Application of a Screening Method in Assessing Occupational Safety and Health of Computer Workstations

Employers and workers need concrete guidance to plan and implement changes in the ergonomics of computer workstations. The Näppärä method is a screening tool for identifying problems requiring further assessment and corrective actions. The aim of this study was to assess the work of occupational safety and health (OSH) government inspectors who used Näppärä as part of their OSH enforcement inspections (430 assessments) related to computer work. The modifications in workstation ergonomics involved mainly adjustments to the screen, mouse, keyboard, forearm supports, and chair. One output of the assessment is an index indicating the percentage of compliance items. This method can be considered as exposure assessment and ergonomics intervention used as a benchmark for the level of ergonomics. Future research can examine whether the effectiveness of participatory ergonomics interventions should be investigated with Näppärä.     

美国引导企业合规的经验及启示

美国环境保护署(EPA)在引导企业主动守法上经验丰富。在顶层设计上,EPA的国家合规计划(NCIs)明确要求鼓励企业守法并给予帮助,在《清洁空气法》《小企业监管和执法公平法案》等相关法律中要求设立技术和环境合规协助项目,并通过成立合规协助中心或专家团队等方式为企业提供技术咨询支持。在鼓励企业自主守法方面,制定了国家环境表现跟踪计划(ENPT)、环境审计自我报告制度,并通过适当的激励措施鼓励企业自主守法。在通过社会监督引导企业环境守法方面,政府及时公开执法与守法历史在线数据库、有毒物质释放清单,并要求上市公司在公开的信息中包含环境财务事项信息。美国引导企业合规的模式与经验,对于我国深化环境执法改革,落实企业治污的主体责任,打赢打好污染防治攻坚战有重要的参考价值。     

《煤矿安全监察条例》与安全生产立法问题探讨

基于对国务院 2 96号令《煤矿安全监察条例》和我国现行的安全生产法律、行政法规的全面比较分析 ,从执法主体、执法内容、执法监督及行政强制措施、即时强制和法律责任等 5个方面 ,研究、总结了《煤矿安全监察条例》在立法上的 13个特点及其对新时期安全生产立法的指导意义     

Policy expectations and the use of market mechanisms for regulatory OSH certification and testing regimes

Governments strive increasingly to reduce the ‘burden of legislation’ by shifting responsibilities to private institutions, thereby making use of ‘the market’ as regulating mechanism, and striving to base the relationship with industries on trust, rather then stringent enforcement. This makes mandatory certification and testing arrangements in occupational safety and health (OSH) an attractive alternative for traditional legislation and enforcement. The functioning of such OSH market arrangements has, however, hardly been investigated so far.The research described in this paper elaborated on the same cases that were used in the twin article (Zwetsloot et al., this issue) on risk control in mandatory occupational safety and health certification and testing regimes. In this research we carried out additional analyses on the functioning of market mechanisms in (mandatory) OSH regimes.Other market interests may prevail over the OSH aspect, and the conditions for good market functioning (a well-functioning supply and demand side, independency of the agents, informedness and transparency of the agents, and the added-value of the certificate expressed in the price), are not always met. The results show that policy makers are often too optimistic in their assumptions about the functioning of the market mechanisms in mandatory certification and testing.This does not imply that mandatory certification cannot be an interesting policy option. However, there seems to be a need for a second generation of mandatory certification arrangements, whereby the limitations of the market regulation are recognised, and the consequences are digested.     

加强安全生产监察队伍能力建设探讨

强化国家安全生产执法监察是建立我国安全生产法治体制和实现安全生产形势明显好转治本之策。安全生产监察员是代表国家意志对生产经营单位实行监督、检查和处罚，任务的严肃性和艰巨性对监察队伍素质提出很高要求，提高监察员的品质和能力是非常重要的基础建设。建议在国家安监系统内把机关行政管理和日常现场监察执法工作逐渐分离，最终实现监察队伍专业化和职业化；制定监察员基本业务素质标准，包括学历、专业背景和工作业绩等方面的要求；建立规范化的安全生产监察员选拔、聘用、考核和辞退管理程序；编制安全生产监察员执法工作手则与监察技术指南，规范执法行为，提高专业技术水平；同时还应加强对监察员的业务培训和知识更新，全面提高监察队伍的能力。     

Workers' involvement--a missing component in the implementation of occupational safety and health management systems in enterprises.

