Formal Safety Program 2/21/16 4:30 PM

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Zimmermann Blinds, LLC wants its workplace to be a healthy and safe environment. To achieve this, our company will establish and maintain an occupational health and safety program designed to prevent injuries and disease. Zimmermann Blinds, LLC is responsible for providing workers with adequate instruction in health and safety and for addressing unsafe situations in a timely, effective manner. All workers and service contractors are required to work safely and to know and follow our company guidelines for safe work procedures.

Brian Zimmermann, CEO 9/1/2015 Employer’s responsibilities include: 1. Establishing the health and safety program 2. Conducting an annual review in September of each year 3. Training supervisors 4. Providing a safe and healthy work environment 5. Providing a health and safety orientation to new workers 6. Providing ongoing training to workers 7. Taking part in inspections and investigations 8. Reporting any safety or health hazards 9. Correcting unsafe acts and conditions Workers’ responsibilities include: 1. Learning and following safe work procedures 2. Correcting hazards or reporting them to supervisors

3. Participating in inspections and investigations where appropriate 4. Using Personal protective equipment where required 5. Helping to create a safe workplace by recommending ways to improve the

health and safe program

Written Instructions/Management Meetings Detailed written instructions are provided for the following: Fall protection Personal protective equipment Violence in the workplace Management Meetings Periodic management meetings will be held to; 1. Review existing policies and procedures 2. Review feedback from workers 3. Address questions and concerns brought directly to management 4. Review reports and other information about health and safety in

workplaces performing similar work, as well as general information about workplace injury and disease prevention, to improve the existing OHS program

Regular Inspection Regular inspections of the workplace to:

1. Identify conditions and unsafe acts with the potential to cause injury or disease

2. Determine necessary corrective measures 3. Prevent unsafe work conditions from developing

Regular, planned workplace inspections: Monthly inspections of buildings, structures, grounds, excavations, tools, equipment, machinery, and work methods and practices for hazards that might cause injury or disease. Equipment inspections: Workers will be trained to inspect their machinery, tools, and equipment regularly, following the manufacturer’s recommendations. Special Instructions: Special inspection will take place after a malfunction or accident to insure that work does not resume until it is safe to do so. Workplace inspections An inspection team including both worker and management representatives will perform inspections according to the inspection checklist, and the results will be recorded and follow a standardized

process. Any unsafe or harmful conditions found during a regular inspection should be reported immediately to the supervisor or employer and remedied without delay. All significant findings should be communicated and recorded on the Workplace Inspection Report Form.

Investigation of Incidents and Accidents Zimmermann Blinds, LLC will report the following to the proper authority: 1. Accidents in which a worker is injured or killed 2. Accidents in which no one is hurt but equipment or property

is damaged 3. Near misses (no visible injury or damage but the incident could have

resulted in a serious injury, death, or property damage) 4. Involved a major structural failure or collapse of a building,

bridge, tower, crane, hoist, temporary construction support system, or excavation

5. Involved the major release of a hazardous substance Zimmermann Blinds, LLC will investigate the above incidents plus the following: 1. Any incident that resulted in injury to a worker requiring medical

treatment 2. Did not involve injury to a worker, or involved only minor injury not

requiring medical treatment, but had a potential for causing serious injury to a worker

Employer duties in case of an incident or accident: 1. Investigate the incident 2. Prepare incident investigation report 3. Take corrective action required to prevent reoccurrence of similar

incidents 4. Prepare follow-up report on corrective action taken 5. Determine the cause or causes of the incident. 6. Identify any unsafe conditions, acts, or procedures that contributed to the

incident. 7. Recommend corrective action to prevent similar incidents.

Records and Statistics Zimmermann Blinds, LLC will keep the following records and statistics: 1. Inspection reports and records of corrective actions taken 2. Incident investigation reports and records of corrective actions taken 3. Worker orientation records 4. Records of worker and supervisor training showing the date,

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

5. Records of meetings and crew talks at which safety issues were discussed 6. Supervisors’ notes and logs of safety contacts 7. Records showing use of progressive discipline to enforce safety rules and

written safe work procedures 8. Subcontractor pre-qualification documents 9. Equipment logbooks and maintenance records 10. First aid records, medical certificates, and hearing tests 11. Forms and checklists (for example, confined space entry permits)

showing requirements for safe work procedures 12. Sampling and monitoring records for work around harmful substances 13. Emergency response plan, record of drills, and any resulting

improvements

Instruction and Supervision of Workers It is the employer’s responsibility to ensure that every worker receives adequate instruction to do their work safely. This is usually done through education and training. Education generally refers to formal classroom instruction that may include lectures, discussions, and videos. Training generally refers to hands-on, job-specific instruction provided individually or in small groups to workers. Training often includes demonstrations and active participation by workers so that supervisors can confirm that workers understand safe work procedures. All new employees will be provided a company orientation and education/training class prior to starting work Zimmermann Blinds, LLC will provide the following instruction to employees: 1. An education and training record will be maintained for each worker,

listing topics covered and date of education or training. Education and training records should be reviewed periodically to ensure that training requirements have been met.

