Every year, when the weather turns, outdoor workers face frigid conditions during their work hours. Besides being outright uncomfortable, the cold poses significant risks such as hypothermia, cold shock, and trench foot. That’s why workers need the right tools and equipment to prevent injury and illness.   These can be as simple as a warm pair of coveralls to emergency kits designed specifically for winter conditions. And that’s exactly what we’re going to look at today. 

Cold Weather Coveralls & Layers

The first and most obvious necessity for working in the cold is the appropriate attire. Insulated coveralls are just the thing. These provide a second layer of protection against the cold that protects workers from the neck down, covering any gaps in the worker’s regular clothing. Plus, they’re designed to accommodate the average worker with additional pockets and loops to hold tools while remaining flexible. 

These should be worn in addition to regular warm weather attire to maximize warmth. Dressing in layers traps air between them, providing better insulation than the clothing alone can provide. Additionally, this allows workers to add or remove layers accordingly to prevent overheating and reduce sweating.

The innermost of these layers should protect against moisture. Polyester undergarments, for example, will help pull perspiration away from the skin. Additional layers should focus on insulating the wearer while being easy to open or remove. In wet cold weather conditions, the outer layer should be waterproof. 

Portable Heat and Shelter

Even with the warmest of attire, workers should still avoid prolonged periods of cold exposure. To help combat cold shock and potential hypothermia from frigid conditions, workers need frequent breaks from the cold. For some workers, that can be as simple as a warm vehicle to rest in before returning to work. However, remote locations or in-progress areas such as construction sites often lack such a place.  As such, consider investing in temporary shelters and portable heaters to create a warm space for workers to take their breaks.  For large, hard-to-warm environments such as factories and warehouses, consider installing strategically placed heaters throughout the facility to ensure warm spaces are readily available. 

Weather Tight Boots

According to the CDC, trench foot is a significant risk when working in the cold. This occurs when feet are wet and cold for a long period of time. The moisture will cause the feet to lose heat faster, and slow the overall blood flow to the foot. This condition can even cause damaged tissue if left unattended. What’s more, this condition can occur in temperatures as warm as 60 degrees Fahrenheit.  That’s why weather-tight boots are invaluable in cold weather as they keep workers’ feet both warm and dry no matter the weather conditions.  To this end, workers should wear felt-lined, leather boots. The leather is porous, and therefore allows perspiration to evaporate. This material can also be moderately waterproofed with readily available products.  However, workers facing particularly wet conditions should be equipped with dedicated waterproof boots to keep their feet dry. 

Hand & Face Protection

When working in extremely low temperatures, exposed skin runs the risk of developing frostbite. That includes the hands and face. As such, those working in the cold need a tough, warm pair of work gloves to simultaneously protect them from low temperatures and the task at hand. Not only will gloves protect against extreme temperatures, but they will help prevent accidents caused by numbing.  What’s more, a simple face mask can do wonders to protect workers in the cold. Cold, dry weather often causes coughing and other respiratory issues. Face masks block this air as well as keep the most often exposed part of the body warm in low temperatures. However, selected face masks should not allow protective eyewear to fog. 

Winter Emergency Kit

Any time a person is exposed to low temperatures for prolonged periods, they run the risk of hypothermia and cold shock. This is true no matter how well you prepare your team. Accidents happen. Be prepared by keeping a cold-weather emergency kit on hand whether it’s included in the company vehicle or your workers’ equipment. This kit should include a warm blanket, a first aid kit, and water. Additionally, ensure workers are trained on how and when to use this equipment. 

Cold Weather Education 

Knowledge is the best equipment a worker can carry with them anywhere. Ensure your workers know and understand health and safety policies in cold weather conditions. These should include instruction on recognizing common cold weather hazards such as frostbite and hypothermia.  This knowledge combined with the equipment we have outlined here will keep workers safe and warm during the winter months.

