Soctek Edible Oil Sdn. Bhd. Johor Bahru

Soctek Edible Oil Sdn. Bhd.Johor Bahru

AuthorDr. Huda Zainuddin

BMedSci; MD, MPH (Occupational Health)Assistant Director

Occupational Health Unit, Disease Control DivisionMinistry of Health Malaysia

December 2003

ii

Table of contents

1.

Acknowledgement

Background

iv

1

2. Introduction

2.1 Definition 1

3. The Project 2

4. Chronology of Events 3

5. Initial Collaborating Committee 4

6. Company Profile

6.1 Manufacturing Flow Chart

6.2 Employment Data

5

6

9

7. Activities 9

8. Methodology 10

9. Needs Assessment 10

10. Prioritizing Needs

10.1 Plan of Action

23

23

11. Implementation of Action Plan 27

12. Limitations 31

13. Discussion 31

14. Recommendations 32

15. Conclusion 33

iii

List of Appendices

Annex 1: Letter of Agreement

Annex 2: SOCTEK Safety and Health Committee Members

Annex 3:SOCTEK Safety Training Program 2003

Annex 4: Bulletin Healthy Workplace Project

Annex 5: Check List of Factory Inspection

Annex 6: The Questionnaire – Program Kesihatan Tempat Kerja Soal Selidik Untuk Pekerja

Annex 7: Personal Biodata of SOCTEK Safety and Health Officer

Annex 8: Personal Biodata of SOCTEK Personnel and Administration Officer

Annex 9: Photograph

36

37

38

39

41

58

68

69

73

iv

ACKNOWLEDGEMENT

I would like to extend my deepest gratitude to Dr Daud Abd Rahim, Deputy Director of

Disease Control Division, Ministry of Health Malaysia and Dr P. Doraisingam, Deputy

Director (Special Programme), Disease Control Division, Ministry of Health, Malaysia for

their guidance and advice on this report writing. I would also like to thank Miss Gowrie,

SOCTEK Manager for her hospitality; Staff Nurse Mehroon Bee Bee, Mr Eng Aik Chew,

SOCTEK Safety and Health Officer and En Isjamal Naser Nordin, SOCTEK Personnel

and Administration Officer for their assistance and cooperation during my visit to the

factory. Finally, I would like to thank Dr Stephen Ambu and Mrs Asmaliza from the

Environment Health Research Centre (EHRC), Institute of Medical Research Malaysia

for their cooperation and assistance regarding documents related to this project. Without

the help of the above persons this report might have not been possible.

1

REPORT

HEALTHY WORKPLACE:

SOCTECK EDIBLE OIL SDN BHD

JOHOR BAHRU

1. Background

The Western Pacific Regional Office for the WHO, has developed Regional Guidelines

for Healthy Workplaces. Released in December 1999, they were the first of their kind to

address workplace settings and while trailed in a number of countries, they had not been

fully implemented as of the commencement of this project. The recent introduction of

WHO’s ‘healthy settings’ approach has shed new light on the application of health

promotion in the workplace. The workplace, like other settings, can have a very positive

impact on the health and well-being of workers, their families, communities and society

at large. It is not the aim of the Healthy Workplace process to replace the many important

statutory occupational health and safety (OHS) requirements laid down by governments

but to complement them with a process that provides all stakeholders, including workers with a voice.

2. Introduction

2.1 Definition

A healthy workplace is a place where everyone works together to achieve an agreed

vision for the health and well-being of workers and the surrounding community. It

provides all members of the workforce with the physical, psychological, social and

organizational conditions that protect and promote health and safety. It enables managers

2

and workers to increase control over their own health and to improve it, and to become

more energetic, positive and contented.

