Think safe. Act safe. Be safe. Supervisory Safety Leadership Best Safety Practice # 1 Understanding Legal, Employee Safety/Health & Economic impacts Understanding Legal, plus Employee Safety & Health & UCD Economic impacts

Think safe. Act safe. Be safe. Supervisor Safety Leadership Major Job Factors Leadership is a job requirement: –Supervisors have a major influence/impact on; Regulatory compliance, Meeting University safety/environmental goals Injury prevention, Absenteeism, and Workers’ compensation costs

Think safe. Act safe. Be safe. Safety Leadership Legal, Safety & Business Aspects UC Davis’s commitment to employee safe behavior reflects: 1.Meeting Federal, State, County, and UC Davis safety requirements 2.Concern for employee’s safety, health and quality of life 3.Concern for costs associated with injuries & illnesses

Think safe. Act safe. Be safe. Legal: EH&S Regulatory Compliance Requirements/Implications Many of the EH&S programs are based on Federal, California, and/or local (Yolo) government regulations –Provide a safe working environment for employees (Cal OSHA link) It is the intent of UC Davis to comply with the intent of these regulations as well as meeting the specific legal requirements. In addition, any violation of University EH&S policies & procedures is taken seriously; safety/health-safety

Think safe. Act safe. Be safe. Regulatory Relationships Government Visits Follow procedures for responding to government agency visits (i.e. Cal OSHA), information requests, and required reports (some immediate reporting needs) It is important for you, as a Supervisor, to treat each agency representative with respect –Interactions with government agencies focus solely on the incident/issue All agency representatives will be escorted by an EH&S and a department representative at all times

Think safe. Act safe. Be safe. Supervisor Safety Leadership UC Davis EH&S Programs & Policies First point of contact: EH&S policies Supervisor direct impacts employee performance: –Enforce compliance with EH&S policies –Communicate expectations –Set the proper example Follow the policies, procedures & rules.

Think safe. Act safe. Be safe. EH&S Programs & Policies Establishing a Safety Management program safety/safety-management-program/safety-management-program-1 Complying with EH&S Policies & procedures; safety/policy-and-procedure-manual Supervisor guidance and interpretation to employees (work w/DSC’s-DSA’s) Knowledge of policies and procedures to prevent serious or life-threatening situations

Think safe. Act safe. Be safe. Supervisor Safety Leadership Getting Assistance Tools: University Safety Organizations – UCOP Risk Management – Campus Safety Professionals: – Safety Services Administration – UC Davis Safety Council – Departmental Directors & Managers – EH&S Departmental Safety Advisors (DSA) – Supervisors – Departmental Safety Coordinators (DSC) – Individual employees

Think safe. Act safe. Be safe. The Role of EH&S Departmental Safety Advisors (DSA) Assist their departments: Assist supervisors, management & DSC’s on inspections Serve as a Technical Resource Coordinate activities with Cal OSHA, Yolo County, Cal EPA, and other regulatory agencies Conduct incident investigation with the department Bring closure to injury/illness investigations List of DSA’s;

Think safe. Act safe. Be safe. Injury & Illness Impacts Economic: Direct Cost$ There are “Direct Costs of Employee Injuries, Illnesses, and Indirect costs due to Employee Wellness and Behavior Economic Value of Safety; Positive ROI –Direct Workers Compensation )WC) Costs: Temporary Disability payments to injured worker, Physician and specialist, Therapists, Diagnostic testing, Surgery, After care nursing costs, Permanent Disability costs Each department annually assessed for WC costs

Think safe. Act safe. Be safe. Example Workers Compensation Case Back Injury Cost (3 yr claim)

Think safe. Act safe. Be safe. Supervisor Best Safety Practice #6 Workers’ Compensation (WC) Reporting: Employees need to report all injuries and illnesses Immediately; –Supervisors: Assure Employees get Medical treatment Inform Workers' Compensation Unit of the injury Complete “notice of injury” form (if employee does not go to Employee Health) Responsible for written Incident Report. –Contact Occupational Health for all WC claims and referrals

Think safe. Act safe. Be safe. Injury & Illness Prevention Indirect Costs of injuries/illnesses –Indirect costs*: Productivity losses; overtime or extra wages, Training replacements, Administrative time managing claims & disability, Legal costs & possible fines Investigation and corrective action time & expenditure, Work completion delays, equipment damage Employee skill loss, project/research delays, Morale & efficiency impacts * Liberty Mutual estimates for every $1 of direct costs there are $3-5 indirect costs

Think safe. Act safe. Be safe. Supervisor Best Safety Practice Incident Investigations Incident Investigation is supervisory primary responsibility Incident Investigations are performed to find all the causes and corrective actions for injuries, illnesses Supervisors will be provided additional training on effective incident investigation* –A simple incident investigation technique is to ask the 5 Why’s –HANDOUT: Incident Investigation form Interview employee(s), pictures, sketch * Note: Ask for assistance from experienced Supervisors for your first investigation

Think safe. Act safe. Be safe. Supervisor Best Safety Practice Incident Investigations Ensure department managers are awareness of injuries, WC claims and prevention efforts Insure a detailed injury investigation is completed Provide this information to Workers' Compensation Unit for the claim filing & investigation Occupational Health work with the designated WC provider for claims management

Think safe. Act safe. Be safe. Supervisor Best Safety Practice Returning Employees to Work (RTW) Return to Work (RTW); –Employee will provide release to Employee Health prior to RTW. –Human Resources provides notices of work restriction to Department Management & Supervisors. Supervisor ensures employee work within their restrictions –Adhere to physician notes and restrictions –Provide ‘modified duty’ according to policy –Call Workers' Compensation with questions