2. Supervisors must supervise their workers to ensure that they follow safe work procedures. Adequate supervision includes:

Zimmermann Blinds, LLC will ensure proper training of workers by: 1. Observing workers after training to ensure that they continue to follow

safe work procedures 2. Making informal inspections on a daily basis to ensure safe work

procedures are being followed, including the proper use of protective equipment, devices, and clothing provided

3. Enforcing safety rules and safe work procedures 4. Conducting informal discussions (crew talks) with workers to discuss

specific safety issues as they arise

Attachments- Workplace Inspection Checklist

Workplace Inspection Checklist Stairs, ladders, and platforms Yes No Are ladders safe and in good condition? Are stair handrails fastened to the wall securely? Are stairwells clear of materials and equipment?

Are stairs and handrails in good condition?

Are ladders and stairs provided with anti- slip treads? Walls Yes No Are signs and fixtures securely fastened to the wall? Lighting Yes No Are lighting levels in work areas adequate? Are work areas free of glare or excessive lighting contrast? Is task lighting provided in areas of low light or high glare?

Are windows covered with blinds, drapes, or other means of controlling light?

Does emergency lighting work?

Storage Yes No Are supplies and materials stored properly on shelves? Does your storage layout minimize lifting problems? Are trolleys or dollies available to move heavy items? Are floors around shelves clear of rubbish? Are racks and shelves in good condition? Electrical Yes No Are electrical cords in good repair? Is there clear access to electrical panels and switch gear? Are electrical cords secured? Are proper plugs used? Are plugs, sockets, and switches in good condition? Are ground fault circuit interrupters available, if required? Are portable power tools in good condition? Computers Yes No Are display screens free of dust? Are display screens bright enough with sufficient contrast?

Are display screens positioned at a comfortable viewing level? Equipment Yes No Is the equipment clean and regularly maintained? Are operators properly trained? Are start/stop switches clearly marked and in easy reach? Is machinery adequately guarded? Is there enough work space? Are noise levels controlled? Do you have a lockout procedure in place? Entrances and exits Yes No Is there safe access for workers and customers? Are emergency exits clear of materials or equipment? Are emergency exit signs working? Are emergency lighting units provided? Are they working? First aid Yes No Is the first aid kit accessible and clearly labeled? Is the first aid kit adequate and complete? Is the first aid kit clean and dry? Are emergency numbers displayed? General worker questions Yes No Do workers know where to go and who to call for first aid assistance?

Do workers know where to find MSDSs for chemical products? Do workers know where to find personal protective equipment (for example, disposable gloves, eye protection)?

Do workers know how to use personal protective equipment? Do workers know the procedures for working alone? Do new/young workers receive orientation specific to their workplace?

Do workers receive adequate training in safe work procedures?

Attachments- Workplace Inspection Report

Workplace Inspection Report Use this report to record the results of your regular workplace inspections. Zimmermann Blinds, LLC Date: Inspectors’ names:

Precise location

Description of hazard

Recommended corrective action

Person responsible for corrective action

Due date

Completed

Yes No

Incident Investigation Report Form

INCIDENT INVESTIGATION REPORT This form is provided to employers for the purpose of documenting the employer’s investigation into a workplace incident. Please attach a separate sheet if necessary.

Employer name: Date:

Employer address:

City: State: Zip :

Incident occurred

Address where incident occurred:

City: State: Zip:

Date of incident: Time incident occurred:

am

pm

Injured person(s ) Last name First name Job title/Occupation 1) 2) Witnesses Last name First name 1) 2) 3) Incident description Briefly describe what happened, including the sequence of events preceding ____________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________ Incident Investigation Report (continued) Employer name: Analysis

From the sequence of events, identify what events may have been significant in this incident occurring. An analysis of these events will assist in determining the underlying or causal factors in the occurrence. _____________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________ Statement of causes List any unsafe conditions, acts, or procedures that in any manner contributed to the incident. ____________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________ Incident Investigation Report (continued) Employer name: Recommendations Identify any corrective actions that have been taken and any recommended actions to prevent similar incidents.

Recommended corrective action Action assigned to Completion date or expected completion date

1) 2) 3) 4) Persons conducting investigation

Date Incident Investigation Report submitted __________________ Follow-up action and report (1) Following an investigation under this Division, the employer must without undue delay undertake any corrective action required to prevent recurrence of similar incidents. (2) As soon as is reasonably practicable, the employer must prepare a report of the action taken under subsection (1) and (a) provide the report to the joint committee or worker representative, as applicable, or (b) if there is no joint committee or worker representative, post the report at the workplace.

Representative of Name (please print) Signature Date signed

Employer Worker

Orientation Checklist

Worker Orientation Checklist Employee name:_________________________________________ Position (tasks):_________________________________________ Date hired: Date of orientation: _____________________________ Person providing orientation (name and position):_______________ Company name: _________________________________________

Topic Initials (trainer)

Initials (worker) Comments

Supervisor name: Telephone number:

1. Rights and responsibilities a) General duties of employers, workers, and supervisors

b) Worker right to refuse unsafe work and procedure for doing so

c) Worker responsibility to report hazards and procedure for doing so

2. Workplace health and safety rules

3. Known hazards and how to deal with them _________________________________ 4. Safe work procedures for carrying out tasks

________ __________ _______________

5. Procedures for working alone/isolation

6. Personal protective equipment (PPE) — what to use, when to use it, where to find it, and how to care for it

7. First aid a) First aid attendant name and contact information

b) Locations of first aid kits and eyewash facilities

8. How to report an illness, injury, or other accident (including near misses)

9. Locations of emergency exits and meeting points

10. Locations of fire extinguishers and fire alarms

11. How to use fire extinguishers 12. What to do in an emergency situation

13. Basic contents of the occupational health and safety program

14. Hazardous materials and WHMIS a) Hazardous materials (controlled products) in the workplace

b) Hazards of the controlled products used by the worker

c) Location, purpose, and significance of material safety data sheets

d) How to handle, use, store, and dispose of hazardous materials safely

e) Procedures for an emergency involving hazardous materials, including cleanup of spills

