Express Transportation Services
4.1.5 The devices shall be identifiable and shall indicate the identity of the employee applying the device(s). Tagout devices shall also warn against hazardous conditions if the machine or equipment is energized.
The Express Transportation Services policy will be to use both lock and tag in all applications as per 29 CFR 1910.333 (b)(2)(iii)(all) for not only the electrical, as noted, but for all hazardous energy isolation. Locks, multiple lock hasps, tags, gate valve lockout devices, ball valve lockout devices, and all other devices for this program shall be issued by management to authorized and qualified employees. These employees shall have the training and competency to use these devices to protect themselves, affected, unqualified, and all other employees.
To prevent confusion as to the locks being used for the lockout system in our facility we have chosen as the only color to be used. No other
4.2 4.3
locks shall be used in our facility for any purpose. These locks are substantial and durable using 5 pin tumblers, hardened steel shanks, and hardened steel casings. The employee's name shall be inscribed on each lock (or on a tag attached to each lock) for the personal lockouts, and the spare locks shall be inscribed with a company identification number. Locks shall be issued with only one key and any additional keys shall be destroyed or kept under lock and key by the plant manager to prevent unauthorized removal.
4.4 If an energy isolating device is not capable of being locked out a tagout system shall be used. When this occurs during replacement, repair, renovation or modification of machines or equipment and whenever new machines or equipment is installed, energy isolating devices for such machinery or equipment shall be designed to accept a lockout device.
When a tagout device is used by itself, it shall be attached at the same location that a lockout device would have been attached and additional means to provide a level of safety equivalent to that of a lockout will be implemented. Additional means to be considered as part of the demonstration of full employee protection shall include the implementation of additional safety measures to reduce the likelihood of inadvertent energization.
When two or more employees are working on the same machinery or equipment, each is responsible for affixing his or her lock to provide full employee protection.
4.5 4.6
5. PERIODIC INSPECTIONS
5.1 Periodic inspections shall be conducted at least annually to ensure that the procedure and the requirements of this policy are being followed. These periodic inspections shall be both random audits and planned visual observations. The inspection shall be performed by a person authorized by management other than the one implementing the energy control procedure that is being inspected. Three areas will be reviewed during this (Revision date: 03/02/06)
Yellow
Express Transportation Services
inspection;
5.1.1 Are the proper steps in the energy control procedure being followed
5.1.2 Is the procedure adequate to provide the necessary protection from all types of hazardous energy and what, if any, changes are needed.
Does the employee involved know and understand his/her responsibilities under this procedure.
All employees involved in a periodic inspection will be identified and the name of the inspector will appear on the certification document used to certify the inspection. Also included on this certification document shall be the time, date, equipment the procedure was performed on, any deviations or inadequacies in the performance of the procedure, retraining necessary, and/or disciplinary action necessary, if any.
If problems with the procedure are encountered the process will be re-evaluated and more appropriate procedures will be implemented. These inspections shall be done on a oneon-one basis and also in group meetings.
If deviations are identified or if employees do not clearly understand the procedure, retraining will be conducted to the extent that the procedures are properly followed.
Certification of this retraining is required.
Each supervisor shall effectively enforce compliance with this policy and procedure including the use of corrective disciplinary actions when necessary. Failure of the worker to follow the lockout/tagout procedures will be dealt with as inadequacy in supervision and could result in corresponding disciplinary action against the involved supervisor. If it is determined that the supervisor did not effectively administer the lockout/tagout procedures.
5.1.3 5.2
5.3 5.4
5.5 6. PROGRESSIVE DISCIPLINARY POLICIES
6.1 FIRST OFFENSE - Formal verbal warning. The formal verbal warning will be documented and include;
What behavior was unacceptable
Documentation of retraining
Employee and supervisor signature
Next offense will subject the employee to additional discipline up to and including termination. This document can be purged from the employee file if no future violation occurs within 24 months.
SECOND OFFENSE - Formal Written Warning. The formal written warning shall be documented and include;
What behavior was unacceptable
A summary of earlier warnings for unacceptable behavior Date set for follow-up formal review(s)
Signed by the employee, supervisor, and personnel director
6.1.1 6.1.2
6.1.3 6.1.4
6.2 6.2.1
6.2.2 6.2.3
6.2.4 (Revision date: 03/02/06)
Express Transportation Services
6.2.5 The next offense will subject the employee to additional discipline up to and including termination and becomes part of the employees personal file.
THIRD OFFENSE - Three Day Suspension Without Pay.
What behavior was unacceptable
A summary of earlier warnings for unacceptable behavior A review with the employee, the employees immediate supervisor, personnel director, & plant manager.
Schedule a three day suspension without pay
Date set for follow-up formal review
Signed by all parties involved
The next offense will subject the employee to additional discipline up to and including termination and becomes part of the employees personal file.
FOURTH OFFENSE - Formal Review.
What behavior was unacceptable
A summary of earlier warnings and discipline for unacceptable behavior A review with the employee, the employees immediate supervisor, personnel director, & plant manager to determine appropriate punishment up to and including termination.
Employee will be notified of outcome within three days of beginning of suspension.
Automatic suspension.
Signed by all parties involved
Immediate Termination Can Be Invoked for Any Infraction That Endangers the Safety of Life or Limb of the Employee or Any Co-workers.
OUTSIDE PERSONNEL (Contractors, Etc.)
6.3. 6.3.1
6.3.2 6.3.3
6.3.4 6.3.5
6.3.6 6.3.7
6.4. 6.4.1
6.4.2 6.4.3
6.4.4. 6.4.5
7. 7.1 When outside service workers or contractors are used for in plant work, the following shall be observed and documented:
An assessment will be made of the work to be performed by the service worker or contractor, including;
7.1.1 7.1.1.1 What work will be done
7.1.1.2 Does the work require lockout/tagout ?
7.1.1.3 Will there be any possible exposure of hazardous energy to our employees during the time outside service personal are performing their work.
7.1.2 If the answer to b and c is "no" then nothing more is required.
7.1.3 If the answer to either b or c is "yes" then the following must be done:
7.1.3.1 A review of both on-site lockout/tagout procedures and the outside contractor's lockout/tagout procedures shall be made.
7.1.3.2 This review shall be communicated to the on-site employees. Compliance with the outside contractor procedure shall be enforced when the outside contractor has an appropriate procedure.
7.1.3.3 This policy and procedure shall be conveyed to the outside contractor to ensure his/her employees of the lockout/tagout protection.
(Revision date: 03/02/06)
Express Transportation Services
7.2 The above procedures shall be documented by completing the "contractor orientation meeting form" (appendix h) and forwarding it to the plant manager for filing.
No work will be commenced in the plant by outside personnel or contractors before the plant manager has certified that they are aware of these procedures.
7.3 8. ENERGY ISOLATION CONTROL MEASURES
8.1 Employees authorized or qualified: Only authorized employees shall perform lockout and/or tagout measures. Only qualified employees shall perform lockout/tagout for exposed electrical equipment.
Notification of employees: Affected employees shall be notified by management or authorized employee of the application and removal of lockout devices. This shall be done before the controls are applied, and before they are removed from the machine and equipment.
Preparation for shutdown: Before the authorized or qualified employee turns off or locks out the machinery or equipment he/she will have knowledge of the type and magnitude of all energy sources to the machinery, and the hazards of the energy to be controlled, and the means to control the energy. This will be found in the isolation control procedure for the particular machine or equipment Orderly shutdown: The machine or equipment shall be turned off or shut down using the procedures required by the specific energy isolation control procedure found in appendix j of this policy. An orderly shutdown must be utilized to avoid any additional or
8.2 8.3
8.4 increased hazards to employees as a result of equipment de-energization. Orderly shutdown at this facility includes having the put the equipment in local control rather than computer control so that the start/stop station controls are activated for the authorized person to use in the "try out" portion of the procedures.
Machine or equipment isolation: All energy isolating devices that are needed to control the energy to the machine or equipment shall be physically located and operated in such a manner as to isolate the machine or equipment from the energy source(s).
Lockout or tagout device application: Lockout or tagout devices shall be affixed to each energy source isolating device by authorized or qualified employees. Lockout devices shall be affixed in a manner to that will hold the energy isolating devices in a "safe" or "off" position.
Where tagout devices are used they shall be affixed in such a manner as will clearly indicate that the operation or movement of energy isolating devices from the "safe" or "off" position is prohibited. They will be affixed in such position as to be immediately obvious to anyone attempting to operate the device.
Stored energy: Following the application of lockout or tagout devices to energy isolating devices, all potentially hazardous stored or residual energy shall be relieved,
8.5 8.6
8.6.1 8.7
disconnected, restrained, and otherwise rendered safe. Stored electric energy which might endanger personnel shall be released, by a qualified employee. Capacitors shall be discharged and high capacitance elements shall be short-circuited and grounded, if the (Revision date: 03/02/06)
Express Transportation Services
stored electric energy might endanger personnel. If there is a possibility of reaccumulation of stored energy to a hazardous level, verification of isolation shall be continued until the servicing or maintenance is completed, or until the possibility of such accumulation no longer exists.
Verification of isolation: Prior to starting work on machines or equipment that have been locked or tagged out or both, the authorized employee shall verify that isolation and deenergization of the machine or equipment have been accomplished.
After the lockout of the equipment has been accomplished it is necessary that the authorized person attempt to restart the equipment using the start switch located at the equipment. It is necessary that the authorized person first check with the operator to verify that the controls have been made local or this check will not be valid. After using the start switch, and the equipment did not operate, energize the stop switch to prevent inadvertent start-up when re-energized.
A qualified employee shall verify that electrical energy has been isolated and deenergized. Qualified personnel will use test equipment to test the circuit elements and electrical parts of equipment to which employees will be exposed and will verify that the circuit elements and equipment parts are de-energized. The tests will also determine if any energized condition exists as a result of inadvertently induced voltage or unrelated voltage backfeed even though specific parts of the circuit have been de-energized and presumed to be safe. If the circuit to be tested is over 600 volts, nominal, the test equipment will be checked for proper operation immediately after the test.
Release from lockout and/or tagout: Before lockout and/or tagout devices are removed and the energy restored to the machine or equipment, the following steps must be taken by the authorized and/or qualified person(s):
The work area shall be inspected to ensure that non-essential items have been removed and to ensure that machine or equipment components are operationally intact.
The work area will be checked to ensure that all employees have been safely positioned or removed. Before lockout and/or tagout devices are removed and before machines or equipment are energized, affected employees shall be notified that the lockout and/or tagout devices are being or have been removed.
Each lockout or tagout device will be removed from each energy isolating device by the employee who applied the device.
SPECIAL PROCEDURES FOR WORKING ON OR AROUND ELECTRICAL
CIRCUITS AND EQUIPMENT
De-energizing equipment: An assessment will be conducted to determine the specific procedures for de-energizing circuits and equipment before they are de-energized.
The circuits and equipment to be worked on will be disconnected from all selector switches, and interlocks will not be used as the sole means for De-energizing circuits or equipment. Interlocks for electric equipment will not be used as a substitute for lockout and tagging procedures.
Stored electrical energy which might endanger personnel will be released. Capacitors will be discharged and high capacitance elements will be short circuited and grounded, if the
8.8 8.8.1
8.8.2 8.9
8.9.1 8.9.2
8.9.3 9.
9.1 9.1.1
9.1.2 (Revision date: 03/02/06)
Express Transportation Services
stored energy might endanger personnel.
Stored non-electric devices that could re-energize electric circuit parts will be blocked or relieved to the extent that the circuit parts could not be accidentally energized by the device.
Application of locks and tags: A "lock and tag" will be placed on each disconnecting means used to de-energize circuits and equipment on which work is performed. The lock will be attached so as to prevent persons from operating the disconnecting means unless they resort to undo force or use of tools.
Each tag will contain a statement prohibiting unauthorized operation of the disconnecting means and removal of the tag.
Verification: Only qualified persons will operate the equipment operating controls and verify de-energization and cannot be restarted.
Only qualified persons will conduct tests and visual inspections, as necessary, that all tools, electrical jumpers, shorts, grounds, and other such devices have been removed, so that the circuits and equipment can be safely energized.
9.1.3 9.2
9.2.1 9.3
9.3.1 9.4 Release from lockout and tagout: Employees exposed to the hazards associated with reenergizing the circuit or equipment will be warned to stay clear of circuits and equipment.
10. 10.1
GROUP LOCKOUT
When servicing or maintenance is to be performed by a crew, they will each be provided with a lock and tag. An authorized employee will assume responsibility of the entire crew so as to ascertain the exposure status of each group member and ensure continuity of protection.
Each employee will affix a personal lockout or tagout device to a group lockout device lockbox or comparable mechanism when he or she begins work, and shall remove those devices when he or she stops working on the machine or equipment being serviced or maintained.
10.2 11.
11.1 SHIFT OR PERSONNEL CHANGES
If there is a shift or personnel change while machines or equipment is locked out specific procedures have been developed and are to be followed to minimize exposure to hazards from the unexpected energization, start-up of the machine or equipment, or release of stored energy.
The person from the off going shift shall inform the on coming shift of the procedures used to lockout, verify, the purpose of the lockout condition, and any and all potential stored energy. At that time the on coming employee will attach their lock to the energy isolating device and then the off going employee will remove their lock from the energy isolating device.
Should there not be a replacement employee for an off going employee the off going employee shall inform management of the lockout condition and have management put their lock on the machine or equipment following the procedures above.
11.2 11.3
(Revision date: 03/02/06)
Express Transportation Services
CONTRACTOR ORIENTATION FORM
EQUIPMENT LOCKOUT/TAGOUT POLICY
1. Contracted work assessment
a. Work to be performed:
b. Does the work require lockout/tagout? (Yes) (No)
c. Will there be any exposure of hazardous energy to employees without a lockout/tagout policy? (Yes) (no)
2. If the answer to b and c is "no" then nothing more is required.
3. If the answer to either b or c is "yes" then the following must be completed:
a. A review of both on-site Lockout/Tagout procedures and the outside contractor's Lockout/Tagout procedures shall be made.
This review shall be communicated to the on-site employees. Compliance with the outside contractor procedure shall be enforced if it meets with company approval.
This compliance shall be conveyed to the outside contractor to ensure his/her employees of the lockout/tagout protection.
b.
c.
Contractor Approval
I have reviewed equipment lockout policy
and equipment isolation procedures which pertain to the work to be performed.
I will communicate this information to the employees of the contract service. (APPROVED BY) (DATE)
APPROVAL
I have reviewed the contractor's equipment isolation procedures which pertain to the work to be performed. I will communicate this information to the affected site employees'. (APPROVED BY) (DATE)
(Revision date: 03/02/06)
Express Transportation Services
SAMPLE
Lockout/Tagout Procedures
Equipment Name or #
Location
Available Types of Hazardous Energy (With Magnitude):
[ ] Electrical (
[ ] Thermal (
)
[ ] Gravity
Volts)
0 Degrees)
[ ] Pneumatic ( Psi) [ ] Hydraulic( Psi)
[ ] Chemical ( ) [ ] Mechanical (
[ ] Radiation
List procedures to effectively lockout all hazardous energy to this equipment or Machinery. List these steps in the order which they are to be accomplished.
1. Notify "Affected" and "Other" Employees of Impending Shutdown.
Control Devices Location of Device Lockout Devices Needed WRITTEN BY: DATE:
SUPERVISOR WHO CHECKED VALIDITY:
(Revision date: 03/02/01)
Express Transportation Services
SAMPLE
Lockout/tagout Procedures
Equipment Name or # Feed water valves & Pump to DA tank Location Boiler House
Available Types of Hazardous Energy (With Magnitude):
[X] Electrical (
Psi)
[ ] Thermal (
)
[ ] Gravity
120 Volts) [ ] Pneumatic ( Psi) [X] Hydraulic ( 65
0 Degrees) [ ] Chemical ( ) [ ] Mechanical (
[ ] Radiation
List procedures to effectively lockout all hazardous energy to this equipment or Machinery. List these steps in the order which they are to be accomplished.
1. Notify "Affected" and "Other" Employees of Impending Shutdown.
Control Devices Location of Device Lockout Devices
Needed
1. Circuit Breaker South of Boiler, MCC #2-2-1 Circuit Breaker Device, Lock & Tag
2. Circuit Breaker South of Boiler, MCC #1-1-4 Circuit Breaker Device, Lock & Tag
3. Water Valve In Front of Economizer Chain, Lock & Tag WRITTEN BY: DATE:
SUPERVISOR WHO CHECKED VALIDITY:
(Revision date: 03/02/01)
Express Transportation Services
SAMPLE
Lockout/tagout Procedures
Equipment Name or # Water Heater
Location Warehouse
Available Types of Hazardous Energy (With Magnitude):
[X] Electrical (
Psi)
[X] Thermal (
)
[ ] Gravity
120 Volts) [ ] Pneumatic ( Psi) [X] Hydraulic( 65
170 0 Degrees) [X] Chemical ( Natural Gas ) [ ] Mechanical ( [ ] Radiation
List procedures to effectively lockout all hazardous energy to this equipment or Machinery. List these steps in the order which they are to be accomplished.
1. Notify "Affected" and "Other" Employees of Impending Shutdown.
Control Devices Location of Device Lockout Devices
Needed
1. Circuit Breaker MCC Box 4, Breaker #22 Circuit Breaker Device, Lock & Tag
2. Hot Water Valve Above and North of Heater Chain, Lock & Tag
3. Natural Gas Valve Along Floor West of Unit Valve Cover, Lock & Tag
4. Cold Water Valve Above and East of Unit Valve Cover, Lock & Tag WRITTEN BY: I. M. SAFE DATE: 1st time ever
SUPERVISOR WHO CHECKED VALIDITY: I. M. Boss
(Revision date: 03/02/01)
SAMPLE
SPECIAL SAFETY PRECAUTIONS
FOR HYDRAULIC EQUIPMENT
HYDRAULIC EQUIPMENT AND MACHINERY IS DANGEROUS AND NOT
USUALLY FULLY UNDERSTOOD BY MAINTENANCE EMPLOYEES. HYDRAULIC EQUIPMENT MUST BE RESPECTED AND UNDERSTOOD TO PREVENT INJURIES.
THE FOLLOWING STEPS WILL ASSIST IN THE PREVENTION OF INJURIES DURING THE MAINTENANCE OF HYDRAULIC EQUIPMENT.
1. Never use your hand to detect leaks in the system. Your skin is not sufficient material to block the flow of liquid under pressure.
2. When working under a lifting device (forks, bucket, crane, etc.) it is important to support the device with blocks, chains, pins and the like to prevent the device from falling if the hydraulic system fails.
3. Ensure when using supports under hydraulic held devices that the supports are rated for the load they will be holding, are in good repair, and have been tested (pneumatic or hydraulic supports).
4. Hydraulic systems contain stored energy even after shutdown. Always bleed off all hydraulic energy after shutdown to dissipate any stored energy. Often this can be done by simply operating all control levers to equalize the pressure.
5. Always use cardboard or metal when checking for leaks, not your hands. A pin hole in a line is not easy to see but can penetrate flesh like a hot knife through melted butter.
Hydraulic oil was not meant to be part of your blood stream. Often this leads to severe infections and, sometimes, amputation.
SAMPLE
Lockout/tagout of Other Pickups and
Passenger Cars with Automatic Transmissions
Purpose: The Lockout/Tagout procedures as outlined are to be used when repairing, maintaining, cleaning, or any other task in which unexpected energy release is possible.
Authorization: Only employees identified as authorized or qualified and trained in the lockout tagout procedures for the above named equipment will work on the equipment.
Shut down Procedure: Please follow this order
1. 2.
3. 4.
5. 6.
7. Park on dry, level, clean surface.
Notify all affected and other employees of impending shutdown.
Put transmission in park and set parking brake.
Remove the keys.
Disconnect battery cables (if working on electrical system).
Chock at least two (2) wheels.
If it is necessary to jack up the vehicle, use the proper style jack and jack only at the manufacturers approved lifting locations.
When vehicle is in position place jack stands under vehicle and lower jack so that vehicle is sitting on stands, no pressure on jack.
8. Remember: Jacks and Jack Stands Are Always to Be Used, But Never to Be Trusted.
Energy restoration procedure: When all work is completed
1. 2.
3. 4.
Reinstall all guards, covers, etc., and make all necessary final adjustments.
Inform all affected employees of energy restoration.
Ensure all employees, tools, etc., are clear of area.
Verify that all controls are in neutral so that machinery does not start as a result of energization.
Employee who applied lockout devices must remove lockout devices.
Test machine or equipment to ensure it operates as expected.
If further repair, maintenance, adjustment, etc., is required repeat steps for shutdown as required.
5. 6.
7.
SAMPLE
Lockout/Tagout FOR J.L.G. MANLIFT MODEL H33
Purpose: The Lockout/Tagout procedures as outlined are to be used when repairing, maintaining, cleaning, or any other task in which unexpected energy release is possible.
Authorization: Only employees identified as authorized or qualified and trained in the lockout tagout procedures for the above named equipment will work on the equipment.
Shut down procedure: Please follow this order
1. 2.
3. 4.
5. Notify all affected employees of impending shutdown.
Only trained, qualified employees are allowed to maintain and/or repair this equipment.
Park equipment on a clean, dry, level surface.
Chock all wheels.
Lower boom to floor. **note - no maintenance shall be performed when bucket is elevated off of floor.**
Remove the keys (if so equipped)
Disconnect the battery cables from terminals (if working on electrical system).
Apply lockout tags at the basket and at the control door.
6. 7.
8. Energy restoration procedure: When all work is completed
1. 2.
3. 4.
Reinstall all guards, covers, etc., and make all necessary final adjustments.
Inform all affected employees of energy restoration.
Ensure all employees, tools, etc., are clear of area.
Verify that all controls are in neutral so that machinery does not start as a result of energization.
Employee who applied lockout devices must remove lockout devices.
Test machine or equipment to ensure it operates as expected.
Before test running the equipment; clear all debris, clear all personnel from area, and insure there is ample area for raising and swinging and raising the boom.
Always wear belt and tie off before running equipment.
If further repair, maintenance, adjustment, etc., is required repeat steps for shutdown as required.
5. 6.
7. 8.
9.
SAMPLE
Lockout/Tagout of All Terrain Forklift, Model Rtc 60
Purpose: The lockout/tagout procedures as outlined are to be used when repairing, maintaining, cleaning, or any other task in which unexpected energy release is possible.
Authorization: Only employees identified as authorized or qualified and trained in the lockout tagout procedures for the above named equipment will work on the equipment.
Shut down procedure: Please follow this order:
1. 2.
3. 4.
5. Notify all affected employees of impending shutdown.
Only trained, qualified employees are allowed to maintain and/or repair this equipment.
Park equipment on a clean, dry, level surface.
Set park brake and chock all wheels.
Lower boom to floor. If it is necessary to work on the equipment with the boom up then follow these following rules: raise boom high enough to allow the boom lockout bar to be engaged, boom lockout bar is painted bright red and located at the pivot end of the lifting cylinder ram; remove the cotter pin farthest from the cab, pull the cotter pin and allow the bar to pivot gently down until it is on top of the lift cylinder; lower boom until all weight is on the bar and not on the hydraulic cylinder.
Remove keys, disconnect battery cables
Place tag on steering wheel.
Do not climb boom without being tied off.
6. 7.
8. Energy restoration procedure: When all work is completed
1. 2.
3. 4.
Reinstall all guards, covers, etc., and make all necessary final adjustments.
Inform all affected employees of energy restoration.
Ensure all employees, tools, etc., are clear of area.
Verify that all controls are in neutral so that machinery does not start as a result of energization.
Employee who applied lockout devices must remove lockout devices.
Test machine or equipment to ensure it operates as expected.
Before test running the equipment; clear all debris, clear all personnel from area, and insure there is ample area for raising and swinging and raising the boom.
If further repair, maintenance, adjustment, etc., is required repeat steps for shutdown as required.
5. 6.
7. 8.
SAMPLE
Lockout/Tagout of Rubber Tired Loader with Articulating Steering, Caterpillar Model #950-b
Purpose: The lockout/tagout procedures as outlined are to be used when repairing, maintaining, cleaning, or any other task in which unexpected energy release is possible.
Authorization: Only employees identified as authorized or qualified and trained in the lockout tagout procedures for the above named equipment will work on the equipment.
Shut down procedure: Please follow this order
1. 2.
3. 4.
5. Notify all affected employees of impending shutdown.
Only trained, qualified employees are allowed to maintain and/or repair this equipment.
Park equipment on a clean, dry, level surface.
Set park brake and chock all wheels.
Using a second person, locate the steering lockout bar at the center of the pivot on the machine, this rod is painted bright red.
Have the second person remove the cotter pin and main pin from the steering lockout bar and swing the bar over to line up with the anchor hole provided, it will be necessary to turn the wheel slightly as to line up the anchor hole and the bar, insure bar is securely pinned.
Lower boom to ground. If it is necessary to work on the equipment with the boom up then the boom must be supported by jack stands rated for the amount of weight to be imposed. Lower boom so that all weight is on the jack stands and not on the hydraulic system for the boom.
Remove keys and tag out steering wheel.
Disconnect battery cables if working on electrical system).
6. 7.
8. 9.
Energy restoration procedure: When all work is completed
1. 2.
3. 4.
Reinstall all guards, covers, etc., and make all necessary final adjustments.
Inform all affected employees of energy restoration.
Ensure all employees, tools, etc., are clear of area.
Verify that all controls are in neutral so that machinery does not start as a result of energization.
Employee who applied lockout devices must remove lockout devices.
Test machine or equipment to ensure it operates as expected.
5. 6.
7. Do not forget to remove steering lockout bar as that you can create damage to the equipment if trying to operate with bar locked.
Before test running the equipment; clear all debris, clear all personnel from area, and insure there is ample area for raising and swinging the boom.
If further repair, maintenance, adjustment, etc., is required repeat steps for shutdown as required.
8. 9.
SAMPLE
Lockout/Tagout of Case Skid Steer Bucket Loader, Model 1840 Purpose: The lockout/tagout procedures as outlined are to be used when repairing, maintaining, cleaning, or any other task in which unexpected energy release is possible.
Authorization: Only employees identified as authorized or qualified and trained in the lockout tagout procedures for the above named equipment will work on the equipment.
Shut down procedure: Please follow this order
1. 2.
3. 4.
5. Notify all affected employees of impending shutdown.
Only trained, qualified employees are allowed to maintain and/or repair this equipment.
Park equipment on a clean, dry, level surface.
Set park brake and chock all wheels.
Lower boom to ground. If it is necessary to work on the equipment with the boom up then the boom must be supported by jack stands rated for the amount of weight to be imposed. Lower boom so that all weight is on the jack stands and not on the hydraulic system for the boom.
Remove keys and tag out control sticks.
Ensure that control sticks are locked into their upright positions.
Disconnect battery cables (if working on electrical system).
6. 7.
8. Energy restoration procedure: When all work is completed
1. 2.
3. 4.
Reinstall all guards, covers, etc., and make all necessary final adjustments.
Inform all affected employees of energy restoration.
Ensure all employees, tools, etc., are clear of area.
Verify that all controls are in neutral so that machinery does not start as a result of energization.
Employee who applied lockout devices must remove lockout devices.
Test machine or equipment to ensure it operates as expected.
Before test running the equipment; clear all debris, clear all personnel from area, and insure there is ample area for raising and swinging the boom.
If further repair, maintenance, adjustment, etc., is required repeat steps for shutdown as required.
5. 6.
7. 8.
SAMPLE
Water Heater
Location: Warehouse Closet
Purpose: The Lockout/Tagout procedures as outlined are to be used when repairing, maintaining, cleaning, or any other task in which unexpected energy release is possible.
Authorization: Only employees identified as authorized or qualified and trained in the lockout tagout procedures for the above named equipment will work on the equipment.
Energy Sources:
1. 2.
3. 4.
