will be accounted for. This total count shall then be given to the
safety director.
No employee is to
leave or head home without first being instructed to do so by the safety
director, job site supervisor, or designated back-up personnel.
Fire Extinguisher Techniques
For the safety and protection of our people, multiple fire
extinguishers are located throughout the facility. As per OSHA regulations, Red
Mountain Roofing has the responsibility for educating our employees on the
principles and practices of using a fire extinguisher and the hazards
associated with fighting small or developing fires (29 CFR 1910.157(g)(1),
known as incipient fires.
All Red Mountain Roofing employees, as part of their new
hire training and subsequent annual safety training review, will be educated in
the proper techniques for using a fire extinguisher (29 CFR 1910.157(g)(2) in
the event it becomes necessary as a means to escape or
save their life. This training focuses on developing or improving skills.
These simple steps represent proper fire extinguisher technique and use:
Sound the fire alarm and call the fire
department, if appropriate
Know your evacuation path before approaching a
fire and never let fire, smoke or heat come between you and your evacuation
path.
Retrieve the fire extinguisher.
Discharge the extinguisher within its effective
range using the P.A.S.S. technique (PULL,
AIM, SQUEEZE, SWEEP)
o
PULL pull the pin, which will break the tamper
seal. o AIM aim
low, pointing the extinguisher nozzle or hose at the base of the fire. o SQUEEZE squeeze
the handle to release the extinguishing agent.
o
SWEEP sweep from side to side at the base of the
fire until it appears to be out; watch the area to ensure it does not reignite
and if it does, repeat the above instructions.
Back away from an extinguished fire in case it
flares up again.
Evacuate immediately if the extinguisher is
empty and the fire is not out.
Evacuate immediately if the fire progresses
beyond the incipient stage.
Again, if you have the slightest doubt about your ability
to fight a fire or the nature of the fire situation evacuate immediately! No employees at Red Mountain Roofing are
required to attempt to fight a fire.
Extended Power Loss
In the event of extended power loss to a facility or on a
jobsite, certain precautionary measures shall be taken, depending on the
geographical location and environment of the facility or jobsite:
Ÿ
Unnecessary electrical equipment and appliances
should be turned off in the event that power
restoration would surge, causing damage to electronics and effecting
sensitive equipment.
Ÿ
Facilities with freezing temperatures should
turn off and drain the following lines in the event of a long-term power loss.
o
Fire sprinkler system. o Standpipes
o Potable water lines o Toilets
Ÿ
Add propylene-glycol to drains to prevent traps
from freezing if available.
Ÿ
Equipment that contains fluids that may freeze
due to long term exposure to freezing temperatures shall be moved to heated
areas, drained of liquids, or provided with auxiliary heat sources.
o
Smaller tools should be taken with the employees
when they leave the jobsite only if it is safe to gather those tools.
Upon Restoration of Heat and Power
Ÿ
Electronic equipment shall
be brought up to ambient temperatures before energizing to prevent condensate
from forming on circuitry.
Ÿ
Fire and potable water piping should be checked
for leaks from freeze damage after the heat has been
restored to the facility and the water turned back on.
Severe Weather and Natural Disasters
Flash Floods
If indoors:
Be ready to evacuate as directed by the safety
director or jobsite supervisor and/or the designated
official.
Follow the recommended primary or secondary
evacuation routes.
If outdoors:
Get to high ground and stay there.
Do not
walk or drive through flood water.
If you are in a vehicle and it stalls, abandon
it immediately and climb to higher ground. If the water are
too high, climb on top of the roof of the vehicle and wave your arms.
Wildfire
When a warning is issued by sirens, horns,
vocally, or other means; look for smoke in the sky, as this will indicate the
direction in which noy to travel. It
will also give a small indication as to how far away the fire is.
In the corporate office, gather in the front
reception area for verbal instructions to be given by management.
On jobsites:
o
If time allows, quickly and calmly clean up your
area, concentrate on putting tools into the company vehicle and making sure
there are not any trip hazards.
o
If time does not allow, quickly and calmly
unplug any equipment, making sure not to cause any trip hazards.
Leave the equipment
after it is unplugged.
Meet in the designated meeting area for a head
count.
o
On job sites: If time is critical, and the fire
is too close or an evacuation has been given, get in
your vehicle and drive approximately 15 miles in the opposite direction of the
fire, pull over and call your supervisor.
Employees
that leave the jobsite and do not check in within one (1) hour following the
evacuation notice will be subject to *disciplinary action, up to and including
termination.
All employees are to wait to hear from your
supervisor or the safety director before returning to the office, warehouses,
or any jobsite.
*Disciplinary action will be taken for those employees that
do not check-in within one (1) hour after evacuating a work location because if
all employees are not accounted for, it will be assumed that the employee that
did not check-in is trapped or hurt and unnecessary manpower will be spent
trying to find this employee.
Dust Storms
If indoors:
Stay indoors until the dust clears and
visibility returns to normal.
If outdoors:
Quickly and calmly unplug any equipment.
Get into the nearest vehicle as soon as
possible.
If you are in a vehicle and cannot get indoors,
stay there until the dust clears and visibility returns to normal; tuning off the a/c or heater once the vehicle is inside the
storm.
Job Site Specific
The above procedures must be incorporated into each job
site. On the first day of the job, before any work begins, the jobsite supervisor shall select a designated meeting
location, onsite, but away from any major building structures if possible. This
location shall be where the employees will meet in case of an emergency that
calls for all work to stop or an evacuation of a structure.
Also, as a precautionary measure, the jobsite
supervisor shall also select be a near-by, off-site location (i.e., fast food
restaurant, convenience store, etc.) to meet in case the property is evacuated
or there is no way, due to the emergency, for all employees to make it to the
onsite meeting location.
The supervisor shall also appoint a lead employee on the
jobsite or assign another employee the duty of back-up evacuation coordinator
(in case the Supervisor is the one with or in the emergency
situation.)
Training
All employees designated to use fire extinguishers or to
oversee an evacuation shall receive additional training. This training will be
evaluated and changed as needed.
Recordkeeping
Head counts, police reports, insurance documents, etc.,
shall be kept for a period of seven (7) years after the incident occurred.
Fire Prevention and
Escape Policy – Employee Acknowledgment
Topics Covered:
Purpose
Fire Prevention Practices o Hazardous
Chemicals/Materials Storage
o
Housekeeping
o
Preventative Precautions o Smoking
Fire Emergency Practices o All
Locations
o
Corporate Office/Building/Trailer Locations o Field/Job
Site Locations o Extended Loss of
Power o Upon
Restoration of Heat and Power o Severe Weather and Natural Disasters
Flash Floods
Wildfire
Dust Storms o Job
Site Specific
Training
Recordkeeping
I have read and fully understand all practices
and responsibilities.
I agree to observe and follow these practices.
I have received a copy of this policy and
practices.
I understand failure to follow these practices
may affect my current employment, my reemployment, reinstatement, and
vocational assistance rights (worker s comp claims).
I acknowledge that the above information was covered during
the training of Red Mountain Roofing s Fire Prevention and Escape Policy, and
that I was allowed to ask questions following the training session.
Employee (Print):
Employee Signature:
Training date:
Trainer
(Print):
Title:
Hand and Power Tools Policy
OSHA
standard 29 CFR 1910 Subpart P
Purpose
Red Mountain Roofing is committed to providing a safe work
environment for our entire staff. In pursuit of this goal, this policy is
implemented to make certain that employees are using hand and power tools in a
safe manner. Employees at Red Mountain Roofing are exposed to hazards presented
by hand and power tools when they use them in their line of work.
Definitions
A Hand Tool means any portable, non-electric or battery powered tool that workers
use with one or both of their hands during the course of
work.
A Power Tool means any tool, portable
or stationary, handheld or not, that has a power source provided either by a
direct electrical current or battery.
Machine Guarding means one or more
methods of safety features or devices that protect the worker from possible
injury due to projectiles, nip and pinch points, rotating parts or loss of
control.
Duties and
Responsibilities
Management
It is the responsibility of management to support and
oversee the implementation of this Hand
and Power Tool Policy and make certain that the employees are aware of all
requirements pertaining to this policy. They are also responsible for setting
an example of proper safety practices and make certain
that all employees follow the safety practices of the policy. Safety
Director
The safety director is responsible for direct
implementation of the Hand and Power Tool
Policy. The safety director will
maintain, review (at least annually), and update the
policy whenever necessary to include new or modified tasks and procedures.
Safety Committee
It is the responsibility of the safety committee to
present any needed changes or adjustment to the policy
that will protect all workers.
Supervisor
It is the responsibility of the supervisor to make certain
that all employees in their crew or under their leadership are following all
safety practices and working safely.
Employees
It is the responsibility and duty of the employee to
follow all safety practices and procedures that the employer has put into
practice and made them aware of.
Practices
Red Mountain Roofing s hand and power tools are never to be:
Left overnight on a job site.
Taken home by any employee and used for personal
reasons.
Loaned out to a friend or family member.
Loaned out to another trade.
Returned to a store for cash or store credit
(unless you are the employee that made the purchase, then the cash or store
credit shall be turned over to the safety director.)
Hand Tools
Do not
use tools for tasks other than that for which they are
designed.
Do not
use hand tools that are damaged.
Do not
use cutting tools that are not properly sharpened.
Power Tools
Do not
wear baggy clothing.
Wear protective PPE.
Secure your work equipment/machine.
Drill pilot holes.
Properly set the drill bit.
Use a center punch to start holes.
Apply proper pressure to the drill.
Do not
carry a tool by the cord or
hose.
Do not
yank the cord or the hose to disconnect it from the receptacle.
Keep cords and hoses away from heat, oil, and
sharp edges.
Disconnect tools when not using them, before
servicing and cleaning them, and when changing accessories such as blades,
bits, and cutters.
Keep all people not involved with the work at a
safe distance from the work area.
Secure work with clamps or a vise, freeing both
hands to operate the tool.
Do not
hold fingers on the switch button while carrying a plugged-in tool. Maintain tools with care; keep them
sharp and clean for best performance.
Follow instructions in the user’s manual for
lubricating and changing accessories.
Be sure to keep good footing and maintain good
balance when operating power tools.
Wear proper apparel for
the task. Loose clothing, ties, or jewelry can become caught in moving parts.
Remove all damaged portable electric tools from
use and tag them: “Do Not Use.”
Training
All employees will be trained on
all power tools and any specialty hand tools required to be used by Red
Mountain Roofing.
Hand and Power Tool
Policy – Employee Acknowledgment
Topics Covered:
Purpose
Definitions
Duties and Responsibilities
Practices o Hand
Tools o Power Tools
Training
I have read and fully understand all practices
and responsibilities.
I agree to observe and follow these practices.
I have received a copy of this policy and
practices.
I understand failure to follow these practices
may affect my current employment, my reemployment, reinstatement, and
vocational assistance rights (worker s comp claims).
I acknowledge that the above information was covered during
the training of Red Mountain Roofing s Hand and Power Tool Policy, and that I
was allowed to ask questions following the training session.
Employee (Print):
Employee Signature:
Training date:
Trainer (Print):
Title:
Hazard Communication Policy
(HazCom)
OSHA
standard 29 CFR 1910.1200
Purpose
The Hazard
Communication Policy (HazCom) for Red Mountain Roofing was created to make
sure hazardous substances are properly identified and labeled in the workplace,
that employees have access to information about those hazardous substances, and
that employees are provided with information and training on how to prevent
injuries and illnesses due to possible exposure with
those hazardous substances.
Definitions
Exposure
or exposed means that an employee is subjected in the course of employment
to a chemical that is a physical or health hazard and includes potential (e.g., accidental or possible) exposure.
“Subjected” in terms of health hazards includes any route of entry
(e.g.,
inhalation, ingestion, skin contact or absorption.)
Hazardous
chemical means any chemical which
is classified as a physical hazard or a health hazard, a simple asphyxiant,
combustible dust, pyrophoric gas, or hazard not otherwise classified.
o For the
purposes of this policy, hazardous chemical, material and substance are all
interchangeable terms.
Health
hazard means a chemical which is classified as posing one of the following
hazardous effects: acute toxicity (any route of exposure); skin corrosion or
irritation; serious eye damage or eye irritation; respiratory or skin
sensitization; germ cell mutagenicity; carcinogenicity; reproductive toxicity;
specific target organ toxicity (single or repeated exposure); or aspiration
hazard. The criteria for determining whether a chemical is classified as a
health hazard are detailed in Appendix A to 1910.1200 Health Hazard Criteria.
Physical
hazard means a chemical that is classified as posing one of the following
hazardous effects: explosive; flammable (gases, aerosols, liquids, or solids);
oxidizer (liquid, solid or gas); self-reactive; pyrophoric (liquid or solid);
self-heating; organic peroxide; corrosive to metal; gas under pressure; or in
contact with water emits flammable gas. See Appendix B to 1910.1200 Physical
Hazard Criteria.
Duties and
Responsibilities
Each employee shall carefully follow established work
practices and promptly report observed or potential problems to their
supervisor.
No job at Red Mountain Roofing is so vital or urgent as to
justify the risk of employee overexposure to a hazardous substance. Always ask
when in doubt. Proceed with a job only after being satisfied that it is safe
for you to do so. The safety director will make sure that any employee that
does not speak English will have the training in their respective
language.
Practices
Hazardous Evaluation Procedures
Each Safety Data Sheet (SDS) binder shall have a chemical
inventory is a list of hazardous chemicals known to be present in the
workplace. The safety director continually reviews every chemical used by Red
Mountain Roofing and verifies that every chemical used is on the Master Chemical Inventory List. When
shipments of new chemicals arrive, the Master
Chemical Inventory List will be updated. After the chemical inventory is
compiled, it serves as a list of every chemical for which a Safety Data Sheet
(SDS) must be maintained. A chemical that is not shown on the current list will
not be ordered without prior coordination with the safety director.
The Master Chemical
Inventory List shall be kept in the front of the
SDS binders. The location of the binders shall be
posted throughout the workplace and each company
vehicle shall also carry an SDS binder.
NOTE: If a gang box is placed at the jobsite, then an SDS
binder shall be kept inside the gang box as well.
Chemicals will only be purchased by authorized personnel.
When purchasing chemicals, the following factors will be considered:
1.
The health and safety properties of the products.
2.
The quantity used.
3.
The amount used per shift. If possible, the containers
purchased should be the smallest that economically will support efficient
production.
Each new purchase request shall require the supplier to
provide new SDS with each shipment.
Task Evaluation
Each task that requires the use of hazardous chemicals
should be evaluated to determine the potential hazards. This hazard evaluation
includes the chemical, or combination of chemicals, which will be used in the
workplace, as well as other materials that will be used near the work area.
Recommendations for the correct personal protective equipment (PPE) are found
in Red Mountain Roofing s PPE policy. Be cautious of chemicals that give off
fumes or vapors, as they could mix with other chemicals nearby and cause an
undesirable reaction.
Safety Data Sheet (SDS)
The OSHA HazCom standard requires employers to make
employees aware of the hazardous chemicals to which they are exposed during
employment. Red Mountain Roofing is accomplishing this by compiling a Master Chemical List, using the safety
data sheets (SDSs) of each chemical, and by ensuring that containers are
properly labeled. Red Mountain Roofing will also provide our employees with
training and information on how to read and utilize the SDSs.
This HazCom Policy applies to all work operations at Red
Mountain Roofing, where employees may be exposed to hazardous chemicals under
normal working conditions or during an emergency situation.
Employees are required to follow the established safety and health guidelines
when working with hazardous chemicals.
Copies of the SDSs for hazardous chemicals are available
in the binders entitled Safety Data
Sheets.
All employees are
required to review the SDS for any chemical they will handle BEFORE handling it
for the first time. (If an employee drives their own personal vehicle to
the job site and will be working with a hazardous chemical/substance, that
employee should make copies prior to going to the job site of any relevant
SDSs.)
If after reading this policy, it is discovered that
improvements can be made, or you have any questions
about this written policy, please contact the safety director, who has overall
responsibility for this HazCom policy.
GHS Addendum for Safety Data Sheet (SDS)
All SDSs are now required to contain the following 16
sections:
Section one (1)
Identification: Includes product identifier; manufacturer/distributor name,
address, phone number, emergency phone number; recommended use; restrictions on
use. Section two (2) Hazard(s)
Identification: Includes all hazards regarding the chemical; required label
elements.
Section three (3)
Composition/Information on Ingredients: Includes information on chemical
ingredients, trade secret claims.
Section four (4)
First Aid Measures: Includes important acute or delay symptoms/effects;
required treatment.
Section five (5)
Fire-fighting Measures: Lists suitable extinguishing techniques/equipment;
chemical hazards from fire.
Section six (6)
Accidental Release Measures: List s emergency procedures; protective
equipment; proper methods of containment and cleanup.
Section seven (7)
Handing and Storage: Lists precautions for safe handling and storage
including incompatibilities.
Section eight (8)
Exposure Controls/Personal Protection: Lists OSHA s Permissible Exposure
Limits (PELs); Threshold Limit Values (TLVs); Appropriate engineering controls;
personal protective equipment (PPE)
Section nine (9)
Physical and Chemical Properties: Lists the chemical s
characteristics. Section ten (10)
Stability and Reactivity: Lists chemical stability and possibility of
hazardous reactions.
Section eleven (11)
Toxicological Information: Includes routes of exposure; related symptoms,
acute and chronic effects; numerical measures of toxicity.
Section twelve (12)
Ecological Information: Includes its effect on the environment. Section thirteen (13) Disposal Information:
Includes proper means of disposing of the chemical.
Section fourteen
(14) Transport Information: Includes proper and safe methods of
transporting the chemical.
Section fifteen
(15) Regulatory Information: Includes information on regulations regarding
the chemical.
Section sixteen
(16) Other Information: Includes the date of preparation or last revision.
Labeling
All containers of hazardous chemicals in the workplace and
at each job site shall be clearly labeled with the identity of the chemical
(same as on the applicable SDS), and the appropriate hazard warnings. Those
employees having supervisory responsibility, such as a
lead/on-site supervisor, shall ensure that such labels are not defaced and that
they remain legible at all times.
The safety director shall ensure that an adequate supply
of blank labels is kept on-hand and made available.
The safety director is responsible for anticipating, as much as possible, the
hazards that would be present for non-routine tasks, such as a chemical spill
or container rupture. Clean-up procedures and proper PPE shall be considered and
adequate training for such tasks shall be addressed by the safety committee.
The following requirements apply to labeling:
It is extremely important that all containers of
chemicals are properly labeled. In the rare event that the hazardous chemicals
that are in the containers themselves remove ink and labels, then an
alternative method of identification must be enforced and written down.
(i.e., blue bottle for water, green bottle for bleach,
etc.)
The original manufactures
label shall be maintained. If the product is transferred to other containers,
the original label or a photocopy shall be maintained on file. Any new
containers shall be labeled in such a manner as to enable the information on
the original label to be accessed.
When moving hazardous substances to new
containers, the labels on the new containers will easily be identifiable with
the original container label.
All containers will have the appropriate label,
tag or marking prominently displayed that indicates the
identity, safety and health hazards (the use of the NFPA diamond is a
good identifier of health hazards.)
All warning labels, tags, etc., must be
maintained in a legible condition and not be defaced.
Incoming chemicals are to be checked for proper
labeling.
Pictograms
Labels
Personal Protective Equipment (PPE)
By following correct procedures, no employee should
experience any harmful effects from working with hazardous chemicals in their
workplace. As another layer of protective measure, Red Mountain Roofing
provides PPE for all its employees. Employees must follow Red Mountain
Roofing s PPE policy and wear the adequate protective
equipment at all times.
General Safety Rules When Working with Chemicals
Store incompatible chemicals in separate areas.
(i.e., oils and flammable products cannot be stored within 20 feet of welding
tanks.)
Substitute lesser toxic materials whenever
possible.
