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CRM Control of Risk > Weeks 2 & 3 - Risk Control & Mitigation > Flashcards

Weeks 2 & 3 - Risk Control & Mitigation Flashcards

1
Q

identify cost of risk continuum

A

Cost of Risk continuum

exposure - prevention - loss - mitigation - cost of risk

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1
Q

why should injuries be prevented?

A
  1. good business - creates win, win, win
  2. ** if accidents are prevented**, there is no need for transfer or financing
  3. it’s the law - OSHA, DOT, state Workers Comp statutes, etc
  4. Cost of risk - Retained & insured losses affect organization’s total cost of risk
  5. Humanitarian concerns - organizations want people to avoid injuries
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2
Q

Discuss root causes of accidents & injuries

A

Root Causes:

  1. Unsafe acts or behaviors - controllable
  2. Unsafe conditions - controllable
  3. Uncontrollable events

NOTE: unsafe acts/conditions (items 1 & 2) are controllable events and comprise 98% of root causes of accidents & injuries.

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3
Q

Describe six (6) basic steps to accident prevention

A

Accident Prevention (in order of efffectiveness if implemented alone)

  1. Elimination of hazard (most important) - similar to risk control technique of avoidance
  2. Substitution of less hazardous substance or process
  3. Engineering Controls - lessen chance of an accident
  4. Administrative controls - rules or activities that mgmt undertakes such as safety meetings, supervision, safety procedures & manuals, etc
  5. ** Personal protective equipment**
  6. Training (least effective)
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4
Q

Identify key Safety and Health Regulations & Standards

A
  1. ** OSHA** - US Department of Labor
  2. MSHA (Mine Safety Health Administration) - OSHA for Miners
  3. DOT - Department of Transportation
  4. State specific statutes (safety & workers compensation)
  5. NIOSH - National Institute for Occupational Safety & Health; US centers for Disease Control
  6. ** ACGIH** - American Conference of Governmental Industrial Hyginists - publish threshold limit values for chemicals in workplace
  7. ANSI - Am. National Standards Institute - personal protective equipment standards & products
  8. UL - Underwriters laborataory - standards and testing
  9. NFPA - National Fire Protection Assoc - promotes fire protection/prevention; NFPA 101 - ife safety Code; NFPA 70# - Elecrircal Safety Standard
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5
Q

Identify key OSHA Standards

A
  1. OSHA Employer’s General Duty Clause - safe place to work
  2. OSHA Employee Responsibility - responsible behavior
  3. General Industry Standards - 29 CRF Part 1910
    * communication - right to know; confined space; elecrrical safety; machine guarding; walking-working surfaces
  4. Construction Safety Standards - 29 CR Part 1926
    * protection (falls = #1 killer); Scaffolds; Excavations (water-electrical runs, collapse, etc)
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6
Q

What services/functions does OSHA provide?

A
  1. Enforcement - inspections; citations & fines
  2. Documentation - proof of compliance
    * failure to document eforts to comly is treated same as not undertaking the efforts.
  3. Consultation & information source - training; resource for safety program development
  4. Reasons why OSHA is ignored by risk managers
  • chance of inspection is very low (less that 1%)
  • fines are small in total cost of risk
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7
Q

Identify elements of Safety & Health Program

A
  1. Management leadership
  2. Accountability, responsibility & authority
  3. Employee participation/engagement
  4. Hazard assessment control
  5. Employee information & training
  6. Accident reporting, investigation & analysis
  7. Post-injury management
  8. Evaluation of program effectiveness
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8
Q

lIdentify why employees work unsafely

A
  • Unaware of behavior being unsafe
  • Never told or trained
  • No regular reminders & feedback
  • Workplace conditions encourage unsafe behavior
  • People take risks when rewards are quick & certain and risk of accident is low (speeding)
  • Unsafe work is faster, more convenient and more comfortable
  • Unsafe behavior rarely results in injury on any single occasion – gives false sense of security
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9
Q

What are basic tenants of unsafe behavior & conditions?