Electrical (110 volts)
Chemical (Natural Gas)
Thermal (Hot Water)
Hydraulic (Water Pressure)
Shut down procedure: Please follow this order
1. 2.
3. 4.
5. Notify all affected employees of impending shutdown.
Only trained, qualified employees are allowed to maintain and/or repair this equipment.
Turn off circuit breaker # In circuit breaker panel #
Using a circuit breaker lockout device, Lock and tag - lockout the this breaker.
Turn off the natural gas line to the unit using the gas valve on the pipe located along the floor approximately 2 feet west of the unit. Install a valve cover lockout device then lock and tag the device.
Turn off the Hot water valve located above and approximately 2 feet east of the unit.
Install a valve cover lockout device then lock and tag the device.
Turn off the cold water valve located above and approximately 2 feet south of the unit.
Install a valve cover lockout device then lock and tag the device.
The unit is now ready to be repaired or maintained.
6. 7.
8. Energy restoration procedure: When all work is completed
1. 2.
3. Reinstall all guards, covers, etc., and make all necessary final adjustments.
Inform all affected employees of energy restoration.
Ensure all employees, tools, etc., are clear of area.
4. Verify that all controls are in neutral so that machinery does not start as a result of energization.
Employee who applied lockout devices must remove lockout devices.
Test machine or equipment to ensure it operates as expected.
Before test running the equipment; clear all debris, clear all personnel from area, and insure there is ample area for raising and swinging the boom.
If further repair, maintenance, adjustment, etc., is required repeat steps for shutdown as required.
5. 6.
7. 8.
SAMPLE
Lockout/Tagout Procedures for
Plug-in Type Machines and Equipment
SEE NEXT PAGE FOR LISTING OF PLUG TYPE EQUIPMENT AFFECTED Purpose: The lockout/tagout procedures as outlined are to be used when repairing, maintaining, cleaning, or any other task in which unexpected energy release is possible.
Authorization: Only employees identified as authorized or qualified and trained in the lockout/tagout procedures for the above named equipment will work on the equipment.
Energy sources: Hazard analysis of this type of equipment shows
1. Electrical (110 volt and 220 volt)
Energy isolation procedure: To begin work
1. 2.
3. 4.
5. 6.
7. Inform all affected employees of shutdown and lockout.
Unplug equipment from outlet.
If exclusive control cannot be maintained place lockout device over plug, lock, and tag.
If equipment has capacitors, discharge.
Activate start button to ensure equipment will not start.
Using stop mechanism switch equipment to the off position.
Verify de-energization with voltmeter if unguarded electrical will be exposed.
Energy restoration procedure: When all work is completed
1. 2.
3. 4.
5. 6.
Reinstall all guards, covers, etc., and make all necessary final adjustments.
Inform all affected employees of energy restoration.
Ensure all employees, tools, etc., are clear of area.
Remove lockout devices.
Test equipment to ensure that it operates as expected.
If further repair, maintenance, adjustment, etc., is required repeat steps for shutdown as required.
SAMPLE
Plug in Type of Equipment
Typewriter
Computer
Printer
Paper Shredder
Copy Machine
Calculator
Space Heater
Water Cooler
Microwave
Refrigerator
Time Clock
Barrel Picker
Red Devil Mixer
Sterling Mixer
Chain Hoists
Safety Kleen Machine
SAMPLE
Breaker Boxes in Production Area
#1.
#2.
#3.
#4.
#5.
#6.
#7.
#8.
#9.
#10.
Blank-disconnected
Roller Mill #2
Roller Mill #1
Office Furnace
Furnace on South Wall, Production Area
Furnace on East Wall, Production Area
Lights and Outlets, Main
Spare
Transformer
Breaker Box
#1.
#3.
#5.
#7.
#9.
#11.
#13.
#15.
#17.
#19.
#21.
#23.
#25.
#27.
#29.
#31.
#33.
#35.
#37.
#39.
#41.
Hot Water Heater
Hot Water Heater
Lights, Outlets (Prod.)
Lights, Outlets (Prod.)
Lights, Outlets (Prod.)
Water Pump
Water Pump
Lights, Storage Room
Blank
Blank
Blank
Furnace, Storage Room
Furnace, Storage Room
Furnace, Storage Room
Blank
Blank
Blank
Blank
Job Mixer
Job Mixer
Job Mixer
#2.
#4.
#6.
#8.
#10.
#12.
#14.
#16.
#18.
#20.
#22.
#24.
#26.
#28.
#30.
#32.
#34.
#36.
#38.
#40.
#42.
Office (Computer Room)
Blank
Break Room
Outlets, S.W.CORNER
Outlets, Hoist (Prod.)
E. Wall Hot Plate,
Mens Restroom
Blank
Office Lights
Blank
Blank
Mixer
Mixer
Mixer
Blank
Blank
Blank
Blank
Blank
Blank
Blank
Hazard Communication
HAZARD COMMUNICATION
1. PURPOSE: To communicate Celebrity Coaches of America, Inc. Hazard Communication Program to all personnel.
1. OBJECTIVES:
a.
b.
To protect the health of our employees.
To provide the employees with the necessary information concerning health and physical hazards of the materials used in their operations.
To comply with Title 29 Part 1910.1200, Sub-part Z of the Code of Federal Regulation (CFR): OSHA Hazard Communication.
To include flexibility in the compliance program so that changes can be made to comply with possible state and local Right-To-Know Laws. c.
d.
2. SCOPE: This compliance program will provide information to the employees of Express Transportation Services of the chemical products to which they are exposed.
It will be accomplished by the following:
a.
b.
c.
Listing of all chemical products on the property.
Appropriate labeling on containers of all chemical materials used.
Making available Material Safety Data Sheets (MSDSs) for all chemical products on the property.
Employee training to recognize and interpret labels, warnings, color coding, signs, etc. that are affixed to containers so that they can properly protect themselves against potential hazards.
Employee training to understand the elements of the MSDSs and to recognize possible risks to health and physical harm.
If any contractor's work with a hazardous material could affect the safety and health of other contractors' employees, Express Transportation Services will coordinate the work with the other contractors to ensure the safety and health of all employees. Contractors will be responsible for the safe storage, use, and disposal of all hazardous material brought onsite.
This written Compliance Program will be made available, upon request, to employees, their designated representatives(s), and to all local, state and federal officials who have proper authority.
d.
e.
f.
g.
3. LISTING OF CHEMICAL PRODUCTS:
a. Because we are not a chemical manufacturer, importer or distributor, Celebrity Coaches of America, Inc. is not required to assess the hazards or evaluate
chemicals. We will maintain a list of all the chemical products used on site. We will always evaluate to the best of our ability the potential health exposure of a particular chemical product before we decide to use it. b. We will provide a system under which Purchasing will obtain MSDSs from all suppliers of chemical products. This system would include the following:
i.
ii.
iii.
Sending form letters to suppliers requesting information/MSDSs.
A flagging system to ensure that MSDSs are received and kept current.
Maintenance of MSDS files that is available to employees, their representatives, local jurisdictional authorities and health or medical officers as required by the regulations. MSDSs for all hazardous materials will be submitted to Express Transportation Services prior to their arrival on site.
A purchase requisition noting that the proper labels are either to be attached to all containers received, or to be sent with the order, and that the supplier certifies that all MSDSs and labels comply with the standard. iv.
c. A master list of hazardous chemicals will be maintained for reference. This list will be expanded as new chemicals are ordered and/or received. All new chemical products will be appropriately labeled, and a MSDS obtained before receiving material at Express Transportation Services.
4. LABELS:
a. Material received at Celebrity Coaches of America, Inc. will be properly labeled. If labels are not provided, we will contact the supplier to get the specific labels. Information contained on labels must not conflict with federal, state or local laws and/or regulations in labeling requirements. These labels will provide the following information:
i.
ii.
iii.
Identity of the chemical products or substance in the container; Hazard warnings; and
Name and address of the manufacturer or other responsible party. b.
c.
The labels must not be removed and will be replaced if illegible.
All containers of chemical products, including laboratory bottles, solvent cans and dispensers must be labeled. For smaller containers (less than one gallon or 3.7 liters), labels must be consistent with the standards that are specified above. Only those chemicals that can be classified as "immediate use", which means that the hazardous chemicals under control of and used only by the person who transfers it from the labeled container and only within the work shift in which it is transferred, are exempt from the labeling procedures as described above.
In storage areas where similar chemical products are stored, we will post signs or placards to identify the material and transmit the required information in lieu of individual container labels.
d.
e. If any materials are to be transferred from a storage tank or container through a pipeline, labels with the required information will be affixed to the line at the discharge point (valve). [Although the law does not require this, it makes sense to provide this.]
f. In those cases where a chemical product, other than that specified on the container label, is placed in the container, we must re-label the container to accurately reflect the hazards of the chemical product that has been substituted.
5. TRAINING: All employees in the regulated areas will receive training in the handling of chemical products. There will be an annual review of the training program, and a list of each employee's training schedule will be maintained. The training program will provide instruction in the following areas:
a.
b.
The requirements of the Hazard Communications Program;
The operations of the work area where chemical products are present, including both routine and non-routine jobs;
The location and availability of the MSDSs;
Interpretation of MSDSs data and of the labeling system; Methods and observation that the employee may use to detect the presence or accidental release or spill of chemical products in the work area; Measure(s) that employees can take to protect themselves from these hazards (i.e., work practices, personal protective equipment, and emergency procedures); and When a new employee is assigned or transferred to a work area in which chemical products are used, his or her orientation will include all of the above training elements, as well as all specific safety and health training required. Contractors, vendors and service personnel who have employees assigned to work on our premises in areas where potential exposure to chemical products exist must be informed of chemical hazards, availability of MSDSs and appropriate protective measures.
c.
d.
e.
f.
g.
6. HEALTH, SAFETY AND EMERGENCY PROCEDURES:
a. To ensure that sufficient and required information is available and accessible during emergencies, or in the event of a spill in the work area, or beyond the property line of Express Transportation Services, the following information will be available to local health and jurisdictional authorities if requested or required:
i.
ii.
MSDSs;
The location of stored chemical products if the amount is equal to 30 gallons or 300 pounds or more;
iii. Special procedures for spill control and/or clean-up for specific chemical
substances;
iv. The health hazards, including symptoms of exposure and/or any recognizable medical conditions; and
v. Environmental hazards, to air and/or water, that may result from the release of specific quantities of chemical substance(s).
Material Safety Data
Sheet
May be used to comply with
OSHA's Hazard Communication Standard,
29 CFR 1910.1200. Standard must be
consulted for specific requirements.
U.S. Department of Labor
Occupational Safety and Health Administration
(Non-Mandatory Form)
Form Approved
OMB No. 1218-0072
Section I
Section II - Hazard Ingredients/Identity Information
Hazardous Components (Specific Chemical Identity;
Common Name(s))
OSHA
PEL
ACGIH
TLV
Other Limits
Recommended %(optional)
Manufacturer's Name Emergency Telephone Number
Address (Number, Street, City, State, and ZIP Code) Telephone Number for Information Date Prepared
Signature of Preparer (optional)
IDENTITY (As Used on Label and List) Note: Blank spaces are not permitted. If any item is not applicable, or no information is available, the
space must be marked to indicate that.
Section III - Physical/Chemical Characteristics
Section IV - Fire and Explosion Hazard Data
Flash Point (Method Used) Flammable Limits LEL UEL
Extinguishing Media
Special Fire Fighting Procedures
Boiling Point Specific Gravity (H2O = 1)
Vapor Pressure (mm Hg.) Melting Point
Vapor Density (AIR = 1) Evaporation Rate
(Butyl Acetate = 1)
Solubility in Water
Appearance and Odor
(Reproduce locally) OSHA 174, Sept. 1985
Section V - Reactivity Data
Section VI - Health Hazard Data
Route(s) of Entry: Inhalation? Skin? Ingestion?
Health Hazards (Acute and Chronic)
Carcinogenicity: NTP? IARC Monographs? OSHA Regulated?
Stability Unstable Conditions to Avoid
Stable
Incompatibility (Materials to Avoid)
Hazardous Decomposition or Byproducts
Hazardous
Polymerization
May Occur Conditions to Avoid
Will Not Occur
Unusual Fire and Explosion Hazards
Section VII - Precautions for Safe Handling and Use
Section VIII - Control Measures
Respiratory Proctection (Specify Type)
Ventilation Local Exhaust Special
Mechanical (General) Other
Steps to Be Taken in Case Material is Released or Spilled Waste Disposal Method
Precautions to Be taken in Handling and Storing
Other Precautions
Signs and Symptoms of Exposure
Medical Conditions
Generally Aggravated by Exposure
Emergency and First Aid Procedures
Protective Gloves Eye Protection
Other Protective Clothing or Equipment
Work/Hygienic Practices
Forms & Checklist’s
Attachment I
MACHINERY/EQUIPMENT CHECKLIST
MachineryEquipmentPoint of Operation
Switch
Remote Disconnect
Switch
Other Energy
(Air, Steam,
Hydraulic)
OFFICE SAFETY CHECKLIST
Office safety inspections generally uncover conditions which can cause injuries and or fires. The following list could be used as a guide to making an inspection in your office area. If there are other hazards not found on this list, you might jot
persons making the inspection of the possible hazard.
them down to remind the person and/or
Attachment J
Office Safety Checklist
Condition Yes No
1 Are the floors always clean of litter and/or spilled liquid? 2 Are floor surfaces chipped and uneven; does carpeting show worn spots or holes?
3 Are aisles and walkways free of boxes, wastebaskets, chairs and other obstacles that impede traffic?
4 Are electric and telephone cords placed where they might trip a passersby? 5 Do electrical cords look frayed? Are they draped over hot pipes, bent around hooks or sharp edges or are they stepped on?
6 Are poorly-made or flimsy extension cords in use?
7 Are all appliances connected with three-pronged plugs? 8 Are electric outlet boxes or bonnets on the floor exposed so that they pose a tripping hazard?
9 Are employees allowed to stand on chairs, decks, boxes, drawers or other improvised ladders?
10 Is the paper cutter placed in a safe location where there is enough safe room to work?
11 Are employees still using spike files or pencil holders with pencil points up?
12 Is machinery turned off when not in use?
13 Do employees wear dangling jewelry or floppy clothing around moving machinery (rotating machines, shredders)?
14 Are razor blades or pins mixed in with paper clips?
15 Are employees allowed to lean way back in chairs with feet up on the desks?
Attachment K
Office Safety Checklist
16 Do employees put tops on cups of coffee or other liquids while carrying them throughout the office (to avoid spills)?
17 Do employees run in the office?
18 Are scissors properly stored; do they have rounded points? 19 Are desk or file drawers left open?
20 Are files, lockers, cabinets and bookcases bolted securely? 21 Is more than one file drawer usually opened at once? 22 Are files top-heavy, with empty drawers at the bottom and full drawers on top?
23 Are transparent glass doors marked so they can be seen? 24 Are boxes, papers and books stored on top of files, storage cabinets and window sills?
25 Are floors painted or marked under the swing of solid doors to indicate the striking radius?
26 Must employees step up or down while going through a doorway? If so, is a warning sign posted and steps painted a caution color? 27 Do self-closing doors have too much spring tension?
28 Are fire exits clearly marked and free of obstruction? 29 Are fire extinguisher locations marked (usually at ceiling height on the wall) so they are visible from a distance?
30 Have fire extinguishers been inspected recently?
31 Are both A & B-C extinguishers readily available where necessary 32 Do all employees know the locations of exits, alarms and extinguishers? 33 Are non-flammable fluids used, when possible?
34 Are flammable fluids properly stored in safety cans and approved safety cabinets? (i.e., toner, cleaning supplies)
35 Are emergency numbers posted for the doctor, fire department and ambulance?
36 Are fire drills conducted frequently, semi-annually?
Attachment L
Office Safety Checklist
37 Are ashtrays available for visitors as well as employees? 38 Are combustibles stored near machinery or heat sources? 39 Are sprinklers, fire detectors and hoses clean and in good order? 40 Are all accidents promptly reported?
41 Are adequate first aid supplies on hand?
42 Is there a trained first aid provider available? Do employees know who their first aid providers are?
43 Are company parking lots well lighted and clearly marked and generally free of tripping hazards?
Attachment M
SAFETY CHECKLIST
Check Question Part 1910
Are work areas clean? .22(a)
Is housekeeping maintained? .22(a)
Are floor openings and floor holes protected? 0.23
Is temporary wiring in use? .305(a)(2)
Are all portable tools properly grounded? .304(f)
Are all outlets grounded? .304(f)
Are there missing covers on electrical fuse and outlet boxes? .305(b)(2) Are there properly trained first aid personnel and first aid supplies available?
0.151
Attachment N
SAFETY CHECKLIST
Check Question Part 1910
Are accident records being kept on OSHA Forms 200/300? 1904.2 & 1904.4
Are building exits adequate? .36 & .37
Are exits properly marked? .36 & .37
Does lighting on exit signs conform to government standards? (5 foot candles)
.37(q)(6)
Are exits blocked? .36 & .37
Are industrial trucks (forklifts) equipped with horn, overhead guard, and a capacity sign?
.178(a)(5),(e)(1)
, (m)(9), &
(n)(4)
Are all exposures from dust, fumes, etc., controlled? .94,.1000
Attachment O
SAFETY CHECKLIST
Check Question Part 1910
Is local ventilation good? 0.94
Is personal protective equipment provided and used? 0.132 Are flammable materials being stored in approved cans and cabinets? .106(d)(2) & (3)
Are materials being properly handled? 0.176
Is the OSHA poster properly displayed? 1903.2
Are separate lunch rooms provided when toxic materials are present? .141(g)(2) Are approved type guards installed at point of operations? .212(a)(3)(ii) Are gears, pulleys, conveyors and chains properly guarded? .219(d)
Attachment P
Are special hand tools being used for placing and removing materials from machines.
.212(a)(3)(iii)
Are guards provided over foot treadles? .217(b)(4)(I)
Are machines firmly anchored to prevent moving? .212(b) Are only authorized and trained personnel permitted to use welding, cutting, or brazing equipment?
Does each operator have a copy of the appropriate operating instructions and are they directed to follow them?
Are compressed gas cylinders regularly examined for obvious signs of defects, deep resting, or leakage?
Is care used in the handling and storage of cylinders, safety valves, relief valves, etc., to prevent damage?
Are precautions taken to prevent the mixture of air or oxygen with flammable gases, except at a burner or in a standard torch? .253(a) Are cylinders kept away from sources of heat? 0.252
Attachment Q
SAFETY CHECKLIST
Check Question Part 1910
Are signs reading “DANGER NO SMOKING, MATCHES, OR
OPEN LIGHTS’ or the equivalent, posted? 0.252
Are provisions made to never crack a fuel-gas cylinder valve near sources of ignition?
Before a regulator is removed, is the valve closed and gas released from the regulator?
Is red used to identify the acetylene (and other fuel-gas) hose, green for oxygen hose, and black for inert gas and air hose?
Are pressure-reducing regulators used only for the gas and pressures for which they are intended?
Is grounding of the machine frame and safety ground connections of portable machines checked periodically?
Are only approved apparatus (torches, regulators, pressure-reducing valves, acetylene generators, manifolds) used?
Attachment R
SAFETY CHECKLIST
Check Question Part 1910
Is it prohibited to use cylinders as rollers or supports? Are empty cylinders appropriately marked and their valves closed? Is a check made for adequate ventilation in and where welding or cutting is performed?
Are protective goggles or face shields provided and worn where there is any danger of flying particles or corrosive materials? 0.133 Are approved safety glasses required to be worn at all times in areas where there is a risk of eye injuries such as punctures, abrasions, contusions, or burns?
0.133
Are protective gloves, aprons, shields, or other means provided against cuts, corrosive liquids, and chemicals? 0.132
Attachment S
SAFETY CHECKLIST
Check Question Part 1910
Are employees who need corrective lenses (glasses or contacts) in working environments having harmful exposures required to wear only approved safety glasses, protective goggles, or use other medically approved precautionary procedures?
.133(a)(3)
Is it required that eye protection helmets, hand shields, and goggles meet appropriate standards?
Are employees exposed to the hazards created by welding, cutting, or brazing operations protected with personal protective equipment and clothing?
If the welding creates hazardous air emissions, is the welding area appropriately marked to indicate this? .1200(f)
Are all fire extinguishers accessible, and their locations clearly designated?
0.157
Are all fire extinguishers inspected and recharged regularly, and noted on the inspection tag?
0.157
Attachment T
SAFETY CHECKLIST
Check Question Part 1910
Are cylinders legibly marked to identify the gas contained in them? Are compressed gas cylinders stored in areas away from heat sources?
Are cylinders stored in a manner to prevent them creating a hazard by tipping, falling, or rolling?
Are all valves closed off before a cylinder is moved, when the cylinder is empty, and at the completion of each job?
Are low pressure fuel-gas cylinders checked periodically for corrosion, general distortion, cracks, or any other defect that might indicate a weakness or render it unfit for service?
If welding gases are stored, are oxygen and acetylene separated by a 5 foot non-combustible barrier?
.253(b)(4)
condition
ceiling
aerosols
protection
signs
markings
removal
SAFETY & FIRE INSPECTION CHECKLIST
Facility/ Jobsite Department
Inspector Date
This list is intended to identify general safety hazards for correction. Inspections shall indicate compliance with the Company, OSHA, DOT requirements.
Attachment E
HAZARD
YES NO
6. WALK-WORK AREAS
( ) ( ) a. Floors, doors
( ) ( ) b. Openings guarded or covered
( ) ( ) c. Ladders - condition/use
( ) ( ) d. Scaffold, platforms - guardrails
( ) ( ) e.
7. TOOLS-CONDITION, STORAGE
( ) ( ) a. Back-up alarms
( ) ( ) b. Lights & flashers
( ) ( ) c. Windshield Wipers
( ) ( ) d. Seat belts
( ) ( ) e. Emergency brake
( ) ( ) f. Tires
( ) ( ) g. Windshields & windows
( ) ( ) h. Oil, fuel, hydro leaks
( ) ( ) i. Fire extinguisher
( ) ( ) j. First-aid kit
( ) ( ) k.
9. COMPRESSED GAS
( ) ( ) a. Hand/power tools (air, gas,
( ) ( ) a. Stored cylinders secured
( ) ( ) b. Valve caps on if not in use
( ) ( ) c. Properly labeled
( ) ( ) d. Oxygen, acetylene separated
( ) ( ) e. Fire extinguisher in place
( ) ( ) f.
10. WELDING AND CUTTING
( ) ( ) a. Personal protective equipment,
( ) ( ) b. Guard in place
( ) ( ) c. Jacks, hoists (portable)
( ) ( ) d. Blades, grinding wheels
( ) ( ) e. Plugs/grounds
( ) ( ) f. Air hoses
( ) ( ) g.
8. HEAVY EQUIPMENT,
HAZARD
YES NO
1. FIRE PROTECTION
( ) ( ) a. Extinguishers - check
( ) ( ) 1. Extinguisher seal intact
( ) ( ) 2. Gauge in operating range
( ) ( ) 3. In place, accessible,
( ) ( ) 4. Sign extinguisher tag or log
( ) ( ) b. Stored mat’l - 18' clear to
( ) ( ) c. Exits, signs, routes
( ) ( ) d. Clearance to heating devices
( ) ( ) e.
2. FLAMMABLE LIQUIDS/MAT’LS
( ) ( ) a. Properly stored, safety cans
( ) ( ) b. Grounded dispensing/storage
( ) ( ) c. Safety valves, bungs on barrels
( ) ( ) d. Storage, paints, thinners,
( ) ( ) e. Proper disposal of oily rags
( ) ( ) f.
3. HEALTH, ENVIRONMENTAL
SERVICES
( ) ( ) a. First-aid kits, equipment
( ) ( ) b. Sinks, toilet, restroom
( ) ( ) c. Drinking water
( ) ( ) d. Gas, dust, fume, noise
( ) ( ) e. Illumination, ventilation
( ) ( ) f. Microwave emission danger
( ) ( ) g. Toxic, harmful material
( ) ( ) h. Trash, waste container,
( ) ( ) i.
4. PERSONAL PROTECTIVE
EQUIPMENT
( ) ( ) a. Head protection, (hard hat)
( ) ( ) b. Eye-face protection
( ) ( ) c. Foot protection, (steel toe)
( ) ( ) d. Protective clothing, gloves
( ) ( ) e. Respirators
( ) ( ) f. Safety belts, life lines
( ) ( ) i.
5. HOUSEKEEPING
( ) ( ) a. Clear aisles, floors
( ) ( ) b. Material, equipment storage
( ) ( ) c. Scrap in container, removal
( ) ( ) d. Drainage, spill cleanup
( ) ( ) e. Access, egress clear marked
( ) ( ) f. Files, furniture
( ) ( ) g.
n
i
o
class=Section5>
BARRICADES
signs
apply
blank. If
hazard
y
d to
must
copy
Attachment F
HAZARD
ed
applicable)
YES NO
11. TRENCHING, EXCAVATION
( ) ( ) a. Shoring, sloping
( ) ( ) b. Entry, exit means, barricades
( ) ( ) c. Personal protection
( ) ( ) d.
12. ELECTRICAL
( ) ( ) a. Panelboard covers closed
( ) ( ) b. Switches marked
( ) ( ) c. Cords, temporary lines
( ) ( ) 1. Clear of traffic
( ) ( ) 2. Condition, connections
( ) ( ) d. Grounds on tools, equipment
( ) ( ) e.
13. SIGNS, SIGNALS,
( ) ( ) a. Danger, regulatory, warning
( ) ( ) b. Crane, hoist signal charts post
( ) ( ) c. Bulletin, poster boards
( ) ( ) d.
14. WORK PRACTICES
( ) ( ) a. Clothing, protective equipment
( ) ( ) b. Personal protection
( ) ( ) c. Dangerous surface/area
( ) ( ) d. Shoring, lockout/tagout, confi ned
space procedure in place (if
( ) ( ) e.
15. OTHER
( ) ( ) a.
( ) ( ) b.
( ) ( ) c.
of
INSTRUCTIONS: If any item does not
to your area leave YES/NO blocks(s)
a hazard is noted, write equipment #, type
equipment and/or exact description of
on black line provided in each section. Ma
2 copies and send the original and 1 copy,
the Safety Director/Coordinator unless a
hazard is noted. In this case retain the cop
until the hazard has been corrected. Write
correction made in space provided and sen
the Safety Director/coordinator. Hazards
be correction within 24 hours. The last
is to be retained in your file
ke a
to
in
( ) ( ) e. Ventilation ( ) ( ) g. Combustible material within 10 ( ) ( ) f. Flammable material within 25
( ) ( ) h.
( ) ( ) b. Fuel-gas cylinder use
( ) ( ) c. Screens around arc-welding
( ) ( ) d. Fire prevention measures
Attachment G
Describe Corrective Action Taken:
Attachment 8
SAFETY MEETING SIGN-IN
Due to OSHA Regulations, this sheet must be signed by all persons attending and kept as documentation in job site files.
Date: Time:
Project/Job Number: Topic Covered:
Brief Narrative of Topic:
Person Conducting Meeting: Title:
PERSONS ATTENDING
AUTHORIZED OPERATOR
LIFT TRUCK AND OTHER POWERED INDUSTRIAL EQUIPMENT
I have received training in the proper operation and use of lift trucks.
My supervisor, has explained to me
(Supervisor signature)
that failure to operate the lift truck safely and properly, as directed, may result in disciplinary action.
Print Employee Name Date
Employee Signature
Signature of Instructor
SEND SIGNED COPIES TO THE SAFETY DEPARTMENT
Attachment 9
SAFETY VIOLATION NOTICE
Date:
Employee’s Name: was contacted today regarding the
following safety violation:
The employee’s explanation of his/her behavior is the following:
I (the employee) understand that safety rules and practices are necessary to reduce accidents and injuries on the job. Safe behavior on the job not only protects myself, but my fellow workers as well. It is also understood that my employer, by law, must impose disciplinary procedures, which could include termination.
