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What is OSHA and its importance?

The Occupational Safety and Health Act 1994 (Act 514) is a piece of Malaysian legislation which was gazetted on 25 February 1994 by the Malaysian Parliament.

The principle of the Act is "To make further provision for securing that safety, health and welfare of persons at work, for protecting others against risks to safety or health in connection with the activities of persons at work, to establish the National Council for Occupational Safety and Health and for matters connected therewith."

The Act applies throughout Malaysia to the industries specified in the First Schedule. Nothing in this act shall apply to work aboard ships governed by the Merchant Shipping Ordinance 1952, the Merchant Shipping Ordinance 1960 of Sabah or Sarawak or the armed forces.

List of regulations under this Act:

Occupational Safety and Health (Employers' Safety and Health General Policy Statements) (Exception) Regulations 1995

Occupational Safety and Health (Control of Industry Major Accident Hazards) Regulations 1996

Occupational Safety and Health (Safety and Health Committee) Regulations 1996

Occupational Safety and Health (Classification, Packaging and Labelling of Hazardous Chemicals) Regulations 1997

Occupational Safety and Health (Safety and Health Officer) Regulations 1997

Occupational Safety and Health (Safety and Health Officer) Order 1997 Occupational Safety and Health (Prohibition of Use of Substance) Order

1999 Occupational Safety and Health (Use and Standards of Exposure of

Chemicals Hazardous to Health) Regulations 2000 Occupational Safety and Health (Notification of Accident, Dangerous

Occurrence, Occupational Poisoning and Occupational Disease) Regulation 2004

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Importances:

To Comply with Applicable Occupational Safety and Health Acts & Regulations ~

Conduct quarterly OSH Workplace Inspection. Conduct quarterly OSH Workplace Inspection. Identify relevant Malaysian Safety and Health and other Safety and Health

requirements that are applicable to the safety and health hazards of ISH activities, products and services.

Obtain information regarding any new or updated Act, Regulations and Statutory Requirements.

Source for new copies of the amended Acts, Regulations and Statutory Requirements.

Review & update Legal Register periodically and when necessary. Ensure copies of relevant statutory requirement are available at locations

affected by the legislatives.

Training:

Create awareness to new staff Poster display at corridor Personal/ co-workers’ safety Physical and health hazards of the chemical associated with jobs within the

facilities and how workers can protect themselves Update and brief staff with latest information regarding regulation & Acts,

processes related to work periodically and when necessary. Conduct safe practices audit to ensure compliance. Encourage staff to report any unsafe practices and non-compliance on the

statutory requirements Evaluate compliance by reviewing audit reports, records, facility inspection,

feedback from statutory authorities, etc.

Administrative control

Collection of incident data Conduct investigation Monthly 5S inspection Analyze data collected Identify gaps of weakness Recommend appropriate corrective/ preventive actions to Management Initiate remedial measures, policy and protocol changes if necessary Monitor and evaluate the effectiveness of corrective/ preventive action taken

Work practices control:

Evaluate existing risk control measures are sufficient to minimize risk Review & update Work instruction/ HIRADC periodically Review processes when necessary

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Personal Protective Equipment:

Provide appropriate PPE accordingly Encourage and ensure usage of PPE Monitor compliance in the utilization and periodic check on the PPE

condition.

Job specific:

Orientate prior to placement to the job Hands on training prior to placement to the job. Maintain Zero Work Related Illness

1. Site analysis: Identify existing hazards, condition, operations & situation Include close scrutiny & tracking of injury reported Incident records to identify patterns that may be the casual factors

Collect suggestions/complaints and analyze

Training:

Create awareness to new staff Poster display at corridor Physical and health hazards of the chemical associated with jobs within the

facilities and how workers can protect themselves Update and brief staff with latest information regarding processes related to

work periodically and when necessary Involvement of Government agencies

Communicate to staff relevant and updated information from Government in the event of an epidemic/pandemic