Limit the volume of volatile or flammable
material to the minimum needed for short operation periods.
Provide means of containing the material if
equipment or containers should break or spill their contents.
Chemical Storage
The separation of chemicals (solids or liquids) during
storage is necessary to reduce the possibility of unwanted chemical reactions
caused by accidental mixing. Explosives should be stored separately in approved
areas. Use either distance or barriers (e.g., trays) to isolate chemicals into
the following groups:
Flammable liquids: store
in approved containers in approved flammable storage lockers.
Acids: Should be stored in approved containers
and locations. Do not store other
hazardous materials that are not compatible (potentially other acids,
flammables and bases).
Bases: do not
store bases with acids or any other material.
Other liquids: ensure other liquids are not
incompatible with any other chemical in the same storage location.
Housekeeping
Maintain the smallest possible inventory of
chemicals to meet immediate needs.
Periodically review the stock of chemicals on
hand.
Ensure that storage areas or equipment
containing large quantities of chemicals are secure from accidental spills.
Rinse emptied bottles that contain acids or
inflammable solvents before disposal.
Rag cans will be emptied and properly disposed
of on a weekly basis.
Do not
pour chemicals onto the ground.
Do not
dispose of chemicals through the storm drain system.
Do not
place hazardous chemicals in salvage or garbage receptacles.
Do not
dispose of highly toxic, malodorous chemicals down sinks or sewer drains.
Safety for Spills, Containment, and Clean up
Assume all chemicals are hazardous. The number of
hazardous chemicals and the number of reactions between them is so large that
prior knowledge of all potential hazards cannot be assumed. Use chemicals in as
small quantities as possible to minimize exposure and reduce possible harmful
effects. Only those properly trained should do the actual clean-up of any
spills or leaks.
In Case of an Emergency
Promptly inform co-workers and supervisors of
all spills, leaks or releases of hazardous materials.
Implement the proper Emergency Action Plan
(EPA).
Evacuate people from the area.
Isolate the area from a safe distance.
If the material is flammable, turn off the
ignition and heat source if possible.
Only personnel specifically trained in emergency
response and properly equipped are permitted to participate in chemical
emergency procedures beyond those required to evacuate the area.
Call 911 (some phone lines may require you to
dial 9 first to get an outside line, then dial 911) for Emergency Response Team
assistance if the spill or leak poses a potentially disastrous problem or if
the properly trained personnel are not available to conduct the clean-up.
Contractors and Their
Employees
All outside contractors working inside Red Mountain
Roofing s facilities or on Red Mountain Roofing s jobsites are required to
follow the requirements of this policy. The safety director will provide
contractor s information on:
Location of SDS binders.
Precautions to be taken to protect contractor
employees.
Potential exposure to hazardous substances.
Chemicals used in or stored in areas where they
will be working.
Recommended PPE.
Labeling system for chemicals.
When an outside contractor will be
used, it shall be the responsibility of the on-site supervisor, or the safety director when the supervisor is not available, to advise the
contractor of any hazardous chemicals to which their employees may be exposed
and the appropriate protective measures to be taken. Conversely, it will be the
same person s responsibility to determine if the contractor will be using any
hazardous chemicals during this work that would expose Red Mountain Roofing s
employees. Appropriate training and protective measures must be taken in order to protect all Red Mountain Roofing s employees.
Prior to any work being performed by an outside contractor involving hazardous
chemicals, the safety director is to be advised.
Media and Outside
Sources
The safety director is responsible for responding to
requests from members of the community, including law enforcement and
regulatory agencies, on matters relating to hazardous chemicals/substances used
at Red Mountain Roofing.
Training
All employees with potential to exposure of any hazardous chemicals shall complete HazCom
training. Scheduled training will be given at least one training class per
year, per employee (this will most likely be completed via group training.)
When a new hazardous chemical is introduced to the workplace, those employees
with potential for exposure will be given refresher training (specific to the
new hazardous substance.)
Training for this program will include:
The purpose and need for this policy,
including the basic concept that gives every employee
the right-to-know about hazardous chemicals in the
workplace.
The location and availability of this written
HazCom policy and SDS binders.
How to read and utilize the SDSs.
The identity, upon request, of any chemical to
which the employee is exposed.
Methods and observations used to detect the
presence or release of a hazardous chemical in the work area such as appearance
or odor or a brand-new container leaking.
The physical and health hazards associated with
different chemicals.
Measures that employees can take to protect
their own safety and health, including those established for normal work
practices, emergency procedures, and the use of PPE.
Details of the HazCom policy, including an
explanation of the labeling system.
Emergency responses; what to do and what not to
do.
New employees will receive their training in the new hire
orientation.
Recordkeeping
This HazCom policy and other documents relating to this
policy will be reviewed at least annually by the safety director for changes,
improvements, and/or updates.
The following documentation will be kept at the corporate
office:
SDSs for one (1) year after its use has been
discontinued.
o
SDSs for 30 years if an exposer incident
occurred.
The relevant SDS(s) will then become part of the
employee(s) medical file.
Chemical inventory lists once up-dated
for three (3) years after updating has occurred.
Training records for the length of employment.
o
Training record(s) for 30 years if an exposure
occurred.
The relevant training record(s) will then become
part of the employee(s) medical file.
Hazard Communication
Policy Employee Acknowledgement
Topics Covered:
Purpose
Definitions
Duties and Responsibilities
Practices
Safety Data Sheets (SDS)
Labeling, Pictograms, and Labels
Personal Protective Equipment
General Safety Rules When Working with Chemicals
Safety for Spills, Containment, and Clean up.
Training
Recordkeeping
I have read and fully understand all practices
and responsibilities.
I agree to observe and follow these practices.
I have received a copy of this policy and
practices.
I understand failure to follow these practices
may affect my current employment, my reemployment, reinstatement, and
vocational assistance rights (worker s comp claims).
I acknowledge that the above information was covered during
the training of Red Mountain Roofing s Hazard
Communication Policy and that I was allowed to ask questions following the
training session.
Employee (Print):
Employee Signature:
Training date:
Trainer (Print):
Title:
Heat Illness Prevention Policy
Purpose
The Occupation Heat
Exposure Illness Prevention Policy was created to educate Red Mountain
Roofing employees of the many conditions that result
from prolonged exposure to various forms of heat. These conditions can range in
severity from a simple heat rash to a serious heat stroke;
even death. It is important that each of Red Mountain Roofing s employees
understand the risks of working in conditions where extreme heat conditions
exist, whether inside out outdoors. It is vital that employees can identify the
symptoms related to heat exposure and follow the necessary first aid for
themselves or for a co-worker.
Duties and
Responsibilities
Management
Red Mountain Roofing shall take the following steps to
protect employees from heat exposure related
illnesses:
Provide adequate amounts of drinking water to employees.
o
Outside, during summer, an average of drinking 1
cup per 15 minutes (4 cups per hour) shall be made available per employee.
Monitor employees who are at risk of heat
stress.
If no shade is available at the jobsite, some
form of shade for breaks/lunches and/or emergencies will be provided.
Heat exposure related
illness training; includes information about:
o
Employee risk
o
Prevention
o
Symptoms
o
The importance of monitoring yourself and
co-workers for symptoms o Treatments
o
Personal protective equipment (PPE)
Develop a heat emergency response plan
Ensure all supervisors and key personnel have
direct access to medical services or emergency numbers.
Regularly review and update this policy based on
feedback, new research, or changes in regulations. Conduct drills to ensure
that all staff are familiar with emergency procedures.
Employees
If it is possible, workers should avoid extreme heat and
humidity. When these exposures cannot be avoided, workers should take the
following steps to prevent heat related illnesses:
Drink water frequently.
o
Outside, during summer, drinking 1 cup per 15
minutes (4 cups per hour) per employee is recommended.
o
Drinking water at night and in the morning
before work.
Wear light-colored, loose-fitting, breathable
clothing such as cotton.
o
Avoid non-breathing synthetic clothing. o Avoid
tight fitting clothing.
o
Keep a change of socks and shirts if possible.
Gradually build up to heavy work; start the day slow and move as your body allows. Try to schedule strenuous work during
the coolest parts of day (mornings or nights.)
Take more frequent breaks in extreme heat and/or
humidity.
o
Take breaks in the shade or a cool area when
possible.
o
Avoid drinks with caffeine, alcohol, and large
amounts of sugar (especially soda and energy drinks.)
Be aware that protective clothing or PPE that may increase the risk of heat related illnesses.
o
But use PPE to help protect from the heat such
as shaded eye protection, long sleeves to keep the direct sun off the skin, and
when available, cooling cloths.
Monitor your physical condition and that of your
coworkers.
o
Know your limits and do not overdo it.
DISCLAIMER: Heat
exposure related illnesses can permanently disable for life or even cause death
in a short period of time. For this reason, it is imperative that employees
with known health problems make their supervisor aware of such health
conditions. Supervisors shall not discuss any health information with anyone
other than the employee who told them of their condition, Human Resources,
and/or any medical personnel that would be called in an emergency.
Practices
The company will maintain these practices where employees
may be exposed to high temperatures:
Monitor Heat Conditions
Heat Index/Wet Bulb Globe Temperature (WBGT) Tracking: Use
weather services or on-site monitoring equipment to track the heat index or
WBGT. Ensure that these measurements are taken at regular intervals, especially
during peak heat hours, to provide an accurate assessment of heat stress risk.
Provide Drinking Water
Access to Water: Ensure that every employee has access to
at least one quart of water per hour. Water stations should be strategically
placed around the work area, ensuring they are within a short distance from all workstations.
Water Quality: The water provided must be cool (preferably
between 50 F to 60 F) to encourage consumption and prevent heat stress.
Create Break Areas
Outdoor Settings: Set up shaded areas or portable
air-conditioned units where employees can rest. Use canopies, tents, or natural
shade if possible.
Indoor Settings: Ensure that indoor break areas are
well-ventilated or air-conditioned. Maintain a comfortable temperature below
the external heat to facilitate recovery.
Implement
Acclimatization Protocols
Gradual Introduction: New employees or those returning
from more than a week off should have a gradual increase in workload over 5-7
days to build tolerance to the heat.
Allow and Encourage Rest Breaks
Scheduled Breaks: Implement a schedule where employees
take regular, paid breaks in the designated cool areas. The frequency of breaks
should increase with higher heat levels.
Ensure Effective Communication
Two-Way Communication: Establish clear channels for
employees to report feeling unwell or if they notice signs of heat stress in
themselves or others. Use tools like mobile apps or walkie-talkies for remote
workers.
Use Personal Protective Equipment (PPE)
Cooling PPE: Wear items like cooling vests, neck wraps, or
hats that can help in reducing body temperature. Ensure that these are
effective and comfortable for use during work hours.
First Aid
Employees shall follow all first aid steps listed below as it coordinates with a heat exposure
related illness:
Heat Rash
Heat rash is a skin irritation
caused by excessive sweating during hot, humid weather.
Symptoms of heat rash can include, but are not limited to:
Heat
rash looks like a red cluster of pimples or small blisters. It is more likely
to occur on the neck and upper chest, in the groin, under the breasts, and in
elbow creases.
First Aid for Heat Rash
Employees experiencing heat rash should:
Try to work in a cooler, less humid environment
when possible.
Keep the affected area dry. o To help remove sweat-soaked clothes, have a change of socks
and shirts when possible.
Specialty dusting powder (found at a local drug
store or prescribed by a physician) may be used to increase comfort.
NOTE: In extreme heat
and/or humidity, heat rashes can be especially bothersome and painful;
showering or bathing as soon as you get home from work is extremely important
to help keep rashes from breaking the skin and causing more issues (infections,
open wounds, etc.)
Heat Cramps
Heat cramps usually affect employees who sweat a lot
during strenuous activity. This sweating depletes the body’s salt and moisture
levels. Low salt levels in muscles causes painful
cramps. Heat cramps may also be a symptom of heat exhaustion. (Eating a heavy
meal just before working in the heat can cause cramping in the stomach, which
may or may not be heat cramps.)
Symptoms of muscle cramps can include:
Muscle
pain or spasms, usually in the:
o abdomen, o arms, o and/or legs.
First Aid for Heat Cramps
Employees with heat cramps shall:
Seek medical attention if any of the following
apply:
o
The employee has heart problems. o The employee is on a low-sodium diet. o The cramps do not subside within one hour.
o
The employee has had previous heat-related
illnesses before.
Stop all activity, and sit in at least a shaded,
but preferred cool place.
Have the employee sip on water or other cool,
non-alcoholic, non-caffeinated beverages. o Do not allow the employee to gulp down
cold water/beverages, as this can shock the body and do more harm than good.
Do not allow the employee return
to work for a few hours after the cramps subside because further exertion may
lead to heat exhaustion or heat stroke.
Heat Exhaustion
Heat exhaustion is prevalent among employees in the labor
industry, especially when temperatures are high and when people work outdoors.
Heat exhaustion is a minor disorder that is an early symptom of the more
serious disorder Heat stroke, so it must be dealt with in the beginning. Heat
exhaustion is the body’s response to an excessive loss of the
water and salt, usually through excessive sweating. Employees most prone
to Heat exhaustion are those that are elderly, have high blood pressure, and
those working in a hot environment (this environment can be indoors as well.)
Symptoms of heat exhaustion can include:
Heavy sweating
Extreme weakness or fatigue
Dizziness, confusion
Nausea
Clammy, moist skin
Pale or flushed complexion
Muscle cramps
Slightly elevated body temperature
Fast and shallow breathing
First Aid for Heat Exhaustion
Treat an employee suffering from heat exhaustion with the
following:
Seek medical attention if any of the following
apply:
o
The employee has heart problems.
o
The employee is on a low-sodium diet.
o
The employee is not feeling any relief within 30
minutes.
If the employee has had previous heat-related
illnesses before. Have them rest in a cool, shaded or air-conditioned area.
Have the employee sip on water or other cool,
nonalcoholic, non-caffeinated beverages.
Have the employee take a cool shower, bath, or
sponge bath.
Remove any clothing possible that isn t
necessary.
Heat Stroke
Heat stroke is the most serious heat-related illness. It
occurs when the body becomes unable to regulate its own temperature and the
body s core heats above normal temperatures. The body’s temperature rises
rapidly, the sweating mechanism fails, and the body is unable to cool down.
When heat stroke occurs, the body temperature can rise up
to 106 degrees Fahrenheit or higher within 10 to 15 minutes. Heat stroke can
cause death or permanent disability if emergency treatment is not given
immediately.
Symptoms of heat stroke can include:
Hot, dry skin (high body temperature to the
touch);
Hallucinations;
Chills;
Throbbing headache;
Confusion/dizziness; o Slurred
speech;
Complete loss of energy; might want to sleep (do
not allow the employee to sleep until seen by a doctor.)
First Aid for Heat Stroke
Take the following steps to treat an employee with heat
stroke:
Call 911 (at the corporate office – dial 9 first
to get an outside line, then 911) and notify their supervisor or the safety
coordinator immediately.
Move the sick employee(s) to a cool shaded area,
indoors with air conditioning if possible.
Cool the employee using methods such as:
o
Soaking their clothes with cold water. o Spraying, sponging, or showering them with cold water. o Fanning
their body.
o
Removing any unnecessary clothing.
Placing bags of ice under the arms, behind the
neck and in the groin area.
o
Do not
use bare ice directly on the skin.
Extreme Heat
Outdoor workers who are exposed to hot and humid
conditions are at a high risk of heat exposure related illness. The risk of
heat illness becomes greater as the weather gets hotter and more humid. This
situation is particularly serious when hot weather arrives suddenly, or early
in the season, before workers have had a chance to adapt to hotter weather.
Outdoor workers
include any workers who spend a substantial portion of the shift outdoors.
These workers are at risk of heat illness when the heat index is high.
Additional risk factors are listed below. The
workers listed below must be taken into consideration even when the heat index
is lower:
Work in direct sunlight – adds up to 15 degrees
to the heat index.
Perform prolonged or strenuous work.
Wear heavy protective clothing or impermeable
suits.
Performing tasks that generate heat (when it is
already extremely hot/humid outside.
Working in enclosed areas without a breeze,
fans, or an A/C.
IMPORTANT: Whether for yourself or a co-worker, employees shall not ignore heat
illness symptoms when the temperature is over 110 or excessively high at a time
of year when the weather should be cooler. Also, do not ignore symptoms when
the humidity reaches over 70%, as the moist air may mask the lack of the body sweating.
Training
All employees should receive training on recognizing the
symptoms of heat stress, the importance of hydration, and how to use provided equipment. Annual refresher courses are mandatory,
with additional training sessions if there are changes in work conditions or
after any heat-related incidents.
Recordkeeping
Training Records
Training records are completed for each employee upon
completion of training. These documents shall be kept for the length of
employment with Red Mountain Roofing and at least three years after the
employee leaves Red Mountain Roofing. These documents are kept at the corporate
office.
The training records include, but are not limited to the
following:
The date of the training sessions,
the contents or a summary of the training
sessions, to include, but not limited to:
o
types of heat illnesses o symptoms
of each type of illness
o
first aid for each type of illness o the
OSHA Heat Index
the names and qualifications of persons conducting the training, and
the names and job titles of all employees
attending the training sessions.
Medical Records
Medical records are maintained for each employee with a
heat exposure related illness incident. Human
Resources is responsible for maintenance of the required medical records.
These confidential records are kept at the corporate
office for at least the duration of employment, plus 30 years.
Employee training and/or medical records are provided upon
written request to the employee or the employee s authorized representative
within 15 working days.
Heat Illness Prevention
Policy for Red Mountain Roofing – Employee Acknowledgment
Topics Covered:
Purpose
Duties and Responsibilities
Practices
Training
Recordkeeping
I have read and fully understand all practices
and responsibilities.
I agree to observe and follow these practices.
I have received a copy of this policy and
practices.
I understand failure to follow these practices
may affect my current employment, my reemployment, reinstatement, and
vocational assistance rights (worker s comp claims).
I acknowledge that the above information was covered during
the training of Red Mountain Roofing s Heat
Illness Prevention Policy, and that I was allowed to ask questions
following the training session.
Employee (Print):
Employee Signature:
Training date:
Trainer (Print):
Title:
Housekeeping Policy
Purpose
Red Mountain Roofing has established a sanitation and
housekeeping policy to ensure a safe, healthy, and productive work environment.
Good housekeeping reflects employee pride in the workplace, and it must be
practiced to ensure a safe working environment.
Practices
There are several common workplace hazards that are avoidable, if proper housekeeping practices are followed.
These include, but are not limited to:
Tripping on items left on floors or stairs and
slipping on soiled surfaces.
Being struck by falling objects.
Running into piles of material or protrusions.
Health hazards presented
by unsanitary conditions.
Impeded access to exit routes in case of a fire
or other emergency.
Fire hazards presented by improper disposal of
flammable or combustible materials.
By ensuring good housekeeping practices at the worksite,
the employer reduces certain hazards, and provides a range of benefits,
including:
More efficient materials handling.
Greater control over workplace materials and
inventory.
Streamlined maintenance routines and reduced
janitorial workload.
Efficient use of space.
Greater employee morale and productivity
Hazards
The hazards associated with poor housekeeping and
sanitation include:
Injuries from slips, trips and falls.
Illnesses from unsanitary workplace conditions.
Exposure to hazardous materials and/or vermin.
Good Housekeeping Planning
To be effectively implemented, good housekeeping practices
must be built into everyday work procedures and be complemented by a work
environment that encourages organization, cleanliness and a systematic,
efficient means to store, move, use and dispose of materials.
Poor housekeeping can block exits and access to emergency
equipment. Failure to remove trash and other debris also increases the risk of
fire/explosion, and the presence of pests.
In the interest of safe housekeeping, the following
requirements will be met by this company s housekeeping plan:
Employees will participate in jobsite cleanup
during their shift.
Employees will dispose of rubbish quickly and
properly.
