Atchison Nodaway Worth 49 Harrison 23 Mercer Schuyler Scotland Clark 29 of Elementary and Secondary Education Holt 47 Andrew 68 Gentry 51 DeKalb Clinton Daviess 25 Linn Adair 12 Macon 83 Lewis Marion 48 Chris L. of Education Stephen Barr, Assistant Commissioner • • • Buchanan Ray Chariton Randolph Monroe Employment Platte 10 50 58 Pike 54 Sheltered Workshops 76 27 Saline Howard Boone Audrain 22 Lincoln Franzi, Director 02 35 Jackson 38 09 Callaway 42 Stephen Coffman, Regional Field Technician Dan Gier, Regional Field Technician 24 59 26 66 Cass 04 78 36 Warren St. Charles 90 30 Henry Moniteau 07 18 60 Franklin 03 St. Louis 05 55 20 64 Bates 73 Benton 93 Morgan 57 Cole Osage 65 33 86 Jefferson 28 77 32 81 St. Clair Vernon 87 Camden 40 92 Maries 61 Crawford 80 44 69 39 Perry Barton Cedar Polk 95 Dade Laclede 37 56 Phelps Dent 62 St. Francois 94 Madison 06 41 Jasper 34 31 Newton Greene 67 Stone Webster 79 Christian Wright 74 Douglas Shannon 72 88 01 91 Wayne 63 Scott 13 Stoddard 82 17 Taney Ozark 71 52 Oregon 84 Ripley 89 Butler 43 70 Mississippi 53 15 Dunklin 90 Alphapointe 29 Industrial Opportunities, Inc. 55 Project Workshop, Inc. 73 Bates County Industries 31 Innovative Industries, Inc. 56 Pulaski County Sheltered Workshop 01 Big Springs Sheltered Workshop, Inc. 33 Jeffco Subcontracting 57 Quality Industries of the Lake of the Ozarks John S . l l e y o i i n s f 4 M r d u u te t c G F w i s i er T x x Cl l O E N nce o r P u v r e son e p c m p io am vi Ca ay ds ory S
Attachment l a ) Total expenses ( Cost of goods sold and general and administrative)................·-------- bl Less extraordinary expenses . . . . . . . . . . . . . . . . . C------- ) Le.ss direct labor ( include subcontract ) . . . . . (------- d) Less material cost..........................( _ e ) Less non-production costs supplemented by grants, etc . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . (-------} f) Overhead expenses . . . . . . . . . . . . . . . .. . .... .. . . . g) Less state aid ..............................( } b) Overhead costs that need to be offset by sales . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Overhead costs (i) I Direct labor (c) = Overhead percentage I = q·\sw\ msd.t.a \ wOf'd\ ly<NJ.it\ work\ovhd.d«
Attachment 2 a) Total expenses (Cost of goods sold and general and administrative)................. 1,180,516 b) Less extraordinary expenses.................(--- -0----) c) Less direct labor (include subcontract).....( 271..,....1.._9.;.2._ d) Less material cost ..........................(_ 93;.,. 73;....8;;...... e) Less non-production costs supplemented by grants, etc..............................< 35 ,s_o_o_ > * f) Overhead expenses........................... 779,786 g) Less state aid ..............................( 24"-l-, _4 0_7 Overhead costs that need to be offset by j sales . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 538,379 Overhead costs (i) I Direct labor (c) = overhead percentage 538,379 I 271,192 = 1.98\ * Rent paid by Match Grant from SB40 Board
Comparative Balance Sheets As of January 31,2003 and 2002 LIABILITIES AND FUND BALANCE 2003 2002 CURRENT UASILITIES Accounts Payable 4,923 55 $ 6.830 92 Social Security Fund 0 00 5.873 •6 W ithhold ng Tax 000 2.909 52 StalJt WIH Tax 1.254 79 1.260 36 Accrued Vacation 11 sn n 9 . 931 97 Unearned Postage 67 213 26 67 213 26 Total CurTent LlabllltJes 81 964 37 94 019 • 9 LONG-TERM LIABILITIES Total Llabllttles 84 9fi4 37 94 019 49 FUND BALANCE Fund Balance 1 380 969 60 ] 365 81125 Total Fund B•lance J .380 969 60 I 3§5 81125 TOTAL LIABILITIES ANO FUND BALANCE $ 1 m a $ 3':ii ;i' See Accountants'Compilation Repor1
Comparative Statements of Fund Balance 1Month Ended 1Month Ended 7 Months Ended 7 Months Ended January 31, 2003 January 31, 2002 January 31, 2003 January 31, 2002 Begmning of Period s 1,370.688 35 s 1.366.463 81 s I,3'49,399 58 s 1.358.835 57 >tus:Nel Income Closs) !038! 25 1619 56\ 31 570 02 7 178 68 "=UNO BALANCE !ND OF PERIOD s P80.as1ug i l. DU.i l ll. lt:llMl2 i 1 1 1s.ia See Accountants'Compilation Report
BALANCE SHEET As of January 31, 2003 LJABILmES AND FUND BALANCE CURRENT LIABILITIES Accounts Payable State W/H Tax Accrued Vacabon Unearned Postage s <4 9Z3 55 1.25"4 79 11.snn 67 213 26 Total Current Llabllltles &4 964 37 LONG-TERM LIABIUTIES Total Llabllltles 84 964.37 FUND BALANCE Fund Balance 1,380,969. 60 Total Fund Balance I3AQ 96.Q fill TOTAL LIABILITIES AND FUND BALANCE $ Ii§!jn187 See Accountants 'CompilaUon Report
SSI Requirements to qualify To qualify for this Incentive . a person must : o Have been eligible for an SSI cash payment for at least 1 month; o Still meet the disability requirement ; o Still meet all other non-disability requirements; Need Medicaid in order to work ; and Have gross earned income which is insufficient to replace SSI, Medicaid and any publicly f unded attendant care. The Social Security Administrat ion uses a threshold to measure whet her a person's earnings are high enough to replace his/ her SSI and Medicaid benef its. What is the threshold? The threshold amount is based on: which would cause SSI cash payments to stoo in t he person's state; and The annual per capita Medicaid expenditure for the state. If the person's gross earnings are higher than t he threshold amount for his/her s tate . the Social Secur ity Administration can figure an individual t hreshold if the person has : Impairment-related work expenses (see pages 15- 22); o Blind work expenses (see pages 46-47 ); A plan to achieve self-support (see pages 37-38); o Publicly f unded attendant or personal care; or Medical ex penses above the state per capita amount. 41 e
Production Ttthnigun Production is the primary function of your shop Before beginning p-roduction, a completed unit should be used as a reference. make up 2 complete samples ask the customer to sign off on them. one for yourself and one for The importance of maintaining a high level of production or sales: Keeping the shop financially sound means Better and safer equipment > Nicer facilities and working conditions More pay for staff and employees Job Requirement a Contract bidding Time studies Direct labor costs Material costs Overhead 5. Transportation Profit margin Other costs (equjpment purchases.rental fees, warehousing) Goal of production supervisor/manager Smooth production flow Quality is maintained Safety practices observed 4. Shipping schedules met c These goals can best be achieved by: Setting up jobs properly 2. Good quality control 3. Good safety procedures used 4 Selecting the proper people developing new skills in employees 5. Meet shipping deadlines 4.