Signed:
(Employee)
This form is to be filled out by the manager/supervisor and the employee. The form will be maintained in the employee’s personnel file for two years.
Counseling/Retraining Written Reprimand Suspension
Termination
Date:
Supervisor:
(Signature)
SAFETY ORIENTATION CHECKLIST
Attachment 10
It is required that the Safety Coordinator or Supervisor thoroughly instructs each employee in the safety requirements of his/her job. New employees will be given this instruction prior to beginning their first shift.
Transferred employees will be given instruction upon entrance to new work area. All employees will receive periodic re-training. This checklist will be placed in the employee’s personnel file. Items 1-16 are required of all employees, 17-34 are specific to only certain jobs.
Employee’s Name:
Department: Job Class/Title:
New employee: DYes D No Date of Hire: Date of Orientation:
Topic Trainer Employee Date
1. 2.
3. Review of written safety program.
Location of written safety program.
Received, Read, Understand and signed copy of
General Safety Rules.
OSHA Brochure and/or Video, “Workplace Safety:
Your Rights and Responsibilities”.
Procedures for reporting Injuries / Illnesses.
Where to obtain First Aid / Medical care.
Emergency Action Plan: Fire, Tornado, Severe Storm,
Earthquake, Power Outage, etc..
Fire Prevention / Protection Plan.
Location and use of Fire Extinguishers (training).
Employee Rights of Access to Medical and Exposure Records.
Hazard Communication (Understanding MSDS’s) training.
Personal Protective Equipment Hazard Assessment and
4. 5.
6. 7.
8. 9.
10. 11.
12. D
D
D
D
D
Eye and Face Protection
Foot Protection
Hand and Arm Protection
Head Protection
Other PPE
13. 14.
15. 16.
Sign and Tag Awareness (Facilities Markings)
Lockout / Tagout Training
Housekeeping Requirements
Eye Wash Station Locations and Use
Attachment I
17. Drug and Alcohol Testing program:
D
D
D
Random,
Reasonable Suspicion,
Post-Accident
18. 19.
20. 21.
22. 23.
24. 25.
26. 27.
28. 29.
30. 31.
32. 33.
34. Respiratory Protection
Ladder Use and Care
Hearing Conservation / Noise Abatement
Flammables / Combustibles Safety
Compressed Gas Safety
Powered Industrial Truck Operator (Forklift)
Overhead Crane Safety
Abrasive Wheel Safety
Hand and Power Tool Safety
Machine Guarding Safety
Welding Safety
Basic Electrical Safety
Asbestos Safety
Bloodborne Pathogens Safety
Workplace Violence Safety
Sexual Harassment
Job Task Specific Training:
I have been given the Safety Requirement instruction in the items checked above. I understand that, in order to perform my job safely, I must follow all Safety Policies and Procedures, wear the Personal Protective Equipment which is required of me and report immediately any accidents / injuries or unsafe conditions to my supervisor.
(Employee Signature) (Date)
(Safety Coordinator / Supervisor) (Date)
Attachment I
Standards of Conduct
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Express Transportation Services
STANDARDS OF CONDUCT
Whenever people gather together to achieve goals, some rules of conduct are needed to help everyone work together efficiently, effectively, and harmoniously. By accepting employment with Express Transportation Services, you have a responsibility to Express Transportation Services and to your fellow employees to adhere to certain rules of behavior and conduct. The purpose of these rules is to be certain that you understand what conduct is expected and necessary.
1. UNACCEPTABLE ACTIVITIES: Generally speaking, we expect each person to act in a mature and responsible way at all times. However, to avoid any possible confusion, some of the more obvious unacceptable activities are noted below. Your avoidance of these activities will be to your benefit as well as the benefit of your fellow employees. a. Occurrences of any of the following violations, because of their seriousness, may result in immediate dismissal without warning.
i. Willful violation of any rule or policy; any deliberate action that is extreme in nature and is obviously detrimental to Express Transportation Services’s effort to operate efficiently.
Willful violation of security or safety rules or failure to observe safety rules or safety practices; failure to wear required safety equipment; and/or tampering with Express Transportation Services equipment or safety equipment.
Negligence or any careless action which endangers the life or safety of another person.
Being intoxicated or under the influence of a controlled substance while at work; use of possession or sale of a controlled substance while at work, except medications prescribed by a physician which do not impair work performance.
Unauthorized possession of dangerous or illegal firearms, weapons or explosives while at work.
Engaging in criminal conduct or acts of violence, or making threats of violence toward anyone while at work or when representing Express Transportation Services. Fighting, horseplay or provoking a fight during working hours or negligent damage of property.
Insubordination or refusing to obey instructions and refusal to help out on a special assignment.
Threatening, intimidating or coercing a member of the public or fellow employees on or off the premises — at any time, for any purpose. Conduct in public that could be interpreted as detrimental to the reputation of Express Transportation Services including rude or inappropriate treatment of a customer.
Engaging in any act of sabotage; willfully or with gross negligence ii.
iii.
iv.
v.
vi.
vii.
viii.
ix.
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causing the destruction or damage of property, or the property of fellow employees, contractors, visitors, or the general public in any manner.
Theft of Express Transportation Services property or the property of fellow employees; unauthorized possession or removal of any property, including documents, from the premises without prior permission from management; unauthorized use of equipment or property for personal reasons; or using equipment for profit.
Dishonesty; willful falsification or misrepresentation on your application for employment or other work records; lying about sick or personal leave; falsifying a reason for a leave of absence or other data requested by Express Transportation Services; alteration of records or other documents.
Malicious gossip and/or spreading rumors; engaging in behavior designed to create discord and lack of harmony; interfering with another employee on the job; willfully restricting work output or encouraging others to do the same.
Immoral conduct or indecency on Express Transportation Services property.
Conducting a lottery or gambling on Express Transportation Services premises.
x.
xi.
xii.
xiii.
xiv.
b. Occurrences of any of the following activities, as well as violations of any rules or policies, may be subject to progressive discipline or immediate dismissal. This list is not all-inclusive and is not intended to refer to all possible infractions. It is provided as a reference source of the most common disciplinary situations that occur.
i. Unsatisfactory or careless work; failure to meet quality standards as explained to you; mistakes due to carelessness or failure to get necessary instructions.
Any act of harassment, sexual, racial or other; telling sexist or racial-type jokes; making racial or ethnic slurs.
Leaving work before the end of a workday or not being ready to work at the start of a workday without approval; stopping work before time specified for such purposes.
Sleeping on the job, loitering or loafing during working hours.
Excessive use of the telephone or fax machine for personal communication.
Leaving your work location during your work hours without permission, except to use the rest room.
Smoking in restricted areas.
Creating or contributing to unsanitary conditions.
Failure to report an absence or late arrival; excessive absence or lateness.
Obscene or abusive language toward any employee or customer, or Express Transportation Services Official; indifference or rudeness ii.
iii.
iv.
v.
vi.
vii.
viii.
ix.
x.
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toward a customer or fellow employee; any disorderly/antagonistic conduct on the premises or work site.
Speeding or careless driving of any Express Transportation Services vehicles.
Failure to immediately report damage to, or an accident involving Express Transportation Services equipment.
Soliciting during working hours and/or in working areas; selling merchandise or collecting funds of any kind for charities or others without authorization during business hours, or at a time or place that interferes with the work of another employee on the premises or work site.
Failure to maintain a neat and clean appearance in terms of the standards established by the company; any departure from accepted conventional modes of dress or personal grooming; wearing improper or unsafe clothing.
Failure to use your timecard; alteration of your own timecard or records or attendance documents; altering another employee’s timecard or records, or causing someone to alter your timecard or records.
xi.
xii.
xiii.
xiv.
xv.
2. REPORTING ALLEGED WORKPLACE VIOLENCE: You are responsible for immediately notifying your supervisor or company official if there is potential for a conflict.
3. PROGRESSIVE DISCIPLINE: Unacceptable behavior which does not lead to immediate dismissal may be dealt with in the following manner:
a. Oral Warnings — Oral warnings will be documented. Celebrity Coaches of America, Inc. will be advised of all oral warnings. Oral warnings will include a discussion by the supervisor with the employee on ways to correct the deficiency.
Oral warnings will include notice that repeating the deficiency with a specified period of time (i.e., 90 days) will result in more severe disciplinary action.
Written Warnings — Written warnings will include the reasons for the administration’s dissatisfaction and any support evidence. Written warnings usually follow an oral warning for the same offense, but may be used as the first step in the disciplinary process if the supervisor feels that the unacceptable performance or action warrants it. Written warnings will include notice that repeating the deficiency will result in more severe disciplinary action. You will have an opportunity defend your actions and rebut the opinion of your supervisor at the time the warning is issued by preparing a written statement.
Probation — Probation will be for a specified period of time, in writing. It will usually follow a written warning for same offense, but may be used as the first step in the disciplinary process if the supervisor feels that the unacceptable performance or action warrants it. Probation must be approved by Express Transportation Services before it is executed with the employee. Probation will b.
c.
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include a discussion by the supervisor on ways to correct deficiency. It will include notice that repeating the deficiency during the specified period of time may result in dismissal. You will have an opportunity to defend your actions and rebut the opinion of your supervisor at the time the probation is issued by preparing a written statement.
Dismissal — Prior to dismissal the supervisor will ensure that all pertinent facts are carefully reviewed. Dismissal usually follows probation for the same offense, but may be used at the first step in the disciplinary process if the supervisor feels that the unacceptable performance or action warrants it. d.
4. DISMISSAL: If your performance is unsatisfactory due to lack of ability, failure to abide by Celebrity Coaches of America, Inc. rules or policy, or failure to fulfill the requirements of your job, you will be notified of the problem. If satisfactory change does not occur, you may be dismissed. Some incidents may result in immediate dismissal. 9/14/2009 5
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Emergency Action Plan
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TABLE OF CONTENTS
STATEMENT OF POLICY .............................................................................................. 1 GENERAL RESPONSE .................................................................................................. 1 DISTRIBUTION AND TRAINING .................................................................................... 2 EVACUATION ROUTE GENERAL REQUIREMENTS.................................................... 2 FORMAL DISASTER ORGANIZATION .......................................................................... 3 EMERGENCY “CONSEQUENCE” EVALUATION .......................................................... 4 CRISIS MANAGEMENT TEAM....................................................................................... 5 INCIDENT COMMAND CENTER PROFILE ................................................................... 6 “MEDIA” INFORMATION ................................................................................................ 7 SAMPLE NEWS RELEASE ............................................................................................ 8 FIRE EVACUATION PROCEDURES............................................................................ 10 FIRE PREVENTION POLICIES .................................................................................... 10 HAZARDOUS MATERIAL RELEASE OR SPILL .......................................................... 12 HIGHLY HAZARDOUS CHEMICAL LOCATIONS AND QUANTITIES ......................... 13 BOMB THREAT EVACUATION PROCEDURES .......................................................... 14 TORNADO EVACUATION PROCEDURES .................................................................. 14 WORKPLACE ANTI-VIOLENCE POLICY..................................................................... 15 SEVERE STORM EVACUATION PROCEDURES ....................................................... 16 EXPLOSION EVACUATION PROCEDURES ............................................................... 17 EARTHQUAKE EVACUATION PROCEDURES ........................................................... 18 UTILITY FAILURE EVACUATION PROCEDURES ...................................................... 19 9/14/2009
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EQUIPMENT SHUTDOWN PROCEDURES................................................................. 20 Appendices
Appendix A - Routes of Evacuation
Appendix B - (Reserved for Maps & Drawing of Facility)
Appendix C - Job Site Supervisors
Appendix D - Emergency Phone Numbers
Appendix E - Fire Extinguisher Locations
Supporting documents
The Crisis Management Team
Crisis Manager - Profile
Communications Officer - Profile
Public Relations Officer - Profile
Engineering Officer - Profile
Personnel Officer - Profile
Security Officer - Profile
Site Safety Officer - Profile
This plan was completed in March 2009 with information as current and as reliable as was available at the time. It shall be the responsibility of the plant safety committee to update and correct this plan as often as necessary
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EMERGENCY ACTION PLANS
STATEMENT OF POLICY:
The following is a statement of policy in order to assure the safety of the employees at the facility, and to prepare the facility to deal effectively with emergency situations. The following policy, procedure, and instructions are published for emergencies or disasters listed below. The definition of disaster, as used in this document is: a great sudden misfortune with the potential for loss of life, serious injury, or property loss. This plan discusses disaster planning, procedures to be followed, drills or "practices" to be followed, and prevention for situations such as the following:
1. Fire
2. Hazardous Chemical Releases or Spills
3. Bomb Threat
4. Tornado
5. Work Place Violence
We are implementing this plan, not because we anticipate emergency situations arising, but because we recognize that even the safest environments have emergencies "thrust upon them". We care enough about our employees, our visitors and the community around us to prepare to minimize the effects of an emergency on them, should one arise. We have and will continue to consult with our employees in reference to process safety of hazardous chemicals.
GENERAL RESPONSE:
A. Evacuation of employees from threatened or affected areas B. Evacuate to for a personnel accounting of
all employees. Remain out of the way of emergency response personnel.
C. In the case of tornado or severe storm, egress to either the OR
OR
Determine the location nearest your work position at the time of the arising emergency and egress to that location immediately.
D. Quickly and quietly account for all employees and report to incident commander (highest ranking official present) the results of your accounting.
DISTRIBUTION AND TRAINING:
All employees shall be given a copy of this policy and procedure, should they request it. 9/14/2009
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This policy and procedure shall be posted in locations accessible to all employees for use in case of need. All employees shall receive training to ensure they fully understand the policies and procedures contained herein and can carry out these instructions.
All new employees will receive a copy of this policy and procedure at the time of hire and will be trained to ensure the new employee is knowledgeable and capable of carrying out the policies and procedures contained herein.
Annual training and drills shall be performed.
EVACUATION ROUTE GENERAL REQUIREMENTS:
1. All exit doorways shall remain unlocked and free of obstruction at all times when there are employees occupying the facility.
Each route of egress shall be continuously maintained free of obstruction.
Every exit shall be clearly visible or the route to reach it shall be conspicuously indicated in such manner that every occupant will readily know the direction of escape from any point, and each path of escape, in it's entirety, shall be so arranged and marked that the way to a place of safety outside is unmistakable.
Exit signs shall have the word "exit" in letters six (6) inches high and the strokes of the letters three/fourths (3/4) inch wide.
All doorways and passageways not constituting an exit or way to an exit shall be so arranged and marked to minimize possible confusion. These shall be identified by a sign reading "not an exit" or a sign indicating the actual character, such as; restroom, storeroom, closet, etc.
Adequate and reliable illumination shall be provided for all exit facilities.
Doors provided as means of exit shall be of the side-hinged, swinging type. It shall swing in the direction of exit travel.
Flammables, combustibles, and oxidizers shall not be stored in egress aisles or adjacent to egress aisles.
Snow and other impediments to egress shall be kept cleared of all exit facilities.
Egress aisles shall be continuously maintained free of all impediments, which would cause slipping, tripping, falling, or injury to the employee while attempting to egress during an actual emergency.
2. 3.
4. 5.
6. 7.
8. 9.
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FORMAL DISASTER ORGANIZATION
The supervisor will take control of any emergency evacuation due to any disaster, until the general manager arrives to take control. The supervisor or general manager shall hereafter be referred to as the incident commander. Their duties include coordinating and directing all facets of the disaster operations.
The supervisors are listed on Appendix C of this policy.
The incident commander and the duty maintenance engineer shall evaluate the extent of damage (if any) and determine when workers can return to work, or send them home.
All communication must go through the incident commander before being disseminated to employees.
Accounting for all employees, visitors, and contractors personnel is of utmost importance. Supervisors or their designee shall take a personnel accounting of all employees and visitors.
As soon as possible after the evacuation and report the findings to the incident commander. All contractors shall be responsible to account for all of their own employees and visitors immediately upon evacuation then report the results to the incident commander.
Emergency phone numbers are listed on Appendix D of this policy.
Communication notes: If the radio networks are not functioning due to the surrounding disaster, city (or county) sirens will send out the alarm. If electrical power is down, transistor radios should be used and tuned to appropriate disaster channels for the area. If transistor radios are not available, and it is safe to do so, car radios may need to be used.
If telephone communication is interrupted, a runner system must be implemented, including the use of C.B. radios if available. In a disaster, our telephone system should be able to handle all calls. If needed, pay telephones should be used, as they do not go through the switchboard.
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EMERGENCY "CONSEQUENCE" EVALUATION
All emergency types have been discussed with employees during these training sessions with time being allowed for employee input and consultation. This plan shall be changed as needed when employee consultation shows a need.
EMERGENCY TYPE: POSSIBLE CONSEQUENCE:
Tornado Property Damage, Fire, Personnel Injuries, Chemical Releases, Chemical Spills
Ice Storm Property Damage, Electrical Outage,
Railroad Car Derailment Chemical Release or Spill, Property Damage, Fire Equipment Malfunction Pressure Burst-release or Spill, Fire Chemical Release Personnel Injuries, Fire, Product Contamination Chemical Spill Personnel Injuries, Fire, Product Contamination, Equipment Damage
Explosion Personnel Injuries, Fire, Property Damage,
Chemical Releases And/or Spills,
Utility Failures
Bomb Threat Personnel Injuries, Property Damage,
Arson Personnel Injuries, Property Damage,
Work Place Violence Personnel Injuries, Equipment damage 9/14/2009
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CRISIS MANAGEMENT TEAM
The following persons make up Express Transportation Services crisis management team.
Their duties and responsibilities, as well as personal data, are found on the pages following this listing.
POSITION PERSON
Crisis Manager
Communications Officer
Public Relations Officer
Engineering Officer
Personnel Officer
Security Officer
Site Safety Officer
Local Fire Chief
Local Sheriff
Nearest HazMat Team
Trained Incident Commanders
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Incident Command Center Profile
This profile provides information about the Incident Command Center, its equipment, and supplies that are available for use during Emergencies.
Primary Center:
Secondary Center:
Equipment Located at Command Center:
Telephone Copy of Emergency Plan
Two Way Radio Emergency Phone #'s
Public Broadcast Radio Emergency PPE
Facility Map First Aid Supplies
Pa System MSDS Book (Master)
Locations of Other Supplies:
Self Contained Breathing Apparatus
Chemical Protective Suits
Atmospheric Monitoring Equipment
First Aid and Medical Supplies
Stretchers
Ladders
Pry Bars
Cutting Torches
Bulldozer
Litmus Paper
Other
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"MEDIA" Information
The following is information regarding contacts that may need to be made with the news media during an emergency.
Media contacts:
(Names and phone numbers)
Newspapers:
Radio stations:
Television stations:
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Sample News Release
The following information should/may need to be provided to the media at various times during an emergency.
Date Time
Facility Contact;
Name
Title
Address
Telephone Number
Time When Additional Info Will Be Released
Description of Incident;
Type of Incident
Location
Time of Occurrence
Cause
Known Effects
Procedures Being Used to Control Situation
Personnel Information;
Injuries
Deaths
Missing
Actions Being Taken;
Internal
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Evacuation Area
External Agencies Called in
Possible Effects of Incident
Portions of Facility to Be Closed
Disruption of "Production" and Other Activities
Layoffs
Return to Normal Operations
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FIRE EVACUATION PROCEDURES
1. Sound alarm by dialing on the telephone system, this is a facility wide paging system. Speaking clearly and slowly, state:
"This Is Not a Drill.
There Is a Fire in the Area, Evacuate Immediately,
I Repeat this Is Not a Drill,
There Is a Fire in the Area, Evacuate Immediately".
2. Dial 911 to call for emergency assistance. Stay on line to answer all questions unless the fire is dangerous to your life or limb.
If you will not be endangered, check area for injured fellow employees.
If you will not be endangered, shut down all machinery in area.
Close all doors behind you as evacuating.
Evacuate building via primary evacuation route as shown in appendix “A”, unless this route is blocked by fire. When route is blocked, use the secondary route of evacuation.
Proceed to meeting area designated for your section.
Supervisor will make accounting of all employees and report to person in charge.
Do not return to regular work or leave your designated area until authorized to do so by your supervisor, or person in charge.
3. 4.
5. 6.
7. 8.
9. FIRE PREVENTION POLICIES
This Facility Has Implemented
a Non-smoking Policy
for All Areas Except Those Designated.
1. The company has designated areas for smoking at this facility. These locations are: .
2. 3.
Dust shall be kept off of electrical boxes and conduit
Combustible products (paper, cardboard, rags, trash, etc.) shall be kept in proper receptacles and not allowed to be indiscriminately disposed of. Keep facility clean.
Solvents and paints shall be kept in their proper storage area and not left out where they could be exposed to flame, spills, etc.
Any and all spills, leaks, or releases of flammable or combustible materials shall be reported immediately and cleaned up in a safe manner.
Welding, cutting, brazing, and grinding of metals shall be done as prescribed by 29 CFR 1910.252 through 1910.255.
4. 5.
6. 9/14/2009
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A.
B.
No combustibles within 35 feet.
If combustibles cannot be moved and hot work cannot be moved then guards and/or covers shall be placed over combustibles.
If combustibles are within 35 feet a fire watch shall be utilized during operations and for one half hour following operations. Fire watch personnel shall have received proper training in use of the extinguishing medium they will be using, within the proceeding twelve (12) months.
C.
7. Faulty, bare, and old electrical wiring shall be inspected for, reported, and replaced when found. As such, good housekeeping practices should be followed. Don't allow combustible and/or flammable products to accumulate.
Spark producing tools shall not be used in any area where flammable vapors or gases are likely to be present.
Listed below are the chemicals we have in sufficient quantities at the facility to be considered major fire or explosion hazards.
8. 9.
A.
B.
C.
D.
E.
F.
G.
H.
I.
Gasoline
Paints
Acetylene
Paint Reducers
Mineral Spirits
Propane
Natural Gas
Safety Solvent
Diesel Fuel
NOTE: REPORT ANY SUSPECTED FIRE POTENTIALS TO YOUR
SUPERVISOR IMMEDIATELY.
FIRE FIGHTING PROCEDURES:
No company employee is trained to respond to sizable fires. Do not attempt to handle fires! All employees are to follow the above fire evacuation procedures. The local fire department will be notified for necessary response. Fire extinguishers have been provided at convenient locations for incipient fire stage fire fighting, those who have been trained in their usage and are competent to distinguish when the fire is beyond the extinguisher control shall be the only employees to use them. Fire extinguisher trained employees are listed following the location listing of the extinguishers.
Appendix E
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HAZARDOUS MATERIAL RELEASE OR SPILL
EVACUATION PROCEDURES:
1. Sound alarm by dialing on the telephone system, this is the paging system for the complete plant facility. On the page speak clearly and calmly "This Is Not a Drill,
There Is a Spill (Or Release) of in the Area.
I Repeat this Is Not a Drill,
There Is a Spill (Or Release) of in the Area.
Evacuate Immediately, I Repeat, Evacuate Immediately".
2. Dial 911 to call for emergency assistance. Stay on line to answer all questions unless the release or spill is dangerous to your life or limb.
If you will not be endangered, check area for injured fellow employees.
If you will not be endangered, shut down all machinery area.
Close all doors behind you as evacuating.
Evacuate building via primary evacuation route as shown in Appendix A unless this route is blocked by the release or spill. In that situation use the secondary route of evacuation.
Proceed to meeting area designated for your section.
Supervisor will make accounting of all employees and report to person in charge.
Do not return to regular work or leave your designated area until authorized to do so by your supervisor, or person in charge.
3. 4.
5. 6.
7. 8.
9. DO NOT RE-ENTER BUILDING FOR ANY REASON
Only those employees who have received the minimum required 24-hour hazardous materials training course shall have the authority to re-enter and then only with proper personal protective equipment and authorization from the incident commander. A listing of those who have successfully completed the hazardous materials training course is otherwise known as the Crisis Management Team (refer to page 5) in this policy. 9/14/2009
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Highly Hazardous Chemical
Locations and
Approximate Quantities
Chemical (Substance) Location Quantity
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BOMB THREAT EVACUATION PROCEDURES
NOTE: DO NOT DISTURB
ANY SUSPICIOUS OBJECTS FOUND
1. 2.
3. Notify the nearest supervisor immediately.
Make sure no person is in immediate danger.
If it is decided to evacuate the building, you will be notified by the page:
"Please Proceed Quietly and Calmly to the Area.
Do Not Disturb Anything. Please Proceed to the Area".
4. Proceed via the primary route of evacuation unless this route has been cordoned off then use the secondary evacuation route as shown in appendix a.
Walk, do not run, and use handrails provided on stairways.
Make accounting of all employees.
Notify bomb squad by dialing 911.
Do not return to regular work of leave your designated area until authorized to do so by your supervisor or person in charge.
5. 6.
7. 8.
TORNADO EVACUATION PROCEDURES
1. Tell supervisor or sound alarm by dialing on the nearest telephone, this is the all plant page. Clearly and calmly state:
"This Is Not a Drill, this Is a Tornado Warning, Proceed to the Nearest Designated Tornado Shelter. I Repeat, this Is Not a Drill, This Is a Tornado Warning, Proceed to the Nearest Tornado Shelter".
2. 3.
Shut down and secure all machines in area.
Proceed to your designated meeting area. Two (2) areas have been designated as tornado shelters at this facility based upon their ability to protect the employees in the event of a tornado. Please proceed to one of these locations in case of tornado.
Supervisor will make accounting of all employees and report to the shift supervisor.
Person in charge will be monitoring the radio network to stay apprised of all updates and the all-clear signal. Remain calm and you will be kept informed of all developments.
Do not return to regular work or leave your designated area until authorized to do so by your supervisor or person in charge.
4. 5.
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WORKPLACE ANTI-VIOLENCE POLICY
As Express Transportation Services is firmly committed to providing a workplace that is free from acts of violence or threats of violence. Although some kinds of violence result from social problems that are beyond our control, we believe that measures can be adopted to increase protection for employees and to provide a secure workplace. In keeping with this commitment, we have established a strict policy that prohibits any employee from threatening to commit or committing any act of violence in the workplace, while on duty, while on related business, or while operating any vehicle or other equipment owned or leased by Express Transportation Services. This policy applies to all employees, elected/appointed officials, and volunteers.
Violence or threats of violence on the part of customers, vendors, suppliers and the like also will not be tolerated and should be immediately reported to the Safety Officer so that appropriate responsive measures may be taken.
In order to achieve the goal of providing a workplace that is secure and free from violence, we must enlist the support of all its employees. Compliance with this policy and our commitment to a “zero tolerance” policy with respect to workplace violence is every employee’s responsibility.
Employees are required to report any incident involving any act of violence, threat of violence, or perceived act or threat of violence immediately to the Safety Officer. When the employee contacts the Safety Officer, the Safety Officer must report the matter immediately to the company, which will investigate the matter and take appropriate corrective action. This may include recommending the imposition of disciplinary action upon any employee who violates this policy, up to and possibly including immediate termination. In addition, Express Transportation Services will take appropriate measures to address the violence, including but not limited to contacting local law enforcement.
If employees become aware of any workplace security hazards or can identify methods of increasing security in the workplace, they should report that information to the Safety Officer and to the company as well. Employees are required to report violations of this policy, including any incidents involving actual, threatened, or perceived violence. They may do so without fear of retaliation of any kind.
If you have any questions concerning this policy, please feel free to contact Celebrity Coaches of America, Inc. offices at your convenience.
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SEVERE STORM
EVACUATION PROCEDURES:
1. Sound alarm by dialing on the telephone system, this is the paging system for the facility. On the page speak clearly and calmly "This is not a drill; there has been a severe storm warning in the vicinity. Repeat this is not a drill; there has been a severe storm warning in the vicinity.
2. Dial 911 from the phone in the main conference room to call for emergency assistance. Stay on the line to answer all questions unless you are in danger to life and limb.