1. Instill culture of:

Observe personal/co-workers’ safety Protect co-workers from injury Blame-free environment for reporting sharps injuries and injury hazards

Handle all blood and body fluids as if they are infectious

2. Sharing and update of information regarding nature of incident through: Services/Units meeting Reminders in doctors’/staff rest roomsIn-service education program

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Administrative control:

Collection of incident data Analysis of data collected Identify gaps of weakness

Work practices control:

Strengthen infection control practices Work instruction/ HIRADC Review & update periodically

Personal Protective Equipment:

Provide appropriate PPE accordingly Encourage and ensure usage of PPE Monitor compliance in the utilization

and periodic check on the PPE condition Legal and other requirement:

Identify relevant legal and other statutory requirements Update and brief staff Monitor compliance

Job specific:

Orientate prior to placement to the job Hands on training prior to placement to the job.

Medical program:

Provide relevant medical screening program for employees working in the critical zones.

Provide appropriate vaccination when indicated Prompt treatment and investigation Towards Zero Incidents Collect suggestions/complaints and analyze

Encourage incident/near miss reporting

1. Sharing and update of information regarding incidents of needle prick injury through: Unit meeting Reminders in doctors’/staff rest roomIn-service education program

2. Instill culture of:

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Observe personal/co-workers’ safety Protect co-workers from injury Blame-free environment for reporting sharps injuries and injury hazards

Handle all blood and body fluids as if they are infectious

3. Site analysis: Identify existing hazards, condition, operations & situation Perform observational rounds and encourage staff to report near misses and

observed hazards in the work place. Collection of incident data and analysis Identify gaps of weakness and solution to overcome the weakness Include close scrutiny & tracking of injury reported Incident records to identify

patterns that may be the causative factors

Training:

Provide regular update and latest information regarding products available to minimize needle prick injury

Organize needle prick exhibition Poster display at corridor Capture potential ‘risk’ photo and display in notice board Physical and health hazards of the chemical associated with jobs within the

facilities and how workers can protect themselves Update and brief staff with latest information regarding Regulations & Acts,

processes related to work periodically and when necessary Conduct training for staff before introducing needle free products Ass ess &

educate technique in handling injection / sharps

7. Elimination:

Eliminate unnecessary use of needles and sharps wherever possible Use IV delivery system that do not require needle access

8. Engineering control:

Implement the use of safety IV catheter Evaluate samples from vendors Proposed to Management for purchasing Use instruments, rather than fingers, to grasp needles, retract tissue and

load/unload needles and scalpels Ensure availability of sharp bin so that “sharp” item can be disposed off immediately at site of generation

Work practices control:

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No recapping Avoid hand-to-hand passage of sharp instruments by using a tray or “Neutral

Zone” Give verbal announcements when passing sharps Proper disposal of sharps after use Engage consultants’ cooperation and

support to dispose off sharp themselves after procedures

Administrative control:

Work instruction/ HIRADC Review & update periodically Data collection of incidents / accidents

Job specific: Conduct spot check on work practicesZero tolerance for unsafe practices

Counseling service:

Trauma crisis counseling Critical incident debriefing

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In this tremendous Developing era of economics we have been noticing that lot Foreign direct investment are invested in developing country such as Malaysia, Thailand, China, Brazil, India and many other countries. These changes in economic development will start to provide lot of job opportunities. Blooming of this opportunity will course people to work to get paid and employer will l take lack of interest on the occupation safety point of view. The employee will have least cautions on the safety because there not educated or expose to occupational safety .For country like Malaysia to protect the rights of the worker occupational safety and health act was introduced in 1994.But there are developing country still din’t have this act. On the estailaishing safety and health program by implementing the responsibilities of everyone involve in working environment .

Employer’s responsibilities

Employers have both general and specific responsibilities related to hazard control and worker health and safety. In carrying out these duties, management—from the chief executive officer through to the first-level supervisor—can demonstrate their commitment to health and safety in the workplace.