CONTRACT BIDDING PROCESS INCLUDES . A . B. Research, Qian t visits. c Job smificatiogs D. Work mctbocts. E. Time 1h.ldig F. Determining material lyu G. Determining oycdlqd costs and possibly H. Other coltf I. Profit Maraia When all is totaled ·= "THE BID PRICE" sometimes supervisors are involved with the job bid I workup; with experience, the opportunity for involvement can increase (determining work methods, or persoMcJ)
Bid Price Breakdown SI091 tMCI U'M AB0001 W9 Rate $1UIJ..- o11 --· -" Name al pc!f'IOn Joe .Mfy ..,. Produdion IP.ece Onc:nollon lHI l- ,,,._ Total Units Total Time Slanelard fUle 1 eour.. ..,,""'"and ball t 1 1 :Ill 3000 720 00 125 0 O!lllC 2 , 000 0 00 0 IDlC 0 00 0 00 c o owe 0.00 0 00 0 0 0000 5 .. 8 , 7 8 9 10 : 0 00 0 00 0 0 0000 0 00 0 00 0 0 OOOll 0.00 0.00 0 0 0000 0 00 0 00 0 0.0000 0 00 000 0 0 0000 0 00 0 00 0 0 0000 roca1 ov.ct t..bof 0 0560 Onct l.abot $0 0560 TOUll COll.s 0 1221 Mllt9f'8I Coats Ill lh l Prof4 Oeslr..:t petcetUge(Entef "'' i• .11"1.1 Entel I 1RI 0 01221 Cus1omer es11m1tad lOl.i poecea lor enllf"e iot> 50000 m l·
Il. Job Serup and Work.flow a Good communication between manager and staff Job specificatio n sheet A jo b order fonn contains: A description of the work to be done The indjvidual steps to be used in the process 3. The rate at which each step can be accomplished according to time studies, or other means used to bid the job 4. Shipping requirements QuaUty requirements Completion date required Now that you have some knowledge of the job to be done. it's time to figure out bow to do it: Operations Chart l The chan uses frve l:>) Standard symbols Start the operations chart with the raw materials located at the beginning of the process and end it with the finished product in storage D Process Flow Chan When to USC It Help set up new jobs Useful after a job has been in process for a while How to use it - To reduce the use of unnecessary distance and time Help eliminate bottlenecks May be able to combine some operations Has there been a plan developed to allocate space for Production and/or Quality?
OPERATIONS CHART JOB:Nail Packaging DATE:August 19.20XX :B.Smyth NOTES: None Na!Js--- Open 50 lb Box Form Staple End Seal End Weigh for 1lb FUI Box Insert Product Sheet Staple Box End Pack 2Inspect Carton SealMastet Carton In Storage
CWI ASSEM BLY PROCESS " .:>tep #1. Pick up & rotate flat CU Box so that C\IVI telephone numberls toward the right of the operator . Position CU Box to lay flat at work area. Affix expirabOn label to end paneltoward ttie right of . Date:", and to be readable to the operator. Step #2. Pick up packets of Aspirin and count 15 Aspirin packets In sk>tted fixture. Operators should be trained to best insure product contains proper contents (2 tablets). To insure package consistency,operators should be trained to best Insure the packets face the same direction in count fixture and be readable to the operator. Pass count fixture to next operator. HINT: For those operators having troubte forming the CU box without causfng tears, it has been suggested to pick up ftat CU Box and massage Box joints left and right This •breaks• the stff'fness of the box and allows the flaps to f06d easier. CWI ASSEM BLY PROCESS
CWI mponent Unit Step #4 Pad< 200 Aspirin Units per master carton For consistency and count accuracy the "Packing Pattern" for 200 Units per Master Carton is: rows of 14 Units (42 Unrts per layer) layers of 42 Units = 168 Units T< La has 2 rows of 14 28 PLUS 4 extra c 32 "°wimm5"1"'r.Bllll'Ptl'Er,"WmlDIB".""lmftaminated , or smeared (print ). Less than 15 packets per box. More than 15packets per box , supuvtsor w ill be not if ied, but not rejected . Expiration date ct. ible.and. ploeanellt doc.s Mt caver box word ing. Unit conta.ener f laps closed correctly. Pockets do not stick out f rom under box f lops. Shrinkwrap seam i.s continuous with no holes. By : Kenda Maples I Jason Estel QUALITY ::avtUV'OA.C Sherry Swope 6/12/00
CWI ASSEMBLY PROCESS Page 1of4 DESCRIPTION QlY , 4/13199 0348000 (CIMn) Towelette 2 PnMded by ColenW'I Nyton Poud'I. s-x s.1rr 1 Provided by Coleman FDA I.abet, 1•x 2 1n:' 1 Potvt>eg, 9"')(7".4mil Hader Card , #82S.702T 1 S.,...Office 2 6-114'W 9"'l x 5" Hlmer Peck Bax, 6 unb per 0.1666 r x •· Label, Inner Peck Box 0.1886 1&-314WX19-718l.Jc11-1/8H MuW c.mn.(72 Unital 0.013888 12 Inner pad< Box..) ...x 8"' Labef. Muter e.rton 0.013888 C811on Seling Tape 40"' x 48" Red Dot Pallet. c1neUnb/ 2• 0.000578 U......ol 72) 10• 11· Palet Shipping Lael 0.000578 Strelctl Fiim. 1na per pallet ;,·,c.. . -;r-;;-.-:w- :::--,-.,.-;--.. · l - - - - ... -- .:...-.:I' .. • - - -- - Bllg s1lling M.::hine Wooden R.ata tor holding rww material• Wooden Count F1x1ure Left end Rjght End
) Pallet - Front View Pallet - 4'8• Side View CWI ASSEM BLY PROCESS 4/13199 • ., - •• r - - ' • r .-, 1 i ..• - - ·j Alf'/ itan not GI tp&dfied. Alff tt8fft ft\iaing .bf-okan . rusted , corroded , tom or punctured . Unit padciagiflg tom, punctured, or otftetwt.IC not as spulfied. ) l' oodcaglng not W>eJed or ....teed GI requtred.. u.... contoil., torn, punctured .rusted or con"Odcd , or oth&nw!R not GI spc.clf ted. Unit cam-.. not W>aed or wtced GI reqWred. SPEaAL NOTICE: There shall be no defects that aff ect use, appearance, or Mr'\'iceabi llty. 11115/99 Stq 7·added ploccmcnt of fl)A lAbeJ Stq 8 - rcwrscd order of ttcms in pCICMging Step 12 - Tape I.mer Pock Box closed,1time.. Step 13 • Tape I.mer Pack Box dosed .1time. Step 15 - Tape "-tcr Cor'ton dosed.2 times. Stq 16 - Tape "-ter Carton dosed, 2 times.