3. If you will not be endangered, check area for injured fellow employees.
4. If you will not be endangered, shut down all machinery in the area.
5. When it has been determined by your supervisor that conditions are safe, evacuate building via primary evacuation route as shown in appendix A, unless the storm has blocked this route. In that situation use the secondary evacuation route.
6. Proceed to meeting area.
7. Supervisor will make accounting of all employees and report to person in charge.
8. Do not return to regular work or leave your designated area until authorized to do so by your supervisor, or person in charge. 9/14/2009
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EXPLOSION
EVACUATION PROCEDURES:
1. Sound alarm by dialing on the telephone system, this is the paging system for the facility. On the page speak clearly and calmly "This is not a drill; there has been an explosion in the area. I repeat this is not a drill; there has been an explosion in the area. Evacuate immediately, I repeat, evacuate immediately.
2. Dial 911 to call for emergency assistance. Stay on the line to answer all questions unless you are in danger to life and limb.
3. If you will not be endangered, check area for injured fellow employees.
4. If you will not be endangered, shut down all machinery in the area.
5. Evacuate building via primary evacuation route as shown in appendix A, unless the explosion has blocked this route. In that situation use the secondary evacuation route.
6. Proceed to meeting area.
7. Supervisor will make accounting of all employees and report to person in charge.
8. Do not return to regular work or leave your designated area until authorized to do so by your supervisor, or person in charge.
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EARTHQUAKE
EVACUATION PROCEDURES:
1. In the event of an earthquake make your way to the nearest doorway or duck under your desk for immediate protection.
2. When quake stops evacuate the building via the primary evacuation route as shown in appendix A, unless the earthquake has blocked this route. In that situation use the secondary evacuation route.
3. If you will not be endangered, check area for injured fellow employees.
4. If you will not be endangered, shut down all machinery in the area.
5. Proceed to meeting area.
6. Supervisor will make accounting of all employees and report to person in charge.
7. Do not return to regular work or leave your designated area until authorized to do so by your supervisor, or person in charge.
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UTILITY FAILURE
EVACUATION PROCEDURES:
In the event of utility failure evacuate the building via the primary evacuation route as shown in Appendix A, unless the utility failure has caused this route to be impassible. In that situation use the secondary evacuation route.
1. 2. If you will not be endangered, check area for injured fellow employees.
3. If you will not be endangered, shut down all machinery in the area.
4. Proceed to meeting area.
5. Supervisor will make accounting of all employees and report to person in charge.
6. Do not return to regular work or leave your designated area until authorized to do so by your supervisor, or person in charge.
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EQUIPMENT SHUTDOWN PROCEDURES
When time is available, without danger to employees, it is necessary to follow an orderly shutdown of all machinery and equipment.
predetermined procedures as listed here.
This shall be done according to
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APPENDIX A
ROUTES OF EVACUATION
In All Cases, Once Outside the Building Proceed to the
Area.
Once in the Area, Find Your Supervisor and He/she Will
Position You for Accounting Purposes (If the Supervisor Is Not Available, the Will Take the Accounting. Remain Quiet and Orderly and Do Not Leave until Instructed to Do So by Someone in Authority.
THE PRIMARY GATHERING POINT FOR ASSEMBLY
OF ALL EMPLOYEES DURING AN EVACUATION IS
IF THE PRIMARY GATHERING AREA IS IN THE LINE
OF DANGER THEN THE SECONDARY LOCATION FOR
GATHERING SHALL BE
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APPENDIX B
ALL LAYOUT AND
DESIGN DRAWINGS
OF THIS FACILITY
SHALL BE ATTACHED
HERE.
THESE MAPS SHALL
BE UPDATED AS
NECESSARY TO
REFLECT THE
CURRENT LAYOUT OF
THE FACILITY.
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APPENDIX C
A. Job Site Supervisors
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APPENDIX D
EMERGENCY PHONE NUMBERS
Local Fire Dept. - 911
Local Police Dept. - 911
Ambulance - 911
Local Hazmat Team -
Main Plant # -
General Manager -
C.E.O. -
Nat. Response (Spill) - 1-800-424-8802
Poison Center - 1-800-955-9119
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APPENDIX E
Fire Extinguisher Locations
(Revision MM/DD/YY)
Type Location
Employees Trained in Fire Extinguisher Usage
(Revision MM/DD/YY)
Name Date Trained
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THE CRISIS MANAGEMENT TEAM
RESPONSIBILITIES - Each facility should have a Crisis Management Team. This team will have a number of responsibilities in both developing and implementing the facility's Emergency Action Plan. Specifically, the team:
1. 2.
3. 4.
5. Establishes the objectives for site's Emergency Plan.
Formulates the scope of the plan.
Develops the actual Emergency Action Plan for the site.
Assigns duties and responsibilities within the plan to facility employees.
Establishes 'replacements' for team members in case they are unavailable.
Within the Emergency Action Plan itself, the team must also work to create the facility's "emergency procedures". These procedures should include:
1. 2.
3. 4.
5. 6.
7. Establishing communications links.
Maintaining site security.
Developing both internal and external emergency response actions.
Developing emergency "containment" methods.
Establishing media and community relations plans.
Setting up facility evacuation procedures.
Defining area and facility "shutdown" procedures.
COMPOSITION - The composition of the team will have a great deal to do with its effectiveness. Various departments within the facility should be represented. Positions to be filled on the Crisis Management Team include:
1. 2.
3. 4.
5. 6.
7. The Crisis Manager
Communications Officer
Public Relations Officer
Engineering Officer
Personnel Officer
Security Officer
Site Safety Officer
In larger facilities (or at sites with special areas of concern), some of these positions may be further "divided", and additional positions established such as:
1. 2.
3. Environmental Officer
Medical Officer
Transportation Officer
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Each of these positions has a number of responsibilities, and all are of the utmost importance. Therefore, the selection of facility personnel to fill these positions is extremely important. Not only must the employee filling each position have the appropriate background and knowledge, but they should have the appropriate personality makeup" to function effectively as part of the Crisis Management Team.
In addition to these positions employees with special skills, such as CPR1 EMT or other training, can be "attached" to the Crisis Management Team. These employees can be very effective in assisting various officers on the team with their responsibilities and an effort should be made to survey employees to determine who among them can be of special assistance in time of emergency. Also, it is often valuable to include one or more representatives from outside agencies to which the facility would look for assistance to the Team. This can be someone from the Fire Department, Police Department, local Emergency Management Office or other group(s). They can bring a valuable and different perspective to the facility's emergency planning efforts and will also be better able to assist with emergency situations, by knowing more about the facility's plans and situations.
It is important for Crisis Management Team members to recognize that to most effectively carry out their duties, not only must they all function together as a team, but in many cases, two or three of them must work especially closely in order to get things done. Examples include:
1. The Personnel and Security Officers coordinating medical assistance and transportation to hospitals, or other healthcare facilities.
2. The Site Safety and Engineering Officers evaluating an incident and some of the actions that can affect approaching the physical incident location. (An important part of determining how such activities should be coordinated is to make sure each Crisis Team Member has their own copy of the Emergency Action Plan).
The following pages provide profiles of each of these team positions (this information can also be found in the section of this manual entitled A Blueprint of an Emergency Plan. These profiles describe the responsibilities and desired characteristics for each Crisis Management Team position. They should be studied closely by the Crisis Management Team members.
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CRISIS MANAGER
(PROFILE)
This profile is provided to help your facility select the best Crisis Manager possible for your Crisis Management Team. Just as with any function, there are personal and are important to being a good Crisis Manager. By
looking for a person who has many of these
professional characteristics
knowing this beforehand,
characteristics, your facility
possible.
that
and
will be able to build the best Crisis Management Team
RESPONSIBILITIES - The Crisis Manager oversees all operations at the facility during an emergency or crisis situation. To do this, he draws on his Team members to provide information on the various aspects and potential impact around locations of any emergency situation. While the Crisis Team members are selected so that they can provide as much assistance to the Crisis Manager as possible, ultimate decisions are left to the Crisis Manager.
responsibilities:
Specifically, the Crisis Manager has the following
1. 2.
3. 4.
5. Oversees the preparation of the Emergency Plan.
Assists in the selection of other Crisis Team members.
Assists in setting up Table Top and full-scale drills.
Runs the Command Center.
Obtains initial information regarding a crisis situation. "Briefs" the other Crisis Team members regarding the nature and status of the crisis.
Determines the need for emergency response.
Determines what outside agencies should be notified.
Decides if evacuation is in order, and for what area(s).
Instructs Team members as to their movements within the facility during the crisis.
6. 7.
8. 9.
10. Activates "replacement members" of the Crisis Team whenever original Team members are unavailable, and appoints additional replacement members if necessary.
11. Orders 'shutdowns' if called for.
12. Assigns "in-house" resources (such as the Emergency Response Squad) as appropriate.
13. Establishes initial interfaces with outside agencies.
14. Determines what information should be released to the media.
The Crisis Manager obviously has a number of important responsibilities. And they are spread over the activities of setting up, "practicing" and executing an Emergency Plan.
One of the most important things to remember about the Crisis Managers role is that he or she is the ultimate authority in times of crisis. While the Crisis Manager should rely 9/14/2009
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heavily on the information provided by other Team members, as well as their professional judgment and analyses, in a crisis situation there can be only one person who makes final decisions and issues instructions based on those decisions. And that must be the Crisis Manager.
DESIRABLE CHARACTERISTICS - The characteristics below are those desired of a Crisis Manager:
1. 2.
Should be able to work efficiently in highly pressurized situations.
Should be a good verbal communicator, able to both give and obtain information clearly and concisely.
Should have strong organizational capabilities and be able to recognize and understand the functional relationships between Crisis Team members.
Should have strong managerial capabilities and experience, and be able to manage and direct people.
Should be able to coordinate a large number of activities occurring both simultaneously and rapidly.
Should have strong leadership qualities, able to command respect and instill confidence in other Team members and employees.
Should have strong analytical skills, and be able to examine a situation and draw appropriate conclusions.
Should have strong "conceptualization" skills, being able to draw a picture of a crisis situation based on information from outside the Command Center.
Should have a good, overall knowledge of the facility.
3. 4.
5. 6.
7. 8.
9. 10. Should be readily available 24 hours a day, seven days a week.
To assist the Crisis Manager in dealing with these responsibilities, the following "helpful operational hints" are provided. By having the Crisis Manager, as well as the rest of the Crisis Management Team familiarize themselves with these "operational hints" the Crisis Management Team will operate more smoothly, and the Crisis Manager will be better prepared to fulfill his or her role.
HELPFUL OPERATIONAL HINTS - It is important to remember that the Crisis Manager is the ultimate authority in time of crisis. He or she should rely heavily on other members of the Crisis Management Team, but must make the ultimate decisions, and issue instructions and directions based on those decisions, during times of crisis. Some helpful techniques and procedures for the Crisis Manager include:
1. Establish a written or "mental" checklist of other Crisis Team members who should contribute information and/or professional opinions regarding major decisions (such as whether to evacuate potential environmental impacts of an emergency situation, etc.).
2. Make sure information is gathered from each of the Team members on the 9/14/2009
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checklist before a decision is made.
Make sure all lines of communication are directed through the Command Center, and that unless specifically authorized, other Team members, outside agency personnel, etc. do not communicate directly with one another.
Keep communications clear and concise. Insist other Team members do the same.
At any point during the crisis, determine what information you need to make necessary decisions. Then contact other Crisis Team members to obtain that information.
Conduct your communications with Crisis Team members by asking questions, which will provide the information you need for your decisions. Only after all questions are answered ask for any additional information the Team members feel is important.
Make sure Crisis Team members in the field are aware of actions of other crisis Team members, outside agencies, or other resources that will affect what they are doing.
Require periodic reporting of each Crisis Team member to make sure they are still "functioning', are in the location that you want them to be in and are performing the activities that you have instructed.
In determining what information should be released to the media, do not rely on initial reports, but make sure "confirming reports" are received on any important points.
3. 4.
5. 6.
7. 8.
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COMMUNICATIONS OFFICER
(PROFILE)
This profile is provided to help your facility select the best Communications Officer possible for your Crisis Management Team. Just as with any function, there are personal and professional characteristics, as well as knowledge, that are important to being a good Communications Officer. By knowing this beforehand, and looking for a person who has many of these characteristics, you will be able to build the best Crisis Management Team possible. (If your facility has a full-time Communications Officer they are the logical selection to fill this function for the Crisis Management Team).
RESPONSIBILITIES - The following are the responsibilities of the Communications Officer:
1. In the planning stages, assures that the appropriate communications systems are available and effective both on and off site.
2. During an emergency establishes and maintains communications with appropriate persons on the facility site.
3. During an emergency establishes and maintains communications with appropriate persons/agencies off the facility site.
DESIRABLE CHARACTERISTICS AND KNOWLEDGE - The characteristics below are those desired of a Communications Officer:
a.
b.
Should be able to work efficiently in highly pressurized situations.
Should be a good verbal communicator, able to both give and obtain information clearly and concisely.
Should be able to take direction well and execute instructions quickly and efficiently.
Should have a working knowledge of communications equipment including multi-line telephone handsets, two-way radios, radio telephones, walkietalkies, etc.
Should be able to frame questions that will elicit needed information quickly and concisely.
Should be able to communicate effectively with multiple people simultaneously.
Should be readily available 24 hours a day seven days a week. c.
d.
e.
f.
g.
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PUBLIC RELATIONS OFFICER
(PROFILE)
This profile is provided to help your facility select the best Public Relations Officer possible for your Crisis Management Team. Just as with any function, there are personal and professional characteristics as well as knowledge that are important to being a good Public Relations Officer. By knowing this beforehand, and looking for a person who has many of these characteristics, you will be able to build the best Crisis Management Team possible. (If your facility has a full-time Public Relations Officer they would be the logical selection to fill this function for the Crisis Management Team) RESPONSIBILITIES - The following are the responsibilities of the Public Relations Officer:
a. In pre-planning arranges with local radio and television stations to have periodic status announcements made during any emergency situations.
Is the facility's communications representative to the media.
Establishes a press headquarters in time of crisis.
Provides quick, factual information to the public, through the media. b.
c.
d.
DESIRABLE CHARACTERISTICS AND KNOWLEDGE - The characteristics below are those desired of a Public Relations Officer:
a.
b.
Should be able to work efficiently in highly pressurized situations.
Should be a good verbal communicator, able to both give and obtain information clearly and concisely.
Should be calm and evenly dispositioned, able to deal with aggressive and potentially antagonistic questioning in a professional manner.
Should present a good "public appearance", potentially representing the facility to radio, television, the newspapers and other groups including the public.
Should be able to construct a concise, organized "story" from "isolated" facts.
Should be able to provide as much information as possible, while speaking to factual information rather than "suppositions" or "conclusions".
Should be readily available 24 hours a day, seven days a week. c.
d.
e.
f.
g.
HELPFUL OPERATIONAL HINTS - The role played by the Public Relations Officer in dealing with the media during times of crisis is extremely important. The way information is reported regarding an emergency situation can make the difference between an organization being perceived as unprepared, and unconcerned about its employees safety, versus being viewed as a good "member of the community" who is 9/14/2009
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experiencing an unfortunate situation, but is prepared and handling that situation as well as possible. Below are some helpful techniques and procedures that can be used by the Public Relations Officer:
1. Establish a specific media center and confine media representatives to it. Make sure the center is out of the way of emergency work being performed by crisis management and rescue personnel. (The fact that you are establishing such a center will indicate your facility's desire to be cooperative by setting specific space aside for the media.)
Continue to update yourself regarding the emergency situation. Release this information to the media as quickly as possible, once its accuracy has been
2. verified and management of the facility has been consulted. Check with facility management on the text of all announcements and help formulate the answers to possible questions. Questions to expect will concern:
•
•
•
•
•
•
type of incident occurring.
number of deaths and injuries.
damage estimates.
time the incident occurred.
location of the incident.
cause of the incident (this information should only be released after appropriate studies and investigations are performed).
Log, record and date all statements given to the media. This will enable you to know exactly what was said to the media and when the statements were made.
•
3. Be especially alert to photography. You have no control over photos taken away from company property, but you have every right to control pictures taken within the facility. Remember, in isolation, pictures can "misrepresent an emergency as badly as ill-chosen words.
4. Arrange for safety, labor and other appropriate employee records to be available for reference. Make sure you highlight successful safety records previously established by your facility.
• Avoid speculation as to the cause of the disaster, amount of damage, responsibility, possible down time, layoff etc. It is often appropriate to do no more than confirm what is already known and make sure the media knows that the facility will provide all the assistance it possibly can.
5. Never release the names of victims until it is certain that their families have been notified. Make sure that the Crisis Management Team Personnel Officer (or their representative) has talked directly to next of kin before names are released. • Always accentuate the positive. If your public relations efforts are good, so will your chances be for fair treatment from the media. 9/14/2009
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ENGINEERING OFFICER
(PROFILE)
This profile is provided to help your facility select the best Engineering Officer possible for your Crisis Management Team. Just as with any function, there are personal and professional characteristics, a well as knowledge, that are important to being a good engineering Officer. By knowing this beforehand, and looking for a person who has many of these characteristics, your facility will be able to build the best Crisis Management Team possible. (If your facility has a full-time Engineer they are the logical selection to fill this function for the Crisis Management Team).
RESPONSIBILITIES - The following are the responsibilities of the Engineering Officer:
a. In pre-planning, develops plans on how to isolate damaged sections of pipelines, electric lines and other utilities or services.
Determines what supplies are necessary to treat a release of any hazardous material at the facility.
Maintains continuity of utility services ~including water, electricity, etc., if possible and desirable.
Provides for on-site emergency "services" such as emergency lighting, etc.
Controls hazardous spills and contains contaminated run-off from emergency operations such as fire fighting.
Conducts tests to determine degree of environmental hazards.
Initiates steps to detect, assess and handle special chemical, radiological and biological hazards, including measures necessary to decontaminate personnel or equipment.
Advises when reporting to government agencies is necessary.
Provides necessary facility and services diagrams and blueprints for inclusion in the Emergency Plan.
b.
c.
d.
e.
f.
g.
h.
i.
DESIRABLE CHARACTERISTICS AND KNOWLEDGE - The characteristics below are those desired of an Engineering Officer:
a.
b.
Should be able to work efficiently in highly pressurized situations.
Should be a good verbal communicator, able to provide information clearly and concisely.
Should have a working knowledge of the entire facility, including:
• Buildings and grounds.
• Equipment and machinery.
• Utilities and services.
• Large storage containers.
c.
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d. Should be familiar with various 'shutdown' and "cutoff" procedures for machinery and services.
Should be familiar with all diagrams, blueprints and drawings included in the Emergency Plan.
e.
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PERSONNEL OFFICER
(PROFILE)
This profile is provided to help your facility select the best Personnel Officer possible for your Crisis Management Team. Just as with any function, there are personal and professional characteristics, as well as knowledge, that are important to being a good Personnel Officer. By knowing this beforehand, and looking for a person who has many of these characteristics, you will be able to build the best Crisis Management Team possible. (If your facility has a full-time Personnel Officer they are the logical selection to fill this function for the Crisis Management Team).
RESPONSIBILITIES - The following are the responsibilities of the Personnel Officer:
a. In pre-planning, insures that site personnel are adequately trained to manage medical emergencies, including meeting with local medical officials and providing them with toxilogical and medical treatment information.
b. Supervises the designated receptionist/switchboard operator and oversees external communications not associated with emergency response or media activity.
Maintains accurate records of employee names and addresses so that families can be contacted.
Establishes the procedure to account for all persons during an emergency, including visitors, contractors and additional staff present at shift changes.
Arranges for necessary food, clothing and shelter for persons on the Crisis Management Team.
Coordinates contact with families of injured, detained and deceased employees.
Arranges for care of injured persons and those who may have had excessive exposure to toxic materials at the facility.
c.
d.
e.
f.
g.
DESIRABLE CHARACTERISTICS AND KNOWLEDGE - The characteristics below are those desired of a Personnel Officer:
a.
b.
Should be able to work efficiently in highly pressurized situations.
Should be a good verbal communicator, able to give instructions and provide information clearly and concisely.
Should have good organizational capabilities and be able to supervise several people and functions simultaneously.
Should have a working knowledge of the employee base and be recognized by the general employee populations (and their families) as c.
d.
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empathetic to employee situations.
Should be able to show a general concern for employee safety during an emergency.
e.
f. Should have a good working knowledge of the facilities communications capabilities, including telephone, switchboard, radio phone and other links to areas outside the facility.
Should be comfortable talking with large groups.
Should be readily available 24 hours a day, seven days a week. g.
h.
HELPFUL OPERATIONAL HINTS - An especially important part of the Personnel Officer’s responsibility during an emergency is notifying employee's families if any employee’s are injured or killed. This can be a difficult and emotional process, but there are techniques and approaches that will make this easier and as positive as possible. These include:
a.
b.
c.
Determine the extent of the injury to any employee.
Determine where the victim has been taken.
Personally visit (or assign another member of management to visit) each victim’s home as soon as it is known where the victim was taken.
Upon arrival at the victim's home obtain any available update on the victim's condition.
Arrange to have members of the victim’s family transported to the hospital, arranging childcare if necessary.
Find out who the family doctor and clergyman is.
Offer to remain at the victim’s home until other family members or friends arrive (or arrange to have another company representative do this).
In the case of a fatality, assist the family in handling arrangements such as:
• Travel for parents.
• Providing food for the family.
• Funeral arrangements (if desired).
• Encourage spouse, parents, and friends to refer all calls from the media to the Crisis Management Team's Public Relations
Officer.
d.
e.
f.
g.
h.
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SECURITY OFFICER
(PROFILE)
This profile is provided to help your facility select the best Security Officer possible for the Crisis Management Team. Just as with any function, there are personal and professional characteristics, as well as knowledge, that are important to being a good Security Officer. By knowing this beforehand, and looking for a person who has many of these characteristics, your facility will be able to build the best Crisis Management Team possible. (If your facility has a full-time Security Officer they are the logical selection to fill this function for the Crisis Management Team).
RESPONSIBILITIES - The following are the responsibilities of the Security Officer:
a. Controls entry and exit of persons and vehicles from the site, including securing necessary gates, etc.
Contracts local police for roadblock and traffic control measures.
Receives visitors such as representatives of the news media, and has them escorted to the proper location.
Controls vehicle and pedestrian traffic within the facility and its grounds.
Coordinates and controls all transportation needs including:
Moving injured or disabled persons.
Transporting medical emergency supplies.
Transporting first aid, rescue and fire fighting personnel Making special vehicles available such as trucks, cranes, bulldozers, helicopters, etc.
b.
c.
d.
e.
f.
g.
h.
i.
DESIRABLE CHARACTERISTICS AND KNOWLEDGE - The characteristics below are those desired of a Security Officer;
a.
b.
Should be able to work effectively in highly pressurized Situations.
Should be a reasonably good communicator, able to both give and obtain information clearly and concisely.
Should be able to take direction, as well as supervise a number of activities simultaneously.
Should be familiar with the physical facility, its points of entry and exit.
Should be readily available 24 hours a day, seven days a week. c.
d.
e.
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SITE SAFETY OFFICER
(PROFILE)
This profile is provided to help your facility select the best Site Safety Officer possible for the Crisis Management Team. Just as with any function, there are personal and professional characteristics, as well as knowledge, that are important to being a good Site Safety Officer. By knowing this beforehand, and looking for a person who has many of these characteristics, your facility will be able to build the best Crisis Management Team possible. (If your facility has a full-time Site Safety Officer he or she is the logical candidate for this position).
RESPONSIBILITIES - The following are the responsibilities of the Site Safety Officer:
a.
b.
c.
d.
Spearheads the development of the Emergency Plan.
Establishes the Command Center.
Organizes and equips the Crisis Management Team.
Arranges for training of the Crisis Management Team and other involved personnel (such as the facility fire brigade, etc.).
Is the first team member physically "at the scene" of an emergency and furnishes initial situation evaluation.
Organizes and directs emergency control activities.
e.
f.
DESIRABLE CHARACTERISTICS AND KNOWLEDGE - The characteristics below are those desired of a Site Safety Officer:
a.
b.
Should be able to work effectively in highly pressurized situations.
Should be a reasonably good communicator, able to both give and obtain information clearly and concisely.
Should be able to take direction, as well as supervise a several activities simultaneously.
Should have a good knowledge of the facility.
Should have a working knowledge of basic fire fighting, first aid, evacuation and other emergency procedures.
Should be able to evaluate incidents and emergency situations.
Should be readily available 24 hours a day, seven days a week. c.
d.
e.
f.
g.
a.
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FIRE PROTECTION
1. EQUIPMENT. Management will:
a. Provide fire extinguishers that have a current certification of acceptability, as required by size and type and OSHA Regulations.
Conspicuously post necessary action to take in the event of fire.
Mark and identify all fire hazard activities and materials.
Provide clear access to all areas for fire fighting equipment.
Provide and maintain clear aisle ways and means of egress.
Provide Emergency Telephone Numbers. In the event of an emergency: Dial 911 b.
c.
d.
e.
f.
2. FIRE PREVENTION. Management will:
a. Continuously eliminate hazardous, combustible and flammable materials and debris.
Clean up rubbish daily.
Provide separate storage for flammable materials.
Provide approved, contained storage for waste flammable and combustible materials that provide environmental protection in the event of a spill or leak.
Provide regular inspections of internal combustion equipment, heating equipment and wiring.
Cans and containers used for the storage or dispensing of flammable liquids will meet OSHA requirements.
Employees will be trained in the use of portable fire extinguishers. b.
c.
d.
e.
f.
g.
3. EVACUATION:
a. The Safety Director will post schematics of the business facility and indicate emergency routes of evacuation.
A uniform signal for evacuation will be devised and then communicated to all employees.
Gathering points will be established for emergency evacuation and accountability methodology will be formulated.
b.
c.
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SEXUAL HARASSMENT
In light of the increase in Sexual Harassment claims, wrongful termination and sexual discrimination and violence in the workplace, lawsuits alleging sexual harassment, and in view of the potential liability to which managers and supervisors are subject, and particularly in view of the employee notification requirements set forth in both Federal and State laws governing this subject, Express Transportation Services, in it's on going effort to provide a safe and healthful workplace and environment is instituting it's specific sexual harassment program.
1. COVERAGE: All Express Transportation Services employees are covered and regulated under this policy as a condition of employment/continued employment.
2. AFFECTED PERSONS:
a. Any Celebrity Coaches of America, Inc. employee, no matter what level employment, falls under the coverage of this policy.
Customers, vendors, independent contractors, clients and visitors are some of the other parties that fall under the coverage of this policy whether as suspected perpetrators or alleged recipients of sexual harassment. b.
3. DEFINITION OF SEXUAL HARASSMENT:
a. Federal - Equal Employment Opportunity Commission (EEOC) - Sexual Harassment is defined as unwelcomed sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual nature. Such as requests, advances or sexual conduct constitutes sexual harassment when:
i. Is it an employment condition - submission to such conduct is made a term or condition of employment.
Is an employment consequence - submission to or rejection of such conduct is used as a basis for employment decisions affecting individuals.
Is it offensive job interference?
– Nevada Employment Division Equal Rights Commission - Sexual ii.
iii.
b. State
Harassment is defined to include:
i. Verbal Harassment - such as jokes, epithets, derogatory comments or slurs
Physical Harassment - such as assault, physical interference with movement at work
Visual Harassment - such as derogatory cartoons, drawing or posters Unwelcomed sexual advancements by an employer representative towards an employee of the same sex
Harassment on the basis of pregnancy disability
ii.
iii.
iv.
v.