Materials, tools, and equipment will be stored
to prevent tipping, and away from walkways, ceilings, and power lines.
Work and travel areas must remain tidy, well
lit, and well ventilated.
Any hazardous areas or conditions must be marked
with a sign to prevent injury or illness.
Daily, weekly and monthly cleaning procedures should be
implemented to help establish routines that maintain workplace cleanliness and
organization.
Housekeeping Safe Practices
All aisles, passageways, storerooms, and service
rooms must be kept clean and orderly.
Aisles and passageways will be marked or
otherwise identified, and when mobile equipment and employees use the same
aisle or passageway, clearances must be provided and maintained to ensure safe
passage.
Materials, including scrap and debris, will be
piled, stacked or placed in a container to prevent creating hazards to
employees, and as often as necessary, to keep work and travel areas orderly.
Loose materials not being used will not be
allowed to accumulate.
Keep equipment and areas around equipment clear
of scrap and waste.
Do not drop material or rubbish freely from any
level; use chutes or other approved devices.
Sufficient inventories of cleaning supplies will
be kept on-site. Cleaning chemicals must be stored in spill-proof containers
away from toxic or reactive chemicals.
Workplaces and passageways that are slippery
from oil or grease, other substances, or other causes will be cleaned or
covered with sand, sawdust, or other material to prevent slipping.
Where any wet process is performed, adequate
drainage will be maintained or false floors, platforms, or mats used.
Where an employee is required to work on a wet
surface in a wet process, the surface will be slip resistant.
Guardrails temporarily removed for materials
delivery will be immediately replaced when work is done and involved employees
must wear fall protection until guardrails are back in place.
Keep electrical cords away from areas where
people could trip over them.
Keep electrical cords away from wet areas. Never
let a cord sit in water.
Keep floors and passageways free from protruding
nails, electrical cords, splinters, holes, or loose boards.
Kitchens must be furnished with sufficient trash
receptacles.
Garbage capable of rotting or becoming putrid
must be placed in a covered container. Container contents will be disposed of
at frequent and regular intervals.
Refrigerators must be cleaned out each week, and
counters, microwaves, and sinks should be cleaned each day.
Employees are discouraged from eating at desks
or anywhere not designated for eating.
Ensure restrooms are cleaned and sanitized
regularly. An adequate stock of paper goods and soap must be maintained
at all times to ensure a hygienic workplace.
Hose and electric conductors must be elevated
over or placed under the walkway or working surfaces or be covered by adequate
crossover planks.
Access to exits, fire alarm boxes and
fire-extinguishing equipment will be maintained at all times.
Oils, paints thinners, solvents, waste, rags or
other flammable substances must be kept in fire-resistant covered containers
when not in use.
During construction, alteration or repairs, form
and scrap lumber with protruding nails, and all other debris, must be kept cleared from work areas, passageways and stairs, in and
around buildings or other structures.
Combustible scrap and debris must be removed at
regular intervals during construction. Safe methods will be provided for such
removal.
Containers must be provided for the collection
and separation of waste, trash, oily and used rags and other refuse.
Containers used for garbage and other oily,
flammable or hazardous wastes, such as caustics, acids
or harmful dusts must be equipped with covers.
Garbage and other waste must be disposed of at
frequent and regular intervals.
Where vegetation is a hazard, employees will be
protected by vegetation control or other means of protection, such as, but not
limited to, a barrier, PPE or medication.
Sanitation
Red Mountain Roofing will ensure that all requirements
regarding potable water, toilet and washing facilities, food and eating areas,
and temporary sleeping areas (if applicable) will meet the required relevant
regulations.
Potable Water
Potable water must be provided and placed in locations
readily accessible to all employees. The water must be suitably cool and
available continuously in sufficient amounts to keep all employees hydrated, taking into account the air temperature, humidity and nature
of the work performed. The water will be dispensed in sanitary single use
drinking cups, or by fountains. Common drinking cups are prohibited.
Portable containers used to dispense drinking water must
be tightly covered, regularly cleaned and refilled at least daily. Containers
must have a tap, and water must not be dipped from containers. The containers
must be clearly marked as to the nature of their contents, made of a material
that maintains water quality, and not used for any other purpose.
Potable drinking water, as well as toilet and hand-washing
facilities, must be maintained in accordance with appropriate public health
sanitation practices.
Non-Potable Water
Outlets for non-potable water, such as water for
irrigation or firefighting purposes, will be identified by signs that clearly
indicate the water is unsafe, and is not to be used for drinking, washing or
cooking purposes. There will be no cross-connection, open or potential, between
a system that furnishes potable water and a system that furnishes non-potable
water.
Eating and Drinking Areas
No employee will be permitted to consume food or beverages
in a toilet room or in any area exposed to a toxic
material.
All employees’ food service facilities and operations
shall meet the applicable laws, ordinances and regulations of the jurisdictions
in which they are located.
Receptacles constructed of smooth, corrosion resistant,
easily cleanable or disposable materials will be provided and used for the
disposal of waste food. The number, size and location
of such receptacles must be adequate to encourage their use and not result in
overfilling. These receptacles must be emptied at least once each working day,
unless unused, and shall be maintained in a clean and
sanitary condition. Receptacles will have a solid tight-fitting cover unless
sanitary conditions can be maintained without use of a cover.
No food or beverages shall be stored in toilet
rooms or in an area exposed to a toxic
material.
All employee food service facilities and operations shall
be carried out in accordance with sound hygienic principles. In all places of
employment where all or part of the food service is provided, the food
dispensed shall be wholesome, free from spoilage, and shall be processed,
prepared, handled, and stored in such a manner as to be protected against
contamination.
Vermin Control
Every enclosed workplace will be constructed, equipped and
maintained, so far as reasonably practicable, as to prevent the entrance or
harborage of rodents, insects and other vermin. A continuing and effective
extermination program will be instituted where their presence is detected.
Training
Red Mountain Roofing will verify that all employees are
trained on:
Our housekeeping and sanitation policy
How to avoid slips, trips and falls.
Proper waste disposal procedures and storage
locations
Recordkeeping
Training records will include the following information:
The dates of the training sessions
The contents or a summary of the training
sessions
The names and qualifications of persons conducting the training.
The names and job titles of all persons attending the training sessions.
Employee training records will be retained for the length
of their employment.
Housekeeping Policy –
Employee Acknowledgment
Topics Covered: Purpose
Practices o Hazards
o Good Housekeeping Planning o Housekeeping Safe Practices o Sanitation o Potable
Water o Non-potable
Water o Eating
and Drinking Areas o Vermin Control
Training
Recordkeeping
I have read and fully understand all practices
and responsibilities.
I agree to observe and follow these practices.
I have received a copy of this policy and
practices.
I understand failure to follow these practices
may affect my current employment, my reemployment, reinstatement, and
vocational assistance rights (worker s comp claims).
I acknowledge that the above information was covered during
the training of Red Mountain Roofing s Housekeeping
Policy, and that I was allowed to ask questions following the training
session.
Employee (Print):
Employee Signature:
Training date:
Trainer (Print):
Title:
Incident Investigation Policy
Purpose
The Incident
Investigation Policy for Red Mountain Roofing has been created as a tool to
investigate accidents, incidents and near misses (from herein referred to as an
incident), which will help to reduce or eliminate the hazard so that the same
incident is not repeated. This policy will also assist in the review and
revision of polices already in place or the creation
of new policies to:
To prevent or decrease the likelihood of similar
incidents.
To identify and correct unsafe work practices
and physical hazards. (Incidents are often caused by a combination of these two
factors.)
To identify training needs. This makes training
more effective by focusing on factors that are most likely to cause unwanted
events.
Definitions
Accident is defined as: any unexpected
occurrence that results in injury to personnel, damage to equipment,
facilities, or material, or interruption of normal operations.
Note: For the purposes of this procedure, accident,
incident and near-miss are all referred to as an incident.
Duties and Responsibilities
Management
It will be management s responsibility to ensure
corrective actions are taken within a reasonable time period.
Safety director
The safety director will review the Incident Investigation Report(s) and repair all necessary
corrective action(s). The safety director will also handle any media that may
arise from the incident. (If the incident is of great significance, then Red
Mountain Roofing s lawyers will handle all media inquiries.)
The safety director will also ensure the OSHA 300/300A log
reflects the correct entry(ies).
Safety Committee
The safety committee will investigate all work-related
accidents in a timely manner. This includes minor incidents, “near
misses”, unusual illnesses, as well as serious injuries and fatalities.
Property damage will also be investigated.
Immediately upon being notified of an injury, illness or
accident (including near misses), the safety director or safety committee shall
conduct an investigation. The purpose of the
investigation is to determine the cause of the incident and determine a
corrective action to prevent future reoccurrence; not to fix blame or find
fault. An unbiased approach is necessary in order to
obtain objective findings.
Supervisors
The supervisor(s) will obtain the employee(s) statement(s)
and assist filling out the Incident Investigation Report. Supervisors will also gather all
statements from witness(es), catalog all evidence and
take photographs.
Supervisors will also ensure the scene is secure and any
damaged property is sectioned off or machinery/equipment is tagged Do Not Use
until the investigation is over.
Employees
Employees will cooperate with the supervisor(s), safety
committee, the safety director, all members of management involved and if
necessary, Red Mountain Roofing s lawyers.
At no time is any
employee allowed to talk with the media other than the safety director, a
member of management, or the Red Mountain Roofing s lawyers.
Practices
Scope
The nature and magnitude of the investigation will depend
on the severity of the incident (injury, illness, accident, or near miss
situation). It could be as simple as a one- or two-page form (included in the
safety manual), or as extensive as requiring photographs, video, samples, and
interviews, etc. Anyone responsible for conducting an
investigation will be trained in investigation procedures.
What types of incidents does Red Mountain Roofing
investigate?
Fatalities
Serious injuries
Unusual illnesses
Minor injuries
Property damage
Near misses
Other incidents
Procedures for Investigation
Immediately upon being notified of any incident, the
safety director or safety committee shall:
Visit the incident scene as soon as possible.
Provide any needed first aid
or call 911 (depending on location one may need to dial 9 first to get an
outside line, then 911) for the injured/ill employee(s).
If possible, make sure the hazardous condition
that caused the incident has been removed or contained.
Collect facts and evidence while the moment is
still fresh and before witnesses forget important details.
If possible, interview the injured worker at the
scene of the incident and verbally “walk” him or her through a
re-enactment. All interviews should be conducted as privately as possible.
Report the incident to the job site supervisor
or the safety director.
o
Incidents will be reported to the insurance
carrier within 24 hours.
o
All serious incidents will be reported to the
carrier as soon as possible.
Consider taking signed statements in cases where
facts are unclear or there is an element of controversy.
Thoroughly investigate to identify all incident
causes and contributing factors. Document details graphically. Use sketches,
diagrams and photos as needed. Take measurements when appropriate.
All incidents involving death must be reported
to federal and state OSHA within eight (8) hours. All incidents involving
disfigurement, amputation, loss of consciousness, in-patient hospitalization of
one (1) or more employees, and the loss of an eye must be reported to federal
and state OSHA within 24 hours.
Focus on causes and hazards. Develop an analysis
of what happened, how it happened, and how it could have been prevented.
Determine what caused the incident itself, not just the injury/illness.
Every investigation must also include an action
plan. How can such incidents be prevented in the future?
In the event a third party or defective product
contributed to the incident, save any evidence as it could be critical to the
recovery of claim costs.
Accurate and Prompt Investigations
Ensure information is available.
Causes can be quickly corrected.
Helps identify all
contributing factors.
Reflects management concern.
Reduces chance of recurrence.
Investigation Tips
Avoid placing blame.
Document with photos and diagrams, if needed.
Be objective, get the facts.
Reconstruct the event.
Use open-ended questions.
Questions to Ask
When investigating using open-ended questions such as:
who, what, (i.e., What PPE were you wearing? ), when, where, why, and how will
provide more information than closedended questions (i.e., “Were you
wearing gloves?”) Examples include:
How did it happen?
Why did it happen?
How could it have been prevented?
Who was involved?
Who witnessed the incident?
Where were the witnesses at the time of the
incident?
What was the injured worker doing?
What was the employee working on?
When did it happen?
When was the incident reported?
Where did it happen?
The single, most important question that must be answered
as the result of any investigation is: “What
do you recommend be done (or have you done) to prevent this type of incident
from recurring?”
Completing the Investigation
Take or recommend corrective action(s).
Document the corrective action(s).
The safety director and possibly the safety
committee will review the results of all investigations.
Consider all safety program modifications.
Certain non-confidential information obtained through
investigations may be used to update and improve Red Mountain Roofing s current
policies.
Training
All employees will train on incident reporting by doing
hypothetical incident reports, to be determined based on previous 300A log
reports, with the selection agreed upon by the safety committee, at least
annually.
Supervisors, the safety committee members, the safety
director, and members of management will train on incident reporting by
compiling the hypothetical incident reports from the annual employee
training.
Recordkeeping
Training records for the practice investigations will be
kept for a period of three (3) years.
All other records will be kept for the duration of the
employee s employment, plus 30 years.
All records are to be kept at the corporate office.
Incident Investigation
Report for Red Mountain Roofing
This report form is to document the findings of an
investigation into an accident, incident or near-miss on the jobsite or in the
workplace. The form is to be filled out as soon as possible after any accident,
incident, or near-miss occurs.
Date event
occurred: 
Time event occurred: 
Employee(s) Involved:
Job title(s) and department(s):
Specific work area where accident/incident occurred:
Supervisor/lead person(s):
Witness(es):
Witness(es) Contact Number(s):
Brief description of the accident or incident:
Incident Investigation Report for Red Mountain
Roofing continued
Was the event
considered a near-miss? Yes No
Did the injured
employee(s) see a doctor? Yes No
If yes, did you file an employer s portion of a worker s compensation
form?
Yes
No
Did the
injured employee(s) go home during their work shift? Yes No
If yes, list the date and time injured employee(s) left job(s):
__________________________________________________
What could have been done to prevent this accident/incident?
If yes, what has been done?
_____________________________________________________________________
_____________________________________________________________________ _____________________________________________________________________
_____________________________________________________________________
If no, what needs to be done?
_____________________________________________________________________ _____________________________________________________________________ _____________________________________________________________________ _____________________________________________________________________
Investigators
Signature Investigator s Name Print
Date:
Investigator (above)
Date: Management (below)
Management s
Signature Management s Name Print
Additional comments/notes:
______________________________________________________________________________
______________________________________________________________________________
Incident Investigation Policy Employee Acknowledgement
Topics Covered:
Purpose
Definitions
Duties and Responsibilities
Practices o Scope
o Procedures for Investigation o Accurate and Prompt Investigations o Investigation
Tips o Questions to Ask o Completing the Investigation
Incident Investigation Report
Training
Recordkeeping
I have read and fully understand all practices
and responsibilities.
I agree to observe and follow these practices.
I have received a copy of this policy and
practices.
I understand failure to follow these practices
may affect my current employment, my reemployment, reinstatement, and
vocational assistance rights (worker s comp claims).
I acknowledge that the above information was covered during
the training of Red Mountain Roofing s Incident
Investigation Policy, and that I was allowed to ask questions following the
training session.
Employee (Print):
Employee Signature:
Training date:
Trainer (Print):
Title:
Incident Reporting Policy
Purpose
An unfortunate injury or illness has occurred. The
employee(s) has been treated, the accident site secured, and, if able, the
employee(s) and any witnesses have completed the company s Incident Report
Form. Now it is time to gather those completed forms, compile them into a
summary report, notify the proper agencies, and begin the investigation.
Duties and
Responsibilities
Safety director and/or Safety Committee
The following shall be carried out by the safety director,
however; the safety director may choose to delegate on or all duties to a
supervisor(s) or safety committee member(s).
1.
Call the emergency contact listed in the employee(s)
file(s) and make sure they have been notified of the injury/illness.
2.
Call the appropriate manager as well as Human Resources
personnel and inform s/he of the injury/illness.
3.
Gather all of the completed
incident report forms (which shall include any photos and/or drawing of the
occurrence) and use those forms to fill out the applicable sections of the
incident summary report.
4.
Contact the urgent care or hospital the employee(s) was
taken to for care and arrange for authorization to have initial diagnosis and
updates sent to the company as they become available. (This is for initial care
only. Once the employee has been released, providing follow-up visit
information, if needed, to the company will be the employee s responsibility.)
5.
Notify Red Mountain Roofing s Worker s Comp insurance
agency within 10 days. (If a death or catastrophe occurs, call the insurance
agency immediately, or if after business hours, the beginning of the next day s
shift.)
6.
Determine if the injury/illness is recordable or
reportable on the OSHA Form 300:
Recordable It has to
be recorded within 7 days from the incident date on the OSHA Form 300 (aka 300 Log).
Reportable has to be
reported directly to OSHA within 8 hours of the death or catastrophe (3 or
more employees hospitalized) and recorded on the 300 Log.
Booklets and Forms to
be Completed
Red Mountain Roofing
Incident Report Form
Incident Summary Report
Medical Records Release (in case the urgent
care or hospital doctors require more information on the employee(s) health and s/he is unable to speak.
Urgent Care and/or Hospital will vary depending on jobsite.
Medical Records Release (signed by the
employee(s) or the employee(s) representative; authorizing the urgent
care/hospital to release medical status of the employee(s) to Red Mountain
Roofing). This release, and any medical
updates received, is to be kept with the confidential employee files.
Worker s Compensation Insurance Agency
AZ Industrial Commission
http://www.ica.state.az.us/Claims/Claims_main.aspx
OSHA Recordkeeping Forms
https://www.osha.gov/recordkeeping/RKforms.html
Training
All employees that are involved in the reporting process
(other than the injured employee) shall train on Incident Reporting by doing
hypothetical incident reports, to be determined based on previous 300A log
reports, with the selection agreed upon by the safety committee, at least
annually.
Supervisors, the safety committee members, the safety
director, and members of management will train on Incident Reporting by
compiling the hypothetical incident reports from the annual employee
training.
Recordkeeping
Training records for the practice investigations will be
kept for a period of three (3) years.
All other records will be kept for the duration of the
employee s employment, plus 30 years. All records are to be kept at the
corporate office.
Incident Reporting
Policy Employee Acknowledgement
Topics Covered:
Purpose
Duties and Responsibilities
Booklets and Forms to be Completed.
Training
Recordkeeping
I have read and fully understand all practices
and responsibilities.
I agree to observe and follow these practices.
I have received a copy of this policy and
practices.
I understand failure to follow these practices
may affect my current employment, my reemployment, reinstatement, and
vocational assistance rights (worker s comp claims).
I acknowledge that the above information was covered during
the training of Red Mountain Roofing s Incident Reporting Policy, and that I
was allowed to ask questions following the training session.
Employee (Print):
Employee Signature:
Training date:
Trainer (Print):
Title:
Materials Handling Equipment
Policy
OSHA
standards 29 CFR 1910.178 – 180
Purpose
The Materials
Handling Equipment Policy for Red Mountain Roofing will explain to
employees how to properly operate, use and work in and around equipment used to
move (load, unload, sort, stack, etc.) material. The equipment listed in this
policy has the potential to do physical harm if not handled or operated
correctly. Extensive property damage is also likely should an incident take
place, which could mean unwanted downtime for the company and the employees.
Definitions
The load
rating is the limit of a load the equipment can
handle, set by the manufacturer.
A powered
industrial truck (PIT) is a vehicle designed to carry and lift materials. A
common PIT is a forklift.
Practices
The following practices shall be followed by employees for
all materials handling equipment:
Know how to operate the equipment you are using
as per the manufacturer s guidelines.
The operator, prior to each use, shall inspect
all equipment.
o
Any defective equipment shall
be repaired or replaced before continued use. Any
defective equipment shall be tagged Do
Not Use .
If
provided, seatbelts shall be worn at
all times when operating equipment.
Use only equipment that is appropriate for the
work to be done.