In 2021, the U.S. Bureau of Labor Statistics there were over 2.6 million recordable cases of workplace-related illnesses and injuries. Many of these were caused by human error resulting from improper safety training or poor retention. As such, it’s important for employers to apply the best strategies in their safety training to prevent such incidents in their own workplaces.

To this end, consider utilizing ongoing training to help prevent injuries. Ongoing training helps build habits in employees to avoid and prevent injury in and away from the workplace. This requires building and sustaining a culture of injury prevention. Which is exactly what we’re going to look at today.

Continuous learning helps build safe work habits – without a disruptive time commitment.

Microlearning – A Bite-Sized Approach to Training

Microlearning is an approach to training that does exactly as the name suggests – trains employees in short bursts and at their convenience. This method establishes in everyday work lives without taking attention off primary duties. As such, it minimizes the impact of safety training on productivity without sacrificing training quality. Consistently applying this training combined with on-the-job opportunities to apply it firsthand ensures that when employees go to perform their duties, they understand how to do it safely with minimum risk of injury.

Microlearning training can take many forms, but should always be brief. Here are some examples you can use.

• Short Text – You can provide instructions in short phrases and paragraphs that get straight to the point employees need to understand to be safe while working.

• Illustrations and Photos – Visual information is fast and easy to consume. Therefore, consistently exposing your employees to instructional photos and illustration is a quick and easy way to disseminate snippets of information.

• Video – Similar to illustrations, short videos can be consumed quickly while visually demonstrating key safety policies.

• Audio – Audio-based training material can be consumed in short bursts and require little disruption in the workday.

• Games – Short, digital challenges can be utilized to engage workers during training to quickly demonstrate their understanding of safety training and policies.

And remember, the key to maximizing the effects of microlearning is for it to be continuous and ongoing,

Participatory Training – An Action-oriented Approach

Learning and retaining information is more than reading the documentation or listening to instructional guides. Rather, it has often been found that actual participation in training provides the greatest results, whether in an academic setting or the workplace. Information is best retained through the hands-on approach.

Participatory training actively engages learners and, according to the National Training Laboratories, improves retention from 75 to 90 percent. Compare this to the average retention rate of visual or live demonstrations of a mere 20 to 30 percent.

As such, consider using approaches that utilize the following.

• Discussion – Getting your employees talking about safety policy and training allows them to explore their understanding of the information with trainers and each other.

• Group Practice – Training groups in a hands-on approach not only allows them to practice safety but builds camaraderie in safety-focused workplace culture.

• Peer Training – An effective training approach can involve peers teaching training policies and practices to one another. This builds retention for those doing the instruction and for those receiving it.

Shared Learning Programs for Safety

Building safety training into the everyday lives of employees is an effective approach to injury prevention and improving overall workplace safety. A shared learning program builds a workplace in which employees communicate their learning to one another while creating a workplace culture. This in turn creates a sense of empowerment and belonging. As such, shared learning programs go beyond safety training and create a more unified workforce.

This is particularly effective in industries where work is individually distributed. As such, shared learning programs build a common understanding and language around safety culture. This unifies the workforce and enables them to share best practices on injury prevention with each other while standardizing training.

The Bottomline

At the end of the day, continuous training, regardless of the form it comes in, is an effective way to prevent workplace injury. It builds habits and makes learning surrounding safety the norm rather than a one-off exception. Making this training part of your employees’ daily lives normalizes safety training.

The methods we have discussed here will allow you to do just that – normalize safety. This creates a strong safety culture that in turn leads to less time lost on injuries and even improved employee retention.

If you want to discuss other ways to improve safety in your workplace, such as drug testing protocols, pre-employment physicals, or injury treatment, give us a call or complete our contact form.