13. Where applicable, contact information for the occupational

health and safety committee or the worker health and safety representative Once a topic has been discussed or demonstrated, the trainer and the employee should initial the item. If the topic is irrelevant, mark “N/A” in the Comments column. Also indicate in the Comments whether any follow-up is necessary. Purpose of each item on the checklist: Provide workers with written contact information for their supervisors. If possible, introduce supervisors to workers immediately. 1. Tell workers that it is their duty to refuse to perform work if they believe it may be dangerous to themselves or others, and that they cannot be punished for doing so. 2. Go over general rules, which include following work procedures, using personal protective equipment, and operating equipment safely. 3. Tell workers that hazards should be reported immediately, and identify who they should report hazards to (for example, their supervisor or a safety coordinator). Inform workers about any known hazards that apply to them and tell them how to deal safely with these hazards. For example, tell them to wear respirators while sanding and discuss respirator care. 4. Demonstrate specific tasks (for example, cleaning equipment or using ladders) and safe work procedures (for example, locking out equipment before cleaning or repairing it). 5. Tell workers about person check procedures for working alone or in isolation. If workers need to use PPE (for example, respirators while painting), tell them what equipment to use and teach them how to use it properly. 7. Workers need to know where to find first aid supplies. 8. Tell workers who to report the injury to (all injuries must be reported). Make sure workers know what to do if they or someone else is injured. 9. Explain evacuation procedures. 10. & 11. Show workers emergency exits, meeting points, locations of fire alarms and fire extinguishers, and how to use extinguishers. 12. Teach them safety strategies such as keeping the back door locked. Warn workers about any potential for violence. Tell them how to prevent incidents (for example, remain calm with abusive customers) and how to

deal with incidents (for example, do not attempt to restrain shoplifters or robbers). 13. Explain the occupational health and safety program, and go over it briefly with workers. Tell them where they can find a written copy of the program 14. Workers need to know about hazardous products such as paints, solvents, or cleaning products. How to handle and dispose of such products safely, and where to find more information (for example, on product labels and MSDSs). If workers are uncertain about proper procedures, they should always talk to a supervisor. Topic Things to discuss Resources

Worker rights and responsibilities

Responsibility to follow the Regulation and other health and safety rules Responsibility to use PPE when required Right to refuse unsafe work

OSHA Job Safety & Health. It’s the Law! Poster

Falls from elevation (including ladder safety)

Fall protection procedures Proper use of fall protection Equipment. Ladder safety Inspection and maintenance of ladders and fall protection equipment

Slips, trips, and falls

Keeping work areas free of clutter Removing tripping hazards (such as loose cords) Cleaning up and disposing of spills Promptly

Working alone

Procedures for person checks Work activities that may place workers at risk of injury, and which should not be performed when working alone Procedures for late-night (11:00 p.m. to 6:00 a.m.)

Personal protective When and how to use specific OSHA

equipment (PPE) PPE Where to find PPE Limitations of protection Storage, maintenance, and Inspection

Protect Yourself Construction PPE

First aid and emergency procedures

Names and locations of first aid attendants Locations of first aid kits Locations of fire exits Locations of fire extinguishers and how to use them

Chemical, biological, and physical hazards

Potential health effects of exposure. Common roots of exposure Ways to prevent exposure How to recognize signs and symptoms of exposure MSDSs Location of MSDSs

Violence and harassment

Procedures for identifying and dealing with aggressive customers Procedures for identifying and dealing with harassment by coworkers

PPE Attachment Protect Yourself Construction Personal Protective Equipment (PPE) Eye and Face Protection Safety glasses or face shields are worn any time work operations can cause foreign objects to get in the eye. For example, during welding, cutting, grinding, nailing (or when working with concrete and/or harmful chemicals or when exposed to flying particles). Wear when exposed to any electrical hazards, including working on energized electrical systems. Eye and face protectors – select based on anticipated hazards. Foot Protection Construction workers should wear work shoes or boots with slip-resistant and puncture-resistant soles. Safety-toed footwear is worn to prevent crushed toes when working around heavy equipment or falling objects. Hand Protection Gloves should fit snugly. Workers should wear the right gloves for the job (examples: heavy-duty rubber gloves for concrete work; welding gloves for welding; insulated gloves and sleeves when exposed to electrical hazards). Head Protection Wear hard hats where there is a potential for objects falling from above, bumps to the head from fixed objects, or of accidental head contact with electrical hazards. Hard hats – routinely inspect them for dents, cracks or deterioration; replace after a heavy blow or electrical shock; maintain in good condition. Hearing Protection Use earplugs/earmuffs in high noise work areas where chainsaws or heavy equipment are used; clean or replace earplugs regularly. For more complete information:

Occupational Safety and Health Administration

U.S. Department of Labor www.osha.gov (800) 321-OSHA OSHA 3267-09N-05

Fall Prevention

Fall Protection It's A Snap! U.S.Department of Labor Occupational Safety & Health Administration Region VII (Revised 02/02) Dear Employees: Falls are the leading cause of fatalities and catastrophes investigated by OSHA. 44% of the fatal and catastrophic incidents in OSHA-Region 7 from October 1994 through September 1999 occurred in the construction industry; 36% of those involved a fall. OSHA is seeking to facilitate employee awareness and involvement in the prevention of fatal and injurious falls in construction. This document was prepared for YOU, the construction worker, exposed to fall hazards. This document is designed to be an easy reference tool for your daily use. Yes, it is a tool! Please place it in your tool box; take it to work with you; and use it daily. . .at every work site. The life you save may be your own!!! Hello! I’m Lenny the Lanyard!! Fall Protection is my Life…AND YOURS! Follow me and I’ll show you…It’s a Snap! Fall Protection

The employer must: ♦ Select the most appropriate method of fall protection to protect the

employee. ♦ Acquire the necessary equipment. ♦ Train the employee in proper equipment use. ♦ Insure that the program is followed and employees accept their obligation to follow the rules to protect themselves. Fall Protection ♦ Any employee who might be exposed to fall hazards must be trained. ♦ Walking/working surfaces must be inspected before work begins. ♦ Employees can only work on surfaces strong enough to support them. ♦ Each employee on a walking/working surface (horizontal and vertical

surface) with an unprotected side or edge which is 6’ (1.8m) or more above a lower level shall be protected from falling by use of:

• guardrail system • safety net systems or • personal fall arrest systems.

Refer to manufacturer’s specifications for proper installation. Employers engaged in leading edge work, precast concrete construction work, and residential construction work who can demonstrate that is infeasible or creates a greater hazard to use conventional fall protection

systems must develop and follow a fall protection plan. Full Body Harnesses: • Full body harnesses should be snug fitting and worn with all hardware and straps intact and properly fastened and maintained according to manufacturer’s specifications. (Body belts are not accepted by OSHA as a fall arrest device, but can be worn as a positioning device if the employee cannot free fall more than 2”).

How to Wear a Full-Body Harness 1. Hold the harness by the back D-ring. Shake the harness to allow all straps to fall in place. 2. With waist and/or leg straps unbuckled, release snaps and unbuckle at this time. 3. Slip straps over your shoulder so the D-ring is located in middle of the back. 4. Connect the waist strap. The waist strap should be tight, but not binding. 5. Pull the buckle portion of the leg strap between your legs and connect to opposite end of the leg strap. Repeat the procedure with second leg strap. 6. After all straps have been buckled, tighten all friction buckles so harness fits snug but allows free range of motion. 7. If the harness contains a chest strap, pull it around the shoulder strap and fasten it in middle chest area. Tightening will keep the straps taut. 8. To remove the harness reverse the procedure. 9. Reconnect the waist strap after removing the harness. This will give you a starting point when next attempting to put harness on.

10. Manufacturer’s recommend hanging the harness by the D-ring to help keep its shape when not in use. Roof Sheathing in Residential Construction: • Only those workers trained in the roof sheathing process will be allowed to perform this work. • The bottom row of sheathing may be installed by workers standing in truss webs.

Roofs - Residential Construction • Slide guards shall be installed extending the width of the eave and securely attached to the roof. • On slopes greater than 6/12, up to and including 8/12, additional slide guards shall be installed below the work area at intervals not to exceed 8’. • At a pitch of 8/12 or greater, and on roofs with a slope greater than 4/12 where eave to lower level is more than 25’, conventional methods of fall protection must be used.

• Slide guards are to be constructed of 2”x 4” flat and 2” x 6” on edge. Workers should install the slide guard while standing in truss webs and leaning over the sheathing. • Metal brackets for slide guards are recommended.

Warning Line System

Erected all around sides of the roof work area. With no mechanical equipment - the warning lines shall be erected not less the 6’ from the edge of the roof. • When using mechanical equipment - lines erected not less than 6’ from the edge which is parallel to the direction of mechanical equipment operation, and not less than 10’ from the edge which is perpendicular to the direction of mechanical equipment operation. • Warning lines shall consist of ropes, wires, or chains with a minimum tensile strength of 500 pounds, and supporting stanchions capable of resisting, without tipping over, 16 pounds applied horizontally. • Rope, wire, or chain shall be rigged so that its lowest point (including sag) is 34 inches and its highest point is 39 inches from walking/working surface and shall be flagged with high visibility material at not more than 6’ intervals.

• Open-side floors and holes, such as stairwells, door and window openings, and skylights (that have a fall distance of more than 6’) must be protected by use of a guardrail system or covers. • If the inside bottom edge of the wall opening is less than 39” above the walking/working surface, a guardrail system or personal fall arrest system shall be used.

Open Holes & Unprotected Sides and Edges • A guardrail system shall be constructed of at least 2” x 4” wood posts and top rail, or equivalent material, and consist of a top rail at 39-45”, a mid rail at 21”, upright a 8’ intervals and a toe board when someone is working below. • Steel banding or plastic shall not be used as top rails or mid rails. • Guardrail systems shall be capable of with- standing 200 pounds of force in an outward or downward direction. • Ends or top rails and mid rails shall not over-hang terminal posts, unless such overhang does not constitute a hazard.

Open Holes & Unprotected Sides and Edges Any employee using ladders must be trained. Ladders must be adequate for the job and properly maintained (i.e., the right ladder for the job). A stairway or ladder must be provided at all worker points of access where there is a break in elevation of 19” (48cm) or more and no ramp, runway, embankment or personnel hoist is provided. Guidelines for use: • Clear scrap and material away from the base and top of the ladder, since getting on and off the ladder is relatively hazardous. • Always face the ladder when climbing up or down and while working from it.