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4. CATEGORIES OF SEXUAL HARASSMENT:
a. "Quid Pro Quo" (This for that) type of sexual harassment evolves when a manager or supervisor conditions an employment benefit or continuing employment on the employees’ acquiescence in the form of sexual behavior. "Hostile" or "Offensive" - Work Environment Sexual Harassment - No employment benefits need be lost or gained and this type of harassment may be engaged in not only by supervisors, but also by co-workers or persons who are not even employed by the employer. Offensive work environment sexual harassment occurs where sexual jokes, suggestive remarks, cartoons, physical interference with movement such as blocking or following and sexually derogatory comments create an offensive working environment.
b.
Note: or creation of a hostile environment by women towards men. In addition discrimination on the basis of actual or perceived sexual orientation is unlawful under state law. Sexual harassment can be considered a specific type of violence in the workplace.
5. SAME SEX HARASSMENT: Sexual harassment of a person of the same gender as the harasser has been held to violate the law. A California Appeals Court held that sexual harassment not only is conduct which discriminates against a person solely because of his/her gender, but also includes unwelcomed conduct of a verbal or physical nature regardless of the gender or sexual orientation of the harasser or victim. The court further held that the harasser's motive was irrelevant.
6. SEXUAL HARASSMENT: The "reasonable person of the same sex" standard viewpoint of a "reasonable person". If the challenged conduct would not substantially affect the work environment of a reasonable person, then no violation existed. However, in a 1991 case, the 9th U.S. Circuit Court of Appeals (which covers Nevada) held that when determining whether a sexually harassing hostile work environment exists, a court should determine whether a "reasonable person" would consider the conduct sufficiently severe or pervasive to create a hostile or abusive working environment. In rejecting the "reasonable person" standard, the court held that applying this theoretically “sex blind” standard to female employees "tends to be male/biased and systematically ignores the experiences of women."
The court also noted that the concept of what a "reasonable woman" would consider sufficiently severe or pervasive to create a hostile work environment may change over time, and that the standard of what is acceptable behavior should mirror those changes.
However, although the federal statutory prohibition against sexual harassment does require a totally de-sexualized workplace, even the well-intentioned complaints of a coworker could form the basis of asexual harassment claim if a "reasonable women" would consider such compliments as altering her conditions of employment. 9/14/2009
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Nevada law also specifically provides that hostile environment harassment is established where there is unwelcomed sexual conduct that a “reasonable person” of the same gender as the complainant would consider sufficiently severe or pervasive to alter the conditions of employment and create an abusive working environment.
Even where only limited offensive sexual conduct in the workplace is directed toward a complaining employee, the employee may still pursue a hostile environment claim. Both federal and Nevada courts have considered as relevant evidence of a hostile work environment proof that pervasive sexual harassment was directed at other female employees.
7. SEXUAL HARASSMENT – Express Transportation Services strictly liable for supervisor:
Strict Liability - means that even when the employer does not know of the harassment or acts immediately to stop conduct of which it knows, absolute liability is nonetheless imposed when a supervisor engages in “Quid Pro Quo” sexual harassment. The employer’s sexual harassment policy and complaint procedures are irrelevant since the court holds the employer absolutely liable for the acts of the high level supervisor. This means that it is more important than ever to train supervisors about sexual harassment.
Supervisors should understand the company's liability, as well as their own personal liability for such conduct. Employers can no longer escape liability by claiming not to have known of a supervisor's conduct amounting to sexual harassment.
8. SEXUAL HARASSMENT - Personal liability for supervisors Supervisors should be made aware that they might be held individually liable for sexual harassment in the workplace. While the Express Transportation Services may be held partially legally responsible for the conduct, the supervisor's personal assets are at risk as well.
9. SEXUAL HARASSMENT CONTACT PERSON: Paulina Salen has been designated the contact person for Express Transportation Services. All complaints along the lines of sexual harassment should initially be reported to Paulina Salen by the recipient or complainant or by his/her supervisor. All information will be kept confidential on a need to know basis only. The contact person will gather pertinent information from the complainant to include, the alleged harasser, what type of harassment on/off Express Transportation Services property, number of incidents, witnesses, seriousness of each incident, times, dates, etc. The contact person would then determine if the harasser were an employee, vendor, customer, independent contractor, etc. 9/14/2009
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10. SEXUAL HARASSMENT INVESTIGATION COORDINATOR: (SO Name) has been designated as the chief investigator for Celebrity Coaches of America, Inc. concerning sexual harassment related matters.
11. INVESTIGATION PROCEDURES: Celebrity Coaches of America, Inc. will vigorously investigate all allegations of sexual harassment to a successful conclusion.
Investigation procedures will follow the guidelines and criteria herein. a. Complainant Interview: This interview will accomplish many things including but not limited to:
i.
ii.
iii.
iv.
Will cause complainant to feel better
To begin the fact gathering/finding mission
Issue confidentiality
An outside OBJECTIVE person can decipher facts from the account given by the complainant.
Clarity - have facts restated, clarify statements recount important points, dates, times, etc. until the investigator has clear understanding of the scenario as the complainant perceives it
File formal complaint
v.
vi.
b. Accused Interview: This interview will accomplish many things also, including but not limited to:
i.
ii.
iii.
iv.
v.
Inform the accused at the onset, the purpose for the meeting Set parameters for the meeting - fact finding
Assure confidentiality on a need to know basis
Investigators role - not biased
Spell out parameters of investigation - the complainant and accused interviews, witness interview, interviews of others affected by accused in past who may/may not have filed a complaint
What investigators will cover - Notice of Complaint
Level of seriousness
Cease & desist - stopping the harassing activity
No retaliation against complainant or witnesses
Disciplinary action - Normally judged on frequency and severity vi.
vii.
viii.
ix.
x.
c. Witness Interview Procedure: Following is the procedure to be followed when interviewing witnesses.
i.
ii.
iii.
Separate witnesses as soon as is appropriate.
Interview witness as soon as possible.
Assure each witness of confidentiality and non-retaliation policy Express Transportation Services
Either tape the interview or have each witness write their account, date and sign the statement and have it witnessed.
iv.
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v.
vi.
Have a third, non-biased person in the room for all witness interviews.
Make sure you have the witness answer WHO, WHAT, WHEN, WHERE, WHY and HOW in chronological order in their statement.
Compare and analyze all witness statements. Color code like items such as alleged perpetrator, victim, times, dates, areas, etc. so that each of these items can be compared across numerous witness statements with ease. vii.
d. First Meeting Assessment: Contact Person and Investigator i.
ii.
What type of harassment - physical, visual or auditory
Who to notify - on a need to know basis - upper management, law enforcement, etc.
Who else if anyone needed to investigate. Turn over to outside source? Who will make final decision on final outcome after all pertinent facts have been presented in an unbiased manner with all recommendations? iii.
iv.
e. Follow-Up:
i.
ii.
iii.
iv.
v.
vi.
Training records - to see if employee was trained
Personnel file - to check for other complaints, etc.
Analyze all information - any loose ends
Complete investigation
Make a determination - to be turned over to final decision-maker Action to be taken:
(1)
(2)
(3)
Suspended
Termination
LAW ENFORCEMENT INTERVENTION
vii. Report back to complainant, as this is the proper, legal and moral action Express Transportation Services has a zero tolerance policy towards Sexual Harassment and will vigorously investigate any complaint and discipline any employee at any level found to be in violation of this policy to include false accusations filed, as well as actions taken against nonemployees found to fall within the parameters of this policy. 9/14/2009
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Office Safety
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OFFICE SAFETY
While not all safety codes apply to those working in clerical positions, it is required that any code that may pertain to clerical duties, plus the following supplements, be followed:
1. Never open more than one drawer of a file cabinet at a time. THIS IS THE MOST COMMON CAUSE OF OFFICE ACCIDENTS.
2. Do not lay electrical extension cords in areas where people walk.
3. Do not overload circuits by plugging in more electrical devices than the electrical receptacle is designed to handle.
4. Do not place liquid containers near electrical machines. (Example: Do not sit a cup of coffee near your calculator or computer.)
5. Lifting heavy files or boxes beyond your physical ability is prohibited. When in doubt, get someone to help you.
6. Handrails must be used when using stairs.
7. Do not sit on or slide down handrails.
8. Proper lighting of your work area is of utmost importance. If the lighting is in need of repair report it to your supervisor or the Safety Officer at once.
9. When using microwave ovens you are to follow the manufacturer’s safety recommendations.
10. You must know the location and proper use of the fire extinguishers. Should it be necessary to discharge an extinguisher, report it to your supervisor immediately so they can get it recharged.
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Bloodborne Pathogens
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TABLE OF CONTENTS
SELECTED DEFINITIONS............................................................................................................1 EXPOSURE CONTROL .................................................................................................................2 METHODS OF COMPLIANCE ...................................................................................................10 HEPATITIS B VACCINATION & POST-EXPOSURE EVALUATION & FOLLOW-UP.......13 COMMUNICATION OF HAZARDS TO EMPLOYEES............................................................16 RECORDKEEPING ......................................................................................................................17 9/14/2009 vii
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BLOODBORNE PATHOGENS
29 CFR SECTION 1910.1030
1. Selected Definitions
1.1 Blood -means human blood, human blood components, and products made from human blood.
Bloodborne Pathogens - means pathogenic microorganisms that are present in human blood and can cause disease in humans. These pathogens include, but are not limited to, hepatitis B virus (HBV) and human immunodeficiency virus (HIV).
Contaminated - means the presence or the reasonably anticipated presence of blood or other potentially infectious materials on an item or surface.
Contaminated Laundry - is laundry which has been soiled with blood or other potentially infectious materials or may contain sharps.
Contaminated Sharps - means any contaminated object that can penetrate the skin including, but not limited to, needles, scalpels, broken glass, broken capillary tubes, and exposed ends of dental wires.
Decontamination - means the use of physical or chemical means to remove, inactivate, or destroy bloodborne pathogens on a surface or item to the point where they are no longer capable of transmitting infectious particles and the surface or item is rendered safe for handling, use or disposal.
Engineering Controls - means controls (e.g., sharps disposal containers, self-sheathing needles) that isolate or remove the bloodborne pathogens hazard from the workplace.
Exposure Incident - means a specific eye, mouth, other mucous membrane, non-intact skin, or parenteral contact with blood or other potentially infectious materials that results from the performance of an employee's duties.
Handwashing Facilities - means a facility providing an adequate supply of running potable water, soap and single-use towels or hot air drying machines.
Licensed Healthcare Professional - is a person whose legally permitted scope of practice allows him or her to independently perform the activities required by paragraph (f) Hepatitis B vaccination and Post-exposure Evaluation and Follow-up.
HBV - means hepatitis B virus.
HIV - means human immunodeficiency virus
Occupational Exposure - means reasonably anticipated skin, eye, mucous membrane, or parenteral contact with blood or other potentially infectious materials that may result from the performance of an employee's duties.
Other Potentially Infectious Materials - means
a. The following human body fluids: semen, vaginal secretions, cerebrospinal fluid, synovial fluid (muscle membrane fluid), pleural fluid, pericardial and all body fluids in situations where it is difficult or impossible to differentiate between body fluids; b. Any unfixed tissue or organ (other than intact skin) from a human (living or dead); and
1.2 1.3
1.4 1.5
1.6 1.7
1.8 1.9
1.10 1.11
1.12 1.13
1.14 9/14/2009 1
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c. HIV-containing cell or tissue cultures, organ cultures, and HIV or HBVcontaining culture medium or other solutions; and blood, organs, or other tissues from experimental animals infected with HIV or HBV.
1.15 Parenteral - means piercing mucous membranes or the skin barrier through such events as needle sticks, human bites, cuts, and abrasions.
Personal Protective Equipment - is specialized clothing or equipment worn by an employee for protection against a hazard. General work clothes (e.g., uniforms, pants, shirts or blouses) not intended to function as protection against a hazard are not considered to be personal protective equipment.
Regulated Waste - means liquid or semi-liquid blood or other potentially infectious materials; contaminated items that would release blood or other potentially infectious materials in a liquid or semi-liquid state if compressed; items that are caked with dried blood or other potentially infectious materials and are capable of releasing these materials during handling; contaminated sharps; and pathological and microbiological wastes containing blood or other potentially infectious materials.
Source Individual - means any individual, living or dead, whose blood or other potentially infectious materials may be a source of occupational exposure to the employee. Examples include, but are not limited to, hospital and clinic patients; clients in institutions for the developmentally disabled; trauma victims; clients of drug and alcohol treatment facilities; residents of hospices and nursing homes; human remains; and individuals who donate or sell blood or blood components.
Sterilize - means the use of a physical or chemical procedure to destroy all microbial life including highly resistant bacterial endospores.
Universal Precautions - is an approach to infection control. According to the concept of Universal Precautions, all human blood and certain human body fluids are treated as if known to be infectious for HIV, HBV, and other bloodborne pathogens.
1.16 1.17
1.18 1.19
1.20 2. Exposure Control
2.1 Exposure Control Plan
2.1.1 As an employer having an employee or employees with "occupational exposure" we are establishing a written exposure control plan designed to eliminate or minimize exposure to bloodborne pathogens.
2.1.2 The exposure control plan contains the following elements:
a.
b.
An exposure determination;
The schedule and method of implementation regarding the following:
1. 2.
up;
3. 4.
Methods of compliance;
Hepatitis B vaccination and post-exposure evaluation and followCommunication of hazards to employees; and Recordkeeping, of this standard.
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d. The procedure for the evaluation of circumstances surrounding exposure incidents as required by the standard.
2.1.3 2.1.4
A copy of the exposure control plan is accessible to employees.
The Exposure Control Plan is reviewed and updated at least annually and whenever necessary to reflect new or modified tasks and procedures which affect occupational exposure and to reflect new or revised employee positions with occupational exposure.
The Exposure Control Plan is made available to OSHA upon request for examination and copying.
2.1.5 2.2 Exposure Determination
2.2.1 As an employer who has an employee or employees with "occupational exposure" we have prepared an exposure determination. The exposure determination contains the following:
a. A list of all job classifications in which all employees in those job classifications have occupational exposure;
A list of job classifications in which some employees have occupational exposure; and
A list of all tasks and procedures or groups of closely-related tasks and procedures in which occupational exposure occurs and that are performed by employees in job classifications listed in (b) above.
exposure determination is made without regard to the use of personal protective b.
c.
2.2.2 This
equipment.
2.2.3 This exposure determination is found in section 2.3 of this program.
2.3 Express Transportation Services Bloodborne Pathogens Exposure Control Plan
2.3.1 Exposure Determination - Out of concern for our employees we have performed an exposure determination as to which employees may incur occupational exposure to blood or other potentially infectious materials. The exposure determination is made without regard to the use of personal protective equipment (i.e. employees are deemed exposed even if they wear personal protective equipment). The exposure determination requires a list of all job classifications in which employees may be expected to incur such occupational exposure, regardless
classifications are in this category:
of frequency. At this facility, the following job
Job Classification Task or Procedure
Janitor Housekeeping
2.3.2 In addition, other job classifications in which some employees may have occupational exposure is listed below. Since not all the employees in these categories would be expected to incur exposure to blood or other potentially infectious materials, tasks or 9/14/2009 3
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procedures that would cause these employees to have occupational exposure are also listed in order to clearly understand which employees in these categories are considered to have occupational exposure.
this category:
At this facility, the following job classifications are in Job Classification Tasks/Procedures
Supervisors First Aid
2.3.3 Implementation Schedule and Methodology - OSHA also requires that this plan include a schedule and method of implementation for the various requirements of the standard.
This is discussed in the following pages.
2.4 Compliance Methods
2.4.1 Universal precautions will be observed at this facility in order to prevent contact with blood or other potentially infectious materials. All blood or other potentially infectious material will be considered infectious regardless of the perceived status of the source individual.
2.4.2 Employee exposure at this facility is limited to two possible situations:
a.
b.
As
In the infrequent situation where first aid is administered; and General housekeeping within the facility.
2.4.3 the employees' occupational exposure is limited to these situations, personal protective equipment shall be utilized at these times.
Handwashing facilities are also available to the employees who incur exposure to blood or other potentially infectious materials. These facilities are readily accessible after incurring exposure. At this facility, handwashing facilities are located in the men's and women's restrooms.
When provision for handwashing is not feasible, antiseptic towelettes are made available to employees. Employees will be required to wash their hands with soap and water immediately or as soon as feasible following the use of antiseptic towelettes.
After removal of personal protective gloves, employees shall wash hands and any other potentially contaminated skin area immediately or as soon as feasible with soap and water.
2.4.4 2.4.5
2.4.6 2.5 Contaminated Equipment
2.5.1 Equipment which has become contaminated with blood or other potentially infectious materials shall be examined and decontaminated as necessary unless the decontamination of the equipment is not feasible.
When such equipment or portions of such equipment cannot feasibly be decontaminated, a readily observable label shall be attached to the equipment until the equipment can be properly disposed of.
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2.6 Personal Protective Equipment (PPE)
2.6.1 All personal protective equipment used at this facility is provided without cost to employees. Personal protective equipment is and will be chosen based on the anticipated exposure to blood or other potentially infectious materials. The protective equipment will be considered appropriate only if it does not permit blood or other potentially infectious materials to pass through or reach the employees' clothing, skin, eyes, mouth, or other mucous membranes under normal conditions of use and for the duration of time which the protective equipment will be used.
Employees of Express Transportation Services have limited exposure incidents. Firstaid designees will have rubber gloves, safety glasses and mouth protectors available to them. These will be located within the first aid kits. The janitor will wear rubber gloves while working in any area that is contaminated. These will be provided and kept in the storeroom. It is our responsibility to ensure that the employee uses PPE. If an employee is found to not be using PPE, he/she will be requested to do so.
All personal protective equipment will be cleaned or disposed of by the company at no cost to employees. All repairs and replacements will be made by the company at no cost to employees.
Gloves and safety glasses shall be worn during the administering of first aid or where it is reasonably anticipated that employees will have hand contact with blood, other potentially infectious materials, non-intact skin, or mucous membranes.
Disposable gloves used at this facility are not to be washed or decontaminated for re-use and are to be replaced as soon as practical when they become contaminated or as soon as feasible if they are torn, punctured, or when their ability to function as a barrier is compromised. Utility gloves may be decontaminated for re-use provided that the integrity of the glove is not compromised. Utility gloves will be discarded if they are cracked, peeling, torn, punctured, or exhibit other signs of deterioration or when their ability to function as a barrier is compromised.
2.6.2 2.6.3
2.6.4 2.6.5
2.7 Housekeeping
2.7.1 This facility will be cleaned as regularly scheduled. If contamination occurs, decontamination will be accomplished using a commercially prepared disinfectant or a solution of one part CLOROX to nine parts water on all contaminated surfaces. All contaminated surfaces will be decontaminated immediately or as soon as feasible after any spill of blood or other potentially infectious materials. All trash bins, pails, cans and similar receptacles shall be inspected and decontaminated as needed by the janitor. All equipment contaminated in the field shall be decontaminated as soon as possible.
2.7.2 The regularly scheduled cleaning of this facility is as follows:
DAILY: (1)
(2)
(3)
All bathroom areas cleaned and trash emptied;
All countertops and first aid area;
All other areas where it can be reasonably assumed that 9/14/2009 5
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contamination may have occurred.
MONTHLY: (1)
(2)
The First Aid kit in the facility;
The First Aid kits in the company vehicles.
AS REQUIRED: All Blood or other potentially infectious bodily fluid spills will be cleaned up, as quickly as feasible, by the employee whose bodily fluid is spilled unless this is infeasible due to specific circumstances. The purpose of this practice is to limit the possibility of an exposure incident. Should the employee whose bodily fluid is spilled be unable to fulfill this obligation, the spill is to be cleaned up and disinfected by AN
EMPLOYEE DESIGNATED BY THE COMPANY AND TRAINED IN PROPER CLEAN-UP PROCEDURES.
2.8 Regulated Waste Disposal - Any regulated waste which may arise shall be placed in closeable, leakproof containers that are properly labeled or color-coded in accordance with the standard. Such containers are located in the supply room.
2.9 Laundry Procedures
2.9.1 This section applies to the contamination of clothing by an incident in which the blood or other potentially infectious bodily fluids of a source individual contaminates the clothing of another. This section does not apply to the contamination of the source individual's clothing (the source individual will be responsible to launder their own clothing).
Laundry contaminated with blood or other potentially infectious materials will be handled as little as possible. Such laundry will be placed in appropriately marked bags at the location where it was used. Such laundry will not be sorted or rinsed in the area of use.
All employees who handle contaminated laundry will utilize personal protective equipment to prevent contact with blood or potentially infectious materials.
Laundry for Express Transportation Services will be cleaned at:
2.9.2 2.9.3
2.9.4 IT IS OUR DECISION TO HAVE ALL CONTAMINATED
CLOTHING DISPOSED OF AND NOT LAUNDERED
(NOTE: If laundry is sent off site, the laundry service accepting the laundry must be notified pursuant to §(d) of the standard.)
2.9.5 Laundry cleaning procedures for home-laundering is listed in appendix "G".
2.10 Hepatitis B Vaccine
2.10.1 All employees who have been identified as having exposure to blood or other potentially infectious materials are and will be offered the Hepatitis B vaccine, at no cost to the employee. The vaccine will be offered after the employee has received the training required under the standard and within ten days of his initial assignment to work 9/14/2009 6
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involving the potential for occupational exposure to blood or other potentially infectious materials. (Unless, the employee has previously had the vaccine or wishes to submit to antibody testing which shows the employee to have sufficient immunity.) Employees who decline the Hepatitis B vaccine will sign a waiver, which uses the wording in Appendix A of the OSHA standard. The declination follows this document.
No other declination, no matter how complete, may be used to fulfill this obligation.
Employees who initially decline the vaccine but who later wish to have it, may then have the vaccine provided at no cost. The manager has the responsibility for assuring that the vaccine is offered, or that a waiver has been signed by the employee. The vaccine shall be administered by the company doctor.
2.10.2 2.10.3
2.11 Post-Exposure Evaluation and Follow-up
2.11.1 When the employee incurs an exposure incident, it is required to be reported to the manager. An Exposure Report Form should then be completed.
All employees who incur an exposure incident will be offered post-exposure evaluation and follow-up in accordance with the OSHA standard. This evaluation shall be administered by the company doctor.
The post exposure follow-up will include the following:
2.11.2 2.11.3
a. Documentation of the route of exposure and the circumstances related to the incident;
If possible, the identification of the source individual and, if possible, the status of the source individual. The blood of the source individual will be tested (after consent is obtained) for HIV/HBV infection;
Results of testing of the source individual will be made available to the exposed employee, if possible;
The employee will be offered the option of having their blood collected for testing of the employee's HIV/HBV serological status. The blood sample will be preserved for at least 90 days to allow the employee to decide if the blood should be tested for HIV serological status. However, if the employee decides prior to that time that testing will be conducted, then the appropriate action can be taken and the blood sample discarded;
The employee will be offered post exposure prophylaxis in accordance with the current recommendation of the U.S. Public Health Service; The company doctor will give the employee appropriate counseling concerning precautions to take during the period after the exposure incident. The employee will also be given information by the company doctor on what potential illnesses to be alert for and to report any related experiences to the company doctor; An Exposure Follow Up Form will be completed by the employer and kept with the employee's medical record.
b.
c.
d.
c.
d.
e.
2.11.4 (Name) has been designated to assure that this policy is effectively carried out and to maintain related records.
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2.12 Interaction with Health Care Professionals
2.12.1 A written opinion shall be obtained from the health care professional who evaluates employees of this facility. Written opinions will be obtained in the following instances:
a.
b.
When the employee is sent to obtain the Hepatitis B vaccine; Whenever the employee is sent to a health care professional following an exposure incident.
2.12.2 Health care professionals shall be instructed to limit their opinions to:
a. Whether the Hepatitis B vaccine is indicated and if the employee has received the vaccine, or for evaluation following an incident;
That the employee has been informed of the results of the evaluation; and That the employee has been told about any medical conditions resulting from exposure to blood or other potentially infectious materials. The written opinion to the employer is not to reference any personal medical information. b.
c.
2.13 Labels and Signs: Communication of Hazards - To communicate hazards to employees, the following labeling system shall be used:
2.13.1 Warning labels shall appear as shown below, and will be orange-red or fluorescent orange with the lettering and symbols in a contrasting color.
These labels shall be placed on any containers of potentially infectious waste as necessary.
Red bags may be substituted for labels.
2.13.2 2.13.3
2.14 Training: Training will include an explanation of the following:
2.14.1 All employees with occupational exposure will receive training at no cost to them, which will occur during working hours;
The OSHA standard for Bloodborne Pathogens;
Epidemiology and symptomatology of bloodborne diseases; Modes of transmission of bloodborne pathogens;
This Exposure control Plan, e.g. points of the plan, lines of responsibility, how the plan will be implemented, etc.;
Procedures which might cause exposure to blood or other potentially infectious materials at this facility;
Control methods which will be used at the facility to control exposure to blood or other potentially infectious materials;
Information on the type, use, location, removal, handling, decontamination, and disposal of PPE;
An explanation of the basis for selection of PPE;
2.14.2 2.14.3
2.14.4 2.14.5
2.14.6 2.14.7
2.14.8 2.14.9
2.14.10 Who to contact and the appropriate action to take if an emergency involving exposure to blood or other potentially infectious materials occurs;
2.14.11 The procedure to follow if an exposure incident occurs; 9/14/2009 8
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2.14.12 2.14.13
2.14.14 2.14.15
2.14.16 A question and answer session with the trainer; Post exposure evaluation and follow-up;
Signs and labels used at the facility;
Hepatitis B vaccine program for this facility; and
All employees will receive annual refresher training. Refresher training will be conducted within one year of the employee's previous training.
2.15 Recordkeeping: Medical Records and Training Records
2.15.1 The company establishes and maintains accurate records for each employee with occupational exposure, in accordance with 29 CFR 1910.20 and paragraphs (h)(1) of the Bloodborne Standard.
Training records are maintained in accordance with paragraph 2.14 be retained for 3 years from the date on which the training occurred.
Both training and medical records required by the standard are made available upon request to employees or their representatives.
All medical and training records required by the OSHA standard are maintained by:
2.15.2 2.15.3
2.15.4 MEDICAL RECORDS -
TRAINING RECORDS -
3. Methods of Compliance
3.1 General - Universal precautions shall be observed by Celebrity Coaches of America, Inc. employee's to prevent contact with blood or other potentially infectious materials.
Under circumstances in which differentiation between body fluid types is difficult or impossible, all body fluids shall be considered potentially infectious materials.
Engineering and Work Practice Controls
Engineering and work practice controls will be used to eliminate or minimize employee
3.2 3.2.1
exposure. Where occupational exposure remains after institution of these controls, personal protective equipment shall also be used.
Engineering controls are examined and maintained or replaced on a regular schedule to ensure their effectiveness.
The company provides handwashing facilities which are readily accessible to employees.
When provision of handwashing facilities is not feasible, we provide either an appropriate antiseptic hand cleanser in conjunction with clean cloth or paper towels or antiseptic towelettes. When antiseptic hand cleansers or towelettes are used, hands shall be washed with soap and running water as soon as feasible.
The company will ensure that employees wash their hands immediately, or as soon as feasible, after removal of gloves or other personal protective equipment.
The company will ensure that employees wash hands and any other skin with soap and water, or flush mucous membranes with water immediately or as soon as feasible, for a
3.2.2 3.2.3
3.2.4 3.2.5
3.2.6 9/14/2009 9
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minimum of five minutes, following contact of such body areas with blood or other potentially infectious materials.
Equipment which may become contaminated with blood or other potentially infectious materials shall be examined prior to further use and shall be decontaminated as necessary.
3.2.7 3.3 Personal Protective Equipment
3.3.1 Provision. When there is occupational exposure, the company will provide, at no cost to the employee, appropriate personal protective equipment such as, but not limited to, the following:
a.
b.
c.
d.
e.
Gloves;
Face shield or masks and eye protection;
One-way, flow type, mouthpieces;
Resuscitation bags; and
Pocket masks or other ventilation devices.
