Two leading causes of fatalities in the construction industry have been identified by researchers at the University of Tennessee's Construction Industry Research and Policy Center: falls and being run over by mobile equipment. In 2002, falls from roofs and other elevations, as opposed to falling on the same level, accounted for 20 percent of construction fatalities. Another 13 percent was attributed to mobile equipment operated by someone other than the victim. These trends became apparent as researchers reviewed data provided by OSHA.

For overall workplace fatalities, including general industry and construction, the leading cause of employee death is vehicular accidents. Further, an 18.7 percent increase in worker driving deaths has been reported in the last decade. Since vehicle miles traveled, however, have increased far more than 18.7 percent during that period — possibly as much as 50 percent — the figure is skewed. A primary factor contributing to such fatalities remains the failure to use seat belts.

In concrete production, “at risk” employees would include delivery, sales and management personnel. The prudent producer will require all personnel who drive on company business to undergo a periodic motor vehicle record (MVR) review. Many companies are also mandating biennial participation in a defensive driving course. Although periodic testing of sales and management personnel for alcohol and drug use is not yet a regular policy for most companies, implementing such a program might help prevent DUI/DWI collisions, fatal accidents, and resulting losses.

BEING SHARP

Subsequent to OSHA's Voluntary Protection Program (VPP) and inclusive STAR program, the Safety and Health Achievement Recognition Program (SHARP) was initiated. According to OSHA, being SHARP confers the benefits of “peer recognition” and exemption of the designated worksite from programmed inspection during the SHARP certification period. Program participation requires completion of the following steps:

• Request a consultation visit involving a complete hazard identification survey;
• Involve employees in the consultation process;
• Correct all hazards identified by the consultant;
• Implement and maintain a safety and health management system that addresses, at a minimum, OSHA's 1989 Safety and Health Program Management Guidelines;
• Reduce the company's Lost-Workday Injury and Illness rate (LWDII) and Total Recordable Case Rate (TRCR) to a level below the national average; and,
• Agree to notify the state Consultation Project Office prior to making any changes in workplace conditions or introducing new hazards into the work space.

Once a facility has been designated as SHARP, the certification period is good for one year. At the end of that term, an employer may request renewal for one or two years, if the following requirements are met:

• Apply for renewal during the last quarter of the exemption period;
• Allow a full-service comprehensive visit to ensure that the exemplary safety and health management system has been effectively maintained or improved;
• Continue to meet all eligibility criteria and program requirements; and,
• Agree, if requesting a two-year renewal, to conduct an interim-year self-evaluation and to submit a written report to the state Consultation Program Manager. Said report shall be based on the criteria of the 1989 Safety and Health Program Management Guidelines (available online at www.osha.gov) and include OSHA's required injury and illness logs.

In the end, the benefits of being SHARP are rather obscure, given guaranteed thorough inspections by OSHA and forced compliance, even if an employer chooses not to participate in SHARP following the inspection. Additionally, the employer must implement OSHA 1989 dead-horse Management Guidelines.

OSHA VOLUNTARY PROGRAMS UNDER SCRUTINY

The Government Accountability Office (GAO, for General Accounting Office) issued a report concluding that OSHA's voluntary programs have yielded many positive results, but that further investigation of the actual effectiveness of each program is warranted. The GAO recommended that OSHA 1) identify the cost-effectiveness of its voluntary compliance programs; and, (2) develop a guideline defining priorities and costs for the agency's voluntary compliance programs before expanding their implementation.

HISPANIC EMPLOYMENT GROWTH

OSHA continues to tackle the language barrier with additional Spanish website information, hearings, and conferences that provide training for the employer of Hispanic workers as well as for the Hispanic employee. Whether or not proposed regulations for multiple-language capabilities by employers will meet the docket remains unknown. The driving force behind such a proposal is the significant increase in fatal accidents identified among Hispanic workers as compared to those from other ethnic groups. The problem facing OSHA in its regulatory effort is avoidance of such controls by employers who may simply require all personnel to speak English in order to apply for work. As this would put OSHA in a most unfavorable political position, the agency remains cautious, but persistent, on the issue for now.

CULTURAL CONSIDERATIONS, CHALLENGES

According to an article titled “Latino Workers in the Construction Industry” by Fernando Vasquez and C. Keith Stalnaker in the June issue of the Journal of Professional Safety, specific cultural values related to work are identifiable as shared by many Latinos. These reportedly include the following:

• Authority figures are given exceptional respect. Latinos rarely disagree with persons in authority, even when the authoritarian is in error, and therefore, rarely ask questions.
• Latinos follow directives and usually say ‘yes,’ often whether or not they fully understand.
• Eagerness is not considered appropriate, as Latinos tend to adapt the passage of time to their needs, rather than let time control them (referenced from Pajewski, A. and L. Enriquez, Teaching from a Hispanic Perspective: A Handbook for Non-Hispanic Adult Educators, May 1996).
• Latinos value their jobs highly and fear employer punishment (referenced from North Carolina Health Education Centers, “Latino Cultural Values,” June 6, 2003).
• Latinos place a high value on family relations. Extended family bonds can apply to stable workplaces with low turnover.
• Developing trust requires time and is vital in interpersonal communications. Establishing rapport prior to issuing work directives is considered necessary for good communications and trust.

Bilingual supervisors, therefore, are valuable to the employer as more than simple translators. The bilingual supervisor brings an understanding of cultural differences and values necessary in establishing trust, productivity and a reduced accident rate.

NEW EHS CERTIFICATION

The Board of Environmental Health & Safety Auditor Certification (BEAC) has been recognized as a Certified Professional Environmental Auditor (CPEA) by the Council of Engineering and Scientific Specialty Boards (CESB). BEAC is a nonprofit corporation that issues the certifications to qualified applicants. CPEA accreditation is regarded as equivalent to such related certifications as the Certified Safety Professional (CSP) and the Certified Industrial Hygienist (CIH). The certification is offered for any of three subject areas including Management System, Environmental Compliance, and/or Health and Safety.

According to BEAC, market research revealed that the environmental, health and safety auditing community prefers by a wide margin to use the Institute of Internal Auditors (The IIA) and The Auditing Roundtable, Inc. (The Roundtable) joint venture to fulfill certification needs. Among these auditing groups, BEAC has captured the Environmental Health and Safety niche.

While concrete producers typically do not have corporate EHS auditing teams, CPEA certification is primarily designed for fully staffed larger corporations. Although a number of environmental certifications are available, none are as conclusive as CSP for safety or CIH for industrial hygiene.

EYEWASH AND SHOWER STANDARD

Issued by the International Safety Equipment Association (ISEA), ANSI Z358.1-2004 is an updated standard addressing design and fabrication requirements for emergency eyewash and shower units. It covers plumbed and self-contained emergency showers and eyewash equipment, eye/face wash systems, combination units, personal wash units and hand-held drench hoses. Such systems are found in manufacturing facilities, laboratories, medical offices, and on construction sites as well as other workplaces. The standard can be ordered from ISEA at www.safetyequipment.org. ANSI currently requires regular testing, marking, color-coding, accessibility and other requirements for these units.