Users must enter an individuals’ SSN (NO DASHES OR SPACES) into the search field and press Submit SSN to locate the individual to transfer. After confirming that this is the correct individual, pressing the “Transfer” button will put the employee in “working” status at the requesting workshop and move the employee to “terminated” status at the previous workshop. An automated e-mail will be to the previous workshop manager notifying of the transfer. 16
To hire an employee, click on the box next to the SSN and click Hire. The employee’s information can be viewed by clicking on the employee’s name. NOTE: Users cannot transfer an employee in “wait to hire” status from another workshop. Please contact our office if you wish to “hire” an employee that is in “wait to hire” status from another workshop. 18
Erno 1oyee t:ame Date s tart1ng Oa te ending Job Oescnpt 1on Un 1 ts Time Prod . t. Indust Cl t.l Wage Cl t. or Task Work Prod . Stand. Prod . Stand. Wage (U) ( T} (p ) ( C ) (S) ( ":) ( I) lW l Sampl e 10 40 mi n . SO mi n 12.-s 25 .so .: n I.15 ·- - - TOTALS u = Total uni ts properly completed T = Time to complete task p = Producti on work hou r S = Industri al Standard uni ts/h r. :•% of industri al standard cl 1ent is working a t in each task £ c .. Cli en t Production u n its/n r = f x p
ManagtmeN Comnutml!fll and Emp/o)·u lnvolwmLM Demonstrating Commitment What should management do to demonstrate its commitment? Tbc fol.lowing StCpS arc recommended by OSHA in its 1995 Saftty and Health Program ASS6SS1M nt Worlcsh4t ro dermninc management's commitment to safety and health. By subsdmting the WOids "ergonomics policy" for lhe words "safety and health policy," the worksheet has bccJJ modified. The object is to score as high as pom"ble. A model program should n:cdve mostly threes and fours on each indicaux. In areas where a company scares two or lower. improvements should be made: A dear eraonomics policy emts 0 (4) The worlcf°'" can explain. and fully embraces.the ergonomics policy . C (3) A maj<Xity of personnel can explain the crgononllcs policy. r (2) Some personnel can explain the policy. 0 (I) Management can providc or state the ergonomics policy. C (0) There is no apparent policy. Clear ergonomics &oats and objectives are set and a>mmun.icated 0 (4) Workforce fully embraces goal and can explain desired results and measures for achieving objectives. 0 (3) Majority .of personnel can expla.m desired results and measure s for achieving them. 0 (2) Some personnel can explain desired JCSults and measures for achieving lhem. Management can provide or swc the ergonomics goals and ob.Jectivcs . [] (0) No apparent ergonomics goals or obFtivcs arc present
MaM gtr' s GW/k to Workplace Erg onomics 3. Management leadership 0 (4) All person nel can give examples of management 's active commitment to crgonomks. 0 (3) Majority of personnel can give examples of management' s active commiancnt to ergonomics. 0 (2) Some personnel can give examples of management's active commitment to ergonomics. 0 (1) Some evidence exists th.at.management is commincd to ergonomics. 0 (0) Ergonomics docs not appear to be a management value or significant concern . 4. Management example 0 (4) Personnel report management always follows the rules and addresses ergonomic principles. 0 (3) Management follows the rules and usually addrcs ergonomic issues. 0 (2) Management follows the rules and occasionally addresses ergonomic issues. 0 (1) Management generally appears to follow basic ergonomic principles. 0 (0) Management does not appear to follow basic ergonomic principles . 5. Employee involvement 0 (4) All personnel have ownership in the ergonomics program and describe their active roles. 0 (3) Majority of personnel feel they have a positive impact on identifying and resolving ergonomics issues. 0 (2) Some personnel feel they have a positive impact on identifying and resolving ergooomics issues. 0 (1) Employees frequently feel that their ergonomic input will not be consideJUI by supervision. 0 (0) Employee involvement in ergonomic issues is not encouraged or rewarded.. 6. Aaigned erpnomic responsibilities 0 (4) All personnel can explain what performance is expected of them and all clements appear to be assigned. 0 (3) All pcrson.oel can explain what performance is expected of them . 0 (2) Some personnel can explain what performance is cxpccu:d of them . G (1) .Evidence exists that performance expectations arc generally spelled out for all personnel
