1. A TICKET TO SAFETY – WHAT YOU NEED TO KNOW ABOUT YOUR SAFETY PROGRAMS RLPSA CONFERENCE LAS VEGAS 2015

2. Methods to reduce injuries  Policy  The company has a long-standing philosophy of taking care of our people. Part of taking care of our people is to ensure the safety, health and well- being of our employees. This policy serves to outline our commitment to this philosophy and provide guidance to all employees on the standards the company expects its employees to adhere to.  Executive Quote or Mission Statement  NO task is so important that it can’t be done Safely!  Safety Manual  Procedures  PPE instructions

3. Methods to Reduce Injuries  Training-  Manuals  Videos  Lesson plans  Webinars  Instructors  Job Aids  Field Staff  Hazard Assessment  Consultant  Internet/Intranet  Websites  Phone Apps  So What’s missing????

4. Methods to Reduce Injuries- Charts

5. Exception Reporting- Example

6. Results Restaurant #1223 Above Store LeaderRegional Leader 141 15 95 14 95 102 12 101 11 0 0 82 10 82 46 73 91 0 82 55

7. Alternative Approach Leverage your Field Resources  Loss Prevention/Safety/Security Professional  Coaching, Inspecting,  Field Training Leaders  Operations Leaders and Coaches  Food Safety Audits  Safety & Security Audits  Vendors  Ecolab  Others?

8. Mentoring your way to Excellence  Leverage what you have to work with….  Utilize your organization problem solving process  How does your company solve for restaurant deficiencies?  Labor, Food Cost, inventory, supplies, Utilities,etc.  High Performers have solved the Safety Culture Concept  If they are not having accidents is that an Accident?  Mentorship-  “someone who teaches or gives help and advice to a less experienced and often younger person” Tutor or Guide.  The Coaching Tree Examples  Every reported accident requires the Mgr to provide the ASL Root Cause Explanation  ASL will Participates in a Monthly conference Call with Mgr, Mentoring Mgr  ASL & mentoring Mgr conduct onsite restaurant review Quarterly until restaurant is out of high risk group.

9. Understand the ins/outs of OSHA inquiries, inspections, hearings, and abatements.  Be Proactive-  Its not “IF” but “WHEN” OSHA contacts your restaurants by mail or in person.  There are several reason that prompt an OSHA Inspection  A complaint from an employee is most common.  Or a failure to respond to an OSHA letter or inquiry  Use the existing emergency notification protocol for reporting OSHA contact.  - OSHA is authorized to make unannounced safety inspections of workplaces and they may contact you through an official letter of inquiry.  If an OSHA compliance officer does come to one of your restaurants & asks to conduct an inspection:  -ask for proper identification  -get the compliance officers business card  -ask for the specific safety issue they are checking and try to limit the visit to that issue

10. CITATIONS OF OSHA VIOLATIONS  Usually arrive several weeks after the OSHA inspections  Common OSHA Violations within our industry include:  -Hazard Communication- Right to Know binder -- make certain you have SDS for all chemicals used in your facility and that Team Members sign the training log page  -Walking surfaces -- make certain you maintain clean and dry floors, use mats where wet conditions warrant them, ensure all floor drain covers and any other trip issues have been addressed  -Electrical -- make certain electrical outlet covers, light switch covers, electrical plugs/cords and circuit breaker box covers and labels are in place and are in good condition (each circuit breaker must be labeled)  -Emergency Exits -- make certain all emergency exits have a sign, are unlocked and have clear, unobstructed access during all hours that team members are in the building  -Personal Protection -- where applicable, make certain you have available and in good condition; heat resistant gloves, cut resistant gloves, rubber gloves, goggles and any other safety tool that prevents possible injury  Restaurants are exempt from maintaining injury and illness logs

11. Inspections,  Every attempt should be made to have the Area Director and the restaurant General Manager be there.  However, the Inspector does have the right to conduct his/her inspection with or without them.  Manager on Duty should stay with the OSHA compliance officer throughout the restaurant inspection. Show their interest in team member safety by immediately correcting any safety issue that is observed during the inspection.  take written notes of everything the officer writes down or photographs. (photograph what they photograph)  note any questions the officer may ask and the answers team members provide  ask for a closing recap of the inspection and if a citation will be issued  don’t allow anyone to admit to violations or correction dates they can’t achieve

12. Personal Protective Equipment Written ProgramReference 29CFR 1910.132 (Reference: 29 CFR 1910.132) Personal Protective Equipment Written Program (Reference: 29 CFR 1910.132)  Your Company Name will assess our workplace to determine if hazards are present or likely to be present which requires the use of Personal Protective Equipment (PPE). If hazards are present or likely to be present, the Your Company Name shall:  Select the type of PPE that will protect the employee.  Require the employee to use the PPE.  Communicate selection decisions to each affected employee.  (Reference: 29 CFR 1910.132 (d)(1)(i iii))  The Your Company Name shall verify the hazard assessment has been performed through a written certification. The certification shall:  Identify the workplace where assessment was performed.  Name the person certifying that the assessment was performed.  Give the date(s) that the hazard assessment was performed.  Be identifiable as a document of certification of hazard assessment..

13.  (Reference: 29 CFR 1910.132 (d)(2))  Assure that defective or damaged PPE not be used. (Reference: 29 CFR 1910.132(e))  The Your Company Name will provide training to each employee who is required by this section to use PPE. Each employee shall be trained to know at least the following:  When PPE is necessary;  What PPE is necessary;  How to put on, take off, adjust, and wear PPE;  Limitations of PPE; and  Proper care, maintenance, useful life, and disposal of the PPE

14. Informal Conference and Settlement  Before deciding whether to file a Notice of Contest, an employer may request an informal conference with the OSHA area director to discuss the citation and notification of penalty. This is an opportunity for the employer to:  Obtain a better explanation of the violations cited;  Obtain a more complete understanding of the specific standards which apply;  Negotiate and enter into an informal Settlement Agreement;  Discuss ways to correct the violations;  Discuss problems with the abatement dates;  Discuss problems concerning employee safety practices;  Resolve disputed citations and penalties; and  Obtain answers to any other questions you may have.

15. General Duty Clause –Section 5(a)1  “Each employer shall furnish to each of his employees employment and a place of employment which is free from recognized hazards that are causing or are likely to cause death or serious physical harm to his employees.”  One way to deal with the increasing threat of general duty violations is to make good faith effort to correct existing workplace hazards and to identify and address new hazards as they appear.  Regularly review your accident records  Investigate every accident to determine the specific cause and to determine whether any action needs to be taken to prevent the accident from recurring.  Conduct job hazard analysis  Document training and conduct periodic retraining

16. Summary  Inspection typically stem from disgruntled employees-  Or, Failure to respond to a letter from OSHA  Have an urgency to escalate immediately any contact from OSHA  In any response to OSHA clearly share your accident History and your open door policy.  Expect OSHA to investigate serious Injuries.  Manager on Duty should stay with the OSHA compliance officer throughout the restaurant inspection  take written notes of everything the officer writes down or photographs. (photograph what they photograph  Before deciding whether to file a Notice of Contest, an employer may request an informal conference with the OSHA area director to discuss the citation and notification of penalty.