OSHA Inspection: OPPORTUNITY RESOURCES, INC

Issued

Nov 12, 2015

Abate by

Dec 9, 2015

Penalty

Initial $7,000 · Current $4,550 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 in that employees were exposed to acts of violence in the workplace:     a) Opportunity Resources, Inc.: On or about, May 13, 2015, and at times prior, 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 not established or implemented effective measures to protect employees from assaults or other physical violence in the workplace.              Among other methods, a feasible and acceptable method of abatement to correct this hazard includes but is not limited to following the guidelines set forth in Guidelines for Preventing Workplace Violence for Health Care and Social Service Workers. OSHA 3148-04R-2015  which include but are not limited to the following:         1. Conduct a workplace violence hazard analysis (this includes analyzing vehicles used to transport clients) specific to Opportunity Resources Inc. which includes the following elements: (See OSHA publication 3148)        a. Management commitment and employee participation: essential elements of an effective violence prevention program; management should ensure and exhibit equal commitment to the safety and health of workers and clients.      b. Worksite analysis: involves a mutual step-by-step assessment of the workplace to find existing or potential hazards that may lead to incidents of workplace violence; the assessment should include a records review, a review of the procedures and operations for different jobs, employee surveys and workplace security analysis.       c. Hazard prevention and control steps:        (1)  Identify and evaluate control options for workplace hazards;   (2)  Select effective and feasible substitution, engineering and administrative controls to eliminate or reduce hazards;    ? Install deep service counters or enclose employee work stations with shatter-proof glass.   ? Provide employee "safe rooms" for use during emergencies.   ? Ensure that employee work stations have two exits.   ? Arrange furniture to prevent entrapment of staff.   (3)  Implement these controls in the workplace;   (4)  Follow up to confirm that these controls are being used and maintained properly; and    (5)  Evaluate the effectiveness of controls and improve, expand, or update them as needed.    d. Safety and health training: should be specific to Opportunity Resources Inc. and help ensure that all staff members are aware of potential hazards and how to protect themselves and their coworkers through established policies and procedures; such training can be part of a broader type of instruction that includes protecting clients (such as CBS de-escalation techniques); however, employers should ensure that worker safety is a separate component that is thoroughly addressed. Supervisors and managers must be trained to recognize high risk situations, so they can ensure that workers are not placed in assignments that compromise their safety.  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 standard response action plan for violent situations, including the availability of assistance, response to alarm systems, and communication procedures;    ? The location, operation, and coverage of safety devices such as alarm systems, along with the required maintenance schedules and procedures;   ? Proper use of safe rooms/areas where staff can find shelter from a violent incident;    ? Ways to protect oneself and coworkers, including use of the "buddy system"        e. Recordkeeping and program evaluation: are necessary to determine its overall effectiveness and identify any deficiencies or changes that should be made; information on patients with a history of past violence, drug abuse or criminal activity recorded on the clients chart; documentation of minutes of safety meetings, records of hazard analyses, and corrective actions recommended and taken; top management should review the program regularly and, with each incident, to evaluate its success.       2. Establish a liaison with law enforcement representatives, to include probation officers that are assigned to specific clients and work with them to maintain chronological reports of any incidences or near misses.       3. Determine the recent behavioral history of clients (communication of client behavior with oncoming substitute employees, allowing access to Therap Logs, General Event Reports or accurate verbal communication) to identify clients with hostile behavior problems, and have a system for holding clients accountable, through consequences or interventions, for disruptive behavior.        4. 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.