Musculoskeletal disorders (MSDs) are a significant cause of workplace injury and ill health, costing employers thousands of dollars in workers’ compensation costs. MSDs may incur up to five times more indirect costs than direct costs in compensation. These disorders cause workers to suffer from strained muscles, nerves, discs, and blood vessels. Individuals suffering from this condition can be affected for years or even for the rest of their lives.  An MSD prevention strategy must begin with an understanding of what MSDs are and what causes them. When you are aware of these risks, you can put your resources to good use in preventing MSDs. 

What are Musculoskeletal Disorders?

An injury at work can range from isolated to chronic incidents. Musculoskeletal disorders can be debilitating when not treated properly for long-term workers. These disorders can cause cumulative trauma diseases (CTDs), which are long-term injuries induced by repetitive movements.  Musculoskeletal disorders (MSDs) refer to injuries or illnesses caused by unusual positions, repeated motion, or overexertion, according to the Bureau of Labor Statistics. An example of an MSD is a soft-tissue injury such as a sprain, strain, tear, or carpal tunnel syndrome. Slip and fall accidents and other similar incidents are not considered MSDs. 

MSDs are associated with the following conditions

• Carpel tunnel syndrome
• Pinched nerves 
• Rotator cuff injuries
• Epicondylitis
• Trigger Finger
• Muscle strains and low back injuries

What are the Factors in Musculoskeletal Disorders

Experiencing MSD risk factors causes fatigue in workers. The more fatigue there is, the more likely the chance of developing a musculoskeletal disorder. There are two types of risk factors, work-related and individual-related.

Work-related Factors

Workers who are exposed to these certain workplace factors are at a higher chance of MSD. Repetitive work, intense exertion, and repeated/persistent abnormal postures exhaust the worker’s body beyond its ability to recover, leading to musculoskeletal imbalances and, ultimately, musculoskeletal disorders.

High task repetition

A lot of job activities are repetitive, usually governed by hourly or daily production goals. High task repetition, when combined with other factors, such as excessive force and uncomfortable postures, may contribute to MSD development.

Forceful exertions

The human body must deal with large force loads in many different job duties. High force requirements increase muscle effort, resulting in fatigue and muscle damage.

Repetitive or poor postures

Uncomfortable postures cause undue strain on joints, overworking the muscles and tendons around these joints. The muscles of the body work best when they are in the middle of their range of motion. The likelihood of MSD increases when workers are using the same joints r for an extended period of time without enough recovery time. 

Employee-Related Risk Factors

MSDs can also develop due to poor practices by employees. Lack of technique, inadequate rest and recovery, and an unhealthy diet and fitness regimen can result in fatigue and overexertion of the body’s recuperation system. These factors include:

Poor work practices

Poor body mechanics and lifting practices can introduce unnecessary possibilities that contribute to MSDs. Due to inadequate techniques, workers’ bodies are further stressed, leading to an increased level of exhaustion and a diminished ability to recuperate. 

Lack of rest and recovery

Workers experience musculoskeletal imbalances due to exhaustion that overwhelms their recovery systems. People who don’t get enough rest and recovery may increase the chance of developing serious health problems.

Unhealthy habits

There are many workers who are weak that even climbing one flight of stairs makes them breathless. Musculoskeletal diseases can be caused by individuals who smoke, drink excessively, are overweight, or engage in various other unhealthy activities.  They may also develop chronic conditions, which will reduce their health and life expectancy. When workers do not take care of their bodies, they are more likely to develop musculoskeletal and chronic health issues.

Development and Implementation of Workplace Controls to Prevent MSDs

To prevent the development of MSDs, employers can take steps to assess potential workplace issues and make changes. The Centers for Disease Control (CDC) recommends a comprehensive strategy to make the workplace a safer environment for all employees. 

Engineering controls

You can reduce fatigue and the likelihood of MSDs among all workers by lowering excessive force requirements. It is best to create job tasks around the workers’ natural abilities and restrictions. 

