Summer Slog. Melissa Dotson Manager EHS, BlueScope Buildings North America

Transcription

1 Summer Slog Melissa Dotson Manager EHS, BlueScope Buildings North America

2 Session Agenda Safety Contact BSL BBNA s Slog Round Table Discussion 2

3 Safety Contact 3

4 Good Safety is absolutely good business Our Top Value is Safety It s not just talk, it really cuts to the core of what we are fundamentally about (P O Malley MD & CEO) 4

5 BSL Management System Overriding statement of our values Our Beliefs relating to Health and Safety Our Policy on Health, Safety, Environment and Community Our Safety Management Standards of Intent and Key Performance Requirements Company wide set of Documents and Codes of Practice Business, Sites and Department Documents of applicable procedures BOND BELIEFS POLICY STANDARDS COMPANY DOCUMENTS BUSINESS / SITE / DEPT DOCUMENTS 5

6 Our Bond Our people are our strength Our success comes from our people We work in a safe and satisfying environment Our Bond establishes our commitment to a safe workplace. 6 6

7 Our Health, Safety, Environment & Community Policy Health and Safety We aspire to Zero Harm to people Our fundamental belief is that all injuries can be prevented This responsibility starts with each one of us 7 7

8 Our Safety Beliefs WEMATA Working safely is a condition of employment Employee involvement is essential Management is accountable for safety performance All injuries can be prevented Training employees to work safely is essential All operating exposures can be safeguarded Our Safety Beliefs are fundamental in guiding the company in it's path towards ZERO HARM. 8 8

9 What s a Summer Slog? 9

10 Perennial Problem MTIFR (per 1,000,000 hours worked) *mfg facilities, only Q1(Jul Sep) Q2(Oct Dec) Q3(Jan Mar) Q4(Apr Jun) FY10 FY11 FY12 10

11 Where Is the Problem? 14 FY09 # MTIs / Month / Site 6 FY10 # MTIs / Month / Site Jul Aug Sep Oct Nov Dec Jan Feb Mar Apr May Jun Jul Aug Sep Oct Nov Dec Jan Feb Mar Apr May Jun FY11 # MTIs / Month / Site FY12 # MTIs / Month / Site Jul Aug Sep Oct Nov Dec Jan Feb Mar Apr May Jun 0 Jul Aug Sep Oct Nov Dec Jan Feb Mar Apr May Jun 11

12

13 Individualized Strategies: March Utilizing team leaders to refresh employees who are being borrowed (current and where going to). Scheduled SWOT analysis w/all leadership (will also include employees). Want a full "summer plan" well before summer. Also emphasizing "don't let pain progress". Injuries are directly related to OT, even though they occur w/in first couple of hours of shift. Hiring new employees prior to hotter months. Limiting new employee class size to 4. Goal of reducing overtime going forward, especially in summer. Purchased summer cooling devices (for neck, cooling towels, etc). Also fit-for-duty (older, outer of shape workplace). Have already changed orientation strategy (using pools where employees have had all class room stuff). Kept 2nd shift over winter so won't have to add a whole new shift all at once. New hires now over a 4 month period in lieu of 2 months. Increasing hiring requirements, managing OT (making sure have right number of people on board). Re-emphasizing hydration. Focus initiative on senior persons. 13

14 Individualized Strategies: March Looking at heat stress-relieving products. Having regular get-together.looking at additional break period for long-hour days and/or when heat index is high. Continue to utilize 5S (bi-monthly) which will assist w/housekeeping issues. Plantwide stretching program - have utilized outside resources. Conducted a survey of all employees asking for their input still working on this and getting responses in. Are going to have meeting w/leadership to discuss analysis and get thoughts/action plans from supervisors. Will take summertime strategies, more CPR/1st Aid training. Have already begun hiring and have improved on-boarding process. Having Occ Health Clinic put together physical ability "test" to use as part of newhire. Will also use as return to work. Still working on new employee limits / strategies. Splitting up new employees on different shifts (non-welders). Welders will be limited to 5 new ones at a time - put through specialized training and will distribute among shifts. Bringing employees in more "slowly" and before they are actually needed. Have expanded on-boarding process. Have also improved front-end interviewing (right minded employees vs bodies). Any dept. can only have one or two new employees. 14

15 After SWOTs, EE Meetings, Etc (May) Plan is working - but need to be committed to following when times get busy (have pool, sao w/in first 24 hours of being signed off) Focus on new EE's - need to maintain it Asked EE's on what can be done to raise awareness (1) ask EE's how they have used Take 2 (2) all shop EE's do 2 sao's per month throughout summer (3) all leaders perform sao's on new hires. PLs agreed to perform TBT both at beginning of shift and immediately after lunch break. Staffed for 3rd shift (reduce OT), utilizing summer cooling devices, purchased add'l fans, buddy system More water fountains, focus on hydration (based on EE input), increased focus on housekeeping (ankle biters), trying to pull up schedule to reduce OT in June / July Good Catch" 15