/tf QNJgemefll Commitment DNi Employu lnvolvem0tt 0 (0) Specific job responsibilities and perfonnance expectations arc generally unknown or bard to find. 7. Authority and resources far ergonomics 0 (4) All pc:rsoMel believe they have the necessary authority and resources to meet their responsibilities. 0 (3) Majority of personnel believe they have the necessary authority and resources to do their job. 0 (2) Authority and resources arc spelled out for all; but there may be a reluctance to use them. 0 (1) Authority and resources exist, but most appear to be out of the control of the employee. 0 (0) Personnel do not appear to have adequate authority and resources to perform assigned responsibilities. I. Acco11ntability 0 (4) Pcrsonnc1 U'C held accountable and all performance is addressed with appropriale consequences. 0 (3) Accounla.bility systems a?e in place;but consequences used tend to be for negative pclfarmancc only. 0 (2) Personnel a.re generally held accountable; but consequences rarely foUow performance. 0 (1) Accountability exists, but it appears to be gencn.l.ty hit or miss and prompted by serious neprivc events. 0 (0) There docs not appear to be any effort ar accountability. 9. Propam review 0 (4) In addition to a comprehensive review , a process is used which drives continuous cu:rcctioo. 0 (3) A comprehensive review is conducted at least annually and drives appropriate program modifications. 0 (2) A program review is conducted. bu t docs no1 appear to drive all necessary program changes. 0 (1) Changes in programs are driven by events such as injuries, accidents , or axnpliancc activity. 0 (0) Thee is no evidence of any program review process. The highest possible sare on this cbcdlist fcr managcmem leadership and employee involvemen t is 36. This gives indication of how a company stands in comparison to
Chapter 5 Works ite Analysis The purpose of ergonomic worksite analysis is to recognize and identify musculoskelctal hazards so tbaI they may be concctcd. It involves studying the injwy and illness records of employees , watching for panerns of injuries on jobs or at work.station s and analyzing the risks of each workstation . The cban illustrates the use of each tool and tells where they arc provided in this manual . Analyze risk factors withla e.ach job or p Symptom survey or employees Vaine; Using; Usinei OSHA 200 lop • Risk (actor c.becklists • SY111ptom First-aid logs • Job hazard analysis surveys forms Workers' comp claims Absentee records Job tnuld'er requests .u JJ 1 See pages 1 0-Sl to 10-53 ISee pages 64 to 6-13 'See Appendix C
uverneaa Masters Back Injuries - - Controlling the Problem and Lowering Workers ' Compensation Claims ..................$................. ... . . ......,i--•
overnead Masters In one year back injuries cost U.S. manufacturers over $20 billion in direct costs over $50 billion in indirect costs You and I have to pay for this in loss of jo bs in loss of raises in loss of bonuses in higher costs for cars, clothes, food, etc. Plus, human pain and suffering Ile¥.7193 Q97SA) c-.... 01,,,, . .lo.pl ........... 1 "7...USO.UO
Types of Jnjurits and Co/l/T ols INJUR Y-CONTROL SUGGESTI ONS FOR GENERAL INDUSTRY The following injury-control suggestions arc examples of control s for typical ergonomic problems. You may be able 10 use some of them as controls in your facility. General Reduce distances that employees' bands must reach. Arrange job duties so that empJoyccs can work closer ro their center of gravity (their stomaeb area). Mlnmlze This Distance Make sure that employees avoid using only one set of muscles on one side of their bodies. If at all possible.. employees should swilCb from the right side to the left side when doing work by band. Design conveyors tables, and work.stations with enough room for employees to place their feet beneath. 4. Provide easily adjusablc chairs or stools. Chairs should swivel and have an adjustable baclcrcsL The scat should be made of a padded.fabric material, if possible . When sitting in the chair, the employee's knees should be slightly higher than the hips, and the feet should either rest on the floor or a substantial footrest The chair should have padded arms, or padded armrests should be provided in another manner. S . Provide footrcstS for employees who st.and or sit A bar, rail, ledge,or adjustable platform may be used as a footrest. eBc.Dna1A LcpJ Rcpon.s.Inc. (S97)
Mo.na1us Gu.ilk to WorJ::plac Ergonomics When it is not possi ble to supply a four-legged stool with a backrest, provide a suppon stand or stool. Other types of seats that can be used if a four-legged stool is not feasible arc prop stools erjump scars. . Arrange work height to be about 26 to 32 inches from the floor when working while seated. h is preferable, however, to adjust the level of the worktable. Th.is can be accomplished by either a hydraulic or electric lift table or by designing the table so that it adjusts in the same manner as the racks in an oven. resting on side suppons. When the employee is standing, the level of the worktable should be about even with the employee's waist. The optimal wc:ning height of a standing employee's bands is about 40 to 42 inches from the floor for light assembly work. Provide all materials and tools in front of the employee. The employee should not have to reach more than 20 inches in a horizontal direction. If there is enough workspace in front of the employee, a semicircular opening in the workbench may be cut to allow the employee to get closer to the task. 9. Keep objects being band.led small enough so that they may be grasped easily. 10. Design workstations so that employees can keep thell' elbows down . The angle between the upper arm and chest should be no than 30 degrees. Bod Good 11. Design the work process so that employees can work with their palms down. The hands should at least be below shoulder level esu.sincaJ • Lcp1 Rc:poru . IAc. (S97)