A healthy workplace aims to:

• Create a healthy, supportive and safe work environment

• Ensure that health promotion and health protection become an integral part of

management practices

• Foster work styles and lifestyles conducive to health

• Ensure total organizational participation

• Extend positive impacts to the local surrounding community and environment

The development of a healthy workplace can be achieved by an eight-step process:

1. Ensure management support

2. Establish a coordinating body

3. Conduct a needs assessment

4. Prioritize needs

5. Develop an action plan

6. Implement the plan

7. Evaluate the process and outcome

8. Revise and update the programme

3. The Project

The objective of the project is to create a workplace environment that practses a

comprehensive, participative and empowering collaboration through a multi-sectoral and

multidisciplinary approach to ensure that such practices are sustainable and compliant to

the necessary legislation.

3

The principles that guide the development of healthy workplaces must be comprehensive,

participatory and empowering. The healthy workplace initiative must encourage

multisectoral and multidisciplinary cooperation, promote social justice and be

sustainable.

The project has been designed to be a collaborative action research process. This

approach encourages professionals at the local level to be researchers and be the ones

to initiate change guided by the framework outlined in the Regional Guidelines. However,

the action to test out the applicability of the guidelines is being explored by those

working at the local level with the community.

Workplaces were selected as pilot projects to ascertain the feasibility of the WHO

Regional Guidelines for the Development of Healthy Workplaces under the ‘healthy

settings’ concept in local situation. Selection of companies was based on their willingness

to participate actively, cooperation, collaborative partnership and sense of ownership of

the project. In Johor Bahru, SOCTEK Edible Oils Sendirian Berhad was one of the 4

selected companies for this pilot project.

4. Chronology of Events

18 July – 20 July 2000 : National meeting on the pilot project for ‘Healthy

Settings- Healthy Workplace’

26 February – 1 March 2001 : Healthy Workplace workshop

7 March 2001 : Meeting at Johor Bahru District Health Office

10 March 2001 : Briefing to staff of Pasir Gudang Health Clinic

13 March 2001 : Meeting of Clinic team members to embark on the project

15 March 2001 : Handing over of the WHO Regional Guideline to

SOCTEK Health and Safety Officer

4

20 March 2001 : Meeting and briefing to factory management and her team

4 April 2001 : Signature of agreement by the company manager and medical

Officer Pasir Gudang Health Clinic

23 July – 26 July 2001 : Walkthrough survey and needs assessment done

5. Initial Collaborating Committee

Dr Daud Abdul Rahim : Johor Bahru District Health Office

Dr Thilaka : Masai Health Clinic

Dr Stephen Ambu : Environment Health Research Centre

Dr Brent Powis : World Health Organization Collaboration Committee

Dr Zina O’Leary : World Health Organization Collaboration Committee

Mr Javed Ahmedi : World Health Organization Collaboration Committee

Puan Asmaliza Ismail : Environment Health Research Centre

SOCTEK team members:

Eng Aik Chew : Health and Safety Officer

Nor Isjamal Naser Nordin : Human Resource Executive

Munisamy A/L Ragawan

Teo Kok Leong

Shahril Mohd Yusof

Hamka Md Zakariya

Norhisham Afandi

Pasir Gudang Health Clinic team:

Dr Sariah Hj. Muda : Medical and Health Officer Pasir Gudang

Abu Said Ahmad : Medical Assistant

Mehroon Bee Bee : Staff Nurse

5

Robiaah Sahaari : Staff Nurse

Hashim : Health Inspector, Masai Health Clinic

Samsul Ariffin : Health Inspector, Pasir Gudang Port Health Office

6. Company Profile

Name of factory : SOCTEK Sdn. Bhd.

Factory address : SOCTEK Edible Oils Sdn. Bhd.

PLO 8 & 9 Jalan Timah

81700, Pasir Gudang,

Johor Bahru,

Johor.