The rated load shall be
posted and legible for all equipment and machines.
Inspect equipment to ensure that it is in good
working condition before beginning a job. In addition, ensure that regular
inspections and maintenance are conducted as appropriate.
o
If provided, log inspections on an inspection
log sheet.
Ensure the following
before leaving equipment unattended:
o
All buckets, blades, forks, lifts etc. are on
the ground or stored properly.
o
Transmission is in
neutral (if the transmission is an automatic, place in
park). o Engine/power
is off.
o
Equipment is secure against unintentional
movement.
Turn the engine/power off before refueling or
recharging.
Keep all shields and safety guards in place.
Avoid underground utilities and overhead power
lines.
Do not
get on or off moving equipment.
Do not
attempt to lubricate or adjust a running truck.
Do not
stress or overload your equipment.
Do not
use equipment when you are drowsy, intoxicated, or taking prescription
medication that may affect your performance.
Forklift Operations
Only authorized employees may operate forklifts
(aka powered industrial trucks).
Do not
allow yourself to be distracted while raising or lowering a load.
If you must stop during an operation, check the
exact position of the mast in relation to other material before resumption of
activity.
Ensure that the forklift has an overhead barrier
to protect the operator from falling objects.
Always set the emergency brake when leaving the
equipment unattended.
Drive up and back down ramps.
Do not
speed.
Do not
allow riders.
Do not
raise people on a forklift.
Do not
walk, stand, or work under the elevated portion of a forklift (even if it is
not loaded).
Material Stacking and Unstacking
Stacking
Stacking materials maximizes space use and facilitates
materials control. When planning materials stacking, the following points must
be considered:
The permissible floor loading and the design
load-handling capability of storage racks and bins
The site layout with adequate walkways and
aisles
Materials routing in and out
Method of stacking to be used.
Available or required materials
handling facilities and equipment.
Area lighting avoiding
shadow areas.
Pallet design and load bearing capacity
Factors governing the size of stacks are volume
and area available, and size, bulk, weight, type, rigidity and fragility of
materials to be stacked.
Loaded pallets must not normally be stacked more
than three high.
Stability of stacks must be determined by:
A safe ratio of height to base area
Sound interlocking of the materials, either
naturally or artificially
How much of the aggregate weight is borne by the
components in the lowest tier of the rack.
Good placement of every component in a stack,
with no overhangs
Heavy items of equipment stored in custom-built crates or
containers must not be stacked on top of the other (only the bases of these
containers are designed to bear the load of the contents).
Stacks must be positioned away from walls or bulkheads and
must not allow footing for persons to gain access to
unguarded machinery. Racks must be inspected periodically to determine its
condition and confirm its continuing capability to support the loads for which
it was constructed.
Un-stacking
The majority of incidents
involving the collapse of stacked materials occur when a stack is being taken
down. During this activity, the following must apply:
Only one person may be responsible for the manner in which the stack is reduced.
If the employee in charge had no part in the
stacking, the employee must become familiar with the type of stacking before
work begins.
The stack should be taken down tier by tier
without taking bites out of it.
Tubular or other fencing around the stack should
be reduced in height as the stack is reduced.
The area around the stack should be kept clear
of tripping hazards.
Training
Red Mountain Roofing will provide
training prior to any job assignment for selected employees on the proper
operation and use of one or more of the above materials handling equipment.
OSHA
requires every forklift operator be trained and
certified to operate the powered industrial truck in the workplace, and that
the operator s performance be evaluated on the provisions of 1910.178(l)(3)
every three years. Red Mountain Roofing shall
maintain a record documenting that the driver has successfully completed the
training. That is the only operating “license” required by OSHA.
Awareness training of working in/around this equipment will be provided to all employees.
Materials Handling Equipment Policy Employee
Acknowledgement
Topics Covered:
Purpose
Definitions
Practices o Forklift
Operations o Material Stacking and Unstacking
Training
I have read and fully understand all practices
and responsibilities.
I agree to observe and follow these practices.
I have received a copy of this policy and
practices.
I understand failure to follow these practices
may affect my current employment, my reemployment, reinstatement, and
vocational assistance rights (worker s comp claims).
I acknowledge that the above
information was covered during the training of Red
Mountain Roofing s Materials Handling
Equipment Policy, and that I was allowed to ask questions following the
training session.
Employee (Print):
Employee Signature:
Training date:
Trainer (Print):
Title:
Mental Health and Suicide
Prevention Policy
Purpose
Red Mountain Roofing maintains
the following policy to assist managers and employees in creating greater
awareness about employee mental health and suicide prevention.
Mental health is just as
important as physical health. Mental illness may be detrimental to a person, as
it impacts happiness, productivity, and collaboration. Mental health issues
also may affect companies, in the form of:
●
Turnover
●
Absenteeism
●
Poor employee performance
●
Employee substance
abuse
●
Work-related accidents
●
Workplace violence
or harassment
Red Mountain Roofing has measures
to promote the good mental health of its employees and has a plan for
supporting employees and colleagues with mental health conditions or who may be
at risk of suicide. With this policy, Red Mountain Roofing desires to support
our employees and create a healthy and happy workplace.
Responsibilities
Managers
Managers proactively identify mental health issues among
employees. If managers perceive that an employee is in a state of emotional or
psychological distress, they should reach out to the employee. Managers should
also train employees to follow suicide prevention practices indicated below.
Managers and HR ensure the company adheres to these policies.
Employees
Employees should follow best practices to reduce stress in
the workplace and to follow good mental health practices. Employees have the
responsibility to report suspected mental health issues of fellow workers,
including signs of suicide, to their supervisor. Employees should also follow
suicide prevention practices listed below.
Practices to Promote Mental Health
What are mental health issues?
Mental health issues in the workplace are any conditions
that affect employees state of mind. These conditions may include mild
depression, stress and severe anxiety which may result in burnout or nervous
breakdowns. Substance abuse may also affect mental health issues.
Mental health problems manifest in different ways. Some
employees may suffer with no physical side effects, while others may experience
physical symptoms (i.e., increased blood pressure, lethargy, changes in eating
habits).
Factors that cause mental health issues
Employees may experience mental health issues for various
reasons that an employer cannot control (i.e., hereditary, family conflicts,
general health). There are also work-related reasons for mental health
problems, including:
Job insecurity
Excessive pressure Work-life imbalance.
Lack of appreciation
Hostile workplace conditions
Unsatisfactory job or workload
Unpleasant relationships with colleagues or
managers
Our company s managers and supervisors aim to recognize and
reduce cases of workplace pressures that contribute to mental health issues.
Company Actions
Red Mountain Roofing aims to:
Treat mental illness seriously
Identify mental health issues proactively and
resolve them.
Support employees who face mental health
problems
Create a pleasant workplace in collaboration
with managers, supervisors, and employees.
Internal Policies
As a way to prevent employee
mental health problems, we have additional policies or guidance for:
Anti-retaliation
Anti-discrimination
Workplace violence
Open communication
Parental leave
Short-term disability leave
Other stress-relieving workplace options or
accommodations
These policies or guides help preserve a healthy workplace
where employees can enjoy work and balance their jobs with their personal
lives. Managers and HR ensure the company adheres to these policies.
In the case of an employee mental health problem, Red
Mountain Roofing will also establish a voluntary Employee Assistance Program
(EAP) which includes confidential health assessments and counseling.
Mental Health Awareness
In order to raise mental health
awareness and combat the stigmas associated with them, Red Mountain Roofing
will:
Provide
training. We will schedule training for managers and employees explaining
important elements of mental health and review policy guidelines.
Keep
employees informed. We will train and encourage employees to understand and
avoid mental health issues.
Compile
helpful resources. We will establish a repository of articles, videos and
infographics about mental health. These resources will be maintained and
disseminated to employees by the HR department.
Job-related Issues
Issues related to work, compensation, job insecurity and
work-life balance can heavily burden our employees. In these cases, we
encourage our employees to speak to the HR department personnel
about how to handle their individual situations better.
Additionally, we encourage open communication between
employees and managers. If employees have a work-related problem, they should
speak openly to their managers. Managers are in turn obliged to listen to their
employees, keep mental health information strictly confidential, and should
search for mutually satisfying solutions together.
Manager Roles
Managers should also proactively identify mental health
issues among their employees. If they perceive that an employee is in a state
of emotional or psychological distress, they should reach out to them.
Here are some tips on how managers can address an employee
who suffers from mental health issues in common situations:
If an employee has work-related problems,
managers should come up with a solution that will alleviate the problem.
If an employee has issues collaborating with
colleagues, managers should meet with concerned employees and serve as
mediators. If the problem is severe (i.e., violence, harassment,
victimization), managers should contact the HR department.
If an employee s problems are personal or the
employee refuses to discuss them, managers should encourage them to contact a
mental health professional or use resources provided by the HR department.
Employee Recognition and Development
One way to prevent our employees from excessive stress is
to recognize their work and invest in their personal growth. For this reason,
we will establish:
Recognition programs
Mentorship programs
Learning and development programs
Compliance with the Law
Federal and state laws protect employees who suffer from
medical conditions (i.e., clinical depression) or mental disorders (i.e.,
schizophrenia). Consistent with our non-discrimination practices, we will treat
these employees fairly and we won t oblige anyone to disclose their condition
or other medical information. Instead, we will attempt to support employees who
come to us with mental health issues and establish strategies that are
non-discriminatory.
We will provide reasonable accommodation for people with
mental disabilities.
Practices to Prevent Suicide
Defining the Issue
Suicide is not exclusive. Anybody from any ethnic or
cultural background, creed, age, education level, and sexuality are susceptible
to suicide. Attempted suicide is defined as an act of self-injury with at least
some intent to die as a result of the act.
Usually, these attempts are a way for someone to avoid
confronting their problems of intense emotional pain when they do not know how
to healthily deal with it.
Red Mountain Roofing strives to maintain a healthy and
happy workplace. In order to help prevent suicide the
company will:
Provide information for employees on mental
health and suicide prevention.
Ensure all employees know what resources are
available for support, both within the organization and in the local community.
Foster a work environment in which employees
feel comfortable talking about problems that have an impact on their ability to
do their job effectively and support each other during difficult times.
Identify and reduce work-related stressors which
can negatively impact mental health.
Risk Factors
Risk factors are events or situations that may increase the
likelihood of a suicide attempt or death. These risk factors may help identify
those who are most at risk of attempting suicide.
Who Is the Most at Risk
Men, especially those who work in hazardous environments,
make up 77% of successful suicides. Men are at risk, in part, due to cultural
constrains that discourage men from talking about suicidal thoughts. Certain
trades, such as construction work, have an unusually high risk for suicide
among men.
Women have the most attempted suicides. Women tend not to
choose highly lethal ways to make an attempt on their
own lives.
LGBTQ individuals, especially when young, are also a higher
risk, experiencing rejection, depression, and bullying.
Signs to Look for Among Employees
Expression of thoughts or feelings about wanting
to end their life or talking about feeling hopeless or having no reason to
live.
Expression of feelings of isolation, loneliness,
hopelessness, or loss of self-esteem, or dwelling on problems.
Withdrawal from colleagues, decrease in work
performance or difficulty completing tasks.
Changes in behavior, such as restlessness,
irritability, impulsivity, recklessness, or aggression.
Speaking about arranging end-of-life personal
affairs such as making a will, or concrete plans for suicide.
Abuse of alcohol or other substances.
Depressed mood or mentioning previous suicidal
behavior.
Bullying or harassment.
Particular attention should be paid to people
who are losing their job.
What Supervisors and Employees Can Do
Express empathy and concern, encourage employees
to talk, and listen without judgment.
Ask if there is anyone they would like to call
or have called.
Encourage them to reach out to health or
counselling services and offer to call or go together.
If your co-worker has attempted or indicates
that they are about to intentionally harm themselves, remove access to means
and do not leave them alone. Seek immediate support from a health
professional.
Imminent Threats
Any employee who observes or learns of behavior believed to
be an imminent threat of selfharm should dial 9-1-1 and also report it immediately to their immediate
supervisor. When in doubt, report.
Reporting Other Concerning Behaviors
Any concerns other than imminent threats may be addressed
by contacting the HR department. The HR department will take all reports
seriously and promptly investigate the concerns. HR will refer any employees
who exhibit concerning behaviors to seek immediate support from a health
professional.
Training
Red Mountain Roofing shall
provide annual trainings regarding the manifestations of mental illness and
suicide prevention to employees and with each new hire.
Recordkeeping
The HR department shall ensure
the maintenance of policy records for the listed periods:
|
Training |
length of employment |
|
Employee |
30 years |
Training and medical records are
available to all employees for review, upon written request.
Mental Health and Suicide Prevention Policy
Employee Acknowledgment
Topics Covered:
Purpose
Responsibilities
Practices to Promote Mental Health
Practices to Prevent Suicide
Training
Recordkeeping
I have read and fully understand all practices
and responsibilities.
I agree to observe and follow these practices.
I have received a copy of this policy and
practices.
I understand failure to follow these practices
may affect my current employment, my reemployment, reinstatement, and
vocational assistance rights (worker s comp claims).
I acknowledge that the above
information was covered during the training of Red Mountain Roofing s Mental Health and Suicide Prevention Policy,
and that I was allowed to ask questions following the training session.
Employee (Print):
Employee Signature:
Training date:
Trainer (Print):
Title:
Personal Protective Equipment
(PPE)
OSHA
standard 1910.132
Purpose
It the
purpose of this policy to inform employees safety
practices and procedures regarding Personal Protective Equipment (PPE)
Workplace Exposure
Employees using hand and power
tools and those who are exposed to (hazardous) abrasives, chemicals, dusts, falling objects, flying objects, fumes, gases,
materials, mists, splashing objects, substances, and/or vapors shall be
provided with the particular PPE and associated
training necessary to protect them from the one or
more hazards.
Practices
PPE must be used
and maintained in a sanitary condition at all times. Employees are to follow the guidelines
provided by Red Mountain Roofing, as well as the manufacturer s instructions,
on the use and care of all PPE. Improper
use and care of PPE will not be tolerated.
Employees who violate this rule shall be subject to disciplinary action
up to and including discharge and may be charged for the damaged PPE.
Red Mountain Roofing will assess
hazards that employees are exposed to and will provide, recommend or require
PPE based on said hazard analysis.
Red Mountain Roofing shall
provide PPE such as:
Safety glasses, including those that fit over
prescription glasses.
A hard hat when needed.
Protective clothing when required by the
manufacture of certain equipment/machinery.
The safety director will make
certain that PPE used on Red Mountain Roofing job sites properly fits the
wearer.
Employees of Red Mountain Roofing
are required to provide their own work boots and prescription safety glasses.
All employee-owned equipment is to be kept in good sanitary condition as
well.
Special equipment, such as face
shields (other than for welding), respirators, hearing protection (other than
ear plugs) and gloves (other than those found in the first aid kits), will be
issued on an as-needed basis.
NOTE: Red Mountain Roofing
requires that used/worn or damaged PPE is not to be used but must be turned in
before new PPE will be issued.
Occasional loss of PPE is expected, but excessive loss will not be
allowed, and employees may have to pay for new PPE themselves.
Body and Clothing Requirements
A regular work shirt and long pants will be worn at all times. Excessive jewelry and loose clothing are not allowed.
Eye and Face Protection
When required, safety glasses shall meet the
ANSI Z87.1 standard.
o
Safety glasses are required during chipping,
cutting, breaking, sawing, drilling or any activity
(splashing) that poses a hazard to the eyes.
Face shields are required for grinding, welding,
chemical handling, and other operations that pose a hazard (splashing) to the
face and forehead. o Safety glasses shall be worn
underneath the face shield.
Face and eye protection equipment shall be kept clean and in good repair.
o
When noticeable scratches begin to appear on
face and eye protection, the employee is expected to turn in the used PPE for
new PPE.
Foot Protection
Where walking/working surfaces may be slippery, or become
slippery, shoes with slip resistant soles shall be worn.
Protective footwear is required if the employee is working
in areas where there is a danger of foot injuries due to falling or rolling
objects, or objects piercing the sole, and where such employee s feet are
exposed to electrical hazards.
Hand Protection
While utilizing tools and handling materials that could
cause injury to the hand, appropriate gloves shall be
worn.
Nitrile dipped cloth gloves shall be worn when
working with sharp or abrasive material.
Latex rubber gloves shall be worn when working
with solvents and/or chemicals.
Head Protection
When required, hard hats shall
meet the ANSI Z89.1 standard.
All hard hats are to be worn correctly.
o
Persons wearing hats
under their hard hat and/or wearing them backward will
be cited for a safety violation.
Hard hats must be inspected daily for damage and
weaknesses.
o
The safety director will inspect any hard hat
that has been involved in an incident before it is allowed to be used again.
Hearing Protection
Hearing protection shall be worn during tasks where workers
are exposed to excessively loud noises.
The minimum PPE is ear plugs.
Training
All employees that perform tasks
where they are to use PPE will be trained on what PPE
they are required to wear, why they are required to wear it, how to properly
use it and how to properly maintain it. They will be retrained on all
appropriate techniques and information regularly. Signin sheets will be signed
by all training attendees to document trainings and
attendance.
Recordkeeping
The safety director will keep a
log of all issued PPE to track usage for inventory purposes and to make sure
employees are not taking advantage of the PPE that is issued without cost to
the employee.
Personal Protective Equipment (PPE) Policy –
Employee Acknowledgment
Topics Covered:
Purpose
Workplace Exposure
Practices
PPE
o Body and Clothing o Eye
and Face protection o Foot Protection o Hand Protection o Head
Protection o Hearing
Protection
Training
Recordkeeping
I have read and fully understand all practices
and responsibilities.
I agree to observe and follow these practices.
I have received a copy of this policy and
practices.
I understand failure to follow these practices
may affect my current employment, my reemployment, reinstatement, and
vocational assistance rights (worker s comp claims).
I acknowledge that the above
information was covered during the training of Red
Mountain Roofing s Personal Protective
Equipment (PPE) Policy, and that I was allowed to ask questions following
the training session.
Employee (Print):
Employee Signature:
Training date:
Trainer (Print):
Title:
Personal Protective Equipment Hazard Assessment for
Red Mountain Roofing
|
Work location: |
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Job / task: |
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Assessment conducted by: |
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Assessment date: |
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Job task or job |
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Eye Hazards
Tasks that can cause eye hazards include working with
chemicals; molten metal; chipping; grinding; furnace operations; sanding;
welding; and intense light.
|
Hazards |
Yes |
No |
Description of Hazard |
Required PPE |
|
Chemical |
|
|
|
|
|
Dust |
|
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Heat |
|
|
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|
Impact |
|
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Light / radiation |
|
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Electrical |
|
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Head Hazards
Tasks that can cause head hazards include working below
other workers who are using tools and materials which could fall; working on
potentially energized electrical equipment; working with chemicals; and working
under machinery or processes which might cause materials or objects to fall.
|
Hazards |
Yes |
No |
Description of Hazards |
Required PPE |
|
Burn |
|
|
|
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|
Chemical |
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Impact |
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Electrical |
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Hand Hazards
Tasks that can cause hand hazards include cutting material;
working with chemicals; and working with hot objects.
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Hazards |
Yes |
No |
Description of Hazards |
Required PPE |
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Burns |
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Chemical |
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Cuts / abrasions |
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Hot / cold exposure |
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puncture |
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Electrical |
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Foot Hazards
Tasks that can cause foot hazards include carrying or
handling heavy (>15 lbs.) material that could be dropped, performing manual
material handling or working with chemicals.
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Hazard |
Yes |
No |
Description of Hazards |
Required PPE |
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Chemical |
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Compression |
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Impact |
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Puncture |
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Electrical |
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Noise Hazards
Tasks associated with equipment that can generate noise
greater than 90 dBA this would include arc flash
hazards, rotating equipment grinders etc.