Types of lnj u.riu ond Conrrol.r 12. Whenever an employee's hand or arm comes into contact with the worktable or other hard surface, pad the surface. Bod Good 13. Have employees change from a sitting to a sranding position during the work shift. 14. Ifemployees must stand on a hard floor, provide cushioned mats. Provide paddrAj um or band suppoit if al all possible to relieve some of the strain on employees' bands. The hand.rests or armrests could either be used dwing the entire wOJt shift or only during a portion of the shift. CBlllincsJ a. Lcpl R&poru , Inc. (S97)
Typtso/ ln;11ncs and Co111rou Avoid repeated direct blows co the palm of an employee's band (sucb as frequent and forceful activation of a palm button). Either reduce the amount of force needed to activate the bun.on. reduce the frequency of activation , or replace the palm button. Avoid static work -any job that involves staying io one position for too long. Vary the position and vary the muscle groups used during the work cycle. Also , provide holding fixtures or clamps for work pieces so that employees do not have to do static work to hold the part Consider a •floating• operator who is available to fill in and balance out production line problems when other employees get behind or need a break in the pa.cc. Tool Design and Redesign Provide tools with a proper grip. Hand tools should not rest in the middle of the Bod Good 2. Provide tools with padded handles. The handle should be at least four inches long. Tools not presently equipped with padded handles could be fitted with rubber sleeve guards.
Typts of /,,juries and CofltTOU . Purch ase tools wi th hand.Jes that can be supponed by two hands or, even beuer, suppon the tool by an overhead suspension system Two-Hand Support Purchase tools with wraparound handles so tlw opcrarors can hold them in the manner that is most comfonable. This can also be accomplished with a balanoe system. Avoid tools with ,precut IJ'OOVCS for finger bolds-they won't match most workers' grips. Mechonlcol Support Wroporound Handle Bodi Purchase tools with handles that can be held with a power grip rather than a pinched grip. Avoid wearing ill-fitting or stiff gloves when using tools. CBomnc:u • LcpJ Reporu .Ille. (.597)
Typts of l11Jurit.S OJtd Controls cut into the boit; lift scraps may be used when pennanem handles are not possible. Bulky objects should have handles for two-person lifting. Provide a padded rail for employees lo lean against when they nave to Jean out and reach over to pick up something. The rail should be as high as the employee's hips. if possible or.as an alternative. mid-thigh height Loads to be lifted should be 30 inches high or Jess so that employees can see over the top of them. Employees should avoid carrying loads up and down stairs. Instead, they should use hoists , elevators, lifts, etc., to carry loads from one elevation to another whenever possible. Employees should not bend to the side while lifting. Pans ttays carried by employees should be no wider than 14 to 20 inches;the tray width should not exceed the length. Trays should have handles. The load should be disaibu rcd unifonnly inside the tray and be prevented from shifting by dividers or baffles. Bins If only half of a bin is being filled, it should be the top half. Install a spring mechanism in the bottom of the bin so that the malerial in the bin is always delivered close to the top. To present pans closer to the employee,tilt large stock bins. If the bin is heavy , the till could be accomplished by a hydraulic or electric tilt device. Use bins with fold-down sides, where possible, so that the employee can have easier access to the contents. Carts, Dollys, Hand Trucks, and Other Material-Handling Equipment 1. Use cans with venical handles so lhal employees can grasp the carts at the height that is best for them. 1 2. Equip cans with large wheels or tires. Tues should be rubber or plastic if at all possible. The harder the tire and the narrower the tread , the less force it takes to push the can. 3. Wbccls on cans should have good, well-maintained bearings so tha t the wheels will pivot and roll easily. J 4 . Aoors should be free of cracks, irregularities, or bumps. Floors should be clean and have a grade inclination of no more than four dcgrus. 1 5. Carts should be pushed, never pulled