Ladders • Each worker must use at least one hand to grasp the ladder when climbing. • A worker on a ladder must not carry any object or load that could cause him/her to lose balance and fall. • Keep your center of gravity between the side rails. Your belt buckle should never be outside the side rails. • Keep boots clean of mud, grease, or any slippery materials which could cause loss of footing.

Don’t let this happen to you! • Straight or extension ladders shall be set 1’ out for every 4’ up. • When portable ladders are used for access to an upper landing surface, the side rails must extend at least 3’ (.9m) above the upper landing surface or the ladder must be secured from slipping.

• Do not splice short ladders together to make a long ladder. The side rails will not be strong enough for the extra loads. • Never use ladders horizontally as scaffold planks, runways, or any other service for which they have not been designed.

• Never rest a ladder on its rungs. Ladders must rest on the side rails. • To erect long, awkward, or heavy ladders, get help to avoid injury from overexertion. • Avoid setting up ladders in doorways, passage- ways, driveways, or any other location where they can be struck or knocked over.

Ladders used to access working platforms must be securely placed. ⇒ Set the ladder on a firm, level surface. ⇒ Never erect ladders on boxes, carts, tables, or other unstable surfaces.

• The top or top step of a stepladder must not be used as a step. • Cross bracing on the rear section of step ladders must not be used for climbing unless the ladders are designed and provided with steps for climbing on both front and rear sections. • Ladders must be inspected by a competent person for visual defects on a periodic basis and after any incident that could affect their safe use.

• Any employee who performs work while on a scaffold must be trained. • Fall protection is required at height of 10’ or greater. • When used, scaffolding must be suitable for the job and adequate for the load. • No scaffold shall be erected, moved, dis- mantled, or altered except under the supervision of a competent person. • Workers must be provided a safe access on or off the walks planks, work platforms, and/or scaffolding. Such access shall be provided by a ladder or equivalent safe access. Scaffolding Types of Scaffolds: • Job - Built Wood This type may be used for erection of trusses and for drywall where conventional scaffold cannot be used.

• Tubular Welded Frame Scaffold Planks must be adequate for the load. Scaffold-grade plank, microlam, or aluminum only.

Erected Tubular Steel Platform Scaffolding: • According to manufacturer’s recommendations only. o Properly maintained. o Poles, legs, posts, frames and uprights must be on base plates, mud sills

or other adequate firm foundations. Erecting Pump Jack Scaffolding: (Wood or Aluminum) • According to manufacturer’s recommendations only.

o Properly maintained. o The poles, legs or uprights of the scaffolding shall be plumb and securely

braced to prevent swaying and/or displacement. • Intermediate bracing is to be used on wood poles at 10’ intervals. • Pump Jack brackets, braces and accessories shall be fabricated from metal plates and angles. • All poles shall bear on mud sills or other adequate firm foundations.

Erecting Pump Jack Scaffolding: (For Wood Only) • Poles made of straight grain wood must be free of shakes, large loose or dead knots and other defects, and should be nailed 12” on center on both sides, 30’ maximum height.

Ladder Jack: ⇒ Need additional ladder for access. ⇒ Plank bracket must be at least 10” wide on each rung. ⇒ Platform shall not exceed 20’ in height. ⇒ A personal fall protection system required above 10’.

Scaffolding

• Fall protection is required on a walking surface with an unprotected side or edge more than 15 feet above the next level. • There are exceptions for connectors and deckers in a controlled decking zone; this exception is limited to 30 feet or two stories, whichever is less. Steel Erection YOU CAN HELP your community prevent unnecessary workplace accidents. If you observe any of the fall hazards depicted in this guide, or any other situation where an employee could fall, please contact the Occupational Safety and Health Administration (OSHA): 1-800-321-OSHA (6742) TTY 1-877-889-5627 www.osha.gov

Violence in the Work Place GENERAL INFORMATION The U.S. Geological Survey (USGS) is committed to ensuring adequate

safety for the security of its employees. While the USGS is proud of its safe workplaces, we are concerned about the reality of violence in society and its potential occurrence in our workplaces. In recent years, we have all become more aware of violence and threatening behavior in American workplaces. Violence in the workplace can have devastating effects on the productivity of organizations and on the quality of life of employees.

We must take all reasonable steps to protect ourselves and others in the workplace from violent incidents that may result in injury or harm and also to protect Government and personal property. By working together, we can ensure that the USGS establishes and maintains a work environment that is safe and healthy for all.

This handbook provides you with guidance for responding appropriately to violence, threats, reports of threats, or questions that arise in these situations. At the end of the handbook are appendices that provide guidance on dealing with violent situations, a list of resources for additional information, and a sample emergency contact information sheet.

POLICY All employees are responsible for maintaining a safe work environment. Acts

of violence or threats of violence, either explicit or veiled, verbal or written, are unacceptable and will not be tolerated in the workplace. This includes harassment, intimidation, and other disruptive behavior. All reports of incidents will be taken seriously and will be dealt with appropriately. Further, possession of firearms, ammunition, and dangerous or deadly weapons in USGS controlled or occupied space is prohibited by law, except for those individuals who are authorized to carry firearms.