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Hazards |
Yes |
No |
Description of Hazards |
Required PPE |
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Moving machinery |
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Rotating equipment |
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Electrical |
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Fall Hazards
Tasks that can cause hazards to the employee
as a result of working at elevation or in applications
that risk to falling are present.
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Hazard |
Yes |
No |
Description of Hazards |
Required PPE |
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Heights |
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Working |
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Ladders |
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Scaffolds |
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Body Hazards
Tasks that can cause hazards to the body of the employee in
locations where harm to the body could occur.
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Hazards |
Yes |
No |
Description of Hazards |
Required PPE |
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Wet environment |
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Dust |
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Confined space |
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Chemical |
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Electrical |
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Operating PIV |
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Respiratory Hazards
Tasks that can cause inhalation hazards in
excess of the established exposure limits.
Inhalation hazards may consist of exposure to gases,
vapors, dust, mist or fumes or fibers. Activities that may be exposed to these
types of hazards include abrasive blasting, spray painting, welding, chemical
related activities and asbestos maintenance. All respirator usage must conform to the company respirator use policy.
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Hazards |
Yes |
No |
Description of Hazards |
Required PPE |
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Chemical |
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Vapor |
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Dust |
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Respirable |
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Asbestos |
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Certification
I certify that the above PPE hazard assessment was
performed on the date indicated. This document is a certification of the hazard
assessment per OSHA Standard 29CFR 1910.132.
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Printed name: |
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Date: |
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Signature: |
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Training
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Number |
Employee Printed |
Employee Signature |
Date of Training |
Trainer |
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2 |
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3 |
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11 |
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Respirator Policy
OSHA
standard 29 CFR 1910.134
Purpose
The respirator policy was created
by Red Mountain Roofing to protect employees from breathing in harmful
particles, dust, fumes, gases, mists, and vapors which employees could be
exposed to on certain job sites.
Definitions
Air-purifying respirator (APR) means
a respirator with an air-purifying filter, cartridge, or canister that removes
specific air contaminants by passing ambient air through the airpurifying
element.
Atmosphere-supplying respirator
means a respirator that supplies the respirator user with breathing air from a
source independent of the ambient atmosphere and includes supplied-air
respirators (SARs) and self-contained breathing apparatus (SCBA) units.
End-of-service-life indicator (ESLI)
means a system that warns the respirator user of the approach of the end of
adequate respiratory protection, for example, that the sorbent is approaching
saturation or is no longer effective.
Fit test means the use of a protocol
to qualitatively (QLFT) or quantitatively (QNFT) evaluate the fit of a
respirator on an individual.
High efficiency particulate air (HEPA)
filter means a filter that is at least 99.97% efficient in removing
monodisperse particles of 0.3 micrometers in diameter. The equivalent NIOSH 42
CFR 84 particulate filters are the N100, R100, and P100 filters.
Immediately dangerous to life or health
(IDLH) means an atmosphere that poses an immediate threat to life,
would cause irreversible adverse health effects, or would impair an
individual’s ability to escape from a dangerous atmosphere.
Duties and Responsibilities
Management
In any workplace where respirators are necessary to protect
the health of the employee or whenever respirators are required by the
employer, the employer shall establish and implement a
written respiratory protection program with worksite-specific procedures. The
program shall be updated as necessary to reflect those
changes in workplace conditions that affect respirator use.
The employer shall designate a program administrator who is
qualified by appropriate training or experience that is commensurate with the
complexity of the program to administer or oversee the respiratory protection
program and conduct the required evaluations of program effectiveness.
The employer shall provide respirators, training, and
medical evaluations at no cost to the employee.
Program Administrator
The program administrator at Red Mountain Roofing shall be
the safety director. In addition, long-term job sites may have a designated
program administrator in addition to the company program administrator.
The program administrator shall be one who is qualified by
receiving or have received appropriate training, and with experience that
matches with the complexity of the program. The program administrator shall
oversee the respiratory protection program and conduct the required evaluations
of the program s effectiveness.
If the program
administrator is not the safety director, then the program administrator shall
communicate all evaluations of the respiratory protection program to the safety
director.
Practices
Only authorized and trained
employees shall use respirators. Those employees shall use only the respirator
that they have been trained on and properly fitted to use. For those employees
that qualify to use a respirator, the following practices shall be followed:
Only physically qualified employees shall be
trained and authorized to use respirators.
o
A medical exam shall be performed by a qualified
physician. o Any
changes in an employees health or physical
characteristics shall be reported to the program administrator and will be
re-evaluated by a qualified physician.
All respirators shall be located in a clean, convenient and sanitary location.
o
Employees with respirators loaned on
“permanent check out” shall be responsible for the sanitation, proper
storage and security. Respirators damaged by normal wear shall be repaired or
replaced by the Red Mountain Roofing when returned.
Some
respirators can be assigned to individual employees, but they belong to Red
Mountain Roofing and shall not be taken by the employee if employment is
terminated.
o
The last employee using a respirator that is
available for general use (respirators that do not require a medical exam like a N95) shall be responsible for proper storage and
sanitation.
o
Monthly and after each use, all respirators
shall be inspected with documentation to assure the respirators are fit for
use.
When the environment
levels require breathing protection, only the properly prescribed respirator
shall be used for the job or work environment. o Air cleansing respirators shall be worn
in work environments when oxygen levels are between 19.5% to 23.5% and when the
appropriate air-cleansing canister, as determined by the manufacturer and
approved by NIOSH or MESA, for the known hazardous substance is to be used.
Employees working in environments where a sudden
release of a hazardous substance is likely shall wear an appropriate respirator
for that hazardous substance (example: Employees working in an ammonia
compressor room shall have an ammonia APR respirator on their persons.).
In the event that
employees must enter a confined space, work in environments with hazardous
substances that would be dangerous to life or health should the respiratory
protective equipment (RPE) fail, and/or conduct a HAZMAT entry, a “buddy
system” detail shall be used with a safety watchman assigned. o The
Safety Watchmen will have constant voice, visual or signal line communication
with the entrants.
Employees
shall follow the established emergency response program and/or Confined Space Entry Program when
applicable.
The program administrator shall establish and maintain
surveillance of jobs and workplace conditions and the degree of employee
exposure or stress, to maintain the proper procedures and to provide the
necessary RPE.
The program administrator shall establish and maintain safe
operation procedures for the safe use of RPE with strict enforcement and
disciplinary action for failure to follow all general and specific safety
policies. Standard operation procedures (SOPs) for general RPE use shall be
maintained as an attachment to the respiratory protection program and SOPs for
RPE use under emergency response situations and shall be maintained as an
attachment to the emergency response program.
Selection of Respirators
Red Mountain Roofing shall evaluate the respiratory
hazard(s) in each workplace/job site, identify relevant workplace/job site and
user factors, and shall base respirator selection on these factors.
Also included shall be estimates of employee exposures to
respiratory hazard(s) and an identification of the contaminant’s chemical state
and physical form. This selection shall include appropriate protective
respirators for use in IDLH atmospheres and can limit the selection and use of
air-purifying respirators.
All selected respirators are NIOSH-certified.
A list of the selected respirators is provided in Table
1 .
Filter Classifications
These classifications are marked on the filter or filter
package:
N-Series: Not Oil Resistant o Approved
for non-oil particulate contaminants; examples: dust, fumes, mists not
containing oil.
R-Series: Oil Resistant o Approved
for all particulate contaminants, including those containing oil; examples:
dusts, mist, fumes.
o
Time restriction of 8 hours when oils are
present.
P-Series: Oil Proof o Approved
for all particulate contaminants including those containing oil; examples:
dust, fumes, and mist.
o
See Manufacturer’s time use restrictions on
packaging.
The following respirators shall be used in IDLH
atmospheres:
A full-face piece pressure demand SCBA certified
by NIOSH for a minimum service life of thirty minutes, or
a combination full-face piece pressure demand
supplied-air respirator (SAR) with auxiliary self-contained air supply.
Respirators provided only for escape from IDLH
atmospheres shall be NIOSHcertified for escape from the atmosphere in which
they shall be used.
Respirators for atmospheres that are not IDLH:
The respirators selected shall be adequate to
protect the health of the employee and ensure compliance with all other OSHA
statutory and regulatory requirements, under routine and reasonably foreseeable
emergency situations. The respirator selected shall be appropriate for the
chemical state and physical form of the contaminant.
Identification of Filters any Cartridges
All filters and cartridges shall be labeled, and color
coded with the NIOSH approval label and the label is
not removed and remains legible. A change out schedule for filters and
canisters has been developed to ensure these elements of the respirators remain
effective. A list of the cartridges used at Red Mountain Roofing is provided in
Table 1 .
Respirator Filter any Canister Replacement
An important part of the respiratory protection program
includes identifying the useful life of canisters and filters used on
air-purifying respirators. Each filter and canister shall be equipped with an
end-of-service-life indicator (ESLI) certified by NIOSH for the contaminant; or
if there is no ESLI appropriate for conditions a change schedule for canisters
and cartridges that is based on objective information or data that will ensure
that canisters and cartridges are changed before the end of their service life.
Respirators used at Red Mountain Roofing
and their recommended lives are listed in Table 1 below:
|
|
TABLE 1 |
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Respirator |
Cartridge |
Useful Life |
|
EXAMPLE: North 5400 Full Face Respirator |
North Hepa filters any North Chemical |
Until Difficulty breathing or chemical smell |
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Filter any Cartridge Change Schedule
Stock of spare filers and cartridges shall be maintained
by the program administrator(s) to allow immediate change when required or
desired by the employee.
Cartridges shall be changed based on the most limiting
factor below:
Prior to expiration date.
Manufactures recommendations for the specific
use and environment.
After each use.
When requested by employee.
When contaminated odor is detected.
When discoloring of the filter media is evident.
When restriction to air flow has occurred as
evidenced by increased effort by user to breathe normally.
Cartridges shall remain in their original sealed
packages until needed for immediate use.
Respiratory Protection Assignments by Job
Red Mountain Roofing maintains respiratory protection
Assignments by job. The assignments are communicated to each authorized and
trained employee. Respirator schedule assignments are listed in Table 2 .
Assignments shall be reviewed prior to working on a
particular project.
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|
TABLE 2 |
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Job |
Respirator |
Cartridge |
|
EXAMPLE: Sandblasting |
Fresh air supplied, hood, & suit |
N/A |
|
EXAMPLE: Confined Paint/ Chemical work |
North 5400 full face Respirator |
North Chemical Filter |
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Medical Evaluation
Using a respirator may place a physiological burden on
employees that varies with the type of respirator worn, the job and workplace
conditions in which the respirator is used, and the medical status of the
employee. Red Mountain Roofing provides a medical evaluation to determine the
employee’s ability to use a respirator.
Medical Evaluation Procedures
The employee shall be provided a medical questionnaire by
Red Mountain Roofing s designated occupational health care provider.
Follow-up Medical Examination
Red Mountain Roofing shall ensure that a follow-up medical
examination is provided for an employee who gives a positive response to any
question among questions in Part B of the questionnaire or whose initial
medical examination demonstrates the need for a follow-up medical examination.
The follow-up medical examination shall include any
medical tests, consultations, or diagnostic procedures that the Physician deems
necessary to make a final determination.
Administration of the Medical Questionnaire and
Examinations
The medical questionnaire and examinations shall be
administered confidentially during the employee’s normal working hours or at a
time and place convenient to the employee. The medical questionnaire shall be
administered in a manner that ensures that the employee understands its
content. Red Mountain Roofing shall provide the employee with an opportunity to
discuss the questionnaire and examination results with the physician.
Supplemental Information for the Physician
The following information shall be provided to the
qualified physician before the physician makes a recommendation concerning an
employee’s ability to use a respirator:
The type and weight of the respirator to be used
by the employee.
The duration and frequency of respirator use
(including use for rescue and escape).
The expected physical work effort.
Additional protective clothing and equipment to
be worn.
Temperature and humidity extremes that may be
encountered.
Any supplemental information provided previously
to the physician regarding an employee need not be provided for a subsequent
medical evaluation if the information and the physician remain the same.
Medical Determination
In determining the employee’s ability to use a respirator,
Red Mountain Roofing shall:
Obtain
a written recommendation regarding the employee’s ability to use the respirator
from the physician.
o
The recommendation shall provide only the
following information:
Any
limitations on respirator use related to the medical condition of the employee,
or relating to the workplace conditions in which the respirator will be used,
including whether or not the employee is medically
able to use the respirator.
4 The need, if any, for follow-up medical
evaluations.
4 A
statement that the qualified physician has provided the employee with a copy of
the Physician’s written recommendation.
o
If the respirator is a negative pressure
respirator and the qualified physician finds a medical condition that may place
the employee’s health at increased risk if the respirator is used, Red Mountain
Roofing shall provide a APR if the qualified physician’s medical evaluation
finds that the employee can use such a respirator; if a subsequent medical
evaluation finds that the employee is medically able to use a negative pressure
respirator, then Red Mountain Roofing s is no longer required to provide a APR.
Additional Medical Evaluations
At a minimum, Red Mountain Roofing shall provide
additional medical evaluations that comply with the requirements of this
section if:
An employee reports medical signs or symptoms
that are related to ability to use a respirator.
A physician, supervisor, or the respirator
program administrator informs Red Mountain Roofing that an employee needs to be
reevaluated.
Information from the respiratory protection
program, including observations made during fit testing and program evaluation,
indicates a need for employee reevaluation.
A change occurs in workplace conditions (e.g.,
physical work effort, protective clothing, and temperature) that may result in
a substantial increase in the physiological burden placed on an employee.
Respirator Fit Testing
Before an employee is assigned to use any respirator with a
negative or positive pressure tight-fitting face piece, the employee must be
fit tested with the same make, model, style, and size of respirator that will
be used. Red Mountain Roofing shall ensure that an employee using a
tight-fitting face piece respirator is fit tested, whenever a different
respirator face piece (size, style, model or make) is used, and at least
annually thereafter.
Red Mountain Roofing has established a record of the
qualitative fit test (QLFT) and quantitative fit tests (QNFT) administered to
employees including:
The name or identification of the employee
tested,
type of fit test performed,
specific make, model, style, and size of
respirator tested, and
date of test.
Also, the pass/fail results for QLFTs or the fit
factor and strip chart recording or other recording of the test results for
QNFTs.
Additional fit tests will be conducted whenever the
employee reports, or Red Mountain Roofing s, qualified physician, safety
director, supervisor, or program administrator makes visual observations of,
changes in the employee’s physical condition that could affect respirator fit.
Such conditions include, but are not limited to, facial scarring, dental
changes, cosmetic surgery, or an obvious change in body weight.
If after passing a QLFT or QNFT, the employee notifies Red
Mountain Roofing s safety director, supervisor, or physician that the fit of
the respirator is unacceptable, the employee shall be given a reasonable
opportunity to select a different respirator face piece and to be retested.
Types of Fit Tests
The fit test shall be administered using an OSHA-accepted
QLFT or QNFT protocol. The OSHA-accepted QLFT and QNFT protocols and procedures
are contained in Appendix A of OSHA Standard 1910.134.
QLFT may only be used to fit test negative
pressure air-purifying respirators that must achieve a fit factor of 100 or
less.
If the fit factor, as determined through an
OSHA-accepted QNFT protocol, is equal to or greater than 100 for tight-fitting
half face pieces, or equal to or greater than 500 for tight-fitting full-face
pieces, the QNFT has been passed with that respirator.
Fit testing of tight-fitting
atmosphere-supplying respirators and tight-fitting powered air-purifying
respirators shall be accomplished by performing quantitative or qualitative fit
testing in the negative pressure mode, regardless of the mode of operation
(negative or positive pressure) that is used for respiratory protection.
Qualitative fit testing of these respirators
shall be accomplished by temporarily converting the respirator user’s actual
face piece into a negative pressure respirator with appropriate filters, or by
using an identical negative pressure airpurifying respirator face piece with
the same sealing surfaces as a surrogate for the atmosphere-supplying or
powered air-purifying respirator face piece.
Quantitative fit testing of these respirators
shall be accomplished by modifying the face piece to allow sampling inside the
face piece in the breathing zone of the
user, midway between the nose and mouth. This requirement
shall be accomplished by installing a permanent sampling probe onto a surrogate
face piece, or by using a sampling adapter designed to temporarily provide a
means of sampling air from inside the face piece.
Any modifications to the respirator face piece
for fit testing shall be completely removed, and the face piece restored to
NIOSH approved configuration, before that face piece can be used in the
workplace.
Fit test records shall be retained for respirator users
until the next fit test is administered. Written materials required to be
retained shall be made available upon request to affected employees.
Respirator fit testing will be conducted annually.
Respirator Operation and Use
Respirators shall only be used following the respiratory
protection safety procedures established in this policy. The operations and
user manuals for each type of respirator shall be maintained by the program
administrator and be available to all qualified employees.
For continued protection of respirator users, the following
general use rules apply:
Employees shall not remove respirators while in a hazardous environment.
Respirators are to be stored in a clean bag
provided at time of fit testing.
Store respirators such that the sealing area
does not become distorted or warped.
Store respirator such that the face piece is
protected.
Face Piece Seal Protection
Red Mountain Roofing does not permit respirators with tight-fitting face pieces to be worn by
employees who have:
Facial hair that comes between the sealing
surface of the face piece and the face or that interferes with valve function;
or
any condition that interferes with the
face-to-face piece seal or valve function.
If an employee wears corrective glasses or goggles or other
personal protective equipment, the employee shall ensure that such equipment is
worn in a manner that does not
interfere with the seal of the face piece to the face of the user.
Continuing Effectiveness of Respirators
Red Mountain Roofing shall ensure that employees leave the
respirator use area:
To wash their faces and respirator face pieces
as necessary to prevent eye or skin irritation associated with respirator use.
If they detect vapor or gas breakthrough,
changes in breathing resistance, or leakage of the face piece.
To replace the respirator or the filter,
cartridge, or canister elements.
If the employee detects some vapor or gas breaks through,
changes in breathing resistance, or leakage of the face piece, Red Mountain
Roofing will replace or repair the respirator before allowing the employee to
return to the work area.
Procedures for IDLH Atmospheres
For all IDLH atmospheres, Red Mountain Roofing shall ensure
that:
One employee or, when needed, more than one
employee, is located outside the IDLH atmosphere.
Visual, voice, or signal line communication is
maintained between the employee(s) in the IDLH atmosphere, and the employee(s)
located outside the IDLH atmosphere.
The employee(s) located outside the IDLH
atmosphere are trained and equipped to provide effective emergency rescue.
A designee is notified before the employee(s)
located outside the IDLH atmosphere enter the IDLH atmosphere to provide
emergency rescue. o A designee authorized to do so by Red Mountain Roofing, once
notified, provides necessary assistance appropriate to the situation.
Employee(s) located outside the IDLH atmospheres will be
equipped with:
Pressure demand or other positive pressure
SCBAs, or a pressure demand or other positive pressure supplied-air respirator
with auxiliary SCBA; and either
appropriate retrieval equipment for removing the
employee(s) who enter(s) these hazardous atmospheres where retrieval equipment
would contribute to the rescue of the employee(s) and would not increase the
overall risk resulting from entry; or
equivalent means for rescue, where retrieval
equipment is not required.
Respirator Maintenance
Cleaning and Disinfecting
Red Mountain Roofing shall provide each trained employee
with a respirator that is clean, sanitary, and in good working order. Red
Mountain Roofing shall ensure that respirators are cleaned and disinfected
using the SOP cleaning and disinfecting procedure.
The respirators shall be cleaned and disinfected when:
Respirators issued for the exclusive use of an
employee shall be cleaned and disinfected as often as necessary to be
maintained in a sanitary condition.
Respirators issued to more than one employee
shall be cleaned and disinfected before being worn by different individuals.
Respirators maintained for emergency use shall
be cleaned and disinfected after each use.
Respirators used in fit testing and training
shall be cleaned and disinfected after each use.
Note: Cleaning and storage of respirators assigned to
specific employees are the responsibility of that employee.