3.3.2 Personal protective equipment shall be considered "appropriate" only if it does not permit blood or other potentially infectious materials to pass through to or reach the employee's work clothes, street clothes, undergarments, skin, eyes, mouth, or other mucous membranes under normal conditions of use and for the duration of time in which the protective equipment will be used.
Use. The company will ensure that the employee uses appropriate personal protective equipment unless the company shows that the employee temporarily and briefly declined to use personal protective equipment when, under rare and extraordinary circumstances, it was the employee's professional judgment that in the specific instance its use would have prevented the delivery of health care or public safety services, or would have posed an increased hazard to the safety of the worker or workers. When the employee makes this judgment, the circumstances shall be investigated and documented in order to determine whether changes can be instituted to prevent such occurrences in the future.
Accessibility. The company will ensure that appropriate personal protective equipment in the appropriate sizes is readily accessible at the worksite or is issued to employees.
Hypoallergenic gloves, glove liners, powder less gloves, or other similar alternatives are readily accessible to those employees who are allergic to the gloves normally provided.
Cleaning, Laundering, and Disposal. The company will clean, launder, and dispose of personal protective equipment required by the program at no cost to the employee. This shall be accomplished as per section 2.9.4 of this program.
Repair and Replacement. The company will repair or replace personal protective equipment as needed to maintain its effectiveness, at no cost to the employee.
If a garment or garments is penetrated by blood or other potentially infectious materials, the garment or garments shall be removed immediately or as soon as feasible.
All personal protective equipment shall be removed prior to leaving the work area/job site.
When personal protective equipment is removed it shall be placed in an appropriatelydesignated area or container for storage, washing, decontamination, or disposal.
3.3.3 3.3.4
3.3.5 3.3.6
3.3.7 3.3.8
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Disposable personal protective equipment shall be placed in an appropriate container for disposal.
3.3.10 Gloves. Gloves shall be worn when it can be reasonably anticipated that the employee may have hand contact with blood, other potentially infectious materials, mucous membranes, and non-intact skin; and when handling or touching contaminated items or services.
a. Disposable (single-use) gloves such as surgical or examination gloves, shall be replaced as soon as practical when contaminated or as soon as feasible if they are torn, punctured, or when their ability to function as a barrier is compromised.
Disposable (single-use) gloves shall not be washed or decontaminated for reuse.
Utility gloves may be decontaminated for reuse if the integrity of the glove is not compromised. However, they must be discarded if they are cracked, peeling, torn, punctured, or exhibit other signs of deterioration or when their ability to function as a barrier is compromised.
b.
c.
3.3.11 Masks, Eye Protection and Face Shields. Masks in combination with eye protection devices, such as goggles or glasses with solid side shields, or chin-length face shield shall be worn whenever splashes, spray, splatter, or droplets of blood or other potentially infectious materials may be generated and eye-nose-or mouth contamination can be reasonably anticipated.
3.4 Housekeeping
3.4.1 The company will ensure that the worksite is maintained in a clean and sanitary condition. The company will determine and implement an appropriate schedule for cleaning and method of decontamination based upon the location within the facility, type of surface to be cleaned, type of soil present, and tasks or procedures being performed in the area. This schedule is listed in section 2.7.2 of this document.
All equipment and working surfaces shall be cleaned and decontaminated after contact with blood or other potentially infectious materials.
3.4.2 a. Contaminated work surfaces must be decontaminated with an appropriate disinfectant after completion of procedures; immediately or as soon as feasible when surfaces are overtly contaminated, or after any spill of blood or other potentially infectious materials; and at the end of the work shift if the surface may have become contaminated since the last cleaning.
Protective coverings, such as plastic wrap, aluminum foil, or other imperviously backed absorbent paper used to cover equipment and environmental surfaces, must be removed and replaced as soon as feasible when they become overly contaminated or at the end of the work shift, if they have become contaminated during the shift.
All bins, pails, cans and similar receptacles intended for reuse which have a reasonable likelihood of becoming contaminated with blood or other potentially infectious materials shall be inspected and decontaminated on a regularly b.
c.
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scheduled basis and cleaned and decontaminated immediately or as soon as is feasible upon visible contamination.
Broken glassware, which may be contaminated, shall not be picked up directly with the hands. It must be cleaned up using mechanical means, such a brush and dustpan, tongs, or forceps.
d.
3.4.3 Regulated Waste
a. Contaminated sharps, discarding and containment. Contaminated sharps must be discarded immediately or as soon as feasible in containers that are closeable; puncture-resistant; leakproof on sides and bottom; and labeled or color-coded in accordance with the standard. Containers shall be closed as soon as possible to prevent spillage or protrusion of contents during handling. Secondary containers should be used if leakage is possible.
Other waste containment. Other regulated waste shall be placed in containers which are closeable; constructed to contain all contents and prevent leakage of fluids during handling, storage, transport or shipping; labeled or color-coded in accordance with the standard; and closed prior to removal to prevent spillage or protrusion of contents during handling. If outside contamination of the regulated waste container occurs, it shall be placed in a second container. The second container shall comply with the rule above.
Disposal of all regulated waste shall be in accordance with applicable regulations of the United States, states and territories, and political subdivisions of states and territories.
b.
c.
3.4.4 Laundry
a. It is not anticipated that laundry will be a factor for the typical Rural Electric Cooperative, including Express Transportation Services.
The standard provides that contaminated laundry must be handled as little as possible with a minimum of agitation. Employers must ensure that the employees who have contact with contaminated laundry wear protective gloves and other personal protective equipment.
When a facility ships contaminated laundry off-site to a second facility which does not utilize universal precautions in the handling of all laundry, the facility generating the contaminated laundry must place such laundry in bags or containers which are labeled or color-coded in accordance with the standard. b.
c.
4 Hepatitis B Vaccination & Post-Exposure Evaluation & Follow-up
4.1 General
4.1.1 As per the OSHA Bloodborne Pathogen Standard, 29 CFR 1910.1030, Celebrity Coaches of America, Inc. makes available the hepatitis B vaccine and vaccination series to all employees who have occupational exposure, and post-exposure evaluation and follow-up to all employees who have had an exposure incident.
4.1.2 First aid providers whose primary job is not first aid administration but may on occasion 9/14/2009 12
Express Transportation Services
be called upon to perform first aid as a collateral duty, have been offered a pre-exposure hepatitis B vaccine.
4.1.3 The company has offered the HBV vaccination to the warehouse person who is responsible for the clean-up of blood and other potentially infectious materials spill when the janitor is not available.
The company ensures that all medical evaluations and procedures, including the hepatitis B vaccine and vaccination series and post-exposure evaluation and follow-up, including prophylaxis, are:
4.1.4 a.
b.
c.
Made available at no cost to the employee;
Made available to the employee at a reasonable time and place; Performed by or under the supervision of a licensed physician or by or under the supervision of another licensed health care professional; and Provided according to recommendations of the U.S. Public Health Service at the time these evaluations and procedures take place.
company will ensure that all laboratory tests are conducted by an accredited d.
4.1.5 The
laboratory at no cost to the employee.
4.2 Hepatitis B Vaccination
4.2.1 A hepatitis B vaccination is made available after the employee has received the required training concerning the vaccination and within 10 working days of initial assignment to all employees who have occupational exposure unless the employee has previously received the complete hepatitis B vaccination series, antibody testing has revealed that the employee is immune, or the vaccine is contraindicated. a. Hepatitis B vaccinations for first aid designees must be provided pursuant to Section 4.1.2 this program.
4.2.2 The company does not make participation in a prescreening program a prerequisite for receiving hepatitis B vaccination.
If the employee initially declines hepatitis B vaccination but at a later date while still covered under the standard decides to accept the vaccination, the company makes available the hepatitis B vaccination at that time.
The company ensures the employees who decline to accept hepatitis B vaccination offered by the company, sign the Declination Statement attached in the appendix of this notebook.
If a routine booster dose(s) of hepatitis B vaccine is recommended by the U.S. Public Health Service at a future date, such booster dose(s) will be made available to the employee as outlined above.
4.2.3 4.2.4
4.2.5 4.3 Post-Exposure Evaluation and Follow-Up - Following a report of an exposure incident, the company will make immediately available to the exposed employee a confidential medical evaluation and follow-up, including at least the following elements:
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4.3.1 Documentation of the route(s) of exposure and the circumstances under which the exposure incident occurred;
4.3.2 Identification and documentation of the source individual, unless the company can establish that identification is infeasible or prohibited by state or local law. a. The source individual's blood must be tested as soon as feasible and after consent is obtained in order to determine HBV and HIV infectivity. If consent is not obtained, the company will establish that legally required consent cannot be obtained. When the source individual's consent is not required by law, the source individual's blood, if available, must be tested and the results documented.
When the source individual is already known to be infected with HBV or HIV, testing for the source individual's known HBV or HIV status need not be repeated.
Results of the source individual's testing is to be made available to the exposed employee, and the employee must be informed of applicable laws and regulations concerning disclosure of the identity and infectious status of the source individual. b.
c.
4.3.3 Collection and testing of blood for HBV and HIV serological status. a. The exposed employee's blood must be collected as soon as feasible and tested after consent is obtained.
If the employee consents to baseline collection, but has not given consent at that time for HIV serologic testing, the sample must be preserved for at least 90 days.
If, within 90 days of the exposure incident, the employee elects to have the baseline sample tested, such testing must be done as soon as feasible. b.
4.3.4 Post-Exposure Prophylaxis, when medically indicated, as recommended by the U.S.
Public Health Service;
Counseling; and
Evaluation of reported illnesses.
4.3.5 4.3.6
4.4 Information Provided to the Healthcare Professional
4.4.1 The company does ensure that the health care professional responsible for the employee's hepatitis B vaccination is provided a copy of this regulation.
4.4.2 The company does ensure that the health care professional evaluating an employee after an exposure incident is provided the following information:
a.
b.
A copy of this regulation;
A description of the exposed employee's duties as they relate to the exposure incident;
Documentation of the route(s) of exposure and circumstances under which exposure occurred;
Results of the source individual's blood testing, if available; and All medical records relevant to the appropriate treatment of the employee, including vaccination status, which are the company's responsibility to maintain. c.
d.
e.
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4.5 Healthcare Professionals Written Opinion - The employer must obtain and provide the employee with a copy of the evaluating health care professional's written opinion within 15 days of the completion of the evaluation.
4.5.1 The health care professional's written opinion for hepatitis B vaccination must be limited to whether hepatitis B vaccination is indicated for an employee, and if the employee has received such vaccination.
The health care professional's written opinion for post exposure evaluation and follow-up must be limited to the following information:
4.5.2 a.
b.
That the employee has been informed of the results of the evaluation; That the employee has been told about any medical conditions resulting from exposure to blood or other potentially infectious materials which require further evaluation or treatment; and
All other findings or diagnoses must remain confidential and cannot be included in the written report.
c.
4.5.3 Medical Records required by the Bloodborne Pathogen Standard must be maintained in accordance with the recordkeeping section of this notebook. 5 Communication of Hazards to Employees
5.1 Labels
5.1.1 Warning labels are affixed to containers of regulated waste or other potentially infectious material.
Labels required by this section shall include the following legend:
These labels are fluorescent orange or orange-red or predominantly so, with lettering or symbols in a contrasting color.
Labels are affixed as close as feasible to the container by string, wire, adhesive, or other method that prevents their loss or unintentional removal.
Red bags or red containers may be substituted for labels.
Regulated waste that has been decontaminated need not be labeled or color-coded.
5.1.2 5.1.3
5.1.4 5.1.5
5.1.6 5.2 Information and Training
5.2.1 The company will ensure that all employees with occupational exposure participate in a training program which is provided at no cost to the employee and during working hours.
5.2.2 Training is provided as follows:
a. At the time of initial assignment to tasks where occupational exposure may take place.
At least annually thereafter.
employees who have received training on bloodborne pathogens in the year b.
5.2.3 For
preceding the effective date of the standard, only training with respect to the provisions of the standard which were not included need be provided. 9/14/2009 15
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5.2.4 5.2.5
Annual training for all employees is provided within one year of their previous training.
The company provides additional training when changes such as modification of tasks or procedures or institution of new tasks or procedures affect the employee's occupational exposure.
created.
The additional training may be limited to addressing the new exposures
5.2.6 Material appropriate in content and vocabulary to educational level, literacy, and language of employees is used.
5.2.7 The training program contains, at a minimum, the following elements:
a. An accessible copy of the regulatory text of this standard and an explanation of its contents;
A general explanation of the epidemiology and symptoms of bloodborne diseases; An explanation of the modes of transmission of bloodborne pathogens; An explanation of the company's exposure control plan and the means by which the employee can obtain a copy of the written plan;
An explanation of the appropriate methods for recognizing tasks and other activities that may involve exposure to blood and other potentially infectious materials.
An explanation of the use and limitations of methods that will prevent or reduce exposure including appropriate engineering controls, work practices, and personal protective equipment;
b.
c.
d.
e.
f.
g. Information on the types, proper use, location, removal, handling, decontamination and disposal of personal protective equipment; An explanation of the basis for selection of personal protective equipment; Information on the hepatitis B vaccine, including information on its efficacy, safety, method of administration, the benefits of being vaccinated, and that the vaccine and vaccination will be offered free of charge [or, after exposure].
Information on the appropriate actions to take and persons to contact in an emergency involving blood or other potentially infectious materials; An explanation of the procedure to follow if an exposure incident occurs, including the method of reporting the incident and the medical follow-up that will be made available;
Information on the post-exposure evaluation and follow-up that the employer is required to provide for the employee following an exposure incident; An explanation of the labels and/or color-coding required by this standard; and An opportunity for interactive questions and answers with the person conducting the training session.
h.
i.
j.
k.
l.
m.
n.
5.2.8 The person conducting the training is knowledgeable in the subject matter covered by the elements contained in the training program as it relates to the workplace that the training will address.
6 Recordkeeping
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6.1 Medical Records
6.1.1 The company establishes and maintains an accurate record for each employee with occupational exposure, in accordance with 29 CFR 1910.20.
6.1.2 This record includes:
a.
b.
The name and social security number of the employee;
A copy of the employee's hepatitis B vaccination status including the dates of all the hepatitis B vaccinations and any medical records relative to the employee's ability to receive vaccination as outlined in Section V.B. of this notebook; A copy of all results of examinations, medical testing, and follow-up procedures as outlined in Section V.C. of this notebook;
The company's copy of the healthcare professional's written opinion as outlined in Section V.E. of this notebook; and
A copy of the information provided to the health-care professional as outlined in Section V.D.2(b)(c) and (d).
c.
d.
e.
6.1.3 Confidentiality. The company will ensure that employee medical records required by Section VII.A. are:
a.
b.
Kept confidential; and
Are not disclosed or reported without the employee's express written consent to any person within or outside the workplace except as required by this section or as may be required by law.
6.1.4 The company must maintains the records required by paragraph (h) of the standard for at least the duration of employment plus 30 years in accordance with 29 CFR 1910.20.
6.2 Training Records
6.2.1 Training records include the following information:
a.
b.
c.
d.
The dates of the training sessions;
The contents or a summary of the training sessions;
The names and qualifications of persons conducting the training; and The names and job titles of all persons attending the training sessions.
6.2.2 Training records are maintained for three years from the date on which the training occurred.
6.3 Availability
6.3.1 The company ensures that all records required to be maintained by the standard will be made available upon request to OSHA for examination and copying.
Employee training records required by the standard must be provided upon request for examination and copying to employees, to employee representatives, and to OSHA.
Employee medical records required by the standard must be provided upon request for examination and copying to the subject employee, to anyone having the written consent of the employee, and to OSHA.
6.3.2 6.3.3
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6.4 Transfer of Records
6.4.1 The company will comply with the requirements involving transfer of records set forth in 29 CFR 1910.20(h).
If the company ceases to do business and there is no successor employer to receive and retain the records for the prescribed period, the company will notify OSHA, at least three months prior to their disposal and transmit them to OSHA, if required by OSHA to do so within that three month period.
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EMPLOYEES WHO HAVE ATTENDED TRAINING
DATE:
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Express Transportation Services
EMPLOYEE VACCINATIONS AND DECLINATIONS
EMPLOYEES WHO RECEIVED VACCINATIONS DATES
EMPLOYEES WHO SIGNED DECLINATIONS DATES
EMPLOYEES WHO RECEIVED VACCINATION ELSEWHERE DATES
Form B 9/14/2009
Express Transportation Services
HEPATITIS B VACCINE DECLINATION
(MANDATORY)
I understand that due to my occupational exposure to blood or other potentially infectious materials I may be at risk of acquiring hepatitis B virus (HBV) infection. I have been given the opportunity to be vaccinated with hepatitis B vaccine, at no charge to me. However, I decline hepatitis B vaccination at this time. I understand that by declining this vaccine, I continue to be at risk of acquiring hepatitis B, a serious disease. If in the future I continue to have occupational exposure to blood or other potentially infectious materials and I want to hepatitis B vaccine, I can receive the vaccination series at no charge to me. be vaccinated with
Name (Type or Print) Signature
Social Security Number Date
Form C 9/14/2009
Express Transportation Services
EXPOSURE REPORT FORM
EVALUATION OF EXPOSURE INCIDENT
To be completed if blood or other potentially infectious material contacts an employee's eyes, mouth, or other mucous membranes; or if contact occurs through a break in the skin or a puncture wound. (One copy to employee. One copy to healthcare professional. One copy to employee's medical record file at central office.)
Employee name
Social Security number Job title
Dates of employee's hepatitis B vaccination series
Date and time of exposure incident
Date and time employee was referred to licensed healthcare professional.
Description of the incident, including employee's duties as they relate to the incident, circumstances surrounding the incident, and route of exposure (type of material contacted, and whether contact was through eyes, mouth, etc.):
Did you have any open cuts, sores, rashes, etc., at the time you came in contact (Yes or No)?Describe:
Was personal protective equipment utilized to prevent this type of contact (Yes or No)? Describe:
If no, explain circumstances:
Name, address, and other identifying information regarding the source individual:
Has source individual been tested to determine HIV/HBV infectivity (Yes or No)? Has exposed employee been notified of results of source individual's testing (Yes or No)? Has exposed employee been notified of applicable laws and regulations concerning disclosure of the identity and infectious status of the source individual (Yes or No)? If source individual refuses testing, document that legally required consent for testing can not be obtained:
Person making this report:
Signature Date
The company must provide the exposed employee with a confidential medical evaluation and follow-up from a licensed healthcare professional immediately after exposure (within 24 hours). The information on this form along with a copy of the OSHA Standard must be provided to the healthcare professional. The cooperative must also provide the healthcare professional with all medical records in the possession of the cooperative which are relevant to the treatment of the employee. Within 15 days of the completion of the evaluation, the cooperative must provide the employee with a copy of the healthcare professional's written opinion.
Form D 9/14/2009
Express Transportation Services
EXPOSURE FOLLOW UP FORM
Name
Position
Exposure Date Time of Exposure
Department Division
Exposure Location
Exposure Source
Source's infectious disease diagnosis
Date employee received HBV vaccination
Other vaccinations and dates
Form E 9/14/2009
Express Transportation Services
MEDICAL RECORDS FOR THE HEPATITIS B
VACCINATION
Additional medical information connected with the hepatitis B vaccination will be kept in each employee's personal file at the Central Office and will include: (1) All medical records relative to the hepatitis vaccination; (2) All results of examinations, medical testing, and follow-up procedures; (3) The healthcare professional's written opinion; and (4) A copy of the information provided to the healthcare professional.
Name of Employee Social Security
Number
Date of
Hepatitis B Vaccinations
Form F 9/14/2009
Express Transportation Services
CIRCUMSTANCES SURROUNDING EMPLOYEE'S JUDGEMENT
TO TEMPORARILY DECLINE THE USE OF PERSONAL PROTECTIVE EQUIPMENT To be completed if an employee temporarily and briefly declined to use personal protective equipment under rare and extraordinary circumstances when it was the employee's judgment that the use of such equipment would have posed an increased hazard to the worker.
Employee name
Social Security Number Job title
Dates of employee's hepatitis B vaccination series
Date, time, and location of incident
Description of circumstances surrounding the incident, including basis for employee's decision to decline the use of personal protective equipment:
What changes will be made to prevent similar occurrences in the future:
Person making this report:
(Signature) (Date)
Form G 9/14/2009
Express Transportation Services
INSTRUCTIONS FOR HOME-LAUNDERING OF
CONTAMINATED CLOTHING
Clothing should be transported home in an impervious bag. The bag itself should be bagged in another plastic bag, closed tightly, and discarded with other household trash. Hands must be washed thoroughly after handling the soiled clothing in transferring it from the impervious bag to the home washing machine or other container used for terminal disinfection; handling must be kept to the absolute minimum. A good technique is to grasp the soiled clothing through the outside of the plastic bag, and to complete the transfer without hands-on contact.
WHITE & COLORFAST COTTONS, LIN
EN, RAYON, NYLON, DACRON, OR ORLON - should be washed in water as hot at the fabric can tolerate, in a home washing machine with 1 cup of household bleach added to the wash water and laundry detergent, or they can be washed by hand after soaking at least 10 minutes in again, as hot of water as is tolerated by the fabric, to which laundry detergent and 1 ounce (2 tablespoons) of household bleach per gallon of water have been added.
SILK, WOOL (or any other fabric that the previous method would damage), NONFAST COLORS - should be washed in warm water in a home washing machine with Lysol or other phenolic household disinfectant added to the wash water and laundry detergent. For Lysol or other products with approximately 5% phenols, add 1 cup of product to the washing machine. After washing and rinsing, these clothes must be washed without phenols and rinsed a second time to remove all possible toxic residues of phenols. Clothing can also be washed by hand with phenols in warm water; add 1 ounce (2 tablespoons) of approximately
detergent,
5% phenolic household disinfectant per gallon of
least
warm
3 water together with the laundry
and rinse thoroughly at times after washing.
Form H 9/14/2009
Substance Abuse
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Express Transportation Services
SUBSTANCE ABUSE POLICY
1. Purpose
Alcohol and drug abuse ranks as one of the major health problems in the United States. Our employees are our most valuable resource and their safety and health is of paramount concern.
We are committed to providing a safe working environment to protect our employees and others; to provide the highest level of service; and to minimize the risk of accidents and injuries.
2. General Policy
Each Company employee has a responsibility to co-workers and the public to deliver services in a safe and conscientious manner. Continuing research and practical experience have proven that even limited quantities of narcotics, abused prescription drugs or alcohol can impair your reflexes and judgment. This impairment, even when not readily apparent, can have catastrophic results.
For these reasons, we have adopted a policy that all employees must report to work completely free from the presence of drugs and the effects of alcohol.
3. Drug Use/Distribution/Possession/Impairment
All employees are prohibited from manufacturing, cultivating, distribution, dispensing, possessing or using illegal drugs or other unauthorized or mind-altering or intoxicating substances while on company property (including parking areas and grounds), or while otherwise performing their work duties away from company. Included within this prohibition are lawful controlled substances that have been illegally or improperly obtained. This policy does not prohibit the possession and proper use of lawfully prescribed drugs taken in accordance with their prescription.
Employees are also prohibited from having any such illegal or unauthorized controlled substances in their system while at work, and from having excessive amounts of otherwise lawful controlled substance in their systems. This policy does not apply to the authorized dispensation, distribution or possession of legal drugs where such activity is a necessary part of an employee's assigned duties.
4. Alcohol Use/Distribution/Possession/Impairment
All employees are prohibited from distribution, dispensing, possessing or using alcohol while at work or on duty. Furthermore, all employees are prohibited from having alcohol in their system while at work or on duty.
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5. Prescription Drugs
The proper use of medication prescribed by your physician is not prohibited; however, we do prohibit the misuse of prescribed medication. Employees' drug use may affect their job performance, such as by causing dizziness or drowsiness. In addition, employees can report the use of prescription or nonprescription drugs that may affect drug tests by completing a written consent form. It is the employee's responsibility to determine from his/her physician whether a prescribed drug may impair job performance.
6. Notification of Impairment
It shall be the responsibility of each employee who observes or has knowledge of another employee in a condition which impairs the employee to perform his or her job duties, or who presents a hazard to the safety and welfare of others, or is otherwise in violation of this policy, to promptly report that fact to his or her immediate supervisor.
7. Who is Tested
Company shall conduct drug tests in the following circumstances:
Post-Accident. Employees involved in an injury-producing incident or illness during work where medical treatment by a medical practitioner is sought or required will be tested. This test shall be done within 8 hours of the injury/illness incident that resulted in medical attention.
Failure to comply will be considered a "refusal to test".
8. Discipline
Violation of this policy or any of its provisions may result in discipline up to and including termination of employment.
9. Enforcement Policy
In order to enforce this policy and procedure, Company may investigate potential violations and require personnel to undergo drug/alcohol screening, including urinalysis, blood tests or other appropriate tests and, where appropriate, searches of all areas of the Company's physical premises and job sites, including, but not limited to work areas, personal articles, employees' clothes, desks, work stations, lockers, and company vehicles, etc. Employees will be subject to discipline up to and including discharge for refusing to cooperate with searches or investigations, to submit to screening or for failing to execute consent forms when requested by supervisor for testing.
10. Employee Assistance
The Company expects employees who suspect they have an alcohol or drug problem to seek treatment. The Company will help employees who abuse alcohol or drugs by providing a referral to an appropriate professional organization. However, it is the responsibility of the employee to seek, accept and pay for needed assistance before drug and alcohol problems lead to disciplinary action, including termination. Failure to enter, remain or successfully complete a prescribed 3 9/14/2009
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treatment program may result in termination of employment. Confidentiality of records and information will be maintained in accordance with all local, state, and federal laws.
Entrance into a treatment program does not relieve an employee of the obligation to satisfy the Company's standards regarding an employee's performance, and participation will not prevent the Company from administering discipline for violation of its policies or relieve the employee of his/her responsibility to perform his/her job in a satisfactory, safe and efficient manner.
11. Confirmation Testing All urinalysis drug tests will utilize an initial immunoassay methodology or an equivalent. All positive results shall be confirmed by a licensed laboratory using gas chromatography/mass spectrometry (GC/MS) or an equivalent.
12. What Happens When An Employee Tests Positive For Prohibited Substances All employees who test positive in a confirmed substance test will be subject to discipline up to and including discharge.
In those rare circumstances in which an employee is not immediately terminated for testing positive or for some other violation of the policy, the Company, in its sole discretion, may allow the employee to return to work pursuant to the employee executing an agreement acknowledging:
a. That they tested positive or otherwise violated the policy; and b. That in exchange for Company not terminating them for this instance of testing positive or otherwise violating the policy, they agree to undergo rehabilitation counseling or other activities prescribed by Company coordinating physician in conjunction with management; to undergo periodic unannounced screening for a set period; and be subject to termination for any future violation of the policy.
13. Return/Continuing to Work
Employees who test positive, admit to drug or alcohol use or related misconduct, or voluntarily seek assistance, and are not terminated, will not be returned to work or continue working until they have been evaluated by a Company selected physician to determine if they can safely return to work.
4 9/14/2009
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Substance Abuse - CDL
9/14/2009
Express Transportation Services
SELF INSURED GROUP
Procedures for
Establishing a Substance Abuse Testing Program
The following steps are provided as a guide to help you implement the Substance Abuse Testing Program. If you have any questions regarding these guidelines, contact Bob Arnold, Director of Safety with PGM Safety Services, at 775-887-2480 or 800-859-3177. • Once you have established a drug-testing program, you must have a written policy. PGM Safety Services can provide you with a sample program. This program should be modified to include only the specific drug testing that you wish to implement, for example pre-employment and/or post-accident drug testing.
This written policy must become part of your personnel policies. Have each new employee sign the policy receipt/notification form upon hire and keep this form in his/her personnel file. For your current employees, have each one sign the policy receipt/notification and add it to his/her personnel file. The existing employees may not be drug tested for 30 days from the date the policy is signed. The policy is immediately effective for all new employees.