Manogu'sGuitk 10 Workploct Ergo110mics When a can is too heavy for one employee to move, two employees shou ld be assigned or a mechanized can or truck should be used. . Swivel casters should be used only when maneuvering the can in very tigh l spaces. When swivel casters are usc4 the can should be pushed from the swivel end To make sure that employees do this, inst.all me handle on the swivel end of the can. If an employee is required to push a can over ramps, any loads weighing over 500 pounds should be handled with a powered can. On flat. clean surfaces any loads weighing over 1,500 pounds should be handled by powered trucks. Vibration I . Pun:hasc and use antivibration tools and gloves. Have a professional vibratioo expert or ergonom.i st deu:nninc exposure times and rcsl break times for exposed employees. Keep antivibration gloves warm and dry. Employees' bands shou ld not be allowed to become chilled. . Advise employees to avoid smoking while working with vibratin g tools. (Smokin,g decreases blood circulation.) I J S . Train employees to bold tools as lightly as possible (and still do theirjobs safely). Provide tool rests whenever possible . Tools should be used al the lowest speed possible. These detailed suggestions will help you to focus on any ergonomi c problems that may exist Oil jobs in your facility. A thorough worksi1e analysis will rake time and and input from employees, sengineers, safety commince members. and managers will help give you the comprehensive input nccdcd to dctcnni:nc the degree of your ergonomic problems . Witb these injury CODD"Ols in mind. let's tum to a discussion of specific repetitive motion injuries. eBusmca.1 .t Lcpl R cpon.a, lnc:. (597)
SAMPLB ---- lupe r¥ l lOI JW[A CYC PAbftrnON Mt DC 00111 • Af l UI rROPlR l"SIRUCJJOflS llAft ICUt ' SAit 1v Ou ll C I RCLE OHE l. Hot.Es SHOULD IE CENTER ru11cttEO F111s1 . T f 7. lttE DR I L L SHOULD IE ur,,L UGGED TO CllAtfCif 5, A1..L WORK SllOULD DE CLAMPED SECUltEU WllEH DR I LLING. 1 f 6. 8C SURE TlllGCiE , l. SE LECT ntE COfUIEC l OO I LL 81 AHO '10UHf I T SECURELY TO 11 fUU DCPftl OF THE CH\J C•. 2. SECUA (S10CK TO IE OR l \ LEO SO lltA l IT W i ll HOT HOV OUR I HG TltE OPERAT I Ofl , 3, Aft( SURE Tit( SW IT CH I $ "01 MO Ct!UCI( KEY JIEfU>VCO 8((01 COlfltE C T I HG TO POWCR SOURCE A tl J . l f 3. (AJUIY THE DR ILL IT lttE SWI TCH IS OFF FORE rLUGG l "G I" lllE POWER , 1 f COflD . T F II. EvEH.STEADY PRESSURE SHOULD IE USED WHEH .- OR I Lll llG • T f 0 J OEHTl f Y PAJITS TR I GG :;';(j fC
Weekly Area Safety Inspection Is work area neat and organized (housekeeping good)? y N Are all exit.s clear? y N 3) Are all employees using equipment trained and authorized on that equipment ? Y N 4) A re tripping hazards, or other obstructions present? y N 5 ) Are wires and electrical connections being used safe and without defect? Y N 6) Has anyone been quilty of horseplay this week? N Has safety meeting been held this week? y N Are there other unsafe conditions tha t are apparent to you at the time of this inspection? Y N If SO, what ? What was done to remedy it? Supervisor Date 27
HAZARD COHHUN!CATION PROGRAM Select a hazardous communications coordinator (a trainer is optional) Inventory hazardous chemicals A . list the hazardous chemicals at your workplace (such as warning labels &nd MSDS 's ) !Il. Label all luzardou.s chemical conuiners, requirements include: A . identity of chemical B . appropriate hazard warning s and precautions C.name, address and phone of source D. first aid instructions !. aethod of disposal r:v. Material Safety Data Sheet requirements :(for each chemical)Note : there is no sc.andarc form A . identity of the subsce B . name, address a.nd phone of source physical and chemical characteristics fire and explosive hazards E.reactivity information F. hu.lth huuds G . precautions for handli.ng, u.se and storage personal protective measures emeraency first aid *"* Copies of KSDS •he•t••hould be available to employees V. Employee Training- ba.s ic information A . inform employeu of ba%.&rd chemical they may encounter . B . e.xplain physical and hulth hazards C . e.xplain hov to recognize b.uudou.s cte.mic:&ls by color.oder, and appe.aranc• D. identify b&zard.s most likely to be er.countered. E. h.&&ard.s of non-routine jobs F. instruct employeas in proper ha.ndlinb, storage and a&f ety prec:autions ( i.e., clothing, equipment ) G. point out t.hin1s you are doing to protect employees such as ventilation or en1inee,rin1 C-1.&Dges explain varning labels- alert for d.ac.aged labels to be replaced explain aterial safety cat.a sbeet.s J. reviev details of your bLz&rdous coam:unication program vi.th your employee.a ** (it vould be vise. to have your employees sign a •tatemant that they have received this training) ** (updating ia also required vhen naw c:.acrials are used or rev ised ) 53 , I
. Written Compliance Plan . doeu.me.nt in vriting each step of your haza=c communications plan B. this plan includes: l. list hazardous materials located in vorkplaco 2. describe labeling and varning syste.m J . describe met.hods of explaining KSDS 's 4 . docume.nt bow you vill train your ecployees ( the metbod ) 5. describe training for non-routine jobs BrnEFITS : l > Both company and e.mployee.s benefit in h.aving a quick and safe response to an emergency 2> Safer, more productive workplace 3> It may allow you the opportWlity to replace hazardous chemicals 54 (