Effective implementation of occupational safety and health (OSH) legislation based on European Union directives requires promotion of OSH management systems (OSH MS). To this end, voluntary Polish standards (PN-N-18000) have been adopted, setting forth OSH MS specifications and guidelines. However, the number of enterprises implementing OSH MS has increased slowly, falling short of expectations, which call for a new national policy on OSH MS promotion. To develop a national policy in this area, a survey was conducted in 40 enterprises with OSH MS in place. The survey was aimed at identifying motivational factors underlying OSH MS implementation decisions. Specifically, workers' and their representatives' involvement in OSH MS implementation was investigated. The results showed that the level of workers' involvement was relatively low, which may result in a low effectiveness of those systems. The same result also applies to the involvement of workers' representatives and that of trade unions.     

Workers’ Involvement—A Missing Component in the Implementation of Occupational Safety and Health Management Systems in Enterprises

Effective implementation of occupational safety and health (OSH) legislation based on European Union directives requires promotion of OSH management systems ( OSH MS). To this end, voluntary Polish standards (PN-N-18000) have been adopted, setting forth OSH MS specifications and guidelines. However, the number of enterprises implementing OSH MS has increased slowly, falling short of expectations, which call for a new national policy on OSH MS promotion. To develop a national policy in this area, a survey was conducted in 40 enterprises with OSH MS in place. The survey was aimed at identifying motivational factors underlying OSH MS implementation decisions. Specifically, workers’ and their representatives’ involvement in OSH MS implementation was investigated. The results showed that the level of workers ‘ involvement was relatively low, which may result in a low effectiveness of those systems. The same result also applies to the involvement of workers’ representatives and that of trade unions.     

Occupational safety and health as an element of a complex compensation system evaluation within an organization

Occupational safety and health (OSH) plays a significant role in today’s organizations, because it helps in attracting and retaining employees as well as molding their attitudes and behaviors at work. This is why the issue of OSH is stressed in a comprehensive approach to employee rewards: the total reward concept. This article explains how OSH may be included in a complex evaluation process of the compensation system. Although the literature on the effectiveness of employee compensation refers mainly to financial and non-financial components, there is a need for inclusion of working conditions in such analyses. An evaluation of the compensation system that incorporates OSH can drive many benefits for both the organization and employees. Obtaining such benefits, however, requires systematic evaluation of the reward system, including OSH. Incorporation of OSH issue within the comprehensive analysis of compensation systems promotes responsible behavior of all stakeholders.     

Preventing impaired driving using alcohol policy

Considerable progress has been made in the reduction of impaired driving crashes during the last two decades. Much of this progress is attributable to strengthening laws against impaired driving along with vigorous enforcement efforts aimed at deterring impaired driving. In addition, many useful strategies can also be applied that focus on the control of alcohol availability, use, and promotion. Alcohol policies include controls on the price of alcohol, the location, density, and opening hours of sales outlets, controls on the social availability of alcohol, and on the promotion and advertising of alcohol. Enforcement of these policies is an important aspect of their effectiveness. These strategies have been shown to be effective or promising in reducing impaired driving as well as other consequences related to alcohol use and misuse.     

OHS inspectors and psychosocial risk factors: Evidence from Australia

Legislation giving prominence to psychosocial risk factors at work has changed the role of government occupational health and safety (OHS) inspectors in many countries. Yet little is known about how inspectorates have responded to these changes. Between 2003 and 2007 an Australian study was undertaken on OHS standards, entailing detailed documentary analysis, interviews with 36 inspectorate managers and 89 inspectors, and observations made when researchers accompanied inspectors on 120 typical workplace visits. Our study found that general duty provisions in OHS legislation clearly incorporated psychosocial hazards and inspectorates had introduced guidance material, pursued campaigns and increased interventions in this area. However, the regulatory framework remained narrow (focused on bullying/harassment, occupational violence and work stress) and workplace visits revealed psychosocial hazards as a marginal area of inspectorate activity. These findings were reinforced in interviews. While aware of psychosocial hazards inspectors often saw the issue as problematic due to limited training, resourcing constraints, deficiencies in regulation and fears of victimisation amongst workers. In order to address these problems a number of changes are required that recognize the distinctiveness of psychosocial hazards including their ‘invisibility’. Notable here are revisions to regulation (both general duty provisions and specific codes), the development of comprehensive guidance and assessment tools to be used by inspectors, greater use of procedural enforcement, and enhanced inspectorate resourcing and training. There is also a need to recognize complex inter-linkages between psychosocial hazards and the industrial relations context.     