These limitations can include:

• Mechanical assistive systems to ease the physical stress of heavy lifting 
• New packaging that includes handles or slotted handholes to reduce handling
• Adjustable workbenches 
• Accessible tools and materials within reach
• Utilize diverging conveyors to prevent job repetition 
• Diverters on conveyors so that workers do not need to lean or reach excessively
• Tool redesign to enable neutral postures

Workplace policy and practice changes

If engineering controls are not feasible or cannot be applied right away, changing your workplace regulations may be a temporary solution. These workplace regulations and procedures can be used to lessen the chances of workplace injuries:

• Reduction in shift length and overtime
• New schedule of rest and recovery breaks
• Rotation of workers for physically demanding responsibilities
• The use of “floaters” during scheduled breaks
• Proper usage of pneumatic and electric tools

PPE (Personal Protective Equipment)

Workers usually wear PPE to create a barrier between themselves and a hazard. PPE includes respiratory protection, ear plugs, safety goggles, and hard hats. You can protect workers from harsh surfaces by using padding. Additionally, good-fitting thermal gloves will help keep them warm while retaining their ability to grasp objects.

Implementation of Ergonomics at Work

An ergonomic program in the workplace addresses MSD hazards using safety and health principles. Instead of looking at this as a one-off project, it needs to be incorporated into the daily responsibilities of every worker from leadership to shift workers. Your ergonomic program can include the following elements: 

Management Control

Management must support processes that are designed to be ergonomic. The ergonomic process should begin with management setting specific goals and objectives. Managers should discuss new ergonomic procedures with employees, delegate them to specific employees, and communicate openly with the workforce. 

Worker Training

Ergonomics training should be taught in a language that everyone can understand so everyone gets the message. Trainers who are knowledgeable about the ergonomics of your particular industry are ideal. For instance, workers can understand proper lifting techniques to prevent strain and back injuries. They also know how to properly use machines and tools. You may even introduce rest and recovery methods such as warm-up stretches and cool-down poses after strenuous work. This ensures that workers know about ergonomics and its benefits and are aware of ergonomic issues in their line of work. They also understand how essential it is to report potential workplace hazards leading to MSDs, so they can be fixed. Reporting symptoms of MSDs early can assist with job assessment and improvement, preventing the development of serious injuries, which leads to lost-time claims.

Consistent Reviews of Your Ergonomics Program

To keep ergonomic processes running smoothly for the long haul, an established evaluation and corrective action method need to be in place. As ergonomic processes develop, it is critical to assess whether the goals of ergonomic processes have been met and if the implemented solutions have been successful.

Maintain a Safe Workplace

Workplace safety needs to be taken seriously, and ensuring good ergonomics is part of that. Risk can be minimized through the use of proper engineering controls, new workplace policies and personal protective equipment. Employees must always work safely by using sound judgment and ergonomic practices to avoid potential hazards. The more you change your workplace to make it a safer place, the lesser the risk for injury.

A substance abuse issue at work can be a delicate matter for employers. However, even a lapse in attention during work can have severe consequences for employees, from decreased productivity to injuries and property damage.  The National Institute on Drug Abuse (NIDA) estimates that alcohol and drug abuse contributes to more than $740 billion in U.S. crime, lost work productivity, and medical costs each year. It is best to refer employees with suspected substance abuse issues to a Substance Abuse Professional for evaluation and help.

What Does Substance Abuse Professional (SAP) Mean?

Substance abuse professionals (SAPs) are specially trained workers who help employees with drug and alcohol addictions. For instance, drivers who violate the U.S. Department of Transportation (DOT) regulations may need to see a substance abuse professional under the requirements of their employers.   The SAP administers intervention services to those in the transportation industry to maintain public safety and promote a drug-free community through DOT-related substance abuse testing and assessment. They also work as neutral parties for employers to work with employees outside of DOT regulations. 

Who needs an SAP evaluation?