DEFINITIONS Threatening Behavior is an individual's threat, either overt or implied, to commit an act of physical aggression or harm at the workplace. Examples include, but are not limited to: ⇒ Threats to cause bodily harm or death to another person (including

stalking, bullying, or other abusive or aggressive behavior);

⇒ Threats to commit sabotage or destroy, damage, or deface government or personal property located at the workplace;

⇒ Making harassing or threatening phone calls; and ⇒ Unusual, bizarre, or menacing behavior or statements that a reasonable

person would interpret as carrying the potential for violent acts. Workplace violence is any act or attempted act of physical aggression or harm by an individual that occurs at the workplace. Examples include, but are not limited to: ⇒ Causing or attempting to cause bodily harm or death to another person; ⇒ Acting or attempting to sabotage, destroy, damage, or deface

government or personal property in the workplace; and ⇒ Possession of unlawful and unauthorized weapons in the workplace. RESPONSIBILITIES We all have a responsibility to ensure that USGS remains a safe place to work. Specific responsibilities are spelled out below. Assessment and Response Team (ART) is a team responsible for

evaluating our current ability to handle incidents, assessing the seriousness of a threat or violence problem, and developing response options. The ART will vary in size and composition based on the size and location of each office and the circumstances of any incident. Ideally, membership of the team will include an Employee Assistance Program (EAP) counselor, security personnel (where available), and a staff member from the Office of Human Resources. Depending on the circumstances, a staff member from the external affairs office, the headquarters or regional safety managers, supervisors, division human resources personnel, and bargaining unit representatives may participate in the ART. In larger offices, an ART should be established within 90 days of the publication of this handbook and should meet to evaluate the ability to respond to incidents; after the initial meeting, the ART will meet annually and in response to any violent or threatening behavior. In offices where there are no security or EAP personnel, management should evaluate the current ability to handle incidents, consulting with the Federal Protective Service or local law enforcement, within 90 days of the issuance of this handbook. Should violence or threatening behavior occur in those offices, the Federal Protective Service or local law enforcement should be contacted for an immediate response, and the Office of Human Resources consulted as to appropriate follow up actions.

Bargaining Unit representatives are responsible for reporting threats,

suspicious activities, or acts of violence to management. Where

bargaining unit employees are involved in threatening or violent activities, either as a participant in violence or as a victim or witness, bargaining unit representatives will serve as members of the Assessment and Response Team.

Employees are responsible for reporting threats, suspicious activities, or

acts of violence to their supervisor, regardless of the relationship between the individual who initiated the threat or threatening behavior and the person who was threatened or was the focus of the violent behavior. It does not matter when or where the threats occurred. Employees reporting threats shall not be subject to interference, coercion, discrimination, penalty, censure, or reprisal as a result of these reports. Employees are encouraged to provide their supervisors with updated emergency contact information; a sample form that may be used for that purpose is shown in Appendix 3.

Employee Assistance Program (EAP) is responsible for consulting with

management and the Human Resources Office on an appropriate response plan, and for providing short-term counseling and referral services to employees. EAP counselors will serve on the Assessment and Response Team and assist in determining the severity of any threat and the appropriate response to the threat. If the EAP counselor learns that an employee is at imminent risk for violence, he/she will notify the appropriate authorities for action.

Federal Protective Service (FPS) or local Security personnel, where

available, are responsible for taking necessary actions to ensure the safety of the workplace. This includes, but is not limited to, providing first response to violent acts, contacting local law enforcement offices for immediate response as needed in individual circumstances, denying access to USGS facilities to individuals who pose a clear threat, and obtaining information as needed to make an assessment of an individual's potential for violent behavior. Local security personnel will serve on the Assessment and Response Team and provide advice and guidance to managers and employees on precautionary actions they should take in cases of threats or violence. Where FPS and security personnel are not available, their role may be fulfilled by local law enforcement as appropriate.

Servicing Human Resources Offices are responsible for consulting with

employees, supervisors, and managers when threats or violence have occurred and will assist managers in taking appropriate corrective action. They will convene a meeting of the Assessment and Response Team in response to any reported threat or violent act. In addition, servicing

Human Resources Offices will provide periodic training to managers and supervisors on appropriate responses to threatening and violent behavior.

Supervisors and managers are responsible for evaluating, investigating,

and taking immediate appropriate action, consistent with this handbook, when threats or violence have occurred in the workplace. They should ensure that employees understand their responsibility to report threatening remarks or behavior. Management should refer employees who are experiencing personal problems that may be impacting their performance or conduct to the EAP; however, employee participation is entirely voluntary. Supervisors and managers will serve as needed on the Assessment and Response Team.

THREATS AND VIOLENCE IN THE WORKPLACE WARNING SIGNS No one can always predict when a human being will become violent. There is

no absolute specific profile of a potentially dangerous individual; however, indicators of increased risk of violent behavior are available. Some of these indicators may include, but are not limited to:

⇒ Direct or veiled threats of harm; ⇒ Intimidating, belligerent, harassing, bullying, or other inappropriate and

aggressive behavior; ⇒ Numerous conflicts with supervisors and other employees; ⇒ Bringing a weapon to the workplace, brandishing a weapon in the

workplace, making inappropriate references to guns, or a fascination with weapons;

⇒ Statements showing a fascination with incidents of workplace violence, statements indicating approval of the use of violence to resolve a problem, or statements indicating identification with perpetrators of workplace violence;

⇒ Statements indicating desperation (over family, financial or other personal problems) to the point of committing suicide;

⇒ Drug/alcohol abuse; and ⇒ Extreme changes in behavior. Each of these behaviors indicates the potential for escalation of violent

behavior. None should be ignored. By identifying the problem and dealing with it appropriately, we may be able to prevent violence from happening. Employees who recognize these behaviors in themselves are encouraged to seek assistance from the Employee Assistance Program or their family physician. Any employees who notice the above indicators in coworkers should notify their supervisors. Supervisors who have seen the above indicators in an employee, or have received a report from one employee regarding another, should immediately contact their servicing Human

Resources Office for advice and assistance in determining the appropriate course of action.