General responsibilities

• Ensure the health and safety of the employer’s workers and other workers

present at the workplace.

• Establish occupational health and safety policies and an OHS program.

• Provide general direction to management, supervisors, and workers about

their responsibilities and roles in providing a safe and healthy workplace.

• Provide specific direction and delegate authority to those responsible for

health and safety.

• Consult and cooperate with individuals carrying out occupational health

and safety duties (including joint committee members, worker health and

safety representatives, and WorkSafeBC prevention officers).

• Provide workers with the information, instruction, training, and supervision

necessary to protect their health and safety.

• Provide supervisors with the support and training necessary to carry out

their health And safety responsibilities.

• Provide and maintain protective equipment, devices, and clothing, and

ensure that they are used.

• Make a copy of the Workers Compensation Act and the Occupational

Health and Safety Regulation readily available for review by workers.

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Hazard control responsibilities

• Identify potential hazards through regular inspections and either eliminate

or control the hazards without delay.

• Remedy any workplace conditions that are hazardous to worker health or

safety.

• Develop written safe work procedures.

• Encourage workers to express concerns and suggest improvements on

health and safety issues, for example, through safety talks, meetings, or

consultation with worker representatives.

Supervisor’s responsibilities

Supervisors should give health and safety the same priority as productivityor quality control. They must know and comply with occupational health and safety requirements. A supervisor is defined in the Occupational Health and Safety Regulation as “a person who instructs, directs and controls workers in the performance of their duties.” Any worker (management or staff) who meets this definition of supervisor has the responsibilities of a supervisor for the workers under their control.

General responsibilities

• Ensure the health and safety of all workers under their direct supervision.

• Know the WorkSafeBC requirements that apply to the work being

supervised and ensure that they are followed.

• Ensure that workers under their supervision are made aware of all known

Or reasonably foreseeable health and safety hazards where they work.

• Consult and cooperate with joint committee members or worker health

and safety representatives, and cooperate with others carrying out

occupational health and safety duties (including WorkSafeBC prevention

officers).

• Ensure that the appropriate personal protective equipment and clothing

are available, properly worn when required, and properly inspected

and maintained.

• Investigate unsafe conditions reported to them and ensure that corrective

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action is taken without delay.

Workers’ responsibilities

Workers have general responsibilities for their own health and safety and that of other workers. In addition, they have the responsibility to refuse unsafe work; discriminatory action cannot be taken against them for refusing to do unsafe work.

General responsibilities

• Cooperate with the joint committee or worker health and safety

representative, WorkSafeBC prevention officers, and any other person

carrying out occupational health and safety duties.

• Learn and follow safe work procedures.

• Be alert to hazards, and report hazards or problems to the supervisor or

employer.

• Use the protective clothing, devices, and equipment provided.

• Perform work in a safe manner. Do not engage in horseplay or work while

impaired By alcohol, drugs, or other causes. Responsibility to refuse

unsafe work

• Refuse to do work that they have reasonable cause to believe

wouldcreate an undue hazard to the health and safety of any person.

• Immediately report an unsafe situation to their supervisor or employer.

Prime contractor’s responsibilitiesIn a multiple-employer workplace (where there are two or more employers working at the same time), a prime contractor should be specifically designated as a prime contractor for the purposes of the Workers Compensation Act through written agreement. If there is no written agreement, the owner is deemed to be the prime contractor. Each employer at a multi-employer workplace must designate a supervisor and inform the prime contractor of the supervisor’s name.

General responsibilities

• Ensure the coordination of occupational health and safety activities of

employers, workers, and other persons at the workplace.

• Establish and maintain a system or process that will ensure compliance

with occupational health and safety requirements at the workplace.

(Individual employers are still responsible for the health and safety of their

own workers.)

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Owner’s responsibilities

The owner of a worksite has responsibilities for a safe and healthy workplace. These are in addition to any other responsibilities the owner may have as the employer or prime contractor.