U.S. Department of Labor Occupational Safety • Health Administration osha.gov HyOSHA Search ,_::; ='I @Cl Adva nced Search ' MaterialSafety Data Sheet May be used to comply With OSHA's Hazard Communlcatfon Standard, 29 CFR 1910.1200. Standard must be consulted tor speofic requirements. U .S. Department of Labor Occupatronal Safety and Health Admimstratron (Non-Manaatory Form) Form Approved OMS No. 1218·0072 IDENTITY (As Used on Label and Ust) Note: Blank spaces are not permitted. It any Item Is not appllcable, or no Information rs available,the space must be marked to Indicate that . Section I I Section II - Haza rdous Ingredients/ Identity Information Hazardous Components (Specific ChemicalIdentity; Common Name(s)) Other Limits TLV Recommended % (optJonal) . .osha.gov/dsglhazcom/msds-osha 174/msdsfonn.html 3/24'2005
I Section VIII - Control Measures IRespiratory ProctectJon (Specify Type) 1ventllat1on II Local Exhaust IISpecial IProtective Gloves IEye Protection !Other Protective Clothing or Equipment I lwork/Hyglenlc Practices I • U.S.G.P.O.: 1986 - 491 - 529/45775 @ m roo 'H)tt't£.oSba .goy Occupational Safety & Health Administration 200 Constitution Avenue,NW Wdshrngton, DC 202l0 Page rast upt bttp:/t 174/msdsfonn .html 312412005
'.\10 T FREQtETL \ :\ KED Ql"E TIO:\" Q .\re back-u p alarms requ A Onl\ on construction !>Ile or 1f a physical d1sabilit\' dictate ( Blind or deaf) Q Can front end auachmem s or extended forks be added 10 fori...hfts., 4 2 I &4 2 :A.\.SJ A ot without the manufacture ·s pnor wn uen appro\-al 3 Q A.re spmner knobs pennaned ., 4 7 t ne\' I993 > A.'.l'\Sl A pinner knobs are penmued and must be wu hm the periph ery of the wheel and installed b\ the manufac1urer 4 Q If someone has been tramed by a previous employer do they have to be retrained ' A Sec 4 19 2 A! 1Sl and compare to new 1910 178 (1)(6Xii) It is possible that pn or experience and training could suffice under the new law However. documr:ntat ion requirements under the new standard make il extremely difficuh such that new operators will require training an almost all circumstances Q A.re seat belts and/or wing end seats required'> 5 3 19 Al'\S I A If scat belt s or wmd end seats are installed they must be used They may not be added or removed from the lift except by manufacturer or their representative 6 Q Hov. often do forklifts have to be i nspected '> 5 5 I ANS I A i.\t the begmrung of each sh1fi 7 Q Ho\.... do LP Lanks have 10 be msLalled,, A They must be onented on the locator pm "hen mounted honzomallv 1 910 I 10 (e)(5)(iv)(b) 8 Q Can more than one person ride on a forklift,., "o. unless there 1s a second seat installed b}' the manufacturer for that purpose 27
CAS Numb er -- Chemical Abs t rac:s Service r.umber chat speci f i cally identi fies chemicals NSUERS: Hov can I find the specific cheoical name of this substance as i t is ident if ied by :he Chemical Abstracts Serv ice? 60
KATERIAL SAFET'f DATA SBEET Physical /Chemical Data Selon 111 ·Physlcal/Chemlcal Charactens1ics 201hng Poin1 So1c::11c: Gravity (H"'O•l l Pr usur t v:1m ri<;J I J Mt llrng Fo1ru Vapor Densny (AIR I ) E•1acoratton Ratt (Butyl Ac11a11 ·\ Sotucd11y rn Wa1er Acoeanca anc Cc:lr (f) l . A t 11ha : tem pera c u re 11111 ch is chemical change to a vapo r ( co become a possible inhalation hazard )? 2. P.011 fas t does t h is chemical en ce r t he a:r (o becor.ie a possi b e in ha la t ion ha za rd )? 3. lli ll c his chem ical as a va por r he o r sink i n t h e ai r ? ( If t n e vapor r ises in air, t hen i t could become a poss i bl e i n hala t ion hazard .) 4. Uill this chem ical float on va ter or si nk? 5. Ho11 fast does t h is chemical en t e r :he a:.: (:o become a poss !:> _e inhala t ion haza r d ) ? 6. n t h is chemical be mixed n a t er ? Can :de t ec t th is chemical by che i t looks and /or by the vay 1c smells ? 63
KATER.IA!. SAPl?T Y DATA SBEE7 Fi re and LXploson Hazards Section IV • Fire and Eptosion Hazard Oa1a F asn po1n1 (j) I-=- ® Sceoa.J Fre F ;:•::n9 Frcaavres Unusuai rte ana S1cs1on t"a.uros Hou la .ma ble !.s his cheo1:a:as a .qu1c? r.o\. soon 1.11 1 the liq u !d 'bu:st 1n co :lace ( :o oecor.1e a ?OSS b le E: re and explosi on nazara ):n tne presenc e o:an 1gn1 t!on sourc ? Z . P.o ex p los i ve is th s che 1cal in a1r? 3. Vha t eq u i pmen t do I need co put ou t a fi re t ha t invo lves t h is chemica l? 4 . Vhat shou ld I d o (and NOT do ) vhen respond ng to a f i re ha t i n'lol'l es ch is che:uca::' 5 . ·ha t o ch e r ha:a r could : esu l : t h:s chemlca.:. b u ns o r e:q:: od es "
HAZARDOUS HATeRIALS ROUTES OP ENTRY Route Exam ples Precaut ions" Inha!.a t ion Breathi ng mists, dust, vapors , par ticles Use adequace and proper v ent1lac ton ea r p e r sona: p ro ec t!v e equ i pmen t such as resp i ra to r s . gloves A bso r p d on Being exposed t o a hazardous material t hrough the skin ear personal protec t iv e equi pment such as gloves Keep ha araous suoscances in designat ed areas only Clean u p spills and i111111 ediately leaks Avoid d i rect con tact ui th a hazardous oacerial -- ash tho roughly after contac t Inges: or. Suallovtng some :ning i::. ha t nas become concat:unaced Touching the mou th ui th a hand af ter contact 11i th a hazardous substance Keep hata cous suos ances !n des1gna:ed ares only Vear pe rsonal protecti ve equipment such as gloves Vash thorouihly after contact and before touching any thing Allov no food a :e a s ·.1 1 t !'\ substances ic ems in ·.1o ck h a z a r d o u s •Examp les of possible solut ions only. Al ays cneck the Hat erial·Sa ecy Data Sheet tor spec1 t1c precautions to cae .