THREATS AND THREATENING BEHAVIOR The following types of behavior are unacceptable, will not be tolerated and

require appropriate actions by managers and supervisors. Employees who exhibit this type of behavior will be subject to appropriate disciplinary action, which could include removal from the Federal Service. Employees may also be placed on administrative leave or detailed to another position or office. The employee will also be referred to the Employee Assistance Program (EAP); although such participation is voluntary, an employee's participation in EAP counseling may mitigate the severity of any penalty arising out of the behavior. Supervisors must contact their servicing Human Resources Office for advice and guidance on the appropriate action.

Threats may be direct statements such as "I am going to kill you," or veiled

statements such as "Something bad will happen to someone," "I'm afraid I may hurt someone," or "I think about killing myself." Some of the ways employees may receive threats include:

⇒ Remarks made directly to the target of the threat orally, either in person or through telephone calls;

⇒ Remarks made to one person about another; or ⇒ Remarks made in letters, notes, or electronic messages. When you are aware of such threatening remarks, do not ignore the

information, even if you do not personally believe the threat is serious. Employees who receive or witness threatening remarks must report them to their supervisors; supervisors must immediately contact their servicing Human Resources Office, which will convene the Assessment and Response Team. The Assessment and Response Team will evaluate the situation, determine the seriousness of the threat and determine the appropriate action.

Intimidating or harassing remarks may not actually contain a threat.

However, these type of remarks can create a hostile work environment and must be addressed. Employees should report such remarks to their immediate supervisors or higher level management, who should contact their servicing Human Resources Office for advice and guidance on the appropriate action.

Intimidating, harassing, or confrontational behavior can include such

things as physically crowding, stalking, or directing menacing looks or gestures at an individual to create fear. Such actions are inappropriate and will not be tolerated. When ignored, they can escalate to more

serious problems. Employees should report intimidating or harassing behavior to their supervisors. Supervisors should contact their servicing Human Resources Office for advice and guidance on the appropriate action.

Irrational or inappropriate behavior often bothers others and can be

extremely disruptive. These behaviors may be a warning sign of violence or may be indicative of other problems. Examples of irrational or inappropriate behaviors may include unwelcome name calling, use of obscene language, throwing objects and the like. Employees should notify their supervisors when they witness or are the object of irrational or inappropriate behavior; supervisors should contact their servicing Human Resources Office for advice on the actions needed to respond to such behavior.

VIOLENCE Violence in the Workplace Any violent act in the workplace must be immediately addressed. In an

emergency situation, secure your own safety and then call security personnel or the local police. If you can safely do so, keep the involved parties calm and separated until help arrives. Medical attention should be obtained for any injured individuals. The servicing Human Resources Office should be immediately notified of the incident and will convene the Assessment and Response Team.

The Federal Protective Service (FPS), security personnel, or local law enforcement must immediately be contacted if it is reported that an employee or visitor has a firearm or other dangerous weapon at the worksite. Do not attempt to disarm the individual yourself.

If the violent individual is an employee, he/she must immediately be removed from the workplace and placed on administrative leave pending a determination of the appropriate response to the violent act. The employee's identification and any access keys should be confiscated to ensure that the person can not enter the workplace again without agency permission; where possible, this should be done by the FPS, security personnel or local law enforcement.. The violent individual will be subject to discipline, up to and including removal from the Federal service. He/she may also be subject to criminal penalties; in such cases the employee may be indefinitely suspended without pay pending resolution of the criminal charges.

If the violent individual is a visitor, he/she will be removed from USGS premises by the FPS, security personnel or local law enforcement and will be subject to criminal penalties.

Individuals who witness a violent act in the workplace should make as many observations as they can about the incident. These observations and any actions taken in response to the act should be documented when safely possible; this documentation should be in writing and dated. Copies of these notes should be given to security personnel and the servicing Human Resources Office. These notes may provide valuable information and will be useful when proposing or taking corrective or precautionary measures.

The EAP will be available for critical incident counseling for employees who witness or are the subject of the violent behavior. Such counseling may consist of group meetings or individual employee sessions. Employees will be allowed administrative leave to attend such sessions.

Off-Duty Violence/Threats If an employee commits a violent act or engages in threatening behavior

while off-duty, the response to such off-duty conduct will depend on the type and severity of the violence, and its nexus, or connection, to the employee's USGS position. Each case of off-duty violence or threats will need to be individually evaluated. If the behavior is clearly related to the workplace, it will be treated as it occurred on duty. A supervisor who learns of an employee's off-duty violence must immediately contact the servicing Human Resources Office. The servicing Human Resources Office will provide advice on the appropriate action.