The DOT mandates drug and alcohol testing for employees with safety-sensitive occupational responsibilities. CFR part 40 defines the SAP position as evaluating the employee professionally and recommending education/treatment, follow-up tests, and aftercare. It is crucial to understand that SAP is not responsible for determining if an employee can return to work. Under these regulations, it is the employer’s responsibility to ensure that employees return to work.

Employees who require a meeting with an SAP must qualify under these conditions: 

• A recent failure to pass a drug test while employed in a position involving a high level of safety
• DOT regulations and your employer have entered you into a “return to duty” process
• Your employer is subject to the regulations of federal agencies including but not limited to the Federal Motor Carrier Safety Administration (FMCSA), Federal Railroad Administration (FRA), Federal Aviation Administration (FAA), and Federal Transit Administration (FTA)

What can an SAP Recommend?

SAPs help people who fail work-related drug tests in person to overcome their addictions. They diagnose, treat, and assist employees in recovery by connecting them with resources. The following resources may be helpful: 

• Meetings with self-help groups like Alcoholics Anonymous, Narcotics Anonymous 
• Drug and alcohol educational classes
• Community seminars and meetings
• Professional treatment like residential treatment 
• Various treatment options, including inpatient hospitalization, partial inpatient treatment, and outpatient counseling

The SAP may recommend any of these separately or in any combination. They are prohibited from providing these services or referring employees to other substance misuse professionals for financial gain. SAPs provide treatment recommendations and communicate with the Employer Representative (DER) and Medical Review Officer (MRO). 

Once an SAP has recommended treatment and recovery options, they must reevaluate the employee to ensure they followed the education and treatment recommendations. This review helps the employer to determine whether the employee can comply with the employer’s treatment plan. In addition, employers may consider the evaluation when reassigning employees to safety-sensitive duties. 

What Does the Process Look Like?

In helping their employees get back on their feet, substance abuse professionals use step-by-step methods. A failed drug test will result in the following steps for the employee.

• Failure or refusal to pass a test by an employee
• Suspension of the employee from a safety-sensitive position
• The DOT-regulated process is initiated on behalf of the employee
• A Medical Review Officer (MRO) provides an employee with an evaluation of their condition
• Employees with CDLs designate SAP in the Clearinghouse
• The employee meets with an SAP for an evaluation
• The initial session involves the employee providing DER and/or MRO contact information. 
• SAP develops a treatment recommendation and/or education plan, writes and submits a report
• An employee completes an SAP-developed program
• The employee attends the SAP final evaluation

Other Recommendations After a Failed Drug Test

The SAP’s recommendations for the employee do not end after their own recommendations have been completed. Taking certain actions can help an employee avoid failing a drug test and relapsing into addiction. SAPs often recommend at least one of these to keep employees on track and stay healthy.

• Continuing Substance Abuse Education: An SAP may recommend additional classes or other forms of knowledge to prevent relapse.
• Substance Abuse Counseling: SAPs can refer employees to substance abuse counselors for help with their addictions, and they can continue to provide valuable advice.
• Follow-Up Drug Tests: Employees will be required by their employers to take follow-up drug tests semi-regularly to ensure that their habits have not changed. 

Employees who fail the final review may have to undergo the process again or face permanent termination from their place of employment. 

SAPs can help Employees Get Back On Their Feet Again

Providing staff with drug abuse assistance at work is an employer’s goal, including referrals to SAPs. A substance abuse professional can help employees maintain their jobs and lives. The advice and recommendations they provide can be useful long after their treatment is over.

 

Drug-free workplace programs must adhere to legal considerations such as privacy, search and seizure, and discrimination, and operational procedures, such as how to handle reasonable suspicions. Every initiative to promote a drug-free workplace should begin with a drug-free workplace policy.   It offers standardized procedures for implementing your program. Employees should also be informed about the policy’s expectations of substance abuse and the consequences of violating it. Creating a drug-free workplace policy is an important step any employer can take to ensure their business is as safe as possible. 