An inspection team includes both worker and management representatives. The team should be familiar with the work process and, whenever possible, include members of the joint committee or the worker health and safety representative.A worksite inspection checklist can help ensure that inspections are thorough, results are recorded, and the inspection process is standardized. A checklist is particularly useful in guiding those unfamiliar with the inspection process. The checklist should be adapted to suit the needs of your workplace.Any unsafe or harmful conditions found during a regular inspection should be reported immediately to the supervisor or employer and remedied without delay.Record and communicate all significant findings. Provide a copy for the joint committee, and make a copy available to workers .

The Occupational Health and Safety Regulation requires written safework procedures for a number of activities. A written safe work procedure lists the steps in doing a task safely—for example, it tells how to safely lock out a piece of equipment before doing maintenance.

Here are examples of some of the activities where the Occupational Health and Safety Regulation requires written work procedures:

• Lockout

• Confined space entry

• Fall protection

• Personal protective equipment

• Violence in the workplace

• Emergency evacuation

• Chemical spills clean-up

• Asbestos removal

• Working alone or in isolation

Not all tasks require detailed written procedures. Other types of written instructions may be appropriate. For some tasks, safety issues can be addressed verbally in crew talks or during training. In deciding whether or not written procedures are required, consider the following:

• The requirements of the Occupational Health and Safety Regulation

• The level of hazard

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• The number of workers doing the work

• The experience of the workers

• How frequently the work is being done

• The severity of injuries that might result if correct procedures are not

followed

• Recommendations for written procedures as a result of an inspection or

investigation

Written safe work procedures should be developed in consultation with the joint committee and workers who do the job. Provide workers with copies or post the procedures in the area where the work activity occurs.Review these procedures whenever a job changes, new equipment is introduced, or workers return after an extended absence. In addition, work procedures may need to be adjusted as the result of recommendations from an inspection or from an investigation into an incident.

Investigations

An effective OHS program has a process for investigating all accidents and incidents that had the potential to cause an injury or disease. The purpose of an investigation is to identify the cause or causes and to recommend steps to prevent similar unsafe conditions.

What is an incident?

The Occupational Health and Safety Regulation defines an incident as“an accident or other occurrence which resulted in or had the potential for causing an injury or occupational disease.” Incidents include the following:

• Accidents in which a worker is injured or killed

• Accidents in which no one is hurt but equipment or property is damaged

• Near misses (no visible injury or damage but the incident could have

resulted in a Serious injury, death, or property damage)Serious incidents

you need to report to WorkSafeBCEmployers must immediately notify

WorkSafeBC of any serious incidents that:

• Resulted in serious injury to a worker or the death of a worker

• Involved a major structural failure or collapse of a building, bridge, tower,

crane, hoist, temporary construction support system, or excavation

• Involved the major release of a hazardous substance

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Records and statistics a formal OHS program, records typically include:

• Inspection reports and records of corrective actions taken

• Incident investigation reports and records of corrective actions taken

• Worker orientation records

• Records of the worker and supervisor training showing the date, names of

attendees, and topics covered (for example, lockout and WHMIS training)

• Records of meetings and crew talks at which safety issues were

discussed

• Supervisors’ notes and logs of safety contacts

• Records showing use of progressive discipline to enforce safety rules and

written safe work procedures

• Joint committee meeting reports showing the steps taken to address

health and safety issues

• Subcontractor pre-qualification documents

• Equipment logbooks and maintenance records

• First aid records, medical certificates, and hearing tests

• Forms and checklists (for example, confined space entry permits) showing

requirements for safe work procedures

• Sampling and monitoring records for work around harmful substances

• Emergency response plan, record of drills, and any resulting

improvements

Records and statistics

In a formal OHS program, records typically include:

• Inspection reports and records of corrective actions taken

• Incident investigation reports and records of corrective actions taken

• Worker orientation records

• Records of worker and supervisor training showing the date, names of

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attendees, and topics covered (for example, lockout and WHMIS training)