You must then contact a facility that does drug testing. The easiest approach is to establish the policy and give a copy of the policy to the occupational health center that you prefer and that is conveniently located. Emergency rooms at hospitals, usually, will not do drug testing. Pro Group Management has negotiated a price of $35 for non-DOT drug testing with all Concentra Occupational Health Clinics for members of our groups.
The usual fee for DOT drug testing is $50. If you elect to use a different clinic, or if there is not a Concentra Clinic near you, you may contact the most convenient urgent care center to set up drug testing. We can usually provide suggestions. Again, the facility may ask for a copy of your drug-testing policy.
After completing the written policy and establishing the drug testing at a local facility, send all employees to that center according to your specific policy. If an employee is treated in an emergency room for a workers’ comp injury and not drug tested, you may still send him/her for post-accident drug testing to the contracted clinic. Drug testing should be done as quickly after a reported accident as possible. •
•
•
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TABLE OF CONTENTS
PURPOSE ........................................................................................................................................1 CONSEQUENCES OF POLICY VIOLATION .............................................................................1 PROHIBITED CONDUCT .............................................................................................................1 DEFINITIONS.................................................................................................................................2 REFUSAL TO TEST.......................................................................................................................4 TYPES OF TESTS ..........................................................................................................................4 INQUIRES TO PREVIOUS EMPLOYERS ...................................................................................5 DRUG URINALYSIS .....................................................................................................................5 ALCOHOL TESTS..........................................................................................................................6 TRAINING ......................................................................................................................................7 EMPLOYEE ASSISTANCE PROGRAM ......................................................................................7 EDUCATIONAL MATERIALS .....................................................................................................7 LOCATION OF RECORDS............................................................................................................8 Appendices
Appendix A - Drug Panel Chart
Appendix B - Retention Times of Drugs in Urine
Appendix C - Bac Chart
Appendix D - Drug Abuse & Alcohol Misuse Training Guide 9/14/2009
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SUBSTANCE ABUSE
1. PURPOSE: It is the policy of Express Transportation Services that its drivers be free of substance and alcohol abuse. Consequently, the use of illegal drugs by drivers is prohibited. Further, drivers shall not use alcohol or engage in “prohibited conduct” as defined herein. The overall goal of this policy is to ensure a drug-and alcohol-free transportation environment and to reduce accidents, injures, and fatalities.
2. CONSEQUENCES OF POLICY VIOLATION: Any driver who becomes unqualified or engages in prohibited conduct as set forth herein may be subject to termination of employment.
3. PROHIBITED CONDUCT:
a. No driver shall report for duty or remain on duty while having an alcohol concentration of .02 or greater.
No driver shall be on duty or operate a commercial motor vehicle while the driver possesses alcohol unless the alcohol is manifested and transported as part of a shipment.
No driver shall use alcohol while performing safety-sensitive functions.
No driver shall perform safety-sensitive functions within four (4) hours after using alcohol.
No driver required to take a post-accident alcohol test shall use alcohol for eight (8) hours following the accident or until he or she undergoes a post-accident alcohol test, whichever occurs first.
No driver shall refuse to submit to a post-accident, random, reasonable suspicion, return-to-duty, or follow-up alcohol or drug test.
No driver shall report for duty or remain on duty when the driver uses any controlled substance, except when use is pursuant to the instructions of a physician who has advised the driver that the substance does not adversely affect the driver’s ability to operate a commercial motor vehicle. Drivers must report use of prescription medicine to a Company management official prior to driving.
If a driver engages in prohibited conduct, the driver is not qualified to drive a commercial motor vehicle and shall be immediately removed from service. The Company may, in its discretion, at the request of the driver, keep the driver’s position open while such driver attempts to become re-qualified. The Company may also take action against the driver up to and including termination. b.
c.
d.
e.
f.
g.
h.
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4. DEFINITIONS:
Alcohol - The intoxication agent in beverage alcohol, ethyl alcohol, or other low molecular weight alcohols including methyl and isopropyl alcohol.
Alcohol Concentration (or content) - The alcohol in a volume of breath expressed in terms of grams of alcohol per 210 liters of breath as indicated by an evidential breath test under this part.
Alcohol Use - The consumption of any beverage, mixture, or preparation, including any medication, containing alcohol.
Company Property - All company owned or leased property used by Employees including but not limited to working facilities, apartments, parking lots, vehicles, lockers, desks, closets, etc.
Confirmation Test - For alcohol testing means, a second test, following a screening test with a result of .02 or greater alcohol concentration. For controlled substances testing means a second analytical procedure to identify the presence of a specific drug or a metabolite which is independent of the screen test and which uses a different technique and chemical principle from that of the screen test in order to ensure reliability and accuracy. Gas chromatography/mass spectrometry (GS/MS) is the only authorized confirmation method for cocaine, marijuana, opiates, amphetamines, and phencyclidine.
Consortium - Means an entity, including a group or association of employers or contractors, that provides alcohol or controlled substances testing as required by this policy, or other DOT alcohol or controlled substances testing rules, and that acts on behalf of the employers.
Controlled Substance - Any substance identified in Part 40.21(a) of the FMCSR.
Driver - Means any person who operates a commercial motor vehicle for the company and/or in behalf of the company.
Drug - A drug is any chemical substance that produces physical, mental, emotional or behavioral change in the user. "Drug," as used herein, includes Controlled Substances, Illegal Drugs, and prescription drugs.
Drug Paraphernalia - Equipment, product or material that is used or intended for use in concealing an illegal drug or Controlled Substance or for use in injecting, ingesting, inhaling, or otherwise introducing into the human body and Illegal Drug or Controlled Substance.
Employer-(Management) - Means any person who owns or leases a commercial motor vehicle and/or assigns persons to operate such a vehicle in the course of employ. The term employer includes an employer’s agents, officers and representatives.
Illegal Drug - Any Drug or derivative thereof which the use, possession, sale, transfer, attempted sale or transfer, manufacture or storage is illegal or regulated under any federal, state, or local law or regulation and any other drug, including (but not limited to) a prescription drug, used for any reason other than a legitimate medical reason and inhalants used illegally. Included is marijuana or cannabis in all forms.
Reasonable Cause - A belief by the Company that the actions or appearance of conduct 9/14/2009
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of a driver are indicative of the use of a Controlled Substance, Illegal Drug, or alcohol or are indicative of a violation of this Policy or for which no other explanation is readily available. Reasonable Cause includes the concept of reasonable suspicion.
Refuse to Submit (to an alcohol or controlled substance test) - An employee and/or manager who: (1) fails to provide adequate breath for testing without a valid medical explanation after he/she has received notice of the requirement for breath testing, (2) fails to provide adequate urine for controlled substances testing without a valid medical explanation after he/she has received notice of the requirement for urine testing, (3) engages in conduct that clearly obstructs the testing process.
Safety-sensitive function - Means all time from the time a driver begins to work or is required to be in readiness to work until the time he/she is relieved from work and all responsibilities for performing work; and as further defined in 382.107 of the FMCSR.
Screening test (also known as initial testing) - In alcohol testing, an analytical procedure to determine whether a driver may have a prohibited concentration of alcohol in his or her system. In controlled substance testing, it means an immunoassay screen to eliminate “negative” urine specimens from further consideration.
Testing - A urine, and/or breath test as applicable to determine drug or alcohol content in the Employee's system. Testing will be required in the following instances:
i.
ii.
iii.
Pre-employment (alcohol test not required)
Reasonable Cause.
Random testing - without notice - 50% annual rate (drugs),10% annual rate (alcohol)
On-the-job Injury Accident.
Post-accident involving a motor vehicle per 49CFR 382.302. iv.
v.
Under the Influence - A state of having a blood alcohol concentration of 0.04 or more, or the state of not having the normal use of mental or physical faculties resulting from the introduction of alcohol into the body.
Testing - Random Testing without notice:
vi.
vii.
- 50% annual rate for drugs
- 10% annual rate for alcohol
3. REFUSAL TO TEST: Refusal to submit to the types of drug and alcohol tests employed by the Company will be grounds for refusal to hire driver/applicants and to terminate employment of existing drivers. A refusal to test is defined to be conduct that would obstruct the proper administration of a test. Refusing to sign the Alcohol Test Release Form is considered refusal to test. A delay in providing a urine, breath or saliva specimen could be considered a refusal. If a driver cannot provide a sufficient quantity of urine or breath, he/she will be evaluated by a physician of the company’s choice. If the physician cannot find a legitimate medical explanation for the inability to provide a specimen (either breath or urine), it will be considered a refusal to test. In that 9/14/2009
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circumstance the driver has violated one of the prohibitions of the regulations.
4. TYPES OF TESTS: Pursuant to regulations promulgated by the Department of Transportation (DOT), the Company has implemented six circumstances for drug and alcohol testing: (1) pre-employment (drug testing only); (2) post-accident testing/on-thejob injury accident; (3) random testing; (4) reasonable suspicion testing; (5) return-toduty testing; and (6) follow-up testing. a. PRE-EMPLOYMENT TESTING: No employer shall allow a driver to perform a safety sensitive function until they have received the negative controlled substance test result.
RANDOM TESTING: The company is to randomly test drivers at a minimum annual percentage rate of 10% of the number of drivers for alcohol testing, and b.
50% for controlled substances testing. The random alcohol test must be performed immediately prior, during or immediately after a driver is about to, or has performed a safety sensitive function as defined in Section 382.107. All drivers must have an equal chance of being selected.
POST-ACCIDENT TESTING: As soon as practicable following an accident involving a commercial motor vehicle operating on a public road in commerce, each employer shall test for alcohol and controlled substances each surviving driver; Who was performing safety-sensitive functions with respect to the vehicle, if the accident involved the loss of human life; or Who receives a citation under State or local law for a moving traffic violation arising from the accident, if the accident involved: Bodily injury to any person who, as a result of the injury, immediately receives medical treatment away from the scene of the accident; or One or more motor vehicles incurring disabling damage as a result of the accident, requiring the motor vehicle to be transported away from the scene by a tow truck or other motor vehicle.
ON-THE-JOB INJURY ACCIDENT: The Company will require a driver involved in any injury producing incident to submit to drug testing. Any driver that tests positive on the drug test at the levels set forth in this Policy will be subject to immediate disciplinary action, up to and including termination.
REASONABLE SUSPICION TESTING: An employer shall require a driver to submit to an alcohol and/or controlled substance test when the employer has reasonable suspicion to believe that the driver has violated the prohibitions concerning alcohol and/or controlled substances. The employer’s determination that controlled substances test must be based on specific, contemporaneous, articulable observations concerning the appearance, behavior, speech or body orders of the driver. The required observations shall be made by a supervisor or company official who is trained in accordance with 382.603.
RETURN-TO-DUTY: Each employer shall ensure that before a driver returns to duty requiring the performance of a safety-sensitive function after engaging in conduct prohibited by subpart B of this part concerning alcohol or controlled c.
d.
e.
f.
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substances, the driver shall undergo a return-to-duty alcohol test with a result indicating an alcohol concentration of less that 0.02, or the driver shall undergo a return-to-duty controlled substances test with a result indicating a verified negative result for controlled substances use.
FOLLOW-UP: If a Substance Abuse Professional has determined that a driver needs assistance for the misuse of alcohol, or for use of a controlled substance, an employer must ensure that the driver is subject to follow-up testing. A minimum of six test must be conducted in the first 12 months, and the driver may only be subject to this test for a maximum of 60 months.
g.
5. INQUIRIES TO PREVIOUS EMPLOYERS: A motor carrier, with the driver’s written authorization, shall inquire about the following information on a driver from the driver’s prevous employers for a period of two years preceding the driver’s date of application:
a.
b.
c.
Alcohol tests with a result of 0.04 alcohol concentration or greater; Verified positive controlled substances test results; and Refusals to be tested.
6. DRUG URINALYSIS:
a. Drug testing will be performed through urinalysis. Urinalysis will test for the presence of drugs and/or metabolites of the following controlled substances: (1) marijuana; (2) cocaine; (3) opiates; (4) amphetamines; and (5) phencyclidine (PCP).
The urinalysis procedure starts with the collection of a urine specimen. Urine specimens will be submitted to a DHHS-certified laboratory for testing. As part of the collection process, the specimen provided will be split into two vials; a primary vial and a secondary vial. The DHHS-certified laboratory will perform initial screening on all primary vials. In the event that the primary specimen tests positive, a confirmation test of that specimen will performed before being reported by the laboratory to the Medical Review Office (MRO) as a positive.
All laboratory results will be reported by the laboratory to a Medical Review b.
c.
Officer (MRO) designated by the Company. Negative test results shall be reported by the MRO to the Company. Before reporting a positive test result to the Company, the MRO will attempt to contact the driver to discuss the test result.
If the MRO is unable to contact the driver directly, the MRO will contact the Company management official designated in advance by the Company, who shall, in turn, contact the driver and direct the driver to contact the MRO. Upon being so directed, the driver shall contact the MRO immediately or, if after the MRO’s business hours and the MRO is unavailable, at the start of the MRO’s next business day. In the MRO’s sole discretion, a determination will be made as to whether a result is positive or negative. If, after failing to contact the MRO after 5 days, or if the driver cannot be contacted at all within 14 days, the MRO may 9/14/2009
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verify the test as positive. After any positive verification the driver many petition the MRO to reopen the case for reconsideration.
Pursuant to DOT regulations, individual test results for driver/applicants and drivers will be released to the Company and will be kept strictly confidential unless consent for the release of the test results has been obtained. Any individual who has submitted to drug testing in compliance with this policy is entitled to received the results of such testing upon timely written request.
An individual testing positive may make a request of the MRO to have the secondary vial tested. The secondary vial may be tested by a different DHHScertified lab than tested the primary specimen. The individual making the request for a test of the second specimen is timely if it is made to the MRO within 72 hours of the individual being notified by the Company of a positive test result. d.
e.
7. ALCOHOL TESTS:
a. The Company will perform alcohol testing using a device that is on the National Highway Traffic Safety Administration’s (NHTSA) Conforming Products List (CPL) and meets the DOT’s testing requirements. This may be a breath testing device or a saliva-based testing device, and may be provided through a vendor or agent. The device will be operated by a technician who is certified and trained on the specific device he or she will be operating. The driver shall report to the alcohol testing site as notified by the Company. The driver shall follow all instructions given by the alcohol technician.
Any initial test indicating a blood alcohol concentration (BAC) of .02 or greater will be confirmed on an evidential breath testing device (EBT) operated by a breath alcohol technician (BAT). The confirmation test will be performed no sooner than 15 minutes and no later than 30 minutes following the completion of the initial test. In the event the confirmation test indicates a BAC of .02 to .0399, the driver shall be removed from duty for 24 hours or until his/her next scheduled on-duty time, whichever is longer. Drivers with tests indicating a BAC of .04 or greater are considered to have engaged in prohibited conduct, which may result in disciplinary action up to and including termination. All alcohol tests shall be performed just prior to, during, or just after duty.
b.
8. TRAINING: Every motor carrier shall
requirements of the regulations as well
misuse and controlled substance abuse.
include:
provide educational materials explaining the
as the employer’s policies regarding alcohol
At a minimum, detailed discussions should
a.
b.
The identity of the person designated to answer drug and alcohol questions Which drivers are subject to these requirements what behavior is prohibited, and a clarification of what a “safety sensitive function” is. c. The circumstances under which a driver will be tested, and the procedures that 9/14/2009
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will be used for testing.
Explanations of the requirements that a driver submit to the testing, as well as what constitutes a driver’s refusal to submit to testing The consequences for drivers who have violated the testing requirements.
Information concerning the effects of alcohol misuse, and controlled substances abuse on health, work, and personal life.
d.
e.
f.
9. EMPLOYEE ASSISTANCE PROGRAM: Normal Company benefits, such as sick leave and the group medical plan, are available to aid in the rehabilitation process. If the available assistance fails or is obviously inappropriate given the nature of the drug use/alcohol and the employees position, the penalty for drug use or alcohol abuse may be termination of employment.
Note: Additional information and assistance may be obtained by referring to the Drug Abuse and Alcohol Misuse Training Guide for CDL Drivers that is being made a part of this policy. Included with this guide is the “designated person” information to call for answering questions and/or referral.
10. EDUCATIONAL MATERIALS: The Company shall provide educational materials that explain the requirements of § 382.601, consequences of violating the regulations, and the employer’s policies and procedures with respect to meeting these requirements. The materials supplied to drivers may include information on additional employer policies with respect to the use or possession of alcohol or controlled substances, for example, the consequences for a driver found to have a specified alcohol or controlled substances level based on the employer’s authority independent of § 382.601. The Company shall ensure each driver is required to sign a statement certifying that he or she has received a copy of these materials described in § 382.601.
11. LOCATION OF RECORDS: All required records shall be maintained in a secure location with limited access, and shall be made available for inspection by an authorized representative of the Federal Motor Carrier Safety Administration.
This policy is not intended nor should it be construed as a contract between the Company and the employee. This policy may be changed at any time at the sole discretion of the Company.
The Substance Abuse Program Manager for Express Transportation Services is (Name).
Program Manager Signature
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Appendix A
DRUG PANEL CHART
Note: In certain instances, EIA may replace RIA as the screening method.
RIA
EIA
GC -
GC/MS
ng/ml
- Radio Immunoassay
- Enzyme Immunoassay
Gas Chromatography
- Gas Chromatography/Mass Spectrometry
- Nanograms per millimeter (a nanogram is one billionth of a gram) NOTE:
I. THE DRUG AND ALCOHOL TEST AUTHORIZATION IS MANDATORY PART OF THE DRUG/ALCOHOL TEST PROGRAM.
A. If an applicant refused to sign this form and to permit proper samples to be collected, the employment procedure must be halted and the applicant WILL NOT be hired.
B. If an existing or current Employee refuses to sign this form as part of a Reasonable Cause test or any federally required test for driver, the refusal should be treated as a VOLUNTARY QUIT.
II. PROCEDURAL STEPS FOR USE OF THE TEST AUTHORIZATION
A. Have the applicant or Employee sign this form prior to any test samples being collected.
Give the clinic or doctor the second/pink copy when the applicant/Employee is sent in for the purpose of a blood or urine sample being collected.
Retain the third/yellow copy of the signed form and send the original/white copy to Safety.
B.
C.
8-A
Drug
Screening
Method
Screening Test
Level
Confirmation
Method
Minimum
Confirmation
Level
Amphetamines
Amphetamine
Methamphetamine
RIA
RIA
1000ng/ml
1000ng/ml
GC/MS
GS/MS
500ng/ml
500ng/ml
Cocaine
Benzoylecgonine RIA 300ng/ml GS/MS 150ng/ml
Marijuana
THC Metabolite RIA 50ng/ml GS/MS 15ng/ml
Opiates
CodeineRIA
Morphine
300ng/ml
RIA
GC/MS
300ng/ml
300ng/ml
GC/MS
300ng/ml
Phencyclidine (PCP) RIA 25ng/ml GC/MS 25ng/ml
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Appendix B
RETENTION TIMES OF DRUGS IN URINE
DRUG APPROXIMATE RETENTION TIME
Amphetamines
Barbiturates
48 hours
Short-acting (e.g., secobarbital) 24 hours
Long-acting (e.g., phenobarbital) 2-3 weeks
Benzodiazepines 3 days if therapeutic dose ingested
Cocaine Metabolite 2 to 4 days
Methadon Approximately 3 days
Opiates 2 days
Propoxyphene 6 to 48 hours
Cannabinoids Moderate smoker (4 times/week) – 5 days
Heavy smoker (smoking daily) – 10 days
*Retention time for chronic smokers may be 20 ..............................
Methaqualone 2 weeks
Phencyclidine Approximately 8 days
*Note: interpretation of retention time must take into account variability of urine specimens; drug metabolism and half-life; patient’s physical condition; fluid intake; and method and frequency of ingestion. These are general guidelines only. Detection limits may also be affected by the type of test and/or the analytical sensitivity. 9/14/2009
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Appendix C
BAC CHART
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APPROXIMATE BLOOD ALCOHOL PERCENTAGE
DRINKS BODY WEIGHT IN POUNDS
PER HR 100 120 140 160 180 200 220 240
1 .04 .03 .03 .03 .02 .02 .02 .02
2 .08 .06 .05 .05 .04 .04 .03 .03
3 .11 .09 .08 .07 .06 .06 .05 .05
4 .15 .12 .11 009 .08 .08 .07 .06
5 .19 .16 .13 .12 .11 .09 .09 .08
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PENALTIES
The penalties for driving under the influence (DUI), of alcohol in a commercial motor vehicle
are severe.
FIRST CONVICTION will result in an AUTOMATIC ONE YEAR loss of license, unless you were hauling hazardous material, in which case the suspension for first conviction will be THREE YEARS.
SECOND CONVICTION will result in a LIFETIME loss of license to operate a commercial motor vehicle.
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6 .23 .19 .16 .14 .13 .11 .10 .09
7 .26 .22 .19 .16 .15 .13 .12 .11
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49CFR 382
(and 653 & 654)
DRUG ABUSE & ALCOHOL
MISUSE TRAINING GUIDE FOR CDL DRIVERS
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Appendix D
Drug & Alcohol Misuse Training Guide
TABLE OF CONTENTS
SECTION
INTRODUCTION
HISTORY
WHEN DOES FMCSR 49 CFR, PART 382 GO INTO EFFECT?
WHO MUST COMPLY
PAGE
1D
2D
3D
3D
DRIVER TRAINING REGULATIONS .....................................................................................3D WHEN DOES FMCSR 49 CFR, PART 382 APPLY?................................................................4D
PROHIBITIONS
WHAT DRUGS ARE COVERED?
FACTS ABOUT AMPHETAMINES
FACTS ABOUT COCAINE
FACTS ABOUT MARIJUANA
FACTS ABOUT OPIATES
FACTS ABOUT PHENCYCLIDINE
OVER THE COUNTER & PRESCRIPTION DRUGS
DRUG TESTING PROCEDURES
4D
5D
5D
6D
6D
7D
8D
8D
9D
SPECIMEN COLLECTION........................................................................................................9D DRUG TESTING PROCEDURES.............................................................................................11D MEDICAL REVIEW OFFICER ................................................................................................12D HOW ALCOHOL IS COVERED ..............................................................................................13D ALCOHOL TESTING PROCEDURES.....................................................................................14D TYPES OF TESTS .....................................................................................................................15D REFUSAL TO SUBMIT TO TESTING ....................................................................................16D PENALTIES & CONSEQUENCES...........................................................................................16D OTHER PENALTIES & CONSEQUENCES ............................................................................17D PART 382.605: REFERRAL, EVALUATION & TREATMENT ............................................18D WHERE TO FIND HELP...........................................................................................................19D 9/14/2009
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INTRODUCTION
These are just a few of the headlines that have shocked the nation in recent years, resulting in a wide-spread "call-to-action" against substance abuse and alcohol misuse.
Today, more than ever, drugs and alcohol in the workplace have become a serious problem.
Let's look at some statistics:
1. Every 23 minutes a death occurs as a result of a drug or alcohol related accident.
2. A typical abuser is:
a.
b.
c.
d.
e.
f.
Late to work 3 times more often
Requests twice as much time off
Is absent 2 ½ times more than the average worker
Uses 3 times as many sick benefits
Collects 5 times as much worker's compensation
Has 300% higher medical costs and benefits.
If these statistics haven't convinced you that the problem is serious, let's look at a few more.
A recent national survey reported that:
1. 2.
19% of ALL children over the age of 12 have used some type of illegal drug. 65% of 18 to 25 year olds have used some type of illegal drug, which his an increase of 1600% in eleven years!
30 to 40 million Americans stated they have used cocaine.
By age 17, 70% of American teenagers have tried alcohol.
3. 4.
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DRUNK DRIVER COLLIDES WITH BUS - 37 DIE!
BUS OVERTURNS - 1 DEAD, 18 INJURED. DRIVER DUI!
AMTRAK TRAIN SLAMS INTO LOCOMOTIVE - 16 DIE.
175 INJURED. ENGINEER HIGH ON MARIJUANA.
HEAD-ON COLLISION KILLS MOTHER AND CHILD.
SLIGHTLY INJURED PICKUP DRIVER
DRUNK AS A SKUNK, SAYS WITNESSES.
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So, as you can see, drug and alcohol abuse is a serious problem, having a major effect on all our lives. Even though you may not be abusing drugs or alcohol, you are affected by the results of drug and alcohol abuse in our society. You pay higher medical costs to help cover the costs for abusers who cannot afford the cost of treatment. You pay higher insurance costs to help fund the drug and alcohol abuse programs paid for by insurance companies. The materials and services you buy cost more because of decreased worker productivity, as well as increased costs to employers.
You pay more in automobile insurance to help cover the costs of accidents caused by drunk or drug impaired drivers. As many as 50% of all traffic fatalities are a result of drug or alcohol abuse. According to the National Safety Council, 40,300 deaths occurred in 1992 because of vehicle collisions. As many as 50% of them could have been prevented if those drivers were not drinking and driving.
Because drug and alcohol abuse has become such a major problem, the Department of Transportation has passed regulations requiring that all employees in safety sensitive positions undergo drug and alcohol awareness training, and be tested for drug or alcohol abuse.
Whether you drive a tractor-trailer, school bus, motor-coach, dump truck or some other type of vehicle, you are affected by these regulations. As the operator of a commercial motor vehicle, you have an important responsibility. Every time you get behind the wheel of your vehicle you become the caretaker of not only your life, but the lives of all the motorists with whom you share the road.
Because of this responsibility, the Department of Transportation and your employer want you to be aware of the effects of drugs and alcohol, and want you to know where to get help if you, or someone you know needs it.
HISTORY OF DRUG AND ALCOHOL TESTING IN THE TRANSPORTATION
INDUSTRY
In December of 1990, certain segments of the transportation industry began drug testing and training of their employees. The original regulation requiring this testing and training was found in the Federal Motor Carrier Safety Regulations (FMCSR), Part 391, Subpart H. It required that all companies involved in the interstate shipment of goods test and train their drivers for substance abuse.
Generally, this regulation, FMCSR Part 391, Subpart H, only pertained to trucking companies which crossed state lines, or in some way were involved in the interstate shipment of goods or products. Excluded from drug testing under this regulation were intrastate (which means the drivers do not cross state lines) carriers, school bus operators, utility companies, transit operators, drivers employed by city, state or county governments and other modes of transportation not involved in the interstate shipment of goods or products. 9/14/2009
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In the fall of 1991, the United States Congress passed into law the Omnibus Transportation Employee Testing Act of 1991. This Act required the Department of Transportation to establish drug and alcohol testing and training regulations for all drivers of commercial motor vehicles, who are required by law to have a commercial drivers license.
The Department of Transportation responded, and on March 17, 1994, issued the FMCSR 49 CFR, Part 392, Subparts A through F.
WHEN DOES FMCSR 49 CFR, PART 382 GO INTO EFFECT?
These regulations go into effect on January 1, 1995, for organizations with 50 or more drivers.
Organizations with less than 50 drivers have until January 1, 1996 to implement these regulations.
WHO MUST COMPLY WITH FMCSR 49 CFR, PART 382?
When fully implemented, this new regulation will completely replace the old drug testing regulations which were contained in Par 391.
You must comply with these regulations if:
You hold a commercial drivers license and
1. Operate a commercial motor vehicle with a gross weight vehicle rating (GWVR) of 26,000 lbs. or higher.
Operate a vehicle with a manufacturer's rating to transport 16 or more persons, including the driver.
Operate a vehicle requiring hazardous material placards to be displayed.
2. 3.
Simply put, any driver who is required by job function to be in possession of a CDL and to be "Driver Qualified", must be tested for both alcohol and drugs.