A
  • Accidents & injuries will eventually occur with continued unsafe behavior
  • Any unsafe behavior or condition, left unchanged, may lead to an accident
  • Supervision may have time to correct unsafe behaviors & conditions before an accident occurs
  • Most unsafe behaviors & conditions are observed one or more times before an accident occurs
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9
Q

List key methods of identification & assessment of workplace hazards (Safety & Health)

A

• Audits – identify weak management practices

• Inspections – identify unsafe conditions & behaviors

• Job Safety Analysis (JSA) or Job Hazard Analysis (JHA) identify unsafe work methods

• Incident reporting identifies unsafe acts, behaviors, conditions, work methods, and management practices

• Regulatory & consensus standards identify hazards and perils

• Records of activity exposures & corrective actions taken help ID training opportunities

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9
Q

What should specific training for exposures include?

A
  • Nature of exposure & how to recognize it
  • Employer control measures
  • Protective measures employee must follow
  • Provisions of applicable standards & regulations
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9
Q

When and how should employees be trained?

A
  • At hire, before beginning initial job assessment
  • Periodically to maintain awareness & competency
  • Change in workplace injury exposure (new equipment, technology, etc.)
  • Change in job assignment
  • Frequent communication (newsletters, posters, regular on the job reminders)
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9
Q

List employee training resources

A

• Formal meetings (safety committee meetings; specialized training; outside vendors)

  • Informal meetings (specific item short meetings
  • Internet/intranet based individual training

• Computer based interactive multi-media training

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9
Q

Explain the difference between an accident & incident

A

Accident = an event definite as to time & place that results in injury or damage to person or property

Incident = event that disrupts normal activities and may become a loss or claim

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9
Q

What are the benefits of a well-performed investigation?

A
  1. Demonstrates concern
  2. Reduces or prevents accident/incident patterns or trends
  3. Creates safety awareness
  4. Improves current job procedures
  5. Reduces economic impact of accidents
  6. Identifies training needs
  7. Pinpoints safety program flaws
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10
Q

What are the general steps in accident reporting, investigation & analysis?

A

1. Conduct investigation as soon as practical at the site

2. Interview witnesses with understanding of their motivations

3. Report to management

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10
Q

What are some general guidelines for conducting an investigation?

A

Time – as soon as possible after the event
• Facts are clearer & include more detail
• Causes may still be present
• Limits time for creating excuses & assigning blame

Accident Site - Best place to investigate

  • Secure site as soon as possible after all emergency actions
  • Evidence may still be in place
  • Circumstances are more apparent

Investigators

  • • Supervisors – knowledge of job & has primary responsibility for safety
  • • Employee – best account of accident – may be biased to avoid discipline or maintain relationships
  • • Safety committee – unbiased search for cause
  • • Management – ultimate responsibilities
  • • Outside authorities & OSHA – investigates independently if serious injury or fatality
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11
Q

What are some of the benefits of managing the post-injury process?

A
  1. Allows early evaluation of injury
  2. Reduces health care costs
  3. Reduces lost work time
  4. Improves employee morale
  5. Addresses legal issues
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12
Q

What are some of the basic policies that should be in place for Post Injury management?

A

1. Written policies & procedures should be in place

2. Participants in the process should be identified and know their roles (mgmt, medical, claim adjuster, employee

3. Employee training should be in place to address:

  • Accident reporting procedures
  • Medical provider procedures
  • Modified duty procedures

4. Established medical providers should be used:

  • Familiar with company operations
  • Treatment & return to work philosophy is compatible

5. Claims management impact - reporting procedures should be in place to include immediate reporting of all accidents and Incidents

13
Q

What are the measures for evaluating the effectieness of a Safety & Health program?

A

Formal process

Internal & external resources used

Measurements of success:

  • Experience modifiers, loss rates, and frequency/severity values improve
  • OSHA Incident rates improve

Injury & illness Incident rate = (# of injuries/illnesses * 200,000) / employee hours worked

Incident rate for cases with lost work days = (# cases of injuries/illnesses w/lost workday * 200,000) / employee hours worked

DART Rate (injury/illness cases involving days away, restricted duties or transfer to other duties during return-to-work phase) = (# cases injuries/illness w/days away/restricted/transfer * 200,000) / employee hours worked

  • Overall improvement in accident & injury trends
  • Benchmarking over time internally & against National Safety Council statistics
13
Q

