Assuming that you are committed to safe and healthful work practices, OSHA wants to work with you to prevent all losses. We believe that, when you make job safety and health a real part of your everyday operations, you will not lose in the long run. Investing in safety and health activity now will better enable you to avoid possible losses in the future. This is meant to guide you through setting and implementing your policies. Outdoor workers who are exposed to hot and humid conditions are at risk of heat-related illness.
The risk of heat-related illness becomes greater as the weather gets hotter and more humid. This situation is particularly serious when hot weather arrives suddenly early in the season, before workers have had a chance to adapt to warm weather.
Nonetheless, under the OSH Act, employers have a duty to protect workers from recognized serious hazards in the workplace, including heat-related hazards. This guide helps employers and worksite supervisors prepare and implement hot weather plans. It explains how to use the heat index to determine when extra precautions are needed at a worksite to protect workers from environmental contributions to heat-related illness.
Workers performing strenuous activity, workers using heavy or non-breathable protective clothing, and workers who are new to an outdoor job need additional precautions beyond those warranted by heat index alone. This sample employee training plan template is provided to assist you as an employer in developing a program tailored to your own operation. This is not a complete system. We encourage employers to copy, expand, modify and change the sample as necessary to accomplish this.
You must also ensure distribution of the policy to all employees. Instructions English Policy Spanish Policy Diversity, Equity and Inclusion Policy A diversity, equity and inclusion policy can demonstrate your commitment to fostering a diverse workforce, providing the opportunity for advancement for all individuals and ensuring equity in the workplace for all employees. English Policy Spanish Policy Lactation Accommodation Policy Provide this policy to employees which states your company recognizes lactating employees' rights to request lactation accommodation.
The Lactation Accommodation Policy is mandatory for all California employers, regardless of size. Use this version if you have 50 or more employees. Use this version if you have five to 49 employees. This does not work from the "Chrome" app.
Enter into the address field the URL of the website you want to create a shortcut to. Tap "Go. Tap "Add to Home Screen. Enter the name for the shortcut using the on-screen keyboard and tap "Add. Android Launch "Chrome" app.
Compare what you have with Appendix B. An action plan is a specific, written description of problems and solutions-it can and should be changed to correspond with changes in the workplace. A good action plan has two parts. One is an overall list of major changes or improvements needed to make your Injury and Illness Prevention Program effective.
Assign each item a priority and a target date for completion, and identify the person who will monitor or direct each action. The second part of an action plan involves taking each major change or improvement listed and working out a specific plan for making that change.
Write out what you want to accomplish, the steps required, who would be assigned to do what, and when you plan to be finished. This part of the action plan helps you keep track of program improvement so that details do not slip through the cracks.
Put your plan into action, beginning with the item assigned highest priority. Make sure it is realistic and manageable, then address the steps you have written out for that item. You can, of course, work on more than one item at a time.
Priorities may change as other needs are identified or as your company's resources change. Open communication with your employees is crucial to the success of your efforts. Their cooperation depends on understanding what the Injury and Illness Prevention Program is all about, why it is important to them, and how it affects their work.
The more you do to keep them informed of the changes you are making, the smoother your transition will be. By putting your action plan into operation at your workplace, you will have taken a major step toward having an effective Injury and Illness Prevention Program.
Remember, an Injury and Illness Prevention Program is a plan put into practice. Schedule a review-quarterly, semiannually or annually-to look at each critical component in your Injury and Illness Prevention Program, to determine what is working well and what changes, if any, are needed.
When you identify needs that should be addressed, you have the basis for new safety and health objectives for program improvement. No operation can be successful without adequate recordkeeping, which enables you to learn from past experience and make corrections for future operations. Records of accidents, work-related injuries, illnesses and property losses serve as a valuable purpose. Upon review, causes can be identified and control procedures instituted to prevent the illness or injury from recurring.
Keep in mind that any inspection of your workplace may require you to demonstrate the effectiveness of your program. These records give you one measure for evaluating the success of your safety and health activities: success would generally mean a reduction or elimination of employee injuries or illnesses during a calendar year. During the year, regularly review these records to see where your injuries and illnesses are occurring. Look for any patterns or repeat situations.
These records can help you identify hazardous areas in your work-place and pinpoint where immediate corrective action is needed. Such information can assist you in pinpointing unsafe acts, conditions or procedures. Injury and illness records may not be the only records you need to maintain. Employers using any regulated carcinogens have additional reporting and recordkeeping requirements. See Title 8 of the California Code of Regulations for details. Essential records, including those legally required for workers' compensation, insurance audits, and government inspections, must be maintained for as long as required.
They must include:. Also, employers with fewer than 10 employees can substantially comply with the documentation provision by maintaining a log of instructions provided to the employee with respect to the hazards unique to the employees' job assignment when first hired or assigned new duties. Some relief from documentation is available for employers with fewer than 20 employees who are working in industries that are on the Department of Industrial Relations DIR's designated list of low-hazard industries, and for employers with fewer than 20 employees who are not on DlR's list of high-hazard industries and who have a Workers' Compensation Experience Modification Rate of 1.
For these industries, written documentation of the Injury and Illness Prevention Program may be limited to:. Keeping such records fulfills your responsibilities under General Industry Safety Order It also affords an efficient means to review your current safety and health activities for better control of your operations, and to plan future improvements.
There are no requirements to use these model programs. Proper use of these model programs, requires the IIP Program administrator to carefully review the requirements for each of the eight IIP Program elements, fill in the appropriate blank spaces and check those items that are applicable to your workplace.
Also provided are lists of training subjects and workplace checklists. As always, these model programs must be maintained by the employer in order to be effective.
A surprising amount of assistance can be obtained at no cost to you, if you take time to inquire. In cases where money must be spent, it is usually money well spent. Consultants do not issue citations or assess penalties, and they do not inform DOSH of their work with an employer. Employers with fixed worksites and or fewer employees at a specific worksite, can now become exempt from a DOSH discretionary compliance inspection by participating in a voluntary compliance program.
Without questions, it is every employee's responsibility at all levels. To do this, we must constantly be aware of conditions in all work areas that can produce injuries. Your cooperation in detecting hazards and, in turn, controlling them, is a condition of your employment.
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