Workplace safety is key for maintaining a successful company. With the influx of new construction workers and the expansion of construction businesses this last year, as Clearwater construction attorneys, we recommend that safety measures be put in place to prevent workplace injuries due to new and untrained employees.
In this two-part article we will discuss safety steps and measures which can be taken to ensure that a new employee can prove they can work safely. To view the second half of this article, please visit Part 2.
1. Institute a Buddy System
There should be a buddy system in place for all new construction employees. During the safety orientation process, assign a new worker to an experienced worker than can serve as safety supporter. After 30 days or so of supervision, evaluate the new hire on their training and understanding of how to safely perform assigned tasks.
2. Safety Orientations
Safety orientations should be held for all new workers, including temporary employees, before they are allowed to work on a project. Every safety orientation should go over all company policies and procedures, as well as work rules and conduct. Interactive hazard recognition and group discussions should both be included in the safety orientation.
3. Monthly Lunch and Learns
Lunch and learn programs are typically 20 to 30 minute presentations made by workers on different safety topics. By holding monthly lunch and learn safety training programs, workers can learn from their peers, as opposed to their supervisors, which is a successful way to obtain new skills and learn new safety features.
4. Address Safety Incidents in Safety Trainings
If there are any safety incidents, go over them in detail during Safety Trainings. After these meetings, it is recommended that employers follow up on the incidents through targeted messages, either by email, in employee meetings, or in trainings. The messages should be used to address the safety hazards that were involved and geared toward ways to avoid similar accidents.
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.