In Part 1 of this blog we spent time identifying whose role it was to make sure the temporary employee would be be entering into a save workplace. We discovered during this time, it is both, the temp agency and the host employers responsibility to make sure the workplace is safe for all temporary employees going into a worksite. In Part 2, we went into detail on how both employers could assure a safe workplace for the temporary employee before the individual entered the workplace. In Part 3, I will discuss multiple ways to prevent injuries once the employee has been placed. Finally, it would obviously be shortsighted to say a workplace injury will never occur. I finish this blog by identifying just a few ways for both employers to evaluate injuries to minimize them in the future.
Post-Hire Prevention
In the final part of this three part blog we will focus on Injury Prevention trips for both the host and Temp Agency Employer to help keep their employee safe. Both parties agreeing to be proactive partners in the arrangement and defining ways to prevent employee injuries will be key to a successful relationship between themselves and with the employee.
A Prevention program may have just a few or several components depending on the worksite size and the complexity of the work. As described in Part 2 of this blog, Communication between the employers will be essential. A primary aspect of the Prevention Program for businesses of any size will be Education. Employee education on hazard specific programs, general safety and health training will be vital. Another example of instituting education would be ergonomic and body mechanic training. An employee that understands when a workstation is not set-up appropriately for them can prevent injuries in the future, especially if they are going to be at that site for any length of time. If this is the case, then it is important for the employee to feel safe enough to bring this to one of or both of the employers attention. If there is a lot of lifting or there are space constraints, proper body mechanic and lifting instruction will also be vital. Poor lifting techniques can put unnecessary stress on the low back or shoulders and lead to potential injuries.
Training of specific jobs to be performed or equipment used on the jobsite will be necessary as well. A blend of management and current employees doing this training might be the best-case scenario. A manager’s role would be to instruct the employee on the technical aspects of any job or piece of equipment. The current employee will be able to teach the employee tips/tricks and likely more efficient ways to complete the tasks and/or maneuver the equipment.
Employers and employees must understand the essential demands of each job site. This is where a well-researched and documented Job Demands Analysis becomes a vital component to keeping temporary employees safe. The Job Demands Analysis will identify all of the essential and nonessential components to each job. This allows for job matching. That is, making sure the employee being considered for the position will actually be physically matched for the position. They will be able to complete the essential demands, and likely the most challenging parts of the job. To take it one step further, developing the postoffer screen or pre-work screen will make sure the person who has been job matched will physically be able to complete those essential demands. The pre-work or postoffer screen consists of the essential components of a workstation. If this type of testing is instituted, all employees should be assessed, even temporary employes.
The safest of worksites will not completely eliminate work related injuries. Even the best communication between host and temp company employers cannot fully safeguard against injury. So what should happen when the inevitable occurs. A comprehensive record keeping plan, and as always communication will be key. Thorough documentation should be completed about the injury. It will be essential that all parties including both employers, supervisors and the employee have a part in completing the documentation. It will be important that all parties have access to the records. Of course, for the host employer keeping records for recordable and nonrecordable injuries is a must. It will be important to have a trail that might help identify areas of the worksite where injuries frequently occur. This way, corrections can be made to the work area and better job matching can be completed. A well recorded injury report will identify things about the employee that might encourage all involved to look at the Job Demands Analysis and Post Offer test to identify holes that might have slipped past the authors.
It is very easy to put less focus on the temporary employee. Why not, the job is only temporary, right? The answer to this question is that it is essential to make sure all workers, fulltime or temporary have the same opportunity to come to a workplace that is safe as possible. They have the right to a safe workplace, one that allows them to provide for their families and contribute to the business’ success. The goal is to make the prevalence of those inevitable injuries as small as possible.
https://www.osha.gov/temp_workers/OSHA_TWI_Bulletin.pdf. Accessed 6/23/2020
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