Ownership : Singaporean

Year of establishment : 1979 – SOCTEK Sdn Bhd

1987 – SOCTEK Edible Oils

Factory area : 21 acres – 17 acres operational area

4 acres empty land

Raw materials used : Crude palm oil

Crude palm kernel oil

Soya bean oil

Corn oil

Coconut oil

Rape seed oil

Products manufactured : Cooking oil

: Ice-cream fat

: Margarine

: Shortening

9

6.2 Employment Data

Category Male Female Total

Executive 20 10 30

Supervisor 35 5 40

Technician 100 20 100

Contract workers

Bangladeshi

Indonesian

8

92

0

0

8

92

Total 255 35 290

Trade union : None

Absenteeism : Sickness absence 5 working days per month

(monthly average) Injuries absence 7 working days per month

Other absence 2 working days per month

Safety and Health Committee : This committee is active and hold meetings monthly.

The meetings are frequently chaired by the company’s

manager, Miss Gowrie.

Accident report

Days lost due to accidents / injury in 1999 and 2000 was 99 days.

Lost time injury was 0.02% (136 hours) in 1999 and 0.10% (656 hours) in 2000.

7. Activities

Healthy workplace research project meeting at workplace by SOCTEK committee

members

13 December 2001 Setting up of committee and task determination

10

16 January 2002 Review progress of hazard control

28 May 2002 Review implementation progress

29 August 2003 Review progress and their targets; further planning

8. Methodology

Hazard identification and the existing risk management measures carried out were

documented during the walk-through survey. A pre-designed questionnaire for managers

and employees based on the WHO Regional Guidelines for the Development of Healthy

Workplaces was used to identify the needs.

9. Needs Assessment

The needs assessment conducted at SOCTEK followed the methodology provided in the

WHO Regional Guidelines for Healthy Workplace. The team used 3 major tools:

a) Walk Through Survey (WTS)

b) Questionnaires

c) Focus Group Discussion

a) Main Findings of WTS

Welfare facilities

Working hours for administration staff is 8.30am to 5.00pm. However, the plant operates

24 hours, as such three shifts are in place (duration of each shift is 8 hours).

For both male and female employees, various facilities are provided including:

• Rest room

• Change room

• Lockers

11

• Factory canteens

• Recreation based facilities (sports club, indoor and outdoor activities)

• Accommodation is provided for some staff

Sanitary facilities

The number of toilets for both males and females are 16 and 8 respectively. The

cleanliness of the female toilets was not satisfactory.

Occupational Health Service

SOCTEK has a comprehensive policy / procedure document. A first aid box is available

and items are checked / replenished monthly. Supervisors and some workers are trained

in emergency management and first aid. However, emergency room and sick / minor

accident facilities are not provided. There is a trained Safety and Health Officer. Medical

treatment is obtained at Pasir Gudang Health Centre or panel clinics. Pre-employment

medical examination is a requirement in this factory.

Safety Provision

Adequate. Safety committee is available and regular monthly meeting is held, chaired by

the manager (annex 1). A safety manual is available for reference.

Issues of concern

Within the warehouse, various hazards were identified in relation to the general

occupational environment. Firstly, poor ventilation was noted being compounded by the

absence of fan and exhaust ventilation systems. Secondly, poor lighting was noted - the

mercury based lighting system was continually dim and a source of heat.

In the texturing plant, the provision of various ceiling fans and the industrial ventilation

12

system do not appear to be sufficient and are considered to be contributing to high

humidity levels.

In the fractional plant, hazards identified are the slippery floor around the conveyor and

press table due to spillage of palm oil and the sharp ends of the polypropylene plate.

Generally, it was also noted that ergonomics/ manual handling was an issue, specifically

relating to the time, in which workers would stand and conduct their duties.

Noise Monitoring (done by competent person)

Noise level in the factory ranges between 75 dB(A) and 93 dB(A). Main sources of noise

came from the Pumps and Electric Motors at the Desmet Plant, Hydrogenation Plant,

Margarine Plant and CPKO Fractionation Plant.

Workers exposed to noise level at or above the Action Level of 85 dB(A) but below the

Permissible Exposure Limit of 90 dB(A).

