Workplace Stress - On the Job Toolbox Safety Talks

This Tool Box Talk provided by: CPWR, The Center for Construction Research and Training. 

Each toolbox talk should be printed as a two-sided document so the crew can look at the bold graphic while the foreman/discussion leader uses the text to ask questions and read the facts. Later, the graphic side can be used as a poster in the job trailer or announcement board. 

Job stress is the physical and emotional harm that occurs when the requirements of a job do not match the capabilities, resources, or needs of the worker. Job stress can lead to poor health and even injury.

Here is an Example
In 1990, a local court upheld a compensation claim by a construction worker who had difficulty keeping up with the pressures of the job site. To avoid falling behind, he tried to take on more tasks and often got parts mixed up. As a result, he was repeatedly yelled at by the foreman. He suffered a psychological breakdown.

1. Do you ever feel overwhelmed by the amount of work you have?

2. How do you handle the pressure? (For example,do you talk with other workers, keep to yourself, or discuss it with your supervisor?) 

Download the full text and poster.

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Effects of Alcohol - Tool Box Safety Talks

This document provides general information about a safety and health topic and is only intended for use in facilitating discusions with employees in safety meetings. It does not address all hazards, OSHA or local requirements related to the topic or accompanying photograph.

Effects of Alcohol: The purpose of this toolbox talk is to provide some basic information and to increase the level of awareness to focus on this as a potential safety issue on the job. This will primarily address issues of “the morning after” affect.

EFFECTS OF ALCOHOL:
The above information briefly summarizes some of the some of the effects of a person that is hung over. Direct effects of alcohol vary with the individuals. In general, a person will excrete approximately one alcohol drink per hour.

Consider the following:
An employee is out until 1:00 a.m. and has consumed 12 or more beers. They show up to work at 7:00 a.m. This employee is likely to have at least six alcohol drinks in his system at the time of starting the work. At this rate, the employee will start work intoxicated, eventually drift into a hangover and will probably be working in a very dangerous state during most of the workday.

ISSUES OF A HANGOVER
All employees should be aware of the condition their co-workers report to work in. Specifically, employees that start work and are hung over from use of alcohol or drugs from the night before should be watched very closely. The following are some points to consider:
• A person with a hangover may have lower levels of alcohol in their system and may be “legally sober”.
• Any levels of alcohol in the system can affect the central nervous system, which will affect 
JUDGMENT and MOTOR SKILLS. (Judgment and Motor Skills are critical components of working safely on a construction site.

HANGOVER EFFECTS
Employees that are hung over are impaired from low sugar levels, dehydration and may still be legally intoxicated.
Symptoms / Effects:
• Impaired judgment
• Decreased motor skills
• Potential for dizzy spells, etc.

Employees no longer under the influence of alcohol but still feeling hung over still have an effect:
Symptoms / Effects:
• Impaired judgment
• Decreased motor skills
• Dizziness
• Increased potential to lose consciousness

Bottom Line:
Employees that come to work with a hangover may become injured or injure others and should be asked to stop work and possibly sent home. Keep a close eye on your co-workers.
Production is important, but employees that are under the effect of alcohol or hangovers are a serious safety issue that may wind up a tragedy.

The current housing boom is the first nationwide boom since the postwar era not driven by increased demand for owner-occupied housing.

The homeownership rate for individuals 35 years of age or younger declined across all MSAs. The homeownership rate increased only for individuals 65 years or age and older. In contrast, the homeownership rate increased for all age groups during the housing booms in the immediate postwar years and the 2000s.

The combination of the uniform decline in homeownership across most age groups—particularly first-time buyers—and increasing home prices across all tiers suggests private and institutional investors have been profiting from current mortgage market conditions. Since 2006, the national homeownership rate has declined from 69 percent to 65 percent. This shift from owner-occupied to tenant-occupied housing has increased rental prices across all cities. The increased rental prices and the expectation of future capital gains have encouraged investors to purchase single-family homes in the low and middle tiers and generated a new housing boom. These observations suggest the current housing boom is the first nationwide boom since the postwar era not driven by increased demand for owner-occupied housing. The current episode could solidify the idea that housing booms can be driven entirely by investors.