• Records of meetings and crew talks at which safety issues were

discussed

• Supervisors’ notes and logs of safety contacts

• Records showing use of progressive discipline to enforce safety rules and

written safe work procedures

• Joint committee meeting reports showing steps taken to address health

and safety issues

• Subcontractor pre-qualification documents

• Equipment logbooks and maintenance records

• First aid records, medical certificates, and hearing tests

• Forms and checklists (for example, confined space entry permits) showing

requirements for safe work procedures

• Sampling and monitoring records for work around harmful substances

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OVERVIEW OF CREATING HEALTH ENNITONMENT

Humans interact with the environment constantly. These interactions affect quality of life, years of healthy life lived, and health disparities. The World Health Organization (WHO) defines environment, as it relates to health, as “all the physical, chemical, and biological factors external to a person, and all the related behaviors.”Environmental health consists of preventing or controlling disease, injury, and disability related to the interactions between people and their environment.

The Healthy People 2020 Environmental Health objectives focus on 6 themes, each of which highlights an element of environmental health:

1. Outdoor air quality 2. Surface and ground water quality 3. Toxic substances and hazardous wastes 4. Homes and communities 5. Infrastructure and surveillance 6. Global environmental health

Maintaining a healthy environment is central to increasing quality of life and years of healthy life. Globally, nearly 25 percent of all deaths and the total disease burden can be attributed to environmental factors, Environmental factors are diverse and far reaching. They include:

Exposure to hazardous substances in the air, water, soil, and food Natural and technological disasters Physical hazards Nutritional deficiencies The built environment

Poor environmental quality has its greatest impact on people whose health status is already at risk. Therefore, environmental health must address the societal and environmental factors that increase the likelihood of exposure and disease.

Understanding Environmental Health

The 6 themes of the Environmental Health topic area draw attention to elements of the environment and their linkages to health.

1. Outdoor Air Quality Poor air quality is linked to premature death, cancer, and long-term damage to respiratory and cardiovascular systems. Progress has been made to reduce unhealthy air emissions, but, in 2008, approximately 127 million people lived in U.S. counties that exceeded national air quality standards. Decreasing air pollution is an important step in creating a healthy environment.

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2. Surface and Ground Water Surface and ground water quality applies to both drinking water and recreational waters. Contamination by infectious agents or chemicals can cause mild to severe illness. Protecting water sources and minimizing exposure to contaminated water sources are important parts of environmental health.

3. Toxic Substances and Hazardous Wastes The health effects of toxic substances and hazardous wastes are not yet fully understood. Research to better understand how these exposures may impact health is ongoing. Meanwhile, efforts to reduce exposures continue. Reducing exposure to toxic substances and hazardous wastes is fundamental to environmental health.

4. Homes and Communities People spend most of their time at home, work, or school. Some of these environments may expose people to:

Indoor air pollution Inadequate heating and sanitation Structural problems Electrical and fire hazards Lead-based paint hazards

5. Infrastructure and Surveillance

Prevention of exposure to environmental hazards relies on many partners, including State and local health departments. Personnel, surveillance systems, and education are important resources for investigating and responding to disease, monitoring for hazards, and educating the public. Additional methods and greater capacity to measure and respond to environmental hazards are needed.

6. Global Environmental Health

Water quality is an important global challenge. Diseases can be reduced by improving water quality and sanitation and increasing access to adequate water and sanitation facilities.