Section Margarine Plant (Filling and Packing Machine)

Job Category Operator

Noise Sources Filling and packing and pneumatic pressure

Workers exposed to impulsive type of noise exceeding peak level of 140 dB(A)

Section Margarine Plant


Noise Sources Electric motor

Section Margarine Plant (Filling and Packing Machine)


Noise Sources Filling and packing and pneumatic pressure

13

Section Warehouse (Forklift)

Job Category Driver

Noise Sources Engine’s noise and rattling sound on uneven road

b) Questionnaire

Questionnaire for employees provided in the Regional Guideline were distributed to all

workers. The questionnaire was translated into Bahasa Malaysia before administration

(annex 2). Results are shown in annex 3. Some of the relevant issues / responses by the

workers are shown below.

1. Health promotion issues:

Exercise

Based on questions 11, 12 and 13 in the questionnaire, 42% workers exercised regularly

and 58% did not.

Reasons for not exercising regularly:

45% - Lack of time

23% - Lack of facilities

22% - Other reasons

5% - Little interest in exercise

5% - Health problems

Of the 58% who initially noted that they do not exercise regularly, 91% stated that they

would exercise if facilities were provided at the workplace. However, 9% said that they

would not exercise regardless of the facilities.

Smoking

Out of 90 employees, 51% were smokers, 39% non-smokers and 10% ex-smokers.

14

Among smokers (70 workers) 94% expressed the desire to stop smoking and 6% did not

want to stop the habit.

Among the smokers, 87% would be interested in joining a smoking cessation club while

13% were not interested.

2. Rating of own health

Job and Life

Referring to questions 17 and 18 in the questionnaire.

Among 94 workers sampled, 20% felt very good about job and life, 74% felt rather good

and 5% were having difficulties with their job and life.

Factors that workers think would improve their quality of life:

32% Removal and management of stress

16% Eating better

16% Exercise would improve their health

12% Checking and control of blood pressure

11% Quit or reduce smoking

9% Medical treatment

3% Change home situation

2% Change job

15

Majority of the workers agreed that they are satisfied with their involvement in decision

making.

Legend

Most workers agreed that their employer has sincere interest in wellbeing of employees.

However, a high percentage (30%) of workers were not sure.

Legend

Q19e. I am satisfied with involvement I have at work in decision making

0

20

40

60

80

NS SA A D SD

Miss

ing

%

Q19f. My employer has sincere interest in wellbeing of employees

01020304050

NS SA A D SD

Miss

ing

%

NS : Not sureSA : Strongly AgreeA : AgreeD : DisagreeSD : Strongly Disagree


16

Most (45%) employees were satisfied with the fairness and respect they receive on their

job. However, a high percentage of employees (34%) were not sure.

Legend

Most workers (42%) were not sure whether they were satisfied with the reward they

receive for the effort they put on their job.

Legend

Q19g. Satisfied with fairness and respect I receive on job

0

10

20

30

40

50

NS SA A D SD

Miss

ing

%

Q19h. I am well rewarded for level of effort I put into my job

0

10

2030

40

50

NS SA A D SD

Miss

ing

%



17

Almost similar proportion of employees agreed (38%) and was not sure (35%) whether

they could find another job as satisfying as the present one.

Legend

Almost 20% of the employees agreed that they had to make decisions at work that are

bad for their health however, 24% workers were not sure.

Legend

Legend

Q19i. I could find another job as satisfying as this one

05

10152025303540

NS SA A D SD

Miss

ing

%

Q19j. I have to make decisions at work that are bad for my mental or physical

health

0

10

20

30

40

50

NS SA A D SD Missing



18

Majority (72%) of the employees agreed that they like their job.

Legen Legend

Almost 50% of the workers thought that their job challenge them too much.

Q19k. On the whole I like my job

01020304050607080

NS SA A D SD

Miss

ing

%

Q20. How does your job challenge you?

0102030405060

Too little Justenough

Too Much Missing

%


19

The main worries of the employees for the last 6 months were too many changes in their

job, unscheduled overtime and job insecurity.

Q21. What caused you worry or stress in the last six months?

