If you think workplace safety is the responsibility of the safety committee or senior management only, think again. Recognizing workplace hazards is everyone’s responsibility including the work crew, supervisors, and company president—basically, every individual on the job should be cognizant of unsafe workplace conditions.
Every construction professional should be trained to identify, report, and participate in the prevention of workplace hazards. Failing to recognize and rectify unsafe conditions could lead to an OSHA violation if your job site is inspected by an OSHA inspector. Fortunately, our Miami construction litigation attorneys provide construction professionals with counsel on a range of OSHA matters including prevention, inspections, investigations, and citations.
What Causes Unsafe Conditions?
There are causes and effects to every accident. Shockingly, many causes of unsafe conditions are due to a lack of common sense, improper attitudes, or the inability to recognize safety hazards. Below are examples of unsafe conditions or actions that lead to accidents:
- Poor housekeeping
- Using defective tools and equipment
- Horseplaying or being distracted
- Failure to use machine guarding
- Failure to install warning systems
- Working in unsafe weather conditions
- Not dressing appropriately for the job
- Careless handling of materials and storage
- Not following directions or heeding warnings
- Failure to wear proper personal protection equipment
Ongoing safety training and enforcement is a must if you want to see a decrease in the above unsafe conditions and acts which will prevent accidents at your job site.
What to Do After Discovering an Unsafe Condition
When an unsafe condition is discovered, if possible, the condition should be corrected immediately. Unsafe conditions or acts should be reported to the appropriate authority for correction. This also includes reporting near misses, which will help to prevent future occurrences.
Disclaimer: The information contained in this article is for general educational information only. This information does not constitute legal advice, is not intended to constitute legal advice, nor should it be relied upon as legal advice for your specific factual pattern or situation.