Drivers' opinions of enforcement and incentive strategies to promote safety belt use

During a nationwide campaign to promote safety belt use among military personnel, a field study was conducted at 12 military bases in the Netherlands. Enforcement and incentive programs were varied among military bases. A written survey was administered to personnel of these bases. The survey contained items concerning reported belt use, motivation to use a safety belt, attitudes toward legislation, public information, enforcement and incentive strategies, and awareness of the campaign. The results showed that enforcement was clearly a better accepted countermeasure than rewarding drivers for the use of safety belts. Respondents from bases exposed to the incentive treatment tend to have relatively more positive opinions of incentives than those exposed to the enforcement treatment. Two independent dimensions were present in the response patterns: one representing opinions of enforcement and the other of incentives/rewards.     

Occupational safety and health education under the lifelong learning framework in Serbia

Serbia is aligning with European Union requirements and the occupational safety and health (OSH) administration is one of the most representative sectors of this alignment. Many efforts were made in this field, by introducing new laws and regulations, but it turned out to be insufficient. OSH professionals need to renovate and strengthen their knowledge in accordance with continuous, updated and improved OSH standards and regulation. Lifelong learning (LLL) programmes can contribute to forming professionals who are always up to date. This paper presents an implemented LLL programme, over the duration of two academic years, dedicated to OSH professionals, and investigates whether this programme will be helpful and accepted by professionals. The results from the study show that the given LLL programme had indeed a positive influence on the professional careers of the participants and that the LLL presents the future trend in OSH education.     

Using lagging and leading indicators for the evaluation of occupational safety and health performance in industry

Improvement of occupational safety and health (OSH) management is closely related to the development of OSH performance measurement, which should include OSH outcomes (e.g., occupational accidents), OSH inputs (including working conditions) and OSH-related activities. The indicators used to measure the OSH outcomes are often called lagging indicators, and the indicators of inputs and OSH activities are leading indicators. A study was conducted in 60 companies in order to determine what kinds of indicators were used for OSH performance measurement by companies with different levels of OSH performance. The results reveal that the indicators most commonly used in all of the companies are those related to ensuring compliance with the statutory requirements. At the same time, the leading indicators are much more often adopted in companies with a higher performance level. These companies also much more often monitor on a regular basis the indicators adopted for the evaluation of their OSH performance.     

A framework for evaluating OSH program effectiveness using leading and trailing metrics

Introduction

Many employers and regulators today rely primarily on a few past injury/ illness metrics as criteria for rating the effectiveness of occupational safety and health (OSH) programs. Although such trailing data are necessary to assess program success, they may not be sufficient for developing proactive safety, ergonomic, and medical management plans.

Methods

The goals of this pilot study were to create leading metrics (company self-assessment ratings) and trailing metrics (past loss data) that could be used to evaluate the effectiveness of OSH program elements that range from primary to tertiary prevention. The main hypothesis was that the new metrics would be explanatory variables for three standard future workers compensation (WC) outcomes in 2003 (rates of total cases, lost time cases, and costs) and that the framework for evaluating OSH programs could be justifiably expanded. For leading metrics, surveys were developed to allow respondents to assess OSH exposures and program prevention elements (management leadership/ commitment, employee participation, hazard identification, hazard control, medical management, training, and program evaluation). After pre-testing, surveys were sent to companies covered by the same WC insurer in early 2003. A total of 33 completed surveys were used for final analysis. A series of trailing metrics were developed from 1999-2001 WC data for the surveyed companies. Data were analyzed using a method where each main 2003 WC outcome was dichotomized into high and low loss groups based on the median value of the variable. The mean and standard deviations of survey questions and 1999-2001 WC variables were compared between the dichotomized groups. Hypothesis testing was performed using F-test with a significance level 0.10.

