Occupational safety and health (OSH), also commonly referred to as occupational health and safety (OHS), occupational health, or occupational safety, is a multidisciplinary field concerned with the safety, health, and welfare of people at work (i.e. in an occupation). These terms also refer to the goals of this field, so their use in the sense of this article was originally an abbreviation of occupational safety and health program/department etc.

1. OCCUPATIONAL SAFETY AND HEALTH
EMPLOYEE PARTICIPATION IN SAFETY
ASSISTANT PROFESSOR PRACHI DESSAI, DON BOSCO COLLEGE OF ENGINEERING
1

2. EMPLOYEE PARTICIPATION IN SAFETY
 Education and training have been recognized as important
components of organized safety programs for many years.
 In today’s rapidly changing high-tech workplace, they are
more important than ever.
 Modern safety and health professionals have a key role to play
in ensuring that all employees at all levels receive the
appropriate types and amounts of training.
 They must also be prepared to play an active role in preparing,
presenting, arranging for the application of, and evaluating
safety and health training.
ASST. PROF. PRACHI DESSAI, OSHA, DBCE 2

3. RATIONALE FOR SAFETY AND HEALTH TRAINING
Consider the following example.
The management team at Will-Burt Company, a steel fabrication and parts manufacturer, was in
financial trouble. According to Gregg LaBar
 Low profits, too many product defects, and steep workers’ compensation and medical costs
were hurting the company.
 That’s when new President and Chief Executive Officer Harry E. Featherstone stepped up
and instituted an employee training and education program.
The employee training program, including the safety components, helped turn WillBurt’s
fortunes around.
ASST. PROF. PRACHI DESSAI, OSHA, DBCE 3

4. RATIONALE FOR SAFETY AND HEALTH TRAINING
 Many studies have been made to determine why people fail to follow safety procedures or to
take reasonable precautions on the job. Some of the reasons are that workers have:
 Not been given specific instructions in the operation
 Misunderstood the instructions
 Not listened to the instructions
 Considered the instructions either unimportant or unnecessary
 Disregarded the instructions
ASST. PROF. PRACHI DESSAI, OSHA, DBCE 4

5. WHEN TO TRAIN?
 There are appropriate times when safety and health
training should be provided. They are when
 Worker lacks the safety skills.
 New employee is hired.
 Employee is transferred to another job or task.
 Changes have been made in the normal operating
procedures.
 Worker has not performed a task for some period of time.
ASST. PROF. PRACHI DESSAI, OSHA, DBCE 5

6. WHO IS RESPONSIBLE FOR TRAINING?
OSHA
Organized Labour
and Individual
Companies
Health and Safety
Professionals
Supervisors
Safety and health professionals train the supervisors and keep them up-to-date.
Supervisors provide most of the training to workers.
Safety and health professionals and supervisors work together to train workers jointly when appropriate.
ASST. PROF. PRACHI DESSAI, OSHA, DBCE 6

7. LEGAL AND ETHICAL REASONS FOR TRAINING
 The Occupational Safety and Health Act, or OSH Act, mandates that employers provide
safety and health training. The OSH Act requires
 Education and training programs for employees
 Establishment and maintenance of proper working conditions and precautions
 Provision of information about all hazards to which employees will be exposed on the job
 Provision of information about the symptoms of exposure to toxic chemicals and other substances
that may be present in the workplace
 Provision of information about emergency treatment procedures
ASST. PROF. PRACHI DESSAI, OSHA, DBCE 7

8. TRAINING EMPLOYEES
 The following are some recommendations that should be addressed to ensure that workers
are trained or that training has been upgraded.
• Any new hazards or subjects of importance
• Basic skills training
• Explanation of policies and responsibilities
• Federal and state laws
• First-aid training
• Importance of first-aid treatment
• Methods of reporting accidents
ASST. PROF. PRACHI DESSAI, OSHA, DBCE 8

9. TRAINING EMPLOYEES
 The following are some recommendations that should be addressed to ensure that workers
are trained or that training has been upgraded.
• New safe operating procedures
• New safety rules and practices
• New skill training for new equipment, etc.
• Technical instruction and job descriptions
• Where to get first aid
• Where to get information and assistance
• Any other subjects of importance
ASST. PROF. PRACHI DESSAI, OSHA, DBCE 9

10. TRAINING EMPLOYEES
Title 29—Labor, Code of Federal Regulations (CFR)—cover the following industrial sectors:
 General industry Part 1910
 Maritime industry Part 1915–18
 Construction industry Part 1926
 Agriculture industry Part 1928
ASST. PROF. PRACHI DESSAI, OSHA, DBCE 10

11. TRAINING NEW AND TRANSFERRED EMPLOYEES
 Orientation
 Orientation is critical. Too often, companies hand over new employees to an experienced
employee who is supposed to “show them the ropes.” This is a dangerous practice that can
have the effect of minimizing, rather than emphasizing, the importance of safety.
 A good orientation program should teach the following at a minimum:
Management is sincerely interested in preventing accidents.
Accidents may occur, but it is possible to prevent them.
Safeguarding equipment and the workplace has been done, and management is willing to
go further as needs and methods are discovered.
Each employee is expected to report to the supervisor any unsafe conditions encountered at
work.
ASST. PROF. PRACHI DESSAI, OSHA, DBCE 11

12. TRAINING NEW AND TRANSFERRED EMPLOYEES
 Job-Specific Procedures
Before a new employee is allowed to begin work, he or she should be given instruction in safe
operation procedures, the use of personal protective equipment, and any other procedures that promote
a safe and healthy work environment.
 Follow-Up
After a new employee has worked for three days to a week, a follow-up conference should be called.
This conference should be led by the worker’s supervisor. It should answer the following questions:
Was the initial training effective? Does the new employee have questions or concerns? Does the new
employee have suggestions for improving the safety and health of his or her work environment?
ASST. PROF. PRACHI DESSAI, OSHA, DBCE 12

13. METHODS OF TRAINING
 Lecture-Discussion Method
 The lecture-discussion method of teaching is the oldest, most familiar, most used, and probably
most abused.
 A lecture is a planned, structured, and frequently illustrated (slides, charts, board, and so on)
method of communicating information to a group of people.
 By itself, the lecture allows for only one-way communication.
 This serious deficiency is overcome by adding the discussion component. Discussion can be
between the instructor and participants or among fellow learners.
 During discussion, the instructor’s job is to keep the discussion on track and moving in the right
direction.
ASST. PROF. PRACHI DESSAI, OSHA, DBCE 13

14. METHODS OF TRAINING - DEMONSTRATION
METHOD
 The demonstration method is the process in which the instructor shows participants how to perform
certain skills or tasks.
 While demonstrating, the instructor also explains all operations step-by-step.
 The key to giving a good demonstration is preparation. The following checklist contains specific tasks
for preparing for a demonstration:
 Decide exactly what the purpose of the demonstration is, why it will be given, what participants should
learn from it, what will be demonstrated and in what order, and how long the demonstration will last.
 Gather all tools, equipment, and instructional aids.
 Set up the demonstration so that participants will easily be able to see what is going on and hear what
you are saying.
 Arrange all materials to be used in the demonstration so that they correspond with the order in which
the various steps of the demonstration will be presented.
 Practice the demonstration several times before giving it to work out any bugs.
ASST. PROF. PRACHI DESSAI, OSHA, DBCE 14

15. METHODS OF TRAINING - CONFERENCE METHOD
 The conference method is particularly well suited for corporate training settings.
 Safety and health professional may use the conference method to make all supervisors aware
of a new safety problem while simultaneously soliciting their input on how to solve the
problem.
 To be effective facilitators, safety and health professionals must become adept at defining the
problem, soliciting input from participants, drawing out all of them, summarizing and
repeating information, and building consensus.
 The conference teaching method, when effectively used, should result in both well-informed
participants and a plan for solving the problem
ASST. PROF. PRACHI DESSAI, OSHA, DBCE 15

16. OTHER PRESENTATION METHODS
 Simulation : Computer simulation activities and those based on interactive laser disc and
video technology are becoming more widely used. The military has used technology based
simulation for many years to train pilots.
 DVDs: The use of DVDs for presenting instruction has become common in corporate
training settings.
 Programmed Instruction: has been a workbook or text that presents information in segments
that proceed as (1) information presentation; (2) information review; (3) questions, problems,
or activities based on the information presented for the participant to work on; and (4) a self-
test.
 Interactive CD-ROM
 Online Training (E-LearninG)
ASST. PROF. PRACHI DESSAI, OSHA, DBCE 16

17. ROLE OF TRADE UNIONS IN INDIA -OBJECTIVES
 Wages and salaries - wages and benefits are determined through processes such as collective
bargaining, wage boards, conciliation, and adjudication. Working of all these processes deserves
systematic inquiry. Union power and objective facts hopefully influence the wage scene through these
forums.
 Working conditions - Another major objective of the Trade Unions is to insure the safety of workers.
While working every worker must be provided with basic facilities like. Drinking water, minimum
working hours, paid holidays, social security, safety equipments, lights and others.
 Personnel policies - Any personal policy of the employer with respect to promotion, transfer and
training may be challenge by Trade Unions if arbitrary.
 Discipline - Trade Unions also protect the workers from arbitrary discipline action taken by
management against any worker. No worker should be victimized by management in the form of
arbitrary transfer or suspension.
ASST. PROF. PRACHI DESSAI, OSHA, DBCE 17

18. ROLE OF TRADE UNIONS IN INDIA -OBJECTIVES
 Welfare-The main objective of the Trade Union is to work for the welfare of the workers. This
includes welfare of the family members or children of the worker.
 Employee and Employer Relations-for an industrial peace there must be harmony between employer
and employee. But due to superior power of the management sometimes conflict arises in this
situation Trade Union represent the whole group of workers and continue negotiations with
management.
 Negotiating Machinery-Trade Unions may also put proposals before management, as this policy is
based on the principle of Give and Take.
 Safeguarding Organizational Health and the Interest of the Industry-Trade Unions also help in
achieving employee satisfaction. Trade unions also help in better industrial relation by creating
procedure to resolve the industrial dispute.
ASST. PROF. PRACHI DESSAI, OSHA, DBCE 18

19. FUNCTIONS OF TRADE UNIONS IN INDIA
 Trade Unions protect the worker from wages hike, provides job security through peaceful
measures.
 Trade Unions also help in providing financial and non-financial aid to the workers during
lock out or strike or in medical need.
 It has also to be borne in mind while making an agreement that the interest of the workers
who are not the members of Trade Union are also protected and the workers who are not
members of the Trade Union are also protected and the workers are not discriminated.
ASST. PROF. PRACHI DESSAI, OSHA, DBCE 19

20. PROBLEM FACED BY TRADE UNIONS IN INDIA
 Uneven Growth: Trade union activities are concentrated in large scale industries and that too in regard
of manual labor only and mainly in bigger industrial center, there are hardly any trade union activities
in small scale enterprises, domestic and agricultural Labour.
 Low Membership: Even though, the number of trade unions has increased considerably in India but
this has been followed by the declining membership per union. The average number of members per
union was about 3,500 in 1927-28. It reduced to about 1,400 in 1946-47 and again to as low as a
figure of 675 in 1985-86 and 659 in 2000-01. This indicates the emergence of small scale trade unions.
 Multiplicity of Unions: There may exist many trade unions in the same establishment. The existence
of large number of trade unions can be attributed to the fact that The Trade Unions Act, 1926 permits
any association of seven workers to be registered as a union, and confers upon it certain rights.
ASST. PROF. PRACHI DESSAI, OSHA, DBCE 20

21. PROBLEM FACED BY TRADE UNIONS IN INDIA
 Inter Union Rivalry: Unions try to play down each other in a bid to gain greater influence
among workers. In the process they do more harm than good to the cause of unionism as a
whole. Employers are given an opportunity to play unions against each other.
 Weak Financial Position: The financial position is very low as their average yearly income is
very low and inadequate. The subscription rates are very low due to multiplicity of unions,
unions interested in increasing their membership keep the subscription rates very low
resulting inadequacy of funds with the unions.
 Lack of Public Support: The trade unions frequently resort to strike and protest in order to
make their demands meet. As a result, inconvenience is caused to public. This is the public
support or sympathy is almost negligible.
ASST. PROF. PRACHI DESSAI, OSHA, DBCE 21