H.ATl?AIAL SAFETY DATA SHEET Control Heasures Section VIII • Control Measures V tntuat:on (j) Cinar 0 1tc:rvt G..evu 01ner Pro11c:rve C!o1;11ng or cu1pmant @ ® 1 . Vhat kinds of respirat equipment must :use vi th t his chemical? Are specal types o E ventilation required in areas vhere thu chem ical is used? Vhat kinds of eye protection must :use vi th this cheQical? 4. Vhat kinds of gloves must I use vi th this cheaical? 5 . !Jh t good health pract ices should I follou :o help con c:o:t he na arcs roe vork1ng 1th chis che ical? 6. Are ocher kinds of equipment and/or p o t hen using this chemical? 72
successful completion of training in this area The pecsons observed should be given time to practice the work to be perfonned in order ro provide them with opportunity to overcome the initial learning curve The persons observed shall be trained to use the specific work method and tools which are available to workers with disabilities empJoyed under special minimum wage certificates. Appropriate time shall be allowed for personal time. fatigue, and unavoidable delays. Generally, not less than 15% allowances (9-10 minutes per hour) shall be used in conducting ume srudies Work measurements shall be conducted using the same work method that will be utilized by the workers with disabilities When modifications such as jigs or fixtures are made to production methods to accommodate special needs of individual workers with disabilities, adclitionaJ work measurements need not be conducted where the modifications enable the workers with disabilities to perform the work or increase productivity but would impede a worker without disabilities. Where workers with disabilities do not have a method available to them, as for example where an adequate nwnber of machines are not available, a second work measurement should be conducted 3
ADDITIONAL PROVISIONS OF FAJR LABOR STANDARDS AMENDMENTS OF 1961 (75 Stal 6.5) [PUBLI C LAW 87-30) [87TH CONGRESS] fFlRST SESSION] AN ACT To amend the Fai r Labor Sta_ndard s Act of 1938, as amended , to provide coverage for employees of large enfA!r'Jri8e8 enpged in re.tail trade or service and of other employen engaged in commerce or in the production of goods for commerce, to increase the minimum wage under the Ad of $1.26 Illh and for other purposes. & it enad.ed. "r Ute &Mu and. H<lUU of &prumlativu of tll.e Umt.d Statu of AJMric4 in Ccngrua That thia Act may be cited as the "'Fair Labor Standards Amendment.a of 1961." (Sections 2 to U. induaive, of the Fair Labor d.ardl Amendmenu of 1961 ame.nd the Fair Labor Standards Act of 1938, and an incorporated in their proper place in the Act.] EFFECTIVE DATE SEC. 14. The amendments made by this.Act &hall take dfect upon the expiration of one hundred and twenty da15after the date of its enactment, except u othenriae providedln such amendments and except that the authority to promulpte neceauy .rerulationa. or orders W'lth rep.rd to amendment.I made by thb Ad, under the Fair Labor Standards Act of 1938 and amendments thereto, lndudbt&' amendments made by this Act. an., be exerclled by the Secretary on and a.fler the date of enactment of this Act. Appa09ed May 5, 1961.
area b'Om which the labor force of tbe oommunh,. la drawn. <k> worker"' means a worur •bo baa Je&rned I.be buac ele· mmm or reQWremmra of the work to be perfarmed,. ordlDar1l7 bJ UGC Of & OJ' ·tn.1n.tnc period. T7Plcall1. IUCb a worker wW baft reoetNd at lMll one PQ r&iee alter "Ut'CWful COlllpleUan of tbe O.t10Dl.r7 or tn.manc pertod. •UL4 1Nltien. With respect &o PAUent workers, u detJned tn 1126.J<e>.a maJor l&c\or in det.ermJD1nc U an t rel&· Uoftlhlp uJlt.a la wbeeher &be wort Pftfonned Ja of any comequenU&I oomic be.oelJt to the tnaUtutJon. Oen· erallY. wort aha1l be oonaidered &o be of u.enUal ecooomJc benef it 11lt
orken wtt.b dilabWU•on t.be orem· ._ of an employer dela1bed above. the nee paid to the empJoJef"• rienced workers may be u.aed u p va1lJnl.
> lodJvtdual contacted Wftb1n fln:n such worker iien.ployed. 1bJI tecbnkrue. u e'ridenced bJ 1ucceuru1 >aree; ••> nUe of lnd.IYlduaJ c:ontacc.e¢ <I> Wece rue lnlormaUon Pf'OY1ded: <t> Brief de9cripUon of work for wbkb we lntonn&tJon ls provtded. meot ..., be latlaf..S bJ m•k'ni copies of Lbe cerWlca&e aftDable• Wbere a woR.er Wft.h dla&bWU. dJI. Plan an undent&ndlnl of the terms or a certificate and request.I Lbal other c:ompleUon of tra.ln1nl In Lb.II uee... Tbe penom ot.m abou.ld be stven UIM to Pftd,&oe \he wont 10 be PCT· fanned ln onkr to protSde them wtlh an opportu.nJty co a.et come t.be lnJtJ&J
I 11Lll ._......... ••••,.... s..,. . OI' When app1oprt . at.e CID t..be cue of r .da t.be W'Ol'kers' ) t.be nferrtnc asmc7 or . of wmten em· J)lored under ll*Ml m•nbnam waae cerUtJca&ea abal1 m••ntalD and bat'e aftllable for tDapec=t&Qn records LDdl· catanc: (&) VertfieaUOD oJ the Yorkers' aNllUea: <b> l:Ytdenoe of t.be producUYit.J' of e.cb wlt.b a d'"bWU sat.bered OD a CODUDWnc bula or a&. pa1odlc In· t.enall <not t.o exceed atx moot.ha tn the cue of emplo)'em paid houri.)' wase ,....>: (C) The ...... paid wort · en oot dWbled for tbe Job performed who are emploJ'ed ID IDdult:r7 ID the Yk:ID.H.J for 1• nt:aen1 &be w t.n>e of won uams lllm.ll&r llMthods and equ&pment. u that med b1 each worbr wtt.b At•NUU. emplo unde1' a IP9d&I mllllmum w..-e oerUll· cat.e l..Ulo 1111..lO<b> uuUdl>: Cd) Tbe prodamloD kaDd&rdl ud l\IPPGrUnl documeatataon for DODdf.I.. &bled worten for euh Job betnl per. fonned b7 won.. with dilabWUel employed under IP9Cta.I oerWJmJ,.es: and