A Project on

EMPLOYEE SAFETY AND SECURITY AT WORKPLACE

In the Subject Human Resource Management Submitted to University of Mumbai For semester II Of Master of Commerce y Shruti !i"ram #Management $%%& Under 'uidance of Prof !ora

(ear )*$) + )*$,

A S-RACThe workplace environment impacts employee morale, productivity and engagement - both positively and negatively. The work place environment in a majority of industry is unsafe and unhealthy. These includes poorly designed workstations, unsuitable furniture, lack of ventilation, inappropriate lighting, excessive noise, insufficient safety measures in fire emergencies and lack of personal protective equipment. People working in such environment are prone to occupational disease and it impacts on employee s performance. Thus productivity is decreased due to the workplace environment. !t is the quality of the employee s workplace environment that most impacts on their level of motivation and subsequent performance. "ow well they engage with the organi#ation, especially with their immediate environment, influences to a great extent their error rate, level of innovation and collaboration with other employees, absenteeism and ultimately, how long they stay in the job. $reating a work environment in which employees are productive is essential to increased profits for your organi#ation, corporation or small business. The relationship between work, the workplace and the tools of work, workplace becomes an integral part of work itself. The management that dictate how, exactly, to maximi#e employee productivity center around two major areas of focus% personal motivation and the infrastructure of the work environment.

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$3 I.-RO/UC-IO. 3irst of all everyone needs to know that safety is associated with three different 6 s they are man, machine and material. 1very worker has the right to work in a healthy and secure environment. !t is the prime duty of the employers to give their labor force an environment that is safe, healthy and friendly. 7orkers safety and health should be the prime concern of all the

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employers. . worker of an industry or organi#ation is liable to work in an environment where his safety and health are properly taken care of. The responsibility of the safety and health of the worker is not only the sole responsibility of the employer> it is also the responsibility of the workers to take care of their own health and safety. . safe and healthy environment can only be achieved with the proper coordination of the workers, but the prime responsibility is on the hands of the employers. They need to take the initiative and invest in the industry, in terms of eliminating risks that are attached with the work procedures. +ltimately accidents with the employees not only leads to loss of time, damage to machines in certain cases, delay in work increasing expenses but also the amount of money need to be given to the employee as compensation which is an additional overhead and sometimes even loss of a precious human life which are not even being taken care of by many higher authorities. This project encompasses all the vital aspect related to each and every prospect with the help of a case study. !n !ndia, occupational accidents, ergonomic ha#ards and occupational diseases are important factors influencing the health of the industrial workers. *iseases like byssinosis and pneumoconiosis are rampant among the industrial workers in !ndia. .mong other types of occupational diseases prevalent in !ndia are diseases of the circulatory system, digestive system, urinary tracts, nervous system and sense organs ?hearing loss, $'- effects@, blood diseases, etc. "owever, the present health for the !ndian workers is not adequate enough to cope with the ever-increasing occupational diseases and health problems. The only health facilities offered specifically to the workers are the health centers under the 1mployees -tate !nsurance -cheme.

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)3 OSHA #OCCUPA-IO.A2 SAF0-( A./ H0A2-H AC-& S-A./AR/S I. I./IA !ndia has had legislation on occupational safety and health for ;A years. 4ut regulatory authorities are limited to &,/AA safety officers, &,&;/ factory inspectors, and ,= medical inspectors. These numbers are grossly inadequate even for the inspection of formal units that

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only employ about &AB of !ndia s total workforce ?around ,< million@, let alone the millions who work in the informal sector with absolutely no safeguards. !t is estimated that unsafe work conditions is one of the leading causes of death and disability among !ndia s working population. These deaths are needless and preventable. +nlike growth rates and :*P figures that are flaunted every quarter, the figures of dying and ailing workers who make this growth possible are never recorded or spoken about. The only way to get an idea of the scale of the problem is from data released by the !5) ?,@, which estimates that around /A0,AAA people in !ndia die every year due to work-related problems. To give some idea of the scale -- more than &,AAA workers die every day from work-related diseases> that s about /< every hourC 20'A2 FRAM04OR5 -afety and health occupy a significant place in !ndia s $onstitution, which prohibits employment of children under the age of &/ in factories, mines and ha#ardous occupations. This policy aims to protect the health and strength of all workers by discouraging employment in occupations unsuitable to the worker s age and strength. !t is the policy of the -tate to make provisions to secure just and humane conditions at work. The principal health and safety laws are based on the 4ritish 3actories .ct. The 3actories .ct, &D/9 has been amended from time to time, especially after the 4hopal gas disaster. The amendment demanded a shift from dealing with disaster to prevention of its occurrence. The 3actories ?.mendment@ .ct came into force on *ecember &, &D9=. . special chapter on occupational health and safety to safeguard workers employed in ha#ardous industries was added. !n this chapter, pre-employment and periodic medical examinations and monitoring of the work environment are mandatory

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for industries defined as ha#ardous under the .ct. . maximum permissible limit has been laid down for a number of chemicals. The .ct is implemented by state factory inspectorates, supported by industrial hygiene laboratories. There are similar provisions under the 6ines .ct. The 3actories .ct is applicable only to factories that employ &A or more workers> it covers only a small proportion of workers. The *irectorate :eneral of 3actory .dvice -ervice and 5abour !nstitutes ?*:3.-5!@ assists the labour ministry in formulating national policies on occupational safety and health in factories and docks, and enforcing them through inspectorates of factories and inspectorates of dock safety. -imilarly, the *irector :eneral of 6ines -afety ?*:6-@, 6inistry of 5abour, is responsible for the health and safety of mine workers and implementation of the 6ines .ct, &D;,. OSHA O 60C-I!0S The organi#ation shall develop and document )-" goals and objectives, in consistent with the )-" policy. The goals and objectives shall be periodically reviewed and communicated to employees and other stakeholders. The intent of )-" goals and objectives is to meet )-" performance expectations, and therefore these must be measurable for each function in the organi#ation vi#.

reduction of risk levels> introduction of additional features into the )-"6 steps taken to improve existing features, or the consistency of their application> elimination or the reduction in frequency of undesired incident?s@ 50( OSH 20'IS2A-IO.S

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3actories .ct, &D/9, amended in &D;/, &D=A, &D=<, &D9= 6ines .ct, &D;, *ock 7orkers ?-afety, "ealth and 7elfare@ .ct, &D9< Plantation 5abour .ct, &D;& 1xplosives .ct, &99/ Petroleum .ct, &D0/ !nsecticide .ct, &D<9 !ndian 4oilers .ct, &D,0 !ndian 1lectricity .ct, &D&A *angerous 6achines ?(egulations@ .ct, &D90 !ndian .tomic 1nergy .ct, &D<, (adiological Protection (ules, &D=& 6anufacture, -torage and !mport of "a#ardous $hemicals (ules, &D9D

I2O CO.!0.-IO.S The !nternational 5abor )rgani#ation frames key conventions for protecting the rights of workers> many of them are specifically on occupational health and safety. These conventions once ratified by member states, form guiding principles for the formulation of national policies and laws. The !5) has &9 conventions that are targeted at addressing the issue of occupational

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safety and health ?)-"@. Though !ndia has ratified /& !5) conventions and treaties on labor welfare and labor rights to date, it has ratified only three conventions on )-". !ndia is still to ratify important conventions like $onvention &;; on occupational safety and health and the working environment, $onvention &<& on occupational health services, $onvention &<= on safety and health in construction, $onvention &=< on safety and health in mines, $onvention &9/ on safety and health in agriculture, $onvention &9=, the promotional framework for occupational safety and health. 2AC5S IMP20M0.-A-IO. !n spite of having a good legal framework for the protection of workers, !ndia suffers from the chronic problem of lacking implementations. (egulatory bodies, including the inspectorates, are ill-equipped and severely understaffed. .ccording to a *:3.-5! report ?&DD9@, the country has &,/AA safety officers, &,&;/ factory inspectors, and ,= medical inspectors. These numbers are grossly inadequate even for the inspection of formal units that only employ about &AB of !ndia s total workforce

,3 CAS0 S-U/(

I.-RO/UC-IO. -O -H0 COMPA.(

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+nion $arbide !ndia 5imited ?+$!5@ was established in &D0/, when +nion $arbide $orporation ?+$$@ became one of the first +.-. companies to invest in !ndia. +$!5 shares were publicly traded on the $alcutta -tock 1xchange. +$!5 was a diversified manufacturing company, employing approximately D,AAA people and operating &/ plants in five divisions. The 4hopal plant was built in the late &D=AEs and was owned and operated by +$!5, an !ndian company in which +nion $arbide held just over half of the stock. !ndian financial institutions and thousands of private investors in !ndia owned the remainder of the stock. ;A.DB was owned by +nion $arbide $orporation ?+$$@ and /D.&B by various !ndian investors at the time, +$!5 was the !ndian subsidiary of the +.-. company +$$, itself now a subsidiary of *ow $hemical $ompany. The plant produced pesticide -evin using methyl isocyanate ?6!$@ as an intermediatefor use in !ndia to help the countryEs agricultural sector increase its productivity and contribute more significantly to meeting the food needs of one of the worldEs most heavily populated regions.

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4OR5 CO./I-IO.S .ttempts to reduce expenses affected the factoryEs employees and their conditions. 8ur#man argues that Fcuts...meant less stringent quality control and thus looser safety rules. . pipe leakedG *onEt replace it> employees said they were told ... 6!$ workers needed more trainingG They could do with less. Promotions were halted, seriously affecting employee morale and driving some of the most skilled ... elsewhereF. 7orkers were forced to use 1nglish manuals, even though only a few had a grasp of the language. 4y &D9/, only six of the original twelve operators were still working with 6!$ and the number of supervisory personnel was also cut in half. 'o maintenance supervisor was placed on the night shift and instrument readings were taken every two hours, rather than the previous and required onehour readings. 7orkers made complaints about the cuts through their union but were ignored. )ne employee was fired after going on a &;-day hunger strike. =AB of the plantEs employees were fined before the disaster for refusing to deviate from the proper safety regulations under pressure from management. !n addition, some observers, such as those writing in the Trade 1nvironmental *atabase ?T1*@ $ase -tudies as part of the 6andala Project from .merican +niversity, have pointed to Fserious communication problems and management gaps between +nion $arbide and its !ndian operationF, characteri#ed by Fthe parent companies hands-off approach to its overseas operationF and Fcross-cultural barriersF. The personnel management policy led to an exodus of skilled personnel to better and safer jobs.

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PREVIOUS WARNINGS AND INCIDENTS: . series of prior warnings and 6!$-related accidents had occurred% !n &D=<, the two trade unions reacted because of pollution within the plant.
!n &D9&, a worker was splashed with phosgene. !n panic he ripped off his mask, thus

inhaling a large amount of phosgene gas> he died =, hours later. !n Hanuary &D9,, there was a phosgene leak, when ,/ workers were exposed and had to be admitted to hospital. 'one of the workers had been ordered to wear protective masks. !n 3ebruary &D9,, an 6!$ leak affected &9 workers. !n .ugust &D9,, a chemical engineer came into contact with liquid 6!$, resulting in burns over 0A percent of his body. !n )ctober &D9,, there was a leak of 6!$, methylcarbaryl chloride, chloroform and hydrochloric acid. !n attempting to stop the leak, the 6!$ supervisor suffered intensive chemical burns and two other workers were severely exposed to the gases.
*uring &D90 and &D9/, leaks of the following substances regularly took place in the 6!$

plant% 6!$, chlorine, mono methylamine, phosgene, and carbon tetrachloride, sometimes in combination. (eports issued months before the incident by +$$ engineers warned of the possibility of an accident almost identical to that which occurred in 4hopal. The reports never reached +$$Es senior management.

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+$$ was warned by .merican experts who visited the plant after &D9& of the potential of a Frunaway reactionF in the 6!$ storage tank. 5ocal !ndian authorities warned the company of problems on several occasions from &D=D onwards. ACCI/0.Hust four hours after the leak of methyl isocyanate ?6!$@, the works manager at +nion $arbide s 4hopal plant said% I)ur safety measures are the best in the country.J 4arely &AA yards from his office, had thousands of people lain dead and dyingG Tens of thousands more were being crippled for life. People were terrified, as they woke up to find themselves surrounded by dense poison clouds. 'either +nion $arbide nor the local authorities provided direction, support, help or guidance that night or in the following days. !n the intervening years, victims organi#ations have fought relentlessly for justice, recognition and support. They have received little either through the legal process or from the !ndian government. Today, the toxic legacy of the disaster continues with tens of thousands of survivors suffering from chronic illnesses, the persistent presence of poisons in the soil and water and breast milk, the alarming rise in cancers and congenital problems among children born to exposed people. .n initiative in the city, the 4hopal People s "ealth and *ocumentation $linic, started by the -amb havna Trust, demonstrates an important practical way of supporting and working with communities victimi#ed by corporate crime. *uring the night of *ecember ,K0, &D9/, water entered a tank <&A containing /, tons of 6!$ much more than safety rules allowed. 6ost of the safety systems were not functioning. 6any valves and lines were in poor condition. . runaway reaction started, which was accelerated by contaminants, high temperatures and other factors. The resulting exothermic reaction increased the temperature inside the tank to over ,AA L$ ?0D, L3@ and raised the pressure. The tank vented

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releasing toxic gases into the atmosphere. The gases were blown by northwesterly winds over 4hopal. The reaction was sped up by the presence of iron from corroding non-stainless steel pipelines. !t is known that workers cleaned pipelines with water. They were not told by the supervisor to add a slip-blind water isolation plate. 4ecause of this, and the bad maintenance, the workers consider it possible for water to have accidentally entered the 6!$ tank. +$$ maintains that a Fdisgruntled workerF deliberately connected a hose to a pressure gauge. Theories differ as to how the water entered the tank. .t the time, workers were cleaning out a clogged pipe with water about /AA feet from the tank. The operators assumed that owing to bad maintenance and leaking valves, it was possible for the water to leak into the tank. "owever, this water entry route could not be reproduced. +$$ also maintains that this route was not possible, but instead alleges water was introduced directly into the tank as an act of sabotage by a disgruntled worker via a connection to a missing pressure gauge on the top of the tank. 1arly the next morning, a +$!5 manager asked the instrument engineer to replace the gauge. +$!5Es investigation team found no evidence of the necessary connection> however, the investigation was totally controlled by the government denying +$$ investigators access to the tank or interviews with the operators.

2OOP HO20S R0SPO.SI 20 FOR -H0 ACCI/0.!t emerged in &DD9, during civil action suits in !ndia that the plant was not prepared for problems. 'o action plans had been established to cope with incidents of this magnitude. This

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included not informing local authorities of the quantities or dangers of chemicals used and manufactured at 4hopal. The 6!$ tank alarms had not worked for four years. There was only one manual back-up system, compared to a four-stage system used in the +-.
The flare tower and the vent gas scrubber had been out of service for five months before

the disaster. The gas scrubber therefore did not treat escaping gases with sodium hydroxide ?caustic soda@, which might have brought the concentration down to a safe level. The maximum pressure the scrubber could handle, provided it had been operating, was only a quarter of the pressure during the leak. The flare tower could only hold a quarter of the gas that leaked in &D9/. To reduce energy costs, the refrigeration system was idle. The 6!$ was kept at ,A degrees $elsius, not the /.; degrees advised by the manual. The steam boiler, intended to clean the pipes, was out of action for unknown reasons. -lip-blind plates that would have prevented water from pipes being cleaned from leaking into the 6!$ tanks through faulty valves were not installed. Their installation had been omitted from the cleaning checklist. The water pressure was too weak to spray the escaping gases from the stack. They could not spray high enough to reduce the concentration of escaping gas.

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.ccording to the operators the 6!$ tank pressure gauge had been malfunctioning for roughly a week. )ther tanks were used rather than repairing the gauge. The build-up in temperature and pressure is believed to have affected the magnitude of the gas release. +$$ investigation studies have disputed this hypothesis. $arbon steel valves were used at the factory, even though they corrode when exposed to acid. +$$ admitted in their own investigation report that most of the safety systems were not functioning on the night of *ecember 0, &D9/. The design of the 6!$ plant, following government guidelines, was F!ndiani#edF by +$!5 engineers to maximi#e the use of indigenous materials and products. 6umbai based "umphreys and :lasgow $onsultants PMT. 5td. were the main consultants, 5arsen and Toubro fabricated the 6!$ storage tanks, and Taylor of !ndia 5td. provided the instrumentation. )ther factors identified by the inquiry included% use of a more dangerous pesticide manufacturing method, large-scale 6!$ storage, plant location close to a densely populated area, undersi#ed safety devices, and the dependence on manual operations. Plant management deficiencies were also identified K lack of skilled operators, reduction of safety management, insufficient maintenance, and inadequate emergency action plans. The chemical process, or FrouteF, used in the 4hopal plant reacted methylamine with phosgene to form 6!$ ?methyl isocyanate@, which was then reacted with &-naphthol to form the final product, carbaryl. This route differs from 6!$-free routes used elsewhere,

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in which the same raw materials are combined in a different manufacturing order, with phosgene first reacted with the naphthol to form chloroform ate ester, which is then reacted with methyl amine. !n the early &D9As, the demand for pesticides had fallen, but production continued, leading to buildup of stores of unused 6!$. S0!0RA2 O-H0R FAC-ORS -toring 6!$ in large tanks and filling beyond recommended levels Poor maintenance after the plant ceased 6!$ production at the end of &D9/ 3ailure of several safety systems ?due to poor maintenance@ -afety systems being switched off to save moneyNincluding the 6!$ tank refrigeration system which could have mitigated the disaster severity. The problem was made worse by the mushrooming of slums in the vicinity of the plant, nonexistent catastrophe plans, and shortcomings in health care and socio-economic rehabilitation. H0A2-H 0FF0C-S SHORT TERM HEALTH EFFECTS (eversible reaction of glutathione ?top@ with methyl isocyanate ?6!$, middle@ allows the 6!$ to be transported into the body. The leakage caused many short term health effects in the surrounding areas. .part from 6!$, the gas cloud may have contained phosgene, hydrogen cyanide, carbon monoxide, hydrogen chloride, oxides of nitrogen, monomethyl amine ?66.@ and carbon dioxide, either produced in the storage tank or in the atmosphere. The gas cloud was

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composed mainly of materials denser than the surrounding air, stayed close to the ground and spread outwards through the surrounding community. The initial effects of exposure were coughing, vomiting, severe eye irritation and a feeling of suffocation. People awakened by these symptoms fled away from the plant. Those who ran inhaled more than those who had a vehicle to ride. )wing to their height, children and other people of shorter stature inhaled higher concentrations. 6any people were trampled trying to escape. There were mass funerals and mass cremations as well as disposal of bodies in the 'armada (iver. &=A,AAA people were treated at hospitals and temporary dispensaries. ,,AAA buffalo, goats, and other animals were collected and buried. 7ithin a few days, leaves on trees yellowed and fell off. -upplies, including food, became scarce owing to suppliersE safety fears. 3ishing was prohibited causing further supply shortages. . total of 0< wards were marked by the authorities as being Fgas affectedF, affecting a population of ;,A,AAA. )f these, ,AA,AAA were below &; years of age, and 0,AAA were pregnant women. !n &DD&, 0,D,9 deaths had been certified. !ndependent organi#ations recorded 9,AAA dead in the first days. )ther estimations vary between &A,AAA and 0A,AAA. .nother &AA,AAA to ,AA,AAA people are estimated to have permanent injuries of different degrees. The acute symptoms were burning in the respiratory tract and eyes, blepharospasm, breathlessness, stomach pains and vomiting. The causes of deaths were choking, reflexogenic circulatory collapse and pulmonary oedema. 3indings during autopsies revealed changes not only in the lungs but also cerebral oedema, tubular necrosis of the kidneys, fatty degeneration of the liver and necrotising enteritis.

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LONG TERM HEALTH EFFECTS !t is estimated &AA,AAA to ,AA,AAA people have permanent injuries. (eported symptoms are eye problems, respiratory difficulties, immune and neurological disorders, cardiac failure secondary to lung injury, female reproductive difficulties and birth defects among children born to affected women. The !ndian :overnment and +$$ deny permanent injuries were caused by 6!$ or the other gases. AFTERMATH OF THE LEAKAGE 6edical staffs were unprepared for the thousands of casualties. *octors and hospitals were not informed of proper treatment methods for 6!$ gas inhalation. They were told to simply give cough medicine and eye drops to their patients. The gases immediately caused visible damage to the trees. 7ithin a few days, all the leaves fell off. ,,AAA bloated animal carcasses had to be disposed of. F)peration 3aithF% )n *ecember &<, the tanks <&& and <&D were emptied of the remaining 6!$. This led to a second mass evacuation from 4hopal. $omplaints of a lack of information or misinformation were widespread. The 4hopal plant medical doctor did not have proper information about the properties of the gases. .n !ndian :overnment spokesman said that F$arbide is more interested in getting information from us than in helping our relief work.F

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.s of ,AA9, +$$ had not released information about the possible composition of the cloud. 3ormal statements were issued that air, water, vegetation and foodstuffs were safe within the city. .t the same time, people were informed that poultry was unaffected, but were warned not to consume fish.

COMP0.SA-IO. FROM U.IO. CAR I/0 The :overnment of !ndia passed the 4hopal :as 5eak *isaster .ct that gave the government rights to represent all victims in or outside !ndia. +$$ offered +- O0;A million, the insurance sum. The :overnment of !ndia claimed +-O 0.0 billion from +$$. !n &D9D, a settlement was reached under which +$$ agreed to pay +-O/=A million ?the insurance sum, plus interest@ in a full and final settlement of its civil and criminal liability. 7hen +$$ wanted to sell its shares in +$!5, it was directed by the -upreme $ourt to finance a ;AA-bed hospital for the medical care of the survivors. 4hopal 6emorial "ospital and (esearch $entre ?46"($@ was inaugurated in &DD9. !t was obliged to give free care for survivors for eight years. A7 0CO.OMIC R0HA I2I-A-IO. .fter the accident, no one under the age of &9 was registered. The number of children exposed to the gases was at least ,AA,AAA.

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!mmediate relief was decided two days after the tragedy. (elief measures commenced in &D9; when food was distributed for a short period and ration cards were distributed.

7idow pension of the rate of (s ,AAPper month ?later (s =;A@ was provided. )ne-time ex-gratia payment of (s &,;AA to families with monthly income (s ;AA or less was decided.

1ach claimant was to be categorised by a doctor. !n court, the claimants were expected to prove Fbeyond reasonable doubtF that death or injury in each case was attributable to exposure. !n &DD,, // percent of the claimants still had to be medically examined.

3rom &DDA interim relief of (s ,AA was paid to everyone in the family who was born before the disaster.

The final compensation ?including interim relief@ for personal injury was for the majority (s ,;,AAA ?+-O 90A@. 3or death claim, the average sum paid out was (s <,,AAA ?+-O ,,A;9@.

1ffects of interim relief were more children sent to school, more money spent on treatment, more money spent on food, improvement of housing conditions.

The management of registration and distribution of relief showed many shortcomings. !n ,AA=, &,A,D,;&= cases were registered and decided. 'umbers of awarded cases were ;=/,0A/ and number of rejected cases /;;,,&0. Total compensation awarded was (s.&, ;/<./= crores.

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)n Hune ,/, the +nion $abinet of the :overnment of !ndia approved (s&,<;cr aid package. !t will be funded by !ndian taxpayers through the government.

7 OCCUPA-IO.A2 R0HA I2I-A-IO. 00 of the ;A planned work-sheds for gas victims started. .ll except one was closed down by &DD,.

&D9<, the 6P government invested in the -pecial !ndustrial .rea 4hopal. &;, of the planned ,AA work-sheds were built. !n ,AAA, &< were partially functioning.

!t is estimated that ;A,AAA persons need alternative jobs, and that less than &AA gas victims have found regular employment under the governmentEs scheme.

C7 HA I-A-IO. R0HA I2I-A-IO. ,,/9< flats in two- and four-story buildings were constructed in the F7idows colonyF outside 4hopal. The water did not reach the upper floors. !t was not possible to keep cattle. !nfrastructures like buses, schools, etc. were missing for at least a decade. HEALTH CARE !n the immediate aftermath of the disaster, the health care system became tremendously overloaded. 7ithin weeks, the -tate :overnment established a number of hospitals, clinics and mobile units in the gas-affected area. (adical health groups set up H-8 ?the PeopleEs "ealth $entre@ that was working a few years from &D9;.

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-ince the leak, a very large number of private practitioners have opened in 4hopal. !n the severely affected areas, nearly =A percent do not appear to be professionally qualified. The :overnment of !ndia has focused primarily on increasing the hospital-based services for gas victims. -everal hospitals have been built after the disaster. !n &DD/, there were approximately &.,; beds per &,AAA, compared to the recommendation from the 7orld 4ank of &.A bed per &,AAA in developing countries. The 4hopal 6emorial "ospital and (esearch $entre ?46"($@ is a 0;A-bedded super speciality hospital. "eart surgery and hemodialysis are done. 6ajor specialities missing are gynecology, obstetrics and pediatrics. 1ight mini-units ?outreach health centers@ were started. 3ree health care for gas victims should be offered until ,AA<. The management has faced problems with strikes, and the quality of the health care is disputed. -ambhavna Trust is a charitable trust that registered in &DD;. The clinic gives modern and .yurvedic treatments to gas victims, free of charge. /7 0.!IRO.M0.-A2 R0HA I2I-A-IO. Mariations in economic structure, social set-up, conditions of work, quality of the work environment all have an impact on the standard of occupational safety and health. .s such the social aspects have been considered while assessing the health and safety status of the industrial workers. There are also special occupational settings and types of enterprises, economic activities and undertakings in which work and workplace deviate substantially from the norm.

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6ajor changes in social and economic systems result in weakening of the infrastructure for occupational health and safety. 7hen the factory was closed in &D9;K&D9<, pipes, drums and tanks were cleaned and sold. The 6!$ and the -evin plants are still there, as are storages of different residues. !solation material is falling down and spreading.

The area around the plant was used as a dumping area for ha#ardous chemicals. !n &D9, tubewells in the vicinity of the +$$ factory had to be abandoned. +$$Es laboratory tests in &D9D revealed that soil and water samples collected from near the factory and inside the plant were toxic to fish. -everal other studies have shown polluted soil and groundwater in the area.
(eported polluting compounds include naphthol, naphthalene, -evin, tarry residue,

mercury, toxic organochlorines, volatile organochlorine compounds, chromium, copper, nickel, lead, hexachloroethane, hexachlorobutadiene, and the pesticide "$".

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!n order to provide safe drinking water to the population around the +$$ factory, there is a scheme for improvement of water supply. 83 '2IMPS0 OF O-H0R S0C-ORS FACI.' SIMI2AR PRO 20MS 6ost workers in !ndia ?DAB@ work in the vast informal sector. The variable and insecure nature of the work means that more and more workers are pushed into taking up ha#ardous and precarious employment both in the informal economy as well as informal work in the formal sector. 3or these workers, employment not only fails to bring about a successful escape from poverty, it may contribute to existing vulnerabilities. There are other contributory factors that lead to poor working conditions in the informal sector% There is very little awareness about workplace ha#ards due to lack of access to information, or even any kind of formal education. Then too, )-" is given very low priority among informal workers, as having work is more important than the quality of the job. .s many workers say% I7e might die of work, but if we don t work our families will die of hunger.J 'o proper work hours> piece-rate work often leads to exploitation and extended exposure to ha#ardous chemicals and processes. *iagnosis of occupational diseases is difficult even in the formal sector> in the informal sector it is almost impossible. !n the absence of proper diagnosis, treatment of occupational illness is next to impossible for workers in this sector. 'o clear distinction between living and working area complicates the problem and exposes relatives and others living in the vicinity to work-related risks

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COMPU-0R R02A-0/ H0A2-H PRO 20MS A./ -H0IR R0M0/I0S9 -ome of the key problems associated with the !TP4P)P8P)P5P) sectors are short term eye burning, itching, tearing, eye soreness and eye strain. 4ackaches and neckaches are also widespread. There may also be a tendency for computer users to suffer from cumulative motion disorders, such as carpal tunnel syndrome, caused by repetitive use of the hands and arms at uncomfortable angels. )-". has no specific standards that apply to computer workstations. 4ut still in !ndia the government has provided certain guidelines regarding the use of computer screens. These include% :ive employees rest break for duration of 0-; mins for every ,A-0A mins of work. *esign maximum flexibility into the work station so it can be adapted to the individual operator. (educe glare with devices such as shades over windows, and recessed or indirect lighting. :ive workers a complete preplacement vision exam to ensure properly corrected vision for reduced visual strain. Put the screen at or just below eye level, at a distance of &9-0A inches from the eyes. Put the feet flat on the floor or on a footrest.

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SAF0-( HA:AR/S I. !ARIOUS S0C-ORS 0;UIPM0.-< U.SAF0 4OR5 CO./I-IO.S OR PRAC-IC0S rotating equipment forklifts ladders or lifts underground work electrical ha#ards A.A-OMICA2< CH0MICA2 IO2O'ICA2 HA:AR/S

PH(SIO2O'ICA2 < HA:AR/S PS(CHO2O'ICA2 /0MA./S poorly designed equip work organi#ation workload pace of work prolonged sitting firePexplosions silica ben#ene lead anesthetic gases cancer causing agents

allergies animal bites parasites viruses

slippery walking and poorly designed tools working surfaces scaffolds manual handling

material personal equipment

protective

S-A-IS-ICS *eath toll

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Aviation 0/D ,&0 &;9 D/ 9< <D ;< Coal mine disasters 0=; Industria= disasters ,A,AAA ,, .ndhra Pradesh, !ndia, Maritime <,; /09 Structural fires ;09 *ecember ,0, &DD;@ Train accidents and disasters ;AA-9AA K 4ihar train disaster ?4ihar, !ndia, &D9&@ K *ayananda .nglo Medic private school fire ?6andi *abwali, !ndia, K &D/= (amdas -hip *isaster, -- (amdas ?4ombay, &D/=@ K 4accha -ingh ?6anihari :hat, 4ihar, (iver :anges, < .ugust &D99@ K 4hopal *isaster ?!ndia, &D9/@ K "industan Petroleum (efinery fire K &/--ep-&DD=, Mishakhapatnam, K $oal mine ?4ihar, !ndia, &D<;@ K &DD< $harkhi *adri mid-air collision ?!ndia, &DD<@ K .ir !ndia 3light 9;; ?!ndia, &D=9@ K .ir !ndia 1xpress 3light 9&, ?!ndia, ,A&A@ K .litalia 3light ==& ?6umbai, !ndia, = Huly &D<,@ K Hapan .irlines 3light /=&, ?*elhi, !ndia, Hune, &D=,@ K !ndian .irlines 3light ,;=, !mphal, !ndia, &DD& K !ndian .irlines 3light /D&, .urangabad, !ndia

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0;9 ,9; ,&, &;/ &A=

K 3iro#abad rail disaster ?!ndia, &DD;@ K :aisal train disaster ?!ndia, &DDD@ K 8hanna rail disaster ?!ndia, &DD9@ K 6ardaiyar river bridge derail disaster, ?Tamil-'adu, !ndia, &D;<@ K Patna train derailed, ?4ihar, !ndia, &D0=@

>3 R0SPO.SI I2-I0S OF MA.A'0M0.-

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6anagement are supposed to get personally involved in safety activities in terms of providing safety matters high priority in meetings and production scheduling, giving the company security officer high rank and status and include safety training in their work culture. .long with all these the management must also include% 6anagement s commitment with a safety policy, and publici#e it. .naly#e the number of accidents and safety incidents and then set specific achievable safety goals.

1] REDUCING UNSAFE CONDITIONS !njuries and accidents are common here due to the highly risky procedures. 7orking in or even around a construction site can be dangerous. The location need not be a building site> it can be any construction related area. 7hat matters is you being aware of the ha#ards lurking around at such sites and how much dangerous they can possibly be for you as a worker. Thousands of people are killed at the construction sites every year. $onstruction industry has reported largest number of fatalities as compared to any other industry sectors. The main trouble is not that risks and ha#ards are unknown but the trouble is that it is difficult to control risks and ha#ards in the constantly changing environment in the world place today. The safety ha#ards at the construction site will fall from the motor vehicle crashes, height, machines, electrocution, being struck with the falling objects and equipments. *ue to the nature of the work, the workers at the construction site face higher risks of injury and accidents as compared to almost any other normal industry. People must be aware of conditions that can contribute to an accident and then work to remove exposure to these conditions. 1xamples are enclosing live electrical circuits or providing

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workers with the proper protective equipment. )f course, it is difficult to eliminate all unsafe conditions, and itEs even more difficult to predict or anticipate where such conditions may exist or develop on construction jobs involving lead. To eliminate unsafe actions and conditions in and around construction sites, many advanced traffic, propping equipments and propping accessories are available. These high quality propping and traffic equipments will ensure workers safety. +sing good quality bridge supports, roof supports, and wall supporting applications will prove helpful. The employer can also choose from various props to best suit the purpose. Propping equipments like a crow props, multi props, tilt props and titan props to name a few offers safety and support for most construction sites. Taking proper measures for reducing unsafe actions and eliminating unsafe conditions should ensure workers safety. 2] REDUCING UNSAFE ACTS 1ach worker must make a conscious effort to work safely despite the ha#ardous conditions that may exist at any site. . high degree of safety awareness and training must be maintained so that the safety factors involved in a job become an actual part of the job. 4y being conscious of the task you are performing, the environment in which it is being performed, as well as how you are going to actually perform the task, you will be capable of identifying potential ha#ards that will cause you to act in an unsafe manner. -afety is the condition of being secure from hurt, injury, or loss. Therefore, to be safe, you act in two ways, proactively and reactively. 7hen you act proactively, you anticipate problems before they occur and take steps to make sure accidents donEt happen. 7hen you act reactively, you are responding to problems after they occur. 7orkers are best protected when they act proactively. 3rom an employee s perspective he needs to take care of the following checklist

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3] PERSONAL PROTECTIVE EQUIPMENT Personal protective equipment ?PP1@ refers to protective clothing, helmets, goggles, or other garment or equipment designed to protect the wearerEs body from injury by blunt impacts, electrical ha#ards, heat, chemicals, and infection, for job-related occupational safety and health purposes, and in sports, martial arts, combat, etc. Personal armor is combat-speciali#ed protective gear. !n 4ritish legislation the term PP1 does not cover items such as armor. The terms Fprotective gearF and Fprotective clothingF are in many cases interchangeable> Fprotective clothingF is applied to traditional categories of clothing, and FgearF is a more general term and preferably means uniquely protective categories, such as pads, guards, shields, masks, etc. !tems such as fire extinguishers, first aid kits are equipment to support the personal protection of the subject. Police use handcuffs, tasers, battens and handguns as PP1. The goal of personal protective equipment is to prevent the transfer of ha#ardous material from victims or the environment to rescue or health care workers.
*ifferent types of PP1 may be used depending on the ha#ard present. The types of

ha#ards addressed here include biological warfare agents ?47.s@, chemical warfare agents ?$7.s@, and radioactive agents.

P a g e | 31 The most common routes of exposure to

these ha#ards include inhalation ?breathing, from the air@, skin contact, and ingestion ?eating or drinking@. The use of personal protective equipment is to reduce employee exposure to ha#ards when engineering and administrative controls are not feasible or effective to reduce these risks to acceptable levels.

4] CONDUCT SAFETY AND HEALTH AUDITS AND INSPECTIONS a& Pur?ose !nspection of work areas and audits of safety programs are tools that can be used to identify problems and ha#ards before these conditions result in accidents or injuries. .udits also help to identify the effectiveness of safety program management and can be used as a guide to assure regulatory compliance and a safe workplace.

b& Res?onsibi=ities *esign and schedule audit and inspection procedures for all work areas, processes and procedures.

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$onduct routine audits and inspections 1nsure audits are conducted by employees who understand the various safety programs and policies conduct informal daily safety inspections and ensure all unsafe conditions are corrected conduct documented weekly inspections and ensure all unsafe conditions are corrected c& Corrections .ll safety deficiencies found during audits and inspections should be corrected as soon as possible. *ocumentation of corrections should be made on the audit or inspection sheet. .nd conditions that present ha#ards are to be corrected or controlled immediately.

d& -y?es of Ins?ections -upervisor Q 6anagement *aily 7alk-through% this is an undocumented inspection that is made daily prior to startup and shift change to ensure the facility and equipment are in safe conditions for 1mployees. .ll noted unsafe areas are placed in a safe condition prior to 1mployees working in the area. 7eekly -upervisor !nspections are conducted and recorded with an 1mployee. This documented inspection provides a focus to ensure current ha#ard controls are still effective, equipment is in safe condition and safe work practices are in use. *iscrepancies are listed on the inspection

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sheet, recorded on work orders for correction. The inspection sheet is forwarded to the -afety 6anager for review and logging to track discrepancy correction.

Safe ! C"##$ ee I%&'e( $"% 1ach month members of the -afety $ommittee will tour the entire facility with the -afety 6anager. This tour is to ensure -afety $ommittee 6embers are familiar with all areas of the operation. (ecord of problem areas, committee recommendations and deficiencies will be recorded and provided to management. 'oise -urveys are conducted at least annually, or whenever facility modifications are made that impact the ambient or specific work area noise levels, 'oise surveys are conducted by qualified persons with calibrated instruments. 1quipment !nspections are conducted to ensure specific safety equipment is in good working order and will function when needed. 1xamples and frequencies are% -prinkler !nspection - 6onthly 4oiler $hecks- 7eekly 1mergency 5ighting Test - 6onthly 3ire 1xtinguisher !nspections - 6onthly -afety 1quipment !nventories - 6onthly 4oiler Tests - 6onthly 1mergency 5ighting DA 6in. Test - -emiannually

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(espirator !nspections- 4efore P .fter +se ?6onthly at a minimum@ 4oiler !nternal !nspections - .nnually ?by qualified inspector@ Program .udits are conducted to check the administration of specific safety and health programs. Program .udits of the following shall be conducted annually. .ccident Prevention 3ire Prevention 6aterial "andling 3lammable 6aterial -torage 5ockout-Tag out "a#ard $ommunication Personal Protective 1quipment $onfined -pace 1ntry .sbestos $ontrols 4oiler -afety 4lood borne Pathogens $ontractor -afety 1lectrical -afety

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Tool -afety "ot 7ork (espiratory Protection

)] *ASIC INDUSTRIAL HYGIENE PROGRAM 6anaging exposure ha#ards like these comes under the category of industrial hygiene ,and involves recognition ,evaluation, and control. 3irst, the facility s health and safety officers must recogni#e possible ha#ards. This typically involves conducting planPfacility walk around surveys, employee interviews, records, and reviews of government and non-governmental standards regarding various occupational exposure ha#ards. "aving identified a possible ha#ard, the evaluation phase involves determining how severe ha#ard is. This requires measuring the exposure, comparing the measured exposure to some benchmark, and determining whether the risk is within tolerances.

+] AVOIDING ALCOHOLISM OR SU*STANCE A*USE DURING WOR, *rug-using employees are over three and half times more likely to be involved in workplace accidents. -ome experts estimate that as many as ;A B of all Iproblem employeesJ are actually alcoholics. )ne estimate places the cost of substance abusers damage to a company at O=,AAA per abuser per day. 4oth the quality and quantity of the work decline, in the face of a sort of on-the-job absenteeism. The alcoholic s on-the-job accidents usually don t increase significantly, apparently because he or she becomes much more cautious. The off-the-job accident rate is higher

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than for nonalcoholic s. 6orale of other workers drops as they have to shoulder the alcoholic s burdens.

-] SUPERVISOR TRAINING -upervisor training has far reaching benefits. 7hen you improve the performance of supervisors you are improving the performance of everyone in the company. :ood supervisors with proper training will be able to direct and lead the staff better to help increase efficiency and make employees perform better. The possible effects of supervisor training can range from a simple change in the quality of work to helping to lower costs. 7hen you train management to be better at their jobs they will help their direct reports are better at their jobs. !t is also possible through such improvement to see a change in the company as a whole. 7hen employees feel happy at work their efforts almost always increase and therefore that will help the company to become more stable and able to advance and grow. .s you can see supervisor training is something that will help to make your company a better place to work and help make it a better overall company

.] REDUCING /O* STRESS $3 Increasing 0m?=oyees@ Sense of Contro= and Partici?ation in the 4or"?=ace The key point here is to increase real control and participation> not the illusion of control. Possible workplace strategies%

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+sing staff meetings more effectively to encourage participation and input. *evelop autonomous work groups

3or example% 4lue-$ollar employees in a 4ritish confectionary company reported low scores on three job characteristics ?autonomy, task identity and feedback@, low work motivation, low job satisfaction and high levels of emotional distress. !ncreases in group autonomy were attempted by shifting responsibility and control to work teams and away from the supervisor. Teams had control over the work place, organi#ation of rest breaks, and allocation of overtime and assignments. -ix months and &9-month follow up revealed reduced emotional distress and lasting increases in autonomy. )3 Increasing the S"i== 2eve=s of 0m?=oyees "ealthy work is skillful work. !t allows for the ongoing development of new skills and the opportunity to use them. There has been a great deal of discussion at the national level concerning the importance of high skill, high wage work in increasing the productivity of +.-. companies. +nfortunately, many of the jobs being added to the economy are extremely low skill ones. Possible workplace strategies to counter this deskilling effect% !ncreased skill based training. +se of career ladders to reward skill development

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+se of job rotation to expand skills +se of job redesign to increase range of skill needed "ealthy use of computers for skill development.

,3 Increasing 2eve=s of Socia= Su??ort 8ey components to social support in the workplace are supervisory support and coworker support. Possible workplace strategies% Training in proactive supervision. This supervisory approach emphasi#es positive feedback, employee growth and development, open lines of communication, and strong levels of support. Training in conflict resolution and team building. .ppropriate use of staff retreats. 83 Im?rove Physica= 4or"ing Conditions There is extensive evidence that poor physical working conditions contribute not only to physical ha#ards, but stress levels as well. Possible workplace strategies% !mproving indoor air quality. (educing levels of physical ha#ards such as noise, toxins, chemicals, etc.

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Hob redesign to reduce incidence of repetitive strain injuries ?that is, reducing repetitive work, awkward work postures andPor heavy lifting. >3 Hea=thy Use of -echno=ogy "ealthy use of computers 6ore and more of our working time is spent in front of computers. 7hile they can be a tremendous help in our work, they can also increase stress levels if the computer work is poorly designed. $umulative trauma disorders can be a particular physical ha#ard of increased computer use. :ood ergonomics is a key to healthy computer use. -tate health departments usually have someone who is an expert in this area. They can help you with proper equipment, lighting and pace of work issues. They can also help you reduce the risk of repetitive strain injuries among your staff. -taff involvement in choosing new equipment% This is a common sense strategy that is often overlooked. This can have payoffs for both job satisfaction and productivity. 3or example% . large state human service agency was planning to buy new computer work stations for its 0AAA employees. This represented a tremendous expenditure for the agency. !nstead of making a unilateral decision, they put three different work stations in one office and left them there for two months.

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%3 Maintaining 6ob /emands at Hea=thy 2eve=s "uman beings can become sick if they work too long at a high sustained pace. They are at their most productive and healthy if they can work at a manageable level. Possible workplace strategies% &@ (educed use of overtime ,@ $aseload restrictions 0@ 4rake mechanism - an administrative group designed to reduce the amount of change the organi#ation initiates. /@ 3ormation of F7hat donEt we need to doGF committee - an internal group charged with finding low priority or unnecessary tasks. Hob reduction is not a goal of this approach.

A3 Changes that Provide for 6ob Security and Career /eve=o?ment 3requently, workplace changes occur in a climate of job insecurity or downsi#ing. 3rom the perspective of occupational stress, changes that are intended to eliminate jobs are usually incompatible with efforts to improve the quality of the working environment. 1mployees are particularly resentful of participating in changes that may well lead to their own job loss such as time and motion studies. 6ore positive approaches attempt to use the skills of existing employees in a more effective manner. Possible workplace strategies% &@ 1xtension of career ladders. ,@ 1xpansion of responsibilities and tasks.

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3or example% . private company in -weden provided mechanisms for their clerical employees to increase their skill levels, job responsibilities and depth of speciali#ation. 'early half of the secretaries were eventually promoted to higher job classifications, opening up new career opportunities for them. This process also generated a number of proposals for improved productivity at the company. B3 Changes that Provide Hea=thy 4or" Schedu=es 7ork schedules can have positive or negative health consequences. . number of studies have associated poorer physical and psychological functioning with rotating shifts. )n the other hand, more flexible work schedules have the potential of improving employee satisfaction and reducing stress. Possible workplace strategies% &@ (educed use of forced overtime ,@ (otating shifts in a forward ?day to night@ schedule. 0@ +se of flextime and other alternative work week schedules.

C3 Strategies to Im?rove Persona= Co?ing Mechanisms !ndividual strategies are easier to initiate but should never be seen as an equivalent substitute for organi#ational change. These strategies can, however, be very useful companions to structural change efforts. )ne good distinction for person change strategies is the difference between functional and dysfunctional coping mechanisms. .ll human beings have coping mechanisms.

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+nfortunately, these mechanisms are not always the most effective or functional. The goal is to replace dysfunctional coping mechanisms with functional ones. -ome healthy choices% &@ !mproving the diet of employees Possible work place strategies% bring in a nutritionist for a day of training, encourage employees to keep diet diaries for a week, offer nutritional foods at the worksite, form a healthy snacks club. ,@ 1ncouraging the employees to exercise Possible work place strategies% start a walking club at lunch time, look for group discounts at nearby health clubs, bring in a fitness trainer for an in-service day, and provide exercise equipment or facilities. 3or example% )ne intervention study found that combining a health risk assessment with behavioral counseling was effective in reducing some cardiovascular risk factors. This program gave workers a health assessment, education on the risk factors of cardiovascular disease and provided them some behavioral counseling. .mong other suggestions, the counseling sessions encouraged workers to stop smoking improve their diet and increase their exercise level. 0@ Training in deep muscle relaxation techniques Psychologists have known for some time that anxiety and deep muscle relaxation are mutually exclusive. That is, you canEt be anxious and relaxed at the same time. This finding has been used

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to successfully treat many phobias, but it can also be a useful strategy for dealing with stress. The goal is to train your employees to be able to become relaxed on demand, thereby cutting the stress cycle short. !t is an effective method for training individuals how to relax their major muscle groups. There are other useful techniques available for employees working on computers. Possible workplace strategies% 6any stress management consultants are able to train your employees in these techniques. . good use of an in-service training day would be to bring in a consultant and either has them train all your employees, or intensively train a small group who would then become your in-house trainers. /@ Training in effective cognitive strategies There are several potentially useful techniques here. (emember that something is not stressful unless it is perceived or appraised as stressful. $ognitive psychologists have developed techniques that replace negative cognitions. .nother useful strategy is called thought stopping. -ince we know that negative thoughts can increase anxiety and therefore stress symptoms, psychologists have learned to train individuals too literally FstopF these thoughts before they become too repetitive. These techniques have been found to be extremely useful for people who have serious problems with anxiety or depression. -ome possible workplace strategies% (ealistically, these techniques require a trained professional. 2ou should find a competent cognitive psychologist in your area and ask himPher to come in for an in-service day or work through an 1mployee .ssistance Program. ;@ Training in -ubstance .buse .wareness

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!ndividuals who are under a great deal of stress begin to self-medicate themselves in order to feel better. They may drink more, take more prescription medication, or take illegal drugs. 1very organi#ation has individuals who may already have serious problems in this regard. These individuals probably need professional help. -ubstance abuse awareness is best used as a preventative measure. Possible work place strategies% there are many resources available in the community for substance abuse awareness training. 6any human service agencies are willing to do this kind of outreach for free, and many schools are now hiring well qualified counselors who could be an important resource to your employees, or you can establish your own employee assistance program. <@ )rgani#e discussion groups on healthy stress reducers The idea is to get employees to share effective strategies with each other. Possible workplace strategies% this strategy does not need external resources. 2ou can simply pull together a meeting where people share the stress reducers that work for them. 2ou may want to prepare a handout ahead of time that reviews examples of healthy coping mechanisms. This will help to structure the discussion and provide an opportunity for some additional training. .n added benefit of this approach is that it also provides a mechanism for giving social support to employees. =@ Transition time

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6any employees leave their jobs only to return to stressful conditions at home. They may have families to take care of, meals to cook, or older parents to visit. (emember that it can take a good ,A to 0A minutes for the body to return to baseline after experiencing a stressor. !f the employee walks into their door Fstressed outF and then has to deal with a difficult situation at home, their chances of having long-term health consequences increase. )bviously the work place isnEt responsible for solving employeeEs domestic problems. 4ut it is in your interest to have the healthiest possible workers. Transition time can be a useful technique in short circuiting the stress response at home. The basic idea is to train employees to find a way to relax for ,A-0A minutes before assuming family responsibilities. This allows the bodyEs autonomic responses to return to baseline. 9@ 5eaving stress at the front door - training on family dynamics and parenting skills ThereEs been a good deal of research showing that, as stress increases, so do family problems. !t is very easy for angry, frustrated employees to take stress out on their families. 1ven healthy, supportive families can go through some rough times. Parents who had few problems with their children suddenly have major difficulties with them in adolescence. .gain, the work place is not responsible for domestic violence. 4ut improving your employeesE abilities to handle pressures at home can have major payoffs for your organi#ation.

0] EVACUATION PLANS . disorgani#ed evacuation can result in confusion, injury, and property damage. 7hen there is an emergency, getting workers out of poses special challenges. Preparing in advance to safely evacuate the building is critical to the safety of employees who work there.

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7hat actions should employers take to help ensure safe evacuationsG *onEt lock fire exits or block doorways, halls, or stairways Test regularly all back-up systems and safety systems, such as emergency lighting and communication systems, and repair them as needed *evelop a workplace evacuation plan, post it prominently on each floor, and review it periodically to ensure its effectiveness !dentify and train floor wardens, including back-up personnel, who will be responsible for sounding alarms and helping to evacuate employees $onduct emergency evacuation drills periodically 1nsure that during off-hour periods, systems are in place to notify, evacuate, and account for off-hour building occupants Post emergency numbers near telephones

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7hat should employers do when an emergency occursG -ound appropriate alarms and instruct employees to leave the building 'otify, police, firefighters or other appropriate emergency personnel Take a head count of employees at designated meeting locations, and notify emergency personnel of any missing workers 7hat actions should employees know before an emergency occursG 4e familiar with the work siteEs emergency evacuation plan 8now the pathway to at least two alternative exits from every roomParea at the workplace (ecogni#e the soundPsignaling method of the firePevacuation alarms 8now who to contact in an emergency and how to contact them 8now how many desks or cubicles are between your workstation and two of the nearest exits so you can escape in the dark if necessary 8now where the firePevacuation alarms are located and how to use them (eport damaged or malfunction safety systems and back-up systems

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%3 4OR5P2AC0 SMO5I.'

People smoke for many reasons and once they start, it is nearly impossible to quit. . study published in The 'ew 1ngland Hournal of 6edicine showed that a mere ,B of !ndians quit smoking and that too after falling ill. !n the corporate culture, smoking is a fad. People smoke even if that involves getting out of the office and taking a long walk. 4ut there are some like the fitness freak even hates the smell of it, and is uncomfortable with people smoking during informal meetings. The law prohibits smoking in the workplace.

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F7orkplaceF means an enclosed structure where employees perform services for an employer or, in the case of an employer who assigns employees to departments, divisions or similar organi#ational units, the enclosed portion of a structure where the unit to which the employee is assigned is located. F7orkplaceF does not include any portion of a structure that also serves as the employeeEs or employers personal residence.

HO4 SMO5I.' COS-S -H0 0MP2O(0R 7eis, 8ristein and others have found that smoking activity by employees increases costs in many areas. -ome of these areas are% Absenteeism% )n average, smokers are absent ;A percent more often than nonsmokers. .s long ago as &D=/, *ow $hemical $ompany found that cigarette smoking employees were missing ;.; more work days per year than their nonsmoking peers. $osts for these absences include temporary replacements and lowered productivity and morale among employees who are on the job and must cope with the absences.

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Productivity% )ne has only to visuali#e the smoking ritual to reali#e the time lost by smokers. .dd to that inefficiency and errors caused by higher $) levels in smokers, eye irritation, and lower attentiveness. (esearch is documenting lower productivity in smoking employees and increases in productivity when smoking is limited or banned. Insurance% .dditional health-care cost per smoker in this country is slightly over O0AA per year in &D90 dollars, and this estimate is conservative. -ome insurers, recogni#ing the differential in mortality rates between smokers and nonsmokers, are offering up to /; percent discounts on premiums for term-life coverage for nonsmokers with medical examinations. They represent another area of potential savings when smoking is either banned or restricted in the workplace. -mokers have twice the accident rate of nonsmokers due in part to loss of attention, smoking hand occupied, eye irritation, and cough. (esearchers have estimated fire accident costs due to smoking to be O&A per year per smoker. *r. 7eis says that health and fire insurance premiums can be ,; to 0; percent lower for smoke-free businesses, and morbidity and fire statistics suggest that premium discounts should be as high as =A percent. *isability and early retirement payments can be cut by as much as =; percent. !enti=ation% The .merican -ociety of "eating, (efrigerating and .ir $onditioning 1ngineers notes that Fhigher ventilation rates are specified for spaces where smoking is permitted because tobacco smoke is one of the most difficult contaminants to control at the source.F (equirements for outdoor air are two to three times greater when smoking is a factor, and filters must be cleaned or changed much more frequently. Maintenance Costs% 1mployers who have banned smoking report dramatic decreases in the maintenance costs of their businesses. 4uilding maintenance services are enthusiastic about the

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change in the amount of cleaning required. 3urniture and drapes last longer and have to be cleaned less often. 6any chores done on a monthly basis can be scheduled semiannually or annually.

A3 CO.C2USIO. )ccupational health and safety is not limited in scope only to prevent and control specific occupational diseases. 7orker s health and safety programs should deal with the complete relationship between work and total health of man. "owever, the present occupational health and safety infrastructure in !ndia has not been able to achieve these objectives. The !ndian legislations fail to consider the numerous problems existing in !ndia industry. The legislations fail to reflect the importance of attitude of the organi#ational system and the capacities or performance of working people. The present state of !ndian industry does not provide any incentive to the employersPentrepreneurs to invest in safety measures. There is little

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awareness about safety aspects among the !ndian trade unions. The small unorgani#ed industrial units spread over the length and breadths of the country are not covered by any occupational health services. 4esides all these it is the responsibility of the management to work with ethics so as ensure the safety and security of the employees and make sure that they are more than happy and comfortable in the area of their working premises providing all sorts of essential needs and comforts. 7hen all these are met ultimately workers will be giving their best in terms of productivity in an organi#ation, which is really concerned about them. !t is more than easy if we could just take small and precautionary measures to avoid such a huge disaster like the I4")P.5 :.- T(.:1*2J.

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