0

2

4

6

8

10

12

Job

Chang

e

Too

man

y job

chan

ges

Dislike

hou

rs

time

pres

sure

Unsch

eduled

ove

rtim

e

Duties no

t clear

Comflic

ting

Duties

Oth

ers

Too

muc

h m

anag

emen

t con

trol

Lack

of inf

luen

ce

Too

muc

h re

spon

sibilit

y

Unrea

listic

exp

ecta

tions

Deadlines

Lack

of f

eedb

ack

Trea

ted

unfa

irly

Job

inse

curit

y

Physic

ally

exha

ustin

g

Men

tal e

xhau

stion

Wor

k Bor

ing

Conflic

t at w

ork

Isolat

ion

Lack

of c

omm

unica

tion

Difficu

lty w

ith w

ritte

n instru

ctions

Lack

of c

ontro

l ove

r pac

e of

wor

k

Tryin

g to

cop

e with

injury

/illne

ss

Miss

ing

%

20

Responses for question on main concerns of the employees were inconsistent as shown in

figures for Q22 and Q23 below.

Q22. What are you very concerned about at work?

0

1

2

3

4

5

6

7

8

Too Hot

Too Cold

Bad airNoise

Vibratio

n

Works

pace

Lighting

Unsafe w

ork

Fire/E

xplosio

n

Litter/M

ess

Lack of S

afety Tra

ining

Physica

l stra

in

Eye st

ain

Chemicals

Biological a

gents

Toxic gas

dust

Unsafe P

lant

Manual Handlin

g

Lack of P

PE

Radiation haza

rds

Electrica

l haza

rds

Slips a

nd Trip

s

Trave

l haza

rds

Personal s

afety&se

curity

Tobacco sm

oke

Works

tation desig

n

Poor quality

food

Shift work

Outside w

ork

Lack of h

ealth fa

cilitie

s

Disabled acc

ess

Toilet fa

cilitie

s

Nothing

Others

Missing

%

Q23. What are your two greatest concerns?

0

2

4

6

8

10

12

14

16

18

Too Hot

Too Cold

Bad air

Noise

Vibratio

n

Works

pace

Lighting

Unsafe w

ork

Fire/E

xplosio

n

Litter/M

ess

Lack of S

afety Tra

ining

Physica

l stra

in

Eye st

ain

Chemicals

Biological a

gents

Toxic gas

dust

Unsafe P

lant

Manual Handlin

g

Lack of P

PE

Radiation haza

rds

Electrica

l haza

rds

Slips a

nd Trip

s

Trave

l haza

rds

Personal s

afety&se

curity

Tobacco sm

oke

Works

tation desig

n

Poor quality

food

Shift work

Outside w

ork

Lack of h

ealth fa

cilitie

s

Disabled acc

ess

Toilet fa

cilitie

s

Nothing

Others

Missing

%

21

Majority of the employees would not do any task that they thought dangerous even if told

by their supervisor.

Q24. What would you do if your supervisor told you to do

something you thought was dangerous?

0102030405060708090

100

Do it, not c

omp...

Do it, co

mplain

Not do it

Not sure

missing

%

Majority (>90%) of the employees would like to participate in Health Promotion

Program but about half of them were not willing to pay for it (Q25 and Q26).

Q25. Would you participate in Health Promotion Program?

0

20

40

60

80

100

Yes No Missing

%

22

Areas of health promotion that the workers were most interested were exercise, nutrition

and stress management.

Q26. Would you be willing to pay for a Health Promotion Program?

0

10

20

30

40

50

60

yes No Missing

%

Q27. Which of the following are you interested in?

02468

10121416

Exerci

se

Nutrition

stress

management

Risk of s

moking

Hazards o

f Alco

hol

Hazardous W

orkplace

Factors

Back ach

e

Others

Musculo-sk

eletal diso

rders

heart dise

ase

diabetes

occupatio

nal dise

ases

cance

raids

Missing

%

23

10. Prioritizing Needs

Based on the results of the worker survey and the walk through survey, several issues of

concern have been identified:

1. Physical – temperature, lighting, floor (slip risk), air quality

2. Ergonomics

3. Stress

Prioritization was based on the seriousness of issue and the feasibility of improvement. A plan

of actions was drafted for each specific issue.