Statement of Purpose

The statement of purpose explains the company’s commitment to creating a safe, secure, and productive work environment. An organization’s statement of purpose should tell you what they want from their workplace policy, what they mean by “substance use,” and how they came up with it.  Substance Abuse and Mental Health Services Administration (SAMHSA) recommends that companies covered by drug-free workplace laws include in their statements that the purpose is to comply with applicable laws or regulations.

Coverage Under Your Drug-Free Workplace Policy

The policy should cover all types of employees, whether they’re full-time or part-time, seasonal or temporary, or interns. Certain businesses might only cover certain professions that carry a lot of risks, but others might cover everyone. You may want to restrict the program and policy to some positions if your state’s drug-free workplace laws allow it.

Key Definitions 

Definitions ensure that there are no misunderstandings regarding the meaning of the terms in your insurance policy. Consider carefully defining the following:

• Accident
• Confidentiality
• Company property
• On-the-job
• Refusal to drug test
• Under-the-influence

Employee Assistance Program

In case an employee or a family member is suffering from an alcohol or drug issue, you can provide them with a list of resources. Additionally, you need to outline how mandatory referrals would work if you offer a second chance to an employee who tests positive.  Collaboration with an employee assistance program (EAP) is an option for your business. This program covers employees with substance use disorders. However, they must use an EAP before violating the drug-free workplace policy. Your policy should outline the following for an EAP:

• What your EAP can offer
• EAP referrals to other providers and whether the company will cover the costs
• Employment, advancement, or job security are not affected by EAP participation

Rules and Expectations

There are a number of areas and situations covered in the rules of expectations of your policy. The document should include: 

• Use of illicit drugs, including state-specific regulations regarding marijuana use as medicine
• Over-the-counter and prescription medications
• Consumption, purchase, or possession of alcohol at work or at work-related events, or when traveling on business
• Expectations of a drug-free work environment for on-call personnel
• Drug use during off-duty hours
• Observance of drug testing requirements

Testing Applications and Procedures

Since drug testing is a search and seizure, it’s important to provide details about the testing procedures. If the results are negative, then adverse employment actions may follow. Your policy can include the procedures for these types of testing applications:

• Pre-employment testing for applicants prior to starting their new jobs
• Post-accident testing 
• Fitness-for-duty drug testing for aviation and trucking companies
• Random testing for drugs
• Reasonable suspicion testing occurs when supervisors test employees who display signs of drug and/or alcohol abuse. A supervisor may conduct a reasonable suspicion test if they suspect an employee is currently using drugs and/or alcohol.

You should also include evidence standards for reasonable testing, including physical signs of impairment, significant declines in work performance, and drug possession or dealing. Additionally, the policy should specify what drugs are being tested for. Additionally, be sure to inform employees of the workplace procedure for contesting or appealing a positive drug screen.

Consequences of Program Violation

Clearly state what the consequences are for violating your drug-free workplace policy. Many companies have zero-tolerance policies, but some offer second chances. Before returning to work, employees who violate the policy must undergo rehabilitation. Upon returning, they must undergo follow-up testing for an agreed-upon number of years according to your policy. 

Alignment with Business and Human Resource Policies

Keeping a drug-free workplace policy in line with other business and HR policies is important. To keep your policy up-to-date, it is best to run it by your legal counsel at least once a year. Be sure it covers everything you do in your drug-free workplace program, and that any changes to the law are considered.

Transparency is Key for a Drug-Free Workplace

A drug-free workplace policy will enable management and personnel to implement policies and operations more carefully. Your employees should receive a copy of your policies and procedures, as well as the opportunity to ask questions and receive guidance. All supervisors and managers must receive training on the program’s operations and any forms needed to administer the program. When you have a clear drug-free workplace policy, it will protect your company and its employees’ well-being.