Discuss the key property exposure terms

A

1. COPE

2. Amount Subject – total value at risk at a single location regardless of protective measures; amount subject is limited only by adequate separation between structures

3. Probable Maximum Loss (PMO) - amount of loss expected from a specific peril given some level of impairment or delay in protection; PML is expressed as a percentage of the total values; unless noted, PML refers to the peril of fire

14
Q

Discuss types of fleet risks

A

1. Cargo (long haul, open road; large vehicles)

2. Service/delivery (local routes; smaller vehicles) – highest liability rats – more congested roads

3. Private Passenger

4. Non-owned use

15
Q

Department of Transportation (DOT) Regulations & Standards

A

1. Generally apply only to large vehicles; transport of hazardous goods & 16+ passenger vehicles

2. Driver rules – license requirements; drug & alcohol laws; hours of operation recordkeeping

3. Vehicle Requirements – on-road inspections for safety, cargo & weight limits

4. Authority – fines; removal from service or operation

16
Q

Identify fleet risks/exposures

A
  • *Property damage**
    1. Collision damage to vehicle
    2. Cargo damage
    3. Glass, wind, vandalism, and other comprehensive loses

Liability exposures
1. 3rd party BI and PD damage
2. Negligent entrustment
Workers Compensation – injury to employed drivers & passengers

17
Q

Identify components of Fleet Controls (Safety Program)

A

1. Management policy statement (responsibilities/accountabilities – drug &alcohol policies)

2. Driver qualifications (valid license for vehicle class; acceptable driving records criteria

3. Disciplinary procedures

4. Driver Training

5. Response to accidents (reporting rules; investigation forms/procedures; accident review committees)

6. Vehicle inspection & maintenance program

a. Pre-trip/post trip inspections
b. Scheduled preventative maintenance
c. Documented corrective action

18
Q

Discuss walking surface hazards and controls

A

1. Slip & fall – leading source of injuries to employees & public

2. Exposure assessment – self inspection; incident/accident investigation

3. Hazard control measures

a. Surface materials – increase surface coefficient of friction by cleaning, maintenance or non-slip strips

b. Spill control – warning signs; immediate cleanup

c. Surface continuity – repair holes/cracks; eliminate raised edges; housekeeping

d. Illumination & visibility – visible or contrasting color; ability to see contour of walkways

e. Stair design – maintain standard width & height of risers; non-slip surface; handrails

f. Maintenance & inspection - prompt repair; planned replacement; documented procedures & records

g. Other engineering controls: slip resistant surfaces; slip resistant footwear; floor utters & drains

18
Q

Define Ergonomics

A
  1. The study of human characteristics for the appropriate design of the living and work environment

2. Fitting the work environment to the person, rather than expecting the person to adapt to the physical work environment

19
Q

List and give examples of general ergonomic risk factors (6 categories)

A
  1. Repetitive tasks (2,000 or more reps/hour; repetitive work 50% of shift = very high risk )
  2. Excessive force (small large muscle group involvement; isolated tissue involvement)
  3. Awkward posture = deviation from neutral position in wrist, arm, trunk, neck shoulder, leg or foot
  • Increased angle of deviation increases potential for discomfort & injury
  • Overall posture (leaning forward/backward)
  • Overhead or extended reaching
  1. Static loading - Focused work creates muscle tension leading to fatigue/discomfort
  • Use of hands as tool (i.e. as a vise/clamp)
  • Poor posture & Pressure points
  1. Personal risk factors (stress, physical condition, etc.
  2. Environmental risk factors (vibration; temperature extremes –cold worse than hot)
19
Q

Identify Ergonomic risk control measures

A

Workplace design

Repetition – use automation when feasible

Excessive force – use mechanical aids when possible

Awkward postures (design job w/worker in mind – consider shapes/sizes of individuals

Static loading – use fixtures for holding instead of hands; design workplace for proper posture; avoid bending & reaching

Administrative Control

Education –recognition of risk factors; proper work methods; incident reporting procedures)