Respirator Inspection
All respirators, both available for “general
use” and those on “permanent check-out”, shall be inspected
after each use and at least monthly. Should any defects be noted, the
respirator shall be taken to program administrator. Damaged respirators shall
be either repaired or replaced. The inspection of respirators loaned on
“permanent check-out” is the responsibility of that trained employee.
Respirators shall be inspected as follows:
All respirators used in routine situations shall
be inspected before each use and during cleaning.
All respirators maintained for use in emergency
situations shall be inspected at least monthly and in accordance with the
manufacturer’s recommendations and shall be checked for proper function before
and after each use.
Respirator inspections include the following:
A check of respirator function, tightness of
connections, and the condition of the various parts including, but not limited
to, the face piece, head straps, valves, connecting tube, and cartridges,
canisters or filters.
Check elastomeric parts for pliability and signs
of deterioration.
Respirator Storage
Respirators are to be stored as follows:
All respirators shall be stored to protect them
from damage, contamination, dust, sunlight, extreme temperatures, excessive
moisture, and damaging chemicals, and they shall be packed or stored to prevent
deformation of the face piece and exhalation valve.
Emergency respirators shall be:
o
Kept accessible to the work area.
o
stored in compartments or in covers that are
clearly marked as containing emergency respirators; and o stored
in accordance with any applicable manufacturer instructions.
Repair of Respirators
Respirators that fail an inspection or are otherwise found
to be defective shall be removed from service to be discarded, repaired, or
adjusted in accordance with the following procedures:
Repairs or adjustments to respirators are to be
made only by persons appropriately trained to perform such operations and shall
use only the respirator manufacturer’s NIOSH-approved parts designed for the
respirator.
o Those respirators to be repaired shall
be tagged Needs Repair, Do Not Use.
repairs shall be made according to the
manufacturer’s recommendations and specifications for the type and extent of
repairs to be performed; and
reducing and admission valves, regulators, and
alarms shall be adjusted or repaired only by the manufacturer, or a technician
trained by the manufacturer.
Breathing Air Quality and Use
Red Mountain Roofing shall ensure that compressed air,
compressed oxygen, liquid air, and liquid oxygen used for respiration accords
with the following specifications:
Compressed and liquid oxygen shall meet the
United States pharmacopoeia requirements for medical or breathing oxygen; and
Compressed breathing air shall meet at least the
requirements for grade D breathing air described in ANSI/Compressed Gas
Association Commodity Specification for Air, G-7.1-1989, to include:
o
Oxygen content (v/v) of 19.5-23.5%;
o
Hydrocarbon (condensed) content of 5 milligrams
per cubic meter of air or less;
o
Carbon monoxide (CO) content of 10 ppm or less; o Carbon
dioxide content of 1,000 ppm or less; and o lack of noticeable odor.
Compressed oxygen shall not be used in atmosphere-supplying respirators that have
previously used compressed air.
Oxygen concentrations greater than 23.5% are
used only in equipment designed for oxygen service or distribution.
Cylinders used to supply breathing air to
respirators meet the following requirements:
o
Cylinders are tested and maintained as
prescribed in the Shipping Container Specification Regulations of the
Department of Transportation (49 CFR part 173 and part 178).
o
Cylinders of purchased breathing air shall have
a certificate of analysis from the supplier that the breathing air meets the
requirements for grade D breathing air.
o
Moisture content in breathing air cylinders does
not exceed a dew point of -50 deg. F
(-45.6 deg. C) at one (1) atmosphere pressure.
Breathing air couplings are incompatible with
outlets for non-reparable worksite air or other gas systems. No asphyxiating
substance shall be introduced into breathing airlines.
Breathing gas containers shall be marked in
accordance with the NIOSH respirator certification standard, 42 CFR part 84.
Compressors used to supply breathing air to
respirators are constructed and situated so as to:
Prevent entry of contaminated air into the
air-supply system;
Minimize moisture content so that the dew point
at 1 atmosphere pressure is
10 degrees F (-5.56
deg. C) below the ambient temperature;
Have suitable in-line air-purifying sorbent beds
and filters to further ensure breathing air quality. Sorbent beds and filters
shall be maintained and replaced or refurbished periodically following the
manufacturer’s instructions.
Have a tag containing the most recent change
date and the signature of the person authorized by the employer to perform the
change. The tag shall be maintained at the compressor.
For compressors that are not oil-lubricated,
carbon monoxide levels in the breathing air shall not exceed 10 ppm.
For oil lubricated compressors, a
high-temperature or carbon monoxide alarm, or both, shall be used to monitor
carbon monoxide levels. If only high-temperature alarms are used, the air
supply shall be monitored at intervals sufficient to prevent carbon monoxide in
the breathing air from exceeding 10 ppm.
Breathing air couplings shall be incompatible
with outlets for non-respirable worksite air or other gas systems. No
asphyxiating substance shall be introduced into breathing air lines.
Breathing gas containers shall be marked in
accordance with the NIOSH respirator certification standard, 42 CFR part 84.
Identification of Filters, Cartridges, and
Canisters
Red Mountain Roofing shall ensure that all filters,
cartridges and canisters used in the workplace are labeled and color coded with
the NIOSH approval label and that the label is not removed and remains legible.
Training
Effective/extensive training for
employees who are required to use respirators is essential. The training shall
be conducted by the safety director and shall be comprehensive, understandable,
and recur annually, and more often if necessary. Training will be provided
prior to requiring the employee to use a respirator in the workplace. The
training shall ensure that each employee can demonstrate knowledge of at least
the following:
Why the respirator is necessary and how improper
fit, usage, or maintenance can compromise the protective effect of the
respirator.
Limitations and capabilities of the respirator.
How to use the respirator effectively in
emergency situations, including situations in which the respirator
malfunctions.
How to inspect, put on and remove, use, and
check the seals of the respirator.
The procedures are for maintenance and storage
of the respirator.
How to recognize medical signs and symptoms that
may limit or prevent the effective use of respirators.
The general requirements of this policy.
Retraining Shall Be Conducted
At least annually.
When there are changes in the workplace.
If noticeable physical changes in an
employee(s) appearance.
The type of respirator used in previous training
is rendered obsolete.
Inadequacies in the employee’s knowledge or use
of the respirator; indications that the employee has not retained the
understanding or skill.
Other situation arises in which retraining
appears necessary to ensure safe respirator use.
Training Sections
Classroom Instruction
Overview of the company respiratory protection
program any OSHA standard.
Respiratory protection safety procedures.
Respirator selection.
Respirator operation and use.
Why the respirator is necessary.
How improper fit, usage, or maintenance can
compromise the protective effect.
Limitations and capabilities of the respirator.
How to use the respirator effectively in
emergency situations, including respirator malfunctions.
How to inspect, put on and remove, use, and
check the seals of the respirator.
What the procedures are for maintenance and
storage of the respirator.
How to recognize medical signs and symptoms that
may limit or prevent the effective use of respirators.
Change out schedule and procedure for air
purifying respirators.
Hands-on Respirator Training
Respirator inspection;
Respirator cleaning and sanitizing;
Recordkeeping;
Respirator storage;
Personal hygiene;
Respirator fit test;
What to do in emergencies.
Actual Fit Testing
A fit test shall be conducted for each type and model of
respirator Red Mountain Roofing s employees will use.
Program Evaluation
The program administrator shall
conduct evaluations of the workplace to ensure that the written respiratory
protection program is being properly implemented, and to consult employees to
ensure that they are using the respirators properly.
The program administrator shall
conduct evaluations of the workplace as necessary to ensure that the provisions
of the current written program are being effectively implemented and that it
continues to be effective.
The program administrator shall
regularly consult employees required to use respirators to assess the
employees’ views on program effectiveness and to identify any problems. Any
problems that are identified during this assessment shall be corrected. Factors
to be assessed include, but are not limited to:
Respirator fit (including the ability to use the
respirator without interfering with effective workplace performance);
Appropriate respirator selection for the hazards
to which the employee is exposed; Proper
respirator use under the workplace conditions the employee encounters; and
Proper respirator maintenance.
Recordkeeping
Red Mountain Roofing will retain
written information regarding medical evaluations, fit testing, and the
respirator program. This information will facilitate employee involvement in
the respirator program, assist Red Mountain Roofing in auditing the adequacy of
the program, and provide a record for compliance determinations by OSHA.
Recordkeeping requirements for respirators are the responsibility of Human
Resources.
Physical and Medical Qualifications
Records of medical evaluations shall be retained and made
available in accordance with 29 CFR 1910.1020.
Fit Testing
Red Mountain Roofing shall establish a record of the
qualitative or quantitative fit tests administered to an employee including:
The name or identification of the employee tested;
Type of fit test performed;
Specific make, model, style, and size of
respirator tested;
Date of test; and
The pass/fail results for QLFTs or the fit
factor and strip chart recording or other recording of the test results for
QNFTs.
Fit test records shall be retained for respirator users
until the next fit test is administered. Written Copy
A written copy of the current respirator program shall be
retained by the employer.
Retention and Availability
Written materials required to be retained under this
subsection shall be made available upon request to affected employees and to
the program administrator for examination and copying.
Respirator Policy Employee Acknowledgement
Topics Covered:
Purpose
Definitions
Duties and Responsibilities
Practices o Selection of Respirators
Filter Classifications
Identification of Filters any Cartridges
Respirator Filter any Canister Replacement
Filter any Cartridge Change Schedule o Respiratory
Protection Assignments by Job o Medical Evaluation
Medical Evaluation Procedures
Follow-up Medical Examinations
Administration of the Medical Questionnaire and
Examinations
Supplemental Information for the Physician o Medical
Determination o Additional Medical Evaluations
o Respirator Fit Testing
Types of Fit Tests o Respirator
Operation and Use
Face Piece Seal Protection
Continuing Effectiveness of Respirators o Procedures
for IDHL Atmospheres o Respirator Maintenance
Cleaning and Disinfecting
Respirator Inspection Respirator
Storage
Repair of Respirators o Breathing
Air Quality and Use
Training
Recordkeeping
Respirator Policy Employee Acknowledgement
continued
I have read and fully understand all practices
and responsibilities.
I agree to observe and follow these practices.
I have received a copy of this policy and
practices.
I understand failure to follow these practices
may affect my current employment, my re-employment, reinstatement, and
vocational assistance rights (worker s comp claims).
I acknowledge that the above
information was covered during the training of Red Mountain Roofing s Respirator Policy, and that I was
allowed to ask questions following the training session.
Employee (Print):
Employee Signature:
Training date:
Trainer (Print):
Title:
Silica Exposure Control Plan
OSHA
standard 1926.1153 Respirable Crystalline Silica
Purpose
Many of the activities performed
on Red Mountain Roofing projects result in the creation/release of silica dust,
thus exposing our employees.
Responsibilities
Due to the risk posed by
respirable silica, it is critical that all personnel involved in activities
that could potentially create silica dust take specific actions to ensure that,
as much as practicable, a hazard is not created. In recognition of this, the
following silica related responsibilities have been established and must be
adhered to:
Management
Regularly evaluating new equipment and
technologies that become available, as able/appropriate, purchasing the best
available equipment/technologies (within
Red Mountain Roofing s capabilities).
Equipment/technologies with (silica) dust suppression and/or capture
technologies will generally be given preference over equipment/technologies
that lack such.
Implementing a suitable respirable silica
exposure monitoring program, or otherwise ensuring
representative exposure monitoring results are available. The purpose of the
program will ensure that (over time)
Red Mountain Roofing has quantifiable
silica exposure data available for all regularly occurring, as well as
reasonably foreseeable, work activities.
Ensuring project and/or task specific Exposure
Control Plans (ECPs) are developed communicated and effectively implemented as
appropriate.
Ensuring that all employees (i.e., Managers, Supervisors and Workers) receive the necessary
education and training related to this policy, as well as project/task specific
ECPs.
Maintaining applicable records (i.e., exposure sampling, inspections,
respirator fit tests, training records, etc.) in accordance with Red
Mountain Roofing s record retention
procedures/practices.
In conjunction with the Red Mountain Roofing
safety committee. Conducting a review
of this policy, as well as: (1) project/task specific ECP s, (2) available
exposure monitoring data, (3) Industry/Regulatory information, and (4)
new/emerging equipment/technologies on a regular (i.e., annual) basis.
Supervisors
All supervisors will be trained as competent
persons and will carry out the duties outlined in CFR 1926.1153 outlined below.
Obtaining a copy of the project/task specific
ECPs (and/or other similar such
information) and ensuring such are made available at each work site.
Ensuring that all the tools, equipment, PPE and
materials (including water) necessary
to implement the ECP is available (and in
good working order) prior to allowing work activities to commence.
Ensuring that all workers (under the supervisor s direction and control) have received the
necessary education and training. As appropriate, each supervisor must ensure
that workers are available to demonstrate competency for identified tasks.
Ensuring that workers adhere to the project/task
specific ECP, including PPE and personal hygiene (i.e., including be clean shaven where the respirator seals to the
user s face) requirements.
Coordinating work activities with the
owner/prime contractor as required, and/or otherwise implementing the controls
necessary to protect others (i.e.,
erecting of barricades and signage) who could be adversely affected by Red
Mountain Roofing s acts (or omissions).
Employees
Knowing the hazards of silica dust exposure.
Using the assigned protective equipment in an
effective and safe manner.
Working in accordance with the project/task
specific ECP.
Reporting (immediately) to their supervisor, any
hazards (i.e., unsafe conditions, unsafe acts, improperly operating equipment,
etc.).
Practices
Specific Exposures Examples include:
Sweeping
Grinding
Cutting
Any other activity that exposes employees to
silica (see SDSs).
Red Mountain Roofing is committed to providing a safe and
healthy workplace to our employees, recognizing the right of workers to work in
a safe and healthy work environment and ensuring that Red Mountain Roofing s
activities do not adversely affect the health and safety of any other persons.
This commitment includes ensuring every reasonable
precaution is taken to protect our employees (and others) from the adverse
health effects associated with exposure to silica.
Prevention and Controls
Risk Identification
Silica is contained in many of the products
used/encountered on Red Mountain Roofing s Projects. Refer to the SDS manual for
the specific amounts of crystalline silica in the products utilized.
The health hazards of silica come from breathing in the
dust. In addition to identifying the specific activities/areas where personnel
could be exposed to silica dust, the amount of exposure and duration of
exposure must also be considered. With consideration to these three factors,
activities performed by Red Mountain Roofing
(or that are otherwise occurring in proximity to Red Mountain Roofing s
activities) that expose our employees (as
well as members of the public and other workers) to the dust include, but
are not necessarily limited to:
Surface preparation activities such as: (1) the
use of blow-packs, (2) the use of Bobcats with sweeper attachments, (3) the
use of sweeper trucks and (4) hand sweeping.
Saw-cutting (of both asphalt and concrete).
Granular surface preparation activities (i.e., grading and rolling), and
Risk Assessment
Red Mountain Roofing
will use a variety of methods to assist with the assessment of (possible and actual) silica exposures.
These methods will include, but may not necessarily be limited to:
Reviewing data/reports available in the public
domain (i.e., Information available through regulatory agencies and industry
associations.
Regularly consulting with the safety directors
from firms who perform similar work.
Implementing a suitable respirable silica
exposure monitoring program. This program will ensure that (over time) Red Mountain Roofing
has quantifiable silica exposure data available that is representative of
all regularly occurring, as well as reasonably foreseeable work activities.
Exposure monitoring will generally be conducted in-house , although assistance
(i.e., actual monitoring and/or
interpretation of results) may be obtained through outside
consultants/hygienists.
Control Methods
When determining measures to reduce or eliminate worker
exposure to silica dust, Red Mountain Roofing will generally select a combination of controls, listed in order
of preference:
Elimination and substitution
Engineering
Administrative
Personnel Protection Equipment (PPE)
Substitution and Elimination
Whenever possible, Red Mountain Roofing will substitute products containing
silica with products that do not contain (or
contain a lower percentage of) crystalline silica. While there have
historically been few substitution options available, Red Mountain Roofing recognizes the importance of planning
work in order to minimize the amount of silica dust
generated. During the planning phases of a project, Red Mountain Roofing will advocate for the use of methods
that reduce the need for cutting, grinding, or drilling of concrete surfaces.
Engineering Controls
Engineering controls are those controls which aim to
control or otherwise minimize the release of crystalline silica. Two common
engineering control options are available to Red Mountain Roofing in many circumstances. These include
the Local Exhaust Ventilation (LEV) and Wet Dust Suppression (WDS) systems.
LEV Systems
Tools/appliance specific LEV systems are available on some
tools/appliances. Such LEV systems are generally comprised of a shroud
assembly, a hose attachment, and a vacuum system. Dust-laden air is collected
within the shroud, drawn into the hose attachment, and conveyed to the vacuum,
where it is filtered and discharged. Large scale LEV systems, such those
available on some Vacuum Trucks and Mobile Sweepers, may also be employed (at
times) on Red Mountain Roofing projects.
When/if LEV systems are used, Red Mountain Roofing will employ the following systems and
safe work practices:
Vacuum attachment systems that capture and
control dust at its source whenever possible.
Dust control systems will be maintained in
optimal working conditions.
Grinding wheels will be operated at the
manufacturer s recommended RPM (operating in excess of
this can generate significantly higher airborne dust levels).
HEPA or good quality, multi-stage vacuum units (approved for use with silica dust) will
be used in accordance with the manufacturer s instructions.
Whenever possible, concrete grinding will be
completed when the concrete is wet (thus
dust release will be significantly reduced).
WDS Systems
Unlike LEV systems, many tools/appliances at Red Mountain
Roofing are equipped with WDS systems (i.e., on the milling equipment, sweeper
equipped Bobcats, as well as attachments on various handheld/portable,
abrasive/cutting equipment). When WDS Systems are not available, (as a standard
or retrofitted part of a tool/appliance), similar effects can also be achieved
by manually wetting the surface (i.e., with a mister or with a hose).
When WDS systems are used, Red Mountain Roofing will
employ the following systems and safe work practices:
If water is not readily available on the
specific Red Mountain Roofing project,
the project supervisor will arrange to have a water tank delivered to the site
for use.
Pneumatic or fuel (i.e., gasoline) powered equipment will generally be used instead
of electrically powered equipment if water is the method of dust control,
unless the electrical equipment is specifically designed to be used in such
circumstances.
Pressure and flow rate will be controlled in
accordance with the tool manufacturer s specifications.
When sawing concrete, tools that provide water
directly to the blade will be used if
possible.
Wet slurry will be cleaned from work surfaces
when the work is complete, if/when necessary.
Administrative Controls
Administrative controls are those that aim to control or
otherwise minimize the release of silica through the use of
work procedure and work methods, rather than by affecting the actual physical
work. Common examples of administrative controls include, but are not limited
to:
Posting of warning signs.
Rescheduling of work as to avoid the activities
of others.
Relocating unprotected workers away from dusty
areas.
When administrative controls are used, Red Mountain
Roofing will employ the following systems and safe work practices:
In conjunction with the owner or prime
contractor, suitable exposure control strategies (both within and outside Red
Mountain Roofing s capabilities/responsibilities) will be discussed and
determined. As necessary/appropriate, supplemental (to this policy/procedure)
project and task specific exposure control plans will be developed.
Suitable housekeeping, restricted work area,
hygiene practices, training and supervision procedures/standards will be
determined and implemented on Red Mountain Roofing projects.
As appropriate, barriers will be erected around
known silica dust generating activities, and/or warning signs will be posted.
As able, work activities will be scheduled to
minimize the silica related effect on, and from, others.
Personal Protective Equipment Controls
When used in conjunction with the other (i.e., engineering and administrative) controls
elsewhere identified, personal protective equipment and clothing can help
further reduce our employees exposure to silica dust.