16 Perennial Problem? Not Anymore! MTIFR (per 1,000,000 hours worked) *mfg facilities, only Q1(Jul Sep) Q2(Oct Dec) Q3(Jan Mar) Q4(Apr Jun) FY10 FY11 FY12 FY13 16

17 Round Table Discussions Hours of Work Guidelines / Restrictions Acclimation Strategies General Initiatives Around Slogs Safe Summer / Busy Season Seasonal Hiring Strategies 17

18 Round Table Discussions Hours of Work Guidelines / Restrictions Acclimation Strategies General Initiatives Around Slogs Safe Summer / Busy Season Seasonal Hiring Strategies 18

19 Guidelines for Hours of Work Employees who are scheduled to work 20-hours or more overtime per calendar week require written approval by the Plant Manager. Employees will be limited to 30-hours overtime in any calendar week. If an employee works seven consecutive days of overtime, the employee must not be scheduled to work the eighth day unless approved by the Plant Manager. Work shifts that exceed 12-hours requires approval by the Plant Manager. If an employee works two consecutive 16-hour days, no overtime will be allowed on the third day. Employees will be limited to 16-hours overtime per week after the 4 th consecutive week of 16 hours or greater overtime. A mandatory break of at least 8-hours between the end time and start time of an employee s shift is required. This includes any overtime worked. 19

20 Round Table Discussions Hours of Work Guidelines / Restrictions Heat & Acclimation Strategies General Initiatives Around Slogs Safe Summer / Busy Season Seasonal Hiring Strategies 20

21 Fit for Duty (Combating Heat) Heat Index Less than 91 F 91 F to 103 F 103 F to 115 F Greater than 115 F Risk Level Lower (Caution) Moderate High Very High to Extreme Protective Measures Basic heat safety and planning Implement precautions and heighten awareness Additional precautions to protect workers Triggers even more aggressive protective measures 21

22 Fit for Duty (Combating Heat) Heat Index Risk Level Protective Measures <91 F Lower Provide drinking water (Cautio Ensure that adequate medical services are available n) Plan ahead for times when heat index is higher, including worker heat safety training 91 F to 103 F Moder ate Encourage workers to wear sunscreen In addition to the steps listed above: Remind workers to drink water often (about 4 cups/hour) ** Review heat-related illness topics with workers: how to recognize heatrelated illness, how to prevent it, and what to do if someone gets sick Schedule frequent breaks in cool, shaded area Acclimatize workers Set up buddy system/instruct supervisors to watch workers for signs of heatrelated illness 22

23 Fit for Duty (Combating Heat) Heat Risk Index Level 103 F to High 115 F >115 F Very High to Extreme Protective Measures In addition to the steps listed above: Alert workers of high risk conditions Actively encourage workers to drink plenty of water (about 4 cups/hour) ** Limit physical exertion (e.g. use mechanical lifts) Have a knowledgeable person at the worksite who is well-informed about heat-related illness and able to determine appropriate work/rest schedules Establish and enforce work/rest schedules Adjust work activities (e.g., reschedule work, pace/rotate jobs) Use cooling techniques Watch/communicate with workers at all times Reschedule non-essential activity for days with a reduced heat index or to a time when the heat index is lower Move essential work tasks to the coolest part of the work shift; consider earlier start times, split shifts, or evening and night shifts. Strenuous work tasks and those requiring the use of heavy or non-breathable clothing or impermeable chemical protective clothing should not be conducted when the heat index is at or above 115 F. If essential work must be done, in addition to the steps listed above: Alert workers of extreme heat hazards Establish water drinking schedule (about 4 cups/hour) ** Develop and enforce protective work/rest schedules Conduct physiological monitoring (e.g., pulse, temperature, etc) Stop work if essential control methods are inadequate or unavailable. 23

24 Fit for Duty (Acclimatization) Allow workers to get used to hot environments by gradually increasing exposure over at least a 5-day work period. Begin with 50% of the normal workload and time spent in the hot environment and then gradually build up to 100% by the fifth day. New workers and those returning from an absence of two weeks or more should have a 5-day minimum adjustment period. 24

25 Round Table Discussions Hours of Work Guidelines / Restrictions Acclimation Strategies General Initiatives Around Slogs Safe Summer / Busy Season Seasonal Hiring Strategies 25

26 Summary Any Questions? 26

27 ... the most important thing is that we actually go home to our families after work, fundamentally nothing else matters. At no point would you ever compromise on that. P O Malley MD & CEO 27