10.1 Plan of Action

10.1.1 Temperature

Areas with problems were the margarine plant, warehouse and CPKO plant.

Objective Activity Agency Time Frame

Determine heat

stress levels

Assessment of

workers at risk –

body temperature /

dehydration

Pasir Gudang (PG)

Health team

Determine

temperature /

humidity levels in

target areas

Survey of

temperature and

humidity levels

DOSH / NIOSH /

EHRC

6 months

24

Determine heat

sources

Survey of plant SOCTEK

Identify

management options

Liaison with DOSH

/ 3M / EHRC

SOCTEK / EHRC

Improve situation Implement change SOCTEK

Evaluate outcome Monitor site and

workers

PG health team / DOSH

/ EHRC

10.1.2. Ergonomics

Objectives Activity Agency Time frame

Identify risk groups Walk through survey SOCTEK / DOSH

Assess risk Interview workers,

conduct health

assessment – health

diary

PG health team /

SOCTEK

Not stated

Determine

management options

Review workstation /

job design / rotation

DOSH / SOCTEK

Situation improvement Implement change SOCTEK

Evaluation Interview / health

assessment

PG health team

25

10.1.3 Air quality

Areas concerned were the margarine plant, warehouse and CPKO plant

Objective Activity Agency Time frame

Assess levels Conduct dust /

airflow monitoring

of selected areas

DOSH / EHRC

Assess health

impact

Determine physical

effects

PG health team /

EHRC Not stated

Situation

improvement

Seek advise,

options and

implement

SOCTEK / EHRC

Evaluation Monitor impacts SOCTEK / DOSH /

EHRC

10.1.4 Lighting

This problem was identified in the warehouse and the margarine plant.


Assess levels Light level survey EHRC / DOSH

Assess risk Health assessment PG Health team /

EHRC 6 months

Situation

improvement

Identify options

and implement

SOCTEK / DOSH

Evaluation Light level survey EHRC / DOSH

26

10.1.5 Smoking program


Gain

commitment

Call for

participation /

conduct behaviour

survey

SOCTEK

Identify program Design dedicated

program

PG health team /

SOCTEK

Not stated

Implement

program

Counseling

Medication

Onsite support

PG health team /

SOCTEK

Evaluation Conduct survey PG health team /

SOCTEK

10.1.6 Improving Baseline Data


Medical assessment Blood pressure, blood

investigations

PG health team

Assess perceived

health

Questionnaire / health

diary / focus groups

PG health team

1 year

Improve

information

management

Review and improve

health and accident

data sources

PG health team /

EHRC / Panel

doctors / SOCTEK

27

10.1.7 Other areas of possible improvement identified were:

a) Slip risk due to slippery floor at the margarine plant and CPKO plant.

b) Sharp edges of the poly-propylene plates in the CPKO fractionating plant

c) Unsatisfactory female toilets

d) No emergency room / sick or minor accident facilities

e) Stress management

11. Implementation of Action Plan

Since the project was embarked, the necessary actions were taken by the management

through the company’s safety committee and Pasir Gudang health team.

11.1 Temperature

Temperature gauge was installed in each of the sections affected to monitor the

temperature.

In the margarine plant (average temperature 29 – 310C), high temperature was due to hot

pipe and tank. They were insulated to minimize heat radiation.

In the CPKO, temperature was measured and monitored. It was found that the

temperature was within normal limits i.e. 30.50C.

In the warehouse (average temperature 29 – 310C), 2 fans were installed and spot light /

high bay lighting used previously was replaced by chemical resistance fluorescent lamp

fittings to reduce heat generated.

Further plan is to measure humidity and get recommendation from the experts.

11.2 Ergonomics

To minimize the effect of prolong standing, workers are given 10 minutes break for every

hour of their work. Another option for the workers is to work by rotation i.e. to change

their work at intervals.