Results/Discussion

Companies that exhibited higher musculoskeletal disorder (MSD) WC case rates from 1999-2001 had higher total WC case rates in 2003. Higher levels of several self-reported OSH program elements (tracking progress in controlling workplace safety hazards, identifying ergonomic hazards, using health promotion programs) were associated with lower rates of WC lost time cases in 2003. Higher reported exposures to noise and projectiles were also associated with higher rates of WC cases and costs in 2003.

Impact on Industry

This research adds to a growing body of preliminary evidence that valid leading and trailing metrics can be developed to evaluate OSH effectiveness. Both the rating of OSH efforts and the regular trending of past loss outcomes are likely useful in developing data-driven improvement plans that are reactive to past exposures and proactive in identifying system deficiencies that drive future losses.     

The association between enforcement and seat belt use

A statistical association is found between the number of traffic citations for belt law violations versus observed belt use. Also, belt use is higher in primary enforcement states where officers issue such citations for belt law violations alone. In secondary enforcement states officers issue such citations only after stopping motorists for another reason. Most belt laws provide for secondary enforcement. Enforcement data were confined to the highway patrol in each state (local arrest data are rarely compiled statewide). Belt use data were based on observational surveys conducted in each belt law state.     

Protection of workers’ mental health in Québec: Do general duty clauses allow labour inspectors to do their job?

Given that no specific provisions of the Occupational Health and Safety (OHS) Act explicitly deal with psychosocial risk factors, in Québec, occupational health and safety inspectors employed by the Commission de la santé et de la sécurité du travail (CSST) address psychosocial hazards under the Act’s general duty clause. This general duty clause and related provisions require that all employers eliminate hazards at source and protect the health of workers. More specifically, they are required to ensure that the organisation of work does not adversely affect the safety or health of the worker. Since 2004, Québec minimum standards legislation has also provided for the right of workers to an environment that is free from psychological harassment.Written from both a legal and public health perspective, this paper has two primary objectives: first, to better understand the potential and limits of the current legislative framework for the protection of the mental health of workers and second, to describe how scientific knowledge related to high risk situations for the mental health of workers might inform interventions by inspectors for the protection of workers’ mental health.     

Cost and benefits of implementing an occupational safety and health management system (OSH MS) in enterprises in Poland

This article presents a method of assessing the economic outcome of implementing an occupational safety and health management system (OSH MS). Developed at the Central Institute for Labour Protection - National Research Institute (Poland), this method focuses on identifying the economic expenses comprising bookkeeping and alternative cost incurred to implement and improve an OSH MS. The method was next used in a study in 20 enterprises. While varying greatly among those enterprises, the alternative cost of implementing and maintaining an OSH MS was much higher than the bookkeeping cost, which was also much lower than the cost of statutory prevention measures. The implementation of an OSH MS resulted in both tangible and intangible benefits, including reduced premiums for work accident insurance.     

Drivers for OSH interventions in small and medium-sized enterprises

The debate concerning occupational safety and health (OSH) interventions has recently focused on the need of improving the evaluation of interventions, and in particular on the need for providing information about why the intervention worked or not, under what circumstances and in which context. Key concepts in the analysis of the context are the drivers, i.e., those factors enabling, fostering or facilitating OSH interventions. However, the concept of driver for an OSH intervention is both confused and contested. Although the term is widely used, there is little consensus on how drivers should be understood, how important they are in different contexts and how they can facilitate interventions. This exploratory study based on interviews with the owner-managers and the safety officers of small and medium-sized enterprises (SMEs) gives an overview of the most characteristic drivers for OSH interventions. The results will be used to make an initial evaluation of SMEs' needs, and will help orient interventions and future research.     

Cost and Benefits of Implementing an Occupational Safety and Health Management System (OSH MS) in Enterprises in Poland

Abstract

This article presents a method of assessing the economic outcome of implementing an occupational safety and health management system (OSH MS). Developed at the Central Institute for Labour Protection – National Research Institute (Poland), this method focuses on identifying the economic expenses comprising bookkeeping and alternative cost incurred to implement and improve an OSH MS. The method was next used in a study in 20 enterprises. While varying greatly among those enterprises, the alternative cost of implementing and maintaining an OSH MS was much higher than the bookkeeping cost, which was also much lower than the cost of statutory prevention measures. The implementation of an OSH MS resulted in both tangible and intangible benefits, including reduced premiums for work accident insurance.