Q. How does OSHA define “Competent Person”?
A. The competent person is someone who has TRAINING, EXPERIENCE and the AUTHORITY to correct hazards. What does this mean? Employers are responsible to select the most competent person for the job to which they’ve been assigned. If there are hazards, employers must make sure they’ve chosen someone with enough experience to recognize hazardous conditions. Employers must also train workers to recognize the hazards and give them the authority to STOP work and make corrections to avoid someone being injured. The most common question is….” ISN’T MY EXPERIENCE ENOUGH? The ANSWER is NO!
Documented proof of training is required by Fed & Cal OSHA both. Only then, can an employee meet the test of “COMPETENT PERSON” in OSHA’s eyes.
Q. How does OSHA define “Qualified Person”?
A. QUALIFIED PERSON, attendant or operator. A person designated by the employer who by reason of training, experience or instruction has demonstrated the ability to safely perform all assigned duties and, when required, is properly licensed in accordance with federal, state, or local laws and regulations.
Q. How does OSHA define “Qualified Rigger”?
A. 1926.1400 DEFINES A QUALIFIED RIGGER as follows: a person who, by possession of a recognized degree, certificate, or professional standing, or who by extensive knowledge, training and experience, successfully demonstrated the ability to solve/resolve problems relating to the subject matter, the work, or the project.
Q. Why have an Injury Illness Prevention Program?
A. Taking risks is a part of running a business, particularly for small business owners. You take risks in product development, marketing, and advertising in order to stay competitive. Some risks are just not worth the gamble. One of these is risking the safety and health of those who work for you.
Accidents Cost Money
Safety organizations, states, small business owners and major corporations alike now realize that the actual cost of a lost workday injury is substantial. For every dollar you spend on the direct costs of a worker’s injury or illness, you will spend much more to cover the indirect and hidden costs. Consider what one lost workday injury would cost you in terms of:
- Productive time lost by an injured employee;
- Productive time lost by employees and supervisors attending the accident victim;
- Clean up and start up of operations interrupted by the accident;
- Time to hire or to retrain other individuals to replace the injured worker until his/her return;
- Time and cost for repair or replacement of any damaged equipment or materials;
- Cost of continuing all or part of the employee’s wages, in addition to compensation;
- Reduced morale among your employees, and perhaps lower efficiency; Increased workers’ compensation insurance rates; and
- Cost of completing paperwork generated by the incident.
If you would like to reduce the costs and risks associated with workplace injuries and illnesses, you need to address safety and health right along with production.
Setting up an Injury and Illness Prevention Program helps you do this. In developing the program, you identify what has to be done to promote the safety and health of your employees and worksite, and you outline policies and procedures to achieve your safety and health goals.
In California every employer is required by law (Labor Code Section) to provide a safe and healthful workplace for his/her employees. Title 8 (T8), of the California Code of Regulations (CCR), requires every California employer to have an effective Injury and Illness Prevention Program in writing that must be in accord with T8 CCR Section 3203 of the General Industry Safety Orders. Additional requirements in the following T8 CCR Safety Order Sections address specific industries
Q. What is an Injury Illness Prevention Program?
A. Click for answer