28

11.3 Air quality

Exhaust fans have been installed in the respective sections. The management will refer to

consultants to monitor the dust level in the workplace and the associated health risks and

thus consider areas of improvement.

11.4 Lighting

In the warehouse, 6 flourescent lamps were installed along the wall at the carton

receiving area where the warehouse operator works. The highbay lighting was replaced

by metal Hilide lamp.

In the margarine plant, the spot light / high bay lighting used previously was replaced by

chemical resistance fluorescent lamp fittings. Further plans are to measure the

illumination and seek advice from a consultant.

11.5 Smoking Program

Quit smoking program is done in collaboration with Pasir Gudang Health Clinic team.

Quit smoking campaign was held in July 2002 and August 2003. Posters have been

placed at strategic places, pamphlets and brochures distributed to workers. Workers were

also given motivation to quit smoking. To date only 2 workers have quit smoking.

successfully. Designated smoking area allocated in a vacant space outside the factory. No

shelter is provided in the area.

11.6 Improving Baseline Data

Workers were sent to Pasir Gudang Health Clinic for medical assessment and blood

investigation in February and March 2002. Parameters checked were blood pressure,

body mass index (BMI), blood glucose, blood urea and serum electrolytes, serum uric

acid, total cholesterol, fasting triglycerides and serum uric acid. Workers with abnormal

results were referred to the medical & health officer at PG Health Clinic for counseling

29

and management. They are referred to the Family Medicine Specialist if necessary.

Follow-up medical examination was done in July 2003.

Parameter No. with abnormal result (%)

Blood Pressure 3 (1.9)

Blood Glucose 3 (1.9%)

Serum Creatinine 1 (0.6%)

Serum Uric Acid 35 (22.2%)

Blood Cholesterol 65 (41.1%)

Triglycerides 35 (20.9%)

Body Mass Index (BMI) 41 (25.9%) overweight

11 (6.9%) obese

11.7 Slip risk due to slippery floor at the margarine plant and CPKO plant.

The source of spillage was identified and further spillage controlled to overcome this

problem. Trays have been installed at various pumps to prevent spillage. In the margarine

plant, industrial mop and pail for cleaning and mopping the floor to prevent oiliness were

provided. Shoe cleaning machine was installed at the margarine plant entrance. Rubber

mats have been installed at the De’Smet Plant staircase to prevent slipping.

11.8 Sharp edges of the poly-propylene plates in the CPKO fractionating plant

Handle was installed on torn plates and damaged plates were replaced.

11.9 Other areas were:

Unsatisfactory female toilets –

Exhaust fans, soap dispenser and dustbins have been provided in all toilets

Toilets are routinely cleaned and washed

Rearrangement / relocation of male and female toilets

30

No emergency room / sick or minor accident facilities

An emergency / first aid room is provided

All first aid kits were updated

11.10 Safety & Health Program (In-house training)

1) Workplace safety talks on 17, 24 February and 10, 17 March 2003 for foreign

workers.

2) How to carry out workplace safety audit – 7 March 2003

3) OSH regulation for safety committee – 21 March 2003

4) Safe work at confine space – 10 April 2003

5) Safety and health talk by NIOSH – 20 June 2003

6) Respiratory protection awareness

The full list of training program for the year 2003 is showed in annex 4.

11.11 Safety and Health Committee meeting and safety audit program have been carried

out monthly.

11.12 Audiometric test have been carried out every year. Boundary noise level test was

done by external consultant in June in 2003.

11.13 Chemical Health Risk Assessment (CHRA) was done in July 2003.

11.14 Future Plans of the Company:

To hold a seminar / talk on how to select healthy and good food.

To carry out medical examination on employees who handle chemicals.

To practice morning exercise in the factory before starting work daily.

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12. Limitations

1. This report is written based only on secondary data, reports and interview with the

safety and health officer, personnel and administration officer and staff nurse

from Pasir Gudang Health Clinic. Accuracy and precision of data cannot be

verified, the content of this report depends much on the completeness of available

information and data.