DRIVER TRAINING REGULATIONS
Your employer must tell you who in your organization has been designated to answer questions regarding FMCSR 49 CFR, Part 382. Record that information on the inside back cover of this handbook.
These materials must explain your employer's policies and procedures with respect to the requirements of Part 382. The regulations require that your employer give you the "educational material" in writing. Your employer is also required to give written notice to any employee organization that these "educational materials" are available.
The material found in this DRUG ABUSE and ALCOHOL MISUSE TRAINING GUIDE for 9/14/2009
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CDL DRIVERS meets all of the requirements for training and distribution or educational materials.
Enclosed with this handbook is a "Driver Handbook Receipt and Certification of Training".
Upon receipt of this educational material your employer will request that you complete and sign this form and return it to the Company. This is the verification that you received the "educational material" required by the regulations. This form will be kept in your Driver Qualification File.
WHEN DOES FMCSR 49 CFR, PART 382 APPLY?
These regulations apply to employees involved in the transportation industry when they are performing "safety-sensitive" functions. For commercial drivers, safety-sensitive means on-duty time.
On-duty time is defined as all time from the time a driver begins to work, or is required to be in readiness to work, until the time the driver is relieved from work.
Of course, this includes all time spent driving. But it also includes all time spent inspecting the vehicle, loading or unloading, all time waiting to load or unload or to leave on a trip unless the driver has been specifically relieved of duty.
Simply stated, a driver is considered to be performing a safety-sensitive function during any period in which he is actually performing, ready to perform or immediately available to perform a safety-sensitive function.
As it pertains to drinking any alcoholic beverages, the regulation also says that no driver may consume alcohol within 4 hours of going on duty. Therefore, the period of the work day for which you must be in compliance would be 4 hours prior to actually reporting for work and during all time thereafter while on duty or available to be on duty.
For more information regarding the term "on-duty time", refer to the Federal Motor Carriers Safety Regulations (FMCSR) Part 395.2.
PROHIBITIONS
If you violate any of the alcohol or drug prohibitions found under Subpart B of 49 CFR 382, the regulations require your employer to take certain, specific actions.
Before discussing the actions which your employer must take, let's look at the prohibited practices.
Part 382.201 - ALCOHOL CONCENTRATION
No driver shall report for duty or remain on duty in a safety-sensitive function while having an 9/14/2009
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alcohol concentration of 0.04 or greater. However, a driver whose alcohol test indicates an alcohol concentration of 0.02 or greater but less than 0.04, must not perform or continue to perform any safety-sensitive functions for the employer for a minimum of 24 hours.
Part 382.204 - ALCOHOL POSSESSION
No driver will be on duty or operate a commercial motor vehicle while the driver possesses any alcohol. The only exception to this is if the alcohol is manifested and being transported as part of a shipment. In which case, obviously, it had better not be in the cab or in reach of the driver while driving.
Part 382.205 - ON-DUTY USE
No driver shall use alcohol while performing a safety-sensitive function.
Part 382.207 - PRE-DUTY USE
No driver shall perform a safety-sensitive function within four hours after using alcohol.
Part 382.209 - USE FOLLOWING AN ACCIDENT
No driver required to take a post-accident alcohol test shall use alcohol for eight (8) hours following the accident, or until the driver has taken the post-accident alcohol test, whichever occurs first.
Part 382.211 - REFUSAL TO SUBMIT TO A REQUIRED ALCOHOL OR
CONTROLLED SUBSTANCE TEST
No driver shall refuse to submit to any of the following alcohol or controlled substance test:
a) Pre-Employment
b) Post-Accident
c) Random
d) Reasonable Suspicion
e) Follow-Up
f) Return to Duty
Part 382.213 - CONTROLLED SUBSTANCE USE
No driver shall report to work, or shall work in a safety-sensitive function, if that driver uses any controlled substance. The only exception to this would be if a physician prescribes any medication containing a controlled substance and the physician advises you that the substance will not adversely affect your ability to operate a commercial motor vehicle. Your employer has the right to require you to report the use of any therapeutic drug.
Part 382.215 - CONTROLLED SUBSTANCES TESTING
No driver shall report for duty, remain on duty or perform any safety-sensitive function if that driver tests positive for controlled substance.
WHAT DRUGS ARE COVERED UNDER FMCSR 49 CFR, PART 382?
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As stated in Part 382, screening will be done for the following drugs:
•
•
•
•
•
Amphetamines
Cocaine
Marijuana
Opiates
Phencyclidine (PCP)
FACTS ABOUT AMPHETAMINES
Amphetamines are central nervous system stimulants. They tend to make people "hyper" and "jumpy". They can be taken either orally or injected. They are often used by drivers to stay awake and to counteract the effects of drowsiness. They are especially dangerous to take while driving.
Signs and Symptoms of Amphetamine Use:
Effects on Driving:
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• More likely to take risks • Delayed reaction time
• Impaired judgment • Impaired muscle coordination
• Hypersensitivity • Grinding Teeth • Loss of Appetite
• Exhaustion • Numerous Pills • Dry Mouth
• Dilated Pupils • Sweating • Excessive Talking
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FACTS ABOUT COCAINE
Cocaine also stimulates the central nervous system. It gives the user an intense feeling of wellbeing, or euphoria, known as a "high". The "high" will last for 10 to 60 minutes. A more potent form of the drug called "crack" cocaine is especially addicting and dangerous. Although its "high" lasts only about 5 to 8 minutes, "crack" cocaine can be addicting after only one use, and can cause death the first time it is used. Cocaine can be injected, snorted, or free-based. Snorting is sniffing the drug up the nose, and free basing is done by heating the drug and inhaling the vapors.
Signs and Symptoms of Cocaine Use:
Effects on Driving:
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• Slowed reaction time • Slow to make decisions
• Mood Swings • Depression • Bad Breath
• Weight Loss • Nose Bleeds • Euphoric Feeling
• Restlessness:
Difficulty sitting
or standing in
one place
• Irritable, angry,
nervous, argues
easily
• Running Nose,
Uncontrollable sniffing
• Over-actions when driving, such as:
Over-braking
Over-acceleration
Over-steering
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FACTS ABOUT MARIJUANA
Marijuana is a depressant and mind altering drug. Marijuana does not depress the central nervous system's reaction, it works on the brain. Mind altering means it causes hallucinations. It can be eaten or smoked. Street names for marijuana are "dope", "grass" "joint", "hash", or "hooch".
Drivers of commercial motor vehicles put themselves and others in danger when they use marijuana and drive. Tests have shown that a driver's reflexes and thought processes are slower under the influence of marijuana. The effects of this drug are longer lasting than first thought. In fact, impairment can last more than 24 hours after using marijuana. The body actually stores the drug for days, weeks, and in some cases, months, depending on the frequency of use.
Signs and Symptoms of Marijuana Use:
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• Dilated Pupils • Slowed Reflexes • Slowed Thinking
• Giddiness • Moodiness • Trance-Like State
• Impaired Visual Tracking • Reduced Concentration • Odor of Burning Rope • Unable to Sleep After
Prolonged Use
• Often Drives Slower Than
Speed Limit
• Short-Term Memory Loss
• Slower response to traffic
situations
• Unable to correctly measure time
and distance.
• Distorted vision and depth
perception
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Signs To Look For:
Effects of Driving:
Whenever marijuana is taken with alcohol, the effects of both are magnified many times over. It is very important that a driver knows that the effects of marijuana are unpredictable. The effects will vary depending on the quality of the drug, the tolerance of the user, and the dosage or amount taken. Be aware that the marijuana of today is up to 15 times stronger or more potent than the marijuana of the 60's, and it sometimes contains fillers such as PCP, or other more dangerous chemicals.
FACTS OF OPIATES
Opiates are classified as a narcotic analgesic. They tend to have a sedating, calming effect, and act as a depressant to the central nervous system. Opiates were more commonly known as morphine, codeine, and heroin. Street names for opiates are "junk", "smack", "horse" and "brown sugar".
Opiates are prescribed by doctors to relieve pain, but they are used by the abuser to relax or "escape from the real world". They can either be taken orally, injected or smoked. 9/14/2009
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• Slowed reaction time • Slow to make decisions
• Slower response to traffic situations • Unable to correctly measure time and distance • Distorted vision and depth perception
• Cigarette rolling paper • Hash pipe (very small pipe) • Roach clip (device to hold joint) • Dried plant material, either crumbled or pressed together in a small, hard clump
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When the drug is injected, the user feels an immediate "rush", usually followed by a very relaxed and soothing feeling. However, some opiates can cause very unpleasant side effects such as nervousness, nausea, and restlessness, and, if taken in excess, may cause coma or death.
Signs and Symptoms of Opiate Use:
Effects on Driving:
FACTS ON PHENCYCLIDINE (PCP)
Phencyclidine, commonly called "Angel dust", is known as a disassociative anesthetic. Users of PCP may experience hallucinations and signs of intoxication. They may not be able to focus their attention or will experience confusion and lack of coordination. Although PCP has immediate short term effects, it is also known for its long term effect of causing psychotic behavior often associated with violent acts. Other street names for PCP include "hog", and "crystal". PCP may be smoked, snorted or injected.
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• No concentration on driving-day dreaming • Distorted sense of time and distance • Distorted vision
• Mental Confusion • Slurred Speech • Unsteadiness
•Memory Loss • Hostility • Drowsiness
• Excess Talking • Euphoria • Depression
• Cold, Moist or Bluish Skin • Short Attention Span • Reduced Feeling to Pain
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Signs and Symptoms of PCP Use:
Effects on Driving:
OVER-THE-COUNTER and PRESCRIPTION DRUGS
Just because it's legal to purchase non-prescription medicine over the counter, it doesn't mean they are legal or safe to use while driving. DOT regulations do not permit drivers to take anything that can affect their ability to drive. For example, certain cold remedies contain antihistamines. Antihistamines may make the driver drowsy. If the warning on the box or label clearly states: "Product may cause drowsiness: Do not operate heavy equipment or machinery while taking", it is a violation of DOT regulations to take it and drive a commercial motor vehicle.
Over-the-counter stimulants such as "Be-Alert" or "No-Doz" or "Stay Awake", are all considered legal, and are used by drivers to stay awake. However, these products only keep the driver's eyes open. They cannot overcome the effects of fatigue on the body. Thought processes and reaction speed are still those of a person who is tired and fatigued. And in an emergency, this driver may not be able to perform as well as if he were well rested.
What About Prescription Medicine?
It is okay to take prescription medicine as long as it has been prescribed by a doctor? Well, 9/14/2009
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• More likely to take risks • Impaired coordination
• Aggressive actions with vehicle
• Delusions • Increased Blood Pressure
• Confusion • Anxiety
• Panic • Flashbacks
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maybe...but not if the prescription medication contains ingredients which may make you drowsy.
When talking with a doctor, be sure the doctor knows what kind of work you do so the doctor can prescribe a medicine that won't affect your ability to drive. Your employer has the right to require that you inform him of any medications you are taking.
DRUG TESTING PROCEDURES
The DOT prescribes that a process known as a urinalysis be used to test for the five drugs. To maintain the accuracy and integrity of the tests, and to protect the rights of the employee, a very strict procedure must be followed. Let's discuss each procedure in detail so that you understand exactly how the process will be performed.
Specimen Collection:
1. When it is your turn to report for a drug test, you will be sent to a collection site, usually a clinic or doctors office, hospital, etc., which has ben approved for the collection of urine and blood samples for testing. The site must have the authorized personnel, equipment and facilities to properly obtain the samples and forward them a DHHS certified drug testing laboratory.
The collection site must have adequate security to prevent the specimen from being tampered with in any way. Only you and an authorized collection person will be permitted to handle the specimen. It will be done in such a way as to assure that the specimen has not been adulterated or contaminated in any way, and that the specimen is in fact yours.
2. When you arrive at the testing site, the collection site person must make a positive identification. This can be done with your photo ID, or if the employer has sent a company representative with you, the representative can provide identification or verification. If the person to be tested cannot be positively identified, the procedures will stop at that point and no specimens will be taken.
3. Once proper identification has been established, you will be asked to take off any unnecessary clothing such as a coat or jacket. This is done so that you cannot conceal or hide anything which may be used to contaminate or adulterate the specimen. It is also done to prevent anyone from bringing urine donated by someone else. Some collection sites have policies that require you to remove all clothing and put on a hospital type gown. In either case, you may keep your wallet. You also have the right to request a receipt for items removed.
4. You will be requested to wash and dry your hands. This is done to remove any substances which may be on the hands or under the fingernails which may be used to contaminate the specimen. Once this has been done, you will be required to remain in the presence of the authorized collection site person, and will not be permitted to go near anything which could be used to contaminate the specimen.
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5. Next, you will be given a specimen bottle and asked to provide a specimen. You will be permitted to go into the rest room or stall alone to provide the specimen. Once inside you will see that the water in the toilet has been dyed blue and that there is no access to a workable faucet.
What if you can't provide a specimen? Collection site personnel will instruct you to drink up to 24 oz. of fluids during a two hour period, during which time you may try again to provide a specimen.
6. Once you have provided the sample, give to the appropriate site person. You must remain in view of the specimen at all times until it has been sealed in the proper shipping container.
The site personnel perform several tests on the sample, to make sure it is in fact yours and that it has not been contaminated. First he or she will look at the specimen to detect any impurities or discolorations. Then the specimen will be checked to determine if it is the proper temperature.
The temperature must be read within four minutes from the time it leaves your body. The temperature range must be between 90.5 degrees Fahrenheit and 99.8 degrees Fahrenheit.
If it is not within this range, that is reason to believe that the specimen has either been altered or substituted. In other words, you will be suspected of either sneaking in someone else's urine, or watering the specimen down, or altering it in some way.
7. Assuming that the temperature is within the proper range, and the sample looks as it should, a tamper proof seal will be placed over the top of the bottle and down both sides.
Written on the seal will be your identifying number, date and any other information required by your employer, such as company name. You will be asked to initial the seal guaranteeing that its content is in fact the sample you provided. The sample will then be placed in an envelope. The site collection person will fill out and sign the drug testing custody form, certifying that the sample was obtained in accordance with the federal requirements. You will be asked to read and sign a statement certifying that the sample enclosed is in fact yours. The site collection person will complete the "Chain of Custody and Control" form. They will be sealed in an envelope, then the specimen and envelope will be sealed in a shipping container and sent to a US DHHS approved lab for testing.
However, if a site collection person receives a specimen that does not appear to be the right color or the temperature is not in the proper range, the driver will be asked to provide another specimen. This time a person of the same sex will accompany him/her into the bathroom, and
watch the sample being provided. After that, the same procedures for testing, sealing and initializing will be provided and both this sample and the one suspected of being tampered 9/14/2009
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with will be sent to the US DHHS approved lab for testing.1 DRUG TESTING PROCEDURES:
Assuming that the specimen was not tampered with, and the Chain of Custody Form and the Control Form were completed correctly, and the shipping container arrived at the designated lab unopened, the specimen will then be processed.
1. Once the sample is received at the US DHHS approved lab, the lab begins their own internal Chain of Custody Form to assure the specimen is not tampered with. The shipping container will be opened and a lab technician will inspect the Chain of Custody Form, Control Form, and the seal on the bottle looking for any discrepancies. If any discrepancies are noted, the lab has the right to request that a new sample be obtained.
2. Assuming no discrepancies are noted, the lab will inspect the sample for contamination or alteration. This inspection will be conducted by looking at the sample and testing the sample for specific gravity. If the specific gravity is not within certain tolerances, or if any other discrepancies are noted with the sample, the lab has the right, and obligation, to require that another sample be obtained.
There is no way that a driver can alter the urine to avoid detection. The alteration will be detected and new samples must be provided under direct observation. This system can't be beat. For a driver to try simply makes matters worse.
3. Assuming the urine sample has been determined to have been collected properly, and that no alterations or contaminants are suspected, the sample will undergo an Initial Screen Test. This test is called the EMIT Test or EMIT Assay. If any of the five drugs being tested for are present in the urine, a chemical reaction will occur. The amount of the drug(s) in the urine determines the strength of the chemical reaction. Certain cutoff levels for the Emit Assay Test, for the selected 5 tested drugs have been established by the DOT.
A nanogram is the measure of unit used for this test.
If the initial Emit Assay Test shows that one or more of the drugs are present at a certain level, it is required that a second, extremely accurate test be conducted on the sample. This test is called the GAS CHROMATOGRAPHY/MASS SPECTROMETRY (GS/MS).
This test is believed to be the most sensitive and accurate drug test available. Each drug has its own fingerprint. The GC/MS basically looks for the fingerprint, identifies it, and determines the level of that drug in the urine. The scientific community agrees that if an initial EMIT Test is positive, then confirmed by the GC/MS, this then is evidence of drug 1 Effective August 15, 1994, samples will be split. Security provisions in (7) above must be followed for both resulting samples.
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use. Scientists state that this combination of tests is 99.9% accurate, and will be upheld in a court of law.
Can the lab be wrong?
Can they make an error?
Can their equipment be malfunctioning?
The answer is YES, error may occur. What protection then, do you have to guarantee that you will not be falsely accused of drug abuse because of some type of mistake by the lab?
First, the lab to which your urine sample will be sent must be approved by the U. S.
Department of Health and Human Services (US DHHS). The approval procedures are stringent. In order to receive this approval, the lab must prove that they adhere to the highest standards of quality control. In order for approval to be granted, the lab must also agree to have blind samples sent to them for testing. A large number of blind samples are routinely sent to each DHHS approved lab. The blind samples contain a known quantity of a known drug. These blind samples are sent to the lab by the government and companies.
The lab management also routinely sends through its own blind sample. The laboratory technicians conducting the test have no way of knowing which of the samples are blind and which belong to an actual driver. If the technician conducting the testing misses a blind sample or incorrectly reports a wrong drug or amount, that lab risks losing their DHHS certification. Obviously, since there are so few DHHS approved labs, losing the certification could cost the lab millions of dollars in revenue. If for no other reason, labs work very hard to maintain the highest quality control standards available. Also, think about this. If a lab is suspected of finding false positives, they could be required to re-test every positive result they have reported. Labs are required to keep positive urine samples in refrigerated storage for a specified amount of time in order to be able to retest if necessary. Can you imagine what that would cost a lab reporting a large number of positive test results?
4. Assuming the GC/MS test proves that the level of drugs in the urine meets the requirements for a verified positive test, the results of the drug test will be reported to your company's MRO or Medical Review Officer as verified positive.
MEDICAL REVIEW OFFICER (MRO):
Under these regulations, each organization must have on staff or contract for the services of a Medical Review Officer or MRO. The MRO is a medical doctor who has received extensive training on drugs and drug abuse. The lab must send the results of positive tests to the MRO within an average of 5 working days once the results are determined.
It is the responsibility of the MRO to make the final determination of a positive result. If the report he receives indicates a positive drug test for one or more of the drugs tested, the MRO will 9/14/2009
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examine possible alternatives which may have resulted in this positive finding. He has the authority to check medical records and interview a driver in order to determine if a positive report has a justifiable reason. For example, perhaps the driver was taking a prescribed medication under a doctor's order, such as cough syrup which contains codeine. This would obviously show up as a positive. After talking to the driver or reviewing his medical records, it is possible that the test results will be reported as negative to the employer.
If your test is positive, and there are no mitigating circumstances, the MRO will attempt to talk to you directly. If the MRO is unable to get in contact with you within a reasonable amount of time (usually 24 hours), the MRO will contact your employer and request that you employer tell you to contact the MRO. The MRO will tell your employer why he wants to talk to you. Your employer must contact you and request that you contact the MRO within 5 days. Then your employer must contact the MRO and inform the MRO that you have been notified to contact the MRO.
If you fail to contact the MRO within the prescribed time, the MRO has no choice but to notify your employer that your test result was verified positive. Obviously, it is to your benefit to talk with the MRO if it is requested.
HOW ALCOHOL IS COVERED UNDER FMCSR 49 CFR, PART 382
When consumed in moderation, for enjoyment, alcohol is classified as a recreational beverage.
But when alcohol is consumed in quantity producing physical or mood altering effects, it becomes a substance of abuse.
Effects on Driving:
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• Slurred Speech • Nausea • Memory Loss
• Aggressiveness • Hostility • Unsteadiness
• Blackouts • Drowsiness • Odor or Alcohol
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As can be seen, signs and symptoms of alcohol use and misuse are very similar to other prohibited drugs.
The effects of alcohol vary dependent on many factors. The first and most obvious factor is the quantity of alcohol consumed. Other factors include, a person's body weight, whether the person is rested or tired, sick or healthy, stomach content, age, altitude and gender.
When discussing the effects of alcohol the term impairment is used. Research has shown that women will become more impaired than men of the same size and body weight and from the same quantity of alcohol because they metabolize alcohol differently than men. As a general rule, a large person will be less impaired than a smaller person drinking the same quantity of alcohol. An individual who is sick or tired will become impaired quicker than one who is rested and healthy. And drinking at higher altitudes will cause greater impairment than drinking at lower altitudes. For example the difference between having a drink in Denver, Colorado with an altitude of 5,280 feet above sea level, and Key West, Florida with an altitude of 2 feet above sea level.
The impairment observed will be dependent upon all of these factors. Tests have shown that a driver's "reaction time" increases as much as 60% after just 2 drinks.2 But one thing is certain:
the degree of impairment and the effects on a person's body changes significantly as more alcohol is ingested. As a rule, consuming one or two drinks tends to relax an individual and create a feeling of well being. Beyond one or two drinks, however, alcohol begins to react differently on individuals, depending on the factors previously discussed, which determine the rate of metabolism in the body.
ALCOHOL TESTING PROCEDURES
2 Alcohol and the Commercial Driver, @CTTS™/Safety Products, Inc. Video 9/14/2009
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• Tunnel Vision • Coma • Incoherent
• Slowed Reaction Times • Increased Tolerance Levels • Short Attention Span • Impaired Judgment • Distorted Sense of Time
and Distance
• Blurred or Distorted Vision
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The DOT regulations requires that a process called breath analysis be performed to determine if alcohol is present in the body, and if so, in what concentration. The procedures for alcohol testing are not nearly as comprehensive as those for controlled substances. This is true because the alcohol testing can be performed at the company location by a trained supervisor. Alcohol testing, unlike controlled substances testing does not involve complicated and expensive chemical tests and trained technicians to perform them.
The alcohol testing also does not involve an MRO, since the results of the alcohol test are obtained immediately from a computerized instrument known as a breathalyser. This is the same instrument used by police agencies throughout the United States. They have been determined to be extremely reliable and accurate and are accepted by the courts as "prima - facie" evidence in DUI and DWI proceedings.
As stated, the alcohol tests can be conducted at the company location by a representative of the company. That representative can be a supervisor or a person under contract to the employer.
These regulations do require that the person administering the test must be trained, through hands-on training, on how to administer the test and interpret the results. Not only will the person administering the test have had thorough training, but that person must also have taken a written test on the administration and interpretation of the alcohol breath testing procedures.
1. To take an alcohol breath test, you will simply be required to blow into a tube connected to the breathalyzer. Your breath travels through the breathalyzer and will be analyzed by its computer. Within minutes the computer will analyze your breath sample and provide the operate with a read-out as to what alcohol concentration, if any, is in your sample.
2. If the breathalyzer indicates a blood alcohol concentration of 0.02 or higher, you will be asked to take a second breathalyzer test. The first test is called a screening test. The second test is referred to a s a confirmation test. A confirmation test, in most circumstances, will only be administered if the screening test indicates a blood alcohol concentration of 0.02 or higher.
3. If the confirmation test confirms a blood alcohol concentration of 0.02 or greater but less than 0.04., the regulations require that you not be permitted to perform any safety-sensitive function for at least 24 hours.
If the confirmation tests confirms a blood alcohol concentration level of 0.04 or higher, the regulations require that you be referred to a substance abuse professional for evaluation (SAP)..
4. TYPES OF TESTS
The regulation requires testing for drugs or alcohol under 6 different circumstances. They are:
Part 382.303 - Post Accident Testing
If a driver is involved in an accident, as defined in 49CFR390.5, while operating a CMV (Commercial Motor Vehicle) and the accident resulted in:
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1. A fatality is involved; or
2. The driver receives a citation for a moving violation arising from the accident, and any party involved requires immediate treatment for an injury away from the accident scene, or
3. If any vehicle involved incurs “disabling damage” (i.e., must be towed away).
If at the time of the accident, federal, state or local officials perform an alcohol or drug test on you, the requirement for testing has been met, provided your employer obtains the results of the test. If the federal, state or local officials do not test you, it becomes the responsibility of your employer to have the test administered.
Your employer must provide educational materials to assure that you are familiar with the requirements, procedures and instructions for post-accident alcohol and drug testing. These materials may be provided prior to allowing you to operate a CMV. Drivers must be informed that except for receiving medical attention for themselves, or for other injured persons, and for leaving the scene to notify appropriate authorities, they must make themselves available for postaccident alcohol and drug testing.
Your employer must inform you that failure to make yourself available for post-accident alcohol and drug testing will be deemed as a "refusal to submit" and will carry with it the appropriate penalties.
Part 382.305 - Random Testing
Your employer must randomly select drivers to be tested throughout the year for drug and alcohol use. By the end of the calendar year, at least 50% of the drivers must have been tested for drugs and at least 25% of the drivers must have been tested for alcohol. At each selection time all driver's must have an equal chance of being selected.
The selection process must be a scientifically valid method such as a computer-based random number generator which uses a unique identifier for each driver. The unique identifier could be the driver's social security number, payroll number or any other comparable identifying number.
If you are selected for random testing, it is entirely possible that you could be chosen again during the year. Once you have been tested, your name is not removed, but goes back into the general list.
The selection times MUST be unannounced and MUST be reasonably spaced throughout the year. Since random drug testing is a major deterrent to substance abuse use, the DOT is very concerned that the random selection of drivers and the dates tested be spread throughout the year.
For example, let's say that a company with 100 drivers conducts its random testing in such a way that 50 drivers have been randomly selected and tested by July. The DOT may require that more random tests be performed throughout the remainder of the year because the deterrent effect of 9/14/2009
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the random testing program would have been reduced.
If the employer participates in a consortium, the number of drivers to be tested may be calculated on each individual employer or based on the total number of drivers in the consortium subject to controlled substance testing.
Drivers who have been chosen for a random test must proceed immediately to the test site. The only exception is the driver on duty, performing a safety-sensitive function. The employer must ensure that this driver ceases performing the safety-sensitive function and proceed to the test site as soon as possible.
REFUSAL TO SUBMIT TO TESTING
If you refuse to submit to a required drug or alcohol test, you will not be permitted to perform or continue to perform any safety-sensitive functions until you have complied with the regulations set forth in Part 382, Subpart F, 382.605, which refer to the portion of the regulations on referral, evaluation and treatment.
What Constitutes A Refusal?
Obviously if you say "no" and refuse to take a required test that would be a refusal.
Under the regulations, if a driver fails to provide adequate breath for testing without a valid medical explanation, that would constitute a refusal.
In the event of a controlled substances test, if the driver fails to provide adequate urine for testing, without a valid medical explanation, this would also constitute a refusal.
If a driver engages in conduct that "clearly obstructs" the testing process, that would be considered a refusal.
If after an accident where a fatality occurred or a driver was issued a citation for a moving violation arising from the accident, and any party involved requires immediate treatment for an injury away from the accident scene, or if any vehicle involved incurs “disabling damage” (i.e., must be towed away) and the driver failed to make him or herself available for a test, that would be considered a refusal.
If you refuse to take a required test, your employer is required to refer you to a substance abuse professional. The substance abuse professional will evaluate you and determine if treatment is necessary. If the substance abuse professional determines that treatment is necessary, you must successfully complete the treatment and undergo a return-to-duty test before you will be allowed to return to work. The substance abuse professional can also determine that the return-to-duty test can be for both alcohol and drug, regardless of why you were originally referred. If the return-to-duty test is for controlled substances you must receive a verified negative test result. If 9/14/2009
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