Domestic Violence The effects of domestic violence can show up at work in the form of reduced

productivity, absenteeism, and increased risk of violence in the workplace. Any employee who has obtained an order or protection or restraining order against an individual should notify the Federal Protective Service or security personnel and, where possible, provide them with a picture of that individual. In cases where there is a clear threat to workplace safety the Assessment and Response Team will be convened as needed. Employees who are victims of domestic violence can contact the EAP counselor or their supervisor for assistance. Supervisors, team leaders, and co-workers who suspect an employee is being abused at home can contact their supervisor or the EAP for assistance. Further, information is available in the Office of Human Resources Management (OPM) Guidebook: Responding to Domestic Violence: Where Federal Employees Can Find Help; copies can be obtained from your servicing Human Resources Office or on line from OPM.

FOLLOW-UP ACTIONS Following any threat or violence incidence, the Assessment and Response

Team will review the response(s) to the situation to assess the

appropriateness of the response and determine what could have been done better. They will also determine what preventive measures should be implemented to prevent or lessen the impact of a similar incident. Management will be advised of the results of this review.

Anyone exposed to threatening or violent events, at or away from work, needs support from family, co-workers, and management. When they receive this support, they may feel less isolated, distrustful, and withdrawn. Active support tends to promote increased commitment, productivity, and better recovery. Individual or group counseling sessions may be necessary for some individuals. The EAP and servicing Human Resources Office can help supervisors and employees choose appropriate post-violence activities.

Workplace Violence Handbook Appendix 1 - Emergency Response Checklist COPING WITH THREATS AND VIOLENCE For an angry or hostile encounter ⇒ Stay calm by taking deep, slow breaths ⇒ Listen attentively ⇒ Maintain eye contact ⇒ Be courteous and patient ⇒ Keep the situation in your control ⇒ Maintain a calm, quiet tone of voice ⇒ Attempt to avoid arguing or making statements that might intensify the

individual's angry/hostile demeanor

For a person shouting, swearing, and threatening ⇒ Signal a coworker or supervisor that you need help ⇒ Have someone call security personnel ⇒ Do not make any calls yourself ⇒ Avoid statements and/or behaviors that could escalate the individual's

threatening statements/behavior

For someone with a weapon ⇒ Stay calm - Maintain eye contact ⇒ Stall for time ⇒ Keep talking...but follow instructions of the person with the weapon ⇒ Don't risk harm to yourself and others ⇒ Don't ever try to be a hero - Never try to grab a weapon ⇒ Watch for a safe chance to escape, then contact security personnel or

local police if they have not already been contacted

TELEPHONED SUICIDE OR BOMB THREATS ⇒ Stay calm. Keep talking ⇒ Do not hang up ⇒ Signal a coworker or supervisor to contact security personnel ⇒ Ask the caller to repeat the message; write it down ⇒ For a bomb threat, ask where it is and when it will go off; repeat these

questions if necessary ⇒ Listen for background noises; write down what you hear ⇒ Write down whether it is a man or a woman; pitch or tone of voice or

accent; anything you notice ⇒ Try to get the caller's name, location, and phone number EMERGENCY PHONE NUMBERS Security Office: ____________________________ Health Unit: ________________________________ Police: ____________________________________ Ambulance: ________________________________ Personnel: _________________________________ EAP: ______________________________________ Federal Protective Service: ____________________ Resources Office of Human Resources Management OPM Employee Relations and Health Services Center 1900 E Street, NW Washington, DC 20415 http://www.opm.gov Department of Health and Human Services Centers for Disease Control and Prevention National Institute for Occupational Safety and Health Robert A. Taft Laboratories 4676 Columbia Parkway Cincinnati, Ohio 45226-1998 http://www.opm.gov Department of Justice National Institute of Justice National Criminal Justice Reference Service Bureau of Justice Assistance Clearinghouse P.O. Box 6000 Rockville, MD 20849-6000

(800) 851-3420 http://www.usdoj.gov/ Non-Government American Psychiatric Association Division of Public Affairs 1400 K Street, NW Washington, DC 20005 http://www.psych.org American Psychological Association 1200 17th Street, NW Washington, DC 20005 (202) 955–7600 http://www.apa.org National Center for Victims of Crime P.O. Box 588 Arlington, VA 22216 (800) FYI-CALL http://www.ncvc.org/ncvc/Main.aspx National Coalition Against Domestic Violence http://www.ncadv.org National Domestic Violence Hotline (800) 799-SAFE (800) 787–3224 (TTY) National Organization for Victim Assistance 1757 Park Road, NW Washington, DC 20010 (800) FYI-CALL (202) TRY-NOVA Emergency Contact Information Sheet Use of this information sheet is voluntary. The completed form can be given to your supervisor, who will retain it in

his/her files and use the information only in the event of an emergency requiring notification of a relative or significant other. If you elect to

provide this information to your supervisor, whether using this sheet or in another fashion, you should update it whenever there are changes.

Employee Name: _____________________________ Home Address: _____________________________ _____________________________ _____________________________ Home Phone Number: _____________________________ Emergency Contact Person: (Name and Phone Numbers) _____________________________ _____________________________ _____________________________ Alternate Contact: (Name and Phone Numbers) _____________________________ _____________________________ _____________________________ Physician Name: _____________________________ Physician Phone Number: _____________________________ Blood Type: _____________________________ Allergies: _____________________________ _____________________________ NOTE TO SUPERVISORS: The information on this sheet is confidential and

should be stored in a secure location; access to the information should be limited to those with a need to know during an emergency.