Jul 26, 2012

Heat wave should not cause harm to employees



Manufacturing leaders who don’t often visit factory and distribution facilities may be ignoring a serious safety hazard. And it's one that can get them in trouble. An employer has a general duty under OSHA to provide a work place free of recognized hazards, which includes excessive heat. And an employer that claims to be lean implicitly promises to respect employees, not to enclose them in an inferno.

Besides the respect due to workers, poor working conditions come at a cost. Absenteeism and lagging production are just surface issues. Workers overcome by heat need immediate medical treatment, a risk to their health and an increase of health care costs. Heat-induced illness also causes interrupted production, perhaps higher insurance rates, and belongs in OSHA safety records. In a union shop, poor working conditions can result in work stoppages and serious conflict.

The NIOSH website of the Center for Disease Control website is pretty clear about criteria and consequences. I'm quoting pretty closely, because a manager in an air conditioned office may not look at working in a heat wave this way:

  • During unusually hot weather conditions lasting longer than two days, the number of heat illnesses usually increases. Heat stroke, heat exhaustion, fainting, fatigue send workers to the hospital or home.
  • Some causes are body fluid deficit, loss of appetite, buildup of heat in living and work areas, and breakdown of air-conditioning equipment. It is advisable to adhere to preventive measures during hot spells and to avoid unnecessary or unusual stressful activity.
  • Heat promotes accidents due to the slipperiness of sweaty palms, dizziness, or the fogging of safety glasses.  
  • Working in heat lowers the mental alertness and physical performance of an individual. Increased body temperature and physical discomfort promote irritability, anger, and other emotional states which sometimes cause workers to overlook safety procedures or to divert attention from hazardous tasks.
  • Many industries have attempted to reduce the hazards of heat stress by introducing engineering controls, training workers in the recognition and prevention of heat stress, and implementing work-rest cycles. 
  • The amount of heat produced during hard, steady work is much higher than that produced during intermittent or light work. Therefore, one way of reducing the potential for heat stress is to make the job easier or lessen its duration by providing adequate rest time. 
  • Mechanization of work procedures can isolate workers from heat sources (perhaps in an air-conditioned booth) and increase overall productivity by decreasing the time needed for rest. 
  • Another approach to reducing the level of heat stress is the use of engineering controls which include ventilation and heat shielding.


John Holmquist, blogger at the Michigan Employment Law Connection, also reminds us that it is only a matter of time before we hear of employees being disciplined for complaining in Facebook about heat at work and the employer’s unwillingness to do anything about it. The NLRB has supported employees making negative social media posts, and even employee action like walking off the job when safety hazards are not addressed.

It can be worse than just a mention on Facebook, witness Amazon’s embarrassing position when newspapers reported that fulfillment center employees in several U.S. cities were expected to reach high production goals in sweltering conditions. The company has since spent $52 million [corrected from $52 on Aug 1, 2012] on air conditioning for those facilities. If they had done it sooner, they’d be hailed as enlightened instead of hardhearted. 

5 comments:

Robert Drescher said...

Karen

It is very much common sense to look after your employees and your equipment, after all high temps are not only hard on the people they also cause added break downs, modeern electronics tolerate heat less than people do. But as long as most companies are owned by absent shareholders and are run by isolated executives we won't see the people that actually produce value treat with respect, and given decent modern working conditions. If they poass a law that executives had to work in the same environment as their plant workers they would clean and air condition the factories with in days. Instead most companies would prefer to ship the jobs out of the country.

Karen Wilhelm said...

Robert,

A lot of truth to your comment. I failed to mention that sometimes the driver of climate control inside a plant is to stabilize machine precision or other operating parameter that affects product quality. Are we making the wrong argument to management? would they pay more attention if we focused on that reason to cool the workplace?

Thanks for reading and sharing your thoughts,

Karen

Bert Smith said...

I hope that's a typo - "the company has since spent $52 on air conditioning for those facilities" - what did they do, buy two box fans at Wal-Mart? ;-)

what is lean said...

Moreover, because the precision of our measurements can always be increased by gathering more data or acquiring better equipment, p-values in the social sciences are nothing more than measures of the effort and money we invest in acquiring more precise measurements, even though many of us would like to think of p-values as a measure of the truth of our hypotheses.

Helmut Dempewolf said...


I am actually glad to glance at this weblog posts which carries lots of useful facts, thanks for providing these kinds of data. capitalone.com login

Copyright @ 2005-2014 by Karen Wilhelm