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Figure 1: Adapted Comprehensive Workplace Health Model with Nine Essential

Elements

Organizational Culture Health and Lifestyle Practices

Occupational Health and Safety

Organizational commitment to a positive healthy eating culture

Credible nutrition education and social support for employees and their families

Supportive physical eating environment

Supportive social eating environment

Access to services from a Registered Dietitian

Access to healthy, reasonably priced, culturally appropriate food

Nutrition education for key decision makers and intermediaries provided by a Registered Dietitian

Safe food practices and accommodation of special dietary needs (e.g., allergies, traditional dietary practices)

Nutrition policies that encourage healthy eating

Building a Foundation for Success:

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A healthy organization creates healthy outcomes for its people – improved health and well-being, and for the organization – reduced costs and improved performance.These healthy outcomes depend on whether:

the business values its employees safety comes first jobs are challenging employees have control over work load and work pace employees have a say in workplace decisions relationships are based on trust, respect, and fairness employees have adequate resources to do their job supervisors support employees employees have opportunities for training and development communication is two-way and open employees are recognized for their contributions pay and benefits provide an adequate and secure living standard

How will a healthy work environment benefit my bottom line?

Research shows that healthy people working in a healthy environment are key to business success. That’s because a healthy workplace improves productivity and reduces employers’ costs.

A healthy workplace will:

Improve employee health outcomes Make it easier to attract and retain qualified employees Lower absenteeism Reduce health benefit costs Enhance morale Reduce risk of injury Improve job performance

How will a healthy work environment benefit my bottom line?

Research shows that healthy people working in a healthy environment are key to business success. That’s because a healthy workplace improves productivity and reduces employers’ costs.

A healthy workplace will:

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Improve employee health outcomes Make it easier to attract and retain qualified employees Lower absenteeism Reduce health benefit costs Enhance morale Reduce risk of injury Improve job performance

Flexibility in workplace

A flexible workplace supports employees to balance work and life commitments. It’s

an environment in which the workplace culture views this balance as positive and

encourages employees to take advantage of options such as:

Flexibility – allowing employees to have some capacity to adapt their workday to respond to family issues such as a child becoming ill or one who has special needs, school visits and parent-teacher interviews or special needs of elders. It typically includes family responsibility leave for employees.

Supportive supervisors/managers whose management style values staff and is characterized by a desire to help employees achieve better balance between work and the rest of their lives.

A culture that is family friendly - overall attitudes, beliefs, values and taken-for-granted ways of doing things that support work-family issues as legitimate workplace concerns, and as an opportunity to develop ‘new ways of working’. Options include maternity, paternity, family and personal leave provisions.

Alternative work arrangements – options are available to employees including daily or scheduled flex time arrangements, job-sharing, reduced hours, compressed work week, family leave options, part-time work, gradual retirement, telecommuting, other leaves and sabbatical options. Such alternative work arrangements are seen as ways of working, and employees using them are not sidelined, marginalized or belittled.

Recognition of child and elder care issues including support for child care, providing access to a service regarding child or elder care, establishing on-site child care or, developing a consortium with other employers in order to provide emergency child care. This includes accommodating the needs of employees who are breastfeeding their children.

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The impact of healthy workplace actions on business success

As businesses progress along the path toward being a healthy business they will see

increased benefits for both employees and performance. Use this visual model to

discuss the following:

Where is your business on this pathway?

Where do you want to be in 5 years?

What actions will get you there?

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References

1. The Business Case for a Healthy Workplace by Joan Burton, Industrial Accident

Prevention Association www.iapa.ca

2. Smoking and the Bottom Line: Updating the Costs of Smoking in the Workplace

by the Conference Board of Canada (2006) www.conferenceboard.ca

3.Global Business and Economic Roundtable on Addiction and Mental Health (2006)

Business and Economic Plan for Mental Health and Productivity—An Agenda for

Progress: Reducing the Social and Economic Burden of Mental Disabilities in the

Workplace. Toronto

4.http://www.dosh.gov.my/images/dmdocuments/glx/gl_osh_service_sector.p df

5. http://www.health.gov.bc.ca/library/publications/year/2006/Creating-healthy-

workplace-environment-workbook.pdf

6.http://www.worksafebc.com/publications/health_and_safety/by_topic/assets/pdf/ho

wtoimplement_ohs.pdf