2. The writer was not involved in this project at all thus; it takes time for the writer

to understand what was going on. Critical judgments made could be biased since

it is based on secondary information and the writer’s impression.

3. Some of the resource persons e.g. Dr Thilaka could not be contacted and some

documents were no longer available.

4. Raw data on the questionnaire for employees were not available, comments will

be made only on the pre-analyzed data and were only descriptive statistics were

available.

5. The questionnaire administered was in Bahasa Malaysia version but no back to

back translation was done and reliability / validity of the translated questionnaire

is questionable.

6. Questionnaire for the management is not available.

7. No focus group discussion was done for needs assessment as suggested in the

Regional Guideline.

13. Discussion

13.1 Regarding the questionnaire for employees, it was not mentioned in any of the

available documents whether the translated questionnaire used was piloted. As stated

above, there are 100 foreign workers that constitute 34.5% of employees in this factory.

Therefore, their understanding on the questions posed is questionable. This might be the

explanation on why some responses to questions were inconsistent with high proportion

of ‘not sure’ response for example, questions 19f, 19g, 19h, 19i, 19j.

13.2 For question 23, more than 15% of the employees did not respond. This could be

due to lack of understanding on the question and its answer options or confusion.

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13.3 Generally, cooperation and commitment of the factory management and employees

are very good and they are most willing to get more recommendations for improvement.

However, at present, almost all the members of the initial collaborating committee,

especially Dr Daud the District Medical Officer of Health, Dr Sariah the Medical and

Health Officer of Pasir Gudang Health Clinic and Dr Thilaka the Medical and Health

Officer of Masai Health Clinic, are no longer available in Johor. This project need key

players and professionals who are really interested to maintain.

13.4 From the noise monitoring done, it was found that workers in the margarine section

and warehouse are exposed to noise above action level. However, during my visit there

was no signage and workers did not use any personal protective equipment.

14. Recommendation

14.1 Walk through survey and needs assessment should be done by experts in

Occupational Health so as to ensure that important needs are prioritized accordingly.

Similarly, the evaluation of findings and recommendation should be done by

Occupational Health Specialist. A proper walk through survey involves interview with

management, site visit and worker interview at random.

14.2 Questionnaire for management should be administered so as to assess the knowledge

of managers and indirectly increase their awareness.

14.3 Regarding the questionnaire for employees, the translated questionnaire used need

to be piloted. Back to back translation must be done. Reliability and validity analysis

should also be done before embarking on the questionnaire.

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14.4 Answer choices for questions 21, 22 and 23 should be reduced or categorized so that

the employees can decide on the response better. This would also enable more conclusive

analysis.

14.5. With regards to key players and responsible persons, the Johor Bahru Medical

Officer of Health should elect new members especially those with expertise so as to

ensure the sustainability of this project.

14.6 Although noise exposure was not included in the action plan, noise monitoring was

done by a competent person. It was reported that operators in the margarine plant and

drivers in the warehouse were exposed to noise above action level (85dBA). Action needs

to be taken to prevent further exposure. The Occupational Safety and Health Committee

should suggest usage of Personal Protective Equipments to the management besides other

possible engineering methods.

14.6 Effectiveness of this healthy workplace program can only be assessed after a certain

period of time. This can be done through continuously monitoring indicators such as

absenteeism rate, lost time injury rate and accident rate. Other indirect indicators are

increased workers’ morale, productivity, and lower health care and insurance cost. It is

recommended that after 5 years all the mentioned indicators are reviewed.

15. Conclusion

This project has increased awareness among the management and workers regarding the

importance of workplace health and safety. Management and workers are more conscious

about their health and well-being. It indirectly improves cooperation between government

(health) and private sector (SOCTEK). However, to maintain its sustainability, efforts

need to be made by both parties to sit down and discuss progress of the project regularly.

Documents

Soctek Edible Oil Sdn. Bhd. Johor Bahru