An air purifying respirator fitted with HEPA cartridges is
the most common piece of PPE that would be used by Red Mountain Roofing to
minimize exposure to silica dust. Dependent on the effectiveness of the other (i.e., engineering) control measures
employed, either a full face piece or 1/2 face piece respirator would be
used by personnel (In the
majority of situations a face respirator will be used. When working
indoors or in other areas with poor ventilation, a full-face respirator may be
required). Both of these respirators are seal
dependent , and thus the users must be fit tested and clean shaven where the
respirator seals to the face.
In addition to respiratory PPE, protective clothing (i.e., disposable/washable coveralls) may
be used and/or required to help prevent the contamination of the worker s
personnel clothing.
Medical Surveillance
General
The employer shall make medical surveillance available at
no cost to the employee, and at a reasonable time and place, for each employee
who will be required under this section to use a respirator for 30 or more days
per year.
The employer shall ensure that all medical examinations
and procedures required by this section are performed by a Qualified Physician
or other Licensed Health Care Professional (PLHCP).
Medical Report for the employee
The employer shall ensure that the PLHCP explains to the
employee the results of the medical examination and provides each employee with
a written medical report within 30 days of each medical examination performed.
The written report shall contain:
A statement indicating the results of the
medical examination, including any medical condition(s) that would place the
employee at increased risk of material impairment to health from exposure to
respirable crystalline silica and any medical conditions that require further
evaluation or treatment.
Any recommended limitations on the employee s
use of respirators;
Any recommended limitations on the employee s
exposure to respirable crystalline silica
A statement that the employee should be examined
by a specialist if the chest X-ray provided in accordance with this section is
classified as 1/0 or higher by the B Reader, or if referral to a specialist is
otherwise deemed appropriate by the PLHCP
Medical Report for the Employer
The employer shall obtain a written medical opinion from
the PLHCP within 30 days of the medical examination. The written opinion shall
contain only the following:
The date of the examination
A statement that the examination has met the
requirements of this section
Any recommended limitations on the employee s
use of respirators
Training
Prior to performing activities or
working on project sites where personnel could be exposed to silica dust, Red
Mountain Roofing will ensure that personnel receive suitable education and
training. As necessary, personnel will be trained to a level of demonstrated
competency . While not necessarily an exhaustive list, education and training
may include:
The hazards and risks associated with exposure
to silica dust
The signs and symptoms of silica related
diseases
General and specific silica exposure reduction
methods/strategies (i.e., as detailed in
the general/specific exposure control plans)
The use of specific pieces of equipment and
control systems (i.e., LEV and WDS
systems)
The use and care of respiratory (and other)
personal protective equipment
How to seek first aid (i.e., for respiratory
related concerns, including those that may be caused/associated with silica
dust exposure)
How to report items of the concern (i.e., those related to silica dust)
The education and training
detailed will be delivered to Red Mountain Roofing employees through a variety
of forums, including but not necessarily limited to:
New employee orientations
Project/site orientations
Equipment/task specific training (in accordance
with Red Mountain Roofing s policy, all personnel must be trained to a level of
demonstrated competency prior to using required tools, equipment and
appliances)
Start of shift toolbox talks.
Notifications and bulletins (those developed in
house and those acquired from other reputable sources)
Silica Exposure Control Plan Employee
Acknowledgement
Purpose
Responsibilities
Practices
Training
I have read and fully understand all practices
and responsibilities.
I agree to observe and follow these practices.
I have received a copy of this policy and
practices.
I understand failure to follow these practices
may affect my current employment, my re-employment, reinstatement, and
vocational assistance rights (worker s comp claims).
I acknowledge that the above
information was covered during the training of Red Mountain Roofing s Silica Exposure Control Plan, and that I
was allowed to ask questions following the training session.
Employee (Print):
Employee Signature:
Training date:
Trainer (Print):
Title:
Substance Abuse Policy
Purpose
Red Mountain Roofing believes
that it is important to promote a drug and alcohol-free workplace to maintain
safe, healthy, and efficient operations; and to protect the safety and security
of our customers, employees, facilities, and property. Drugs (prescription or
otherwise) or alcohol may pose serious risks to the substance abuser and those
around the abuser. In addition, the use or possession of illegal drugs,
marijuana and/or alcohol in the workplace poses unacceptable risks to the
maintenance of a safe and healthy workplace, and to the security of Red
Mountain Roofing s employees, facilities, property and its customers. Substance
abuse, while at work or elsewhere, seriously endangers the safety of all
employees, as well as the general public, and creates a variety of workplace
problems including, but not limited to: increased injuries on the job,
increased absenteeism, increased health care claims, increased benefit costs
(resulting from those claims), increased theft, decreased moral, decreased productivity,
and a decline in the quality of products and services provided by Red Mountain
Roofing. For all of those reasons, Red Mountain
Roofing has established the Substance
Abuse Policy as detailed below.
Safety Sensitive Positions
Depending upon their specific job
duties, certain positions are designated as safety sensitive.
Employees assigned to these
positions may be subject to additional specific requirements due to Red
Mountain Roofing s policies, and state or federal regulations. This includes
additional restrictions on drug and/or alcohol use and additional provisions for
drug and/or alcohol testing.
Definitions
Illegal
Drugs are defined as any controlled substance, medication, or other
chemical substance that:
o
(1) is not legally obtainable; or
o
(2) is legally obtainable, but is not being used
legally, or is not being used for the purpose(s) for which it was prescribed or
intended by the manufacturer.
Legal
Drugs means any substance, medication, or other chemical substance whether
prescribed, or over the counter that are legally obtained by the employee and
are used for the purpose(s) for which they were intended by the manufacturer. o Thus,
legal drugs may include even over-the-counter (OTC)
medications, if they are not being used for the purpose(s) for which they were
intended by the manufacturer. (i.e., four Advil tablets are prescription
strength and therefore would require a prescription from a doctor, even though
Advil is an over-thecounter product.)
Company
Property, Equipment, Machinery, and Vehicles means all property,
equipment, machinery, and vehicles owned, leased, rented, or used by Red
Mountain Roofing and its employees.
On duty
means all working hours, including meal periods and break periods,
regardless of whether or not on Red Mountain Roofing s
property or the job site. In other words, all hours when an employee represents
Red Mountain Roofing in any capacity. o On duty also refers to those employees
who are on-call.
Duties and Responsibilities
Management
Due to the confidentially of employee health conditions,
but also due to the safety of all other employees, certain members of
management may be informed of and/or involved in an incident relating to any
form of substance abuse while employed at Red Mountain Roofing. At times, a
member of management may oversee your recovery process.
Supervisor
It is the responsibility of the supervisor to make certain
that all employees in their crew or under their leadership are following all
safety practices and working safely.
Employees
It is the responsibility and duty of the employee to follow
all safety practices and procedures that the employer has put into practice and
made them aware of.
Covered
Employees
Any individual who conducts
business for the organization, is applying for a position, or is conducting
business on the organization’s property is covered and expected to follow Red
Mountain Roofing s Substance Abuse
Policy.
Red Mountain Roofing s Substance Abuse Policy includes, but is
not limited to:
Supervisors,
full-time and part-time employees,
off-site employees,
contractors,
temporary help,
all administrative staff,
and applicants.
Practices
Alcohol
Employees may not use or possess alcohol while on duty,
while working, while on Red Mountain Roofing s job sites or any property, or
while operating company equipment, machinery, or vehicles. Employees may not
work or report to work impaired with detectable levels of alcohol in their
systems. (Those employees on-call should refrain from alcohol consumption at
least 6 hours prior to being placed on-call.) Employees who violate either of
these rules shall be subject to disciplinary action, up to and possibly
including termination. Red Mountain Roofing may make exceptions to these rules
for certain business or social functions sponsored or approved in advance by an
Executive of Red Mountain Roofing.
Marijuana
Employees may not use or possess marijuana while on duty,
while working, while on Red
Mountain Roofing s job sites or any property, or while
operating company equipment,
machinery, or vehicles. Employees may not work or report to
work impaired and/or with detectable levels of marijuana in their systems.
(Those employees on-call should refrain from marijuana consumption at least
12 hours prior to being placed on-call.) Employees who violate either of these
rules shall be subject to disciplinary action, up to and possibly including
termination.
Illegal Drugs
Employees may not possess illegal drugs or engage in the
illegal use of drugs while on duty, while working, while on Red Mountain
Roofing s job sites or any property, or while operating company equipment,
machinery, or vehicles. Employees may not work or report to work with
detectable levels of illegal drugs or the metabolites of illegal drugs in their
systems. (Those employees on-call should refrain from
illegal drug use at all times.) Employees may not manufacture,
distribute, dispense, transfer, or sell illegal drugs. Employees who violate
any of these rules will be subject to disciplinary action, up to and possibly
including termination.
Legal Drugs/Medications
Any employee who has been prescribed a legal drug (e.g.,
sleep aids, pain medications), may pose a safety risk to other employees or
interfere with the employee s performance of his/her job. Any employee who has
been prescribed a legal drug such as a pain medication, sleep aid or
mood-altering drug shall immediately
report such legal drug use to his/her Supervisor. Red Mountain Roofing shall
then determine whether any work restriction is required and for how long such
work restrictions shall remain in effect. Failure to report the legal use of a
drug or prescription that may pose a safety risk to employees or property could
result in disciplinary action, up to and possibly including termination.
Due to the safety and sensitivity of many job positions, an
employee may not work if a
prescription drug, medical marijuana or over-the-counter drug impairs his or
her ability to perform their job safely. Therefore, Red Mountain Roofing will
not tolerate the use, possession, sale or transportation of legal or illegal
drugs, including medical marijuana (including products containing medical
marijuana), on company property, on company time (even if not on company
property), or in company vehicles. This applies to those who have been issued a
registration (medical marijuana card) by the State of Arizona.
Employees who are required to use prescription drugs,
medical marijuana, or over-thecounter medications in a prescription dose shall
inform Human Resources immediately after being hired or your Supervisor
immediately after the script is written (for those employees already in
employment with Red Mountain Roofing).
Criminal Drug Convictions
Any employee who is convicted of violating any criminal
drug statute while in the employment of Red Mountain Roofing will be subject to
disciplinary action, up to and possibly including termination. (Employees shall report any criminal drug statute
charge to their Supervisor within five calendar days of the charge.)
Inspection of Property, Equipment and Vehicles
All persons on Red Mountain Roofing s property or who are
performing services on a company project, and all property, equipment, and
vehicles on company property or being used in connection with the performance
of work on a company project (including without limitations all vehicles,
containers, tools, machines, desks, file cabinets, etc.,) are subject to
unannounced inspection by Red Mountain Roofing. You should not expect that any
property or item that you bring to work with you or that you use at work is
private. If you do not want property or
items inspected, do not bring them to work or have them on Red Mountain
Roofing s property or use them in Red Mountain Roofing s equipment or vehicles.
Employees who refuse to permit inspections under this policy will be subject to
disciplinary action, up to and possibly including termination.
Drug and Alcohol Testing
Red Mountain Roofing may require
that employees and applicants provide urine, blood, breath, and/or other
samples for drug and alcohol testing under any of the following circumstances,
included, but not limited to:
Pre-Employment Testing
All applicants who have received conditional offers of
employment with Red Mountain Roofing may be required to undergo drug and/or
alcohol testing as a condition of employment.
Reasonable Suspicion Testing
Red Mountain Roofing may require any employee to undergo
drug and/or alcohol testing if management has a reasonable suspicion that the
employee has violated the company s written work policies which prohibits the
use or possession of drugs and alcohol while on duty, while working, while on
company property, or while operating company equipment, machinery or vehicles.
Reasonable suspicion may be established through management use of the checklist
provided in appendix of this document. If the employee is suspected of being
impaired by drugs and/or alcohol or may be affected by the
use of drugs and/or alcohol, and that use may adversely affect job
performance or the work, Red Mountain Roofing may require drug and/or alcohol
testing. Refusal to consent to such testing is grounds for immediate
termination.
Post-Injury Testing
Red Mountain Roofing may require any employee who has
sustained a work-related injury or illness to undergo drug and/or alcohol
testing.
Part of the Accident Investigation Process
Where there has been no injury, however; an incident
occurred or near miss that could have resulted in a more serious accident or
situation, Red Mountain Roofing may require any employee to undergo drug and/or
alcohol testing.
Random Testing
All employees are subject to periodic, unannounced drug
and/or alcohol testing on a random selection basis.
Treatment Program Testing
Any employee who has volunteered or been referred by Red
Mountain Roofing for chemical dependency treatment or evaluation or who is
participating in a chemical dependency treatment program, may be required to
undergo drug and/or alcohol testing without prior notice during the evaluation
or treatment period, and for up to two (2) years following the employee s
return to work.
Additional Testing
Red Mountain Roofing may also require employees to undergo
drug and/or alcohol testing when, in judgment of management, such testing is
appropriate for the maintenance of safety for employees, customers, clients, or
the public at large, or for the maintenance of productivity, quality, or
security of property or information, or for the protection of Red Mountain
Roofing s property, equipment, machinery and vehicles.
Refusal to consent to testing for the reasons stated above is grounds
for termination.
Specimen Collection and Testing Procedures
Test
Subject Privacy: Appropriate professional personnel will supervise the
collection of urine and blood specimens for testing. In the absence of a
reasonable suspicion that the test subject will alter or substitute an
alternate urine specimen, the collection personnel will not directly observe
the collection of the urine specimen.
Chain of
Custody Procedures: Specimens will be tested only by laboratories that are
properly approved to conduct drug and alcohol testing by the National Institute
on Drug Abuse, Department of Health and Human Services, and/or College of
American Pathologists. Specimens will be tested only for the presence of
alcohol, marijuana, illegal drugs and other metabolites. Red Mountain Roofing
will rely only on positive initial screening test results that also have been
confirmed by gas chromatography/mass spectrometry or other methods of confirmatory
analysis provided for by the National Institute on Drug Abuse, Department of
Health and Human Services, and/or the College of American Pathologists
( confirmatory test ).
Cost of
Testing: Red Mountain Roofing will pay for any initial drug and/or alcohol
test that it requests or requires.
Suspensions
Pending Test Results: Pending the receipt of test results, written
explanations and/or requests for retests of positive confirmatory test results,
if necessary, employees may be temporarily suspended
with or without pay. If an employee is suspended without pay and the final
confirmatory test result is negative, the employee will be reinstated
immediately with full back pay.
Test
Result Reports: Red Mountain Roofing will promptly communicate test results
to test subjects. Any test subject may submit a written request for a copy of
their test results report.
Confidentiality
of Test Results: Red Mountain Roofing will not disclose test results except
as authorized by the test subject or as authorized, permitted, or required by
applicable law and/or regulatory agencies.
Consequences
of Refusal: Employees and applicants may refuse to undergo drug and/or
alcohol testing, however; employees who refuse to undergo testing or who fail
to cooperate with the testing procedures will be subject to disciplinary
action, up to and including termination. Applicants who refuse to undergo drug
and/or alcohol testing or who fail to cooperate with the testing procedures
will not be hired and will not be reconsidered for employment.
Right to
Explain Test Results: Any test subject who tests positive on a confirmatory
test on any drug and/or alcohol test required by Red Mountain Roofing may:
o Submit in writing, additional
information to Red Mountain Roofing, as well as explain verbally, in a
confidential setting, the possible reason(s) for the confirmed positive test
result. The test subject that tested positive may also request, in writing, a
confirmatory re-test of the original sample, at his or her own expense,
provided that Red Mountain Roofing receives the request within five (5) working
days after the test subject has been informed of the confirmed positive test
result. Confirmatory retests requested and paid for by the test subject may be
conducted only by laboratories that are properly approved to conduct drug and
alcohol testing by the National Institute on Drug Abuse, the Department of
Health and Human Services, or the College of American Pathologists.
Consequences of Confirmed Positive Test Results
Applicants:
Any applicant who tests positive on a confirmatory test drug and/or alcohol
test required by Red Mountain Roofing and who does not successfully refute the
test results by explanation or retesting in a timely manner, will not be hired
and will not be reconsidered for employment.
Employees:
o
First-Time
Positive Result: Any employee who tests positive on a confirmatory test for
any drug and/or alcohol test required by Red Mountain Roofing and who does not
successfully refute the test results in a timely manner by explanation or
retesting will be subject to disciplinary action, up to and including
termination. Any employee not immediately dismissed, will be referred for a
chemical dependency evaluation, and will be required to sign an appropriate
last chance agreement with Red Mountain Roofing governing substance abuse and
testing. (The cost for evaluation, treatment, and last chance random testing
will be at the employee s expense.) Any employee, who fails to complete, who
fails to appear for a chemical dependency evaluation when directed by Red
Mountain Roofing, fails to complete the terms of any prescribed treatment
program, or fails in any way to cooperate
with the chemical dependency referral and/or treatment
process, will be subject to disciplinary action, up to and including
termination.
o
Second-Time
Positive Test Result: Any employee who tests positive on a confirmatory
test on any drug and/or alcohol test required by Red Mountain Roofing for the
second time will be terminated, no exceptions.
Unemployment Compensation Benefits/Workers Compensation
Benefits
Any employee who refuses to take,
or who tests positive on a confirmatory test on any drug and/or alcohol test
required by Red Mountain Roofing and who does not successfully refute the test
results by explanation or re-testing in a timely manner, and who is discharged,
will be subject to loss of unemployment insurance benefits. Any employee who
refuses to take, to cooperate with, or who tests positive on a confirmatory
test on any drug or alcohol required by Red Mountain Roofing after a workplace
accident or injury and who does not successfully refute the test results by
explanation or re-testing in a timely manner, will be subject to loss of
worker s compensation benefits.
Training
Additional training may be given
to those employees that go through a rehabilitation program. Training will be
based on the needs of the employee, as per suggestions from the rehab counselor
and Supervisor.
Recordkeeping
Training Records
Training records are completed for each employee upon
completion of each training. These documents will be kept for the length of
employment with Red Mountain Roofing and at least three years after the
employee leaves Red Mountain Roofing. These documents are kept at the corporate
office.
The training records include, but are not limited to, the
following:
The dates of the training sessions,
the contents or a summary of the training
sessions,
the names and qualifications of persons
conducting the training,
the names and job titles of all employees
attending the training sessions.
Employee training records are provided upon written request
to the employee or the employee s authorized representative within 15 working
days.
Medical Records
Medical records are maintained for each employee. Human
Resources is responsible for maintenance of the required medical records.
These confidential records are kept at the corporate office
for at least the duration of employment plus 30 years. Employee medical records
are provided upon written request of the employee or to anyone having written
consent of the employee within 15 working days.
Substance Abuse Policy for Red Mountain Roofing Employee
Acknowledgment
Topics covered:
Purpose
Safety Sensitive Positions
Definitions
Duties and Responsibilities
Covered Employees
Practices o Illegal Drugs o Legal
Drugs/Medication o Criminal Drug Convictions
o Inspection of Property, Equipment and Vehicles
Drug and Alcohol Testing
Unemployment Compensation Benefits/Worker s
Compensation Benefits
Employee Training
Recordkeeping
I have read and fully understand all practices
and responsibilities.
I agree to observe and follow these practices.
I have received a copy of this policy and
practices.
I understand failure to follow these practices
may affect my current employment, my reemployment, reinstatement, and
vocational assistance rights (worker s comp claims).
I acknowledge that the above
information was covered during the training of Red Mountain Roofing s Substance Abuse Policy, and that I was
allowed to ask questions following the training session.
Employee (Print):
Employee Signature:
Training date:
Trainer (Print):
Title:
Appendix
Checklist for Reasonable belief
of Impairment from Alcohol, Marijuana or Other Drug Usage
|
Employee Name: |
Date: |
|
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Symptoms: |
Yes |
No |
|
1. Does (Marijuana smell is |
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|
2. Does a. Other |
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3. Is |
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4. Is |
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5. Has |
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6. Is a. b. |
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7. Has employer should refrain |
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8. Other
|
|
|
Symptoms and indicators on this form can be found at
https://americanaddictioncenters.org/
This form can be used to determine if reasonable cause
for testing can be justified, but does not include all symptoms and variables,
company still takes on responsibility of such actions. Not one line item is a
for sure indicator, use a combination of 2 or more affirmative answers to base
decisions on.