Falls are one of the leading causes of injury and death in the workplace. In 2020, falling from heights was the leading cause of death in the construction industry with 351 fatalities.  Injuries from these incidents can range from minor bruising to lacerations to severe injuries such as head trauma and dislocation. Employers can pay an enormous amount for slips, trips, and falls, with costs ranging from $30,487 for a sprain injury to $75,190 for a dislocation.   Employees and employers can avoid fatalities by simple measures such as checking equipment, wearing proper footwear, and avoiding distractions. Employers should also make a point of creating a safe workplace atmosphere for their workers. 

Plan Ahead of a Project

It is employers’ responsibility to plan projects so that employees work safely from heights. Determine how the project will be completed, what jobs will be involved, and what safety equipment may be necessary.  A discussion of job tasks with employees is critical, as this ensures that they have adequate training to perform the tasks at hand.  Besides planning and training, employers should also ensure that workers have access to proper fall protection equipment. This includes guardrails, safety harnesses and lanyards, and other equipment designed to prevent falls from heights. 

Inspect the Project Site

Reviewing the project site for any safety hazards is an essential part of keeping your employees safe and healthy while they are at work. Staff should know any hazards in the workplace and how to avoid them. For instance, check to see if the pavement outside or the flooring of the project site has any cracks or holes. Place warning signs in, on, or near the hazards and ‌remedy them as soon as possible. A guardrail and toe boards are required on machinery or equipment where employees are at risk of falling into dangerous machinery or equipment. 

Check the Weather 

Doing any work, especially construction work, can be dangerous, especially if your employees are working on a roof or in a high-rise building. Make sure the area where you plan to set up any equipment for your construction project is level. It is also a good idea to check the weather forecast before working outdoors. Work-related activities should not be carried out during inclement weather.

Examine Safety Equipment 

Safety harnesses, nets, handrails, and stair railings may be needed depending on the job tasks. Check all equipment thoroughly before using it and never use old or damaged equipment. For instance, stepladders and ladders should have a locking mechanism to prevent the front and back from closing.   Make sure that all workers have the right footwear for their job. Shoes with rubber soles provide a better grip than leather ones do. If you plan to work outdoors for long hours during cold temperatures, be sure to let workers know to wear thick socks and thermal undergarments to keep their bodies warm.  You can have workers use safety nets, harnesses, and other fall protection gear when working at heights. Harnesses are designed to keep your body close to the structure while still allowing you enough room for movement so that you don’t slip off easily.

Provide Ongoing Safety Training

Keeping employees safe and preventing serious accidents requires regular meetings about on-site safety. Frequent site safety meetings allow workers to learn crucial safety procedures and ask questions as well as provide comments. These meetings also provide an opportunity to identify any potential hazards in your workplace so they can be eliminated before they become issues.

Fall prevention meetings should include the following topics:

• How to deal with slippery floors or other hazards that can cause falls.
• The best way to get out of a dangerous situation when someone slips or trips in the workplace.
• How to avoid falls by using equipment correctly and safely, including ladders and scaffolds.

Keep Walking Surfaces Clean and Free of Clutter

Clear paths reduce the risk of employees tripping over unexpected objects and slipping and falling. A common obstruction for employees is power, internet, and phone cords. Make sure that wires are hidden behind walls or under non-skid rugs.   Organize supplies so they are easily accessible without creating a safety hazard or tripping hazard for employees. If possible, place supplies in bins or shelving units so they are easy to reach and can be stored out of the way when not needed.

Have Proper Lighting

There is a tendency for darkness or shadows to conceal steps or other hazards. Lighting must be sufficient in dark areas where employees work to avoid trips and falls, especially when carrying heavy tools or parts of machines. A properly lit area with spotlights or illuminated steps can reduce the chances of an employee slipping or falling.

Remember Slips and Falls are Preventable

Most slip and fall accidents can be avoided by reviewing your job site and ensuring everyone has safety equipment. The key to spotting potential problems in the workplace is to regularly assess it. Taking proactive steps to prevent dangers will help you keep your employees safe.