Full article at http://research.stlouisfed.org/publications/es/article/9981

Whistleblowers can now file complaints online with OSHA

Agency launches online form to provide workers a new way to file retaliation complaints.

Currently, workers can make complaints to OSHA by filing a written complaint or by calling the agency’s 1-800-321-OSHA (6742) number or an OSHA regional or area office. Workers will now be able to electronically submit a whistleblower complaint to OSHA by visiting www.osha.gov/whistleblower/WBComplaint.html. 

WASHINGTON – Whistleblowers covered by one of 22 statutes administered by the U.S. Department of Labor’s Occupational Safety and Health Administration will now be able to file complaints online. The online form will provide workers who have been retaliated against an additional way to reach out for OSHA assistance online. 

“The ability of workers to speak out and exercise their rights without fear of retaliation provides the backbone for some of American workers’ most essential protections,” said Assistant Secretary of Labor for Occupational Safety and Health Dr. David Michaels. “Whistleblower laws protect not only workers, but also the public at large and now workers will have an additional avenue available to file a complaint with OSHA.”

Currently, workers can make complaints to OSHA by filing a written complaint or by calling the agency’s 1-800-321-OSHA (6742) number or an OSHA regional or area office. Workers will now be able to electronically submit a whistleblower complaint to OSHA by visiting www.osha.gov/whistleblower/WBComplaint.html.

The new online form prompts the worker to include basic whistleblower complaint information so they can be easily contacted for follow-up. Complaints are automatically routed to the appropriate regional whistleblower investigators. In addition, the complaint form can also be downloaded and submitted to the agency in hard-copy format by fax, mail or hand-delivery. The paper version is identical to the electronic version and requests the same information necessary to initiate a whistleblower investigation.

OSHA enforces the whistleblower provisions of 22 statutes protecting employees who report violations of various securities laws, trucking, airline, nuclear power, pipeline, environmental, rail, public transportation, workplace safety and health, and consumer protection laws. Detailed information on employee whistleblower rights, including fact sheets and instructions on how to submit the form in hard-copy format, is available online at www.whistleblowers.gov.  

Under the Occupational Safety and Health Act of 1970, employers are responsible for providing safe and healthful workplaces for their employees. OSHA’s role is to ensure these conditions for America’s working men and women by setting and enforcing standards, and providing training, education and assistance. For more information, visit www.osha.gov.

 

Exits are your key to safety

Overview
All buildings must have a way of allowing occupants fast exit to the outside or a safe place of refuge in case of an emergency. Emergency exit routes are not something that you think about all of the time, but a lot of effort goes into making sure they are safe and ready to use.

What is an exit route?
An "exit route" is a clear path of exit travel from any point in a workplace to a place of safety. The exit route can include aisles, stairs, ramps, etc. A workplace must have at least two exit routes that are remote from each other. If a fire or other emergency blocks access to one exit route, the other exit route can be used.

Exit routes must be kept free of obstructing material or equipment, and they must have enough lighting. The purpose of an exit route is to reach an exit — the exit route cannot lead employees toward a dead end or through a room that can be locked.

The exit route must be wide enough to handle all of the people who may use it.

Signs must be posted along the exit route to show the direction of travel to the nearest exit.

The exit route may not direct employees toward areas where there are unprotected materials that burn very quickly, emit poisonous fumes, or are explosive.

What is an exit?
An "exit" is part of the exit route. Exits are separated from other areas and provide a protected way of travel to the exit discharge. Exits must be separated from the rest of the workplace, and they must be protected by a self - closing fire door.

Each exit must be easy to see and marked with an "Exit" sign.

Any door that might be mistaken for an exit must be marked "Not an Exit" or with a sign showing what the door leads to ("To Basement," "Storeroom," "Linen Closet," etc.).

Exit doors must be easy to open without having to use keys or tools. Exits must lead to a safe area with enough room for all of the people who are likely to use the exit.

What must my employer do?
Your employer will explain how to locate exits in your facility and what you should do if you are required to exit the building in an emergency.

What must I do?
You must know at least two exits from your area of the workplace.

You must not block or obstruct exits or paths of exit, and alert your employer if you notice exits are blocked.

Assurance