Reporting Person Print Name:
_____________________ Signature ______________________
Witness Person Print Name:
_______________________ Signature_______________________
Date:
_________________________ Department ____________________
Vehicle and Fleet Safety Policy
Purpose
Red Mountain Roofing has company
vehicles that will be assigned to certain employees, either full-time or as
needed. The purpose of this Vehicle and
Fleet Safety Policy is to minimize vehicle accidents and injuries to
employees, as well as the public, through an organized loss control effort and
to make safe driving practices an important part of Red Mountain Roofing s
operations. This Policy will address the elements, which when followed, will
help control vehicle losses and meet our objectives of production,
profitability and public image.
Definitions or Informative Information
Cost of Vehicle Accidents
The cost of insurance is only one cost of accidents. Other
indirect costs not covered by insurance include:
Salary paid and loss of service of the injured
employee.
Cost of supervisory time spent investigating,
reporting and following up after the accident.
Loss of use of the vehicle while it is being
repaired or replaced.
Cost of replacing and training an injured
employee.
Poor customer and public relations resulting
from accidents with company vehicles.
Time lost by co-workers in discussing the nature
of the accident and extent of damage and/or injuries.
Worker s Compensation increase after an accident
with injuries.
Practices
The following practices shall be
followed by all those employees at Red Mountain Roofing that are authorized to
drive a company vehicle. These practices will ensure the safety of employees
and those on the roadways, as well as the protection of property and company
vehicles.
Engineering Controls
Preventive Maintenance:
Equipment condition frequently impacts the operations and
accident history of our vehicles. Scheduled preventive maintenance uncovers
problems before failures occur, thereby reducing accidents, breakdowns and
inefficiency. Schedules are based on mileage, hours of operation and/or
calendar days of use. Formal maintenance records will be kept on file for all
vehicles. All workers should monitor gas, tire pressure, and fluid levels while
driving.
Administrative Controls
Driver Selection and Training
Since over 90% of vehicle accidents can be attributed to
driver error, the most important
aspect of any vehicle and fleet safety program is the
selection of its drivers.
The following parts shall be incorporated into our driver
selection policy and shall be kept in each driver s personnel record file:
Completion of a written application.
o
It should include a place to list all driving
violations or accidents within the past five (5) years.
Verification of a current and valid driver s
license.
Motor vehicle record (MVR) checks; completed at
time of hiring and updated annually. This is a tool that management can use to
help reduce accidents.
o
MVRs shall be used to qualify new hires, while
annual reviews shall be used to determine whether existing drivers have
developed problems or bad habits.
Background checks
Reference checks.
Road test where appropriate, as it is important
to confirm the skill levels of every driver; results shall be documented.
Drug testing (at time of hire and after all
incidents, no matter how simple or severe.)
New driver probationary period.
o
At Red Mountain Roofing, the probationary period
is 90 days.
Driving skills of all employees that will operate a
company vehicle shall be assessed within the first month of employment to
ensure that safe driving behaviors are being followed.
Each driver s record shall be reviewed on an annual basis
to review moving traffic violations, accident history, public or customers
complaints, etc. This report will be used to evaluate whether the employee is
still fit to operate a company vehicle.
Driver Qualifications Include
Age requirement:
o
Must be at least 23 years old for CDL driver.
o
Must be at least 21 years old for Non-CDL drivers.
Driving Experience:
o
Minimum of two years full-time verifiable
similar type vehicle (including tractor-trailer.)
Do not
use drugs or alcohol while operating any vehicle.
o
No positive drug or alcohol test including,
pre-employment, random, postaccident or reasonable suspicion.
Driving and crash record:
o
No more than three (3) moving traffic violations
(including no more than one preventable crash) during the previous 36 months. o Speeding
excess (over 25 MPH over the speed limit):
No violations during the previous 36 months.
4
If the exact speed is unknown, use the state
category that most closely matches the average speed for the type of road you
are traveling on.
o
Do not
drive under the influence (i.e., D.U.I. [drug or alcohol]).
Cannot have a conviction during the previous
five (5) years in a commercial or personal motor vehicle.
4
Do not
operate a company vehicle under the influence.
o
Do not
smoke in any company vehicle. o Cannot have a vehicle homicide manslaughter
or assault on your record.
o
Reckless driving or speeding contests
(considered other types of moving violations):
Cannot have a violation within the last two (2)
years.
4
Do not
drive recklessly (including road rage) or challenge or accept a challenge to a
speeding contest (race).
o
Do not
operate any vehicle with a suspended or revoked driver s license or history of
license suspension.
o
Do not
use the company vehicle in a felony event.
o
Leaving the scene of an accident, whether bodily
injury or physical damage:
Cannot have a record in the last five (5) years
of leaving the scene.
Do not
leave the scene of any accident while employed with Red Mountain Roofing.
o
Do not
operate any vehicle without owner permission. If any changes occur regarding
driver status, you must inform your
employer.
o
Do not/shall
not elude any police officer(s). o Must
obey traffic laws in your jurisdiction and be courteous to toward other
drivers.
MVR Evaluation Criteria
This is a simple grading system for use in evaluating
driver Motor Vehicle Records (MVR s). There are four (4) classifications of
drivers based on their most recent three (3) year driving record. The criteria
are based on a point system in which points are assigned to accidents and
moving violations. New hires should not have more than three (3) points, and
ideally, have clean MVR driving records.
Criteria Point Assignments Moving
MVR Violations:
Speeding (less than 10 m.p.h. over limit) 1-1/2 points
Speeding (more than 10 m.p.h., less than
20m.p.h. over) Two (2) points
Failure to yield the right of way Two (2) points.
Improper change of lane Two
(2) points
Other general moving violations Two (2) points
Speeding (more than 20 m.p.h. over limit) Three (3) points
Reckless driving Three (3) points
Other serious moving violations Three (3) points
Reckless Endangerment, Alcohol and Drug
Violations Six (6) points
For hired drivers – at fault accidents involving company
vehicles:
All general at fault accidents Two
(2) points
Note: MVR points shall be included to determine the
driver s overall classification rating.
Driver Classifications
New Hires
Acceptable 0 to 2 points
Probation 2 to 3 points
Unacceptable Over 3 points
Existing Drivers
Acceptable 0 to 3 points
Marginal 4 points
Probation 5 points
Unacceptable 6 points or more
Action Plans
The following courses of actions shall be taken for each
driver classification:
Acceptable o Employees may drive without
qualifications. In some cases, counseling and a plan for MVR improvement should
be developed.
Marginal o Employees may drive, but their updated
MVR shall be re-evaluated every six (6) months and any increase in points shall
result in their being placed on probation or removed from a driving position.
Probationary o Employee may drive, but their updated
MVR will be re-evaluated every three (3) months and any increase in points will
result in their immediate removal from a driving position.
Unacceptable o Employee is not permitted to operate a
company vehicle under any circumstances. Any unauthorized use is grounds for
immediate dismissal.
Additional Requirements
Employees shall immediately notify their
supervisor of all moving violations or accidents.
Employees who reach the marginal
classification shall be required to attend a mandatory Defensive driving course
(or the equivalent training program).
Drivers who reach the probationary
classification shall be given a written reprimand and notification that any
future moving violations or at-fault accidents shall result in their removal
from a driver/driving status.
o The only
exception is if a previous violation or accident has rotated off
of the employee s three (3) year driving record in the meantime.
Investigation of an Accident
In the event of an accident, be sure to:
|
|
Contact |
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|
Follow |
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Do not |
Each driver will be held accountable for operating his or
her vehicle in a safe and professional manner. Accident investigations are the
key in determining the causes of accidents. Each accident will be investigated
and reviewed for cause and preventability. The accident investigation form
found at the end of this policy shall be used in the investigation process.
Accidents will be determined to be chargeable, preventable or nonpreventable on the basis of recognized defensive driving rules. A
preventable accident is one in which the driver failed to do everything
reasonable to prevent the accident. He or she did not follow the accident
prevention formula:
Recognize the hazard.
Understand the defense.
Act correctly in time.
If an accident is determined to be non-preventable,
drivers shall be cleared. Accidents determined to be preventable may be used in
determining driver disciplinary actions. Accidents determined to have been
chargeable shall result in driver disciplinary action as specified in the
company safety policy.
For reference purposes, examples
of accidents that are chargeable most of
the time and preventable all of the time using
defensive driving techniques are:
Head-on collisions – The driver must remain in
his or her proper lane. When approaching vehicles veer into the driver s lane,
the driver must change lanes, slow down or stop, when such action can be taken
without additional danger.
Rear-end collision – The vehicle ahead stopping
suddenly is a common road hazard. Drivers must always follow at safe distances
and have their vehicles under control at all times.
Backing accidents Drivers should be aware of
the conditions and potential hazards before backing.
Failed to yield the right of way.
Accidents due to adverse weather conditions such
as darkness, fog, rain, snow, sleet, icy conditions, etc. – It is the driver s
responsibility to compensate for adverse conditions by remaining alert, slowing
down or pulling off the road in a safe area until conditions improve.
Pedestrian accidents – Drivers should have their vehicle under control at all times and be ready
for any unusual circumstances (children playing or riding in the road,
jaywalkers, etc.).
Vehicle Inspections
Vehicles shall be inspected by their assigned drivers
daily. This includes a walk-around inspection of the vehicle and an inside
safety check of all gauges, equipment, lighting, emergency devices, etc.
Drivers shall use a formal inspection checklist highlighting critical vehicle
safety factors. These checklists shall be signed and dated by the drivers and
turned in daily to their supervisor. In the event a critical defect is found by
the driver, the vehicle shall not be
driven until the deficiency is corrected. (The vehicle shall be taken out of
service until repaired.)
Accident Reporting, Investigation and Review
Each driver is required to fill out a detailed accident
report on all accidents in which their vehicle (the company vehicle they are
driving, or their personal vehicle being used for company business) is
involved. This should include the following information:
Date and time of accident.
Names of all drivers and passengers involved and
witnesses to the accident.
all vehicle identification numbers (VINs).
Location of the accident.
o A minimum of the nearest cross streets
is expected if an exact address is unknown.
Brief description of the accident, photos if
possible.
The police report number so a copy of the police
report can be obtained.
Description of the property damage, injuries
and/or fatalities.
The camera on the cellular phone is an
excellent tool for gathering information at an accident scene. Drivers shall
take photos of any damage to their company vehicle and any other vehicle or
property involved in the accident. Drivers shall be polite and obtain pertinent
information but shall not admit
fault.
Drivers must report all accidents immediately to
their supervisor and turn in completed accident reports to their supervisor no later than 24 hours after the accident.
o If the employee(s) is severely injured
and/or hospitalized, the time constraint will be lengthened depending on the
condition of the employee(s).
Drivers shall report all arrests and traffic
convictions to their Supervisor. Repeated traffic convictions or failure to
report traffic accidents or convictions may result in disciplinary action, up
to and including termination.
Where employees are responsible, disciplinary action shall
be taken. Should a repeat event happen again, more disciplinary action shall be
taken, up to and including termination.
Driver Safety Practices Drivers
Shall:
Always wear a seat belt.
Be a defensive driver.
Keep your eyes on the road, your mind on
driving, and your hands on the wheel.
Obey all speed limits. Speed shall never be
faster than a rate consistent with posted speed limits, road traffic, and
weather conditions.
o
Posted speed limits shall always be obeyed.
Obey all traffic signs and signals.
Do not
tailgate. Never follow another vehicle so closely that a safe stop cannot be
made.
Yield the right of way; being in the lead is not
worth starting a road rage event.
Drive cautiously at night and in bad weather.
Always use headlights and increase your
following distance between other vehicles at night and during rain, snow, sleet
and fog.
Use lights, wipers, and defrosters in rain,
snow, and fog.
Watch out for puddles, icy patches and sudden
fog.
o
In extreme fog, use fog lights if available, or
pull off the road slowly and put on your hazards.
Maintain a constant scanning pattern of the
front, sides and rear of your vehicle to spot potential hazards such as changes
in road and traffic conditions and vehicles, pedestrians and animals which
might pull out or walk/run out in your path of travel. Scanning 1-1/2 blocks
ahead in city driving and 1/4 mile ahead for highway driving will allow time to
change lanes, reposition your vehicle, slow or stop to prevent an accident.
o
Also, be aware of vehicles driving in your blind
spots or if you are driving in the blind spot of others. If observed, adjust
your speed to move out of the blind spot area. If you observe a tailgater
behind you, increase your following distance from the vehicle in front of you.
Where possible, drive maintaining a cushion of
safety around your vehicle.
Only pass on the left (unless it is the only way
to avoid an accident or brokendown vehicle.).
Dim your high beam lights for oncoming traffic.
Do not
stop on the road at night unless absolutely necessary;
then use lights and flashers and flares (if available).
Expect the unexpected and mistakes of other
drivers.
Vehicles shall be driven by authorized drivers
only.
Do not
give rides to hitchhikers or strangers.
Do not
use cell phones or other devices while driving, pull over safely to the side of
the road first.
Must document
any driving expenses.
Must
report any damage or problems with your assigned vehicle.
Must
always lock company cars.
Do not
lease, sell, or lend the company vehicle.
Do not
allow unauthorized drivers to use a company vehicle.
Do not
use a vehicle for personal errands during or outside working hours.
Do not
use phone or text while driving.
Operation of a
company vehicle under the influence of alcohol, marijuana, or illegal drugs is
strictly forbidden and grounds for dismissal.
Training
All employees that use company
vehicles on the job or employees that use their own vehicles on the job shall
be trained at least annually on requirements for driver s safety and tasks that
they can do to ensure their own safety as well as the safety of others while
they drive.
Driver training is important and
shall be ongoing, addressing the specific needs of the fleet. The training
shall include, but is not limited to the following elements:
Orientation – New employees shall be briefed on
company vehicle policy and procedures, safety rules, accident procedures and
traffic laws and ordinances.
Initial training and retraining as needed. This
shall include training in safe operations, loading, backing, vehicle
inspections and changes in federal, state and local laws.
Defensive driver training
Periodic driver meetings to discuss problems and
safety issues.
Record Keeping
Good record keeping is a
requirement and commitment to the safe operations of Red Mountain Roofing s
fleet. Drivers shall comply with all federal and state regulations on
recordkeeping requirements. This shall include records of vehicle maintenance
and inspections, driver performance files, accident reports and investigations,
etc.
Training and vehicle inspection
forms shall be recorded by the safety director and kept on file.
Forms and Reports
The following forms and reports
on the following pages are to be filled out accordingly when a situation calls
for it and turned into your supervisor per the timeframe outlined in the
practices of each applicable form.
There is also a separate report
titled the Vehicle Accident Questionnaire
that shall be kept in all vehicles and filled out whenever an accident occurs.
Review of Driving Record for Red Mountain Roofing
Full Name of Driver:
Hire Date:
Prospective
Candidate: c
Yes
Employee Number:
Instructions to carrier: Complete the Certificate of Review as listed. Any remarks may be shown on the
reverse side.
A motor carrier shall, at least
once every 12 months, review the driving record of each driver it employs to
determine whether that driver meets minimum requirements for safe driving or is
disqualified to drive a motor vehicle.
In reviewing a driving record,
the motor carrier must consider any evidence that the driver has violated
applicable provisions of the Federal Motor Carrier Safety Regulations, and the
Hazardous Materials Regulations. The Motor carrier must also consider the
driver s accident record and ant evidence that the driver has violated laws
governing the operations of motor vehicles and must give great weight to
violations, such as speeding, reckless driving, and operating while under the
influence of alcohol or drugs, that indicate that the driver has exhibited a
disregard for safety of the public.
NOTE: Prospective drivers will be
considered ineligible to operate a company vehicle if they have been convicted
within the most recent 36 months of driving while intoxicated (alcohol) or
driving under the influence of drugs or controlled substances. Any other
reference or notion relating to alcohol, drugs or any other controlled
substances, such as possession or transportation of, on an MVR will be fully
investigated to evaluate suitability for driver status for both prospective and
current drivers.
Eligibility: (see page four of this document
for Criteria Point Assignments)
___________Acceptable
0 to 2 points
___________Probation
2 to 3 points
___________Unacceptable
Over 3 points
Certificate of Review
I have hereby reviewed the
driving record of the above-named driver and find that he/she (check one):
c Meets minimum requirements of
safe driving c
Is disqualified to drive a motor vehicle
Date
Printed
Name of Signature
Reviewer
Vehicle Accident Report Form for Red Mountain
Roofing
(Short
Form)
If you are in an
accident, you must fill out the following:
Date and time of accident:
________________________________________________________
Names of all drivers and
passengers involved and witnesses to the accident:
_____________________________________________________________________________
Vehicle identification number(s):
_____________________________________________________________________________
Location of the accident
_____________________________________________________________________________
Brief description of the accident, (Take all the photos with the camera provided on the cellular phone):
A copy of the police report or
report #, if available:
_____________________________________________________________________________
Description of the property
damage, injuries or fatalities:
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
Return this form within 24 hours to your
supervisor.
Routine Inspection Checklist Items for Red Mountain
Roofing Vehicles
|
Item |
Safe |
Not Safe |
Comments |
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Brakes should apply evenly to all wheels so that the vehicle does |
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Headlights should function and be properly aimed to avoid |
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Lights – Brake lights, taillights, turn signal lights, rear and |
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Tires should be inflated to the manufacturer s recommended |
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Fluid Levels should be inspected to see that the oil, |
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Windshield Wipers should operate properly and wipe clean. |
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Glass should be free from cracks, discoloration, dirt, or |
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The Steering Wheel should be free of excessive play. Front wheels |
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Horn should respond to light touch. |
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Side and Rearview Mirrors should be properly aligned for |
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Instruments should be in good working order. They are essential |
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Steering and Suspension System (be alert for any changes in the |
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Exhaust System should be checked for leaks to protect against |
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Emergency Equipment in every vehicle should include a fire |
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All problems shall be reported promptly to
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Vehicle Accident |
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Name of Driver |
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Driver s Address |
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Driver s Home Phone # |
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Name of passenger:
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Injuries |
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Witness Information |
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Address: |
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Describe Damage to their
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Date Accident |
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The Accident |
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Why? |
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Diagram |
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NORTH
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INDICATE ROAD NAMES |
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Describe the accident |
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Date: |
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Signature of Driver |
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Is |
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Take photos with your cell phone from several angles. Send |
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Vehicle Safety Policy for Red Mountain Roofing –
Employee Acknowledgment
Topics Covered:
Purpose
Workplace Exposure
Definitions
Duties and Responsibilities
Practices o Engineering Controls
Preventative Measures o Administrative
Controls
Driver Selection and Training
MVR Monitoring Program Standards
Driver Qualifications Include
MVR Evaluation Criteria
Driver Classifications
New Hires
Existing Drivers
Actions Plans
Additional Requirements
Investigation of an Accident
Vehicle Inspections
Accident Reporting, Investigation, and Review
Driver Safety Practices
Training
Recordkeeping
Forms and Reports o Review Driving Record o Vehicle
Accident Report Form
o Routine Inspection Checklist
Vehicle Safety Policy for Red Mountain Roofing-
Employee Acknowledgment continued
I have read and fully understand all the
outlined practices and responsibilities.
I agree to observe and follow these practices.
I have received a copy of this policy and
practices.
I understand failure to follow these practices
may affect my current employment, my reemployment, reinstatement, and
vocational assistance rights (worker s comp claims).
I acknowledge that the above
information was covered during the training of Red Mountain Roofing Vehicle Safety Policy, and that I was
allowed to ask questions following the training session.
Employee (Print):
Employee Signature:
Training date:
Trainer (Print):
Title: