OSHA Inspection: WEST MONT

Issued

2013-05-24 00:00:00

Abate by

2013-09-18 00:00:00

Penalty

Initial $4500.00 · Current $3150.00 Reduced

General-duty citation text

OSH ACT of 1970 Section (5)(a)(1):      The employer did not furnish employment and a place of employment which were free from recognized hazards that were causing or likely to cause death or serious physical harm to employees     On and before November 28th, 2012, the employer failed to keep the workplace free of hazards. Employees were exposed to incidents of violent behavior by clients that have resulted in contusions, bruising from thrown objects, bites, and injuries to the head and torso from punches and kicks.  Employees were exposed to the hazard of physical assaults during routine interactions while working in with clients who have a history of violent behavior.  The employer has failed to develop and implement adequate measures to materially reduce or eliminate the likelihood of physical assaults by clients against employees working for West Mont.        Among other methods, a feasible and acceptable method of abatement to correct this hazard includes but is not limited to:     1.     Create a comprehensive written Workplace Violence Prevention Program specific to West Mont which includes the following elements:  a.     A Workplace Violence Policy Statement which sets forth responsibilities of all staff and a policy statement of how all incidents of workplace violence will be investigated and responded to;  b.     Hazard/Threat/Security assessment including records review, inspection of the worksite, and employee survey;   c.     Implementation of workplace controls and prevention strategies to maximize safety and minimize the likelihood of  violent behavior;   d.     Training and education of all staff with a focus on the specifics of West Mont;  e.     Incident investigation;   f.      A system for reporting safety concerns internally;    g.     Periodic review of the program.  2.     Establish a liaison with law enforcement representatives.  3.     Determine the behavioral history of new clients (establish a system such as chart tags, log books, or verbal census reports) to identify clients with hostile behavior problems, and have a system for holding clients accountable, through consequences or interventions, for disruptive behavior.   4.     Ensure that training is sufficient to make all employees aware of the company workplace violence policy, and how that written policy can be accessed.  Training should also include, but not be limited to:  a.     Instructing all employees to state clearly to clients, clients relatives, and employees that violence or threats of violence are not permitted and will be investigated;  b.     Training all employees on effective methods for responding during a workplace violence incident;  c.     Training all employees on recognizing clients or others who are exhibiting aggressive behavior, and on techniques for timely de-escalating the behavior;  d.     Instructing all employees about risk factors that cause or contribute to assaultive behaviors. Training should be conducted at orientation and annually as refresher training.   5.     Prepare contingency plans to treat clients who are acting out.   6.     Implement and maintain:  a.     A buddy system as appropriate based upon a complete hazard assessment and;   b.     A procedure for staff to request and obtain double coverage when necessary.   7.     Implement a system, such as a sign-in / sign-out procedure and a check-in procedure, to track employees in real-time.  8.     Provide staff with a reliable way to rapidly summon assistance when needed, such as an electronic alarm and/or walkie-talkies and consider other equipment to enhance employee safety.

Issued

2013-05-24 00:00:00

Abate by

2013-05-24 00:00:00

Penalty

Initial $0.00 · Current $0.00

General-duty citation text

29 CFR 1904.7(b)(3): The employer did not correctly classify the following work-related injuries or illnesses on the OSHA Form 300 or equivalent.  a) On December 4, 2012 an employee reported a work related injury that required 7 days away from work. The employer recorded the injury on the OSHA form 300 but entered a check mark in column "J" other recordable injury instead of column "H" days away from work.