Job rotation (moving through different tasks

Job enlargement – extend job responsibilities

Work breaks - stretching & strengthening exercises

Stress reduction measures

Early injury intervention

20
Q

Discuss computer workstation risk factors & their control measures

A
  1. Major source of cumulative stress & force
  2. Computer workstation injuries (fatigue; headaches; eye strain; cumulative trauma disorders)
  3. Computer workstation risk factors;
    a. Repetitive activity
    b. Awkward posture (bent wrists)
    c. Static loading (single posture for long period of time = reduced circulation)
    d. Pressure on tissues on sharp edges (desk corners, chairs)
    e. Personal factors (individual psyche; outside activities; lack of awareness of factors
21
Q

Discuss computer workstation physical risk control measures

A

1. Adjustable workstation (knee & waist clearance (proper viewing distance; position of monitors, etc.-viewing angle)

2. Ergonomic chairs (5-point base for stability; waterfall front edge of seat, etc.)

3. Work space organization (reach, desk zones)

4. Adequate lighting & glare control

5. Noise control (absorbent materials; separation of noisy equipment

6. Computer mouse – same plane as keyboard; adjust speed

Note: 3 things parallel to floor: (1) eyes; (2) forearm/elbow @90^; (3) thigh/knee @90^

22
Q

Identify computer workstation administrative risk control measures

A
  1. Frequent breaks from repetitive tasks-
  2. Job design & enlargement
  3. Education in proper work methods
  4. Stretching & exercise
  5. Vision test
  6. Stress reduction measure
  7. Early intervention
  8. Monitor work environment
23
Q

Discuss risk factors associated with manual material handling & lifting

A

Cumulative trauma disorder (CTD) and sudden occurrence

  • Low back strains & sprains
  • Shoulder strains
  • Other extremity strains

Risk factors

  • Frequency of lifts/moves
  • Excessive force due to load weight (heavy objects)
  • Awkward bod posture due to load shape/size
  • Improper lifting techniques
  • Personal factors: age, gender, mental & physical condition; physiology
23
Q

Identify physical control measures for manual material handling & lifting

A

1 Plan before you move or lift (most important)

2 Limit frequency of move or lift & range of motion (best way to prevent back injury = avoidance/don’t lift!)

3 Recommended max weight limits (using NIOSH Lifting equation)

4 Use mechanical aids (conveyors, hand trucks, etc.)

5 Job redesign (handle once, not multiple times)

6 Consider risk control techniques: elimination, engineering, substitution, personal protection equipment, etc.

23
Q

**What are lifting considerations? **

(per NIOSH – Nat’l Institute for Occupational Safety & Health)

A
  1. Frequency
  2. Horizontal distance (away from body)
  3. Vertical distance (danger zones: head; below knee)
  4. Travel distance
  5. Asymmetry – twisting = herniated disk!
  6. Coupling strength (help from others)
24
Q

Identify administrative risk control measures for manual material handling & lifting

A

1. Reduce size of containers (weight; length-width measurements)

2. Job rotation – helps use different muscle groups

3. Replace with lighter material (hollow concrete blocks now Styrofoam content)

4. Outsource operations involving heavy manual materials handling & lifting

  1. Best personal defense – strengthen core (leg raises)
  2. Back belts – NIOSH says no value; Industry studies say value (maybe because it serves as reminder of how to do lift property
25
Q

Explain benefits of substance abuse program

A
  1. Increased productivity – reduced absenteeism
  2. Reduced accidents - reduced health care costs
  3. Reduced employee turnover
  4. Reduced Work Comp costs
  5. Compliance with regulation
  6. Insurance premium credits

Note: 50% all work production problems are drug related (legal & illegal drugs & alcohol)

26
Q

Identify Risk Control Measures for Drug & Alcohol abuse

A

1. Policies & Procedures

  • Abusers will not be hired
  • Prohibit use or presence of illegal drugs or alcohol on work premises
  • Management will notify law enforcement of illegal drug use
  • No termination or discipline for those seeking assistance (encourages self-reporting)

2. Clearly Stated drug & alcohol testing protocols

  • Consistent policy
  • Use of reliable testing organization
  • Test administration: pre-employment; random for sensitive position; required routine physicals; post-accident, etc.

**3. Substance abuse program training for managers & supervisors ** (protection of employee rights & privacy; recognition of signs & symptoms

4. Employee education (explanation of roles, responsibilities & limitations; signed acknowledgements; employee assistance program availability

27
Q

Identify possible legal problems with substance abuse programs:

A
  1. Inconsistent or illegal procedures
  2. Inadequate chain of custody of specimens
  3. Discrimination in testing or application of provisions
  4. Slander and defamation
  5. Breach of confidentiality or breach of privacy
  6. Failure to act (very significant legal issue)
28
Q

Identify sources of workplace violence

A

Internal – employee against employee or employee against nonemployee

External - non-employee against employee or non-employee against non-employee

29
Q

Identify violence exposures in the work place

A
  1. Contact with public
  2. Exchange of money
  3. Working with unstable or violent persons
  4. Working alone and/or late at night
  5. Working in high crime area
  6. Working in areas with poor visibility or poor lighting
  7. Delivery of services for high-value, portable goods
30
Q

What are some employee risk factors/employee perpetrator alerts?

A
  1. Gaps in employment
  2. False or incomplete application
  3. Drug or alcohol use
  4. Depression or psychiatric problems
  5. Fixation with weapons
  6. Frequent or graphic talk of violence
  7. “loner” personality
  8. Insubordination or violent acts
31
Q

Describe risk control measures for work place violence

A

Physical: alarms; metal detectors; video surveillance; shatterproof glass; enclosures & safe rooms; adequate lighting; mirrors in blind walkways, etc.

**Hiring Practices: ** thorough job interview; vet references; verify employment history & credentials; pre-hire drug testing

Administrative: written program, management commitment; zero tolerance; comprehensive investigation of all incidents; no reprisal policy for victims;

**Anti-violence training: ** ways to diffuse violent behavior; emergency response procedures; identify risk factors and early recognition of violence

**Program evaluation: ** review OSHA, medical & incident records; employee surveys & questionnaires; employee reports of excessive behavior

32
Q

Describe general employment practices issues (EPL)

A
  1. Greatest threat to an organization’s existence and profitability
  2. Lots of bodies that have impact on administrative hearing procedures:
    a. EEOC – equal employment opportunity commission
    b. DOL – department of labor
    c. FEPAs – fair employment practices agencies
    d. The court system
  3. Facts at administrative level may make or break a case
33
Q

What is the scope (major reasons) of employment practices issues?

A
  1. Discrimination
  2. Workplace harassment
  3. Wrongful termination
  4. Retaliation
34
Q

Identify sources of liability for employment practices issues:

A
  1. Civil Rights Act of 1965-Title VII and Civil Rights Act of 1991
  2. Americans with Disabilities Act (ADA-190 & ADAAA (amended act) of 2008-broadened definition of disability
  3. Family & medical leave act of 1993
  4. Immigration Reform & Control Act
  5. Occupational Safety & Health Act
  6. Pregnancy Discrimination Act
  7. State & local parallel laws
35
Q

Identify common sources of employment practices complaints

A

1. Discrimination

  • Sexual harassment
  • Unwelcome sexual conduct (measured by dual test – (1) subjective test and (2) objective test-reasonable person test
  • What constitutes sexual harassment is viewed from perspective of the victim, without regard to the intent of alleged harasser
  • Single event not considered to be hostile workplace sexual harassment
  • Company may be held vicariously liable for conduct taking place within organization of which it is completely unaware

2. Wrongful Discharge

  • Employment at will does not apply if an impermissible or discriminatory motive for discharge can be established
  • Precedent outweigh written policy – consistency matters

3. Americans with Disability Act of 1990 (ADA)

  • Prohibits discrimination on basis of disability
  • Disability – physical or mental impairment that substantially limits one or more of the major life activities of an individual
  • Employer has an affirmative obligation to make ‘reasonable accommodations”
  • The ADA Amendments Act (ADAAA) of 2008 expanded definition of disability –

4. Retaliation – 4th most frequent source of employment practices allegations and the settlements/awards are much more expensive than original EPL allegation

36
Q

What are risk control measures for reemployment practices?

A

Risk control measures for employment practices = sound policies & procedures

They must be:

1. Established to address all applicable laws

2. Communicated to all personnel

3. Clearly understood & universally applied – not adhering to a policy is worse than not having a policy

  1. Regularly reviewed for content, legal conformity & intent

CRM Control of Risk (4 decks)

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